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.
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...Aggregage
If 2020 has shown us anything, it is that change can happen quickly and at any time. As the events of social injustice have served as a catalyst for many organizations to refocus on D&I recruitment strategy, it’s important to take a step back and think outside of the proverbial “come work for us because diversity is important right now” box. While there are proven best practices, lasting and impactful results are achieved through differentiation, authenticity, and creativity. Join Gabriel Hitt as he discusses how you can build an effective D&I recruitment strategy by harnessing the power of data and keeping the interests of your audience at heart.
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
DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...Aggregage
If 2020 has shown us anything, it is that change can happen quickly and at any time. As the events of social injustice have served as a catalyst for many organizations to refocus on D&I recruitment strategy, it’s important to take a step back and think outside of the proverbial “come work for us because diversity is important right now” box. While there are proven best practices, lasting and impactful results are achieved through differentiation, authenticity, and creativity. Join Gabriel Hitt as he discusses how you can build an effective D&I recruitment strategy by harnessing the power of data and keeping the interests of your audience at heart.
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
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
The recruitment landscape is changing – fast. The power and reach of social media has seen recruiters go from Rolodexes and cold calling to engaging warm candidates within minutes of finding them online. At the same time, candidates have more career choices, clients have more channels to research potential partners and competition for great talent is stiff.
How can you stay ahead in this new context? The answer lies in leveraging the enormous possibilities of social recruiting. And to do this, you need the right tools at your fingertips.
With more than 364 members worldwide and tools designed specifically for recruiters, LinkedIn is the modern recruiter’s essential partner.
Right now is the perfect time to start using LinkedIn to grow your business. View the SlideShare now for a snapshot introduction to LinkedIn Talent Solutions. Learn:
• How the recruitment landscape has changed.
• How recruiters can use social networks to their advantage.
• How LinkedIn works – profiles, Company Pages and Career Pages explained.
• How you can use LinkedIn to successfully grow your business.
Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work. This mini-guide reveals what is motivating
today’s workforce and what will keep them inspired tomorrow. It shares their skills, experiences, ambitions and where they work
now and who is on their hot list. It also digs into their minds to reveal who they follow, what they read and how they engage when
wanting to move on in their career.
Follow the advice in the presentation to build yourself an amazing Linkedin profile. Step-by-step advice about how to stand out from the crowd on Linkedin. Give you Linkedin profile some attention today.
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
-Sahil Kumar Singh
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
The recruitment landscape is changing – fast. The power and reach of social media has seen recruiters go from Rolodexes and cold calling to engaging warm candidates within minutes of finding them online. At the same time, candidates have more career choices, clients have more channels to research potential partners and competition for great talent is stiff.
How can you stay ahead in this new context? The answer lies in leveraging the enormous possibilities of social recruiting. And to do this, you need the right tools at your fingertips.
With more than 364 members worldwide and tools designed specifically for recruiters, LinkedIn is the modern recruiter’s essential partner.
Right now is the perfect time to start using LinkedIn to grow your business. View the SlideShare now for a snapshot introduction to LinkedIn Talent Solutions. Learn:
• How the recruitment landscape has changed.
• How recruiters can use social networks to their advantage.
• How LinkedIn works – profiles, Company Pages and Career Pages explained.
• How you can use LinkedIn to successfully grow your business.
Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work. This mini-guide reveals what is motivating
today’s workforce and what will keep them inspired tomorrow. It shares their skills, experiences, ambitions and where they work
now and who is on their hot list. It also digs into their minds to reveal who they follow, what they read and how they engage when
wanting to move on in their career.
Follow the advice in the presentation to build yourself an amazing Linkedin profile. Step-by-step advice about how to stand out from the crowd on Linkedin. Give you Linkedin profile some attention today.
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
-Sahil Kumar Singh
Sparks foundation Talent Acquisition InternshipAmrutaKubde
I am Amruta Kubde intern at the Sparks Foundation August21 Batch. From MGAHV, Wardha. I creat a Presentation on HR for Recruiting the useful candidates.
Talent Acquisition Intermship
Task#1
I am sabeer inam ,intern at the Sparks Foundation from october,2023 Batch. I created a Presentation on HR for Recruitment.
These slides covers topics- Different and effective ways of recruitment, recruitment using social media and how to get referrals on LinkedIn.
The recruitment landscape is changing – fast. The power and reach of social media has seen recruiters go from Rolodexes and cold calling to engaging warm candidates within minutes of finding them online. At the same time, candidates have more career choices, clients have more channels to research potential partners and competition for great talent is stiff.
How can you stay ahead in this new context? The answer lies in leveraging the enormous possibilities of social recruiting. And to do this, you need the right tools at your fingertips.
With more than 364 million members worldwide and tools designed specifically for recruiters, LinkedIn is the modern recruiter’s essential partner.
Right now is the perfect time to start using LinkedIn to grow your business. View the SlideShare now for a snapshot introduction to LinkedIn Talent Solutions. Learn:
• How the recruitment landscape has changed.
• How recruiters can use social networks to their advantage.
• How LinkedIn works – profiles, Company Pages and Career Pages explained.
• How you can use LinkedIn to successfully grow your business.
The Recruiting Firm's LinkedIn Field Guide: lnkd.in/fieldguide
6 Steps to Building Your Recruiter Brand on LinkedIn: lnkd.in/rb
Talent Brand Index: lnkd.in/TBI
Content Marketing Guide for Talent Acquisition: lnkd.in/cm
LinkedIn Career Pages: lnkd.in/cp
The Employer Brand Playbook: lnkd.in/EBPlaybook
Recruiter Professional Services: lnkd.in/rps
12 Tips to Build a Stunning Talent Pipeline: lnkd.in/ppl
Business Development on LinkedIn: The Staffing Professional’s Guide: lnkd.in/bd
The Recruiter’s Guide to Writing Effective LinkedIn InMails: lnkd.in/SSInMailGuide
Whether you're new to the workforce or looking to change careers, a job search can be stressful. Follow this guide to get through your job search with ease and success!
Remember to visit the SLC Career Centre for further questions and assistance!
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
"To find out different and effective ways of recruiting" & "how to get referr...Chirag Ojha
This presentation include "To find out different and effective ways of recruiting" & "how to get referrals from linkdin" Presentation make under guidance of The spark foundation
Normal Labour/ Stages of Labour/ Mechanism of LabourWasim Ak
Normal labor is also termed spontaneous labor, defined as the natural physiological process through which the fetus, placenta, and membranes are expelled from the uterus through the birth canal at term (37 to 42 weeks
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
2. WHAT IS RECRUITMENT ?
Recruitment refers to the process of identifying ,
attracting , screening, shortlisting and interviewing
suitable candidates for jobs within an organization. In
other words, it involves everything from the
identification of a staffing need to filling it.
Human Resource Management is the function of people
management in an organization. HR is responsible for
facilitating the overall goals of the organization through
effective administration of human capital. Recruitment
is the first step in building an organization’s human
capital.
5. INTERNAL RECRUITMENT
Internal Recruitment refers to the process of
filling vacancies within a business from it’s
existing workforce. In internal recruitment an
organization looks at it’s existing employees to
find a suitable candidate to fill jobs with their
current employees, sourcing talent from other
teams ,departments ,and job functions within
a company. This process enables teams to
proactively fill skill gaps.
6. TYPES OF INTERNAL RECRUITMENT
•Promotion : To fill a higher position, hiring managers could
promote an existing employee. It is the most widely used form of
internal recruitment.
•Transfers and postings : Transfer involves shifting of an employee
from one job to another, typically of similar nature.
•Employee Referrals : The present employees can refer their friends
and family to the job. The organizations encourage employee referrals
as the cost and time could be saved.
•Retired Employees : Some retired employees may be willing to
come back to work on part-time basis.
7. EXTERNAL RECRUITMENT
External Recruitment is the process of filling open roles
of the company with applicants, outside the current
employee pool. It is the assessment of an available pool
of job candidates, other than existing staff, to see if
there are any sufficiently skilled or qualified to fill and
perform existing job vacancies. In other words, it is the
process of searching outside of the current employee
pool to fill open roles in an organization.
8. TYPES OF EXTERNAL RECRUITMENT
•Advertisements : The advertisement is the most common source of
external recruitment. The ads in newspapers, professional journals give
comprehensive detail about the organization and the job.
•Campus Recruitment : Campus recruitment is a program conducted
within universities to provide jobs to students.
•Placement Agencies : Placement agencies facilitate an individual seeking
a job and employers to find employees.
•E- recruitment : E-recruitment means searching and screening the
prospective candidates electronically.
•Employment Exchange : Employment exchange is the office run by the
government wherein the details about the job seekers is stored and given to
employers.
10. •Headhunting : Professional organizations search
senior executives and advise co. to fill the position.
•BodyShopping: Training institution develop pool
of HR.
•Business Alliances : Acquisitions, mergers, share
HR.
•Networking Events : HR events, job fairs ,
seminars, etc.
•Social Media : LinkedIn, Facebook, Twitter and
Instagram.
MODERN RECRUITMENT
TECHNIQUES
11. Getting referrals from LinkedIn-
HOW TO GET REFERRALS FROM
LINKEDIN?
Easily request a
referral by clicking
the “Ask For a
Referral” button
Know what to say with
suggestions on how to
craft your message and
put forward.
Expanding your
network increases the
chances of getting
referrals
Remind them of how
they know you of where
you met if you haven’t
been in touch
Share you’re a good fit.
Include your skills and
relevant experience. It
will make things easier
Highlight why you’re
interested. in the role.
Anything about the
company.
12. STEPS TO GET REFERRALS FROM LINKEDIN-
The basic steps to get successful referrals through LinkedIn are :
1.Expand your network and connect with as many people as you can.
2.Find the best suited person.
3. Send the right formal message.
4. Keep the message informative – send your message with proper ID and
URL of the opening (from company career page, LinkedIn, etc.)
5. Create a template. Following a proper template of the referral message
including your skills and relevant experience.
6. Be genuine with words.
7. Follow up.
13. After you are done with the basics of how to ask for referrals , follow the
below stated steps :
•Check out profiles of people who are working at your preferred domain of
interest.
•Prefer and approach people who are working in the same domain of interest
as yours. For Instance, if you’re a data science analyst , it is advisable to ask a
data science analyst to refer you for the available vacant positions. They can
judge you based on your curriculum vitae and skills.
•LinkedIn allows you to send messages to a certain limit. Prefer people who’ve
been active on LinkedIn in the past one month. Here, being active means a
like/ comment or shares.
•Try that your message is concise and appealing, this increases chances of
getting a reply. The referrer may even suggest some improvements or provide
some valuable feedback.
And, that’s all we need to get successful referrals from LinkedIn.
FEW ADDITIONAL STEPS-
14. Steps and plan for recruitment using social media
,linkedIn etc.
A job posting is used to advertise jobs and helps standardize them
across a business. A good template should list things that attract
great candidates, rather than merely listing pertinent requirements
and qualifications. Job Postings are also called job advertisements,
announcements, job ads or wanted ads.
15. STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
Online recruitment is all about finding quality candidates and making
connections with them. Trying to find an employee that will not only fit with
the job you’re hiring for but also matches your company culture can be
challenging. Here are the basic steps to get started :
• Find suitable people : The key to recruiting on social media is to cut
through the noise and find the right people.
• Be easy and promote your work culture : You should share content that
shows your company is a great place to work so you can organically attract
candidates.
•Involve every employee : Encourage your entire staff to share openings
and, in general, be an evangelist for your brand on social media.
•Recruiters can grow small media presence : Individual recruiters can
make person-to-person connections with candidates but should first know
social media best practices and use social media regularly.
16. RECRUITMENT USING LINKEDIN
LinkedIn is undoubtedly the best of all social media networks
when it comes to recruiting. Nearly everyone with an established
career has a profile on the “ World’s Largest Professional
Network.”
Here are a few steps for getting started :
•Fully complete your brand page : Job searchers will find your
page , see openings and learn everything they need to know
about your organization.
•Utilize filters to find the right candidates : Since there are so
many people on LinkedIn, recruiters are able to use filters to find
potential candidates.
•Add some personal touch : Add personal touch to your
messages. Mention what about the candidate caught your
attention and makes you think they would be a good fit for your
company.
17. EXAMPLE OF HOW YOU CAN WRITE A HIRING ALERT FOR YOUR COMPANY
Dear Aspirants,
We are #hiring #interns in several functions for June 21’ batch for our Graduate Rotational Internship
Program (GRIP) – an opportunity to learn, grow your network.
Various functions available are :-
Campus Ambassador.
Talent Acquisition.
Data Science and Business Analyst.
Content Development.
Digital Marketing.
Mobile App Development.
IoT & Computer Vision.
Web Development & Designing.
Details are provided in the link:-
https://docs.google.com/forms/d/e/IFMpQUrF-pTur/edit=?.huok6uy7
Please go through the link and apply for the same.
Deadline for applying to the above positions – 20 May 2021
Internship will begin from first week of June 2021.
All the best!