Recruitment methods are continuously developing, and the Internet has altered the scene substantially in recent years. In these slides, I shared a summary of the most frequently used staff recruiting strategies and the way to get referrals
This document discusses effective recruitment methods. It begins by defining human resource management and recruitment. It then discusses types of recruitment including internal and external recruitment. The document then outlines different modern recruitment methods such as networking events, social media, mobile recruitment, and using employer review sites. It provides steps for getting referrals through LinkedIn messages, including finding the right contact, crafting the message, and following up. Overall, the document promotes using a variety of approaches to find qualified candidates for open positions.
The document discusses recruitment strategies and tactics for using social media and LinkedIn. It outlines modern recruitment methods like networking events, employer review sites, and mobile/video interviewing. Specific steps are provided for using social media platforms like Facebook, Twitter, and Instagram for recruitment by choosing the right platforms, targeting candidates, creating a content calendar, encouraging interaction, and communicating via social media. Advice is also given on getting referrals through LinkedIn by finding the right connection, sending the right message, and following up.
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.
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 methods are continuously developing, and the Internet has altered the scene substantially in recent years. In these slides, I shared a summary of the most frequently used staff recruiting strategies and the way to get referrals
This document discusses effective recruitment methods. It begins by defining human resource management and recruitment. It then discusses types of recruitment including internal and external recruitment. The document then outlines different modern recruitment methods such as networking events, social media, mobile recruitment, and using employer review sites. It provides steps for getting referrals through LinkedIn messages, including finding the right contact, crafting the message, and following up. Overall, the document promotes using a variety of approaches to find qualified candidates for open positions.
The document discusses recruitment strategies and tactics for using social media and LinkedIn. It outlines modern recruitment methods like networking events, employer review sites, and mobile/video interviewing. Specific steps are provided for using social media platforms like Facebook, Twitter, and Instagram for recruitment by choosing the right platforms, targeting candidates, creating a content calendar, encouraging interaction, and communicating via social media. Advice is also given on getting referrals through LinkedIn by finding the right connection, sending the right message, and following up.
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.
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 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.
The document outlines 7 common mistakes people make during job searches and provides solutions to avoid them. The mistakes include lack of structure, overreliance on internet searches, spamming resumes, avoiding online networking, tunnel vision with resumes, isolation without support, and shyness about networking. The solutions emphasize creating targeted plans, using a variety of search methods, tailoring materials, seeking feedback, and proactively networking both online and offline.
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.
The document discusses how social media and technology can be leveraged for talent acquisition and recruitment marketing. It recommends that companies establish a clear strategy, processes, and training for using these tools. Key platforms mentioned include LinkedIn, Facebook, Twitter, blogs, and custom career websites. Companies are advised to identify and engage early adopters, build online communities, share relevant content, and link to job opportunities.
This document provides a checklist for optimizing a LinkedIn profile in 2020. It recommends focusing the profile on the target audience by using a banner image and profile photo that showcase uniqueness, including a headline and about section with keywords relevant to the target audience, and telling stories using keywords that demonstrate what the user does for their target audience. It also recommends claiming the "Open to Work" status if seeking opportunities, adding current and past work experience and education with keywords, and requesting recommendations relevant to the user's work.
Social media recruiting allows companies to find and attract candidates through platforms like LinkedIn, Facebook, and Twitter. It provides an efficient way to search for candidates, connect with them, and maintain databases of potential hires. Employers can brand themselves and market openings to a wide range of passive and active job seekers using content sharing and engagement features.
Resumes, Cover Letters, and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Resumes, Cover Letters and Applying Online Bruce Bennett
One size does not fit all when it comes to resumes. The presentation addresses the what and how to build your resume as well as fine-tuning it for a specific job description. It also explores the benefit of adding a cover letter and identifies the pitfalls of applying online.
The document discusses different methods for recruitment, including internal and external recruitment. Internal recruitment refers to hiring from within the existing organization, while external recruitment involves finding candidates from outside the organization, such as through newspapers, job boards, or agencies. The document also discusses using referrals on LinkedIn by identifying the right connections to message and providing context about the role. Finally, it covers using social media for recruitment by engaging candidates on platforms like LinkedIn, Facebook, Twitter, and leveraging the benefits of increased visibility, quality candidates, and reduced costs.
The webinar covered posting jobs on LinkedIn, including understanding the job seeker experience, a live demo of how to post a job, and the benefits of posting on LinkedIn. Jobs are specifically targeted to members' backgrounds and show up on their homepage and in email digests before searching to increase applications. Posting jobs can help engage talent throughout the hiring process.
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
The document discusses different effective recruitment methods such as social media recruitment, direct advertising, mobile recruitment, video interviewing, company job fairs, internships, employee referrals, and talent sourcing. It also provides details on getting referrals through LinkedIn, including finding the right connection who works at the target company, sending an informative message about the specific job opening, and following up if no initial response.
How to communicate effectively through resume and LinkedInPeng Yang
This presentation was given at WUSS 2014, San Jose, CA to western SAS user community. It helps the audience develop better resumes and LinkedIn profiles.
- LinkedIn was founded in 2003 and is headquartered in Mountain View, CA with offices in several major cities and over 340 employees.
- The LinkedIn network includes over 43 million professionals and the network grows by around 2 million members per month.
- The LinkedIn Talent Solutions product family helps companies find and recruit top talent through tools like job postings, messaging capabilities, and developing an employer brand on LinkedIn.
This document provides an overview of a LinkedIn workshop presented by Bruce Bennett on March 23, 2020. The workshop covered best practices for optimizing a LinkedIn profile, including adding a professional photo, customizing the headline and summary, listing relevant skills, creating a job search agent, building connections, and participating in groups. The goal was to help attendees understand how to create a compelling profile and effectively use LinkedIn for job searching and professional networking.
Are your LinkedIn Jobs working for you? Learn the difference between an average job on LinkedIn and the jobs that get the most and best applicants. We’ll teach you how our backend algorithm works so you can place your Jobs in front of exactly the right members, provide tips on content, and advice on branding that will help you get the most from your Jobs. But it doesn’t stop with posting… What happens once the candidate has applied? Our LinkedIn experts will help guide you on how to use Past Applicants and Apply Starters to quickly fill your current positions and grow your Talent Pipeline.
Learn more: https://lnkd.in/edgFW-Q
We are going to talk to you about the way
companies hire now.
It is outdated. It’s ineffective and quite expensive.
Still based on an old model, poorly translated
into the hyper connected, data-driven world
we live in today. And for professionals, career
decisions are often made on no more than
a job description, few interviews and a hunch.
This document outlines a digital transformation plan for a company to enhance its brand awareness and attract quality job candidates. It proposes short, medium, and long-term solutions. In the short-term, it suggests improving the Glassdoor rating by requesting positive employee reviews. Medium-term plans include regular sharing of analytical content on social media platforms. Long-term plans involve overhauling the company website to improve SEO and tell its story more effectively. The overall goal is to optimize the company's digital presence and brand.
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.
This document is a dissertation report submitted by Rajnee Kesharwani for their Master's degree. It examines the topic of e-recruitment and its impact on job seekers. The abstract provides an overview, stating that this is an exploratory study that aims to identify how e-recruitment influences the recruitment process of multinational companies in India. Statistical analysis was used to analyze the relationship between e-recruitment and the overall recruitment process. The study concluded there is a moderate relationship and that job seekers find e-recruitment convenient for finding career opportunities.
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.
The document outlines 7 common mistakes people make during job searches and provides solutions to avoid them. The mistakes include lack of structure, overreliance on internet searches, spamming resumes, avoiding online networking, tunnel vision with resumes, isolation without support, and shyness about networking. The solutions emphasize creating targeted plans, using a variety of search methods, tailoring materials, seeking feedback, and proactively networking both online and offline.
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.
The document discusses how social media and technology can be leveraged for talent acquisition and recruitment marketing. It recommends that companies establish a clear strategy, processes, and training for using these tools. Key platforms mentioned include LinkedIn, Facebook, Twitter, blogs, and custom career websites. Companies are advised to identify and engage early adopters, build online communities, share relevant content, and link to job opportunities.
This document provides a checklist for optimizing a LinkedIn profile in 2020. It recommends focusing the profile on the target audience by using a banner image and profile photo that showcase uniqueness, including a headline and about section with keywords relevant to the target audience, and telling stories using keywords that demonstrate what the user does for their target audience. It also recommends claiming the "Open to Work" status if seeking opportunities, adding current and past work experience and education with keywords, and requesting recommendations relevant to the user's work.
Social media recruiting allows companies to find and attract candidates through platforms like LinkedIn, Facebook, and Twitter. It provides an efficient way to search for candidates, connect with them, and maintain databases of potential hires. Employers can brand themselves and market openings to a wide range of passive and active job seekers using content sharing and engagement features.
Resumes, Cover Letters, and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Resumes, Cover Letters and Applying Online Bruce Bennett
One size does not fit all when it comes to resumes. The presentation addresses the what and how to build your resume as well as fine-tuning it for a specific job description. It also explores the benefit of adding a cover letter and identifies the pitfalls of applying online.
The document discusses different methods for recruitment, including internal and external recruitment. Internal recruitment refers to hiring from within the existing organization, while external recruitment involves finding candidates from outside the organization, such as through newspapers, job boards, or agencies. The document also discusses using referrals on LinkedIn by identifying the right connections to message and providing context about the role. Finally, it covers using social media for recruitment by engaging candidates on platforms like LinkedIn, Facebook, Twitter, and leveraging the benefits of increased visibility, quality candidates, and reduced costs.
The webinar covered posting jobs on LinkedIn, including understanding the job seeker experience, a live demo of how to post a job, and the benefits of posting on LinkedIn. Jobs are specifically targeted to members' backgrounds and show up on their homepage and in email digests before searching to increase applications. Posting jobs can help engage talent throughout the hiring process.
Use LinkedIn, world's most advanced professional network, to help you make your next hire. Find tips on how to use LinkedIn's free and premium features to publicize your open positions or search the network for that perfect candidate.
The document discusses different effective recruitment methods such as social media recruitment, direct advertising, mobile recruitment, video interviewing, company job fairs, internships, employee referrals, and talent sourcing. It also provides details on getting referrals through LinkedIn, including finding the right connection who works at the target company, sending an informative message about the specific job opening, and following up if no initial response.
How to communicate effectively through resume and LinkedInPeng Yang
This presentation was given at WUSS 2014, San Jose, CA to western SAS user community. It helps the audience develop better resumes and LinkedIn profiles.
- LinkedIn was founded in 2003 and is headquartered in Mountain View, CA with offices in several major cities and over 340 employees.
- The LinkedIn network includes over 43 million professionals and the network grows by around 2 million members per month.
- The LinkedIn Talent Solutions product family helps companies find and recruit top talent through tools like job postings, messaging capabilities, and developing an employer brand on LinkedIn.
This document provides an overview of a LinkedIn workshop presented by Bruce Bennett on March 23, 2020. The workshop covered best practices for optimizing a LinkedIn profile, including adding a professional photo, customizing the headline and summary, listing relevant skills, creating a job search agent, building connections, and participating in groups. The goal was to help attendees understand how to create a compelling profile and effectively use LinkedIn for job searching and professional networking.
Are your LinkedIn Jobs working for you? Learn the difference between an average job on LinkedIn and the jobs that get the most and best applicants. We’ll teach you how our backend algorithm works so you can place your Jobs in front of exactly the right members, provide tips on content, and advice on branding that will help you get the most from your Jobs. But it doesn’t stop with posting… What happens once the candidate has applied? Our LinkedIn experts will help guide you on how to use Past Applicants and Apply Starters to quickly fill your current positions and grow your Talent Pipeline.
Learn more: https://lnkd.in/edgFW-Q
We are going to talk to you about the way
companies hire now.
It is outdated. It’s ineffective and quite expensive.
Still based on an old model, poorly translated
into the hyper connected, data-driven world
we live in today. And for professionals, career
decisions are often made on no more than
a job description, few interviews and a hunch.
This document outlines a digital transformation plan for a company to enhance its brand awareness and attract quality job candidates. It proposes short, medium, and long-term solutions. In the short-term, it suggests improving the Glassdoor rating by requesting positive employee reviews. Medium-term plans include regular sharing of analytical content on social media platforms. Long-term plans involve overhauling the company website to improve SEO and tell its story more effectively. The overall goal is to optimize the company's digital presence and brand.
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.
This document is a dissertation report submitted by Rajnee Kesharwani for their Master's degree. It examines the topic of e-recruitment and its impact on job seekers. The abstract provides an overview, stating that this is an exploratory study that aims to identify how e-recruitment influences the recruitment process of multinational companies in India. Statistical analysis was used to analyze the relationship between e-recruitment and the overall recruitment process. The study concluded there is a moderate relationship and that job seekers find e-recruitment convenient for finding career opportunities.
Inthe competitive landscape of job hunting, the question “Do employers really care about resumes?” has become increasingly pertinent. As recruitment processes evolve and the influence of digital platforms expands, understanding the value and role of resumes in securing employment is crucial for job seekers and employers alike.
Presentation giving out the plans for recruitment and how social media has an influence on it along with how one can get referrals from people on LinkedIn
Strategic Sourcing & Talent Pipeline - ConnectIn MilanoLinkedIn Italia
The document discusses building an effective talent pipeline. It defines talent pipeline as having a pool of talent available to fill various levels of an organization as it grows. It recommends laying the foundation by understanding where the organization currently stands, and building a solid pipelining process that involves defining roles to recruit for, making the HR team and business aware of the process, and continuously finding new leads and building long-term relationships. Best practices from Piaggio Group and Luxottica Group are shared, such as using LinkedIn to manage the entire sourcing, pipeline, and CV process with a customized workflow.
This document provides information about obtaining fully solved assignments for SMU BBA Spring 2014. It lists the subject codes and names, semester, credits and marks for the assignments. Students are instructed to send their semester and specialization name to the provided email address or call the given phone number to receive the assignments. The assignments include questions regarding training objectives and methods, elements of a career planning program, job analysis process, objectives and penalties of discipline, and causes and procedures for grievance handling. Short notes on index/trend analysis and the Delphi technique are also requested.
This document provides information about obtaining fully solved assignments for SMU BBA Spring 2014. It lists the subject codes and names, semester, credits and marks for the assignments. Students are instructed to send their semester and specialization name to the provided email address or call the given phone number to receive the assignments. The assignments include questions about training objectives and methods, elements of a career planning program, job analysis process, objectives and penalties of discipline, and causes and procedures for grievance handling. Short notes on index/trend analysis and the Delphi technique are also requested.
The document outlines several key qualities of a big recruiter. It discusses networking skills, learning ability, head hunting and industry mapping skills, managing self-motivation, tracking competition, team management skills, understanding the external business environment and industry knowledge, understanding job functions and segments, maintaining a healthy lifestyle, developing strong reading habits, and how these skills can help recruiters improve performance, enhance their skills and strategies, increase their database and reach, and better understand client and candidate needs.
The document outlines several key qualities of a big recruiter. It discusses networking skills, learning ability, head hunting and industry mapping skills, managing self-motivation, tracking competition, team management skills, understanding the external business environment and industry knowledge, understanding job functions and segments, maintaining a healthy lifestyle, and developing strong reading habits. Having these qualities helps recruiters improve performance, enhance skills, increase candidate and client reach, and develop strategic plans to manage their business effectively.
This document discusses career development and management. It defines career management as the process through which employees become aware of their interests, values, strengths and weaknesses, obtain information on job opportunities, and identify and establish a plan to achieve career goals. Some key points made include:
- Effective career management benefits both organizations and employees by ensuring a talent supply, promoting from within, satisfying employee needs, and enhancing motivation.
- Components of an effective career management system include self-assessment, setting goals, action planning, and providing feedback.
- The career management process involves three stages: discovering yourself, deciding on a focus and setting goals, and taking action.
Recruiting has gained a negative branding over the years stemming from basic aspects relevant to people management, training investment and process improvement. While so basic in nature, the results are often underestimated in the long run, both for candidates as well as recruiters and their associated employers.
Talent Brand ROI Webcast: Metrics To Measure Talent Brand SuccessLinkedIn
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
This document provides an overview of topics for a career development workshop for emerging leaders. It will cover developing competence and confidence through exercises like creating an individual career development plan using Robert McGovern's Skills Pyramid model. Participants will learn about discovering their career in business using assessments from the Career Leader tool to understand their interests, abilities, and potential career matches. The workshop will also cover job searching in the current economy and utilizing career assessment tools like the Career Compass and Myers-Briggs Type Indicator to aid participants in creating an individualized career plan and identifying next steps.
At MindGears, we believe that organizational development practices and initiatives have basic starting ingredients. These starting program serves as an HR business model and a springboard for a meaningful and progressive OD practice. Allow us to share with you how we envision it for mid-tier companies wanting to get out of the HR administrative paradigm to a WLP-driven HR mindset.
Hello everyone!
I am happy to share with you that I have completed #task1 of HUMAN RESOURCE AND CAMPUS AMBASSADOR TASKS (RECRUITMENT ARTICLE AND POSTS)at The Sparks Foundation under #GRIPAPRIL23 #gripapril23#campusabmasador #GRIPAPRIL23
#task1: RECRUITMENT ARTICLE AND POSTS
batch: #April23
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
1. THE SPARKS FOUNDATION –
GRADUATE ROTATIONAL INTERNSHIP
PROGRAM
RECRUITME
NT ARTICLE
AND POSTS
2. MADHUMITHA S
GRIP SEPTEMBER 2021
INTERN FUNCTION:
CONTENT
DEVELOPMENT
TASK DOMAIN:
HUMAN RESOURCES AND
CAMPUS AMBASSADOR
TASK #1
1
2
3
4
3. TABLE OF CONTENTS
Need for recruitment
methods and their types
INTRODUCTION
2
Requirements of the task and
steps followed to complete it
TASK
INSTRUCTIONS
1
How employers and companies
can utilize LinkedIn referrals
LINKEDIN
REFERRALS
4
Different and effective ways of
recruiting externally
RECRUITMENT
METHODS
3
How employees can get
LinkedIn referrals
LINKEDIN
REFERRALS
5
Steps and plan for recruitment
using social media
SOCIAL MEDIA
6
4. Different and effective ways of recruiting
How to get referrals from people on LinkedIn (Please
list the steps).
Write an article with your steps and plan for recruitment
using Social Media on Medium.
Design a few posts to summarize your plan, and share
your posts to see response of users.
Create a slideshow (nice looking) with your posts and
upload your slides on SlideShare or any other public
slide sharing website.
After a few days, see how was the response to your
call for recruiting, and create an explanatory video to
showcase your effort. You could use voice over or
typed text to explain your effort.
Please read FAQs on how to submit the tasks.
Requirements of the task and steps followed to complete it
TASK INSTRUCTIONS
1
5. ROADMAP OF THE TASK
ARTICLE
Write the article
using the points
organized
RESEARC
H
Research the
topic and collect
important points
PRESENTATI
ON
Design a
presentation that
condenses the
content
NOTES
Organize the
points in notes
and design a
layout
VIDEO
Create an
explanatory video
that summarises
the work
7. GENERAL RECRUITMENT PROCEDURE
Analysis of skills and
validation for next step
VERIFICATION
Submission of application
form with resume/CV
SIGN OFFER
Certificate of selection for
joining the job
OFFER LETTER
Assessment of the
candidate in an interview
INTERVIEW
8. VARIOUS DIMENSIONS IN RECRUITMENT
RECRUITME
NT
MARKETING
Enticing
candidates
to an
organization
INBOUND
RECRUITIN
G
Ensuring good
experience for
potential
employees
EMPLOYER
BRANDING
Highlighting
the work
environment
and treatment
CANDIDATE
EXPERIENCE
Previous
projects and
work done by
the candidate
THE TALENT
POOLS
Database of
potential
employees to
shortlist from
10. EMPLOYER BRANDING
ALWAYS
PRIORITIZE
LEADERSHIP
This creates a
progression path
that will motivate
employees to
work harder.
VALUE
EMPLOYEES
FOR THEIR
SKILLS
This attracts
candidates with
the right skillset
TREAT
EMPLOYEES
WITH RESPECT
This reflects the
positivity of the
work environment
1
2 3
11. METHODS OF ADVERTISING
JOB
BOARDS
& PORTALS
CAREER
WEBSITES
SOCIAL
MEDIA
PRINT
MEDIA
ITEMS
BULLETIN
BOARDS
MOST IMPORTANT
MEDIUM TODAY
EASY FOR QUICK
UPDATES
GROUPS AND
PAGES CAN HELP
TRADITIONAL BUT
CAN STILL HELP
ANNOUNCEMENTS
MAY BE MADE
14. FACTORS INVOLVED IN RECRUITMENT
SCREENIN
G TOOLS
Walk-In/Online
Interviews
Recruitment Websites
Applicant Tracking
Systems
Internships and
Apprenticeships
Referrals
SOURCING
STRATEGY
Internal HR Team
Recruitment Agencies
Recruitment Events
Internships and
Apprenticeships
Employment Exchange
Boomerang Employees
EMPLOYER
BRANDING
Social Media Marketing
Can get good response
with Word of Mouth
SUCCESSF
UL
RECRUITME
NT
Application and
Screening
Interview and
Assessment
Final Verification
15. FACTORS ASSESSED IN CANDIDATES
JOBS ANALYSIS
Work experience and
practical knowledge
PERSONAL
ANALYSIS
Personality, attitude and
general awareness
STUDIES
ANALYSIS
Technical and
subject knowledge
16. How employers and companies can utilize LinkedIn referrals
LINKEDIN REFERRALS – FOR EMPLOYERS
4
17. HOW TO USE LINKEDIN REFERRALS
MEASURE
RESULTS
Analyse the abilities and
overall competency of the
candidate
POSITION
Review the experience of
the candidate and
determine if they would
be suitable for the role
UNDERSTAN
D
Look through the profile
of the candidate and
understand the strengths
of the candidate
ENGAGE
TALENT
Attract the right candidates
who can connect with the
company’s values, principles
and goals
BEST
PRACTICE
S FOR
RECRUITIN
G USING
LINKEDIN
18. HOW TO USE LINKEDIN REFERRALS?
WHO HAVE BEEN ACTIVE
ON LINKEDIN IN RECENT
TIMES
CONSIDER
PEOPLE
1
THE REFERRAL MESSAGE
IS INFORMATIVE
ENSURE THAT
2
CHECKLIST OF
IMPORTANT POINTS TO BE
NOTED
CREATE A
3
LINKEDIN PROFILE OF THE
CANDIDATE TO KNOW
THEM
CHECK THE
4
AND PROFESSIONAL IN
THE RECRUITMENT
PROCESS
BE STRATEGIC
5
THE EMPLOYEE KNOWS
THE CANDIDATE IN
PERSON
CHECK
WHEHTER
6
19. How employees can get LinkedIn referrals
LINKEDIN REFERRALS – FOR EMPLOYEES
5
20. HOW TO GET LINKEDIN REFERRALS
Contact people in the same
domain so that they can
understand your strengths and
recommend accordingly
FINDING THE
RIGHT
PERSON
Respect people’s time and follow
up after 2-3 days if you didn’t get
a response. Keep them posted.
FOLLOWING
UP WITH
MESSAGES
Keep your message short and
concise but include relevant
points that highlight your talents
SENDING THE
RIGHT
MESSAGE
OPEN
TO
WORK
21. HOW TO GET LINKEDIN REFERRALS?
COMPANIES AND
SHORTLIST SUITABLE
POSITIONS FOR YOU
REASEARCH
1
NETWORKING WITH
EMPLOYEES OF YOUR
TARGET COMPANY
KEEP
2
WITH PEOPLE WORKING IN
THE SAME FIELD AND
DOMAIN
CONNECT
3
CONCISE MESSAGES TO A
SELECT GROUP OF
PEOPLE WITH RELEVANT
POINTS
SEND
4
FOR ADVICE AND FOLLOW
UP LATER IF YOU DID NOT
GET A RESPONSE FOR A
JOB
ASK
5
PEOPLE’S TIME AND KEEP
THEM POSTED ON THE
JOB OPENINGS THEY
REFERRED
RESPECT
6
22. Steps and plan for recruitment using social media
RECRUITMENT USING SOCIAL MEDIA
6
23. STEPS FOR RECRUITMENT USING SOCIAL
MEDIA
EMPLOYER BRAND USING
FACEBOOK AND
INSTAGRAM
ENHANCE
1
EMPLOYEE ADVOCACY TO
HIGHLIGHT WORK
CULTURE
ENCOURAGE
2
BRANDING TECHNIQUES
TO ENTICE GOOD
CANDIDATES
EMPLOY
3
LINKEDIN TO FIND
POTENTIAL CANDIDATES
USE
4
AND ENGAGE WITH THE
SOCIAL MEDIA AUDIENCE
NETWORK
5
DEMOGRAPHICS TO KNOW
THE AUDIENCE BETTER
ANALYZE
6
24. In order to use this template, you must credit Slidesgo and Freepik in your final presentation and include links to both websites.
THANK
YOU!
PLEASE READ MY ARTICLE IN
MEDIUM AND SHARE YOUR
FEEDBACK!