6 tips to get the most out of your career webpage!

6 tips to get the most out of your career webpage!

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In the present competitive market, it is essential for growing companies to do everything they can to attract great talent. The front line of this recruiting effort is a company’s career page. Having an efficient career webpage guarantees interest of visitors coming to your website and increasing the possibility of more and more quality hires. Being the first thing a potential new hire sees when searching for new opportunities, the goal of having the career webpage should always be to showcase the organization as a great place to work and increase the conversion rate of top talent applying for jobs. Here are six tips which can help you get the most out of your career webpage:   Tip 1. Easily searchable Career Page  Your career webpage should be optimized enough in order to be found by direct or indirect traffic. An easily searchable career page makes it easier to be

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How to recruit top talent using Social Career Site Manager

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Recruiting has seen a paradigm shift over the past decade or so. Recruiting channels have slowly graduated from the traditional word-of-mouth employee referrals systems, Job posting on company websites, applicant tracking systems, social media channels to the latest cloud and SaaS based applications. Advent of Social media and advances in digital marketing have also given rise to social media marketing to hire top candidates from as many sources as possible. One important factor that recruiters have emphasized over the years across all these recruiting channels is efficiency – ease of managing all the above channels without the risk of missing out on applications/resumes, time to hire, cost of hires and more importantly quality of hires. This also leads to their biggest challenge – how to integrate popular traditional job postings on company websites with the power of modern social media and digital marketing technologies? The answer lies in creatively converting

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4 Things That Are Changing The Economics And Physics Of Recruiting Successfully

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Over the past two years, social, mobile and large data technologies have been transforming the cost and efficiency of hiring. Increasingly, leading employers are adopting solutions and technologies that offer unprecedented efficiency to recruiters and reduces cost per hire. Four products and technologies leading this transformation are: LinkedIn: Employers pay LinkedIn for access to socially validated current information on active and passive talent. After they find a resume on job board, recruiters today seek out the candidate’s LinkedIn profile not only to validate their professional information but also to expand the pool via the candidate’s network. Candidate Data Aggregation: Candidate profile/ information that was traditionally available on a job board is now scattered across several social and traditional Internet sites. The emerging frontier in finding candidates’ professional information is mining and aggregating relevant and powerful candidate data across LinkedIn, Facebook, job boards, employers’ internal database and various specialized professional networking

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5 simple steps to reduce cost per hire using facebook!

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Hiring costs takes up a large part of the overall HR budget.  Throughout the year the HR professionals spend considerate amount of time in planning and ensuring the amount spent is used as effectively as possible. It is therefore necessary for the recruiters of your organization to understand the cost (External & Internal) incurred in the hiring processes to implement correct processes and lower it. The official recruiting formula for calculating Cost per Hire is: Cost Per Hire = (External Costs + Internal Costs) / Total Number of Hires –          External Costs: Cost incurred in direct recruitment advertising, job fairs & job boards, consultants / head hunters, employee referrals, etc. –          Internal Costs: Cost incurred in salaries, facilities costs, travel, relocation expenses, etc A recruiter can have a limited control on internal costs; however he can develop strategies in order to limit the external costs (direct recruitment advertising, job boards

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Facebook recruiting – what leaders are doing and what you should do!

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Facebook is an incredibly useful hiring tool in present market. Not only does it have a massive user base, but Facebook also provides a wealth of sourcing and recruitment friendly tools such as graph search, and targeted ads. With over 84% of job seekers having profiles on Facebook, employers’ flocking to this network in order to win war of talent acquisition is not uncommon. However, there’s a whole lot more to Facebook recruiting than putting up a couple of job posts and hoping someone finds your page, takes an interest, and applies for a job. The post & pray method might have worked in the past but it’s a whole different ball game right now when it comes to seeking talent. In order to build a talent community and increase your job exposure to top quality candidates, one has to change the definition of online recruitment to discover a whole

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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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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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