Effective Ways of Recruitment
•Download as PPTX, PDF•
0 likes•33 views
This Presentation consists of various tips and tricks on selecting the best candidates for your organization. It also consists of some methods which I have tried personally such as putting up Job posts on LinkedIn, Instagram and even WhatsApp Groups. This is just the beginning. You may want to use several other methods for hiring the best talent. I have mentioned few important techniques of using social media for recruitment in this article. https://m-dipti00.medium.com/steps-and-plan-for-recruitment-using-social-media-43197e6a8dc4 I have also listed down some points on how to get referrals from people on LinkedIn. You may have a look. https://m-dipti00.medium.com/steps-for-getting-referrals-on-linkedin-532f2134b7a9 This was the task mentioned in the GRIP Internship program (2021) by The Sparks Foundation. #GRIPMAR21 #TheSparksFoundation
Report
Share
Report
Share
Recommended
What A GOOD Interview Process Looks Like
This presentation explores the advantages of a structured interview process and how this helps you to predict how candidates are going to perform in the role.
Talent acquisition
This document discusses elements of talent acquisition. It outlines six main elements: 1) Conducting workforce planning to analyze current and future workforce needs, 2) Building an employer brand, 3) Sourcing and recruiting job candidates using methods like social media, job fairs, and websites, 4) Leveraging recruiting technology like applicant tracking systems and video interviews, 5) Developing an effective onboarding program to integrate new employees, and 6) Utilizing data analysis to improve hiring and understand employees' skills and abilities. The document provides details on each of the six elements of an effective talent acquisition process.
Different and Effective ways of Recruitment
As a Talent Acquisition Intern Presenting Presentation on "Recruitment Article " .In this Presentation includes Different and effective ways of Recruitment, steps and plan on Recruitment using social media.
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...
This webinar discusses using data to develop targeted recruitment messaging to attract a diverse talent pool. The presenter argues that companies should tailor their messaging to different demographic groups based on data about what motivates each group, rather than using a one-size-fits-all approach. Data from a survey of 52,000 people in the US revealed that different attributes are more important to different groups. For example, messages about high future earnings appeal more to computer science majors, while inspiring purpose ranks higher for natural science majors. The presenter advocates analyzing data on specific audiences to select the messages that will most effectively connect with and attract each group.
Classic bold block presentation
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
The sparks foundation
This presentation is all about recruitment using social media, ways, steps, referrals on social media, and experience too.
Different ways of recruiting (HR)
This document discusses various effective recruitment strategies and tactics, including using inclusive job postings, video interviewing, leveraging the gig economy, engaging passive candidates on social media, and using employer review sites and data. It also provides tips for getting referrals on LinkedIn such as targeting the right connections, crafting an informative message, and following up. Finally, it outlines best practices for using social media for recruitment, like planning goals, defining the target audience, posting on multiple platforms, highlighting benefits, and tracking results.
LinkedIn Sourcing & EVP Strategy
The document outlines Standard Chartered Bank's (SCB) strategy to improve its use of LinkedIn in the Middle East, North Africa, and Pakistan (MENAP) region. It finds that while SCB spends $500,000 annually on LinkedIn globally, with $93,800 spent in MENAP, its return on investment is low due to underutilization and a lack of effective communication. The strategy proposes refreshing SCB's careers pages on LinkedIn, improving job postings, implementing targeted recruitment campaigns, and better communicating its values and employer value proposition to maximize its reach of 40,000 MENAP followers and increase hiring.
Recommended
What A GOOD Interview Process Looks Like
This presentation explores the advantages of a structured interview process and how this helps you to predict how candidates are going to perform in the role.
Talent acquisition
This document discusses elements of talent acquisition. It outlines six main elements: 1) Conducting workforce planning to analyze current and future workforce needs, 2) Building an employer brand, 3) Sourcing and recruiting job candidates using methods like social media, job fairs, and websites, 4) Leveraging recruiting technology like applicant tracking systems and video interviews, 5) Developing an effective onboarding program to integrate new employees, and 6) Utilizing data analysis to improve hiring and understand employees' skills and abilities. The document provides details on each of the six elements of an effective talent acquisition process.
Different and Effective ways of Recruitment
As a Talent Acquisition Intern Presenting Presentation on "Recruitment Article " .In this Presentation includes Different and effective ways of Recruitment, steps and plan on Recruitment using social media.
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...
This webinar discusses using data to develop targeted recruitment messaging to attract a diverse talent pool. The presenter argues that companies should tailor their messaging to different demographic groups based on data about what motivates each group, rather than using a one-size-fits-all approach. Data from a survey of 52,000 people in the US revealed that different attributes are more important to different groups. For example, messages about high future earnings appeal more to computer science majors, while inspiring purpose ranks higher for natural science majors. The presenter advocates analyzing data on specific audiences to select the messages that will most effectively connect with and attract each group.
Classic bold block presentation
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
The sparks foundation
This presentation is all about recruitment using social media, ways, steps, referrals on social media, and experience too.
Different ways of recruiting (HR)
This document discusses various effective recruitment strategies and tactics, including using inclusive job postings, video interviewing, leveraging the gig economy, engaging passive candidates on social media, and using employer review sites and data. It also provides tips for getting referrals on LinkedIn such as targeting the right connections, crafting an informative message, and following up. Finally, it outlines best practices for using social media for recruitment, like planning goals, defining the target audience, posting on multiple platforms, highlighting benefits, and tracking results.
LinkedIn Sourcing & EVP Strategy
The document outlines Standard Chartered Bank's (SCB) strategy to improve its use of LinkedIn in the Middle East, North Africa, and Pakistan (MENAP) region. It finds that while SCB spends $500,000 annually on LinkedIn globally, with $93,800 spent in MENAP, its return on investment is low due to underutilization and a lack of effective communication. The strategy proposes refreshing SCB's careers pages on LinkedIn, improving job postings, implementing targeted recruitment campaigns, and better communicating its values and employer value proposition to maximize its reach of 40,000 MENAP followers and increase hiring.
The Sparks Foundation Internship (GRIP)
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
Free vs. Paid Recruiting Tools on LinkedIn
This document summarizes the key differences between free and paid recruiting tools on LinkedIn. It discusses how companies can use their Company Page and status updates to build their brand for free. It also explains how paid tools like Career Pages, Sponsored Updates, LinkedIn Recruiter, and Job Slots can help recruiters source more passive candidates, target top candidates, and get enhanced search and outreach capabilities. The presentation encourages recruiters to leverage both free and paid tools to maximize their efforts on LinkedIn.
The Sparks Foundation Internship (GRIP)
The document discusses recruitment processes and sources. It defines recruitment as identifying, attracting, interviewing, selecting, hiring, and onboarding employees to fill staffing needs. Recruitment can be done internally by promoting current employees or externally by evaluating open job candidates. Sources of recruitment discussed include internal recruitment of current employees, external recruitment of new candidates, and getting referrals through LinkedIn. Steps for getting LinkedIn referrals and for recruitment using social media like LinkedIn are outlined. An example LinkedIn job posting is also provided.
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...LinkedIn Talent Solutions
Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGjEffective ways of recruitment and how to find referrals using LinkedIn TASK-1
This document discusses recruitment and sources of recruitment, including internal and external recruitment. Internal recruitment involves hiring from within the company through transfers, promotions, etc., while external recruitment brings in new employees from outside through advertisements, job portals, agencies, and other sources. The document outlines pros and cons of both internal and external recruitment. It also provides tips for getting referrals on LinkedIn and planning an effective recruitment strategy using LinkedIn and other social media platforms.
Talent Brand: The Intersection of Talent Acquisition and Marketing
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, it’s critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, we’ll go over how you can apply common marketing principles to develop and execute on your talent brand.
You’ll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
Recruitment Company
Bharat Headhunters is a specialized recruitment firm that sources passive candidates for client organizations. They focus on permanent IT and non-IT recruitment across India. The company prides itself on its commitment, flexibility, and quality. Bharat Headhunters builds internal databases through references and networks to find candidates without relying solely on job portals. They conduct thorough research on client needs and target companies to identify top talent through various headhunting techniques. Bharat Headhunters serves clients across various industries, with expertise in both IT and non-IT recruiting.
Talent acquisition strategy
The document discusses talent acquisition and recruitment. It defines talent acquisition as a strategic process of attracting and developing the right people with the right skills. Talent acquisition focuses on long-term strategies and developing a talent pipeline, while recruitment focuses on filling open positions. An effective talent acquisition strategy involves conducting workforce planning, building an employer brand, sourcing and recruiting candidates both internally and externally, using recruiting technology, developing onboarding programs, and utilizing data analytics.
Creating a Proactive Recruiting Strategy to Target Passive Candidates
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
Talent in the Australian Public Sector [Webcast slides]
The document provides information about a LinkedIn presentation on finding and attracting talent for the digital transformation of the public sector. The agenda includes an overview of LinkedIn and the Economic Graph, discussing where to find data science, IT, and design talent, and how to attract them. It notes professionals are moving to cities and between countries like Australia, India, and the UK. The public sector needs to understand what skills are in demand, look beyond current roles, understand what professionals value, and educate future graduates to expand their talent pool.
Driving Business Results from Employee Engagement, Employee Advocacy and Tale...
The document discusses how employee engagement, employee advocacy, and talent acquisition are interrelated and can drive business results when viewed as an integrated ecosystem. It provides data showing the ROI from a social talent acquisition platform and the growth in reach, shares, and impressions for clients. It argues that engaged employees are a company's best advocates and that their referrals, sharing of experiences, and word-of-mouth can attract quality talent and customers. Case studies and best practices are presented for activating employee ambassadors and converting engagement into outcome-based advocacy.
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates
The biggest change in talent acquisition today is top job seekers searching out companies they want to join. The tables have turned. Recruiters need strategy to ‘pull’ vs ‘push’ and be top of the heap in search when candidates come looking.
Master the success factors to:
Understand what SEO is and how to influence it
Ensure your company comes up in Google searches by job seekers
Work with your marketing team to attract the best candidates
Ensure your vacancies are easy for candidates to find online.
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...LinkedIn Talent Solutions
Marketing and recruitment join forces as Linda Descano, Head of Content & Social at Citi, and Kim Jokisch, Director of Employment Branding & Media at Red Hat, share how talent acquisition leaders can apply core marketing and content best practices to recruitment.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEafShaping Your Internal Hiring Recruitment Strategy
The ability to identify, engage and recruit top talent for your business has never been so important. With the economy starting to show signs of life, businesses need to quickly adapt and ensure that they have the infrastructure and talent in place in order to capitalise on this growth and not be left behind.
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Planning for recruitment using social media on
The document discusses best practices for using social media, specifically Medium, for recruitment. It recommends describing the scope of the job and company effectively using images and concise information. It also suggests targeting the right audience by posting in visible areas and including only required qualifications, location, compensation in the ad. Additionally, it advises using multiple social media sites like LinkedIn and Facebook, and clearly displaying benefits like salary, paid time off, and leave policies to attract candidates.
headhunters corporate recruitment presentation
Head Hunters is a UK recruitment agency that offers a range of specialist recruitment services across ten industries. They focus on understanding both the needs of clients and candidates to make successful matches. The agency uses an extensive database and online job boards to find and screen candidates. They also offer additional services like skills testing, social media recruitment, and headhunting for senior roles.
Talent Mapping - Intelligence Supporting your recruitment plan
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
US Staffing Trends | 2015 Global Recruiting Trends
Here's a snapshot of LinkedIn’s US Staffing Trends Report, revealing 3 industry insights to amplify your 2015 strategy. Download the full report: http://linkd.in/1uNWJo9
Developing a LinkedIn Recruiting Strategy
The document discusses developing a LinkedIn recruiting strategy. It provides an overview of LinkedIn, including its evolution and use in online recruiting. It then outlines steps for setting up a basic LinkedIn recruiting presence, such as searching, using recommendations, joining groups, and answering questions to become an expert. More advanced LinkedIn recruiting solutions are also presented, such as using LinkedIn Recruiter to find passive candidates, targeting jobs to candidates, and developing an employer brand through dynamic content.
Sparks foundation Talent Acquisition Internship
I am Amruta Kubde intern at the Sparks Foundation August21 Batch. From MGAHV, Wardha. I creat a Presentation on HR for Recruiting the useful candidates.
Recuitment, Selection, Induction
This document discusses the recruitment and selection processes within the human resources function of an organization. It begins by outlining the key steps in recruitment, including identifying vacancies, advertising positions, managing responses, shortlisting candidates, conducting interviews and making hiring decisions. It then discusses factors that influence recruitment strategies like supply and demand. The document also covers internal and external sources of recruitment candidates and trends like outsourcing and e-recruitment. Finally, it distinguishes selection from recruitment by noting that selection seeks to eliminate unqualified applicants while recruitment aims to attract candidates.
More Related Content
What's hot
The Sparks Foundation Internship (GRIP)
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
Free vs. Paid Recruiting Tools on LinkedIn
This document summarizes the key differences between free and paid recruiting tools on LinkedIn. It discusses how companies can use their Company Page and status updates to build their brand for free. It also explains how paid tools like Career Pages, Sponsored Updates, LinkedIn Recruiter, and Job Slots can help recruiters source more passive candidates, target top candidates, and get enhanced search and outreach capabilities. The presentation encourages recruiters to leverage both free and paid tools to maximize their efforts on LinkedIn.
The Sparks Foundation Internship (GRIP)
The document discusses recruitment processes and sources. It defines recruitment as identifying, attracting, interviewing, selecting, hiring, and onboarding employees to fill staffing needs. Recruitment can be done internally by promoting current employees or externally by evaluating open job candidates. Sources of recruitment discussed include internal recruitment of current employees, external recruitment of new candidates, and getting referrals through LinkedIn. Steps for getting LinkedIn referrals and for recruitment using social media like LinkedIn are outlined. An example LinkedIn job posting is also provided.
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...LinkedIn Talent Solutions
Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGjEffective ways of recruitment and how to find referrals using LinkedIn TASK-1
This document discusses recruitment and sources of recruitment, including internal and external recruitment. Internal recruitment involves hiring from within the company through transfers, promotions, etc., while external recruitment brings in new employees from outside through advertisements, job portals, agencies, and other sources. The document outlines pros and cons of both internal and external recruitment. It also provides tips for getting referrals on LinkedIn and planning an effective recruitment strategy using LinkedIn and other social media platforms.
Talent Brand: The Intersection of Talent Acquisition and Marketing
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, it’s critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, we’ll go over how you can apply common marketing principles to develop and execute on your talent brand.
You’ll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
Recruitment Company
Bharat Headhunters is a specialized recruitment firm that sources passive candidates for client organizations. They focus on permanent IT and non-IT recruitment across India. The company prides itself on its commitment, flexibility, and quality. Bharat Headhunters builds internal databases through references and networks to find candidates without relying solely on job portals. They conduct thorough research on client needs and target companies to identify top talent through various headhunting techniques. Bharat Headhunters serves clients across various industries, with expertise in both IT and non-IT recruiting.
Talent acquisition strategy
The document discusses talent acquisition and recruitment. It defines talent acquisition as a strategic process of attracting and developing the right people with the right skills. Talent acquisition focuses on long-term strategies and developing a talent pipeline, while recruitment focuses on filling open positions. An effective talent acquisition strategy involves conducting workforce planning, building an employer brand, sourcing and recruiting candidates both internally and externally, using recruiting technology, developing onboarding programs, and utilizing data analytics.
Creating a Proactive Recruiting Strategy to Target Passive Candidates
The talented candidate you’re seeking to fill an open position can often be a passive one -- someone not currently looking for new employment. Does your recruiting program have a strategy for identifying and targeting passive candidates?
Talent in the Australian Public Sector [Webcast slides]
The document provides information about a LinkedIn presentation on finding and attracting talent for the digital transformation of the public sector. The agenda includes an overview of LinkedIn and the Economic Graph, discussing where to find data science, IT, and design talent, and how to attract them. It notes professionals are moving to cities and between countries like Australia, India, and the UK. The public sector needs to understand what skills are in demand, look beyond current roles, understand what professionals value, and educate future graduates to expand their talent pool.
Driving Business Results from Employee Engagement, Employee Advocacy and Tale...
The document discusses how employee engagement, employee advocacy, and talent acquisition are interrelated and can drive business results when viewed as an integrated ecosystem. It provides data showing the ROI from a social talent acquisition platform and the growth in reach, shares, and impressions for clients. It argues that engaged employees are a company's best advocates and that their referrals, sharing of experiences, and word-of-mouth can attract quality talent and customers. Case studies and best practices are presented for activating employee ambassadors and converting engagement into outcome-based advocacy.
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates
The biggest change in talent acquisition today is top job seekers searching out companies they want to join. The tables have turned. Recruiters need strategy to ‘pull’ vs ‘push’ and be top of the heap in search when candidates come looking.
Master the success factors to:
Understand what SEO is and how to influence it
Ensure your company comes up in Google searches by job seekers
Work with your marketing team to attract the best candidates
Ensure your vacancies are easy for candidates to find online.
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...LinkedIn Talent Solutions
Marketing and recruitment join forces as Linda Descano, Head of Content & Social at Citi, and Kim Jokisch, Director of Employment Branding & Media at Red Hat, share how talent acquisition leaders can apply core marketing and content best practices to recruitment.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEafShaping Your Internal Hiring Recruitment Strategy
The ability to identify, engage and recruit top talent for your business has never been so important. With the economy starting to show signs of life, businesses need to quickly adapt and ensure that they have the infrastructure and talent in place in order to capitalise on this growth and not be left behind.
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Planning for recruitment using social media on
The document discusses best practices for using social media, specifically Medium, for recruitment. It recommends describing the scope of the job and company effectively using images and concise information. It also suggests targeting the right audience by posting in visible areas and including only required qualifications, location, compensation in the ad. Additionally, it advises using multiple social media sites like LinkedIn and Facebook, and clearly displaying benefits like salary, paid time off, and leave policies to attract candidates.
headhunters corporate recruitment presentation
Head Hunters is a UK recruitment agency that offers a range of specialist recruitment services across ten industries. They focus on understanding both the needs of clients and candidates to make successful matches. The agency uses an extensive database and online job boards to find and screen candidates. They also offer additional services like skills testing, social media recruitment, and headhunting for senior roles.
Talent Mapping - Intelligence Supporting your recruitment plan
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
US Staffing Trends | 2015 Global Recruiting Trends
Here's a snapshot of LinkedIn’s US Staffing Trends Report, revealing 3 industry insights to amplify your 2015 strategy. Download the full report: http://linkd.in/1uNWJo9
Developing a LinkedIn Recruiting Strategy
The document discusses developing a LinkedIn recruiting strategy. It provides an overview of LinkedIn, including its evolution and use in online recruiting. It then outlines steps for setting up a basic LinkedIn recruiting presence, such as searching, using recommendations, joining groups, and answering questions to become an expert. More advanced LinkedIn recruiting solutions are also presented, such as using LinkedIn Recruiter to find passive candidates, targeting jobs to candidates, and developing an employer brand through dynamic content.
What's hot (20)
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...
Effective ways of recruitment and how to find referrals using LinkedIn TASK-1
Effective ways of recruitment and how to find referrals using LinkedIn TASK-1
Talent Brand: The Intersection of Talent Acquisition and Marketing
Talent Brand: The Intersection of Talent Acquisition and Marketing
Creating a Proactive Recruiting Strategy to Target Passive Candidates
Creating a Proactive Recruiting Strategy to Target Passive Candidates
Talent in the Australian Public Sector [Webcast slides]
Talent in the Australian Public Sector [Webcast slides]
Driving Business Results from Employee Engagement, Employee Advocacy and Tale...
Driving Business Results from Employee Engagement, Employee Advocacy and Tale...
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Talent Mapping - Intelligence Supporting your recruitment plan
Talent Mapping - Intelligence Supporting your recruitment plan
US Staffing Trends | 2015 Global Recruiting Trends
US Staffing Trends | 2015 Global Recruiting Trends
Similar to Effective Ways of Recruitment
Sparks foundation Talent Acquisition Internship
I am Amruta Kubde intern at the Sparks Foundation August21 Batch. From MGAHV, Wardha. I creat a Presentation on HR for Recruiting the useful candidates.
Recuitment, Selection, Induction
This document discusses the recruitment and selection processes within the human resources function of an organization. It begins by outlining the key steps in recruitment, including identifying vacancies, advertising positions, managing responses, shortlisting candidates, conducting interviews and making hiring decisions. It then discusses factors that influence recruitment strategies like supply and demand. The document also covers internal and external sources of recruitment candidates and trends like outsourcing and e-recruitment. Finally, it distinguishes selection from recruitment by noting that selection seeks to eliminate unqualified applicants while recruitment aims to attract candidates.
4 - Planning Jobs.pdf
This document discusses human resource planning and recruitment. It begins by defining workforce planning, forecasting, and succession planning. It then explains the process of human resource planning, including forecasting labor demand and supply and balancing the two. When a surplus or shortage of workers is forecasted, the document provides strategies for addressing each, such as restricted hiring, layoffs, or creative recruiting. It also discusses measuring recruiting effectiveness and lists internal and external sources for finding candidates, such as job postings, advertising, and networking. The key goals of recruitment are to attract qualified applicants and discourage unqualified ones. The recruitment and selection process involves steps like job analysis, description, screening, interviews, testing, and selecting.
Recruitment and selection in personnel management
Recruitment and Selection under Personnel Managament
4.talent acquisition
The document provides an overview of talent acquisition, including its importance, key components, and best practices. It discusses talent acquisition as a strategic process that includes sourcing, selecting, and onboarding new hires. The document outlines the talent acquisition workflow and explains important considerations like person-job and person-organization fit. It also provides tips for developing strong interview questions and effectively evaluating candidates.
The Sparks Foundation Internship (GRIP)
The document discusses recruitment and provides details about internal and external recruitment. It defines recruitment as identifying, screening, and hiring potential candidates. Internal recruitment refers to promoting or transferring current employees, while external recruitment involves hiring new candidates from outside the organization. The document also provides tips for getting referrals on LinkedIn, including finding the right connection, sending a formal message, and following up. It gives steps for recruitment using social media, such as being specific, keeping it simple, and making the posting memorable and easy to apply to.
Manpower Planning Module 4 Part 1.pdf
MBA SEM 3 |HR PAPER 1| MODULE 4 PART 1| RECRUITING & SELECTING HUMAN RESOURCES|
MANPOWER PLANNING , RECRUITMENT & SELECTION|
RTMNU NAGPUR UNIVERSITY
By Jayanti R Pande
Free notes by Jayanti Pande
MBA Notes by Jayanti Pande
JRP Notes
Jayanti Pande notes
Jayanti Pande HR Notes
Icici life insurance
The document provides an overview of the insurance industry in India. It discusses the liberalization of the insurance sector that allowed private and foreign companies to enter. There are rules governing Indian and foreign companies, including minimum capital requirements and limits on foreign ownership. Many international insurance companies have formed joint ventures with major Indian companies. The challenges for the insurance sector include developing suitable products, training agents, expanding insurance to lower income groups, and adapting business models for the Indian market.
UNIT- III SALES FORCEMANAGMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIP
UNIT- III SALES FORCE MANAGEMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIP. This slideshow deals with the recruitment of salesman, selection of salesman, the selection process, the process of recruitment, methods of recruitment, internal and external sources of recruitment types of interviews, the difference between recruitment and selection.
Recruitment
This document discusses recruitment and selection. It defines recruitment as the process of finding and attracting job applicants, and selection as differentiating between applicants to identify those most likely to succeed. The document outlines the recruitment process including identifying vacancies, advertising, sorting applications, and interviews. It discusses internal and external sources of recruitment like promotions, campus recruitment, and advertisements. Selection methods covered include testing, interviews, reference checks, and making the final hiring decision.
Recruitment articles and posts
The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.
Recruitment.pptx
The document discusses recruitment and the recruitment process. It defines recruitment as the process of attracting job applicants and encouraging them to apply for open positions within an organization. The document outlines internal and external sources for recruitment, including current employees, former employees, schools and job sites. It also discusses different recruitment methods such as job postings, employee referrals, advertising, and the use of employment agencies. The goal of recruitment is to attract qualified candidates and encourage unqualified ones to self-select out of the application process.
Hrm recruitment
The document discusses recruitment sources for human resource management. It identifies internal sources such as promotions, rehiring and employee referrals. External sources mentioned include advertisements, campus recruitment, online recruitment, walk-ins, employment agencies, schools/universities, job fairs, professional organizations, unsolicited applicants, and online sources like job boards and company career websites. A variety of recruiting sources can help organizations attract qualified candidates efficiently.
Recruitment & selection
The document discusses the recruitment and selection process in an organization. It defines recruitment as the process of finding and hiring suitable candidates for open positions, while selection involves evaluating candidates to choose the most suitable ones.
The key steps in recruitment include planning resourcing needs, developing recruitment strategies, searching for candidates, screening applications, and evaluating the effectiveness of recruitment methods. Internal and external sources are discussed as options to find candidates.
The selection process involves screening applications, conducting tests and interviews, checking references, medical examinations, and making a job offer. The document outlines various selection tools used like achievement, intelligence, and personality tests. Factors influencing recruitment and a good recruitment policy are also highlighted.
Recruitment
An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.
The Sparks Foundation HR Task 1
The document discusses various talent acquisition strategies for employers, including using social media, employer review sites, mobile recruiting and video interviewing. It also discusses building talent pools, employee referrals, rehiring past employees ("boomerang employees"), using recruitment agencies, and direct advertising. The document provides steps for an effective social media recruitment strategy, including defining your approach, meeting audiences online, promoting your brand, keeping content fresh, activating employees, and understanding different social media channels.
Human resource Recruitment and Selction
The document discusses recruitment and selection practices. It covers the goals of recruitment as attracting qualified applicants and discouraging unqualified ones. It also discusses constraints, diversity efforts, factors influencing recruitment, and the advantages and disadvantages of internal and external recruitment sources. Finally, it covers socializing and placing new hires, including purposes, processes, and considerations for developing socialization programs.
Professional Headhunters Recruitment Agency for High-Level Roles
Professional Headhunters Recruitment Agency for High-Level RolesAlliance Recruitment Agency - Staffing Agency In California, Esplanade Avenue, Pacifica, CA, USA
A professional headhunters recruitment agency can provide your organization with the expertise, resources, and network needed to attract and hire top executive talent. Recruitment and Selection, Sources, Process B.Com, M.com
This Presentation is made by Toran Lal Verma. The presentation deals with sales force management, process of recruitment, sources of recruitment, Process of Selection etc.
TSF(GRIP)- Task1
The document discusses recruitment, which refers to identifying, attracting, screening, and interviewing suitable job candidates. It outlines the stages of recruitment including identifying vacancies, job descriptions, advertising, screening, interviews, and onboarding. Sources of recruitment include internal promotions and transfers as well as external advertising, campus recruitment, agencies, and social media. Specific techniques for recruitment using LinkedIn and writing hiring alerts are also presented.
Similar to Effective Ways of Recruitment (20)
UNIT- III SALES FORCEMANAGMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIP
UNIT- III SALES FORCEMANAGMENT FOR B.COM CBCS, PERSONAL SELLING AND SALESMANSHIP
Professional Headhunters Recruitment Agency for High-Level Roles
Professional Headhunters Recruitment Agency for High-Level Roles
Recruitment and Selection, Sources, Process B.Com, M.com
Recruitment and Selection, Sources, Process B.Com, M.com
Recently uploaded
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
1比1仿制(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭原版一模一样
原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样
原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Your Guide To Finding The Perfect Part-Time Job
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Recently uploaded (13)
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...
Periodical - Employee Spotlight Kathryn Hillenburg
Periodical - Employee Spotlight Kathryn Hillenburg
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...
Effective Ways of Recruitment
- 2. “Recruiting is the process by which organizations locate and attract individuals to fill job vacancies” - Fisher • It is a linking process between those who have jobs and those who seek jobs. • “It is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” -Yoder 2
- 3. • Generate great amount of interest in job-seekers having relevant qualifications. • Project a highly favorable image of the company. • Encourage potential candidates to apply for possible vacancies. • Create a wide choice at an economical cost- for the company, so it can pick up right candidates. • Determine the present& future needs of the firm and sync the org strategy and personnel planning. • Give ample info to candidates so that they can decide whether to apply or not. 3
- 4. • Proper conduction of job analysis • Building a job description. • Reviewing the job description. • Setting minimum qualifications for an employee who will be doing the job. • Defining a salary range. • Sourcing of talent • Networking • Posting • Print and media advertising • Developing and using various techniques • Screening of applicants who applied • 1st stage- Preliminary screening. • 1st round interview • Conducting of various tests for the purpose of recruitment • Final interview round • Selection • Finalizing the job offer • Introduction and induction of the new employee (onboarding) 4
- 5. It is like an infinity pool, where a recruiter needs to have the special skills and abilities to filter out the potential candidates. Each organization needs to have specific tactics to deal with, while using social media for recruitment. Task 1- Article on Social Media Recruitment on Medium.com Link- https://m-dipti00.medium.com/steps-and-plan-for-recruitment-using-social-media-43197e6a8dc4 5
- 7. 7
- 8. 8 • Attracting active and passive candidates • Targeting my specific and ideal talent pool • Boosting employer brand and company culture, • Save on recruiting costs.
- 9. 9 Hey Folks! Hope you are doing good. The #COVID-19 Pandemic# has taken a toll over us, again. We are getting locked-up at homes. So, why don’t we optimize the resources we have in our hand? Let’s gear up and apply for this 1-month long, virtual internship program (GRIP) offered by The Sparks Foundation. Website - https://thesparksfoundationsingapore.org/ About the Company- The sparks foundation is working to bring parity in education, making sure children have equal opportunity at success, irrespective of the financial background. About the Program- The Graduate Rotational Internship Program (GRIP) is the flagship program of TSF in which students, recent graduates, and professionals focus on technical and non-technical skills development. Apply through #LinkedIn or Internshala https://lnkd.in/e632qwW Interest form to select your domain- https://lnkd.in/eqQxdky You can follow #TSFGRIP at- https://lnkd.in/eDVQA47 Perks & Benefits Certificate Letter of recommendation Flexible work hours
- 10. -Dipti Mukherjee GRIP THE SPARKS FOUNDATION #GRIPMAR21