Hello Connections, As talent acquisition I completed my first task (Human Resources) Task: Recruitment Article and Posts

1. The Spark Foundation -Grip Nov-20
Internship (TASK- 1)

2. Recruiting Internally
There are many great reasons to recruit internally .It can work out cheaper than
advertising externally or using agencies — you can just run an ad for free on your
company intranet or message board.
Advertising externally
External advertising is the biggie.There are lots of options, with new methods emerging
often. And every company needs to advertise externally sometimes — especially when
you’re growing.
Print advertising
Print isn’t actually dead.The print job ad might be the most traditional of all recruitment
techniques. But so long as sector-specific journals and magazines are around, print ads
are a great way to reach.

3. Web advertising
The strength of Internet advertising is proven by its growth — it’s predicted to overtake
TV as the biggest ad medium by 2019 (pwc, 2015).
Social media
Being active on social media services likeTwitter allows you to ‘meet’ potential
candidates in lots of ways: through shared connections, through shared discussion
topics, and because it’s easy for job seekers to contact you. A quarter of UK
companies are recruiting via professional networking sites like Linkedin (CIPD 2015).

4. Talent search
The popularity of online recruitment has made talent search a feasible alternative to
job advertising.
Using recruitment agencies:
Speaking of recruitment agencies, the proportion of UK organizations that use them is
growing: 40% now use a mix of in-house and outsourced approaches

5.  Getting a referral by somebody to a prospect or ideal client that you want to talk to, is at
least 2 to 3 times more likely to have a successful conversion from a prospect into your
client.
 Who to ask for Referrals from on LinkedIn:
Not all referrals are made the same..the strategy is to start by first connecting with your
top/most satisfied existing clients on LinkedIn
 AskThem for Permission to Reach Out toTheir Connections:
So, the key to success for getting someone to agree to a referral is to have a message for
them to quickly and easily say “Yes”.
Use LinkedIn's Advanced Search to Find ProspectsYouWant to Reach Out:

6.  Then, type in the title of people you want to reach in the search bar. When the results come
up, click on “Advanced Search”.Once your connections agreed to your request, then use
the LinkedIn Advanced Search function. Start by going to your client’s profile first – click on
the number of connections they have right at the top of their profileo::
 Contact the Prospect through a LinkedIn message to get them to respond:
Then, go to the group you both belong to, and click on Members.You will be able to search
for that specific prospect using their name in the search bar.Then, you can send out a
message to those prospects.

7.  Recruiting right kind of employees requires both time and money. And for hiring
right employees the company thereby requires new ways according to the
changing situation. In the digital era, mostly the companies have established
used social media as a medium to hire best employees.
 1> Participate in the right conversations: The key to recruiting on social
media is to cut through the noise and find the right people. Being active in
LinkedIn groups and using hashtags are great ways to get your job openings in
front of candidates you want to apply. For example, #HRJobs or #HRJobsinIndia
can help you reach the right candidates onTwitter.
 2> Take a soft approach and promote your culture:
Social media recruiting goes beyond posting open roles from company
accounts.You should also share content that shows your company is a great
place to work so you can organically attract candidates

8.  3> Don’t overlook the niche networks:
 Sure, everyone and their parents are on Face book, LinkedIn andTwitter these days.
But you can find specific candidates by perusing niche networks and forums. For
example, developers are sharing knowledge on GitHub and Stack Over flow.
 4> Involve every employee:
 You likely have some social media power users in your workplace. Encourage your entire
staff to share openings and, in general, be an evangelist for your brand on social media.

9. To conclude, the HR department should be flexible enough to choose between
internal or external methods of recruitment, depending upon the requirement
of the organization .
An ideal interview process for selecting the right candidates is as follows −
• Determine the requirements of the job. Conduct a thorough job
analysis.
• Prepare a specific job description and a job specification.
• Make a plan − how and where to find qualified candidates.
• Collect and review applications and resumes and from them, select the
most potential and qualified candidates for further proceedings.
Following such an interview process, the HR department can hire the best
possible candidates for a vacant job position.