How to Source Candidates for an Effective Recruitment Process?

How to Source Candidates for an Effective Recruitment Process?

Staffing and recruitment process decides the success of an organization since the quality of human resources decides how far a business goes. Therefore, it is a crucial process and requires proper planning to achieve the best outcome. It all begins with sourcing the candidates.

All successful organizations have a good recruitment sourcing strategy in place. A recruitment sourcing strategy can be defined as a technique that is used to identify viable candidates for hiring needs. This strategy comprises multiple tactics to find out candidates who can be pursued for the further hiring process. There are a number of factors that help shape an organization’s sourcing strategy, which include:

  • Type of candidates needed.
  • Who is recruiting (the organization itself or an assigned third-party recruiter)?
  • Resources availability.
  • Any specific preferences of the organization.
  • Previous statistics of success of the strategy being implemented.
  • Time-frame and urgency of process.

Here are a few best sourcing techniques being used by recruiters in the industry.

  1. Recruiting Database

Whether the recruiting authority is in-house or a third party, they have their own record of candidates along with their contact information, which is known as recruiting database. When a new job order comes, the recruiting database is the first place the candidates are sourced from. A better and updated recruiting database is, therefore, important to get quality candidates right at the first step.

 

  1. Online Job Postings

Online job postings or what are known as job portals are good methods of sourcing when you are looking for active job seekers. The opinion of companies varies when it comes to job boards. Some find them extremely effective while others believe that they overlook the passive job seekers. It is believed that passive job seekers are mostly the top performers at the current jobs and while they might be looking for a change, they don’t pursue it actively. Therefore, leading organizations go beyond job portals to source candidates.

 

  1. Social Media

Social media is now playing a crucial role in the staffing and recruitment processes. From job listings to final placement, each step along the process is made easier by various social media platforms. LinkedIn is a social media platform that is specifically designed to help job seekers and organizations look for each other. It has emerged as one of the effective platforms for recruitment of good-quality candidates. Since, candidates can have their own detailed profile on LinkedIn, sourcing candidates from it is easier.

 

  1. Referrals

Referrals never get old. It is still one of the most effective sourcing strategies. Although the number of candidates that come via referrals is not high, the quality is better as compared to the other methods of sourcing. Some organizations recognize this and pay their employees per referral if the candidate is hired. The success of this method lies in the fact that when someone refers to a person for a job, there are good chances that they have already seen them perform well at a similar job.

 

  1. Recruiter Network

A recruiter network can be defined as a network of organizations or recruiters where the details of candidates and job orders are shared. This helps the organizations to benefit from each other. The shared network allows the recruiters to see what type of candidates are there in the market and how they can benefit from them. The market today is dominated by candidates and recruiter networks allows the recruiters to benefit from the same.

 

  1. From Within the Organization

Lastly, the organizations look within their employees to find people who can be the right fit for another job within the same company. In this case, they don’t need to source candidates from other places and will only need to convince their employees to consider the job position in question.

Sourcing is just the first step in staffing and recruitment process. Organizations that do it right are more likely to find high-quality candidates than those who go without planning. The internet presents vast sources for finding appropriate candidates. Therefore, you might want to go an extra step to find people who will build the foundation for the success of your business. If you need help with sourcing, contact our experts at MarkSpace Media.

Your Go-to Guide for Full Cycle Recruiting

Your Go-to Guide for Full Cycle Recruiting

If you are a business, you must understand that recruiting is not just about finding someone who is eligible and is looking for a job. It is an elaborate process that includes various steps. In the modern business landscape when marketing is getting complicated and organizations are expanding, it becomes a tedious job to recruit new people. This is why businesses now hire full lifecycle recruiters who are responsible for finding people that are a right fit for them.

Full lifecycle recruiting can be defined as a complete recruitment process where a recruiter is responsible for every step from accepting a job order to handing over chosen candidates to the client. In simple words, it is a multi-step process that is aimed at job placement. If you are a full lifecycle recruiter or are looking for one, here is your complete guide to understanding the process.

  1. Job order

The first step of full lifecycle recruiting is getting a job order from the client. This includes receiving a complete job description and other requirements from your client so that you are clear what you are looking for. You might need to rewrite the job description if the essential requirements are missing from it. In this case, you need to sit with the client to get the required details as the beginning of the whole process is an important step.

 

  1. Sourcing the candidates

The second step of the process requires you to find the candidates that might be looking for a job and match the eligibility criteria for the position that you are recruiting for. For sourcing the appropriate candidates, you have to look for them at more than one place. Some of the ways include using a recruitment software, looking for people on job boards, scouting the social media, and getting lists at job fairs. The idea is to not to limit your search to job portals but find people in as many places as possible.

 

  1. Screening

Next step is to narrow down the list of candidates based on your requirements. This process is called screening and may comprise of some sub-processes. You need to filter out the unqualified candidates and pass along the people who can fit in the job. You need to pick up the candidates based on their resumes and qualifications.

 

  1. Interview

Once screening is done, the selected candidates go through multiple rounds of interviews. These can be in written form or face-to-face. Sometimes there can also be phone interviews. Candidates are asked questions to determine whether they possess the right skills and if they will be able to adopt the organization’s culture.

 

  1. Job offer

Once interviews are done, you will have a list of candidates who are fit for the job. The next step is to handover a job offer to each one of them. This step will also include sharing the terms and conditions of the job, salary offered, duties of the job, and other important details. You might have to negotiate a salary with the candidates too.

 

  1. Placement of the candidate

The candidates who are willing to accept the job offer go through the placement process in the next step. To complete the recruitment process, placement is important. The candidates who decline the job offer are not considered in this step. As a full lifecycle recruiter, it is important for you to see the process through the last step. Most of the recruitment processes end here.

 

  1. Getting the candidate onboard

Some recruiters go an extra mile and become the part of the process of getting the candidates onboard. A successful placement is one where the hired candidates want to stay with the company for a long time. Recruiters, as a part of the onboarding process, can answer the questions of the new hires and make sure they are comfortable.

Full lifecycle recruiting is being opted by growing businesses increasingly because it delivers brilliant results and is also cost-effective. Not only does it save time and efforts but also helps in hiring quality candidates. If you need more insights into the process, get in touch with MarkSpace Media today.

How to Recruit a Recruiter

How to Recruit a Recruiter

With growing business comes a huge number of issues, responsibilities, and tedious work to do. In such a scenario, wasting your valuable time and resources in hiring new people might not be a good idea when there is already a wonderful alternative to that. The modern business landscape has given birth to recruitment outsourcing, which can be defined as the process of hiring a qualified team of individuals who are well-trained in the hiring process and therefore, help you in hiring the candidates that are fit for the job at your organization.

Considering a third-party recruiter can save your time, efforts, and resources, which can be used for the growth of your business instead. However, there are a few parameters that you must evaluate your recruiter on before giving them an important job of hiring people for you. After all, human resources are the most important aspects of any business. Here is what you must find out about your recruiter.

  1. Find out their internal turnover rate.

Start with finding internal turnover rate. In the world of easy communication and the internet, it is not difficult to find out enough about a hiring agency. Look at the employee turnover rate trends. The idea behind this is that people who are not passionate enough about their job may hardly care about your business. However, those who love what they do will make sure that the candidates they choose for you are also equally passionate and skilled. Better the turnover rate, more skillful is your recruiter.

 

  1. The sourcing strategy they use can tell you a lot.

Next, you must also determine through meetings and other inquiries the methods they use to source their candidates. Make sure that they are not just the job portals and LinkedIn because that is where most of the non-competent recruiters go. The recruiter you are looking for should go beyond the job portals to find candidates that might fit in the job you are offering.  They must have a proper sourcing system to make sure that they don’t miss the right talent. They should know how to connect with even passive candidates.

 

  1. What they do about finding a candidate’s cultural fit?

Further, finding the candidate’s cultural fit is something that not all recruiters do and is yet one of the most important qualities recruiting talent. Cultural fit is important for the long-term benefit of the organization as well as the candidates. People who do not culturally fit in a company do not stay longer. The right candidate should be able to adopt the organization’s culture and make a positive development. And as a recruiter, it is their duty to find those who fit.

 

  1. Team dynamics matter.

Team dynamics are more important than they appear to be. Candidates can very easily judge if your recruiters are working against each other or helping each other do a better job. This gives them an impression of how your company culture might be. Therefore, it is very important to make sure that recruiters’ team dynamics are positive and cordial.

 

  1. Social media skills in the modern business landscape are crucial.

In the modern business landscape, social media has a big role to play in every aspect including recruitment. Your recruiters should be able to harness the power of social media completely to perform brilliantly at their job. This will include all processes including sourcing the right candidate to staying in touch with them till the end. Social media tools are a great help in maintaining a relationship with the candidates.

 

  1. Recruiter’s overall knowledge of the process

Most importantly, your recruiters should have good knowledge of the whole recruitment process and must have a system in place to carry it out efficiently. They must have people assigned to particular jobs who are best at them. Find out more about them from the companies they have previously worked with.

The bottom line is that recruiting a recruiter can be a real game changer for your business provided that you have a right team working for you. For more information on recruitment outsourcing, watch this space.

Essential Visa and Eligibility Requirements to Work in the USA

Essential Visa and Eligibility Requirements to Work in the USA

If you are a foreign national interested in working in the USA, there are several work visa options available for you. Working in the US requires legal approval and you have to go through the proper procedure before you are accepted for employment there. The types of work visas available include green cards, temporary work visas, seasonal work visas, and exchanger worker visas.

Your eligibility for a certain type of visa depends directly on the type of work that you do. Some rules are specific to your relationship with the employer and your country of origin. To obtain authorization to work in the USA, it is important that you understand completely about the USA work visa and meet all the requirements. Staffing and recruitment companies like ours can help you understand this in detail.

What is USA Work Visa?

A visa, in general, is a document that provides you authorization to travel to and admittance to the country of your interest. The USA visa of any kind provides you entry to the country and the type of visa decides the further terms of your stay there. It must be noted here that having a visa does not guarantee entry to the USA. It only means that a USA consulate officer has established that you are eligible to seek the entry.

The USA work visa allows you to legally work in the country. Again, depending on your visa rules and regulations, your terms of employment in the country may differ.

Permanent Residents (Green Card Holders)

The USA may grant you permanent residence, also known as a green card, based on your job or offer of employment. Besides this, there are lottery programs too that provide a limited number of green cards each time draw occurs. Having a green card makes you legally authorized to be employed in the USA. However, some jobs require a certification from the US Department of Labor that shows no American workers are displaced by foreign workers.

The Exchange Visitors

As the name suggests, the US Exchange Visitor non-immigrant visa is granted to the individuals to allow them to be a part of work and study-based exchange visitor programs. The visitors eligible for this visa include scholars, teachers, interns, trainees, college students, camp counselors, au pairs, physicians, and professors.

The H2-B Visa

The US temporary Non-Agricultural Visa or the H2-B visa applies to people of foreign countries to work in non-agricultural fields, provided that there are not enough local laborers fit for the positions under consideration. There is always a cap on the visas granted in this category and applies to the job at ski mountains, hotels, amusement parks, and beach resorts.

The H1-B Visa

The US Temporary H1-B non-immigrant visas are granted to the educated and skilled individuals who are working in some specialized jobs. The H1-B visa allows a foreign national to work for a certain employer in the country on a temporary basis.

The H2-A Visa

The US seasonal agricultural visa, also known the H2-A visa, is provided to the agricultural workers from foreign countries to authorize them to work in the USA on a temporary basis or for a season. This is only granted when there is a shortage of domestic workers.

The Employment Authorization Document

After you have been granted an appropriate visa to work in the USA, there is another document that is required to work in the country. Officially known as an Employment Authorization Document (EAD), it is a work permit that proves your eligibility to work there. In simple words, this is legal proof that you can show your employers. This might has to be renewed after a certain period of time.

The above-listed information is a brief account of different work visas that are granted by the USA to the foreign nationals willing to work in the country. Each of these visas has separate requirements and must be carefully read and met in order to qualify. For further details about any kind of these visas, you can get in touch with us.