Are you failing to hire top talent?

We must have gotten calls from startups,  mid-sized firms or from job consultants as a candidate. Did the opportunity shared by them over the email or call, grab your attention?

Most of the times we would have ignored such emails as neither the title of the email nor the call by the recruiter was able to grab your attention.

The following factors will help you to craft a very good recruitment pitc. Define the following key points :

1. Who is the audience ( a vice president or someone from mid or senior management)  Or they are software engineers to Technical leads.  The needs of these professionals from a career opportunity perspective are different from each other. 

2.Does the information provided by the recruiter is interesting enough to grab the attention of the potential job holders in 10-15 seconds?  Yes,  it applies to what you say over the call too.  

3.The details provided in the emails should be true and factual and not manipulated information just to gain the attention of the jobholder. Candidates will find out if you have misrepresented facts. 

4. The tone of the recruitment pitch while on call  should be confident and the message should be short and brief. A precisely crafted email just helps the job seekers to respond immediately.

5. The hiring email campaigns should be targeted should towards the right positions and should contain only those information which the incumbent will perform over the job.  If you are hiring a professional for the service delivery team, sharing the details about machine learning,  Big data or cloud technologies will be irrelevant for them.

6. There should be hardly any grammatical errors during the process. HR is the face of the company,  the email communication from HR is no less. 

These are some key elements to be considered while crafting your recruitment pitch.  If you are a start up or a mid sized organisation and undergoing challenges in hiring, then it could be time that you could get in touch with us on Neetha.p@kandidtech.com. We could work together if we are a match. 

Xray search - A cost effective hiring tool for employers

Are you a recruiting manager with a start up or large organization? Are you looking for a cost effective source of recruitment?  

Today organizations look at different sources of recruitment, more from a value based perspective than a cost one. There are different sources of recruitment

1.Naukri

2. Monster

3.Shine

4. Empoyee referrals

5.Internal database of the company

The above ones are old and traditional ways of recruiting in the current times. However, each one of them are helpful to implement a successful recruitment strategy.

There are various cost free tools one can use to hire top talent. Social media hiring is one area which I am still mastering. However, I have great experience working with Xray search. You could use Xray search for Linkedin to attract and source top talent. I was working on a critical assignment for one of my clients who wanted to hire senior java developers from one of the top 3 Ecommerce companies in India. My search running through job boards could not yield me great results. However, a broader search using https://recruitin.net/ , I was able to help an IIT professional with a known Ecommerce company to land his dream career opportunity.

Xray search is one of the few such tools which you could employ to get an organized pool of candidates and close those niche positions within your company. The optimum use  of these searches will definitely help one to reduce the investment on LinkedIn. Hence, the organisation can reduce the cost of hiring by using different socials media tools and reducing major emphasis on recruitment vendors.

Recruitment and humor ?

We all go through different challenges in life and try to think of different options or methods to solve a problem. A few years back I was going through different challenges in recruitment. My candidates would ask for higher salaries and I would take all the pain to ensure their expectations are met. Candidates would fail to commit to take up our offer and take up other offers. Sometimes, the candidates who had amazing work experience would fail to appear for interviews resulting in a corresponding impact on the weekly hiring targets. I would come back home dejected and go googling, searching for a solution. I found very less content on the internet which specifically would address my issue. Hence, I started going through YouTube Videos on sales hoping to solve my pressing problems. During these times I came across one of the greatest salesmen of the current times, his name is Jeffrey Gitomer. His sales humor philosophy created a great impact on my mind and I started using humor in almost all the conversations with my candidates.

These were my key goals when I spoke to a prospective jobholder for a new opportunity at my company:

A. Ensure I create enough excitement about the role I am selling.
B. Creating an environment where I try to get to know the candidates well during the conversation and see if humor can be injected for achieving better results.
C. In turn, create a connection with the job prospect by inducing humor.

Humor helped me to create liking and trust with my candidates and no show and offer decline ratios started dropping drastically. I was also able to negotiate salaries and provide win-win situations with strong negotiators using humor and was able to bring down their high salary expectations. Besides, humoring candidates, I was also able to better myself as a person and impact my customers by building long-term relationships.

If you are still serious after reading this article, it’s time to think about the quote by Charlie Chaplin “A day without laughter is a day wasted”.