Rpo recruiters - consultancies - new - revenue - model : Grow With US !!!

•

10 likes•9,292 views

RECRUITERS / PLACEMENT CONSULTANTS / RPO : Recruit4Job is the only platform where the world’s best recruiters meet thousands of potential customers across all the industries around the Globe. HOW DOES IT WORK Leads and Job proposals for the vacancies are sent by the Customers to recruiters or from Recruiters to Customers .After negotiation and agreement to the terms and conditions ,the assignments are delivered directly to the potential customers via Recruit4Job Agency Portal. The invoices are raised and fee collected. You may proceed to Create an Account once you receive invitation. Create a profile with your areas of expertise, pricing and payment terms. Publish it on the marketplace to start receiving leads and assignments. GETTING STARTED : With Technology Trained and Certified candidates,R4J strives hard to provide Top Consultancies / RPO / Recruiters to fulfill and accomplish your hiring requirements in every way possible. Recruit4Job – The exclusive and the only place where the world’s best recruiters meet thousands of potential customers(Companies / Corporates / HR Managers etc) across all the industries and ends the search discovering candidates who are Professional, Skilled and Highly Experienced .

Business Technology

Recruit4Job
Social Recruiting
ASSOCIATES
Grow With us !
RPO /Recruiters/Placement Consultancies
New REVENUE Model

“I am convinced that nothing we
do is more important than
hiring and developing people.
At the end of the day you bet
on people, not on
strategies.”– Lawrence Bossidy,
Former COO of GE and author

“New Revenue MODEL”
• Job LEADS
• CV Database
• Pain Points
• Manage Employers / HR
• Manage & Add Applicants
• Why ATS & Why
Recruit4Job

How you Mange your own &
Applied Applicants Database?
“Other Resources”

One Click CV Search
Your Search Result comes from All your CV Database, Applied & Our Database
(20 million).

How you are Working?
Overcome with your PAIN Points

Know Your
PAIN POINTS
• Source Jobs
• Publish Jobs
• Source Applicants
• Manage Applicants
• Manage Hiring Companies
• Manage Mails & Reverts
• Shortlist candidates
• Arrange Interview
• Follow-Up
• Wait For Result
• Hired /Reject

“No worry We’ve SOLUTION “
PAIN Points Our
Solutions

How you manage all Employers /
HRs?
“@ 1 place”
1 Click
Task
Manage All Hiring Companies !
Manage All Employers !!
Manage All HRS !!!
Manage All Leads !!!!

“@ 1 place”
“When u create job, u select any hiring company
(Employer can view applicants only for selected job & they can give feedback or comments),
So no need to Check all candidates, work only employer recommends.”

Applicant Tracking
System
(IN Build CRM) Dashboard

How you manage all Applicants?
“@ 1 place”

“Easy Apply Process Increase % of Applied Applicants & Saved Time.”

“Manage all Source Applicants @ Single Platform”
View Applicants Job
Wise
Publish/ Un-Published
(Against Keyword)
Each Applicant Viewer

Add Applicants by Uploading (doc/Txt/PDF/) or Via
Manually

WHY I required & How can you get
Advanced ATS (in Build CRM)?

• The status of hiring for each Applicant and each job now can
be accessed immediately online.
• provide powerful tools to evaluate countless applications, in an
approachable package.
• Saves time, reduces errors, clutter or organizational madness
and ensures proper tracking.
• Submit approvals & feedback @ 1 click.
• Manage All your Hiring Companies.
• Manage All Source Candidates @ 1 Place.
• Connection with Each Applicants & Companies.
• In Build Social Networking (Jobs & Applicants).
• Reporting with Analytics (All Jobs & Applicants).
• All Data Access Anywhere Online with Efficiencies
• Internal Candidate & Job Manage Portal.
• Employee Referral & Social Sharing.
• Fast Performance & 24*7 Helping Customer Support

Nowhere you can find
such platform
provides you to manage
Employers, Jobs,
Applicants, ATS (CRM),
Payments, Invoice @ 1
Place

JOB Leads
Access Database
ATS
Manage
RECRUITERS
Manage PAYMENTS
&
Lots More
“New Revenue Model”
Source
Interview
Hired
PAID

“Excellence in Quality Hiring”
“Probably the best Recruiting Platform in the world”
TASAVOOR KHAN
Founder & CEO
July 2013

This document discusses using assessments in the hiring process. It defines three main types of assessments: behavioral assessments that evaluate personality, integrity and cognitive abilities to determine job and cultural fit; skills tests that evaluate specific skills and abilities; and reference checks that collect structured feedback from previous employers. The document explains how each assessment is conducted and the types of questions they can help answer. It emphasizes using the right assessment at the right time in the hiring process, from initial screening to making a final offer. The last section promotes an assessment center product that provides thousands of pre-integrated tests from leading vendors.

Creative Hiring Tactics Along The Candidate Journey [Webcast]

LinkedIn Talent Solutions

How Starbucks uses ecommerce principles to track, measure, and improve the pr...

LinkedIn Talent Solutions

Alex Cooper, Starbucks Matthew Kennedy, Starbucks Neha Sinha, Starbucks How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that. Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Candidate_ Journey TC2014 Connect_FINAL_v5

Fanny Chen

This document discusses the candidate journey on LinkedIn from unaware to hired. It outlines the stages a candidate goes through - from being unaware of a company, to becoming aware through connections and groups, to considering a company by viewing their page and career page, and finally becoming hired. It provides tips for companies to attract talent at each stage, such as using employee profiles, display advertising, social sharing, and writing concise job descriptions. The goal is for companies to successfully recruit candidates by nurturing them throughout the entire candidate journey on LinkedIn.

Candidate behavior has changed - has your hiring? | Talent Connect 2016

LinkedIn Talent Solutions

Vidya Chandra, LinkedIn Monica Lewis, LinkedIn There's active talent, and there's passive talent. Right? Wrong. Candidate behavior has changed, and in today's world there's no such thing as active and passive. Today, 90% of candidates are open to hearing about new opportunities. But how do you get to those open candidates? What strategies do you need to adopt to capitalize on this trend, and how can that transform your hiring? Learn how you can tap into the new sector of open candidates to get access to more high quality talent, faster. Session highlights: How the talent of today finds their next career move, and what it means for you. Discover the signals that candidates give when they interact with your company, your employees, and your opportunities. Learn about how you can leverage LinkedIn to tap into these signals to get high quality talent, faster. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Inbound Recruitment Marketing: Best Practice and M&S Case Study

Nathan Perrott

The document discusses inbound marketing and content marketing strategies for talent recruitment. It defines inbound marketing as organically earning attention through tactics like content marketing, SEO, social media, and influencer marketing. Good content for recruitment should be valuable, supportive, and relevant for the target audience. The document then provides examples of content types, formats, topics, and distribution channels that can be used to build a content framework for a recruiting program. It outlines objectives like dispelling myths about a company and better informing candidates. Finally, it discusses solutions like optimizing a company's career website, using a candidate discussion forum, promoting social media posts, and hosting on-campus events to engage candidates throughout the hiring process.

Reduce your hiring cost by using LinkedIn Solutions

Francesco Costanzo

The document discusses how to decrease costs per hire using LinkedIn solutions. It defines costs per hire and explains that LinkedIn can help reduce costs through tools like Talent Direct campaigns, Job Slots, and Recruiter. These solutions allow for mass outreach, personalized job matching, and increased efficiency. The document concludes with a success story of a company that reduced time to hire by 30% and costs of recruitment by over 50% using LinkedIn.

Recruitment is Marketing | InDemand 2014

LinkedIn Talent Solutions

From InDemand 2014, Jessica Steinberg who is the Talent Community Manager for ADP's employer brand, emphasizes how marketing and recruitment go hand-in-hand to increase candidate awareness and engagement. Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT Tweet with us: http://bit.ly/HireOnLinkedIn

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?

LinkedIn Talent Connect Europe 2012: 10 Key's to Success with LinkedIn Talent...

LinkedIn Europe

Throw away your speadsheets, stacks of business cards and C.V.'s: Talent Pipeline is your all-in-one solution to organising and tracking your leads! In this session, you'll learn how to integrate this powerful new tool into your workflow. We'll cover adding new leads, managing your leads and leveraging Talent Pipeline to conduct more efficient searches, send highly customised messages, track results and increase team communication and collaboration.

The “What” of Pipeline Building: Relevant Engagement Mediums

RecruitDC

Digital Recruitment: How you can use online recruitment to develop your brand...

Aspire Knowledge

Rob Hayter, Associate Director of TPP Not for Profit Quinton Seemann, Recruitment Manager, Save the Children The benefits and pitfalls of online recruitment. Should you go completely digital or integrate on- and off-line recruitment methods? How you can use social media to boost (and measure) your employer brand awareness. Using a digital recruitment strategy to fill hard to find/niche roles, with examples from the third sector.

Building an EVP from scratch, in-house, super fast, for free, based on real d...

LinkedIn Talent Solutions

Andrew Levy, Uber Researching and defining an Employer Value Proposition (EVP) is one of the most important undertakings an organization can do. After all, EVP is how your employees feel about work and how candidates evaluate you as a potential employer. When done right, a good EVP helps you effectively, efficiently recruit and retain the best talent for your specific culture. Without EVP, your recruiters and employees may not be telling a consistent, truthful story about work. For most organizations, EVP is a terrifying task -- it requires a significant investment of time and money -- often paid to a consulting firm. I'm here to tell you a different story of constructing an EVP. At Uber, we turned this process on it's head and decided to build EVP quickly and lightly, for free, in house, using tons of data points. Here's how we did it... Session highlights: -You and your recruitment team are likely telling/selling the wrong story to candidates about your company without even knowing it. Years of reporting structures, cascading goals, and executive speeches have conditioned us to repeat messaging form the top even if it doesn't match the reality in the ranks. -Brand definition work does not require monetary investment by the part of HR, recruiting, or brand marketing. An EVP can be researched, defined, and disseminated using completely free tools. -The success of your EVP project can be measured out in the marketplace with candidates and internally with your employees. Doing the work to understand EVP has much broader implications outside of recruiting and can help illuminate the most impactful HR programming your organization should tackle. Catch the best of Talent Connect: http://bit.ly/2e5ojNe

Employer branding 2.0: Where do we go from here? | Talent Connect 2016

LinkedIn Talent Solutions

Stacy Zapar, Tenfold Employer Branding has become an integral part of the Talent Acquisition conversation in recent years. And we've evolved by leaps and bounds. But where do we still have room to grow? What's the next step in this evolution? How do we bridge the gap between consumer brand and employer brand? How do we get away from “employer blanding” to truly unique content and messaging that differentiates and helps candidates self-select? What are forward-thinking companies doing now to share content that's more transparent and authentic, rather than sugar-coated sunshine and rainbows? Hear Stacy's predictions and recommendations for the next wave in the Employer Brand evolution so you can start taking steps now to be ready for what's next. Catch the best of Talent Connect: http://bit.ly/2e5ojNe

Talent Brand: The Intersection of Talent Acquisition and Marketing

LinkedIn Talent Solutions

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

Linked in job slots

India delhi

LinkedIn Jobs Network allows recruiters to: 1) Reach a large network of qualified professionals on LinkedIn, attracting 3 times as many high quality applicants as major job boards. 2) Easily share jobs through the LinkedIn network, with jobs receiving on average 1000 views and 30 applications as members forward posts. 3) Automatically identify relevant passive candidates for new jobs through proprietary matching technology.

The Candidate's Journey: How Jobseekers Experience Search on LinkedIn | Talen...

LinkedIn Talent Solutions

Relationships matter: How to build, nurture, and transform your talent pipeli...

LinkedIn Talent Solutions

Allen Hom, LinkedIn Peter Sweeney, LinkedIn Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow. Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience. Key highlights: Case studies on effective Talent Pipelining strategies Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements

LinkedIn Talent Solutions

Cognisium Freelance Executive Consulting Marketplace - Brochure

CorporateCognisium

Cognisium connects businesses needing expertise with top freelance executives who can help solve problems and drive growth. As competition for talent intensifies, Cognisium gives companies flexible access to superior expertise when required. By registering on the Cognisium platform, businesses can easily find and engage freelance executives for assistance in areas like strategy, operations, technology and more. Cognisium aims to facilitate knowledge sharing between its global network of experts and ambitious organizations.

How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...

RecruitDC

Let’s get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication. Learning Objectives: 1. Setting expectations with both hiring managers and candidates; 2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports); 3. Recruitment Branding

Critical Hiring Metrics For Healthcare Quality

Cielo

This document discusses quality of hire metrics for healthcare organizations. It begins by stating that rising costs, access to quality care, and availability of talent are issues all healthcare providers face that are ultimately talent issues. It then discusses that consistently delivering quality hires is the most important strategic function of talent acquisition. The document outlines several critical quality metrics including hiring manager satisfaction, employee satisfaction, time to productivity, retention rate, patient outcomes, and cost per vacancy. It concludes by discussing levers that influence quality of hire such as employee value proposition, workforce planning, hiring manager experience, onboarding, and talent management.

The Candidate Journey

Glassdoor

This document discusses how organizations can nurture candidates throughout the hiring process using targeted communications. It defines nurture as communicating the right message to candidates at the right time. The goal of nurture is to guide candidates through the hiring process from awareness to application. Tactics discussed include capturing leads in a talent network, personalizing communications based on candidate preferences, and automating reminders to apply or complete applications. Nurturing applicants can help reduce declines and referrals. Providing transparency into company culture also builds trust with candidates.

Game-changing campus strategy that works across TA | Talent Connect 2016

LinkedIn Talent Solutions

Tey Scott, LinkedIn Doris Tong, LinkedIn Are you leaving the opportunity to identify and connect with top talent to chance? In this session, we'll walk you through how LinkedIn waved goodbye to traditional campus recruiting, implemented new processes to "even the playing field" and ultimately changed the entire direction of the team and its hiring outcomes by doing so. While we will focus on University level hiring, the strategy we are outlining works for any repeating skill set. Join us to learn more and we also look forward to learning from opening up the Q&A section in an interactive manner to hear what works for you! Key highlights: Never go to campus again/wave bye-bye to traditional campus recruiting: The mechanics on how to leverage our platform to do this. Even the playing field: What processes and tools we use to help create equal opportunity. Change direction and change hiring outcomes: We will be introducing our new strategy and talk about the diverse hiring outcomes derived from moving away from traditional campus recruiting. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...

LinkedIn Talent Solutions

Ashley Babinecz, AppNexus Lorraine Buhannic, AppNexus AppNexus will share how they built a successful campus recruiting program to hire 60+ students annually and how they've applied their learnings from campus recruiting to transform the way they recruit experienced hires. By adapting their campus recruiting strategy, they've been able to enhance the ways they attract, engage, hire and close candidates at all levels across the company. Key highlights: The framework to hire for potential and make better long-term hires. How to leverage your community to build your brand: including how to produce fun, interactive and informative in-house recruiting events and ensure your talent brand is relevant to candidates at all levels. How to build an effective hiring process that scales with your organization and delivers an excellent candidate experience. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...

RecruitDC

There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.

How to Build a World Class Talent Pipeline | Webinar

LinkedIn Talent Solutions

Learn how to build a pipeline of top candidates for roles at your organization. Featuring LeanLogistics's Troy Grabel and LinkedIn's Sankar Venkatraman. Read the full tipsheet with 12 Tips for Building a Stunning Talent Pipeline: http://linkd.in/17xxZUK Subscribe to our blog for more resources: http://linkd.in/18yp4Cg Follow our LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

Excellence in - quality - hiring : Social - Recruiting

Recruit4Job.com

Business model framework

Michael King

What's hot

THE CHANGING FACE OF RECRUITMENT: How technology and good marketing practice ...

idibu

Talent Mapping - Intelligence Supporting your recruitment plan

ResearchEurope

LinkedIn Talent Connect Europe 2012: 10 Key's to Success with LinkedIn Talent...

LinkedIn Europe

The “What” of Pipeline Building: Relevant Engagement Mediums

RecruitDC

Digital Recruitment: How you can use online recruitment to develop your brand...

Aspire Knowledge

Building an EVP from scratch, in-house, super fast, for free, based on real d...

LinkedIn Talent Solutions

Employer branding 2.0: Where do we go from here? | Talent Connect 2016

LinkedIn Talent Solutions

Talent Brand: The Intersection of Talent Acquisition and Marketing

LinkedIn Talent Solutions

Linked in job slots

India delhi

The Candidate's Journey: How Jobseekers Experience Search on LinkedIn | Talen...

LinkedIn Talent Solutions

Relationships matter: How to build, nurture, and transform your talent pipeli...

LinkedIn Talent Solutions

Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements

LinkedIn Talent Solutions

Cognisium Freelance Executive Consulting Marketplace - Brochure

CorporateCognisium

How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...

RecruitDC

Critical Hiring Metrics For Healthcare Quality

Cielo

The Candidate Journey

Glassdoor

Game-changing campus strategy that works across TA | Talent Connect 2016

LinkedIn Talent Solutions

Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...

LinkedIn Talent Solutions

Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...

RecruitDC

How to Build a World Class Talent Pipeline | Webinar

LinkedIn Talent Solutions

What's hot (20)