The Rank Group overhauled their recruitment processes to improve the candidate experience and employee engagement. They developed brand-aligned recruitment microsites and used video interviews and social media to attract candidates. Rank also implemented talent pools for internal and external candidates to encourage engagement and fill roles more efficiently. These changes enhanced the candidate and hiring experience while reducing costs and time to hire.
RANK Group is a financial consulting firm that has been in operation since 1978. It provides services such as project funding, debt restructuring, and business advisory. The firm has over 40 employees including chartered accountants and has experience serving industries such as real estate, infrastructure, and manufacturing. RANK Group prides itself on offering end-to-end solutions, strong industry knowledge, and independent advice to its clients.
Rullion is an experienced, independent recruitment consultancy that has experienced over 500% growth in permanent placements over the last 4 years. It provides niche recruitment services through experienced consultants with specialized vertical market knowledge. Rullion screens candidates through a multi-stage competency-based process to provide clients with the highest quality shortlists. It offers value-added services beyond sourcing such as market research, candidate outplacement, and competency interview training for hiring managers. References praise Rullion for its professionalism, honesty, success in finding top candidates, and status as a true recruitment partner.
Kentou provides talent solutions and executive search services to help organizations meet increasing customer demands. It was established in 2004 and has since handled over 21 recruitment accounts. The management team has over 30 years of combined industry experience. Kentou's team of over 300 professionals uses a unique search methodology to recruit leadership candidates across functions for its clients.
This document summarizes the services provided by GulfBankers, an executive recruitment firm operating in the Middle East. GulfBankers offers executive search, recruitment, and talent management solutions, including executive search on both a retained and contingency basis. They also provide profile assessments to help match candidates to jobs based on factors like job fit, energy, reliability, and cultural fit. The document outlines GulfBankers' executive search process, which takes place over three stages: developing a longlist of candidates, creating a shortlist, and arranging interviews. It also advertises HR consultancy services focused on aligning organizations with best practices through services like defining HR systems, policies, and manuals.
Recours Four Kenya Consultants Ltd is a recruitment consultancy that offers services including recruitment and selection, training and development, staffing, and HR consultancy. Their vision is to be the leading recruitment consultancy that helps reduce youth unemployment. They have registered over 1000 youth candidates and provide end-to-end HR solutions including professional CV writing, transparent recruitment processes, training programs, and staffing services. Their clients represent various industries and they have a team of recruitment experts and presence on social media.
RPO India - Offshore Recruitment Process Outsourcing services within a value driven model. Our recruiters are fully trained in US recruitment process and has access to the latest Internet recruiting tools and techniques"
Global staffing (rpo) business proposalAjay Tripathi
This document provides an overview of the services offered by PI Solutions Global, a staffing and recruitment company. The services include software development, global staffing, training and development, corporate marketing, recruitment process outsourcing, executive search, and temporary, long-term, and project staffing. The company aims to understand clients' manpower needs and source qualified candidates using a variety of recruitment methods and technologies.
RANK Group is a financial consulting firm that has been in operation since 1978. It provides services such as project funding, debt restructuring, and business advisory. The firm has over 40 employees including chartered accountants and has experience serving industries such as real estate, infrastructure, and manufacturing. RANK Group prides itself on offering end-to-end solutions, strong industry knowledge, and independent advice to its clients.
Rullion is an experienced, independent recruitment consultancy that has experienced over 500% growth in permanent placements over the last 4 years. It provides niche recruitment services through experienced consultants with specialized vertical market knowledge. Rullion screens candidates through a multi-stage competency-based process to provide clients with the highest quality shortlists. It offers value-added services beyond sourcing such as market research, candidate outplacement, and competency interview training for hiring managers. References praise Rullion for its professionalism, honesty, success in finding top candidates, and status as a true recruitment partner.
Kentou provides talent solutions and executive search services to help organizations meet increasing customer demands. It was established in 2004 and has since handled over 21 recruitment accounts. The management team has over 30 years of combined industry experience. Kentou's team of over 300 professionals uses a unique search methodology to recruit leadership candidates across functions for its clients.
This document summarizes the services provided by GulfBankers, an executive recruitment firm operating in the Middle East. GulfBankers offers executive search, recruitment, and talent management solutions, including executive search on both a retained and contingency basis. They also provide profile assessments to help match candidates to jobs based on factors like job fit, energy, reliability, and cultural fit. The document outlines GulfBankers' executive search process, which takes place over three stages: developing a longlist of candidates, creating a shortlist, and arranging interviews. It also advertises HR consultancy services focused on aligning organizations with best practices through services like defining HR systems, policies, and manuals.
Recours Four Kenya Consultants Ltd is a recruitment consultancy that offers services including recruitment and selection, training and development, staffing, and HR consultancy. Their vision is to be the leading recruitment consultancy that helps reduce youth unemployment. They have registered over 1000 youth candidates and provide end-to-end HR solutions including professional CV writing, transparent recruitment processes, training programs, and staffing services. Their clients represent various industries and they have a team of recruitment experts and presence on social media.
RPO India - Offshore Recruitment Process Outsourcing services within a value driven model. Our recruiters are fully trained in US recruitment process and has access to the latest Internet recruiting tools and techniques"
Global staffing (rpo) business proposalAjay Tripathi
This document provides an overview of the services offered by PI Solutions Global, a staffing and recruitment company. The services include software development, global staffing, training and development, corporate marketing, recruitment process outsourcing, executive search, and temporary, long-term, and project staffing. The company aims to understand clients' manpower needs and source qualified candidates using a variety of recruitment methods and technologies.
Lets Job is a recruitment and staffing firm that provides various services including software development, global staffing, training, and corporate marketing. The company aims to understand clients' manpower needs and source qualified candidates. Its services include direct recruitment, temporary staffing, executive search, and recruitment process outsourcing. Lets Job has expertise in various industries and technologies and aims to be clients' preferred service provider and expand its global presence.
Sigma Recruitment Agency- company presentationsteppingstones
Award Winning, Results Driven Specialist Recruitment Agency -
With Extensive Sector Knowledge and Experience.
A specialist recruitment agency based in Cardiff, Sigma Recruitment has a proven track record of recruiting for organisations across South Wales.
Established in 2005 - Sigma Recruitment has recruited for some of the largest and most successful manufacturing companies in South Wales including large blue chip organisations and leading worldwide brand names. Our experienced consultants have a wealth of recruitment experience.
We specialise in the following range of skill sets:
Technical / Engineering
Purchasing and Logistics
Management
Scientific
Human Resources
Customer Service and Administration
Why Use Sigma Recruitment?
7 Year Track Record
Exceptional Candidates
30,000 Plus Database
Sector Leading Success Rate
Quality Screening Process
No Success, No Fee.
Every candidate undertakes a detailed interview before they are presented to a client. Our vetting process is proven to save time and ensure the highest quality candidates. Our recruitment consultants have extensive experience in the technical, engineering and scientific sectors resulting in consistency and quality of the client / consultant relationship.
We would like to provide you with first-hand experience of the Sigma Recruitment “difference” and to show you that not all recruitment agencies are the same.
In 2007 the Company’s achievements were recognised with a Western Mail Hot 100 award.
Talent Capital is a business advisory firm that offers exceptional services across various sectors with over 20 years of experience in the EMEA region. They are committed to teamwork and quality to provide the best services to clients. Their business ethics focus on innovation, integrity, and energy at the core of the organization. They have expertise in key sectors and adhere to leading practices and regulations.
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
Happy Monday is:
* A prominent executive search & selection company, providing a wide range of recruitment solutions for various requirements. We are a team of dedicated professionals offering services across Asia Pacific, Africa, Europe and American markets.
* A modern recruitment agency determined to prove that words such as ‘honest’ ‘reliable’ ‘helpful’ ‘innovative’ ‘modern’ ‘ethical’ and ‘long term’ can be synonymous with recruitment.
* A service-obsessed, people-focused business established to help individuals find jobs and companies fill vacancies.
The document outlines the contents to include in a company profile for a project. It lists 6 main sections: 1) contact details and introduction, 2) strategy including vision, mission, goals, and business strategy, 3) business concept including products, services, competitiveness, and quality policy, 4) management and ownership structure, 5) current customers and projects, and 6) attachments such as CVs and identity documents. The profile provides essential information about the company's background, operations, leadership, and clients.
HIGH QUALITY RECRUITMENT SOLUTIONS TO GLOBAL CORPORATIONS WORLDWIDEsameeksharaih
Hirexa Backed by A Highly experienced team, with a collective 50 years of Industry Expertise, recruiting Senior/ Leadership positions. At Hirexa, we aim to make recruitments at a higher level efficient, accurate and ensure a seamless integration of the new-recruit in the clients’ organizational culture.
NP Group is a global talent acquisition firm focused on sourcing technology professionals. It has three core service lines: executive search and permanent hiring solutions; recruitment process outsourcing (RPO) for temporary hiring; and strategic workforce resourcing. The document provides an overview of NP Group's services, growth story since 1998, leadership team, and client stories highlighting projects for Misys and Capco.
Apay Technology & Solution Pvt. Ltd. provides recruitment and staffing services including permanent recruitment, temporary staffing, and campus recruitment. They have over 13 years of experience and 6 offices across India. Their services help companies attract and acquire talent more efficiently through leadership searches, managerial hiring, flexible temporary staffing, and campus recruitment programs. Apay aims to deliver high-quality, specialized solutions and long-term value to its clients.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' background, facts, services, specializations, portfolio of work, and strengths. Populus has over 100 years of recruitment experience and has helped source talent for large global organizations. Their services include leadership hiring, lateral recruitment, and they partner with clients to assess needs, source talent, and develop workforces.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' founding in 2004 and track record of helping large clients meet their staffing needs. Populus focuses on leadership hiring, lateral recruitment, and developing client workforces to improve retention, productivity and profitability. The company has a strong team with over 100 years of recruiting experience across various industries.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' background, facts, services, specializations, portfolio of work, and strengths. Populus has over 100 years of recruitment experience and has helped source talent for large global organizations. Their services include leadership hiring, lateral recruitment, and they partner with clients to assess needs, source talent, and develop workforces.
RI Hungary is a leading recruitment firm that has been operating in Budapest since 1995. They employ motivated and experienced consultants who develop lasting relationships with clients and candidates. RI aims to understand clients' needs and deliver high-quality candidates through tailored recruitment processes. They provide various services including market mapping, salary surveys, and candidate benchmarking to help clients find the best matches.
Geeker Consulting is a leading recruitment specialist firm in China that focuses on the technology sector. They have established regional headquarters in Shanghai and specialty teams with knowledge of different industries and functions. Their reputation is based on delivering outstanding results and exceptional service to clients ranging from Fortune 500 companies to top local enterprises.
Lets Job Consulting India Pvt. Ltd. is a staffing and recruitment company that provides a range of services including software development, global staffing, training, and corporate marketing. The company sources candidates for clients across industries and helps fill positions both long and short term. Lets Job aims to understand client needs, source qualified candidates, and ensure a good fit between the client and new hire to achieve satisfaction for both parties.
Islamabad Recruitment Company provides strategic human resource solutions including recruitment and headhunting, training and development, human resource management, outsourcing and payroll management, and insurance benefits. It has served clients in various industries since 2013. The company aims to build long-term relationships with clients by providing suitable HR solutions through a professional and trustworthy approach.
BPM is an executive search and talent consulting firm that has been operating for over 20 years. They help companies recruit high-level professionals and develop talent internally. BPM focuses on identifying, evaluating, and developing talent for their clients across a variety of industries including consumer goods, media, advertising, finance, and more. Their services include executive search, interim management, assessment centers, and coaching/training. BPM prides itself on confidentiality, quality service, and long-term client relationships.
VBeyond Corporation is a US-incorporated company supported by its India-registered sister company Vision Beyond Resources India Pvt Ltd. It was established in 2006 and has over 130 employees working in its headquarters in New Jersey, USA and hub offices in Lucknow, India. It provides end-to-end recruitment and talent management solutions such as staffing, executive search, recruitment process outsourcing, and permanent hiring to clients across various industries in India and the US.
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
Best Practices for Implementing a Successful Digital Recruitment Campaign.pdfLiam James
Implementing a successful digital recruitment campaign requires strategic planning and execution to attract top talent effectively and efficiently. By leveraging online platforms and tools, you can create a targeted, engaging recruitment strategy that resonates with potential candidates. Here are some best practices to guide you in creating a successful digital recruitment campaign:
Define Your Objectives:
Clearly outline the goals of your recruitment campaign. Identify the roles you need to fill, the type of candidates you want to attract, and the timelines for hiring.
Identify Your Target Audience:
Understand your ideal candidates' skills, experience, interests, and professional background. Create candidate personas to tailor your campaign messaging effectively.
Develop a Strong Employer Brand:
Craft a compelling employer brand that showcases your company's values, culture, and unique selling points. Highlight what makes your organization an attractive place to work.
Create Engaging Job Descriptions:
Write clear and concise job descriptions that emphasize the responsibilities, qualifications, and benefits of the role. Use language that aligns with your employer brand and appeals to your target audience.
Utilize Multiple Channels:
Leverage a variety of digital channels such as social media, job boards, and professional networking sites to reach a broad audience. Tailor your content to each platform's unique features and audience demographics.
Optimize Your Career Page:
Ensure your website's career page is user-friendly and provides all the necessary information about your company and available roles. Include easy application processes and links to social media profiles.
Use Targeted Advertising:
Invest in targeted advertising on platforms like LinkedIn, Facebook, and Google to reach specific candidate demographics. Utilize data analytics to monitor and optimize your ad campaigns for better results.
Engage with Candidates:
Interact with potential candidates through social media, email, or other digital channels. Provide personalized responses to inquiries and follow up with candidates who show interest in your job postings.
Leverage Employee Advocacy:
Encourage current employees to share job openings on their personal networks. Employee referrals often lead to high-quality candidates who are a good fit for your company culture.
Track and Measure Performance:
Use analytics tools to monitor the performance of your recruitment campaign. Track metrics such as the number of applications, candidate quality, and cost per hire to evaluate the success of your strategy.
Continuously Improve:
Learn from each campaign and make data-driven adjustments to your strategy. Experiment with different approaches and content types to find what works best for your organization.
Ensure a Smooth Application Process:
Make the application process as simple and efficient as possible for candidates. Avoid overly complex forms and ensure the process works smoothly across
TLC London - Alan Whitford, Abtech PartnershipTALiNT Partners
This document summarizes a presentation given by Alan Whitford of Abtech Partnership on getting value from an Applicant Tracking System (ATS). The presentation discusses how recruitment has evolved with new channels emerging like social networks. It also addresses how automation and technology can improve recruitment processes by identifying qualified candidates, reducing time-to-fill, and finding the best candidates. However, the document notes that many ATS systems are underused and not integrated properly with career sites. It stresses the importance of training users and using the candidate database proactively.
Lets Job is a recruitment and staffing firm that provides various services including software development, global staffing, training, and corporate marketing. The company aims to understand clients' manpower needs and source qualified candidates. Its services include direct recruitment, temporary staffing, executive search, and recruitment process outsourcing. Lets Job has expertise in various industries and technologies and aims to be clients' preferred service provider and expand its global presence.
Sigma Recruitment Agency- company presentationsteppingstones
Award Winning, Results Driven Specialist Recruitment Agency -
With Extensive Sector Knowledge and Experience.
A specialist recruitment agency based in Cardiff, Sigma Recruitment has a proven track record of recruiting for organisations across South Wales.
Established in 2005 - Sigma Recruitment has recruited for some of the largest and most successful manufacturing companies in South Wales including large blue chip organisations and leading worldwide brand names. Our experienced consultants have a wealth of recruitment experience.
We specialise in the following range of skill sets:
Technical / Engineering
Purchasing and Logistics
Management
Scientific
Human Resources
Customer Service and Administration
Why Use Sigma Recruitment?
7 Year Track Record
Exceptional Candidates
30,000 Plus Database
Sector Leading Success Rate
Quality Screening Process
No Success, No Fee.
Every candidate undertakes a detailed interview before they are presented to a client. Our vetting process is proven to save time and ensure the highest quality candidates. Our recruitment consultants have extensive experience in the technical, engineering and scientific sectors resulting in consistency and quality of the client / consultant relationship.
We would like to provide you with first-hand experience of the Sigma Recruitment “difference” and to show you that not all recruitment agencies are the same.
In 2007 the Company’s achievements were recognised with a Western Mail Hot 100 award.
Talent Capital is a business advisory firm that offers exceptional services across various sectors with over 20 years of experience in the EMEA region. They are committed to teamwork and quality to provide the best services to clients. Their business ethics focus on innovation, integrity, and energy at the core of the organization. They have expertise in key sectors and adhere to leading practices and regulations.
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
Happy Monday is:
* A prominent executive search & selection company, providing a wide range of recruitment solutions for various requirements. We are a team of dedicated professionals offering services across Asia Pacific, Africa, Europe and American markets.
* A modern recruitment agency determined to prove that words such as ‘honest’ ‘reliable’ ‘helpful’ ‘innovative’ ‘modern’ ‘ethical’ and ‘long term’ can be synonymous with recruitment.
* A service-obsessed, people-focused business established to help individuals find jobs and companies fill vacancies.
The document outlines the contents to include in a company profile for a project. It lists 6 main sections: 1) contact details and introduction, 2) strategy including vision, mission, goals, and business strategy, 3) business concept including products, services, competitiveness, and quality policy, 4) management and ownership structure, 5) current customers and projects, and 6) attachments such as CVs and identity documents. The profile provides essential information about the company's background, operations, leadership, and clients.
HIGH QUALITY RECRUITMENT SOLUTIONS TO GLOBAL CORPORATIONS WORLDWIDEsameeksharaih
Hirexa Backed by A Highly experienced team, with a collective 50 years of Industry Expertise, recruiting Senior/ Leadership positions. At Hirexa, we aim to make recruitments at a higher level efficient, accurate and ensure a seamless integration of the new-recruit in the clients’ organizational culture.
NP Group is a global talent acquisition firm focused on sourcing technology professionals. It has three core service lines: executive search and permanent hiring solutions; recruitment process outsourcing (RPO) for temporary hiring; and strategic workforce resourcing. The document provides an overview of NP Group's services, growth story since 1998, leadership team, and client stories highlighting projects for Misys and Capco.
Apay Technology & Solution Pvt. Ltd. provides recruitment and staffing services including permanent recruitment, temporary staffing, and campus recruitment. They have over 13 years of experience and 6 offices across India. Their services help companies attract and acquire talent more efficiently through leadership searches, managerial hiring, flexible temporary staffing, and campus recruitment programs. Apay aims to deliver high-quality, specialized solutions and long-term value to its clients.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' background, facts, services, specializations, portfolio of work, and strengths. Populus has over 100 years of recruitment experience and has helped source talent for large global organizations. Their services include leadership hiring, lateral recruitment, and they partner with clients to assess needs, source talent, and develop workforces.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' founding in 2004 and track record of helping large clients meet their staffing needs. Populus focuses on leadership hiring, lateral recruitment, and developing client workforces to improve retention, productivity and profitability. The company has a strong team with over 100 years of recruiting experience across various industries.
This document provides information about Populus, a human resources company based in India and MENA regions. It discusses Populus' background, facts, services, specializations, portfolio of work, and strengths. Populus has over 100 years of recruitment experience and has helped source talent for large global organizations. Their services include leadership hiring, lateral recruitment, and they partner with clients to assess needs, source talent, and develop workforces.
RI Hungary is a leading recruitment firm that has been operating in Budapest since 1995. They employ motivated and experienced consultants who develop lasting relationships with clients and candidates. RI aims to understand clients' needs and deliver high-quality candidates through tailored recruitment processes. They provide various services including market mapping, salary surveys, and candidate benchmarking to help clients find the best matches.
Geeker Consulting is a leading recruitment specialist firm in China that focuses on the technology sector. They have established regional headquarters in Shanghai and specialty teams with knowledge of different industries and functions. Their reputation is based on delivering outstanding results and exceptional service to clients ranging from Fortune 500 companies to top local enterprises.
Lets Job Consulting India Pvt. Ltd. is a staffing and recruitment company that provides a range of services including software development, global staffing, training, and corporate marketing. The company sources candidates for clients across industries and helps fill positions both long and short term. Lets Job aims to understand client needs, source qualified candidates, and ensure a good fit between the client and new hire to achieve satisfaction for both parties.
Islamabad Recruitment Company provides strategic human resource solutions including recruitment and headhunting, training and development, human resource management, outsourcing and payroll management, and insurance benefits. It has served clients in various industries since 2013. The company aims to build long-term relationships with clients by providing suitable HR solutions through a professional and trustworthy approach.
BPM is an executive search and talent consulting firm that has been operating for over 20 years. They help companies recruit high-level professionals and develop talent internally. BPM focuses on identifying, evaluating, and developing talent for their clients across a variety of industries including consumer goods, media, advertising, finance, and more. Their services include executive search, interim management, assessment centers, and coaching/training. BPM prides itself on confidentiality, quality service, and long-term client relationships.
VBeyond Corporation is a US-incorporated company supported by its India-registered sister company Vision Beyond Resources India Pvt Ltd. It was established in 2006 and has over 130 employees working in its headquarters in New Jersey, USA and hub offices in Lucknow, India. It provides end-to-end recruitment and talent management solutions such as staffing, executive search, recruitment process outsourcing, and permanent hiring to clients across various industries in India and the US.
Increasing TA Effectiveness in China through Data and Talent PlanningCielo
Increasing TA Effectiveness in China through Data and Talent Planning
With an unpredictable job market, rapidly changing roles and skill sets, increased agility and shifting behaviour of job seekers, talent leaders in China need to use accurate and current data to inform their strategy and decision making. Therefore, precise and effective talent market insight becomes more and more important. Market insights for talent planning encompass talent data mining, cleaning and analysis, local market intelligence, and industry benchmarks to inform talent-related decisions. Ideally, data-driven insights guide the whole recruitment process including sourcing, selection and on-boarding, as well as employee reskilling, development, and succession planning.
In this webinar, Joseph Zhu, Client Solutions Director, China, will be joined by Shirley Wang, China Head of Talent Acquisition at Kimberly Clark, and Stacy Zhao, Head of Talent Acquisition, Great China Region at Nestle. The group will discuss how companies in the Greater China Region can use market insights to shape their strategy and improve the effectiveness of their talent acquisition.
We will explore:
• How to develop better business strategy based on talent market insights
• How to assess your current plan and identify areas to improve
• Which stakeholders have important responsibilities for talent planning, with examples of how these roles support your talent acquisition
Best Practices for Implementing a Successful Digital Recruitment Campaign.pdfLiam James
Implementing a successful digital recruitment campaign requires strategic planning and execution to attract top talent effectively and efficiently. By leveraging online platforms and tools, you can create a targeted, engaging recruitment strategy that resonates with potential candidates. Here are some best practices to guide you in creating a successful digital recruitment campaign:
Define Your Objectives:
Clearly outline the goals of your recruitment campaign. Identify the roles you need to fill, the type of candidates you want to attract, and the timelines for hiring.
Identify Your Target Audience:
Understand your ideal candidates' skills, experience, interests, and professional background. Create candidate personas to tailor your campaign messaging effectively.
Develop a Strong Employer Brand:
Craft a compelling employer brand that showcases your company's values, culture, and unique selling points. Highlight what makes your organization an attractive place to work.
Create Engaging Job Descriptions:
Write clear and concise job descriptions that emphasize the responsibilities, qualifications, and benefits of the role. Use language that aligns with your employer brand and appeals to your target audience.
Utilize Multiple Channels:
Leverage a variety of digital channels such as social media, job boards, and professional networking sites to reach a broad audience. Tailor your content to each platform's unique features and audience demographics.
Optimize Your Career Page:
Ensure your website's career page is user-friendly and provides all the necessary information about your company and available roles. Include easy application processes and links to social media profiles.
Use Targeted Advertising:
Invest in targeted advertising on platforms like LinkedIn, Facebook, and Google to reach specific candidate demographics. Utilize data analytics to monitor and optimize your ad campaigns for better results.
Engage with Candidates:
Interact with potential candidates through social media, email, or other digital channels. Provide personalized responses to inquiries and follow up with candidates who show interest in your job postings.
Leverage Employee Advocacy:
Encourage current employees to share job openings on their personal networks. Employee referrals often lead to high-quality candidates who are a good fit for your company culture.
Track and Measure Performance:
Use analytics tools to monitor the performance of your recruitment campaign. Track metrics such as the number of applications, candidate quality, and cost per hire to evaluate the success of your strategy.
Continuously Improve:
Learn from each campaign and make data-driven adjustments to your strategy. Experiment with different approaches and content types to find what works best for your organization.
Ensure a Smooth Application Process:
Make the application process as simple and efficient as possible for candidates. Avoid overly complex forms and ensure the process works smoothly across
TLC London - Alan Whitford, Abtech PartnershipTALiNT Partners
This document summarizes a presentation given by Alan Whitford of Abtech Partnership on getting value from an Applicant Tracking System (ATS). The presentation discusses how recruitment has evolved with new channels emerging like social networks. It also addresses how automation and technology can improve recruitment processes by identifying qualified candidates, reducing time-to-fill, and finding the best candidates. However, the document notes that many ATS systems are underused and not integrated properly with career sites. It stresses the importance of training users and using the candidate database proactively.
E-recruitment wipro project file
it helps for the Wipro e-recruitment
it is depends on the project of wipro company
its is usefull to all the people who will do the project of e-recruitment
It is mainly used for the job purpose.
Alan Whitford - Workshop Slides June 2014ukrecruiter
This document summarizes a presentation given by Alan Whitford on getting value from applicant tracking systems (ATS). The presentation discusses how recruitment processes have evolved with technology but also notes that many organizations still underutilize their ATS. It emphasizes that an ATS should be integrated with an organization's career site and used to proactively engage candidates instead of just filing resumes. The presentation also stresses the importance of training users and keeping up with changing channels for finding top talent like social networks.
Novo It Corporate Presentation 2012 Updatedrekhadp
1. Novo IT is a 15-year-old recruitment firm headquartered in Bangalore, India with operations in Wheaton, MD, USA.
2. The firm provides recruitment services across various domains including IT, non-IT, telecom, pharmaceuticals, and biotechnology.
3. Novo IT has a team of over 25 professionals and aims to fulfill client requirements by providing qualified candidates that match their needs.
Elevating the Digital Employee ExperienceCognizant
To address the changing dynamic of a more digitally savvy workforce, HR organizations must tap into advanced analytics and harness 'as a service' delivery models to raise the bar on talent acquisition and development, as well as to inform new employee compensation and collaboration initiatives.
EXINJOBS LTD is India's leading online career and recruitment resource that provides relevant job profiles to employers and job opportunities to job seekers across industries, experiences, and geographies. It has a global network and provides the widest range of job seeking, career management, recruitment, and talent management services. EXINJOBS LTD ensures a robust platform to assist retired military members seek second career opportunities and plays a role in transforming students into employed professionals.
Employee referral programs allow existing employees to refer potential candidates for open positions. This reduces recruitment costs and time while improving hire quality, as referred candidates often perform better and stay longer. Common benefits include higher retention rates and return on investment. Successful programs clearly communicate the referral process and incentives to employees and obtain supervisor participation. Companies like Accenture and IBM have highly effective referral programs that provide substantial cost savings and quality hires. Referral programs create a win-win for employers, employees and candidates.
SalesProfessionals.co.in is a niche job portal especially designed for Sales Professionals, which differentiates it from other generic portals.
Provides a complete end-to-end recruitment solution to an organization, from vacancy posting to screening to shortlisting to hiring.
Also, run sales training program of 3-6 months practical training for freshers to get them ready for the industry.
Transform recruiting with the SmartRecruiters Talent Acquisition Platform, a comprehensive recruiting system that turns your hiring into a high-powered marketing and sales machine. It’s user-centric and as a result, recruiters and hiring teams readily use the platform and collaborate closely to identify and engage with candidates in brand enhancing and non-demeaning ways.
This training program is designed to enhance the skills and competencies of construction project managers in Malaysia by ensuring they meet the national competency standards developed by industry experts, allowing projects to be managed more effectively and improving quality at construction sites. The course covers important aspects of project management like planning, coordination, control and meeting client requirements on time and on budget. Completing the training provides qualifications and career advancement for construction project managers.
Project Description : After 10 years of working in the construction industry, you and 4 of your friends want to start up a construction company with RM 1 million as capital.
A survey of Italian companies found that 85% find gamification in human resources to be useful. 44% said it stimulates employee creativity and involvement by introducing a new way of working. Gamification uses game elements like points, badges, and leaderboards to motivate participation, engagement, and loyalty through recognition, competition, and intellectual stimulation. It can increase employee and salesforce productivity and be used to develop skills and drive innovation among employees, customers, and communities.
The document discusses human resource development in the IT industry. It analyzes HR functions like recruitment and selection, training and development, performance management, and compensation management at companies like Accenture, Oracle, and Wipro. It details their recruitment strategies that leverage tools like social media and their campus placement programs. It also describes their training programs for new hires and ongoing skills development. Their compensation structures include annual leaves, medical benefits, and performance-linked bonuses. The objective is to understand how these companies engage employees through effective HR strategies.
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KT Personnel exhibiting at LondonTech Job Fair Spring 2019
Rank Group Case Study
1. ABTECH
PARTNERSHIP
RANK GROUP CASE STUDY
Candidate Attraction From Beginning to End
In order to support its business operations, an organisation should develop an
overall recruitment strategy that is aligned with its annual workforce plan and
employee vision. Integral to the recruitment strategy should be a multi-channel
candidate attraction methodology aligned with technology and processes that ensure
a ‘best in class’ candidate experience.
The Rank Group is a diverse organisation in the hospitality and entertainment
industry. Rank includes bricks and mortar operations in two separately branded
businesses across the UK, a portfolio of strong online brands, an IT development
division and a Head Office operation that provides the support and professional
functions to all business divisions. Candidates are sourced across a highly diverse
skill set, from customer service, food & beverage and gaming, to digital, HR, finance,
sales and marketing. During 2010/11, Rank’s Executive Team decided to place
employee engagement as the central strand of the organisation’s DNA, adding value
to the company experience for its 9,000 employees, tens of thousands of candidates
and millions of customers. The new joined up employee engagement strategy
touches every point of the employment life-cycle at Rank, from initial candidate
attraction through to onboarding and career advancement.
To achieve that ‘engagement vision’, Rank needed to create a compelling, consistent
engagement experience across the whole employment lifecycle, starting with the
most effective candidate-centric set of recruitment processes possible. The end
result is a best in class candidate experience, a seamless application process and a
clear and consistent message regarding its various brand identities and the
company’s value proposition. Technology became the enabler – both in respect of its
internal systems and communications and its external candidate and customer
facing products. Throughout 2011/12, Rank, alongside RPOZONE, its consulting and
technology partner, completely overhauled the existing recruitment processes to
deliver a candidate attraction and recruitment methodology that worked across all
brands and was aligned with all candidate communities.
Supporting the process and technology changes, Rank implemented internal work-
streams to deliver in-depth employee segmentation, refreshed its employment
brands, created a full set of recruitment advertising guidelines, developed its first
ever social media recruitment strategy, set up a cross business approach to
campaign recruitment and structured a best in class on-boarding and induction
process.
Little Windrush Salperton Cheltenham Gloucestershire GL54 4EE
Tel number: +44 (0)1451 850811 Mobile number: +44 (0)7971 864620
e-mail: alan@abtechpartnership.com jo@abtechpartnership.com
www.abtechpartnership.com
2. ABTECH
PARTNERSHIP
Rank’s consulting partner developed a technology platform capable of delivering a
seamless candidate journey from initial application via a portfolio of branded
recruitment micro-sites through to application management on a customised
candidate management system. Only functions essential to the moving of a
candidate from attraction to application through to offer efficiently and effectively
have been incorporated. Key features include brand aligned recruitment sites, social
media channel integration (Facebook and LinkedIn), video interviewing, communities
for new candidates and existing employees, and an on-line induction portal.
Brand aligned recruitment micro-sites
Each brand within Rank has a separate recruitment micro-site with its own distinct
URL (internet address), reflecting the reality that candidates identify with individual
brands rather than Rank as an entity. Each microsite follows a consistent design that
walks the candidate through an intuitive and engaging application process.
Innovative use of imagery and video profiles of the company, featuring individual
employees ensures the candidate remains involved and positive about the brand and
the application experience.
Recruitment channel selection
At the moment of vacancy approval, hiring managers define the recruitment
channels best suited to the role, timescale to fill, urgency of the need or other
strategic factors. The manager uses the fully automated system to select the most
appropriate options for attracting candidates:
• Post to internal talent pool
• Post to the recruitment microsite
• Post to the external talent pool (via job alerts)
• Post to social media (integrated jobs posting via the Work4Us application on
the Rank Facebook pages or via job listings on the company pages on LinkedIn)
• Post to approved job boards
• Advertise via other mediums (online banners, print publications, posters in
business venues)
• Release to the recruitment agency network
Customised interview staging
An integral part of the new Rank candidate management process is the ability for
Hiring Managers to define the most appropriate recruitment stages for each position,
such as online testing, telephone screening and video. Unique to its industry sector,
Rank encourages video screening. Candidates are provided a secure online website
destination to record responses via video to pre-defined questions. This ensures
consistent questioning across all candidates, saves travel costs, is environmentally
friendlier and saves both candidate and interviewer time.
Little Windrush Salperton Cheltenham Gloucestershire GL54 4EE
Tel number: +44 (0)1451 850811 Mobile number: +44 (0)7971 864620
e-mail: alan@abtechpartnership.com jo@abtechpartnership.com
www.abtechpartnership.com
3. ABTECH
PARTNERSHIP
Engaging with graduates and school leavers
As part of its community commitment, Rank looks to colleges and universities as
potential sources for candidate applications. Rank is establishing stronger ties with
providers that can tailor training and education of potential candidates to suit the
specific needs of its industry. It is trialling an external interactive CV portal where
students can present themselves using video, images, personal statements,
accreditations, references and more – in other words a shop window that goes far
beyond the traditional one-dimensional CV. With automated system matching of
‘suitable’ students, Rank can now see the quality of student applications and gain a
greater insight into communication, presentation and vocational capabilities before
arranging interviews. Students can differentiate themselves, provide evidence of
attained skills and qualities and present a more complete view of what makes them
‘right’ for a particular job.
Talent Pooling
Central to the new Rank vision was building more effective direct self-managed
channels of applicants and to gradually reduce the reliance on recruitment agency
supply. Two channels that are key to achieving this aim are an external talent pool
and an internal talent pool.
Any external candidates that are unsuccessful in an application but are recognised
as ‘potential talent’ for the future are ‘invited’ by the recruitment manager to join the
relevant brand talent pool (which is accessible across all Rank brands). Application
information already entered by the candidate is used to populate the candidate
profile. Job alerts, company news, newsletters and other ‘general interest’
information is posted to candidates holding a talent pool profile as an ongoing
candidate engagement programme. This encourages candidates to keep their
profiles up to date and to remain engaged with the business.
As with most organisations, Rank had limited capability to view existing employee
skills and capabilities; instead relying on individual managers to recommend staff for
roles in other parts of the business, based on a bulletin board posting area on the
organisation’s Intranet. All sections of the business are now able to offer employees
the opportunity to build their own talent profile that can be pro-actively ‘searched’ as
the first stage priority to identify any internal resource that matches the requirements
for new roles within and across brands. Transitioning between different brands and
locations is now actively encouraged, a rare occurrence in the hospitality and
entertainment industry.
In addition, the internal ‘talent pool’ includes Talent Pool dashboard alerts and emails
sent to ‘opt in’ accounts ensuring all relevant employees can be advised of
opportunities, training and development or social activities as soon as they arise.
Little Windrush Salperton Cheltenham Gloucestershire GL54 4EE
Tel number: +44 (0)1451 850811 Mobile number: +44 (0)7971 864620
e-mail: alan@abtechpartnership.com jo@abtechpartnership.com
www.abtechpartnership.com
4. ABTECH
PARTNERSHIP
Induction and On-boarding Portal
A key element of the overall candidate and employee engagement programme was
to ensure the positive and inclusive candidate experience continued through from the
active ‘recruitment’ phase to induction and on-boarding. With the period between
offer and start date being recognised in all businesses as ‘high risk potential’ in terms
of candidate drop out, elements of the new employee induction are now presented
online via an interactive portal. All offered candidates are provided a login with their
offer letter that grants them access to ‘pre-induction’ content. This is a combination of
documentation to review, forms to complete and videos to watch as well as a range
of company collateral that helps build a positive employee bond. Early completion of
non-confidential (but mandatory) induction materials reduces the time spent during
the initial days and weeks in the new job and means new starters are better informed
and more engaged from day one.
Delivering on the business case for effective candidate attraction and management
In addition to the enhanced candidate and hiring manager experience delivered by
the innovative mix of technology, direct sourcing channels such as social media and
dedicated resourcing functions, the new processes delivered significant value in the
key recruitment metrics that are critical to the business. Rank realised reduced hiring
costs through better managed and more diverse candidate application channels,
greater flexibility in approach and access to new previously untapped candidate
sources and significantly reduced time to hire. The more highly focussed sourcing
and candidate selection processes also significantly reduced staff ‘churn rates’ in the
physical locations.
Little Windrush Salperton Cheltenham Gloucestershire GL54 4EE
Tel number: +44 (0)1451 850811 Mobile number: +44 (0)7971 864620
e-mail: alan@abtechpartnership.com jo@abtechpartnership.com
www.abtechpartnership.com