Recruiting space is becoming aggressive day by day. The changes are so dynamic that what was good yesterday may not be so today. Recruiters say that technological boom is the biggest contributor for this trend.

Technology in recruiting has shaped up in different mediums like Social media recruiting, Online job search, Blogging, HR and even e- mail recruiting.

ATS (Applicant tracking system), is one such software which has streamlined the recruiting process even further. Mergers, Acquisitions and takeover segment in recruiting segment also saw some up new tidings and trends like

• Monster Buying Out Yahoo Jobs
• Kenexa Acquiring Salary.com
• ATS being the new frontrunner for staffing solutions

Recruiting related domains although have changed hands, but when you add in the major job seeker, HR, and salary transactions, you can see that something’s are still the same. This seems to be a trend beyond coincidence as we have precise insight into the causes.

But the real reasons why the Internet Recruiting has changed so much is that is:

1. The jobs and economy experienced dramatic shifts prior to 2010. This along with increasing usage of Internet changed the monetization equations and metrics around job search and online recruiting.
2. Easy, immediate distribution of content in the online segment leveled the playing field. When every individual is a publisher, the brand becomes more important which makes it easy to establish a big brand.
3. Professional networking, job referrals had been an important source of job placement, However Social media drove that process online, thereby creating new opportunities and expectations for the future of online job search.
4. Mobiles and consumer devices furthered the penetration of the Internet as the primary vehicle for job search thereby making online job search even more important and thereby changing the scope of recruiting and made Internet Recruiting a reality.

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It seems that no one can deny the importance of effective HR management.  Sure, there are some business managers who still think and work on the assumption that the supreme value for their company is money, investments, equipment and production facilities etc.

However the recent economic downturn has proved that companies which possessed the best human resources managed to survive, and even managed to conquer new potential markets in the form of attracting new customers, thus making us re-think on the fact that “Business is run by people, no matter how efficient and smart the IT solutions are”.

For this tactical reason, it is important for every organization to measure performance of its human resource department.  The problem is that HR or the personnel department does not earn money unlike other departments, and to the contrary it spends financial resources in order to hire, educate and retain the best of professionals in a strategic business area.

Human Resource departments believe in human resource investment, which has time and again proved to be one of the most effective long-term investment tools.

However not many HR departments can be effective in this and can be more of a bane than a boon for many companies. The reason being they misuse the company money for cheap and unproductive training programme.

Hence it makes us consider many factors to take into account when working with personnel. Thereby using a balanced scorecard system, it is possible for the management to evaluate the human resource performance and thereby align the HR goals with the strategic goals of the company, its mission and values.

Evaluation of HR performance is a must for any companies as it in turn contributes to improvement in effective “two- way communication” and proper feedback system, the system of education, training and coaching.

Proper HR policy even improves the organizational climate and employee satisfaction. Use of a balanced scorecard for HR performance is recommended for heads of human resource departments and top managers of big companies who want to optimize work of their enterprises and firms.

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A resume is a very important tool highlighting your achievements, strengths and core areas of work in a detailed format. However not many people are so confident when it comes to creation of an Online resume, and are left fumbling for details.

Hence, we created a small write-up on how to effectively create an online resume databank.

This will not only help in gaining maximum visibility, but also gets a higher stance of getting noticed by recruiters in job portals and professional networking sites.

Few Steps to effectively create an online resume to gain maximum visibility are:

Selection of the platform:

Personal branding on the Web is about the Pull factor. The challenge lies when you pull them into your network, which you’ve built through forum participation, feedbacks and social networking. Platforms range from forums, blogs, websites, and social networking sites to the simple e-mail.

Create a positioning statement:

After selecting your platforms, try creating a positioning statement in your online resume. This not only helps in showcasing your unique personality to potential employers. It helps in engaging the recruiter as it is a unique way of branding yourself, which is what recruiters would prefer.

Enhance your resume with Goodies:

Multimedia goodies, this is the one of the advantages of an online resume creation. This increases the ability to enhance your online presence with recruiters, and allows your potential employers to see you in a more complete manner. Thereby allowing recruiters to connect to your resume, thereby making your profile more appealing. Video or audio testimonials from previous clients and coworkers are a very innovative idea that can be included, which can be linked to your YouTube channel or a Flickr page which support you activities when representing yourself to recruiters.

Integrate your resume with Leading Social Networks:

Now that your resume has started to take shape try linking your resume with your favorite social network profiles. Make sure you keep the resume fresh, professional and constantly updated.

Start Promoting Your New Resume:

Now that you’re online resume is created, start aggressively promoting it in multiple channels and modes like adding it to your paper resume, business cards, email signatures, social networks etc. The possibilities are endless. It’s about how smartly you brand yourself.

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There is no universal success recipe for business anymore, what may be succesful at one point of time will not even work out in today’s context. But there are few intangible factors which contribute to the success of the company in a long-term perspective.

HR management is one such vital factor as any company is associated with the people who are working there.

Even companies who have the best talent can fail to achieve success because they cannot work together in an efficient and productive manner. Hence many companies are investing in efficient HR departmental policies, thereby ensuring the productivity of the employees, which in turn helps the companies to expand more.

HR is about learning and a growth perspective which deals with improvement of personnel, professional skills, knowledge, organizational  climate, employee satisfaction etc. This in turn helps to implement a balanced scorecard on a departmental level. Something that is good for human resource department is good for the company in general, as it’s about simultaneously ensuring employee and organizational productivity.

This is where Strategic HR can help as they show cause and effect ties between indicators of different categories/perspectives, For example if company decides to focus on employee hire turnover rate, strategic HR along with the help of applicant tracking system will connect these indicators with other measures and goals in a balanced scorecard metric.

When implementing a sound HR Framework it is really important to keep in mind that you are dealing with people and is really difficult to measure certain human resource management things along with numbers.

HR at the end of the day is about ensuring employee productivity and retention, alongside with meeting of the organizational goals.

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TargetRecruit partners with AAkonsult to Provide Premium Staffing Management Solutions

Social media recruiting is growing at an increasing pace day by day. Recruiters are active more on social and professional networking sites than job portal sites looking out for new talents.

One social networking site that is growing in leaps and bounds is Twitter, which is being used by many of the companies. Organizations say that Twitter is more like a PR tool for them. This has made active job seekers, consultants etc to actively follow companies on twitter.

But what many people are not much aware of the fact is that Twitter can be used to create an online resume of yours in less than 140 characters which can be circulated amongst friends or companies.

Here is how you can create an online resume in twitter in less than 140 characters:

1. Job Title Creation: - Create the title or the position you are seeking for.
2. Location Inclusion: - Include your location by adding the #tag or Hashtag of the location where do you want to work or relocate to.
3. Use Hash tags frequently: – Hash tags are a way for Twitter users to classify tweets and group them together. Recruiters use hashtags as a way to search for talents on Twitter. Some good examples of hash tags could be included in your Twitter resume tweets are #needajob etc.
4. TweetMyResume: - Post your twitter resume on tweetmyresume.com, for added exposure, wherein it gets a higher visibility stance of being noticed by recruitment consultants.
5. ReTweets: - Ask your friends and followers in Twitter to re- tweet your Twitter resume which thereby makes it viral and helps it get noticed by many people at ease.

End of the day Social media recruiting is all about making online recruitment go viral.

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Quality of Hire and workforce productivity measure is always a much discussed issue in today’ stance. Recruiters are of the opinion that quality of hire and the workforce productivity cannot be pre-determined as a lot of factors come into consideration. Technology, process implementations, organizational metrics make up for a lot on the internal factors in measuring workforce productivity.

Workforce productivity is intertwined with a number of internal and external factors, which the organization has to take in mind. The organization should see that the ability to influence and deliver by the workforce is indistinguishable as a valuable resource to complete work on the organization’s behalf.

Workforce productivity in today’s context is becoming a trend we must respond to. Not only is it dramatically changing the organizational design, it is changing the nature of work itself.

Initially the HR function played a miniscule role in the transition. However in today’s context HR and personnel departments have adopted a focused based compliance hands-off approach, opting to tell managers and the management what they can do to find innovative solutions to ensure higher workforce productivity. This has created a stance wherein accountability for planning, sourcing and managing workforce productivity is taken care completely by the organization.

Talent management systems that ignore the “Total workforce productivity model” should be indicative of a solid leadership and a sound performance management process. This is because it helps organizations build a new suite of talent management offerings that caters to the needs of the total workforce productivity and thereby navigate the scenario from the murky, protectionist regulatory landscape of workforce non- productivity.

End of the day, Workforce productivity and performance management is ultimately about setting clear expectations and evaluating whether procured work, goods, and services actually perform at or above the level expected.

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Candidate engagement is increasing day by day. Staffing companies and organizations are ever increasingly creating a conducive stance wherein candidates can directly submit their resumes and even know the status of their resumes.

The recruiters are going a step ahead wherein they get back to the candidate personally after they fill in their application or after giving the interview.

These sessions helps in solving a problem from scratch and brainstorm how an organization should look and act to a candidate. This stance helps to create the organization the leader in candidate engagement.

Candidate engagement however has a few obligations, which must be seen or taken care of by the organization, If it is to be succesful in it.

They are:

Setting expectations early :

Organizations after receiving a resume upload should begin turning on the auto-reply feature within the ATS. There is no reason why you shouldn’t turn this on today if you have this feature. I was surprised by how many people in the audience were not using it or were not aware of it.

Organization should set their expectations, and set a higher productive stance wherein every candidate submission is replied back via their ATS. The key however is to concentrate on the messaging of this auto-reply and how long the process will take.

Should all candidates be treated equally?

First off, I think an auto-reply should be sent to all candidates that submit an application. But after that should you feel compelled to treat everyone the same? In a perfect world, sure but our world is far from perfect. If you have limited labor resources, I’d recommend putting candidates in tiers. Candidates that don’t fit the job description should be sent a generic rejection email, which is quite easy to do in your ATS.

Candidates that you interview should always receive a personal call that they didn’t receive the job. And finalists should receive a conversation from a recruiter to gauge their interest in future positions in the company as they would still be good fits for the company in the near future.

Candidate engagement is not that difficult. There are a number of small things that you can do in order to improve the experience of the candidates that are coming through your recruitment marketing system every day. The key is doing it in a channelized manner than just doing it for the sake of it.

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Recruitment is a challenging task, and many people are left in the lurch when it comes to finding new sources of finding potential candidates.

However in my point of view, there are ample sources of recruitment sources available, which can be used by the recruiter to select the best candidate.

The most popular sources of recruitment are:

• Social Media Recruitment
• Incentive based referral program
• Community recruitment
• College recruitment/placement
• Talent sourcing in the crowd

Social Media Recruitment:

One of the most popular sources of recruitment currently. It has grown tremendously because of its ease of use, multiple sourcing channels and low cost of usage. Recruiters now are able to double up as online reputation mangers and get the best talent for the hiring manager or the company, which they are working for.Social media also helps in getting the best talent for the company as we can get to know the likes, strenghts and any other special characteristic possessed by the individual.

Incentive based referral programme

This is one of the frequently used sources of recruitment, wherein Organizations ask current employees to recommend skilled and competent employees within their network to expand their potential pool of candidates.If the candidate is duly selected the person referring him duly receives a small percentage of payout from the organization.

Community recruitment

Many organizations follow community recruitment programs, wherein they hire people from within the community they are catering to. It is a way of maintaining corporate social responsibility. It also has the ability to build a superior workforce, with great loyalty and low turnover, at a reduced cost.

College recruitment/placement

College recruiting includes internship or rotational programs to give students a taste of real work as well as a way to evaluate and assess students for potential recruitment as regular employees. There are many other elements that could be added to this list, but the idea is not to create a list of everything. It is to show, what happens if all of these elements are combined to create a bulletproof, flexible, and expandable ability plan to find good talent.

Talent sourcing in the crowd

Very much similar to employee referral programme, but works in a broader group of network to recommend and select candidates with the right criteria. Common examples are Facebook pages, Groups and twitter etc, which promises to be a rich source of candidate selection in a targeted audience.

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