Thursday, 8 August 2019

Recruit Like A Marketer

According to various recruitment stats, attracting top quality candidates is the biggest challenge of recruiters and HR managers today. In this era of low unemployment rate coupled with ever-changing needs of the job market, talented candidates are the real kings and the ultimate power rests in their hands. Today, candidates have the upper hand of selecting the organization they want to work for as they have multiple offers in hand. This creates an atmosphere of intense competition all around among recruiters to pitch in the best candidates for their clients.
We all know recruiting is tough right now. No need to belabor the point. But that doesn’t mean we shouldn’t talk about it. We need to! We should focus our attention on finding solutions that will fill our talent pipeline.
Today, I want to share a new model that might provide some creative inspiration towards those solutions. And a technology product that can make implementing it easy.

The PESO Model

I studied the model in a blog post written on the site Hrbartender,the PESO Model outlines four different types of media: paid, earned, shared, and owned. While the model talks about media in terms of marketing media, we can use the principles for our recruitment marketing.

Paid Media -

Paid media refers to external marketing efforts that involve a paid placement.Paid media includes PPC advertising, branded content, and display ads.Paid media is an essential component of revenue growth and brand awareness for online businesses.

It is exactly what it says, it’s the content that the company pays for. An example is the television ad featuring. It could also include a sponsored ad on LinkedIn or an email newsletter to the individuals in your talent pool.

Earned Media -

Earned media refers to publicity gained through promotional efforts other than paid media advertising, which refers to publicity gained through advertising, or owned media, which refers to branding.
It is publicity or coverage that others write about the company. An example is when someone from the company speaks at a conference about a program they’ve developed to improve diversity recruiting. Or when the organization wins a Great Place to Work award and the local news writes about it.

Shared Media -

Shared media is social media. It's evolving and continues to build beyond just marketing or the customer service teams using it.Shared media includes publishing to social sites, like Facebook, Twitter, LinkedIn, Instagram, Pinterest, etc.

It happens when content is shared by employees, customers, fans, etc. One example would be your employee referral program. Another is when employees share job openings on their LinkedIn profile or Twitter account.

Owned Media -

Owned media is defined as communication channels that are within one's control, such as websites, blogs, or email. Paid media refers mostly to traditional advertising.
It refers to websites, blogs, etc. that are owned by the company. This includes your career portal, applicant tracking system, and company websites.

You probably noticed that it’s possible for some marketing collateral to fall into two categories. For example, if the company creates a recruiting video for their own career portal, that’s owned media. But if they decide that they’re going to run the ad on television, then it becomes paid media.
I must admit I like this model because it has balance. As a CEO, I should be thinking about getting all four types of media into my recruitment marketing strategy. People today consume information in so many different ways and on a variety of devices. Having a multi-faceted approach just makes sense.
I hope you find this blog post knowledgeable.
If yes, I’d be grateful if you’d help it spread by emailing it to a friend or sharing it on Twitter or Facebook.
Give your valuable feedback by comments also you can share your new ideas, strategies with us.
Also, check out our for more blog post.
Thank you!

Monday, 29 July 2019

Recruiting Chatbots Won’t Take Your Job, But They May Make It Easier

Imagine you had a robot butler or maid to do all your dirty, repetitive chores, freeing you up to do more of what you love. That’s exactly what recruiting chatbots promise to be for recruiters: a solution that takes care of the most boring, tedious parts of the job, like sourcing, screening applicants, and scheduling interviews.

Communicating with candidates in one-on-one, instant messaging conversations on platforms like Facebook Messenger and text messages, chatbots can ask candidates about their experience, answer common questions, and collect all kinds of info and inquiries for a human recruiter to review.

Learn more about what these robot helpers can do and how they’ll shape the future of recruiting.

Chatbots are super buzzy saves recruiting teams time and money –


Chatbots aren’t new,but they’ve generated a ton of excitement and buzz in the last couple years. That’s because now they’re actually smart enough to be pretty useful.
Artificial intelligence (AI) and natural language processing (NLP) are all the rage right now. And it’s not just consumer-friendly “virtual assistants” like Siri, Alexa, and Cortana: other AI-fueled robots are invading almost every industry—including recruiting. Mya.
Today’s recruiting chatbots can do a lot. They can parse resumes and ask for clarifications.They can also answer basic questions and even make sarcastic quips.Chatbots can complement or even replace your traditional application form, interacting with candidates immediately to get their experience and qualifications.
For example, rather than filling out a lengthy application form, chatbots can prompt candidates for the same information in the form of a user-friendly text-based conversation. And while up to 74% of candidates drop out after starting the application process, chatbots can actively remind them to finish answering questions and collect incomplete information, unlike a static application form.
“A candidate only needs to talk to a chatbot once to establish a relationship”. “If the candidate drops off, the relationship still exists. The bot can pick things up and nudge them later on, encouraging them to finish the application.”

After the first contact, bots can provide status updates, schedule an interview, or even reject candidates.

 Chatbots solve the “black hole” problem of pre-screening candidates -
The most obvious challenge that chatbots solve is one that’s all too familiar to recruiters and candidates alike: that uncomfortable radio silence between submitting a resume and hearing back about next steps.

Recruiters rarely have time to personally reject dozens of applicants every day, but being left in that “black hole” makes for a terrible candidate experience. “About 85% of candidates never hear back,” says Eyal of Mya Systems. “With a chatbot, it’s all instantaneous, and candidates really appreciate that speed.”

Skeptical at first, some recruiters open up to the potential benefits of chatbots automating menial tasks –

While your most valuable skills as a recruiter relate to your judgment, outreach, and personality, much of your day is spent doing mechanical tasks like scheduling interviews and sorting through resumes.

That’s where chatbots can make a huge difference,  “Our chatbots augment the recruiter, they don’t replace them” . The chatbot eases recruiters’ burdens “anywhere there’s redundant, boilerplate work that creates bottlenecks.”
While some recruiters might first fear a robot takeover, many find that it actually allows them to focus on the most interesting parts of their job.
Take it from actual recruiters using the chatbots: “Our recruiters were skeptical in the beginning,”but now they appreciate the fact that bot automation actually reduces the low-value, repetitive work so they can concentrate on the high-value, face-to-face interactions with the candidate.”
Indeed, a recent survey of recruiters shows that more than 80% believe sourcing and pre-employment tests should be automated.

To show fellow HR people that recruiting can and should include tech without making myself redundant. It lets you go back to being human as an HR person again.”

According to companies using chatbots, candidates are mostly happy to talk to an automated algorithm -

Even if recruiters welcome their new robot underlings, some companies might worry about the impact on candidate experience. But in practice, chatbots seem to enhance the experience. Rather than waiting for recruiters’ delayed responses, they get an “instant reply,” “There’s no unnecessary small talk with recruiters needed. Candidates can directly get the information the instant they want it in order to find out whether they want to apply or not.”
“We don’t pretend that the bot is human,” “so it’s clear for everyone that they’re talking to an algorithm with limited information. Since we’re a digital company, it reflects well on our brand since the bot is a fun part of our candidate experience.”

Chatbots also come with potential risks and downsides -

That’s not to say it’s all perfect. Some candidates might be tripped up by the chatbot: “Candidates who aren’t used to communicating via chat and expect a human might experience gaps in their candidate experience.” And while chatbots might make recruiters’ lives easier and delight some candidates, there’s also a risk that it could turn other candidates off. A recent survey of job seekers also shows the 82% say they’re often frustrated by an overly automated experience, and 87% agree technology has made the job search process more impersonal.
Still, chatbots grow smarter every day and as consumers get used to virtual assistants like Siri, Alexa, and Google Now, they may become more and more comfortable interacting with bots.
Candidates are eager to interact with their chatbots. While many chatbots run through a series of standard, scripted questions , many users treat chatbots like real conversation partners going off-script and asking the bots organic questions.
“About 40% of users will ask an unprompted question to the chatbot,” “To me, that’s the ultimate sign that a person’s willing to interact.”

Chatbots might be a novelty today, but watch out: in a few years, they might be the new standard.

I hope you find this blog post knowledgeable.
If yes, I’d be grateful if you’d help it spread by emailing it to a friend or sharing it on Twitter or Facebook.
You can share your new ideas, strategies with us.
Also, check out our for more blog post.

Thank you!

Monday, 15 July 2019

Enthusiasm:The Most Powerful Tool of Leadership

How do leaders inspire people to do hard things? Why do people follow them? Successful leaders love what they do. They have the ability to motivate. They have enthusiasm.

Leadership and Power

Leadership is power. Both is defined as the ability to direct and influence the behavior of others. Through the use of power leaders guide and galvanize the collective. In case of leadership this influence can be based on mandate or personal ability, force or incentives - rooted in power structures, or the converging interests of the group, or the vision of the leader that is appealing to others, like a team, party or nation.

Someone's define five basis of social power, which are all still relevant for leadership: expert power, the one who knows; reward power, the one who can give; legitimate power, the one who was appointed or elected; referent power, the one who has the sympathy, loyalty etc.; and coercive power, the one who has the authority to take and force others . Leaders can build their influence on one, or more than one but a mix of several of these social power basis. Reciprocity comes into play too - leadership is only in rare and specific cases a one-way street. Power may be utilized in direct or indirect fashion, in personal and impersonal forms. In most cases, the influence of empowered individuals - either through qualities that lie within them, or mandates from outside - and particularly the reasons and reasoning that make others follow the direction given by others is a highly complex matter, and often very individual in nature.

Being a Successful Leader

1. Leaders Create an Atmosphere of Trust

Leaders recognize that trust is earned. Therefore they walk-the-talk consistently and treat people with respect. Successful teams are confident, trusted and supported by their leader. Leaders look out for their team.

2. Leaders Build the Right Team

Strong leaders build strong teams: groups of people who work together in cooperative effort. They adapt their styleto suit any given situation and create an environment where the team flourishes. They also know their strengths and weaknesses(they are self-aware) and those of their team. They play to their team’s strengths.

3. Leaders Keep their Mind On the Big Picture

A good leader doesn’t lose focus and keeps the end goal firmly in mind. They have vision and tirelessly pursue it without getting sidetracked. They are proactive and remove obstacles which get in the way of achieving the vision.
What’s more they show people where they’re heading. People connect with good leaders.

4. Leaders Monitor Performance and Give Feedback

Successful leaders know that setting clear goals and monitoring progress motivates the team and leads to better performance. Furthermore, leaders readily give feedback since it costs nothing to positively encourage or to tackle an area of weakness. They never belittle, criticize or degrade a colleague.

5. Leaders Maintain Open Communication

Leaders know that teams succeed when there is open and honest communication. They encourage creativity, innovation and productivity by opening up communication channels between customer and service provider. They don’t hide problems. Rather they let people know straight away; turning a problem into an opportunity for the team to shine.
A leader exuding enthusiasm and power will directly affect the disposition, motivation, and passion of the team. However, to convince anyone you first must convince yourself. Utilizing power positioning to create a sounder internal self-concept will then lead to a stronger external paradigm. The team is a complex reflection of the leader, as leadership is a role that holds more influence into the lives of those around us that we would like to believe. So be a powerful visionary leading from the ground, build a presence in the workplace and set a lasting example for your team.

I hope you find this blog post knowledgeable.
If yes, I’d be grateful if you’d help it spread by emailing it to a friend or sharing it on Twitter or Facebook.
You can share your new ideas, strategies with us.
Thank you!

Friday, 14 June 2019

Death of Recruitment Companies

Case I - 
Recruitment consultancy is now working as a drop of water in desert for their clients, but somewhere authorized recruitment companies are facing issues in getting clients. On deep search we have reached the conclusion that other small recruitment consultancies are behaving like enemy.
Recruitment consultancies business is growing now but on the other hand it is degrading because of some small recruitment consultancies. These recruitment consultancies are working on less percentage than standard rate. This will create a high impact in recruitment market and clients attract towards it without thinking of result, whether they are providing quality candidates or right candidates for right position. 
Because of that authorized and standard recruitment companies are facing degradation of business. They are going through huge loss. 

Case II - 
Because recruitment will die… soon. Recruiters will be replaced by Artificial intelligence (AI), clever algorithms will pair the right candidates with open roles and after interviews with AI, their profile will be sent by AI to the hiring manager. So the “middle man” (recruiter) will not be necessary any more. Hiring managers will open the new positions and AI will find the candidate, do the prescreening and invite them for the interview. The new sourcing tools, together with AI and algorithms, are going to make sourcers obsolete and together with recruiters, they will need to start looking for new jobs because the end of recruitment is near! 
Recruitment is also about relationships and recruiters make great relationships with candidates and with hiring managers. 

If there is trust between the candidate and recruiter, the candidate will share his concerns about his current job and mention that he could be open to another interesting role. Good recruiters will try to keep this in mind and contact the candidate with a new role. If you replace recruiters with AI, are you sure that candidates will share the same thing also with AIs, “Hey, I am open to the role, but it’s confidential.” I am curious how effectively the AI will act with confidentiality.
All recruitment consultancies are taking this as positive but it’s a minus point. Because when AI make mistakes ,it  shows companies bad reputation. It will degrade your companies performance. 

I hope you find this blog post knowledgeable.
If yes, I’d be grateful if you’d help it spread by emailing it to a friend or sharing it on Twitter or Facebook.
You can share your comments, new ideas, strategies with us.
Also, check out our for more blog post.
Thank you!

Monday, 9 July 2018

Can you manage with lesser Recruiter headcount

Think about the way Recruiters search for opportunities. They browse search engines, social media to find a perfect profile. For that, they do plan & then implement it. So, a few days back I was discussing with my colleague about a Recruiter Headcount, and why we haven’t implemented this in our organization before!
Then finally we decided to plan for a Recruiter headcount.
Yes, we can manage with lesser Recruiter Headcount,  especially Recruiters who are performing, are motivated, are constantly learning on their own.
In any recruitment company Headcount, planning and management across a team or an organization is not an easy process. In a competitive business landscape and challenging economy, HR leaders, managers, and little bit everyone else in a leadership position at an organization need to know that their talent, costs, and goals are aligned that’s where headcount planning comes in.

Recruitment companies probably already identified some of the ways their organization can benefit from taking headcount planning seriously. Headcount planning involves how to use the available headcounts with a valued position in reality.

Sometimes recruitment firms think like if more people will work together then the load will be divided equally. And one of the biggest fears of most of the recruitment & Staffing companies have is what if they let go off some people, and suddenly they get customer requests to deliver more mandates? What if my customer asks how many Recruiters you have and you cannot say you have many. It’s a time to prove your capacity to customers that you are a very lean but powerful team of Recruiters, who provides the best service. But Placement & Staffing companies must remember, quantity does the job – quality will produce output.
“A goal without a plan is just a wish “- To set a goal & Plan for growth isn’t just about how many recruiters you need and how many you can hire, but working for it is showing performance.
Build your headcount plan with your goals and budget in mind and behave according to execute it.

Simple steps to create & manage a recruiter’s headcount plan:-

Hiring the right candidate from the start.

Take Interviews of candidates carefully, not just to ensure they have the skills but also that they fit well with the company culture.

Setting the correct remuneration and advantages is important as well.

Evaluate your workforce, paying special attention to critical roles.

Pay attention to trends in the marketplace and hire the perfect HR who will update you.

Pay attention to employees’ personal needs and offer greater adaptability where you can.
Boost employees’ engagement by starting cultural activities
Appreciate employees from time to time and it will boost their confidence to work more efficiently and honestly.
Emails of acclaim towards the fulfillment of a project, month to month reminders laying out achievements of your team to the wider division, and companion acknowledgment projects are all approaches to inject some positive feedback into a workforce.

 A big thank you to the employee is good. To make it easier to identify accomplishments, ask your team for monthly updates of their achievements.

Take out a time for your employees and discuss with them about their work, ask them if they are satisfied and enjoying their work, in that way employees will always be honest, will work hard and it will help employees to achieve their individual as well as organizational goals.

Finally, as one additional way to stay on workforce planning, compliance, diversity, and management recruitment & staffing companies should focus on talent.
I hope you find this blog post knowledgeable.
If yes, I’d be grateful if you’d help it spread by emailing it to a friend or sharing it on Twitter or Facebook.
You can share your comments, new ideas, strategies with us.
Also, check out our for more blog post.
Thank you!

Monday, 2 July 2018

Candidate ‘Ghosting’ Hurts Your Employer Brand

Candidate ‘Ghosting ’? It’s a process that plays out everywhere, all-time at the time of interview ending. Do you call your candidate after interview whether they got any job or not? If no, then you are allowing your candidate ghosting & through it, you hurt your employer brand. It starts when a candidate goes through the interview process, and the recruiter stops communication with the interviewee without any explanation. And saying you are not qualified for this job. That’s the recruiting-world equivalent of the “It’s not you, may better luck next time ‘lame excuse.
Research goes on to state, “75% of candidates didn’t get mail or message from a recruiter after interview’’, On the other hand, candidates are in waiting for your reply. Because Interviews don’t just take up time and energy of candidates. They are an investment of time and effort on the company side.
A “professional” recruitment company that really cares about its candidates and company profile,
communicates well not only when scheduling interviews, but also when they’ve decided to end the recruiting “relationship” with a candidate.

Communicate Well with a Customized Message
Many people have their own experiences of ignorance from recruitment agency after an interview process. Here is one of them..I once went through the interview process for a  marketing position with one of the MNC. This process consisted of the original screening call, an hour-long phone interview with the head of sales and then a full day of one-on-one interviews with various members of the executive team. Feeling positive, because we all have a thinking that long time discussion shows result & I left their offices with the assurance that the recruiter would let me know “next steps” within the next two weeks.
That was almost six months ago, and all I ever heard was nothing…. Not even a sentence like” we are sorry, you are not that one “neither email about that. I’ve shared my thoughts about that experience on the company’s review page.
And why wouldn’t I complain about them?  Could they possibly be more blatant in their arrogance and disregard for candidates? Imagine how they treat people who’ve accepted their employment offers.
This scene showed everywhere where a candidate went for an interview and done with all process but haven’t got any positive or negative response. Just because the recruiter has decided to go quiet on the candidate doesn’t mean the candidate will reciprocate and go, mum. In fact, it’s unlikely. Make a regular practice of candidate ghosting, and it won’t take long for it to have an effect on your employer brand & reputation.

Candidates are Customers Too
“Customer Happiness makes you successful”. Customer handling is just like handling a job in private sector and always used to say“ The boss is always right even he is wrong” is an expression that’s been around forever and ever for a reason. Customers make your business global and do marketing by buying your stuff, which keeps salaries paid and the lights on, so try your best to make them happy. It’s also why companies put so much effort into customer service training. It’s always fascinated me that companies can invest so much in sophisticated customer service training and programs to ensure an outstanding “customer experience,” but then drop the ball on candidate communications. Candidates ARE customers.
Now, a new trend has invented for candidate ghosting is to ask “Don’t you have xyz experience?”
“No,” as expected by recruiter candidate responded.
“Oh, you’re not qualified for this job,” Recruiter said as to cut off the interview.
 They didn’t just hurt their employer brand, now they are hurting sales.

Recruiting “Closure”
Writing an experience of candidate ghosting is not only a post but recruiters have to understand the candidate’s efforts and time given for your recruiting process. Its two-way process so handles it as two way, maturely think about your brand value and candidate value.

I hope you find this blog post knowledgeable.
If yes, I’d be grateful if you’d help it spread by emailing it to a friend or sharing it on Twitter or Facebook.
Give your valuable feedback by comments also you can share your new ideas, strategies with us.
Also, check out our for more blog post.
Thank you!

Tuesday, 26 June 2018

How To Use Artificial Intelligence In Recruitment ?

Now, Artificial intelligence is one of the main topics when it comes to recruitment trends. And that is mainly due to the fact that when we talk about the use of AI in the recruitment process we’re no longer discussing a future possibility.AI was not used in recruitment to automate certain tasks such as sourcing, screening & interview scheduling. Now, we aware businesses to pay close attention to developments here to ensure they didn’t fall behind the times, especially when leading technology competitors were making rapid developments in terms of virtual interviewing & automated screening & sourcing.

AI-Powered Assistants (Chat bots):
Earlier , in recruitment we were not using any automation process , that’s why recruiters faces       problems to connect with candidates . Now , They are working to reduce the time to hire and increase numbers of successfully completed applications.
Chat bots examples are here such as ‘Mya’ and ‘Olivia' Mya is designed to manage sourcing, screening and scheduling and uses machine learning to create candidate profiles, shortlist applicants and pick up on details in chat bot conversation. Olivia engages with candidates via the web, various mobile platforms and/or social channels.


Relationship building with Candidates:
A good relationship plays an important role in every business. Here recruitment is the process in which candidate face problems like sourcing, screening and scheduling, but  AI made it easy.
An AI platform has helped companies proactively build relationships with passive candidates while also reducing hiring cycles and generating hiring data. Although a highly refined piece of technology one can’t help but agree that this particular use of AI is creating stronger relationships with candidates by treating them like its most valuable customers – something that perhaps often gets lost in the rush and hurry of recruitment.

Virtual Interviews:
In earlier time, recruiter used to call candidates in their premises for interviews , but now increasing number of automated and non-automated video interview platforms on the market, offering companies the opportunity to sample a candidate face-to-face without having to invest the time in interviewing them until they reach a final stage interview. AI platforms used by larger corporate who have far larger applicant numbers, now use automated AI video interviewing platforms which automatically record candidates’ answers, create candidate profiles and send them to relevant hiring managers. 

I hope you find this blog post knowledgeable. Did you?
If yes, I’d be grateful if you’d help it spread by emailing it to a friend, or sharing it on Twitter or Facebook.
Give your valuable feedback by comments & also you can share your new ideas, strategies with us.
Also, check out our for more blog post.
Thank you!