The year 2015 just slipped by with lots of ups and downs in the recruitment field. This year, we have seen USA recovering from a recession while in India and China where we see the need of Project Managers according to 2015 Global job report by Novid Parsi. Recruitment has changed with the changing economies; it’s time for recruiters to gear up and embrace skills that would give them an advantage in identifying qualified candidates for job orders. Here are a few tips to achieve this in 2016. Vision is more important than education – We have seen lots of startup companies rising up in 2015, indicating that more and more people are valuing the mind-set of entrepreneurship. We have many examples where people couldn’t make it into top universities or top MNC’s because of education, but now they have their own startup companies. What I am saying is that it is time for recruiters to look beyond the education qualifications. It is important for the candidate to have the attitude towards the job rather than all requested qualifications and educational levels. Think before you make decision – Don’t be too quick to make a decision about the candidate. Some candidates might give you incorrect information or false documents. Validate the documents and the information before giving him the offer letter. Make a recruitment plan –Many recruiters make the mistake of not formulating a recruiting plan. Many recruiters follow the rule of “want a candidate? Go get him”. Hiring more candidates will affect the cash flow of the company. Check with the team do they really need the candidate? Can existing employees perform those tasks? If yes then you saved several thousand dollars for the company. Negotiate everything – It’s not only salary which is negotiable. You can negotiate everything with the candidate about job descriptions and his responsibilities. You may be able to leverage the candidate to perform more tasks, even across departments. Attract candidates –At the time of interview, the candidate will get to know about your company closely. Be attractive with the words. Make them want to be in your organization. Once he gets attracted to your company, then it becomes very easy to negotiate. Be social – Use social networking sites for profiling the candidate. Check the posts he has been sharing and review them. Social sites can give you a bit of a culture fit review. Hook your organization to online recruiting software-We live in the era of digitalization; every department in the organization is using digital applications. There are lots of hiring tools available in the market which can benefit you and save your time. The best tool is the one that can find the right candidates through many social sites or job boards. That’s where instTalent comes into the picture; it’s a one of a kind talent acquisition application that gives you candidate recommendations instantly. It’s quick and efficient at giving top recommendations for the posted job description.
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