Job Posting! One step closer to finding your suitable candidate

Have you ever thought of  how do businesses inform others about their employment openings? It's none other than by job posting.

Employers or recruiters generate job listings as advertising to list open positions within their organisation.The job title, job description, necessary skills, duties, expected compensation, and application procedure are all frequently included in job postings. The goal of job listings is to draw in suitable applicants who are eager to work for the company and meet the position requirements. By sending in their resume, cover letter, and any further documents requested by the company, job seekers can apply to these positions.

Starting with one of the most traditional and trusted means of media, The print media such as newspapers, pamphlets, brochures etc are an effective way for attracting individuals who might not be actively looking for work online and for reaching a large audience. In more rural or distant places, not everyone has access to the internet or a computer. A more accessible option for job seekers to look for openings is through print media.

 But is print media the only way to reach the job seekers? Not really.

 Stay tuned for additional information.

Job Description! A guideline to simplify hiring process

Job description, the word itself sounds quite well built. In simple words, it is a written document that explains a certain position's duties, responsibilities, and criteria. It is a crucial tool for both employers and employees since it helps to ensure that everyone understands what is expected of them.

The ideal candidates for the role may be drawn in by a compelling job description. It gives prospective employees a clear image of the responsibilities of the position and the training and experience needed for it.

The obligations and specifications of a specific job are succinctly and clearly laid forth in a job description. Employers can create training plans that are customised to the needs of the individual by determining the precise knowledge and skills needed to do the job successfully.

This was all about why job description is required but the real question still remains unanswered. What all should be included in a job description?

Job description should include all of the following:

Job title

Location

Job purpose

Qualifications

Skills and experience

Responsibilities and duties

Working conditions

Compensation and benefits

Company culture

Application instructions

Closing Date

Interview Process

Hope this helps!

Employee Reference! A much needed recommendation

 Employee Reference - A term that means a declaration or evaluation made by a former employer regarding a current or former employee's performance at work, character, and credentials. An employee reference is used to assist prospective employers in making well-informed hiring decisions.References can also provide details about a candidate's moral character, such as their reliability, credibility, honesty. 

For positions that demand a high degree of trust or involve handling sensitive information, this can be particularly crucial.  Employee references can help the hiring process be more efficient by giving a quick approach to screen applicants and acquire more data.Potential employers can lower the risk of employing a candidate who might not be a good match for the position or who might have a history of bad behaviour by verifying references. In the long run, this can assist prevent expensive turnover and legal problems.

In conclusion, employee recommendations can be a useful tool for businesses in making knowledgeable recruiting decisions and ensuring that they are employing competent, reliable people who are a good fit for their organisation.

A Pro Tip: Internal Hiring! The goldmine of trusted and trained candidates.

Internal hiring is the practise of filling job gaps within a firm by promoting or transferring existing employees rather than employing new individuals from outside the organisation. Internal hiring has various advantages, including lower recruitment costs, shorter hiring schedules, and increased employee morale and retention.

But why do companies opt for internal recruitment?

Initially, companies hunt for qualified people to fill open positions. After a given period, the hiring process begins, and candidates are hired. Companies prefer to hire from within if a given industry is short on candidates. This is quite beneficial in numerous ways.

Internal recruiting strategies must ensure that roles are easily available to qualified internal applicants and that recruiters are aware of these talent pools in order for recruiting teams to successfully recruit internal candidates.  

Overall, employees who are expanding their abilities through training, whether on their own or by learning from others, can provide qualified talent for available roles within a workforce.

Budgeting For Recruitment And Hiring!

Allocating money for the various costs connected with the recruiting and recruitment process is part of the budgeting process. This entails posting job openings, screening applicants, conducting interviews, running background checks, and onboarding new employees.

The spending plan for hiring and recruiting may include cover costs for employee referral programmes, job fairs, and headhunters or recruitment firms. It might also pay for benefits for new recruits as well as costs for training and relocation.

The terms "on payroll" and "off payroll" refer to how an employee is paid and the associated tax consequences. The employment and recruitment process may also be affected. When someone is described as being "on payroll," it means that they are either a full- or part-time employee of the business. Regular payments and perks like health insurance, retirement plans, and paid time off are provided to these workers. Off payroll refers to those who are not employed by the company, such as independent contractors, consultants, or freelancers. These people must pay their own taxes and are not entitled to the same perks as workers.

Overall, organisations can identify the kind of person they require for a certain function by understanding the distinction between on payroll and off payroll when it comes to hiring and recruitment.

Analysis of Hiring Needs!

The first and most important stage in ensuring a smooth and error-free hiring procedure is to carry out the process in a methodical manner. As a corporation, it is critical to understand what kind of criteria we needed in the organisation. To examine vacancies in the organisation, one must first look through all of the sectors and then segragate those that require some form of employment.

Finding a good applicant and achieving both short- and long-term company goals are made easier when recruiters are aware of the real requirements for hiring.

A company's favourable outcome, financial benefits, and reputation are largely determined by its personnel and their abilities. 

As a result, the hiring team or company must identify their recruitment needs in a timely and precise manner.It is critical to review and research the actual employment needs on a regular basis. Before you begin recruiting, make a list of all the facts, priorities, goals, aspirations, and potential problems.

Eventually, analysing a vacancy entails reviewing the job's criteria and identifying the skills, experience, and qualifications required for success.

Window shopping of jobs: Offer shopping!

Offer shopping, though the term in itself is not self-explanatory but it precisely means that it is the practice of conducting numerous interviews to find the best job offer and then using that offer to demand a rise in the current job, make a switch, or bargain with prospective new employers. While we indulge more into this, there is actually a broad perspective associated with it.

When we go for shopping, it is a cognitive human behavior to actually go through a lot of options and then deciding the best one amongst them. Likewise, a candidate can try out a couple of different options before applying for any particular job. They want to take their time, figure out pros and cons of each job opportunity and then make a call according to their requirements.

Candidates typically use this opportunity to gain confidence for future interviews or to get better employment. When a recruiter spends many hours shortlisting the top candidates and scheduling interviews, it becomes a nightmare when candidates waste their time and have no intention of joining the organization.

As an ending note, when a candidate shop offers, everyone around him suffers. Time, effort, money, resources and trust – all these factors take a backseat.

Moonlighting: Pros and Cons.

Moonlighting can be both good and bad, depending on the circumstances.

On one hand, moonlighting provides additional income, which is beneficial for individuals who strugle to make ends meet or who are saving up for a specific goal. It allows individuals to gain experience in a different field or industry, which leads to new opportunities or career growth.

On the other hand, moonlighting has negative consequences, particularly if it interferes with individual's primary job. Moonlighting can lead to decreased productivity, burnout, and even conflicts of interest if the second job is in the same industry or involves confidential information. In some cases, moonlighting may also be prohibited by an individual's employment contract or company policy.

All in all, whether moonlighting is good or bad depends on the individual's unique circumstances and the impact it has on their primary job, personal life, and overall well-being.

Stable employees: The key to company success.

Employee stability is crucial in the success of any organisation. Stability in the workforce provides numerous benefits, including:

Consistency: When employees are stable and stay with the organisation for a long time, they provide a consistent and predictable source of talent. This allows the organisation to maintain a high level of quality in its products and services.

Efficiency: Stable employees are more efficient than new hires because they have already been trained and have developed an understanding of the organisation's operations. This leads to increased productivity and cost savings for the company.

Loyalty Employees who feel stable in their jobs are more likely to develop a sense of loyalty towards the organisation. They are more committed to their work, are less likely to leave, and are more likely to go above and beyond in their duties.

Knowledge retention: Stable employees have a wealth of knowledge and experience that is valuable to the organisation. This knowledge is retained within the organisation when employees stay for longer periods.

Culture preservation: Long-term employees help preserve the culture of the organisation. They understand the values, norms, and behaviors that define the company, and they can pass these on to new employees, helping to maintain a positive and productive workplace culture.

Stable employees are a solid foundation and a great asset for the organisation.

Notice period : a fact; not myth

When it comes to leaving a job, serving a notice period is often a requirement. It is a professional courtesy that allows your employer to find a replacement and transition your workload smoothly.

Serving a notice period is a contractual obligation. Failing to fulfil this obligation could lead to legal consequences and damage your professional reputation. If you breach your agreed contract, your employer may withhold your salary, bonuses, or any other benefits.

Secondly, serving a notice period is a professional courtesy. This helps maintain a positive relationship and may even lead to a positive reference in the future. It is a chance to tie up loose ends.

Serving the notice period reflects your commitment to your work as well as your professionalism and integrity. By fulfilling your notice period, you demonstrate that you are a reliable and trustworthy employee.

Some employees may view the notice period as unnecessary. However, leaving without serving a notice period may create an unfavourable impression on your resume and affect your future job prospects.

Respect is a two-way thing, you get it only when you show it.

CTC - Cost to Company

Have you ever thought about what CTC is? CTC is a widely used term, but we are sure very few will be aware of its exact meaning and components. This blog explains the use and importance of CTC.

The whole sum of money that a business spends on an employee, including salary, fringe benefits, and any other costs incurred on their behalf, is known as the "cost to company" (CTC).

Now the question comes, what is CTC consists of and why is it so important? CTC is the budget for an employee. CTC includes benefits like health insurance, retirement benefits, and other perks too along with the employee's base income and any bonuses, incentives, or allowances.

The CTC is crucial because it provides a clear idea of the overall cost of the job to both the employer and the employee. Additionally, it aids the business in planning and budgeting the expenses related to recruiting and retaining staff. Additionally, it develops a sense of responsibility in an employee.

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First impression is the last impression!

As a business owner, are you concerned that your new employees are quitting? Are you being ghosted by the candidates? If yes, then it's high time to think about it and improve the candidate's first impression of the company, which means starting work on the onboarding process.

Effective onboarding gives new hires incentive and motivation to succeed. Happy and satisfied employees will stick with the organisation for a longer time. Nowadays, employee satisfaction is valued more than money.

Keeping an effective and short onboarding process makes it easy for new employees to get adjusted at the workplace. Making the onboarding process more compact, having a realistic idea of the job, and personalising the experience will all, help you improve the onboarding process.

Start working on the onboarding process before its too late.

Fast hiring process is must!

Are you worried for the time spent during hiring process? Are you also missing out on great candidate?

The time to hire is the key matrix in the hiring process. There are only 30% organisations which are able to finish the hiring within 1 month. Average time to hire taken by the organisation is 1 to 4 months.

Taking too long for the hiring process increases cost per hire and reduces the chances of getting great hires for the company. As per study, many candidates loose interest in the job due to long hiring methods.

Here are the few tips to reduce the hiring time:

Collection of data: Collect relevant data from the candidates at the first step. This will help you to sort the candidates and identify suitable candidates for the job.

Build a talent pipeline: Start collecting profiles from social media or previous applications and keep them in pipeline. This will help you to create your own data base and reduce the hiring time as you will have access to the candidates CV.

Follow these steps and reduce hiring time. Recruitment consultants like AideWiser can also be of great help to reduce hiring time. Share your requirements with us!

-Mayuri Shende

Candidate shortlisted by you is already shortlisted by some other vendor?

Candidate shortlisted by you is already shortlisted by some other vendor? Is this happening regularly with you as a recruiter? Don’t worry! This is very normal for a recruiter. But if this keeps happening, then you might lose the client.

If some other recruiting vendor is scheduling an interview for your candidate, then it is not good for your company profile. Here are the two solutions for this issue;

• Sourcing: Start sourcing profiles where no other recruitment agency is looking. Social media can be of great help here. Social media can tell you if any other agency has posted the same job or not.

Check the comments on the post. You can sieve out those candidates who have commented on the post.

• Framing right questions: During the preliminary discussion, you can ask the candidate whether they have applied for the company or whether they got a call for the same role. If they say yes, then ask them other details such as location, designation, name of the vendor firm, etc. 

Duplication of candidates is a waste of time and money. Duplicate candidates will destroy your image in the eyes of the client.   

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Relocation issues

Are candidates not ready to relocate? Are you missing out on great candidates due to relocation?

The key here is to have the skills and resources to attract qualified candidates, and to help them understand perks of relocation. As a hiring manager, you need to sell the job and location. Also, understand their perspective by understanding their challenges for relocation. Here are a few things;

• Company culture: People prefer to work for an organisation having a great culture. Employees want to work in a positive environment where they learn new things. As a hiring manager try to highlight company values to the candidate.
• Offer flexibility: Relocation is a big decision for the candidates. Offering flexibility makes it easy. Be flexible with dates and office hours for the initial period.
• Benefits: Offering more benefits like relocation bonus, joining bonus, helps with accommodation can attract candidates to join the organisation. As a hiring manager, be ready to negotiate on the financial part.

As a hiring company, you can’t think only about the needs of the company, the need of candidates is equally important. Think about it and make the relocation easy for the candidates too!

Follow AideWiser for more such hacks.

-Mayuri Shende

Candidate shortlisting

Candidate shortlisting is the cornerstone of the recruitment process. If you create a perfect shortlisting strategy, hiring will become very easy. Creating a shortlisting method can streamline the screening process and help to shortlist the best candidates.

In recruitment process, shortlisting is the next step of screening. Before interviewing, candidates are shortlisted on the basis of CV, skills, seniority levels etc. Here are the quick tips to follow while shortlisting the candidates.

• Shortlisting criteria: Decide the criteria as per job description and stick to the criteria while looking at the resume. Criteria can contain educational level, years of experience, language fluency, location.
• Create a matrix: Design the matrix with mandatory criteria and technical skills, notice period etc and take decision based on the matrix.
• Intimation to candidates: Notify the shortlisted candidates with congratulation message and further actions or process. Also, rejected candidates should be informed with the valid reason.

To improve the productivity of shortlisting process, many software can be used. This software reduces the time of hiring and improve quality of shortlisting.

Follow AideWiser for exciting recruitment hacks!

-Mayuri Shende

Soft Skills

Have you ever considered what makes a good recruiter? Or, which soft skills do recruiters require?

The need for skills in the company is changing day by day for every industry and every department. Then why will recruitment be an exception? Companies nowadays are focusing more on transferable skills.

As per recent studies, adaptability, problem-solving and communication are the major soft skills that companies are looking for in recruiters. As a recruiter, these are the must-have skills to identify the top talent for the business.

Being a successful recruiter involves continuously learning and improving your skills, whether technical skills like working with new recruiting software or soft skills like presentation & active listening.

We have an experienced team of recruiters with the skills.

Try using our expertise to hire a suitable talent for your business!

-Mayuri Shende

Transformation is not a future event, it’s a present-day activity!!

Have you noticed changes in the recruitment process post-pandemic? Is this a permanent change? Not only the recruitment process but every process at the workplace has changed drastically.

The recruitment process, the daily schedule of an employee, hiring requirements, work setup, and employee expectations everything changed. Majorly, three areas got impacted;

Changes in hiring needs: Few industries faced mass laid offs however other industries demanded new people. Due to lockdown scenarios, many companies had to shut down their operations permanently which forced them to put a hold on recruitment needs.

Change in the recruitment process: Due to the lockdown, the isolation company started working from home for all their employees. So, there was no option left to conduct virtual interviews and virtual onboarding programmes. Shifting a complete recruitment process online was a big challenge for the companies.

Are you ready to face the challenges due to these changes?

Don’t worry; AideWiser - your go-to Hiring Partner is with you!

-Mayuri Shende

Social media hiring: A new trend in industry!!

Not getting enough applications? Not able to find the suitable candidates? If there are billions of people using social media regularly, then why should recruiters stay behind? The finest free tool for talent identification is social media! You should take advantage of it as a recruiter and put tactics in place to enhance your hiring strategies.

Social media recruiting refers to the use of social media for job posting, research, and networking to find top talent throughout the world. The advantages of using social media for recruitment are as follows:

Job visibility: The major and most significant advantage of social media is that job postings may be distributed across all channels to attract the best candidates. The entire world will be notified of the open vacancies in just a few clicks.

Customised job posting: Jobs can be posted on social media with questions that are specifically tailored to the experience level, industry, and job description. This aids in obtaining more relevant job profiles.

Connecting with the potential candidates: Prospective candidates can be contacted immediately through social media, which aids in communication and in establishing a context for conversation.

LinkedIn is the most successful network for hiring because it was created with job searchers, employers, and company owners in mind. Also, this platform provides a wide range of search options that can be used for hiring personnel.

We at AideWiser utilise all the social media platforms to hire the right candidates for your business!

-Mayuri Shende

Automation is important to amplify human efforts!!

Why to do hard work when you can perform smart work with the help of software? Now a days, smart work is preferred over the hard work. Same applies to the HR industry also.

Use of automation, makes your life easy and in turn you invest more time in doing more productive tasks. HR software helps you to shortlisting of the candidates, automate replies to the candidates, tracking of interviews, performance in the interviews etc.

Here are the most important benefits of using the software in HR industry.

• Less paperwork: Use of automation reduces paperwork which indirectly saves environment and reduce your work as well.
• Data driven decision: Automation helps maintaining and analysing large amount of data in few seconds. That provides pointers to take data driven decisions.
• Easy for employees: A lot of pre-boarding and post-boarding activities can be simplified by Automation. That makes life of employee easy and maintains consistency across different branches.
• Security: Automation maintains security of the data. Employee’s data is very much secured with the software as it has password protection and limited access. Its very important at the time of onboarding and off-boarding employees.

HR data plays a critical role in shaping business strategy. And hence automation helps to increase your overall business performance too!

-Mayuri Shende