Posts tagged ‘Recruiting’

April 16th, 2012

Tips To Get More Employee Retention

by Jonathan Cogley

Recruitment process is for selecting the right candidates for the organization, in a organization productive employees contribution is more. Employee retention is possible when they provides the equal contribution to organizations.
Employee retention is possible with right recruitment, some important tips for getting productive employee to organization,

Identify the requirement: Identify your organization requirements, check all requirements in organization like which process have the requirements and how many it requires. Consider your future business plan also these are important where recruiting the people for future. When you are clear on requirements then only you have the chance to get recruit productive employees.

Use technology to find fitted candidate: It is beneficial to organizations where reducing the recruitment time and costs, online recruitment tools are beneficial where evaluating the candidates well to provides the productive employees to organization.

Conduct personal interviews: Shortlist the candidates along with your requirements after shortlisting the candidates conduct the recruitment with interview, these interviews would be direct and indirect. Check the candidates skills and knowledge. Using the meetings, presentation and sample practicals.

Offer extensive training: Training is important to every employee they are getting knowledge on all functions and all responsibilities. These training sessions conducted to virtual employees in interacting manners, some external trainings also helpful in increasing the employees specific skills.

Above mentioned tips are important where recruiting the productive employees, remember organizations getting more employee retention from productive employees.
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February 10th, 2012

Tips for Innovative Sourcing

by Andrew Veazey

Innovative sourcing is nothing but using the latest technology to choose, communicate and hire people. Days are gone when companies asked the candidates to apply for the mentioned post by sending an application and there by contacting them when their profile suits their requirement. Every step in the recruitment process needs to be innovative and quick so that the company will not loose any right candidates. Following are the few tips for innovative resourcing which helps the managers in making effective hiring.

Before calling the candidates for the required positions, make sure that you are clear on what is required. If necessary take the help of your recruiting manager or the team manager, for whose team there is a requirement and get some inputs from them. Checking the working style and the profiles of the successful employees also helps in matching their profile to the desired candidates profile. This way by using multiple methods make sure that you are clear on what you are looking for.

After building the strategy, now its time to use different means of technology in order to find the desired profile you are looking for. Try to choose the places where the people spend most of their time when they are free. May they be different websites, chat rooms, or other social networking sites. A little research will help you to find such places where you can find the candidates either looking for a job change or don’t have an idea of changing the job. You can post your message in such places in such a way that it should attract both kind of candidates and can be able to bring the candidates from the competitors company.

You can also use emails, news, enticements, and even the voice contacts to establish a contact between you and the person. So make sure that you are contacting a right person and making a move according to it. Frequent communication helps in maintaining a rapport with the candidate and hence avoids loosing the candidate.

June 25th, 2011

Know About Different Types of Job Recruiters

by Dov Waxman

Recruitment and the selection of the right candidate is the main function of the Human Resource department in the organization. Companies seek the help of job recruiters for getting a right candidate for the vacancies in the company. Job recruiters also guide the applicants in the right direction when looking for a job.

Below are the different types of job recruiters who help both the employers and the candidates looking for jobs:

Contingency Recruiters:
Contingency recruiters work for staffing firms, employment agencies and these type of recruiters help the employers to fill their job openings with the best candidates. These recruiters concentrate on specific industry and skill set like, engineers, IT, health care, etc. Employers pay for them if they hire the candidate presented by the recruiter.

Retained Recruiters:
Generally companies comes to these recruiters when they need to fill the positions of a senior level executive, such as vice presidents and chief executive officers. Client companies pay a part of the fee before hand and pay the remaining after the hiring. These type of the recruiters work until the client hires someone or decides to stop using the recruiter’s services.

Corporate Recruiters:
Corporate recruiters are usually a part of a human resources department with in the organization. Corporate recruiters can earn salaries or have a contract with the hiring company and they are called as in house or internal recruiters.

Outplacement Recruiters:
An outplacement recruiter works for a company that offers assistance to individuals downsized from their previous employment. Outplacement recruiters also provide services such as resume writing and they also helps the candidates in preparing for interviews and provide career guidance.

These job recruiters are very much important for organization and also for candidate. Hence, the services of these recruiters can be used based on the need by both of them.

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June 24th, 2011

Know About Types of Staffing Services

by Dov Waxman

Staffing should be carried out carefully as per designed and approved personnel policies in the organization. Staffing services help the organizations in providing the man power required by the companies. There are three different types of staffing services offered by the staffing agencies which are here under:

Temporary Staffing Service:
This service provides the short term man power requirements needed by the employing organization. Generally companies opt for these types of staffing services to fill the positions made vacant by their absent employees or helps in supplementing the existing staff during times of high workload. These staffing services saves the money for the organizations as there is no need for the companies to go for lengthy recruiting and assessment processes which also brings huge costs for the companies.

Long term Staffing Service:
These type of staffing services provides employees for long term assignments and there is no specific time period. This type of staffing requirement is common in the companies operating in professional and technical sectors, where human resources are required on a project to project basis.

Contract to Hire Staffing Service:
It is a combination of temporary staffing and permanent employment. This service allows the company to take employees on the temporary basis and if the employee meets the satisfactory requirements, the company may then take the employee onto their payrolls. Most companies prefer this type of services, as it provides the companies a safe alternative to permanent hiring and also it allows the company to evaluate the capabilities and managerial skills of the employee.

A company staffing policy differs with time and requirement, hence a company should adopt the staffing policies which are suitable to its needs.

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June 23rd, 2011

Types of Job Interviews in an Organization

by Dov Waxman

Interviews are crucial part of the recruitment process for every organization. There are different types of interviews, all these have common objective. Following are the different types of interviews:

Behavioral Interviews:
In these type of interviews, employers use standardized methods to know information relevant to competency of the candidate in a particular area or position. Depending on the requirements candidates may be asked to describe a time that requires problem solving skills, adaptability, leadership, conflict resolution and stress management.

Group Interviews:
There are two types of group interviews, in one type, a group of interviewers, often called as interview panel, interview the candidates and in other type, candidates are interviewed along with a group of other applicants.

Informational Interview:
An informational interview is an interview conducted to collect information about a job, career field, industry or company. During an informational interview, the applicant and employer exchange information and get to know one another better without reference to a specific job opening.

Structured Interviews:
A structured interview is a standardized method of evaluating the applicants and it is typically used when an employer wants to assess and compare candidates impartially. The interviewers make the questions according to the specific skills required to perform a particular job.

Unstructured Interview:
An unstructured interview is a job interview in which the questions are asked according to the situation and they may be changed based on the interviewee’s responses. The direction of the interview is casual and flow of questions is based on the direction of the conversation.

Screening Interview:
Companies conduct screening interviews to check whether the candidate has minimum qualification requirements. Computer based tools are used in this stage to eliminate the unqualified applicants.

Panel Job Interview:
In these type of interviews an applicant is interviewed by a panel of interviewers. In some cases, the candidate will meet separately with the panel.

Interview is the most important stage of the candidate selection. Hence, different types of interviews help in overall assessing of the personality of the candidate, which will help in selection of the best candidate.

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February 28th, 2011

How to Identify Disability Discrimination at Workplace?

by Dov Waxman

A large proportion of individuals are facing with employment discrimination at workplaces due to several reasons. Employment discrimination can be based on race, nationality, age, disability, gender, and many other reasons. It is very difficult to identify employment discrimination. Disability discrimination is the process of making decisions on hiring, promoting, training, and terminating an employee due to a physical or mental disability. Let us know how to find disability discrimination faced at the workplace.

  • Identify the negative or adverse actions of the employer on you, regarding the issues like hiring, treatment at work, disciplinary actions, reduction in pay or benefits and so on.
  • Make sure whether the employer knows about your disability at that time of discrimination.
  • Ensure yourself if you are able to perform the essential job duties with or without a reasonable accommodation.
  • Confirm yourself that the adverse actions taken by the employer are because of your mental or physical disability.
  • You should make sure whether the negative or adverse action of the employer against you caused any harm.
  • Make a record of how often you hear certain offense remarks and comments at workplace about your disability.

Once you are sure about these things, you can confirm the disability discrimination. You can file a case against the responsible individual or the employer as per the ADA regulations.

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December 17th, 2010

Why is it Important to Conduct Pre-Employment Drug Testing

by Edwin Rosenthal

Nowadays, Pre-employment drug testing has become common in many organizations. It is conducted on the job applicants before hiring them. So in order to get the job, they need to pass such drug test.

Generally, drug testing in the workplace prevents drug abuse among the employees and ensures safe and drug free environment. It also helps to improve the productivity and profits of the company as well. In the same way pre employment drug testing prevents the drug abusers from entering the organization. Conducting the pre-employment drug test is important to the employers to main a drug free workplace.

Conducting pre-employment drug testing on potential employees helps employer to have better idea on the overall character of the person. Then employer can be alert in choosing right persons.

Using any type of drug can have adverse affects on the user and people around him and especially at the workplace. So this test also helps employers to keep the existing employees safe.

Employers can save the money on medical costs. Accidents at workplaces can be avoided. They need not spend huge amounts of money on insurance claims for such employees.

This is beneficial for employees as well. Because, they need to avoid the using drug and alcohol to get job in any organization. So they will be safe from negative effects of drug abuse.

Conducting pre-employment drug testing is important for employer and employee as well.

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November 19th, 2010

Importance of Pre-Employment Drug Testing

by Dov Waxman

Due to rising number of drug abuse cases, organizations are forced to use methods like random drug testing in order to control drug abuse among their employees. However, it is better to avoid recruiting candidates with drug abuse habits instead of spending time and money on monitoring them. Pre employment drug testing is the best way to know if the applied candidate is a drug abuser and thus avoid recruiting him.

It is important to conduct pre-employment drug test before appointing candidates in organizations. Because drug abused employees can cause many negative attributes to the company.

The percent of employees who use drugs is increasing these days. According to the NSDUH, 8 percent of the full time employees who are aged 18 or older used drugs in US in 2009. This number is alarming to the companies who are adopting pre employment drug testing to avoid it among their recruited.

Pre-employment drug testing helps employers to develop a productive and healthy workforce with healthy environment at workplace. Company will not recruit the persons as employees, who use drugs or alcohol. It helps organizations to avoid extra costs that may require to monitor drug abuse or alcohol use of accustomed employees. This will automatically improve the productivity and profit of the company.

In this way pre employment drug testing is helpful for any organization to maintain a healthy and drug-free environment.

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November 16th, 2010

Employee Retention Techniques

by Andrew Veazey

Employees are a valuable asset to any organization. It is essential to protect this vital resource as talented and motivated employees play a crucial role in overall growth and success of the organization. Focusing on employee retention techniques can positively impact the organization as it increases employee productivity, performance, quality of work, profits, and reduces turnover and absenteeism. Effectively creating an engaging environment, recognizing good performance, giving benefits and rewards, promoting mutual respect are some of the ways for effective employee retention.

Increase Employee Engagement
Effectively implementing employee retention program by increasing employee engagement ensures that the employees are satisfied with their work, take pride in their work, report to duty on time, feel responsible for their job, feel valued for their contributions, and have high job satisfaction. As employees actively focus on their work, it increases the productivity levels in the organization and leads to improvement in several associated areas. Employee engagement ensures that the employees have a clear understanding of their roles and responsibilities in the organization. Increasing employee engagement helps to develop emotional connection, enthusiasm among the employees that promotes teamwork and healthy environment at the workplace.

Motivate Employees
Motivating employees by offering them better opportunities for career development can help in employee retention. Giving rewards, recognitions, promotions, and appreciation to employees can motivate them to increase their productivity, commitment to work, and loyalty to the organization. They feel that their contributions are valued in the organization. Giving incentives, pay hikes, bonuses can also help to motivate employees. Recognizing employee’s contributions and aspirations motivates employee to work productively and increases his confidence that helps in employee retention.

Focus On Team Building
Promoting team culture helps to actively involve all employees in achieving the goals and in overall success of the organization. Promoting team building imbibes a sense of belongingness among the employees that they are a part of larger goals or objectives of the organization. Team building promotes team work and team effort that help employees to tackle work pressure and thus provide a competitive advantage to organization. Focusing on team building activities can help to reduce workplace conflicts between team members as they work in a team. Organizing team building games, seminars, outdoor events help to promote team spirit, unity, and reduce stress.

Recognition of Performance
Recognition of performance of employees is an effective method of employee retention. Although monetary compensation can act as a motivating factor, openly recognizing the performance, initiative, and good work increases the morale and motivates the employee to work more productively. Appreciating the performance motivates the employee and they feel valuable within the organization. This helps in employee engagement and to increase the productivity levels.

Following effective employee retention techniques help to leverage the most valuable asset, the employees, to achieve growth of the company and increase the bottom line profits. Various employee retention techniques increase the employee productivity levels in the organization leading to reduction in cost per item or services produced.


March 1st, 2010

Types Of Recruitment Agencies

by Debbie Harry

The recruiting agencies will charge fee to the employer when the candidate is hired from their recruiting agency. The recruiting agencies will do the initial screening and send the pool of candidates to the company. The companies pay to the recruiting agencies based on the number of filling positions.  There are four main types of recruitment agencies.

Types of recruitment agencies:

  1. Traditional agency: The traditional agency act as in intermediaries between job seeker and employer. Traditional agency is also called as employment agency. The employment agencies are two types. Those are contingency employment agency and retained search firm. The contingency type of employment agencies will send large number of candidates resumes to the employer. If any candidate selected from the recruitment agency, the employer pays to the recruitment agency. The contingency type of agencies mostly searches for the low and mid-level positions. The retained search firms works for the senior level positions. The companies pay expenses plus a percentage of employee’s salary. The payment should be given regardless of whether the candidate is hired.
  2. Headhunters: The headhunter is a recruiter who actively seeks out the best talent for a particular job. The head hunters uses advanced sales techniques. The advanced sales techniques include clients to gather employee contacts. The headhunters may also purchase the expensive list of names and job titles. This type of agencies mostly works for senior management and executive positions.
  3. Niche recruiters: The niche recruiter firms are focused on building ongoing relationship with the candidates and maintains large database. Based on this database the recruiters will place the same candidates many times throughout their career.
  4. In-house recruitment: Most of the large firms will go for the in-house recruitment. Human resource department, front-line hiring managers, and recruitment personnel in the organization can handle the in-house recruitment. The employers will advertise their vacancies in their own websites, and coordinate employee referrals, work with external association.

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