Tag Archives: Recruitment

Headhunting vs Recruitment – What is the Difference

Posted on by Sahil Belim
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What Is Headhunting?

Headhunting is the practice of recruiting and hiring employees for a specific position, typically executive or management roles, by reaching out to and approaching individuals who are already employed in similar positions at other companies. The term “headhunting” is often used to refer to the recruiting of executives and other high-level employees. Headhunters are typically professional recruiters or executive search consultants who are hired by companies or organizations to find and recruit top talent for their open positions. They may also work with job seekers to help them find new opportunities.

Also, Check – Outbound Recruitment – Everything You Need To Know

Headhunting Best Practices

Headhunting is a specialized and targeted method of recruiting top talent for specific positions, typically at the executive or management level. In order to be successful at headhunting, it is important to follow best practices that will help ensure that you are able to find and recruit the right candidates for your open positions.

  1. Research Your Potential Candidate

Before reaching out to a potential candidate, it is important to conduct thorough research on their background, experience, and qualifications. This will help you to identify whether or not they are a good fit for the position, and will also help you to prepare for any questions or concerns that they may have.

  1. The Visibility Of Your Company

Make sure your company is visible to potential candidates. This includes having a professional website and social media presence, as well as being active in relevant industry events and conferences. This will help to build your company’s brand and reputation, making it more likely that top candidates will be interested in working for you.

  1. The Balance Between Pushy And Enthusiastic

When reaching out to potential candidates, it is important to strike a balance between being pushy and enthusiastic. Be persistent in your efforts to reach out to the candidate, but also be respectful of their time and their decision-making process. Be enthusiastic about the opportunity to work with them, and be prepared to answer any questions they may have about the role and the company.

  1. Follow Up

Follow up with candidates after your initial contact. This will help to keep the conversation going, and will also help to build a relationship with the candidate.

  1. The Verification

Verify any information provided by the candidate. This may include contacting their references, conducting a background check, or reviewing their credentials. This will help to ensure that the candidate is who they say they are, and will also help to identify any potential red flags.

Also, Check – Inbound Recruitment – Everything You Need To Know

What Is Recruitment?

Recruitment is the process of finding and hiring qualified candidates for open positions within an organization. It typically involves a series of steps, including advertising job openings, reviewing resumes and applications, conducting interviews, and making hiring decisions. The recruitment process can be carried out by an in-house human resources team or by an external recruitment agency. The goal of recruitment is to find the best-suited candidate for the open position, who would help the organization achieve its goals and objectives.

Recruitment Best Practices

Recruitment is an essential process for any organization looking to fill open positions with qualified candidates. In order to be successful in this process, it is important to follow best practices that will help ensure that you find the right candidates for your open positions in a timely and efficient manner.

  1. Taking Less Time

Time is of the essence in recruitment. Taking too long to fill a position can lead to delays in getting important work done, and can also make it more difficult to attract top candidates. To minimize the time it takes to fill a position, it is important to have a clear understanding of the qualifications and experience required for the role, as well as a well-defined recruitment process in place. This will help to streamline the process and ensure that you are able to find and hire the right candidate as quickly as possible.

  1. The Perfect Fit

Finding the perfect fit for the role is crucial. You want to make sure that the candidate has the right skills, qualifications, and experience for the role, and that they will be a good fit with the company culture and values. It’s also important to find a candidate who is excited about the opportunity and the company. This will help to ensure that they are more likely to stay with the company long-term, and will also help to increase their chances of being successful in the role.

  1. Your Employer Brand Matters

Your employer brand is the perception of your company as an employer. Having a strong employer brand can help you to attract top talent, and can also help to increase employee engagement and retention. To build a strong employer brand, it is important to focus on creating a positive image of your company, both online and offline. This includes promoting your company culture, values, and mission, as well as highlighting any unique benefits or perks that your company offers.

Also, Check – Sourcing Channels for Recruitment

Difference Between Headhunting And Recruiting

Headhunting and recruiting are both methods of finding and hiring qualified candidates for open positions within an organization, but there are some key differences between the two.

  1. The Range Of Jobs

Headhunting is typically used to fill senior-level or specialized positions that are difficult to fill through traditional recruiting methods. These positions may require a specific set of skills or qualifications and may be in high demand. Recruiting, on the other hand, is a more general method that can be used to fill a wide range of positions, from entry-level to senior-level roles.

  1. The State Of The Job

Headhunting is often used when a position is currently unfilled, but recruiting can be used to fill both open and unopened positions. Headhunting is focused on identifying and approaching passive candidates who are not actively looking for a new job, whereas recruiting is focused on identifying and attracting active job seekers.

  1. The Skills In Demand

Headhunting is typically used to fill positions that require a specific set of skills or qualifications that are in high demand. These positions may require specialized knowledge or experience in a specific industry or field. Recruiting, on the other hand, is more flexible and can be used to fill positions that require a wide range of skills and qualifications.

  1. The Network

Headhunters typically have a smaller, more specialized network of contacts than recruiters. The headhunters are experts in their field, they are able to identify and approach the right candidates for the job, whereas recruiters have a larger and more general network of contacts.

  1. Time Required

Headhunting can be a more time-consuming process than recruiting, as it often involves extensive research and networking to find the right candidate. Finding the right candidate can take weeks or even months. Whereas recruiting is a more streamlined process, and it can be done quickly, depending on the requirements of the job.

Inbound Recruitment – Everything You Need To Know

Posted on by Sahil Belim
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What Is Inbound Recruitment?

Inbound recruitment is a method of sourcing and attracting job candidates through various marketing and communication strategies. The goal of inbound recruitment is to create a positive employer brand and attract qualified candidates to the company, rather than actively searching for candidates through traditional outbound methods such as job postings or recruitment agencies.

Inbound recruitment relies heavily on digital marketing techniques, such as social media, content marketing, and search engine optimization (SEO), to reach and engage potential candidates. This can include creating and sharing relevant and informative content on the company website, social media pages, and careers blog, as well as optimizing job listings for search engines. By creating a positive image of the company and providing valuable information to job seekers, inbound recruitment aims to attract candidates who are genuinely interested in the company and the role they are applying for.

Also, Check – Headhunting vs Recruitment – What is the Difference

How Does It Work?

Inbound recruitment works by using various digital marketing strategies to attract and engage with potential job candidates, rather than actively searching for them through traditional outbound methods. The goal is to create a positive image of the company and provide valuable information to job seekers to attract candidates who are genuinely interested in the company and the role they are applying for.

The process typically involves the following steps:

  1. Building A Strong Employer Brand: Companies use various digital channels, such as social media, content marketing, and search engine optimization (SEO), to create a positive image of the company and showcase the company culture, values, and benefits to potential candidates.
  2. Creating And Sharing Valuable Content: Companies create and share relevant and informative content on their website, social media pages, and careers blog. This can include information about the company, the role, and the hiring process, as well as tips for job seekers and industry insights.
  3. Optimizing Job Listings For Search Engines: Companies use SEO techniques to optimize job listings for search engines, making it easier for job seekers to find the listings when searching for relevant job opportunities.
  4. Engaging With Potential Candidates: Companies use social media, email campaigns, and other digital channels to engage with potential candidates. This can include answering questions, providing feedback, and building a relationship with the candidates.
  5. Building A Talent Pipeline: Companies use inbound recruitment to build a talent pipeline of potential candidates, even before they have job openings, by creating a strong employer brand and engaging with candidates through social media, email campaigns, and other digital channels.
  6. Tracking And Measuring The Results: Companies track and measure the results of their inbound recruitment efforts by analyzing metrics such as website traffic, social media engagement, and the number of job applications received.

Inbound recruitment can be a highly effective way of sourcing and attracting top talent, but it does require a significant investment in time and resources to develop and execute effective digital marketing strategies. It is important for companies to be consistent and persistent in their efforts, and continuously measure and improve their inbound recruitment strategies.

Also, Check – Outbound Recruitment – Everything You Need To Know

Benefits Of Inbound Recruitment

Inbound recruitment is a modern and effective method of sourcing and attracting job candidates, which can provide significant advantages over traditional outbound recruitment methods. Some of the main advantages of inbound recruitment include the following:

  1. Attracting Qualified Candidates

Inbound recruitment allows companies to create a positive image of the company and provide valuable information to job seekers, which can attract candidates who are genuinely interested in the company and the role they are applying for. This can help to increase the quality of the candidates that apply for the job and reduce the time and cost associated with recruiting.

  1. Building A Talent Pipeline

Inbound recruitment allows companies to build a talent pipeline of potential candidates even before they have job openings, by creating a strong employer brand and engaging with candidates through social media, email campaigns, and other digital channels. This can help to reduce the time and cost associated with recruiting, as companies can have a ready pool of candidates when they have an opening.

  1. Attracting A Diverse Range Of Candidates

Inbound recruitment allows companies to reach and engage with a wider audience than traditional outbound methods, which can help to increase the diversity of the candidates that apply for the job. This is particularly important for companies that are looking to diversify their workforce, as it allows them to reach and engage with candidates from underrepresented groups who may not be actively searching for job opportunities.

  1. Creating A Personalized Candidate Experience

Inbound recruitment allows companies to engage with candidates on a one-to-one basis through social media, email, and other digital channels. This helps to build a stronger relationship with candidates and can improve the chances of them accepting a job offer if one is made.

  1. Cost-Effective

Inbound recruitment is cost-effective as it is done through digital channels, which are often free or low-cost. This can help companies to save money on recruitment costs, such as agency fees and advertising costs.

  1. Measurable

Inbound recruitment is measurable, as companies can track and measure the results of their efforts by analyzing metrics such as website traffic, social media engagement, and the number of job applications received. This allows companies to continuously improve their recruitment strategies, and make data-driven decisions.

  1. Creating A Positive Brand Image

Inbound recruitment allows companies to create a positive brand image by providing valuable information to job seekers and showcasing the company culture, values, and benefits. This can help to attract top talent, and increase the company’s reputation in the industry.

  1. Improving The Candidate Experience

Inbound recruitment allows companies to improve the candidate experience by providing clear and timely communication and giving candidates a sense of what it’s like to work at the company. This can help to increase the chances of candidates accepting a job offer, and reduce the time and cost associated with recruiting.

  1. Helping To Retain Employees

Inbound recruitment can help to retain employees, as it allows companies to attract candidates who are genuinely interested in the company and the role they are applying for. This can lead to a better employee retention rate, as the employees will be more likely to stay with the company if they are happy with the job and the company culture.

  1. Increase The Number Of Referrals

Inbound recruitment can increase the number of referrals, as candidates who have a positive experience with the company are more likely to refer others to apply. This can increase the number of quality candidates and reduce the time and cost associated with recruiting.

Also, Check – How To Decide If You Should Outsource Your Recruitment

How To Decide If You Should Outsource Your Recruitment?

Posted on by Sahil Belim
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What is recruitment outsourcing?

What are the benefits of recruitment outsourcing?

How to decide if you should go for recruitment outsourcing?

What Is Recruitment Outsourcing?

Recruitment outsourcing is the practice of hiring a third-party company or agency to handle all or part of the recruitment process for an organization. This can include sourcing and identifying potential candidates, conducting initial screenings and interviews, and making offers of employment.

There are several benefits to outsourcing recruitment, including the ability to access a wider pool of candidates, cost savings, and access to specialized expertise and resources. Additionally, outsourcing can help organizations streamline their recruitment process and free up internal resources to focus on other priorities.

However, it’s important to carefully consider the potential drawbacks and risks of outsourcing recruitment, such as the potential loss of control over the process and the need to carefully manage the relationship with the outsourcing partner.

What Are the Benefits Of Recruitment Outsourcing?

Here are some potential benefits of recruitment outsourcing:

  1. Wider Pool of Candidates: Outsourcing can help organizations access a wider pool of candidates, including those who may not be actively seeking employment but could be interested in the opportunity.
  2. Cost Savings: Outsourcing can help organizations save money on recruitment-related expenses, such as advertising and job board fees. It can also reduce the amount of time and resources required to fill a position internally.
  3. Specialized Expertise: Recruitment agencies and firms often have specialized expertise in sourcing and identifying top candidates for specific industries or roles. This can be particularly useful for organizations that lack in-house recruitment expertise.
  4. Streamlined Process: Outsourcing can help streamline the recruitment process by allowing the third-party provider to handle many of the administrative tasks and paperwork involved in recruiting.
  5. Flexibility: Outsourcing allows organizations to scale up or down their recruitment efforts as needed, providing flexibility in response to changing business needs.
  6. Improved Time to Hire: Working with an outsourcing partner can help organizations fill positions more quickly, which can be especially important in competitive job markets or for roles that are difficult to fill.
  7. Improved Quality of Hire: Outsourcing partners often have a track record of successfully placing candidates in roles, which can increase the likelihood of finding a high-quality hire.

How to Decide If You Should Go For Recruitment Outsourcing?

Here are some additional considerations when deciding whether to outsource your recruitment process or not

  1. Expertise: Do you have the in-house expertise and resources to handle the recruitment process effectively? If not, outsourcing may be a good option to access specialized expertise and resources.
  2. Time to Fill Positions: If you are having difficulty filling positions in a timely manner, outsourcing may help you access a wider pool of candidates and fill positions more quickly.
  3. Quality of Hire: If you are not consistently finding high-quality candidates, outsourcing may provide access to a more qualified pool of candidates and increase the likelihood of finding a successful hire.
  4. Company Size: The decision to outsource may depend on the size of your organization. For larger companies with dedicated HR departments, outsourcing may be less necessary. However, for smaller organizations that lack the necessary resources and expertise, outsourcing may be a more viable option.
  5. Company Culture: It’s important to choose a partner that aligns with your organization’s culture and values. Make sure to thoroughly research and interview potential outsourcing partners to ensure a good fit.
  6. Legal Considerations: Be sure to carefully review any contracts or agreements with potential outsourcing partners and consult with legal counsel as needed to ensure compliance with all relevant laws and regulations.
  7. Candidate Experience: Consider the candidate’s experience throughout the recruitment process and whether outsourcing will provide a positive experience for potential hires.
  8. Reputation: Consider the reputation of potential outsourcing partners and whether they have a track record of successful placements and satisfied clients.
  9. Service Level Agreement: Clearly define the scope of work and expectations for the outsourcing partner in a service level agreement to ensure that both parties are on the same page.
  10. Communication and Management: Establish clear lines of communication and a plan for managing the relationship with the outsourcing partner to ensure a smooth and successful partnership.

Overall, the decision to outsource recruitment should be based on a thorough analysis of the potential benefits and drawbacks for your organization and should take into account the unique needs and circumstances of your company.

How to start a Recruiting Business in India?

Posted on by Samina Tinwala
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What is a recruitment business?

A recruitment business is a company that specializes in helping organisations find and hire employees. Recruitment businesses, also known as staffing agencies or employment agencies, offer a variety of services to help organisations fill job openings, including sourcing and identifying potential candidates, conducting initial screenings and interviews, and providing temporary staffing solutions.

Recruitment businesses may specialize in specific industries or types of positions, such as temporary or contract work, executive search, or technical roles. They may also offer additional services such as background checks, salary benchmarking, and onboarding support. Recruitment businesses typically charge a fee to the organisations they work with, either as a percentage of the employee’s salary or at a flat rate.

How to start a recruiting business in India?

Starting a recruiting business in India can be a challenging but rewarding venture. As a recruiter, you will help companies and organisations find the best candidates for their open positions, and you will also assist job seekers in finding the right opportunities for their career goals.

To succeed in this competitive industry, it’s important to carefully plan and prepare for the launch of your business. This includes developing a business plan, choosing the right business structure, obtaining necessary licenses and permits, building a strong network, and staying up to date on industry trends.

By following these steps and being proactive in building your business, you can set the foundation for a successful recruiting business in India. It will take time and effort to build your business, but with hard work and determination, you can succeed in this exciting and rewarding industry.

Here are the steps to follow to start a recruiting business in India:

  1. Develop a business plan

Developing a business plan is an essential step in starting a recruiting business in India. A business plan is a detailed document that outlines your goals, target market, and strategies for success. It serves as a roadmap for your business, helping you to stay focused and on track as you work towards your goals.

In your business plan, you should include information about your target market, including the types of companies and industries you plan to work with, as well as the types of candidates you will recruit. This will help you to define your target audience and develop strategies for reaching and engaging with them.

Your business plan should also include information about your marketing and sales strategies, as well as details about your financial projections and operating expenses. This will help you to understand the costs associated with starting and running your business and to plan for future growth.

Finally, a business plan is essential for securing funding and attracting investors. If you plan to seek financing from banks or investors, you will need to present a detailed and professional business plan that clearly outlines your goals and strategies for success. A strong business plan can help you to secure the funding you need to get your business off the ground and help you to attract the right partners and investors to support your growth.

  1. Choose a business structure

In India, you have several options for structuring your recruiting business, including a sole proprietorship, partnership, or limited liability company (LLC). Each structure has its own advantages and disadvantages, so it’s important to choose the one that best fits your needs and goals.

  • Proprietorship: It is managed or owned by a single person. It is the simplest and least expensive business structure to set up, and it offers complete control and flexibility to the owner. However, a sole proprietorship also exposes the owner to unlimited liability, meaning that they are personally responsible for all debts and obligations of the business.
  • Partnership: It is a type of business that is owned and operated by two or more individuals. Mainly there are two types of partnerships: general partnerships and limited partnerships. In a general partnership, all partners are equally responsible for the management and operations of the business and are personally liable for its debts and obligations. This means that if the business incurs any debts or liabilities, the partners’ personal assets may be at risk. On the other hand, a limited partnership involves one or more general partners who are responsible for managing the business and are personally liable for its debts and obligations, as well as one or more limited partners who are only responsible for providing capital and are not personally liable for the business’s debts and obligations.
  • Limited Liability Company (LLC): It is a business structure that combines the liability protection of a corporation with the tax benefits of a partnership. LLCs offer limited liability protection to their owners, meaning that the owners are not personally liable for the debts and obligations of the business. LLCs also offer flexibility in terms of management and ownership, and they can be taxed as a partnership or corporation, depending on the circumstances.

When choosing a business structure for your recruiting business in India, it’s important to consider factors such as liability protection, tax implications, and management and ownership structure. It’s a good idea to seek the advice of a legal or financial professional to help you choose the structure that best fits your needs.

  1. Obtain necessary licenses and permits

In order to operate legally in India, you may need to obtain various licenses and permits depending on the nature of your business. Some common licenses and permits that may be required for recruiting business include:

  • Goods and Services Tax (GST) registration: GST is a value-added tax that is applied to most goods and services in India. If your business has an annual turnover of more than INR 40 lakhs (approx. $54,000), you will need to register for GST.
  • Professional tax registration: Many states in India require businesses to pay a professional tax, which is a tax on certain professions or trades. If you operate a recruiting business, you may need to register for professional tax and pay this tax on a regular basis.
  • Other licenses and permits: Depending on the specific nature of your business and your location, you may need to obtain other licenses and permits to operate legally. This could include a trade license, shop and establishment registration, or other licenses required by the state or local government.

It’s important to research the specific licenses and permits that are required for your business and to obtain them before starting operations. If the necessary actions are not taken, the business may be subject to fines or other penalties. It’s a good idea to seek the advice of a legal or financial professional to ensure that you have all the necessary licenses and permits in place.

  1. Build a strong network 

As a recruiter, your network of connections will be a valuable asset to your business. Building relationships with potential clients and candidates, as well as industry professionals, can help you to grow your business and find new opportunities.

Here are some tips for building a strong network as a recruiter:

  • Start early: Building a strong network takes time, so it’s important to start building relationships as early as possible. This includes reaching out to industry professionals, joining relevant professional organisations, and attending events and conferences.
  • Be proactive: Don’t wait for opportunities to come to you – take the initiative to reach out to potential clients and candidates, and seek out new connections. This could involve networking at events, joining industry groups or forums, or simply reaching out to people you admire or respect in the industry.
  • Foster relationships: Building a strong network is not just about collecting business cards – it’s about building genuine, mutually beneficial relationships. Take the time to get to know the people in your network, and be willing to offer help or support when needed.
  • Stay connected: Building a network is an ongoing process, so it’s important to stay connected with the people in your network. This could involve regularly checking in with your contacts, attending industry events, or simply staying in touch through social media or email.

By building a strong network and fostering relationships with potential clients, candidates, and industry professionals, you can lay the foundation for a successful recruiting business in India.

  1. Utilize social media and online platforms 

In today’s digital age, it’s important for businesses of all types to have an online presence. For a recruiting business, having an online presence can be particularly useful for reaching a wider audience and connecting with potential clients and candidates.

One way to establish an online presence is through social media platforms. There are numerous social media platforms that businesses can utilize to reach their target audience and establish an online presence, each with its own unique features and user base.

For example, LinkedIn is a professional networking site that is popular among recruiters and job seekers. You can use LinkedIn to advertise your services, connect with potential clients and candidates, and share industry news and insights. Other popular social media platforms, such as Facebook and Twitter, can also be useful for building your online presence and connecting with potential clients and candidates.

In addition to social media, job boards and online job search sites can be useful tools for recruiting businesses. Many job seekers use these sites to search for job opportunities, so it’s a good idea to have a presence on these platforms. You can use job boards to advertise your services, post job openings, and connect with potential candidates.

By utilizing social media and online platforms, you can reach a wider audience and connect with potential clients and candidates in a more efficient and effective way. It’s important to regularly update your online presence and engage with your audience to build your reputation and establish your business as a trusted resource in the industry.

  1. Offer value-added services 

In a competitive market, it can be challenging for a recruiting business to stand out and attract clients and candidates. One way to differentiate your business is by offering value-added services in addition to traditional recruitment services.

Value-added services are additional services that go beyond the basic services offered by your business. They can help to set your business apart from competitors and provide additional value to your clients and candidates. Some examples of value-added services that a recruiting business might offer include:

  • Resume writing: Many job seekers struggle with creating a professional and effective resume. Offering resume writing services can help to set your business apart and provide a valuable service to your clients.
  • Career coaching: Career coaching can help individuals to clarify their career goals, identify their strengths and weaknesses, and develop a plan for success. Offering career coaching services can be a valuable addition to your business and can help you to attract clients who are looking for more comprehensive support in their job search.
  • Job search assistance: Job search assistance can include services such as resume review, interview coaching, and job search strategy development. These services can be particularly valuable for job seekers who are struggling to find employment and are looking for additional support and guidance.

By offering value-added services in addition to traditional recruitment services, you can differentiate your business and provide additional value to your clients and candidates. This can help you to stand out in a competitive market and attract a wider range of clients and candidates.

  1. Stay updated on industry trends 

The recruiting industry is constantly evolving, with new technologies, tools, and best practices emerging all the time. To stay competitive and provide the best service to your clients and candidates, it’s important to stay up to date on the latest trends and best practices in the industry.

There are several ways to stay informed about the latest developments in the recruiting industry:

  • Attend industry conferences and events: 

Industry conferences and events are a great way to learn about new developments in the industry, network with other professionals, and gain valuable insights and knowledge.

  • Join professional organisations: 

Many professional organisations offer educational resources, webinars, and other opportunities for learning about the latest trends and best practices in the industry.

  • Follow industry blogs and publications: 

There are many blogs and publications that cover the recruiting industry, and reading these can help you to stay up to date on the latest developments and best practices.

  • Stay connected with other professionals: 

Building relationships with other professionals in the industry can be a valuable way to stay informed about new developments and trends. This could involve joining industry groups or forums, attending networking events, or simply staying in touch with colleagues and peers.
By staying up to date on the latest trends and best practices in the recruiting industry, you can position your business as a leader in the field and provide the best possible service to your clients and candidates.

Conclusion

By following these steps, you can set the foundation for a successful recruiting business in India. It will take time and effort to build your business, but with hard work and determination, you can succeed in this competitive industry.

Top challenges startups face in recruiting and retaining talent

Posted on by Vaishnavi Srinivasan
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Successful business founders usually attribute their success to having the right team. This is mainly because an early employee may significantly influence a startup’s success narrative.

The journey that the members take together forms a fantastic team. Hiring the appropriate individuals is the first step, though. Faster success may be achieved, especially for startups, by hiring workers that fit the company’s culture and possess the necessary technical abilities.

Reputation and visibility of the business

As a startup, you may have yet to hear of your company. Unlike larger firms, you don’t have a good reputation to rely on when looking for talent. It gets harder and harder to get top talent if no one has ever heard of your company. Candidates taking a chance by joining a startup business they’ve never heard of is risky. As much as we are reluctant to admit it, perception plays a significant role in applicant selection and impressions of employer brands, which is why hiring for your company may be challenging.

Your employer brand and employee value proposition

First and foremost, you must consider what distinguishes you from your major talent rivals—and yes, this also applies to the more well-known athletes. Many applicants will be attracted to your startup’s goal, beliefs, and culture, especially those seeking a challenge or wanting to be a part of something new.

You probably haven’t given building an EVP—a set of standards outlining what applicants may expect from your role as an employer—a lot of attention if you have a small staff, but you should in the present labor market. This will assist you in determining what makes your company a special place to work, which you can subsequently share with candidates and lay the groundwork for candidate perceptions of your employer brand. The EVP will serve as a blueprint for your business’s culture, including how you treat workers and what you expect of them. It’s a helpful tool for setting yourself apart from the opposition and enhancing your employer brand.

Lack of available tech talent

Tech recruiting is now challenging for companies of all kinds, especially startups, due to a worldwide skills shortage. The number of tech graduates coming out of universities each year is limited, and firms are doing all in their power to retain experienced IT professionals. How can you fill positions to expand your company if they don’t exist? As much as we’d all like to, you can’t always afford to hire employees from scratch, and waiting for suitable candidates to find you will delay your expansion ambitions. Since applicants are being snatched up rapidly due to the strong demand for IT skills, many firms are left in a bind.

Contacting unwilling or different prospects

The fact that every startup, so-called “scale-up,” and established business look to the same talent pool to meet recruiting demand explains why many are having trouble finding talent. As a result, when it comes to hiring, businesses need to be innovative and think outside the box. Consider different approaches to enlarging your talent pool, such as deploying paid advertising campaigns to connect with and interest relevant passive prospects in your position, or reconsider your definition of the perfect applicant. While attitudes cannot be learned, skills can. As a result, it could be advantageous for you as a business if you locate people that match your passion and beliefs but who might need some assistance honing their IT skill set.

Increased talent competition

There is a big surge of organizations hiring and looking for the same skills, in addition to a shortage of talent. This is a challenge for startups since you have to make a solid first impression on potential employees who may have never heard of you. The question of remuneration also arises if you are in direct competition with major tech firms, such as Amazon, Google, or Facebook. Due to a lack of financing, startups sometimes cannot offer the same benefits and compensation as these well-known companies. This makes it more challenging to attract talent since you run the danger of being pushed out of the competition.

How to solve the recruiting problem?

Use a platform for recruitment marketing that enables you to centrally manage job ads and applicant responses. Most platforms also measure how frequently job ads are watched and clicked on, allowing you to reduce spending where it is ineffective. Making it a practice to review and analyze statistics can help you identify the sources that yield the most qualified applicants and conversions.

To draw in top candidates, you must hire them swiftly and streamline the recruiting process. To hasten the process, it’s critical to create a recruiting strategy that outlines the precise knowledge and expertise you want in applicants, the money and effort you can commit to the search, the number of candidates needed, and the duration of the interview process. Additionally, everyone on your team has to be informed of this strategy.

Using simple language in the position description is a fantastic place to start. Your job postings should outline the duties, obligations, and credentials you want in an applicant. A project or success story connected to the available position might be highlighted in your description to personalize it even more. Potential candidates should be interested and informed by your job advertisement.

Conclusion

Your recruitment expertise is the key factor influencing how a firm is shaped. By conquering the hiring as mentioned above difficulties, you will be establishing the stringent standards required for your business to remain competitive in the marketplace today.

All of the advice mentioned above leads down to this: while developing recruiting techniques, applicant psychology must be your priority. However, what has worked for others might not be appropriate for handling your unique applicants. As a result, you need to pay special attention to how unique your business is and what sector it works in.

Zigsaw acquires Creative Cops HR Consultancy

Posted on by zigsawzindagi
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Good morning to fellow friends, employers & Job-seekers. We are excited to announce that Zigsaw has acquired Creative Cops HR Consultancy, a reputed Recruitment Firm of Udaipur.

I would like to throw some light on the acquisition and other goals going forward.

Why this acquisition?

We observed that there has been a high demand in the semi-skilled workforce. Since Zigsaw had mostly worked in the White Collar segment, acquisition of Creative Cops allows Zigsaw to extend to cater to its customer’s needs across functions & industry. With the acquisition of Creative Cops HR Consultancy, we would also be extending our niche to industries requiring semi-skilled employees and allow Zigsaw in its expansion plan for Rajasthan, MP & Gujarat. Apart from being a strategic decision in its expansion plan, it also gives Zigsaw access to expertise & guidance of Mr. Rajesh Kabra who would be joining Zigsaw as a part of this acquisition. I remember an incident from the early days of 2016 when we were a very competitive bunch of Recruitment enthusiasts who were looking at innovative ways to close positions. Our competitiveness used to give us an adrenaline rush and we would mostly beat other firms in direct competition. It was during this period that Mr. Kabra beat us to a position in his unique ways. In its rarity, I had developed huge respect for Mr. Kabra and his do “Whatever it takes the attitude to close positions”. Mr. Kabra would be joining us full time as a part of this acquisition. Another major role of Mr. Kabra in the new Zigsaw would be to help in the extension of our Recruitment Team, guide and mentor young Recruitment enthusiasts. We, at Zigsaw, believe that we want to be a leader in all Industries, extension of niche to include Semi-skilled workforce would allow Zigsaw to be a talk of every household in Rajasthan, Madhya Pradesh & Gujarat. This would help Zigsaw improve its brand identity with Job-seekers. The move is expected to strengthen its Jobs portfolio and compete more aggressively with other Recruitment Consultancies in the region. With the increasing capability of machines, people are the most valued assets for each organization and as companies lineup to rack the best talent, the market for the Recruitment industry is going to grow further than its current estimate of being a $200 Billion industry worldwide.

Goals for this year?

We currently have 1000+ verified Jobs listed on our platform www.zigsaw.in for Rajasthan, MP & Gujarat. We intend to reach 1500+ Jobs by the end of this quarter. For the FY 2019-20, our most important goal is to do 2X of the revenue we did in FY 2018-19 while maintaining Profit/Earning ratio close to what it was in the last year.

Biggest Challenge ahead?

While the Service industry has its positives, it is also a very competitive industry by its nature. Its competitive nature causes high attrition rates which makes it sometimes difficult to conserve knowledge acquired. We, definitely need to establish a process to retain top talent and work on building existing talent.

People-centric initiatives

People’s development is an important factor to cause & maintain the high growth rate which has caused Zigsaw to taken organization-wide initiatives to fuel its high growth aspirations. In its endeavors for capacity expansion, Zigsaw rented another office in Manglam Fun Square, Udaipur. Glimpses of our new office are here

Zigsaw acquires Creative Cops HR Consultancy

It is very rare for a Bootstrapped startup to acquire another startup. While I would like to think of this acquisition as a milestone in our journey, a lot of contribution to where we are today goes to a lot of people. I would like to say a heartfelt thanks to our current team for making this happen. Previous teams to have probably endured the most challenging times, especially Shiv, Srishti, Kanika & Yash & the wonderful mentors we have had along the way: Mr. Fulendra Dhurandhar, Mr. Arun Singhal, Mr. Madhukar Bhardwaj. Going forward, we look forward to joining forces with more Recruitment Firms and help each other grow faster. We, at Zigsaw, are serious about growing faster & are open to considering partnerships, mentorships & investments forging long term meaningful partnerships. 

Are you hiring?

Yes, we always are. Recruitment is probably the most fulfilling career there is and It gives us immense satisfaction to get people Jobs based on their preferences. We are looking for smart, sincere & driven individuals to join us in our growth journey. Our performance-linked incentive structure & half-yearly appraisals appeal high to individuals who want to create a mark for themselves. We have limited Fixed component for Compensation and award attractive performance-linked incentives to reward top performers. We a building a core team that would be central to our success story in the years to come. If you think you are made to beat the best and are looking for a challenging & fulfilling career, Zigsaw would offer the right fit. Feel free to reach us at career@zigsaw.in

While giants are taking on the Recruitment Industry at a global level, Zigsaw is taking the Job-search hyper-local.

Have a wonderful day ahead !!

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