Recruiting in the us


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This article discusses about 5 innovative ways how companies are recruiting in the US

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Recruiting in the us

  1. 1. Recruiting in the US The job market in the US is finally looking up although hiring still remains measured. As companies gear up to start hiring for fulltime positions, they require professional, efficient and innovative Contact Details Talent Neuron 3080 Olcott Street, Suite A125, Santa Clara, CA 95054 Phone: +408-716-8432 Email: talent to face challenges of the future. Simultaneously, companies are also moving forward with ambitious plans to corner larger market shares and expand to newer environments. Talent Neuron has studied the job scenario in the US market and come up with a few trends currently shaping the hiring environment: M&A: Companies are looking at mergers and acquisitions as a quick way to find crucial talent and close the market gap. At the Similar Articles Overview of Shared Services Globalization in APAC For more information, please contact | This message has been approved for distribution by Vamsee Tirukkala, Co-Founder and EVP – Talent Neuron. This email is sent by Zinnov LLC. same time, companies are looking at enhancing infrastructure to support growth and quickly adding operational and engineering staff in crucial roles. Use HR analytics: Recruiting is the biggest application for Big Data in HR. Intense competition for the best talent means that recruiters should measure the recruiting process. They must know the answers to crucial questions such as where the best candidates come from or which sourcing channels work the best, etc. Companies such as LinkedIn, Broadbean and others are offering recruitment dashboards, which analyzes data to help companies If you wish to unsubscribe from this communication please email to
  2. 2. streamline its recruiting process. Candidate experience: With more options, employers have begun to realize that treating candidates poorly during the recruiting process can damage the company’s brand and lower the quality of hires as word gets round. This can be by making it difficult to apply for a job, not getting back to them promptly or treating them poorly during the interview. Therefore, HR teams must manage the recruiting experience of the candidate to measure and improve the overall process continually. Co-op opportunities: Companies have partnered with universities to offer co-ops as an alternative to the standard internship. It offers a lot more training as students do three work terms alternated with school terms. While graduation may take a little longer, students gain a more holistic experience and can work in different areas of a company. Companies too profit from such an arrangement with the ability to judge students over time and hire the most suitable candidates. Boomerang employees: These people are former employees of a company that have been re-hired and restored to their previous positions or entirely new roles. Former employees are more attractive because they are more productive than completely new hires and easier to re-integrate into the company. While even the most rigorous interviews and tests can only provide a snapshot of a person, actual experience in the company speaks volumes and is a reason why boomerang employees are emerging as a valuable source of talent.
  3. 3. According to Talent Neuron research, businesses around the world spend anywhere between $3,000 - $3,400 per hire on recruiting and this number has steadily risen over the past year. For companies, recruiting today has become increasingly complex and the flurry of new technologies is quite overwhelming. Talent Neuron partners companies during the recruitment process to plan and manage talent acquisition. Our skills include technology selection, talent availability, and analytics capability and we provide customized services for a unique strategic value.