DIFFERENT AND EFFECTIVE WAYS OF RECRUITING STEPS TO GET REFERRALS FROM LINKEDIN STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA RECRUITMENT POSTS ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0

1. THE SPARKS
FOUNDATION
#GRIPSEPTEMBER21
BY: MARIAM SAJID SIDDIQUI
DOMAIN: TALENT ACQUISITION (HR)
TASK 1

2. RECRUITMENT
 The term “recruitment” refers to the
method of identifying and hiring the most
qualified candidate for employment in a
very timely and cost-effective manner.
 Recruitment actively brings together the
people, that are qualified and searching for
jobs and therefore the organizations, which
are checking out prospective employees.
 Recruiting has never been harder or
fascinating than it is right now. If you
would like to search out the most effective
candidates, you need to be creative and
employ new, innovative recruitment
strategies regularly.

3. DIFFERENT AND EFFECTIVE WAYS
OF RECRUITING
 There are two ways of
recruitment:
 Internal recruitment
 External recruitment

4. INTERNAL RECRUITMENT
 Internal recruitment refers to hiring employees within the organization
internally. Internal recruitment is a vital aspect of any organization
because it saves time, money, and resources as compared to external
recruitment. Mostly the following are included in it:
 TRANSFERS:
The transfer involves the shifting of persons from present jobs to other
similar jobs. These do not involve any change in rank, responsibility, or
prestige. The number of persons does not increase with transfers.
 PROMOTIONS:
Promotions refer to the shifting of persons to positions carrying better
prestige, higher responsibilities, and more pay. The higher positions
falling vacant could also be filled up from within the organization.
Promotion does not increase the number of persons within the
organization.

5.  PRESENT EMPLOYEES:
The present employees of concern are informed about likely vacant positions. The employees
recommend their relations or persons intimately known to them. The present employees take full
responsibility for those recommended by them and ensure their proper behavior and performance.
 REFERRALS:
One of the fastest-growing recruiting sources out there is employee referrals. Tapping into your
existing workforce to induce new talent is a smart strategy. Consider offering referral incentives,
like bonuses.
 FORMER EMPLOYEES:
Some organizations provide for an option of re-joining their ex-employees. They even consider the
retired employees who are willing to provide their full-time or part-time services to the
organization.
 LAY-OFF:
It refers to the temporary separation of the employee from an employer on the initiative of the latter.
In most cases, the lay-off takes place because of a lack of labor. Thus by recalling the laid-off
employees, the vacant positions could also be filled up.

6. EXTERNAL RECRUITMENT
 External recruitment is when the organization looks to fill the vacancy of
any suitable applicant outside the organization. All organizations have to
use external sources for recruitment to higher positions when existing
employees are not suitable. Following are the various external sources
through which the organization acquire new resources:
 ADVERTISEMENTS:
The organization advertises the job openings within the newspaper, media,
company’s bulletin, social networking sites (Facebook, Linked In, and
Twitter), job portals, etc.
 E-RECRUITMENT:
The organization uses web-based software as a source of recruitment
involving electronic screening of candidates, online skill tests, online profile
checks, and interviews on video conferencing.

7.  CAMPUS RECRUITMENT:
The organization collaborates with the academic institutes and colleges to
hire their students for the available job vacancies, by conducting the
recruitment process within the respective college campus.
 INTERNSHIPS AND JOB FAIRS:
Job fairs and campus drives will be handy for some companies. Internships
are often useful for some companies, an organization can hire a pool of
interns then select the top ten or top twenty best interns and offer them
permanent jobs, this process can generate qualified, tried, and tested
candidates.
 RECRUITMENT AGENCIES:
Many organizations hire recruitment agencies to hire candidates for his or
her organizations. Recruitment agencies have expertise in recruiting. Hiring
recruitment agencies save time for the company and that they can work on
other things rather than worrying about recruitment. A good recruitment
agency is motivated has recruitment skills and experience and may access a
large network of potential candidates.

8.  RECOMMENDATION:
The present employees know both the company and therefore the
candidate is usually recommended. Hence, some companies
encourage their existing employees to help them in getting
applications from persons who are known to them.
In certain cases, rewards can also be given if the company
selects candidates recommended by them. If recommendation
leads to favoritism, it will impair the morale of employees.
 WEB PUBLISHING:
These days the internet has become an important medium for
recruitment. Special websites are created for recruitment through
the internet. The applicants get information through them about
the vacant posts and required qualifications. People having the
required qualifications can get in touch with the company
needing their services.

9. STEPS TO GET REFERRALS FROM
LINKEDIN
 Expand your network and connect with as many people as
you can.
 Find the best-suited person.
 Send the right formal message.
 Keep the message informative — send your message with
the right ID and URL of the opening (from the company
career page, LinkedIn, etc.)
 Create a template. Following a proper template of the
referral message including your skills and relevant
experience.
 Be genuine with words.
 Follow Up.

10. FEW ADDITIONAL STEPS
 Check out profiles of people who are working at your preferred domain of interest.
 Prefer and approach people that are working within the same domain of interest as
yours. For example, if you are a data science analyst, it is advisable to ask on data
science analyst to refer you for the available vacant positions. They will judge you
based on your resume and skills.
 LinkedIn allows you to send messages to a particular limit. Prefer people that are
active on LinkedIn within the past month. Here, being active means a like/comment
or shares.
 Try that your message is concise and appealing, this increases the possibilities of
getting a reply. The referrer may even suggest some improvements or provide some
valuable feedback.
Moreover, that is all we need to get successful referrals from LinkedIn.

11. STEPS AND PLAN FOR RECRUITMENT
USING SOCIAL MEDIA
 Recruiting has drastically changed in the past decade. Businesses
are rapidly growing their workforce in an increasingly competitive
landscape.
 The job market is changing. Not only are companies looking for
new skill sets and abilities, but the way that companies find their
ideal candidates has been turned on its head also.
 Social recruiting refers to the method of recruiting candidates
through social media platforms, like LinkedIn, Facebook, and
Twitter, and other websites, including online forums, job boards,
and blogs.

12. 1.PLAN AND DESCRIBE YOUR
SCOPE IN DETAIL:
 To avoid one of the most common mistakes committed by
online recruiters, it is crucial to plan your recruitment
process well and have your company description properly
displayed.
 If you are just posting a job advert without describing it
well, most candidates might not even bother reading it.
 Make sure that you plan well on social media sites to use
and employ some strategies to form the advert to reach as
many people as possible. For example, you will sponsor
your advert and set your preferred target candidates.

13. 2. PROPERLY DEFINE YOUR
TARGET AUDIENCE:
 Another common mistake when posting a job
on social media is not stating the target
audience including their academic
qualifications, required experiences, and
more.
 Defining your target audience properly gives
you an opportunity to eliminate unnecessary
applicants and a chance to choose from the
candidates you want.
 This makes your selection process easier
rather than having many candidates that are
not qualified.

14. 3.CAST A WIDER NET WITH MANY
SOCIAL MEDIA SITES:
 Researches have revealed that most employers
only use common sites like LinkedIn and
Facebook.
 There are many sites where you will reach all of
your potential candidates easily. It is a fact that
not all candidates are on one site and this
explains why you should make use of as many
sites as possible.
 This increases your chances of selecting the right
candidate suitable for your job description.

15. 4.AVOID LENGTHY APPLICATIONS:
 Most recruiters hiring online end up losing qualified candidates
because candidates do not complete lengthy applications.
 It is highly recommended that you just make your online application
process simpler.
 This provides many qualified candidates an opportunity to complete
their applications and you get the best applicants.

16. 5.DISPLAY THE BENEFITS OF WHY
THEY SHOULD JOIN YOUR FIRM:
 As the desired destination for candidates,
recruiters need to convince them that they are
not going to grow only financially but also
professionally and socially.
 Affirmation of this kind may encourage
many of the qualified candidates to apply and
you will end up choosing from the better pool
of candidates.
 These benefits are easily conveyed via social
media channels to the right audience.

17. BENEFITS OF SOCIAL
RECRUITING
 Increases job visibility
 Higher quality candidates
 Better employer brand awareness
 Reduce cost of hire
 Opens the door to engagement
 Allows you to target your vacancies more
 Screen your candidates
 Shortens hiring time

18. RECRUITMENT POSTS