New Product Feature – June, 2014 – Not Reachable Status

New Product Feature – June, 2014 – Not Reachable Status

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Many a times, candidates who have applied to jobs are not reachable due to various reasons. In such situations recruiters can make use of “Not Reachable” status Whenever a recruiter changes a candidates’ status to Not Reachable, the candidate is sent an SMS and an email with recruiters’ email and phone number, informing him/her that a recruiter is trying to get in touch with them.

Two stages of Facebook hiring to decrease Attrition Rate!

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In our previous blogs, we talked about how employee turnover rates are having a deep impact in reducing organizations growth. Worldwide, average employee turnover rates over the next five years are predicted to rise to 23.4% and the number of global departures in 2018 is expected to be at 192 million. Also in India, the average attrition rate across sectors for FY 2013-14 was 13.4%, 0.8% points lower than the previous FY 2012-13 (14.2%). Its time when organizations in India must give serious thought to what drives employee commitment & an improved retention rate. Over the years, recruitment has transferred its operational base from job portals to social media, preferably professional networking sites like LinkedIn. However, recruitment scenario is changing and Facebook, backed with its huge number of users, is overpowering LinkedIn and other social networking sites for recruitment. When hand-picking for executive positions, recruiters prefer interacting with students and

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Job Portals vs. Facebook – The Race to Recruitment!

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(Image Credits: www.gettyimages.com) We have witnessed number of blogs and articles describing about the shortcomings of job portals while calculating ROI but very few compare and speak about what exactly makes jobs portals fall short of expectations. On the other hand, Facebook recruiting, which comes with a promising advantage over other social network & job portals, is running over on the path of exponential growth widely being accepted by organizations of all size and structure. So what are these shortcomings organizations face while using job portals to fulfill their manpower requirements? What makes Facebook score high over other social network and precisely job portals? Let’s analyze and compare both from a recruiter’s perspective, based on their needs which among the two can optimize their efforts and pay them higher benefits than the other. Job portals vs. Facebook – The Race to Recruitment Round 1: Race to Sourcing The search interfaces/engines

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How to reduce your hiring cost in six simple steps!

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Talent acquisition is a major part of any organization’s overall costs. Researches show the cost of hiring an employee ranging between 2lac to 2.5lac rupees accounting to about 20% of the salary offered to a candidate. It is money well spent when companies have a large pool of money reserved for hiring talent, but not every company has the resources to spend a great deal of money. Containing recruitment costs is something that talent acquisition and management pros frequently have to consider over the course of their career: when taking a new position within an organization, during budget cutbacks and when under new management. There has always been debate on how talent acquisition costs can be minimized among HR professionals. The success though lies in planning what steps should a talent acquisition manager take to contain recruitment costs without sacrificing the talent pipeline. Described below are some of the important

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New Product Feature – May, 2014 – Bulk actions on candidate responses, Copy Job

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With the click of a single button, you can perform bulk actions on candidate responses to a job. All bulk actions including In-Network search is visible in the drop down   Invite to MyParichay Invite multiple non MyParichay candidates to MyParichay in bulk. You can select multiple candidates who have applied to a job and invite all non MyParichay candidates to MyParichay by using the “Invite to MyParichay” option in the dropdown. Once these candidates join MyParichay, their network becomes searchable, thus giving you access to a much larger candidate pool. This option will be enabled only in the Referrals and Other Applicants tab of the Manage Responses page.   Edit Status There is often a need to change status of multiple candidates at once. Now, using “Edit Status” option in the drop down you can change the status of many candidates at once. This option will be enabled in

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New Product Feature – May, 2014 – List Import from Shine

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With this release we have moved a step closer towards eliminating a commonly occurring friction point in starting a Parichay campaign. Social Retargeting(TM) starts by uploading an excel sheet from other job boards. Previously, a recruiter had to go through the process of downloading an excel file from another website and then uploading it on MyParichay. We found this process redundant and so you can now directly import candidates without leaving MyParichay. The Recipients section in the Create Campaign page now has an option to import candidates from Shine. Select Shine as the option from the dropdown and click on Import Recipients. Based on the search you have performed we will search for candidates from Shine and tell you how many people you can Retarget. Then, give a name to this list and click on Import. You are now all set to send a campaign to all these candidates from

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Just-In-Time recruiting with MyParichay!

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Toyota Motor Company is credited with the innovation of ‘Just-In-Time’ method of production. Basically, the idea behind ‘Just-In-Time’ is that inventory equals waste. As well as affecting efficiency and profitability, carrying inventory diverts resources from where they can be used to their greatest effect. Progress along the assembly line drives what materials and manpower are needed for the next step in process which is the ‘Just-In-Time’ production. Historically HR functions have been reactive in nature. In the new world of recruiting, HR needs to adapt its approach to identify and cultivate new resources in advance of their actual need, or “just in time’. This means that HR must not only aim ahead of their target but also has to build a strategy to deliver on time. On the surface, pipelining candidates and building candidate inventories seems to be just plain and simple common sense. However, sometimes what just “feels right”

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How to build candidate pipeline in 30 minutes a day using Facebook!

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As a recruiter you want to be where the most qualified, talented, and largest pool of applicant is. Human resources can leverage social media to tap in to potential recruits. This type of head hunting is called social recruiting. It’s about engaging with users and using social media tools to source and recruit talent. Out of the big three networks i.e. Facebook, Twitter & LinkedIn, Facebook saw the biggest gain in overall usage by recruiters to find job candidates with one in every four recruiters has been successful in finding candidate on Facebook. However, in order to use Facebook as a recruiting tool, you need to have a good idea about: –          Whom you’re recruiting and when you need them. –          How to find, attract and engage them. Having a clear answer and focus to the above questions does half of your job and provides a solid base to start

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New Product Features – April, 2014

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We have been working hard in April to deliver a better recruiter experience on the MyParichay Recruiter Dashboard. This blog will introduce you to the new and improved recruiter dashboard. Manage Responses The new manage responses page has been redesigned to help you sift through large number of responses to a job efficiently.  The entire pool of responses would be split under three tabs, namely, the MyParichay applicants tab, referrals tab and the other applicants tab. Responses split under 3 tabs MyParichay Applicants tab This tab will contain a list of all candidates whose network is searchable. In other words candidate who are MyParichay users. Hence you can perform an In-Network search on these candidates. Also the status of each candidate has been colour coded to easily identify candidates based on status. The number displayed in the tab indicates the number of candidates displayed under this tab MyParichay Applicants tab

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How to hire for quality in less time!

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(Image source: http://b-i.forbesimg.com/deborahljacobs/files/2013/10/more-work-less-time-300×300.jpg) Hiring the right person for a job can save thousands of rupees in opportunity costs. When hiring new employees, there should be a correct way to approach the process. Any error can take lot of time and money and ultimately does not guarantee the right person for the position. The right way should be a well-thought out plan that is quick and easy and hires a perfect candidate by saving time and shortening the hiring cycle. Given below is a four step approach which can guarantee a recruiter with a shorter hiring cycle without losing quality talent. Step One: Streamline Your Hiring Process   An effective process would be to have the entire hiring cycle managed by a single point of contact (usually within your recruitment team). This person should be responsible for reviewing and qualifying the high potential slates, looking for additional internal talent, and also

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