In 2015, Innumerable Recruitment Techniques has been initiated which leads to hike in Success rate of RPO. There is an estimation of 450 crore RPO business in India with the expected growth of 40-50% every year. Outsourcing the Recruitment Process comes under the brisk business category as most organizations are outsourcing HR services with regard to focus on core businesses. Factors which are increasing the growth rate of RPO in 2015 are: Quality hiring, low turnaround time and also the cost reduction in HR Services. Better understanding of the HR market is essential for RPO projects. Organizations are not only concerned about the specialization in sourcing like earlier years but also in the processing plus technologies involved. With the increasing maturity of the RPO market various peripherals (with respect to recruitment tools) has been added to enhance RPO success rate. RPO Growth rate has been increased by 13% from last year and presumed to get even better in coming years. Roles and positions has become more specified as a result of which to hire the specific talent from the pool has become challenging. Acknowledged with this fact even the hiring managers are being patient to fill out a particular role and are prepared to wait for the right talent.
There has been noticeable changes in the traditional approach of Recruitment practices so as to influence the talent from diverse mediums. Today, is the time when recruiting the best talent from the market is considered as the most valuable metric for the organizational success. Earlier like four years down the line, traditional hiring method were the employee referrals or print media but referral program was the best suited method for search of talented candidates at that time. Nowadays job board and social professional networks are preferred for sourcing quality candidates. Recruitment through social practices precedes to successful, talented and retained candidates which makes 70% of recruiters to spend more in Social media. Recruiters tend to spend more on LinkedIn than other social media channels. To segregate 90% recruiters are using LinkedIn while 60 % are more likely to use Facebook platform for Recruitment Practices. Following techniques are used for high level recruitment:
Wide Search Plan
There has been a huge difference between supply and demand of the experienced candidates which makes the hiring environment quite competitive in 2015. With the consideration that more talent does not mean employable talent we have been through the candidates with high talent skills but the dearth of employable talent. As per the Morpheus Human Consulting Survey Research, hiring competition is expected to increase by 65% in the coming years. Following Hiring Challenges are faced by Recruitment Consultants in 2015 as compared to previous years:
Executive Level Hiring:
Recruiting the senior level management has always been a challenge due to the diverse opportunities available in the market. Top talent candidates are always in demand and hence whenever they are out in the market for the job change other employers hire them readily without second thought and they are with the offer letter in hand as quick as wink. HR Recruitment Consultants at Morpheus Human Consulting has put the efforts in overcoming this challenge by making the job postings more SEO friendly compared to other employers so that when high talent is in need of job, the postings done by the recruiters of Morpheus Human Consulting will have good search engine score and this technique has known effective results.
The whole criteria of outsourcing the Recruitment process is the introduction of the strong candidates and it is essential for any company to choose recruitment consultancy cautiously failure of which can have huge effect on the brand name not to forget the business loss. Following are the steps that can be helpful in Selection of Best Recruitment Consultancy Organization
Jack of all, Master of One
There are many HR Recruitment Consultancies who claims to have end to end recruitment experience in all the industries but the HR Manager has the responsibility to discover the industry in which the particular consultancy has expertise into. Having the in-depth knowledge in the particular channel adds significant value to the hiring process as the expertise are not only concerned about the job role or job description but also the values, work-culture, passion of the candidates towards the job role while keeping in mind budget as well as tight deadline.
Recruitment Franchise Opportunities
Setting up your own HR Recruitment Business from scratch can be tedious, time consuming and also involves huge initial investment. To overcome these pitfalls of starting a new business, Franchise plays a great role. Benefits to start franchise over business are:
- Franchisees has rights to use the company’s established brand name and logo.
- Comparatively higher chance of success rate than involving in sole proprietorship.
- Less amount of time, energy and efforts are required to start franchise.
- Franchisors provide complete initial training and ongoing support on the software involved in the business.
- Franchisors takes care of the company’s advertising campaign to build the strong brand name.
Morpheus Human Consulting As a Recruitment Franchisor
Register Here for Morpheus Human Consulting Franchise Meet and fill out the basic information like your name, email-id and contact number. Registrations are considered as you want to have detailed information about our Recruitment Franchise.
Once registration is done our Franchise team will reach you explaining the prerequisites regarding Morpheus Human Consulting Franchise and the suitable time will be discussed for our face-to-face meet with franchise management team.
After meeting our franchise empanelment team and management at Morpheus Human Consulting, considerable amount of time is given to the prospect for decision making process regarding investment. Once you have determined the level of investment that works best for your Franchise goal and budget you can continue the payment process either online or offline.
End-to-end Recruitment Training Facility will be provided by our Franchise manager which includes proper keyword search in different job portals, candidate shortlisting as per the resume screening and other helpful factors. Later in case you have any impediment in using job portals our support team will assist you with the same.
Franchising is an example of proper Business concept as with minimum risk and low investment you can expect reasonable ROI. Morpheus Human Consulting wants to outsource in order to grow and develop its recruitment business dynamically. We have more than 13 years of experience in recruitment services and provides attractive as well as well rewarded business opportunities to its partners.
For Further details contact us on 022-40649800 or email us on firstname.lastname@example.org
Now is the time of social media and every organization is concerned about the company brand. In recruitment process HR not only takes care of interview process but also about the good candidate experience harvesting brand development exercise. Let me explain some strategies that can be helpful in building positive impression among the freshers and also in attracting talents for the recruitment process.
- HR Recruitment Consultant or the HR manager should inform the candidate about the tentative time for hiring activity and implement the same to value the time of the job seeker. Candidates can be scheduled in two ways: pre-lunch and post-lunch hence saving valuable time on either side.
- In order to understand the interest of the candidate for a particular job profile an initial step of telephonic conversation can be helpful. Furthermore, make candidates understand the whole interview process over phone along with date and time to seek confirmation mail from the candidate.
- Selected Candidates from mail confirmation should be treated well by the attendants and front office should also have the information with the list of candidates appearing for the interview. In case of any delay in the recruitment activity due to unavoidable reasons HR should express apologies for the same.
- If there is any written test before the personal interview make sure you inform candidates the stipulated time taken to declare results so that it helps candidates to avoid stress for the time being after the rigorous selection rounds.
- Congratulation mail should be send to the selected candidates and regret mail to the rejected candidates to encourage them for future openings. Also register the email-ids of all the candidates that have come for the entire recruitment process so as to send them job openings available in the future along with the company update.
Above written points has been discussed with Recruitment Consultants of Morpheus Human Consulting and put it in a frame to provide a good picture of candidate attraction strategies combined with brand development exercise. In case of some other strategies you can think of please express your views in the comment below.
Wherever and whenever possible, make optimum use of the digital medium. Not only is it a great way to be environmentally more sustainable, you’re also reducing clutter thanks to less paper on your desk. You can go a step further by cancelling magazine subscriptions and opting for online ones instead.
Undertake Regular Audits
To keep a regular check on your workplace cleanliness, inspect items on and around it. Dispose redundant things and follow this process frequently to maintain a clean desk.
Avoid Snacking at Your Desk
When hiring, companies are 100 per cent sure about what they want. However, unfortunately job seekers are often not sure about what they want, and that stops them from effectively communicating that they might be the best candidate for the job.
Companies are always on the lookout for long term potential to support their brand.
They want motivated personnel who’re excited about their role in the company and the company’s future.
Businesses often run in a set pattern. However, when the tide turns you know who’s been swimming naked. A company knows every time economy changes or the competition introduces a new product/service, the company strategy has to change accordingly. In such cases they need creative people with unique problem solving skills to step in a tweak ongoing processes. Show them how you tackle challenges and opportunities, and they will ask you to come onboard.
Ability to Adjust
Most of us spend a LOT of time at work, and while you may get to choose your friends, you don’t have that option with colleagues. However, in a workplace there are unwritten rules of being understanding, respectful and reliable.
Ability to add Value
Employers want people who’ll add value to the organization and make money for them. If you’re not able to convince them your skills would help them make money, why should they hire you! After all, a business is not the same as charity. The key here is to quantify your work. Make sure they see value in you.
Aside from submitting a resume full of typos, the quickest way to be eliminated from consideration for a new job is making an avoidable interview blunder – like putting your foot in your mouth. Here are some tricks of landing into your dream job:
Even if you’re more nervous than you’ve ever been, no company wants to hire someone who lacks confidence. So, in this case, honesty is not the best policy. Don’t tell your interviewer how nervous are, or were before the interview. Just fake it ’til you make it.
Weaknesses or mistakes
Never voluntarily talk about your weaknesses unless they ask you with the standard interview question, ‘What’s your biggest weakness?’ And don’t bring up mistakes you’ve made at work, unless you’re talking about them to show how you’ve made significant improvements.