5 important recruitment skills in 2022

5 important recruitment skills in 2022

A great recruiter could be a valuable asset to companies in all told industries. However, to become a recruiter, you would like to own a selected set of recruitment skills, besides a powerful will to figure.

Here are the foremost common styles of recruiters, the foremost desirable recruitment skills, and the way to boost them to extend your value to employers and candidates.

Every organization seeks to look for qualified candidates to fill positions.

Recruiters play important roles in the hiring process. With well-developed recruitment skills, you’ll identify and screen the best candidates for positions. In this blog, we define five important recruitment skills, provide examples, and discuss some ways to boost and showcase your recruitment skills.  

 

Functional IT and data analytics prowess

In this century, IT skills aren’t longer a necessity for IT roles only. While recruiters don’t have to be tech wizards, having a working knowledge of functional IT skills — particularly of recruitment software tools — will help them do their job better.

This involves having the ability to use the answer properly for handling applicants and managing the hiring process. In addition, recruiters should be able to identify patterns on the platform and accordingly take action to support those patterns.

For instance, the information might show them that a selected market has the very best number of talented applicants, but having IT skills allows them to determine other aspects of that market on the platform — like the value of reaching them or the variety of the applicant pool.

Periodically, every company will want to understand how the recruitment process goes and what hiring trends are like for the past quarter or year.

Recruiters have to be able to tabulate and demonstrate these trends and insights on what the new hires are doing, what the task market is looking like, and any potential hiring needs that they see turning out.

This also includes reporting on their own performance and finding ways to boost it, like by decreasing the time-to-hire or altering interview formats for better results.

 

Solid relationship-building skills

The recruiter is usually the primary person with whom a candidate has contact. The simplest recruiters use this chance to ascertain a relationship with prospective hires.

This helps the candidates feel seen and heard as individuals, not just names on a listing, and provides them a taste of what it’s like to work at the corporate — which may often be a determining factor about whether they like it better to work there.

More importantly, recruiters stand between the corporate and therefore the candidate, and they are selling the work to the candidate. This needs excellent persuasion skills to demonstrate the various benefits of engaging at the corporate and therefore the growth path the candidate can enjoy.

Particularly if the candidate is among the highest talents in their field, recruiters have to be able to sell the task convincingly enough. At the same time, it’s vital to not set unrealistic expectations, or the candidate will have no reason to remain on.

Recruiters must, therefore, provide a transparent and accurate picture, so the candidate can make an informed decision. At the same time, it’s for no reason that the old saying goes, ‘speech is silver,’ but silence is golden.

It is imperative that recruiters listen actively and empathetically to what candidates, coworkers, and managers are telling them about job expectations, working conditions, interpersonal relationships, and the ambitions of candidates.

This will help them build better relationships with the candidates and make way more informed choices about the hiring process and whom to select.

 

Good communication skills

In a market that’s learning, good candidates are hard to attract and an outsized part of their decision-making process goes to be supported by how they were treated during the hiring process. 

Studies have shown that clear and unambiguous communication throughout the hiring process by the recruiter means, even if a candidate doesn’t get the work they maintain a positive experience of the company.

The candidate experience begins even before a person has applied for employment, and so the Talent Board research suggests that candidates want to know more about the company, its culture, and the worker experience. Recruiters must convey these things with good communication since it is one of the most important factors for employee engagement also.

The details of the task itself and more details on what’s expected of the candidates on a usual.

As recruiters fail to communicate well with candidates, as well as with the emergence of anonymous review sites like Glassdoor, it is becoming riskier to ignore applicants for fear of damaging your employer’s brand. 

 

Time Management

A recruiter’s day is spent juggling applicants, candidates, hiring managers, e-mails, phone screens, intake meetings, queries, and reports—making effective time management a critical skill to remain above water.

Talent acquisition is a rush of thousands of seemingly important things competing for your attention. Recruiters keep juggling such a lot of moving parts, the multiple ongoing projects, the surprises that pop, and also the tactical maneuvering needed just to stay pace.

But it can make it hard to stay in track of the method, which could doom a recruiter to being perpetually in catch-up mode, missing deadlines, and failing to complete tasks.

Candidates may lose interest or pursue other options if the hiring process is too slow. In contrast, if the hiring process moves too quickly, a candidate will not be ready to accept a suggestion and might even turn it down because they feel compelled to make a decision right away.

As an HR person, you need to make a to-do list every day, which may be very useful when it involves fulfilling short-term goals while keeping track of your time. Together with this, you want to also specialize in long-run goals.

You must also project weekly, monthly, and yearly plans so you recognize before about the work you’d prefer to complete. This will not only preserve it slowly but also facilitate the adjustment of your work when and however required, resulting in better performance from your side.

 

Recruitment marketing

Marketing to recruits is just as important as marketing to customers for an organization’s growth.

You would have top talent queuing up around the block if you spent maximum time marketing to candidates as you do to purchasers.

Investing some time, energy, and budget in showcasing the most effective of your organization, your company culture, and what causes you to be inherently unique, will allow you to draw in candidates, even when your talent pool is shallow. Pragna Solutions has been upskilling its team on the onslaught of new technologies and trends. This has helped us immensely to get higher results for its customers. 

Having the ability to plug your roles to the correct people and retain them, are key to navigating a good marketplace.

Recruiters need Recruitment Marketing because the old way of transactional recruiting simply doesn’t work anymore. Today’s candidates discover and consider recruiters the identical way consumers find products, hotels, and restaurants. 

Through searching online, following social media, and reading reviews, candidates can become tuned in to an employer and its career opportunities. What they study about a company’s mission and culture can influence a candidate’s decision to use it for employment and accept a proposal for employment, or form a negative perception and become a brand detractor.

 

Conclusion

Hiring great candidates begins with the recruiter. As a result of their role, they are crucial to the sourcing, recruiting, and selection of candidates, as well as facilitating the hiring process. Their skills and experience in implementing several different methodologies and strategies are necessary to achieve this. 

The most effective way to improve the hiring process is sharpening recruitment skills with a progressive process to help you uncover candidates’ real and quantifiable skill levels. 

Recruiters with better skill levels who can produce good candidates’ intake are highly valuable assets to the companies. Therefore, it is important to every recruiter to upskill themselves periodically with trending skill sets.

 

How to Maximize employee Productivity In the office Workplace

How to Maximize employee Productivity In the office Workplace

A day comprises 24 hours, so making the most of your time is crucial. Maximizing your productivity at work isn’t like climbing Mount Everest; all it requires is being more conscious about how well you manage your time. There are basically two ways to make the most out of your day, one is either putting in more hours and the other is planning your day better and working smarter.

The state of peak performance is highly desirable. That combination of intense focus and effortless power is very rarely achieved even among highly focused people. The peak performance or flow state is not only in high demand in the sports field but also in our digitally powered workspaces, and for good reason. Flow helps in staying motivated and engaged, resulting in better performance and even happiness.

 

How to Maximize Employee Productivity In the office Workplace

 

 1. Set Interconnected Goals

According to a study, the key prerequisite to achieving flow is setting realistic goals. Astonishingly, far too many people are not aware of its importance of it. Hence, they don’t set work-related goals. But when we set realistic expectations or goals at work, we tend to focus better on our tasks.

Yet setting and achieving goals will just lead to a single flow experience sometimes, but our ultimate objective should be in achieving consistent flow, which can also be termed as a “unified flow experience.” To achieve this consistent flow, all our goals must be connected in such a way that the interdependencies between them are clear. And goals that are complex should be divided into smaller ones by stating objectives and their key results (OKRs) that are interconnected to one another and tracked over time.

2. Find Intrinsic Motivation in Work

The research study says external motivation isn’t enough to increase flow. Instead, intrinsic motivation drives the flow. Consider workplace or even in athletics, intrinsic motivation is often best powered by passion. When you engross yourself in work that you’re passionate about, success is more likely to follow. Leaders need to recognize this and prioritize fuelling their employee’s passion over other extrinsic rewards like promotions or bonuses.

3. Minimize Interruptions

One of the key steps to maximizing your productivity at work is taking control of your tasks. Interruptions are the biggest reason to lose this necessary feeling of control. Often, the interruptions that are the biggest reason for focus and productivity loss are unwanted meetings. All organizations can benefit greatly by doing a timely meeting audit and understanding the inevitable meeting bloat systematically. This could also help you add or remove a few things, or completely rebuild your meeting culture from the ground up.

4. Prioritize Mental Health

Flow or productivity is intimately linked to mental health. Happy and optimistic people are often more productive. The possibility of achieving and maintaining flow is increased when we prioritize mental health.

Over the last few years and also at the start of the Covid pandemic, organizations have made positive adaptations from mental health being considered a taboo to it being considered an important topic of discussion. But there’s still scope for improvement– mental health should not be considered the sole responsibility of employees only. It should be given equal importance by managers, too. Managers should be well-equipped with all the training and tools needed to help empower and support their employees. This measure will definitely help them take control of their mental health and build the right mental foundation for achieving flow.

Conclusion

Productivity or flow is defined by effortlessness, but this doesn’t mean that it can be achieved with minimal effort. Bringing small changes to your habits will exceptionally improve your office efficiency. This will help you to finish more quality work in a shorter span of time, and also limit the amount of time and energy spent on doing unnecessary tasks. By making the conscious efforts mentioned above, you can achieve that state of peak flow that is the zenith of success and also well-being.

For more blogs, Do visit Pragna Solutions

Four reasons why companies should use Recruitment Process Outsourcing (RPO)

Four reasons why companies should use Recruitment Process Outsourcing (RPO)

Consider outsourcing your recruitment process if you want to improve the recruiting process and manage your talent acquisition more effectively. Many businesses are not aware of the concept of recruitment process outsourcing (RPO).

So, what exactly is RPO, and what are its benefits for businesses if they implement RPO?

Simply put, RPO is when a corporation outsources all or a part of its permanent recruitment to a third party. Access to even the simplest of personnel within the market is critical for competitive advantage and business performance.

When opting for or choosing a product or service, one of the foremost inquiries to ask is, “In what way does it benefit my company?” Choosing the right RPO company, one that understands company culture, beliefs, and hiring goals pay off tremendously in both the long and short run. Here are a few reasons why companies opt for RPO for their recruitment.

 

Recruiting challenges faced by companies 

Recruiting software

Attracting the proper candidates is challenging

 

One of the biggest challenges for 76% of recruiters is attracting quality candidates (C MD Recruitment, 2019). You would have tried to get the right candidate in an extremely swarming pool of unqualified talent and learned that your options are narrow and limited.

In that situation, you’ll pick the most rudimentary candidate you’ll identify at the time and not the most appropriate and efficient candidate for the role in the recruitment process.

It’s not always the number of people who apply for one position; the most sensible way to hire the right candidate is often from a smaller group of more qualified and competitive talent.

 

Engaging qualified candidates is not easy 

 

42% of managers are bothered that they won’t be able to find the talent they need. (LinkedIn, 2019). It is difficult to stand out from the crowd when recruiters are regularly approaching candidates with good talent. 

Furthermore, candidates with hard-to-find skills often consider several job offers at the same time. You would like to put extra effort into persuading passive candidates to decide on your company over your competitors.

Before approaching a passive candidate, research what motivates them and what makes them happy in their job. With this data, personalize your sourcing emails to explain what you’ll be able to offer them rather than what they’ll do for your company.

 

Companies struggle to hire faster

 

Time saved can also be put to use by improving the quality of products and services your company provides, which can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.

In order to save lots of money and delay operations, hiring teams want to fill vacant positions as soon as possible. In several industries, recruitment can take several months, putting pressure on recruiters and hiring teams. 

A protracted time to rent is additionally a byproduct of a shortage of qualified candidates. The hiring process is additionally too long, or hiring teams might struggle to achieve a consensus, resulting in the only candidates finding jobs elsewhere.

 

Companies usually do not use data-driven recruiting

 

In order to continuously improve their recruiting process and make better decisions, companies can use recruitment data and metrics. But collecting and processing data is going to be a hassle. Spreadsheets are some way to trace hiring data, but they require manual work, are in danger of human error, and don’t seem to be compliant. This makes it hard to trace data and trends accurately. Data must be compiled and arranged efficiently and streamlined by hiring teams.

 

Overcoming the recruitment challenges through RPO

 

Recruiting the right people through RPO

 

An RPO company has access to an enormous number of applicants and recruiters from many industries and regions. RPO’s even possess the tools and resources to analyze candidates beyond just their resumes and assess their skill sets, personalities, and other qualities. 

An RPO solution provides hiring managers with a more complete profile of candidates when narrowing down the pool of applicants.

In the event that companies outsource recruitment efforts, they can change their recruitment services at any time. During certain periods of the year or season, businesses may need to build up or stretch their recruitment efforts (such as over the winter break or summer season). 

Recruitment process outsourcing provides the sort of flexibility that employers should scale their recruiting efforts to keep pace with their demand.

RPOs are good at engaging qualified candidates

 

Top recruitment process outsourcing partners have a wide network of qualified candidates that are already engaged and looking out for the next right opportunity. With expansive knowledge and knowledge of recruiting across various industries, RPO providers easily connect with candidates in roles that are often difficult to fill. 

RPO providers can grasp the most recent technology, including AI and automation, to simply engage candidates and screen them for roles. This helps speed time to rental and ensure specialized candidates receive the simplest experience in their talent journey.

Understanding each industry and your company’s needs for locating specific talent gives RPO providers the advantage of finding and nurturing the proper candidates with supported skills, training, certifications, degrees, and other requirements that will sometimes be difficult for in-house recruiters.

RPO providers cannot only help find the proper candidates but also provide them with a seamless experience that entices them to use them for future positions at your company.

 

RPO’s help you hire faster

 

The longer a company may suffer a loss, the longer the employment position remains vacant. The company’s performance is put in peril. In keeping with Glassdoor Economic Research, on a median, the hiring process in the USA takes 23 days. 

Some companies tend to have stretched and extended processes which take longer time. It is absolutely reported that 54% of companies haven’t acquired an authorized candidate because their hiring process took too long.

Time saved could also be used to improve the quality of products and services your company provides, which consequently can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.

RPO’s use data-driven recruitment 

 

RPO’s use data-driven recruitment, or recruitment software, which makes the method quicker. Nowadays, companies are very choosy about the candidates they require to rent for a specific job.

Data proves to be helpful here, as data is clinically relevant and helps you find the most effective candidate while assessing the fit of that candidate. A minimum of data helps you close positions faster compared to after you don’t use data for recruitment.

Data identifies the talent pool faster, too. You’ll be able to easily and speedily identify and prioritize the talent pools. This protects time within the process later. 

If you can sum up the precise talent pool picture for your hiring manager and are available with suggestions to incorporate particular pools or exclude or even recommend certain job traits, then your job is half done.

It can change the perception of how recruiters are. This just means recruiters pressed for time and rushing to satisfy targets and deadlines were missing the mark. And, “they” missing the mark simply means the candidates hired won’t be of the “best” quality.   

Data could be a game-changer within the modern recruiting process, and it improves the recruiting efforts by a factor of two while reducing the time taken, thus making it a more efficient process.

 

Conclusion  

 

Recruitment is important because it offers many benefits to a business. A good recruitment strategy will help you attract and retain high-quality employees who match your brand. The specific elements of the hiring process are unique to each company, but there are general steps every business can follow to attract and hire qualified candidates.

Since the recruitment process takes time and is expensive, most companies cannot afford to hire candidates without spending a lot of time and all the expenses that might overshoot their budget. 

Therefore, they outsource their recruitment process to recruitment process outsourcing firms (RPO’s). RPO’s make the recruitment process easy and recruit a lot of highly qualified candidates in a very short time, according to the requirements of their clients. 

For over a decade, as an industry leader in RPO, Pragna has engaged its stakeholders, customers, and employees with unparalleled integrity, efficiency, and passion to offer compliant and elite talent solutions. We have been pioneers in providing the best in class solutions to businesses across the globe. 

We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.