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This article by Hppy | Employee Engagement and HR Publishing talks about how to cut recruitment costs without sacrificing quality: 1. Internal Referrals: Encourage employee referrals, offering rewards and clear guidelines. 2. Social Media: Use platforms like LinkedIn and Facebook to reach the right candidates and showcase company culture. 3. Employee Retention: To reduce turnover, focus on retaining employees through fair pay, growth opportunities, and flexibility. 4. ATS Software: Implement Applicant Tracking Systems to automate tasks and streamline the hiring process. 5. Career Portal: Improve your company’s career page with clear job listings and a seamless application process. These strategies help reduce costs and improve recruitment efficiency. https://lnkd.in/dASX5Bsp #RecruitmentEfficiency #CostEffectiveHiring #InternalReferrals #SocialMediaHiring #EmployeeRetention #ATSSoftware #CareerPortal #HiringStrategies #RecruitmentTips #TalentAcquisition #SmartHiring #HRTech #ReduceHiringCosts Richa Shah

🤔 𝐌𝐲𝐭𝐡 𝟏: 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐀𝐠𝐞𝐧𝐜𝐢𝐞𝐬 𝐀𝐫𝐞 𝐓𝐨𝐨 𝐄𝐱𝐩𝐞𝐧𝐬𝐢𝐯𝐞 Many businesses perceive recruitment agencies as costly, but this overlooks the hidden costs of a bad hire, which can significantly outweigh the agency's fee 👉 𝐑𝐞𝐚𝐥𝐢𝐭𝐲: 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐀𝐠𝐞𝐧𝐜𝐢𝐞𝐬 𝐒𝐚𝐯𝐞 𝐌𝐨𝐧𝐞𝐲 𝐢𝐧 𝐭𝐡𝐞 𝐋𝐨𝐧𝐠 𝐑𝐮𝐧! 𝟏. 𝐏𝐫𝐞𝐯𝐞𝐧𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐚 𝐁𝐚𝐝 𝐇𝐢𝐫𝐞 A poor hiring decision can cost a company up to 30% of the employee's annual salary. These costs include:   - Reduced productivity during the vacancy and retraining period.   - Recruitment and on boarding expenses for replacements.   - Negative effects on team morale and performance.   𝐄𝐱𝐚𝐦𝐩𝐥𝐞:  Hiring a mid-level manager with a ₹10 lakh annual salary, who turns out to be a misfit, can cost ₹3 lakh or more in lost productivity, replacement costs, and training. This loss far exceeds the typical agency fee, which is often a fraction of the annual salary. 𝟐. 𝐀𝐜𝐜𝐞𝐬𝐬 𝐭𝐨 𝐏𝐫𝐞-𝐕𝐞𝐭𝐭𝐞𝐝, 𝐒𝐤𝐢𝐥𝐥𝐞𝐝 𝐓𝐚𝐥𝐞𝐧𝐭 Recruitment agencies specialize in identifying candidates who match both the technical and cultural needs of a company. This minimizes turnover and ensures a better-quality hire.   𝐄𝐱𝐚𝐦𝐩𝐥𝐞:  A company unable to find a qualified software engineer for three months may lose project revenue or risk missing deadlines. A recruitment agency could identify a suitable candidate in weeks, preserving the company's growth and reputation. 𝟑. 𝐓𝐢𝐦𝐞 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐢𝐧 𝐇𝐢𝐫𝐢𝐧𝐠 Open positions drain productivity. Recruitment agencies streamline the hiring process by handling:   - Job advertising.   - Application screening.   - Initial interviews.   - Verification of qualifications.   𝐄𝐱𝐚𝐦𝐩𝐥𝐞:  Filling a crucial sales role in 15 days through an agency, versus 45 days through in-house efforts, can result in substantial revenue retention. 𝐅𝐢𝐧𝐚𝐥 𝐓𝐡𝐨𝐮𝐠𝐡𝐭 The misconception that recruitment agencies are expensive overlooks the significant savings and value they bring. They help companies avoid bad hires, reduce time-to-hire, and improve workforce quality. _"𝘼 𝙨𝙢𝙖𝙧𝙩 𝙞𝙣𝙫𝙚𝙨𝙩𝙢𝙚𝙣𝙩 𝙞𝙣 𝙧𝙚𝙘𝙧𝙪𝙞𝙩𝙢𝙚𝙣𝙩 𝙩𝙤𝙙𝙖𝙮 𝙚𝙣𝙨𝙪𝙧𝙚𝙨 𝙨𝙪𝙨𝙩𝙖𝙞𝙣𝙖𝙗𝙡𝙚 𝙜𝙧𝙤𝙬𝙩𝙝 𝙩𝙤𝙢𝙤𝙧𝙧𝙤𝙬."_ #RecruitmentMyths #SaveWithExperts #BusinessSuccess #eliteHR

Looking for the best talent to join your organisation? Look no further! A partnership with Talent, is more than working with a typical employment agency- you’re working with the best who understand what’s best for your team. Adeline Le Bris and I added our insights into this latest blog - sharing what we feel sets us apart! 😊 #HiringStrategy #TechHiring #ITJobs #ITEmploymentAgency

At Bohiyaanam Talent, we understand that a robust recruitment strategy is crucial for building a team that drives long-term success. Here are five essential methods to elevate your hiring process: 1. Leverage Employee Referrals Employee referral programs are a game-changer in recruitment. They streamline the hiring process, enhance cultural fit, reduce costs, and improve retention. Implement an effective referral program by offering incentives like cash bonuses or extra holidays, keeping the process simple, providing feedback, and recognizing successful referrers. 2. Foster Internal Mobility Internal mobility is critical to staying competitive. Move beyond traditional career ladders by exploring career lattice approaches, allowing horizontal and diagonal career moves. Utilize internal talent marketplaces and data-driven strategies to align employee skills with organizational needs and create opportunities for growth within your company. 3. Build a Strong Employer Brand and EVP Your employer's brand reflects your company's reputation as a workplace. A compelling Employee Value Proposition (EVP) helps attract top talent and reduces hiring costs. Develop a strong employer brand and communicate your EVP to ensure potential candidates and current employees see the value and benefits of working with your company. 4. Enhance Your Online and Offline Presence A consistent online and offline presence shapes potential candidates' first impressions. Boost your visibility with employee testimonials, recruitment FAQs, and engaging social media content. Consider unconventional methods like advertising job openings on your website, email newsletters, or even to-go coffee cups to reach a broader audience. 5. Implement Recruitment Marketing Tactics Recruitment marketing uses targeted strategies to promote your job openings. Utilize programmatic job advertising, share employee experiences through various media, and participate in recruitment events. Tactics like video job postings can increase application rates and improve the quality of hires, leading to a more effective recruitment process. If you're looking for expert recruitment services, you can contact Bohiyaanam Talent today. We're here to help you attract, hire, and retain the best talent for your organization. Do you have additional steps or methods that have worked for you in the recruitment process? Share your thoughts in the comments section! #bohiyaanamtalent #bts #hiring #recruitment #recruit #hr #hiringpotential #recruitmentstrategy #strategies

Recruitment is marketing. Not HR. I was chatting with a client recently, and it got me thinking—this could be a great conversation starter for LinkedIn. Especially for hiring managers and business owners... You ever think about how recruitment shouldn’t really sit under HR? It’s more like marketing. Here’s why. Marketers attract customers by crafting the perfect message. Recruitment’s no different…We’re ‘attracting candidates’ selling them on the role, the culture, and the company. HR’s focus, on the other hand, is on what happens ‘after’ people join—policies, employee relations, compliance... you know, the internal stuff. They do great work, but recruitment is a totally different ballgame. It’s ‘proactive’ all about ‘branding’ your company in the talent market. So, when HR is busy posting job ads, screening CVs, and managing the hiring process, they’re pulled away from their core tasks. That’s time and effort wasted on something that’s not their specialty. The solution? **Hire a full-time recruiter** or partner with an agency that specialises in marketing your company to the right candidates. I’d be interested to hear what people think about this. #recruitment #HR #fireandsecurity

🚀 Structuring your recruitment process (for starting founders without an internal team) Here is what they told me. Me: “How do you hire or how have you hired up until now” Them:” Idk, it just worked somehow in the end” ✍️ A lot of business owners find recruitment time-consuming, inefficient, confusing and just generally hard. ✍️ A lot of recruiters find recruitment time-consuming, inefficient, confusing and just generally hard. Here is where I would start/adjust as an owner without an internal recruitment team. 📋 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 + 𝐥𝐨𝐨𝐤 𝐟𝐨𝐫 𝐞𝐱𝐚𝐦𝐩𝐥𝐞𝐬 𝐨𝐟 𝐩𝐞𝐨𝐩𝐥𝐞 𝐲𝐨𝐮 𝐰𝐨𝐮𝐥𝐝 𝐥𝐢𝐤𝐞 𝐭𝐨 𝐡𝐢𝐫𝐞 🦄 Everyone wants unicorns, but we still haven’t caught any. Their background: responsibilities and scale: Current Company + Job Title ⛔ A head of engineering at a 10person startup ≠ Head of 150 engineers at a scale up 📋 𝐒𝐚𝐥𝐚𝐫𝐲 Check Levels.fyi, Blind, Glassdoor, Payscale, Reddit, and other communities to get a good idea of what an average salary can look like If you want to offer less than that: a) Have a unique offer on why someone should join - the scope of the challenge, and the people involved can be far more important than the initial package. b) Hire someone slightly more junior who can grow into the role 📋 𝐉𝐨𝐛 𝐃𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧 - Put everything into writing (what you are doing as a company, what the person will be doing, what experience you expect, perks and what the recruitment process looks like) - Check whether your writing style is inclusive (with a tool like Gender Decoder) 📋 𝐒𝐞𝐭 𝐮𝐩 𝐲𝐨𝐮𝐫 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 Scheduling: Calendly (+ points for their advanced settings) Applicant Tracking System (ATS): Google Sheet / Excel / Notion (keeps track of all the people you spoke to) LinkedIn job posting: Free advertising for your Job + post about it yourself (people might not know about your company, but might want to work with you) 📋 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐢𝐧𝐠 Set up what competencies you are going to be assessing (specific skills), and what questions you will ask to specifically measure them (keep it SMART) Helps you avoid bias, and builds an accountability system with your team (or yourself) 📋 𝐆𝐢𝐯𝐞 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 You expect someone to prepare to talk to you, and that someone expects fair feedback from you. 📋 𝐇𝐢𝐫𝐞𝐝! You have tools like Deel, Remotely, and others who can help you with contracting, payroll, etc. You’re growing the team, make it fun for you. ————————————————————————————————————————— 🤔 What did I miss? #NowHiring #TheJobSearch #Recruitment #Settingup 

A positive candidate experience not only helps in attracting top talent but also enhances the employer brand and fosters a culture of engagement and retention. Let's delve into the various stages of the hiring process and explore how organisations can create a seamless and enjoyable experience for candidates. #Recruitment #Tips #BHCAgency #RecruitmentAgency

Innovation in recruitment agencies' products and services is crucial for staying competitive, meeting evolving client and candidate expectations, and driving business growth. Why Innovate? ✅Adapting to Market Changes: The recruitment industry is dynamic, with shifts in technology, economy, and job market demands. Innovation allows agencies to stay relevant and ahead of these changes. ✅Meeting Expectations: Clients expect fast, efficient hiring, while candidates seek personalised experiences. Innovation helps agencies meet these rising demands effectively. ✅Competitive Differentiation: The recruitment market is crowded, with many agencies offering similar services. Innovative offerings help an agency stand out and attract more business. Benefits for Clients… 💥Improved Hiring Efficiency: Innovative tools like AI-driven matching and automated screening reduce time-to-hire, helping clients fill positions quickly with the right talent. 💥Access to Top Talent: Agencies that use advanced technology and data analytics can find and attract higher-quality candidates, leading to better hires and improved retention. 💥Customised Solutions: Innovation allows agencies to provide tailored services, such as flexible staffing models and specialised talent pools, that better meet clients' needs. Benefits for Candidates… 👍Personalised Job Search: AI and machine learning can match candidates with roles that fit their skills and career goals, offering a more personalized experience. 👍Better Communication: Innovative technologies enhance communication, giving candidates real-time updates and feedback, which improves their overall experience. 👍Increased Job Opportunities: Advanced sourcing methods expose candidates to a wider range of job opportunities, including those not publicly advertised. Benefits for the Recruitment Agency… 🚀Operational Efficiency: Automating tasks like resume screening and interview scheduling frees up time for more strategic activities, improving overall efficiency. 🚀Scalability: Innovative tools and processes enable agencies to scale operations, managing more clients and candidates without sacrificing service quality. 🚀Revenue Growth: Offering unique, innovative services attracts more clients and candidates, driving revenue growth. Increased efficiency and client satisfaction also lead to repeat business and referrals. Innovation in recruitment is essential for staying competitive, enhancing client and candidate experiences, and driving business success. By continually evolving their products and services, recruitment agencies can achieve better outcomes for all stakeholders and ensure long-term growth. Reach out to the team at NorthStar People if you feel it time to shift up a few gears.

Dear HR Managers and Hiring Managers, This one is for you… We all know the tech market has been a little shaky for a while and we can’t 100% be sure of how things are going to evolve in the future but we can look at past year’s trends and formulate a strategy for H2/ 2024 that is going to guide us toward better results. One particularly important phenomenon in 2024 is that the market will be more proactive in its dialogue with talent acquisition representatives, mainly due to the smaller number of available jobs compared to previous years. Thus, the current profile screening and analysis systems will be challenged and consultants will need to evaluate a higher number of candidates simultaneously.   We need to adapt to these new circumstances, focus on the available talent, and craft ways to attract them. Here are some ideas: 𝐑𝐞𝐟𝐞𝐫𝐫𝐚𝐥𝐬.The imbalance in the ratio of jobs to candidates makes 2024 a suitable time for asking for referrals. 𝐓𝐞𝐜𝐡-𝐜𝐞𝐧𝐭𝐞𝐫𝐞𝐝 𝐞𝐯𝐞𝐧𝐭𝐬. Hackathons, for example, are gaining popularity for technical recruiting, providing a platform for tech candidates from different backgrounds to showcase their skills in a competitive, yet collaborative environment. 𝐑𝐨𝐥𝐞 𝐩𝐫𝐨𝐦𝐨𝐭𝐢𝐧𝐠. In the past years the market was pretty passive. Now the interest in finding a new position is higher, making role promoting an attractive competitive advantage. Friday-by Human Direct (https://lnkd.in/dzK8m3jf) is an efficient and cost-effective talent acquisition solution that streamlines your recruitment process and helps you find the right talent for your organization, through innovative tools such as AI sourcing, ATS Integration, Promotion Tools, Candidate Matching, Resume Database, Analytics and Reporting, and its Concierge service. 𝐄𝐚𝐫𝐥𝐲 𝐜𝐚𝐫𝐞𝐞𝐫 𝐡𝐢𝐫𝐢𝐧𝐠. Hiring young talent might require more energy in the early stages of onboarding, but more and more companies are using online assessments and training programs to develop capable and prepared future workforce. Our success as a top tech recruitment company (Human Direct) is reliant on the success of the industry as a whole. We want to see tech companies thrive, evolve, expand, and further innovate. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐰𝐡𝐲 𝐰𝐞 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐬𝐡𝐚𝐫𝐞 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮 𝐨𝐮𝐫 𝐠𝐮𝐢𝐝𝐞𝐥𝐢𝐧𝐞𝐬 𝐟𝐨𝐫 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐬𝐭𝐫𝐨𝐧𝐠 𝐓𝐞𝐜𝐡 𝐓𝐚𝐥𝐞𝐧𝐭 𝐀𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐟𝐨𝐫 𝟐𝟎𝟐𝟒 𝐚𝐧𝐝 𝐭𝐨 𝐠𝐢𝐯𝐞 𝐲𝐨𝐮 𝐟𝐨𝐫 𝐟𝐫𝐞𝐞 𝐅𝐫𝐢𝐝𝐚𝐲, 𝐭𝐡𝐞 𝐜𝐨𝐬𝐭-𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐭𝐚𝐥𝐞𝐧𝐭 𝐚𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧 𝐰𝐢𝐭𝐡 𝐀𝐈 𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠, 𝐀𝐓𝐒 𝐈𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧, 𝐏𝐫𝐨𝐦𝐨𝐭𝐢𝐨𝐧 𝐓𝐨𝐨𝐥𝐬, 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐌𝐚𝐭𝐜𝐡𝐢𝐧𝐠, 𝐑𝐞𝐬𝐮𝐦𝐞 𝐃𝐚𝐭𝐚𝐛𝐚𝐬𝐞, 𝐀𝐧𝐚𝐥𝐲𝐭𝐢𝐜𝐬 𝐚𝐧𝐝 𝐑𝐞𝐩𝐨𝐫𝐭𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐢𝐭𝐬 𝐂𝐨𝐧𝐜𝐢𝐞𝐫𝐠𝐞 𝐬𝐞𝐫𝐯𝐢𝐜𝐞.  🔽 🖇 https://lnkd.in/dSsPDmyY #ai #techrecruitment