August is a special month for RippleHire. August 2020 is when we discovered and coined the term "We win when our customers win. Our customers win big." Come 2023, our customers continue to win big and seize the spotlight year after year with prestigious awards. They embody the spirit that excellence is not a fleeting moment, but an enduring pursuit.

Hat Trick…Howzat!!!

The hiring process includes a lot of stages, such as writing the job descriptions, posting on the job portals, shortlisting profiles, and much more, and the actual interview by the hiring manager is just one of them. But if the hiring managers are not well prepared to handle the interviewing stage, all your efforts as the talent acquisition specialist might end up being futile.

What is an ATS?

A bad hire is like a bad apple. One bad apple, which can spoil the others. Hiring the wrong person can have serious implications. A bad hire not just hampers productivity but also influences your employees leading to disengagement and cultural imbalance. The cost of a bad hire is threefold:

How is the Talent Acquisition Process Nowadays?

What is Inclusive Recruitment and Why is it Important? test

Welcome to the post-pandemic world

To make informed hiring decisions, your organization should definitely have a level of recruitment maturity.

In today’s digital world, organizations are striving harder to be more competent. But some organizations are having trouble in finding the right talent or their ability to attract skillful candidates.

Exponential technologies are the show stealers off late. With changing times, organizations are combating to hire great talents, who know how to deal with technologies and at the same time are top performers.

As a recruiter, how will you track your hiring success? Are you aware of the ways to optimize the process of hiring candidates?

Here’s a ready to use employee referral policy template. Customise it to your organizational needs and get going. 

What is amiss in referrals? The most criticized aspect is the lack of transparency in referral programs. Though we all know that we get the best source of hire through referrals, yet organizations fail to execute effective referral programs.

Want to be successful at finding and hiring the right talents for your team? Do you feel the top talent can be amongst the passive candidates? How do you reach the passive candidates?

Stress is a serious problem, especially in the recruitment industry. Being an HR, you have to deal with stress more because you have many stakeholders — multiple bosses. The need to constantly juggle for meeting the demands of the organization and your respective bosses’ expectations is alarming. Simultaneously, as an HR personnel, you must deal with your own deadlines and hires.

Is culture a big excuse you’re using to explain the failure of your employee referral program? Don’t get me wrong. It’s a fair assumption to say that organization with a bad culture will not recommend their friends to join them.

‘What is in a name? ’ While names cannot be reduced to a mere identity, they do convey a lot of things - dreams, aspirations, and goals. Ask the authors or the entrepreneurs who spend countless hours naming their books or startup. 

Let’s say, you’ve been contemplating an employee referral program and the first thought in your mind is…launching it will be the most difficult thing! However, you realize keeping the referrals coming in is the greatest challenge ever in any employee referral program.

Organizations are adjusting to working from home to protect their employees from the outbreak. Recruiters are looking for gigs and employees who can work remotely. The HR team is also juggling a variety of engagement activities to keep their employees happy, valued and informed.