GRIP September 21 Batch Talent Acquisition(HR) Intern

1. DOMAIN- TALENTACQUISITION(HR)
RECRUITMENT ARTICLE AND POSTS
BY- SAYAM KUMAR
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2. *
1. Social Media
Employers can use social media recruiting to reach a wider pool of candidates than is possible
with traditional recruiting efforts and at the same time target individuals more effectively. An
employer’s talent acquisition strategy and the number and types of platforms it uses in its
recruitment efforts will affect how broad or targeted the mix of potential candidates is. Many
social media sites enable HR professionals to easily tailor messages to each candidate group.
2. Employer Review Sites
Glassdoor is probably the best known website for employees to leave reviews of employers.
They have a huge number of people who rate their CEOs, and Glassdoor reviews provide
open-ended pros and cons of working at those companies.
3. Mobile Recruitment and Video Interviewing
Interviewers make hiring decisions during the recruitment process based on the rich pool of
information yielded by properly executed interviews. Today, video conferencing technology
provides a popular solution to accessing a candidate remotely—screening by video is accessible to
anyone with an internet connection. Using the phone is also still effective. Both these tools enable
you to ask some basic questions and get a feel for a candidate.

3. 4. Talent pool databases
Talent Pool is an expression used to describe a database with all of your current and
potential future job candidates. Building talent pools with qualified candidates is important for
many reasons, and some of the most important ones include reducing time to hire, improving
quality of hire and reducing cost to hire. In today’s world of data-driven recruiting, these metrics
have become extremely important.
5. Employee referrals
Employee referrals are considered one of the most productive recruiting strategies.
Research has proven that referred employees are the best employees in many different
ways: they take the shortest to hire, they are more affordable to hire and they stay
longest with companies and have a lowest turnover rate.
6. Boomerang employees
Rehiring past employees is gaining popularity. Known as boomerang employees, these are
people who worked well at a company but then left on good terms for a myriad of
reasons.
Employers are seeing the value of rehiring them because they know their abilities and
the employee knows and fits into the company culture. Bringing a boomerang employee
back on board reduces time to hire, eliminates the risk of a bad hire and reduces cost
per hire.

4. 7. Recruitment agencies
Recruitment agencies are external firms that find suitable candidates for
employers. They are tasked by employers to find candidates for vacant positions
within their organizations to save time and money and access the extended
candidate net that a direct advert and company network cannot reach. It is not just
the cost efficiency but the management and access to all the candidates that makes
it the preferred choice for most employers.
8. Direct advertising
Recruitment advertising is the marketing process of capturing candidates’ interest
in your company via advertisements, for the purpose of developing a talent
pipeline. Recruiters and talent acquisition professionals now use recruitment
advertising as a medium not only to reach active job seekers, but also to engage,
attract, and nurture passive candidates through the candidate journey. Though
recruitment advertising is just one part of the talent acquisition mix, it’s important
for all types of employers, both small and large, across any industry.

5. STEPS TO GET REFERRALS
1.Find the right person.
2.Send an appropriate message.
3.Provide job description.
4.Keep the message informative.
5.Follow up.

6. *
*STEP 1: Define your social media engagement approach.
You can start by understanding your organization’s philosophy and policies regarding the
use of social media. Find out what level of monitoring and engagement you can commit to
your recruitment efforts.
*STEP 2: Meet your audiences where they are online.
Whether they are executives or fresh graduates, it is crucial to think about the type of
positions you are trying to fill for your company’s vacancy. Tailor fit your social media
recruitment strategy to your target audience. Go to forums where your candidates engage
in and give them a reason to interact with you.
*STEP 3: Promote your company’s brand.
As your company’s professional working environment becomes more transparent online,
establishing a good employer brand is also becoming more and more critical. This can
include posts about your corporate culture and values, inspirational or prominent leaders,
a strong commitment to social causes.

7. *STEP 4: Keep it fresh.
*Staying engaged and engaging with your target audience is crucial to effective social
media recruiting. You need to regularly refresh content and creative elements to your
posts.
*STEP 5: Activate your employees.
*Employees remain to be one of the most trustworthy sources of information about a
company’s work experience. Tap into that resource and empower your own employees to
become one of your most influential brand advocates. Encourage them to talk about
their own experiences inside your organization and to support your marketing team’s
social media campaigns all the time.
*STEP 6: Know your channels.
*It’s important to understand the popular social recruiting tools that are available for
your company to use. Leverage on their unique strengths and strive to create compelling
content for each.