With the modern-day changes in the expectations from a recruiter, it has become increasingly important that you be extremely organized and well-organized. The need for diversity through inclusive recruitment, inclusion metrics, increased compliance - to name just the tip of the iceberg.

The days of ‘hire and fire’ are long gone, and this is the era in which companies need to focus on long term ROI from their hiring decisions. Organizations are now looking to hire, engage, develop, and optimize their workforce because the pandemic has served as a wakeup call. Employees are no longer as afraid as they used to be of losing their day jobs, and candidates are calling the shots now.

What is Skills-based Hiring?

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:

With the modern-day changes in the expectations from a recruiter, it has become increasingly important that you be extremely organized and well-organized. The need for diversity through inclusive recruitment, inclusion metrics, increased compliance - to name just the tip of the iceberg.

Recruitment has been a highly competitive area of work for a few decades and it’s only going to get more so. Just having recruitment processes and referrals may prove enough for some very top companies, but most others need to improvise to be able to get the best people for the job.

Let’s say you are offering lucrative benefits to the current employees who refer their friends and acquaintances. You are regularly running campaigns and creating hype. Your employee engagement is good and your relationship with existing employees is cordial. You have an excellent recruiting team and an efficient recruitment process. You even send attractively designed emails to catch the employee’s attention, so that they actually click on that employee referral program email.

What is Inclusive Recruitment and Why is it Important? test

How is the Talent Acquisition Process Nowadays?

What is an Employer Value Proposition?

Ever wondered why some brilliant new employees with excellent resumes simply fail to convert that potential into performance, in spite of being paid quite well. As a recruiter, it would be quite surprising that candidates with great credentials turn out to be poor performers or even indifferent and uncommitted workers. This is one perspective you should consider challenging.

RippleHire exists to make recruiting effortless, human, and delightful. Since 2012, we have served over 800K+ users across 35 countries with our gamified referral and talent acquisition cloud platform. Our strength is in servicing large enterprises with a distributed workforce. At the core of our offerings lies the ability to marry user experience with customer-centricity while being laser-focused on helping customers succeed. Learn more about how we help customers impact their organizations here.

Talent acquisition is as competitive a field as the Olympics. The pitfalls and the sheer burden of it all, and not to mention how thankless the job feels at times. But there are ways to reduce the workload, or at least make the process more efficient.

Employee turnover has adverse effects whose impact is much more than the strain of acquiring new talent. The sheer cost of replacing an employee who has been doing well and adding value to the company is hard to quantify. Therefore, retaining employees who bring value is always a great option compared to hunting for talented candidates who will contribute to the company’s future success.

When you think of the term ‘soft skills’ what exactly comes to your mind? Is it the image of a smooth salesman, or a convincing lawyer, or perhaps a relationship counsellor? Soft skills are required to succeed in all walks of life, and not just in selected professions.

What Should a Recruiter Look for in a Remote Workers CV?

You are in the middle of a zoom call meeting when you notice a mail from the zonal business head. 

Having trouble finding the right fit for a particular role? Have you onboarded several people in the recent past and most of them have stated that the role did not turn out to be as expected? If the answer to either of these questions is yes, then the first thing to ask oneself is - When was the last time you updated the job description which has been posted on multiple job portals. If the answer is you don’t remember or a long time back - then here lies the root cause of your problems.

When was the last time you watched an employee hired by you walking out abruptly on the company, or even worse, getting fired? Not very long ago, right? Were you made to feel accountable and criticized by your higher-ups for the poor hiring decision made by you, or least embarrassed in a forum?
The cost of a bad hire can reach up to 30 percent of the employee’s first-year earnings. Not to mention the endless managerial hours and duress of having to monitor their work and behavior. Getting good results from a bad hire is simply not the kind of challenge that managers want thrown their way, given its toxic nature.

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