The pandemic has laid a significant impact on the recruitment industry, obstructing the execution of the natural flow of recruitment strategy due to numerous lockdowns and quarantine periods that occurred all over the world in different periods. After the drastic dip in 2021, the recruitment industry made a difference in 2022 with the correct recruitment strategies in its pocket.
Is a recruiter or staffing agency prepared for 2023?
Let’s find out
Technological Adaptation and Use of AI
As most companies have shifted to remote working, there is essential recruitment of adapting suitable technologies to aid the remote working situation. The recruitment industry is no exception. The days of face-to-face interviews are gone. Most recruitments are automated with the help of Artificial Intelligence (AI) and digital interviews.
68% of recruiting professionals say that the best way to improve recruiting performance over the next 5 years is by investing in new recruiting technology. Therefore, if you are preparing an effective recruitment strategy for 2023 to tackle emerging challenges, you must consider investing in technologies.
Greater Emphasis on DEI
In 2021, DEI (Diversity, Equity, and Inclusion) has come up as an eminent challenge to the recruitment industry. Therefore, diversifying your workforce at the ground level, i.e., during the recruitment process, is essential for the growth of your business. Moreover, a report by Glassdoor states, 67% of job seekers said a diverse workforce is important when considering job offers. Therefore, if you are in the business of talent acquisition, the only way to upskill your recruitment strategy is to consider equality and equity through greater emphasis on diversity in the workforce.
Focus on Relationship
the global recession has shown every industry a more significant number of layoffs and salary deductions to manage the situation for the organizations. Most job seekers are looking for employers who can handle such a situation with more compassion. Therefore, the recruitment strategy for 2023 requires a greater focus on the empathetic approach of recruiters to enhance the company-employee relationship.
One of the best ways to attract top-tier talents to your organization is to ensure that you have an excellent employee-employer relationship within the organization, making it a better place for work.
Branding as Employer
As of the current situation, there is greater social media recruitment than traditional recruitment sources. Introducing yourself as a good employer has never been so important earlier, but employer branding is the most crucial recruitment strategy today.
Social media platforms like LinkedIn have become an eminent part of recruitment now. Therefore, the recruitment strategy for 2023 revolves around creating an employer brand for your company. You can build several strategies that require engagement, reflects your employee retention facts, and has a greater emphasis on good candidate experience.
Skill gap and how to fix it
Skill gap refers to the requirement of the right set of skills that are not being fulfilled by the employees. Formulation of recruitment strategies usually involves assessing if there are any skill or talent gaps within the company. If yes, is it a temporary or permanent skill gap? This leads to another vital question, i.e., can this skill gap be overcome by upskilling, or does it require new recruitment?
Upskilling can be a good option if recruitment or talent acquisition is more costly. However, if the upskilling requires a longer time, say more than 3 to 6 months, to fill up the skill gap, the wisest way out is to recruit a new employee who has those skills. In case of a temporary skill gap, you may hire a freelancer to complete the job within a contract period.
In most companies, new employees undergo an orientation program to acquaint them with the culture and working environment of the company. But as most companies have moved to remote working, new recruitment strategies are required to enhance the onboarding experience of the new employees. It is an essential area of focus, as this serves as a basis for talent retention. According to a recent survey conducted by well-known consulting firms, companies lose 25% of all new employees within a year.
During the recruitment process, it is essential to understand the candidate’s expectations and ability to adapt as these two factors do play a significant role when it comes to candidate experience. If you are still curious why we have emphasized candidate experience, again and again, let the survey answer you. According to a recent study, 72% of job seekers who had a bad experience told others about it online or in person. When this happens to your company, you can hardly find any top-tier talent coming to you for a job. The only way to avoid such a situation is to ensure precise and exemplary communication of recruiters to job seekers.
The Bottom Line
Even though there was an unprecedented setback due to the global recession, the recruitment industry has a more significant scope of turning over the previous year’s disappointment with the right recruitment strategies for 2022. It can be a tricky and challenging call to make as we do not know what 2023 has in store for us, but it is worth trying to make yourself strategically equipped for the future.
There would be hardly any interview that does not start with this very question. Even though the ‘Tell me about Yourself’ question has been passed down like a legacy, most job seekers fumble and stumble upon this question. It is indeed a tricky question and opens up a large number of doors for the interviewer to knock on.
Well, what do the interviewers actually wish to know through this question? As a conversation starter, most interviewers hope to learn something about the candidate that is not mentioned in the resume. It is an open-ended question that can lead a hiring manager to several insights about the candidate.
Through this answer, the hiring manager can analyze the candidate’s priorities, goals, and to some extent virtues. Moreover, be prepared to be judged for the parameters of confidence and communication skills while answering this simple question.
If you have been searching for how to answer to ‘Tell me about yourself question’, here is a quick interview guide about how you should start, what the answer should and should not contain, and how to end it in an impressive way.
Prepare a Sample Answer
As a job seeker, you are expecting this question to pop up in every interview. Therefore, the best way to prepare yourself for it is by creating a strong sample answer. You must remember to prepare the response specific to the job role you are applying for. For instance, if you are opting for a clerical job, you must highlight multitasking, whereas if you are opting for a sales job, highlight your communication skills.
You must not repeat something that’s on your resume. You must highlight the soft skills that can be beneficial to your chances. For instance, you can talk about your leadership role as a coordinator in your college fest if you are appearing for an interview for any managerial post. It is essential to set up an answer that may intrigue interest in your hiring manager.
Things You Must Not Say
The most common mistake that most candidates make is answering this question casually. They simply talk about their life story starting from hometown to graduation to job. Doing so raises a red flag for the hiring manager that the candidate is not taking the interview seriously.
Another typical response that works as a red flag is talking about the problems of the current or previous job. You do not need to explain why you want to leave the previous or existing job as an answer to this question. It indeed reflects your desperation for the job and consequently affects your salary negotiation.
Avoid unrelated personal stories or just an explicit sum up of your resume. Make sure your answer does not appear like a speech where you are praising yourself.
What You Must Definitely Say
The sole purpose of this question is to disclose your selling points that are not mentioned in your resume. Moreover, the best way to craft a good answer to this question is to analyze the soft skills required for that specific position or company. You must be aware of the skills and experience that a hiring manager is looking for while you are answering the question.
You must definitely focus on virtues and soft skills. Do not forget to include words like ‘passionate’, ‘detail-oriented’, ‘team player, ‘multitasker’, ‘leader’, ‘professional’, ‘responsible’, ‘excellent communication skills, and any other character that is essential for the job.
You must craft a short script that highlights your area of expertise, relevant abilities, and strength in a natural flow of the thread. Strengthen your answer by talking about reasons for applying to the particular job and conclude by reasoning why that specific role in that specific company appeals to you. You can also include what you do in your leisure time as hobbies if it helps to pitch better for the position.
Crafting a sample answer may be time-consuming but make sure not to take up so much time while using it as your answer. Ensure your script is precise and concise but also has a natural flow. Remember to include every single detail that makes you a perfect fit for the job.
Make sure your script has some sparks that intrigue your interviewer, setting a strong start to the interview. Also, you need not keep it very serious, sometimes good humor takes you a long way too.
In the world of digital marketing, SEO (Search Engine Optimization) has become an indispensable component of online business. Search engines such as Google, Bing, Yahoo, and others have specific algorithms to rank web pages, and content is a crucial aspect that affects this ranking. In this article, we will discuss the role of content writing in SEO.
Table of Contents
Content Writing and SEO
Importance of Quality Content in SEO
Keywords and SEO
Content Length and SEO
Engagement and SEO
Link Building and SEO
Social Media and SEO
User Experience and SEO
Content Strategy for SEO
How often should I update my website’s content?
What is keyword stuffing?
Can I use duplicate content on my website?
How can I measure the success of my content marketing strategy?
Is it essential to create long-form content for SEO purposes?
Content Writing and SEO
Content writing is the process of creating written material that engages and informs the audience, with the aim of promoting a product, service, or brand. In SEO, content writing plays a crucial role in increasing a website’s visibility and improving its ranking on search engines.
Search engine algorithms use several factors to determine the relevancy of a web page to a particular search query, and one of the primary factors is the content’s quality.
Importance of Quality Content in SEO
Search engines favor websites with quality content that provides value to the users. High-quality content is relevant, informative, and engaging, and it helps build trust and credibility with the audience.
Moreover, quality content attracts backlinks from other websites, which improves the website’s authority and ranking. Hence, it is crucial to create unique, informative, and high-quality content that satisfies the search intent of the user.
Keywords and SEO
Keywords are words or phrases that users enter into search engines to find specific information. In SEO, keywords are essential as they help search engines understand the content and context of the web page.
However, it is vital to use keywords strategically and not to overuse them, as this may result in keyword stuffing, which is a black hat SEO technique that can lead to a penalty from search engines.
Content Length and SEO
Content length is an important factor in SEO, as longer content tends to perform better than shorter content. Studies have shown that the average length of top-ranking pages on Google is around 1,800 words.
However, it is important to note that the length of the content should not compromise its quality. It is better to create concise and informative content that satisfies the user’s search intent, rather than creating long-form content for the sake of it.
Engagement and SEO
User engagement is an important factor in SEO, as it indicates the quality and relevance of the content. Search engines favor websites with high user engagement, as it indicates that the content is valuable and informative to the users.
Engagement metrics such as bounce rate, time on page, and click-through rate are important indicators of the content’s quality and relevance. Hence, it is important to create content that engages and satisfies the user’s search intent.
Link Building and SEO
Link building is the process of acquiring backlinks from other websites to your website. Backlinks are important in SEO, as they indicate the website’s authority and relevance to search engines.
However, it is important to acquire backlinks from reputable and relevant websites, as low-quality backlinks can harm the website’s ranking and authority.
Backlinks: – High backlink quality high reliability and reliability and high quality backlinks, leading to a higher chance of standing on Google.
Keyword insertion: – Quality content is the best way to use keywords strategically. This will help to compete with other businesses in the same field.
Block Good User Experience: – SEO incorporates strategies such as creating various backlinks, writing good blog posts, and using better keywords. It involves building a website with an easy-to-use user interface, extending robots.txt files, and writing better Meta tags to improve quality.
In fact, SEO and content cannot work differently. Marketers should have the right information for both of them in order to focus on creating the right content to improve site standards. Use your keyword for your content.
Through a pandemic’s peak, the staffing business has shown that it is more robust. Most businesses were able to scale down, make use of their resources, and then grow up again as necessary, depending on demand. A deliberate strategy using higher-scale labor on a contingency basis has replaced our industry’s past market-driven and low-skilled labor practices, making it more scalable and investable from a private equity standpoint. The epidemic has forced all of us to improve our skills and pay attention to fresh approaches to talent engagement.
For people involved in business, merging firms or buying another company can have a variety of advantages. Some of the benefits relate to how the company may engage with and service its clients, while others boost worker productivity. The following are a few benefits of mergers and acquisitions:
Benefits of M&A activity
Economies of scale and scope
The ultimate goal of a merger and acquisition is typically to realize financial benefits and economies of scale. This is made possible when the two businesses involved in the merger and acquisition are stronger, more productive, and more efficient together than they are separately.
Realizing financial advantages and economies of scale is frequently the final aim of a merger and acquisition. When the two companies engaged in the merger and acquisition are stronger, more productive, and more efficient as a whole than they are separately, this makes sense. Businesses merge to achieve advantages, including improved market negotiating power, more access to financing, higher production volume yielding reduced costs, and more.
One benefit of mergers and acquisitions is the economy of scope, which is the decrease in recruiting expenses as a result of the extra resources and tools available. The economy of scope, which refers to the reduction in production costs of one product as a result of the production of another related product, is one advantage of mergers and acquisitions. It often emerges that manufacturing several goods is more practical and cost-effective than manufacturing only one or a few. Often, economies of scope can be achieved through mergers and acquisitions that may be unachievable through organic expansion.
Access to new talent, resources and markets
Talent acquisition is one of the most important concerns for companies who want to rule the employment sector. The employee market is aware that top talent gravitates toward reputable businesses.
The combined financial resources of all firms engaged in a merger or acquisition raise the new company’s total financial capability. There could be new investment opportunities available, or the business might be able to reach a bigger audience thanks to increased marketing spending or inventory capacity.
Businesses operating in the same industry may occasionally be able to increase access to suppliers, raw materials, and physical resources through acquisition. For instance, a company could buy out or combine with one of its suppliers to enhance manufacturing processes and ensure access to essential supplies.
Even for seasoned companies, entering a new market may be difficult. A merger or acquisition may save businesses a substantial amount of time, effort, and money in comparison to beginning from scratch, even if opening a subsidiary or branch is always a possibility.
This is particularly true for companies that are prepared to enter a foreign geographic market. International markets may be extremely challenging to get into. Therefore, it is more practical for the majority of businesses to combine with or purchase an existing local company that already has a solid clientele.
Diversification of risk through portfolio divergence
Another benefit of M&A is the potential to increase the variety of products and services. The key to the distinction between a successful company and one that is having trouble is diversification. In comparison to other companies operating in the same product line, it offers the parent firm an edge.
Businesses could simply add new products to their present line-up for the benefit of their customers. Acquisitions for diversification frequently take place when a business seeks to boost shareholder confidence and thinks completing an acquisition might help the stock price rise or support profit growth.
M&As give firms the opportunity to spread risk across a variety of revenue streams by broadening the company’s offerings in terms of both current and future potential. If one source of money proves insufficient to fund operations, the business still has a variety of backup income sources, geographic location, industry, and staff diversity. It gives any staffing company resilience during ups and downs and aids in value and expansion.
More financial resources and tax benefits
The combined financial resources of all firms engaged in an M&A raise the new company’s total financial capability. The business might be able to reach a bigger audience thanks to increased marketing spending or inventory capacity. This will also help with some tax relaxations as well, depending on the company.
Acquisitions may result in tax advantages for the parent organization when the target firms are in an industry or nation with a favorable tax structure. An excellent illustration of this is the trend of US pharmaceutical companies to merge with smaller Irish companies and relocate there in order to benefit from Ireland’s lower tax rates.
The company’s geographic reach might be increased by a merger or acquisition, improving its capacity for greater distribution of goods and services.
Some countries provide tax breaks to businesses that engage in M&A transactions. Parent firms might receive significant tax advantages by starting a business in Singapore or joining forces with an existing business there.
Tax advantages, such as carryover of tax losses, may be provided. If one of the merging firms experienced net losses in the past, the other company might have deducted those losses from its earnings. As a result, the united company gains a lot. However, this form of agreement is advantageous only when the purchasing company’s financial projections point to potential strong operational profits.
Acquisitions and mergers have clear advantages. Staffing companies must implement the appropriate mergers and acquisitions strategy in order to preserve the positive benefits of any acquisition or merger effort. There is a natural tendency to keep things quiet, yet that somehow undervalues people’s intelligence. Be able to express clearly what is occurring. Communicate with your workers and encourage them to give everything a chance. This is true for a variety of business-related areas, including organizational structure, brand development, and customary guidelines for dealing with applicants and clients that have similar interests. Launching and carrying out a merging project is a lot easier after leaders have come to an agreement on how to tackle these problems. To capture synergies, achieve profitable growth, and value the transaction, a successful post-merger integration is essential.
What do you do first if you need to quickly bolster your team with additional talent? While some businesses have welcomed the potential offered by recruitment process outsourcing (RPO) teams, others have become used to dealing with staffing or recruiting agencies.
How do you choose which approach best suits your needs? Here is a guide to the advantages of each and how to choose if a recruiting agency or RPO is the best option for your company.
A new RPO team is much like new hiring that you make yourself. They will learn about your business strategy, culture, and requirements. They will devote a significant amount of time to identifying your present skill shortages and assisting you in developing a strategy to close them. At some point, they will be knowledgeable about all phases of your employment process, including employer branding, recruitment marketing, interviewing, and onboarding.
In essence, they can assist you with every step of your end-to-end recruitment. These recruiters continue to work with your team even after a hire has been completed, assisting you in evaluating the full candidate experience (from sourcing to hiring) and suggesting improvements for the future. Here are some significant points to consider why placement agencies use RPO.
Employers and potential employees do not communicate well. RPOs add a human touch to the recruitment process and help bridge the employer-candidate communication gap.
A lack of communication exists between a potential employer and employees. During the hiring process, candidates are kept in the dark, and there is a lot of confusion regarding what needs to be done and when to wait. An RPO improves communication between the company and the applicants and gives the entire process a personal touch.
Any questions the applicant may have are answered, and they are kept continuously informed of the hiring process. This is due to the fact that all applicants must have a favorable experience throughout the application process, regardless of whether they are hired. If the applicant had a good experience, they could recommend the business to their friends; if not, they might damage the company’s image.
The cost of hiring a new employee for the same position is around four to six months. Hiring through Human Resources can cost 60-70% less than hiring through an RPO provider.
The expense of hiring new reps is enormous. According to an overview, it costs around four to a half years of a representative’s salary to hire a rehired person for a comparable role. Costs for everything from business agreements to meetings and preparation put a burden on the organization’s limited resources. Hiring an RPO provider may considerably reduce the amount of money spent on the hiring process.
According to an estimate, hiring through an RPO provider can be 60–70% less expensive than hiring through the human resources department while also freeing up the department’s resources so they may be able to work on other projects. The RPO provider allocates a significant amount of money and time for the firm by using a streamlined-out strategy and planning that increases the efficacy of the recruitment system.
Efficiency and Productivity
Recruiting and the needs of a company have changed a lot over time. These new requirements have required recruitment outsourcing providers to update their expertise, technology, and methodology to stay competitive.
Over time, a lot has changed in terms of a company’s demands, those of its employees, and the hiring procedure. To meet these new demands and stay competitive, recruitment process outsourcing providers have upgraded their knowledge, technology, and approach.
A company’s human resources department typically has a lot going on, and the staff members there are occasionally overworked. By selecting an RPO service, the HR department may concentrate on its other duties by removing the burden of hiring new personnel from its plate. Because the provider has expertise in the recruiting process and is aware of the ideal solution for a firm, it also improves the effectiveness of the entire recruitment process.
Over time, there have been major changes in the requirements of a business, its employees, and the recruitment process. The ability, creativity, and system of Enrolment Process Outsourcing Providers have been updated in order to stay abreast of these new requirements and maintain control of the game. People working in the human resources department often feel quite worn out because they have so much to do.
By selecting an RPO provider, the HR office is freed from the burden of finding new employees, allowing them to concentrate on their various responsibilities. Additionally, because the supplier is familiar with the hiring process and is aware of the best solution for a company, it improves the overall hiring process competency.
Businesses are developing quickly, and RPO vendors may have a wide range of hiring services, innovations, processes, and workforces.
Some RPOs will improve an organization’s current hiring practices and collaborate with its current employees. An organization is recommended to speak with RPOs to clear up any questions, double-check their services, and come to a firm decision on which RPO provider might handle their hiring difficulties.
Setting up an RPO agency and monitoring its operations are only the beginning of an organization’s responsibilities. A corporation must take part in the hiring process and provide the necessary support.
A time estimate is also necessary for an organization’s relationship with any supplier, especially at the start of execution. The firm and agency are given a lot of time to come to a common understanding.
If you need to hire someone, you should first determine if it is for a temporary or permanent position. An RPO service provider is more appropriate for your needs if you’re seeking for a good, long-term employee. An RPO service is also a better option if you want to exert some control over the recruiting, hiring, and interviewing processes.
A staffing agency may be the perfect solution if you simply want a temporary employee and don’t want to establish a long-term engagement with one that understands your company’s culture. Although it’s conceivable for businesses to use both choices at some point in the past, it’s recommended to avoid doing so concurrently. For instance, in order to get the most out of an RPO, they must play a significant role in each and every recruiting choice you make.