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Why Employers Use Social Media Recruiting

Why Employers Use Social Media Recruiting
Social Media Recruiting Finding the right job is a herculean task and it reminds me of this saying, “When you want to have something you’ve never had,  You have to do something you’ve never done.” Job Hunting: I would rather use the term ‘Job Hunting’ than ‘Job Searching’ because competition is so much so that you feel lost in the crowd. The job market scenario does not look very appealing in spite of being well-qualified for the respective positions. Everybody talks about ‘Cracking the Jobs with Hacking the Resumes’ and ‘Preparing a killer resume that is likely to pull you towards a dream job’. The sad part of the story is, “Dream jobs never exist and how can you land on something that is not there?” Of course, I go with you, ‘Resumes are indispensable for kick-starting the process; yet you need that extra something, which I would like to call the ‘J’ factor (people are getting bored of ‘X’ factor ‘J’ stands for job factor). Social Media Networking: Let me put it simply; you have to get noticed to capture the plum job. Market yourself in such a way that recruiters can never say no. Well, you guessed it right, “SOCIAL MEDIA NETWORKING” within quotes is the need of the hour and NOW-A-DAYS recruiters gauge the personality of the prospective candidates through social media networking sites like FACEBOOK, TWITTER AND LINKEDIN. Are you a people-person? Social media recruiting has become indispensable and most of the recruiting agencies overlook traditional chennels like employment exchanges and classiefieds and prefer the former source as the approach is more direct and focused. If you have a well-built profile in Facebook or LinkedIn your chances of landing on an enterprising job is guaranteed. Further. if you are an active member of a LinkedIn group or a Google Community, you stand a bright chance to capture the attention of big recruiters searching for the right talent. How prepared are you? The question is ‘How prepared are you to link a bait’ and ‘What are your chances?’ Social media recruiting has become a routine process in most of the ‘top-most’ companies and if you are not aware of the significance, you have everything to lose. Try to understand that, 40% of people socialize more online than they do face-to-face, 100.000 tweets are sent, 2 million queries are searched on Google and 684.478 pieces of content are shared on Facebook every minute. (Statistics courtesy- http://www.onrec.com/) Bumper Benefits for the recruiter: By using social media as a recruiting source companies straight away Cut the exorbitant outsourcing bill payments to external HR agencies as this is completely free Direct contact with the candidate and can assess his personality first hand Word of mouth referrals through social media (Social media is modern day word of mouth marketing) do the companies and employers Himalayan good by making prospective candidates stand in queue before them which otherwise proves to be a tough and expensive task. There is less spam as the communication is transparent that proves to be a win-win situation for both, the employer as well as the potential candidate Employers can bang on their potential targets by clear-cut job specifications and LinkedIn proves to be the top most destinations for social media recruiters. Social media recruiting fits companies of varying sizes and spheres In a single click the employers and recruiters have access to almost all information needed to write an authentic ‘Biography’ about you. If LinkedIn profile supplies professional information, Facebook shows your personal side. It raises a question though, ‘Are you social media-responsible?’, In other words ‘Are you behaving properly in the virtual space? The Power of...
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Basic Trends in HRD

Basic Trends in HRD
Basic Trends in HRD – #Human Resource Development The basic motive of HRD would be to develop an enduring and healthy #work culture. It should also take into its fold the #training and developmental aspects of the workforce that forms the significant segment of the organization. It is a means to improve the overall organizational effectiveness but not an end in itself. HRD Philosophy: The philosophy of an organization is understood through #policies and operations and not merely through its programmes. HRD policies, #plans and action must commence from business #strategy. The key to the success of HRD is undoubtedly good industrial relations enhanced by effective #employee participation and existence of good #collective bargaining machinery. A Source of Motivation: Though #man power planning, training and #appraisal seem to be the core activities of HRD, it must also be used as an instrument for changing the work culture and motivating the workforce. This considerably improves the network of communication resulting in a sea change or turn around in terms of employee participation and #commitment. Concept of HRD: The #business environment is dynamic and so are the demands of the market. It is but important to review the organization structure to meet these demands of the changed environment. To establish and endure a #productive work culture to bring about improvements in organizational as well as technological disciplines. To train and develop employees in new skills for new #technology advanced operations and effective #performance. To bring about progress in the motivational #climate of the organization To bring the systems and procedures in line to deliver the expected results To reinforce participative culture and safety systems To maintain peaceful industrial relations in the production environment To revamp man power planning in order to match the individuals with jobs to #optimize utilization of available skills. Changing Environment: The process of HRD is directly linked to OD to facilitate the development of an organization in totality. To restructure organization in terms of #physical resource, #monetary resource and technology, one has to first understand the changes happening and challenges existing in the immediate external environment. Some of them would be #Competitor Pressure #Globalization of markets Rising aspirations of people at large Governmental policies etc., How has HR used #social media? A relatively late-adaptor, HR has largely used social media in recruitment…and indeed how!!! – In 2010 in US, only 6% of companies were using social media for recruitment, now that has exploded to 89% – 82 of the Fortune 100 companies uses the corporate hiring solutions of #LinkedIn – About 21% of working professionals are looking for a job – social media helps companies tap into the other 79% as well. Bullhorn’s 2012 Social Recruiting Activity Report says:“A #Twitter follower is almost 3 times more likely to apply to a job posting than a LinkedIn connection and 8 times more likely to apply than a #Facebook friend.” Human Resources professionals understand that social media ishere to stay…That’s the easy answer!!!The challenge is integrating use of a cohesive, relevant andeffective social media strategy aligned to the overall HR & business strategy of the organization. Information Courtesy – by National HRD...
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