This is task 1.4 of my internship at The Sparks Foundation.

1. MONALISAGAYARI
TALENTACQUISITION
(HUMAN RESOURCE)
#GRIPAPRIL21

2. TASK 1.1: RECRUITMENT
ARTICLES AND POSTS

3. Different and effective ways of recruiting in 2021
◦ The last year has probably changed the world of recruiting drastically. Various industries around the
world have had to improvise and adapt to the ever-changing world scenario or as we call it ‘the new
normal’. Recruitment has not been spared in this regard. As the world has never been as digital as it is
now, it is imperative to equip and familiarize ourselves with the latest, contemporary and effective ways
of recruiting.
◦ 1. Networking Events - There are numerous types of networking events that lead to the best hires. In
brief, they are events conducted with the sole purpose of gathering professionals to form connections. It
can range from casual to more structured and formal events. In the context of the pandemic, virtual
meetings and seminars have become a popular form of reaching out to other professionals. Recently,
there has been a surge in online career fairs, workshops and seminars. These events definitely give you a
leg up in accessing a wider network. Networking is not to be underestimated as a good connection might
take you places.

4. ◦ 2. Social Media - Hiring sites like LinkedIn give you an enormous access to potential candidates. It has
never been more unchallenging and effortless to find prospective applicants as it is now. The ease and
convenience that these platforms provide is spectacular. LinkedIn is an untapped mine for recruiting
because not many are aware of the methods and strategies that they need to implement for optimal
results. The principal criterion that one should abide by is to build a complete brand page for your
company because it acts as a source of information. People get a general idea of your company culture
through the page. Furthermore, it is imperative to add a personal touch to the messages when you reach
out to people as it can make your message stand out.
◦ 3. Video interviewing and mobile recruitment - The amount of technology available to us at the
moment is tremendous and utilizing them to adapt to the pandemic is the best way to go about it.
Applications like Skype, Zoom and Google Hangouts have never been used as diligently as now. They
connect you to somebody in the other side of the world in an instant. They have quite a bit of edge over
the traditional physical interviewing process. The candidates can be spared the additional amount of time
and money required to travel to the venue. It builds a superior impression of the company in the minds of
the prospective employees as it signifies that you acknowledge that their time and effort is valuable to
you. With innumerable international and domestic travel restrictions in place, it is quite a daunting ordeal
to indulge in non-essential travel. Moreover, the whole process is a lot quicker if done online.

5. ◦ 4. Hiring freelancers and contract workers - Gone are the days where the only form of hiring had to be
permanent. Hiring freelancers and contract workers is a more common practice for getting specialized and
short-term tasks done. They’re often open to working remotely, which is well suited to the present
scenario. You can be assured about getting the best quality work because freelancers are often highly
skilled as they spend years mastering their niche. Moreover, it is a cost-effective method for tasks that are
not required in a regular basis. Freelancers only need to paid for the work they’re assigned and all the
formalities involved with full time employees like insurance and medical benefits does not need to be dealt
with. Lastly, freelancers can bring about diversity, fresh talent and new perspectives to your team.
◦ 5. Employer review sites - The importance of employer review sites should not be underestimated in this
time and age because most of the world cannot have access to your physical office. The first impression
that a potential candidate has about your company is through employer review sites like Glassdoor and
LinkedIn. Your page is a part of the brand image and gives an insider’s perspective to anybody who’s
interested to work for your company. Hence, negative reviews and ratings left by your previous employees
or customers might have a huge impact on your potential new employees’ mindset. A higher rating on
these sites leads to higher credibility of your company which in turn will attract better talent. A qualified
professional is unlikely to commit to a company that has negative reviews.

6. TASK 1.2: HOW TO GET REFERRALS
FROM PEOPLE ON LINKEDIN?

7. How to get referrals from people on LinkedIn?
◦ 1. Starting out conversations with common interests - If we had to define networking, it is nothing
more than building relationships in a professional context. A good connection is when both of the parties
mutually benefit from each other. When you reach out to someone for a particular purpose, it is
important not to start your conversation by asking for something. A smart way to go about it would be to
begin the conversation with a shared interest or something both of you are passionate about. There’s lots
of different ways to find out what those topics might be. The internet is a resourceful place and it is more
than likely that they post about the things they are interested in on their social media. Do not forget to do
the groundwork before diving into the conversation. It shows how dedicated and genuine you are
towards that cause. You can also converse about why and how you think you can benefit the company.
Building a good relationship is integral in this equation because that leads to a referral.

8. ◦ 2. Reaching out to common connections - The second way to go about it would be through common
connections. LinkedIn has a way of segregating your connections into 1st, 2nd and beyond. Mutual
connections do set a general impression of who your associated with. You can search up the employees in
your target company and see who you might have in common. Then, reconnecting with that common
connection by re-introducing yourself, carrying out a conversation about what you’ve been up to and
building a healthy rapport. The conversation can be concluded on what your end goal is. However, the
fact that they are in a position that can influence your employability should not be underestimated.
Hence, you should be fully prepared with common interests and ground research about them. It simply
cannot be assumed that you will have an upper hand due to your previous encounters.
◦ 3. Stay in touch and follow you with your connections - It should not be treated as a one-time thing
and has to be treated like a relationship that you build over time. Staying in touch is imperative to make
sure that they consider you a genuine connection that can be counted upon. It is hard to tell when they
come up with an opportunity that can ameliorate your professional life. It can be in a couple of months or
in a few years. Hence, it is crucial to make sure they remember you when the opportunity presents itself.
Some effective ways of doing so would be to send occasional messages containing information about
common interests and you can comment on their posts or leave insightful suggestions. Lastly, it is to be
kept in mind that professional connections should be mutually beneficial relationships. So, do not hesitate
to introduce them to your network as well.

9. ◦ 4. Referrals from clients - Another way to get a referral is to engage with clients. Getting
referrals should not solely involve networking with employees from the company you desire to
work in. It should also have a healthy balance of clients from your personal ventures or the
colleagues from the job your currently hold. When someone looks into your LinkedIn profile,
it would seem more reliable and well-rounded if it demonstrates your competence in your
current job and previous endeavors. The referrals from these aforementioned categories might
contain pivotal information about how valuable you are as an employee and your contribution
in the previous projects you were involved in. This would result in increased trust on your
capabilities.
◦ 5. Giving out referrals - One of the most effective ways of getting referrals is also being
proactive in giving out referrals. Do not hesitate to hand out referrals for the people you have
worked with and currently are working with. It displays that you believe in the power of
referrals and the receiving person is more than likely to give returning the favour a thought. Do
send out thoughtful referrals that mention how and where you worked together. It should also
include a personalised touch on how you think that person contributed to the project. It will
definitely cause a greater impact as it sets an impression that you appreciate them as a
professional.

10. TASK 1.3: WRITE AN ARTICLE WITH YOUR
STEPS AND PLAN FOR RECRUITMENT

11. The perfect recruitment plan using social media
◦ Recruitment plans are a concrete plan that sets out all the actions that need to implemented to
ensure that your company recruits the most suitable candidate for the position. They break
down the process to bite sized tasks that need to be carried out in a chronological manner. The
segregation of the tasks makes the approach more transparent and detailed than going about it
in a haphazard manner. It definitely results in a smooth process without any delays.
◦ Here are the 10 steps for the perfect recruitment plan:
◦ 1. Listing out the requirements of the company - The first thing that needs to be done is the
assessment of existing roles and gaps in the skills that cannot be fulfilled by the existing
employees. After careful evaluation, try to figure out if a particular department requires more
people to strengthen the team further.

12. ◦ 2. Creating a hiring calendar - After the evaluation process, make a detailed list of how many
people a department needs and at which point of time. Doing this beforehand will guarantee
that there will be no skill shortages in the future because a set recruitment schedule will be set
in place to fill those gaps.
◦ 3. Tools required - There are various tools required by Human Resource professionals to make
the process of recruitment as smooth as it can get. These tools are utilized to automate the
process of screening resumes, keeping a track of the applicants, performing background checks
on the applicants, scheduling interviews et cetera. This can eliminate the repetitive and time-
consuming tasks to accelerate the process.
◦ 4. Costs involved - The costs that will be incurred in the whole recruitment cycle needs to be
calculated thoroughly to prevent over-spending on certain areas. A delicate balance has to be
maintained between all the activities because a good amount of budget needs to be solely
dedicated to advertising on job sites, campus recruitment and job fairs, travel expenses,
background checks like drug tests et cetera.

13. ◦ 5. Skills required in the position - At this step, the requirements for each position have to be
carefully listed out. The skills, characteristics and responsibilities that will be assigned to the
person need to clearly match with their qualifications, expertise and previous experience.
Moreover, the general work culture of the company has to be kept in mind as well.
◦ 6. Writing the perfect job description - A strong job description attracts the best talent. The
responsibilities of the role should not be the sole component because potential employees need
to get an idea about what the company has to offer in terms of work culture and their missions
and values as well. Hence, the description has to be full-fledged in its approach.
◦ 7. Candidate selection - The whole process needs to be laid out beforehand to make sure there
aren’t any glitches. It should involve the questions that need to asked to ensure that the
candidate is a good fit for the role and the queries they might have during the interview
process. However, some amount of personalization is always encouraged to avoid an
absolutely generic experience for the candidates. It can be through personality assessments or
fun online assignments.

14. ◦ 8. Background checks and references - This step is conducted post selection of the candidate.
Background checks and references are crucial to determine the validity and genuineness of the
candidate’s qualifications. Reference checks can be done through previous employers or
educational mentors.
◦ 9. Making an offer - One of the final stages is to make the candidate an offer through a call
and an email, for record keeping purposes. It is followed by the candidate’s response. If the
candidate accepts the offer, an official offer letter has to be promptly sent.
◦ 10. The onboarding process - The offer isn’t the last step because the onboarding process
needs to be conducted after the acceptance. Clear instructions have to be conveyed to the
candidate about what is to be done next.