The Role of Staffing and Recruitment in Success of a Business

The Role of Staffing and Recruitment in Success of a Business

Staffing and recruitment go beyond just hiring a new workforce. The success of a business depends extensively on the quality of its employees as human resources are the gist of any organization. The terms staffing and recruitment are used interchangeably. However, there is a small difference between both. The term staffing is used in a broader sense and includes all activities from finding a suitable candidate to hiring them and retaining them while recruitment refers only to the selection of an appropriate person who might be fit for a job in an organization.

The set of activities that are covered under staffing and recruitment include inviting, selecting, placing, and retaining talented individuals to achieve long term organizational goals. Here’s why these activities matter in an organization and how they can lead to the success of a business.

  1. Human resources are vital.

Human resources are what make a successful. The quality and quantity of workforce decide the success of an organization. They can be considered as the most productive assets since they are responsible for carrying out all functions that run the business. Staffing and recruitment activities must be streamlined and well-managed in order to have the best people at work. Right from sourcing the candidates to placing them and retaining them can have a direct impact on the success of a business. The better the human resources, more profitable can be the business.


  1. Leadership opportunities.

The process of staffing includes many leadership opportunities for employees. These facilities allow the individual to pursue and satisfy their personal goals. Employee turnover is a worrisome aspect in many organizations and it has been observed that providing them with leadership opportunities keeps them at a job for a longer period. Not just filling in new positions but also retaining the old ones is one of the primary functions of staffing. A good leadership opportunity allows a candidate to view himself as a responsible and valuable individual.


  1. Keeping employees motivated.

To keep the employees motivated to give their best, financial rewards are not enough. They seek validation and acceptance from their superiors. Occasional recognition from managers can allow individuals to come to work with more enthusiasm every day. This zeal, in turn, reflects in their work and the businesses can benefit tremendously from it. Employees are better motivated to fulfill organizational goals when they are inspired.


  1. Better work efficiency.

Staffing and recruitment allow the right person to be at the right place in an organization. The right person here means someone who has the required skill set to fulfill the job responsibilities and is aware of organizational goals. Such a person will work towards achieving these goals on time and therefore, work efficiency of an organization increases. If an organization employs people who are not fit for the job, the efficiency suffers. To avoid all these glitches, it is important to have a good staffing process in place that takes care of the training and development of individuals from time to time.


  1. Competitive advantage.

An effective staffing and recruitment process gives an organization a competitive advantage over the other rivals. In the contemporary business landscape, the businesses face tough competition from competitors across the globe. An organization that is well-staffed is ready to face the challenges in such an environment. It is only possible for them to adapt to rapidly advancing technology if only their manpower is trained to do so. Skilled workers are tangible assets of an organization who can use their know-how to develop intangible assets. A good employee is not just someone who knows what to do but is also duty-conscious and farsighted.

Staffing and recruitment process determine who is fit for what job and then takes care of their appointment and retention. Having a good staffing process in place gives an organization an edge over the rivals. In simple words, it makes sure that organizational capabilities are in line with the market demands and if they are not, it strives to make it happen. To know more about how to implement an effective staffing process, contact us today.

7 Latest Recruiting Trends to Get the Best Talent

7 Latest Recruiting Trends to Get the Best Talent

With the advancing business landscape, everything is business is undergoing a change. Business processes are becoming more efficient. The recruitment industry is also changing. Candidates now have more power during the job search as compared to a few years ago. In this candidate-driven market, it is more about talent picking you than you choosing them.

The modern recruiting paradigm treats the candidates like customers and therefore, is giving rise to many new recruiting trends. Here are the seven top recruiting trends that will help you win the war of talent in 2019.

  1. Recruitment Marketing

Recruitment marketing refers to the implementation of marketing tactics in the recruiting process. Under this, the organizations use the marketing methods to attract the talent to apply to work with them. The current situation in the market has given rise to this trend. The businesses now extensively advertise and market themselves in order to find skilled people for the work.


  1. Inbound Recruitment

The contemporary shift in recruitment trends has made way for the shift from outbound recruitment to inbound recruitment. In the current scenario, reaching out to the candidates and offering them open positions is not the way to go. Today the organizations make efforts to proactively attract candidates so that they choose them as their employer. Therefore, the goal here is to attract and convert candidates. This is the recruitment trend that you should adopt if you are looking forward to hiring the best talent.


  1. Talent Pools

Talent pool refers to a database where the recruiters have kept all their top candidates. This does not only contain the job seekers who have joined with them or applied with them already but also contains the details of candidates who have been sourced and referred through various channels. This may also have the individuals who have willingly joined your pool for any future job opportunities. Whenever there is a new job opening, talent pools make it easier for the employers to find the employees who are fit for the job.


  1. Social Media Recruitment

Social media is now quite instrumental in the recruitment process. Social media channels like Facebook, Twitter and LinkedIn are playing an important role in finding talent. Social media recruitment is more than just posting job vacancies. It now has provisions to proactively search and apply for jobs. Organizations that have used social media for recruitment purpose have reported significant results as people are more upfront on these networks.


  1. Data-driven Recruiting

This method of recruiting uses past data and future predictions to plan and make decisions for recruitment. Data is the key here. New technologies like Applicant Tracking Systems allow the organization to get insights on what hiring strategy works the best. It is also used to find out what strategy might work best in a different scenario and what improvements need to be made. The main factors considered are hiring time, cost and quality.


  1. Talent Sourcing and Employee Referrals

Talent sourcing is a crucial strategy in the present times. Research has suggested that while there are 90% of people who are looking for new job opportunities but only 36% of them are actively seeking jobs. Talent sourcing differentiates these two kinds of candidates and you can focus on those who are actively looking for jobs.

Employee referrals are the job seekers that are referred to the organization by their employees. These are mostly genuine and talented individuals who are well-trusted by people who are already in the job.


  1. Collaborative Hiring

Collaborative hiring is a hiring method where the HR team and other departments come together to find and hire talent. It is considered extremely vital to improving the quality of the new hires. This is because, while HR is responsible to get the candidate on board, it is only the other departments where these candidates will work and therefore, they must fit in.

Recruitment is an ever-changing process and it is important to keep an eye on the latest trends to be able to attract the best people. Get in touch with us now if you need help with recruitment.

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 Process

Your Go-to Guide for Full Cycle Recruiting Process

Your Go-to Guide for Full Cycle Recruiting Process

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. 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.

2. 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

3. 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.

4. 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.

5. 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.

6. 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.

7. Getting the candidate On-board

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.