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It's 3 P.M. on the last Friday of the month. Time for your monthly HR review meeting with the IT Department Head, and his team

Ask 100 folks to list the primary things HR does, and hardly any of them will talk about HR Analytics or Recruitment Analytics. What's funny is that at least 90 of them will speak about Talent Acquisition. This responsibility of the HR team is so well known that at times a good number of people feel as if it is the only one activity that the HR team does.

Welcome to the post-pandemic world

Whenever I have thought about building up a recruitment strategy, I always try to think like a candidate. What attracts me to the organization?

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

Remote hiring is here to stay, don’t be shocked if you hear this too much off-late. As a recruiter, embrace remote working options and be assured to find plenty of opportunities.

Wondering, what’s the buzz about referral newsletters? Are you curious to know everything about creating a winning referral newsletter? Then let’s get started. 

Culture fit matters. Organizations rely on HR/TA for evaluating culture fit. How do you identify if a candidate has empathy when empathy is crucial for a role?

The return on investment of your business truly relies on the Applicant Tracking System (ATS) you select and the business process you follow.

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.

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.

Application Tracking System is a central repository that saves the resumes and applications and automates the entire hiring process. ATS facilitates managing every stage of the recruiting process. Starting from application to hire, the ATS keeps track of all the activities of the recruitment team.

As product managers, we are often encouraged to think of a defining metric for our product. It is called the keystone metric. The one metric that you need to focus on. For example, the folks at Twitter care about trying to get you to follow at least 60+ people before you are even exposed to your home timeline. They take elaborate steps to make sure they automatically recommend people based on your interests, help you find friends and then recommend you upload your contacts. In that specific order. They have figured out that if you follow at least 50 people, you are more likely than not going to be an avid twitter user. That is probably the ONE metric that Jack Dorsey cares about (or should care about).

Are you willing to persist? If yes! You are in to witness amazing results. To everyone out there, read it aloud, “Persistence is the quality of trying for something continuously or continuing to do something even when it is difficult or opposed by other people.”

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

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?

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

Employee referrals are clearly the best way to hire quality talent. Talent that is excited to join and stay. I know you think we are probably biased. You are right. We are biased and for good reason. 

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.