Effects on recruiters

The hiring Process has to be restarted.

Time spent on waiting for the candidate to
join is wasted.
Delay is timeline of organization’s goals.
Costs per hire shoot up.
Demotivates Recruiters.
 Their current company convinced them to
stay.
 They’ve got a better offer in another company.
 They developed cold feet and aren’t ready for
the change.
 They rethought their position on the job role.
 A personal emergency disables them from
joining the company.
 Identify potential candidates (viable)

 Make a plan of offering them 80:20 rather

than 70:30 or 75:35, and make them engaged
with us so that he/she is interested in
partnering with us (on the other hand pro-
market them for other opportunities)
Identify SME’s on Job market and keep them
as one of the tech panelists to screen other
candidates by paying him/her on a part time
basis so that we engage them with us
completely till he gets on-boarded with our
client project. (There is cost involved in this
practice but worth a Try)
 Most important one is to have a personal
touch with the candidates by meeting them
in-person (Either AM’s or BDM’s on site
locations) for a quick Lunch / Coffee meet
etc…
 Understand their background and try to tap
what’s happening in his/her life which will
give an immense idea on the real Job
interest within them.
 It’salways good to add the candidates on
Whatsapp, Skype, Twitter, Hangouts etc…
 Greet on daily basis to engage with them

completely till they get on boarded.

 This process will ensure off the job contact.

 Follow their activities on personal blogs where

they have a larger presence.

 Presence of Company in Social Media. Be an
active Blogger, Promote posts, Share value-
additions pertaining to hiring needs within the
company.
 Promote Company’s Mission and Vision by
using forecasting techniques, comparisons
between last year and current year’s hiring
patterns, New client acquisitions.
 Promote Cultural Fit as one of the platform to
invite candidates by triggering the benefits,
and long-term relationships with the clients.
 Make Video A Key Part of Your Hiring Process
by creating a Company Culture Video.
 Ensure a Mobile Friendly Candidate Process
there by developing an APP which acts like an
ATS through Mobile where the candidate can
be engaged till the on-boarding is completed.
 E-mail Marketing strategy can be
implemented to promote and maintain Passive
candidates through a campaign that sends
reminder emails / Birthday wishes / New Job
announcements etc…
 Any futuristic candidates can be connected
with already placed candidate(s) working
with the clients that we submit them, in-
turn increasing the communication WRT all
areas.
 This will also gives an idea about the
thinking and Vision of future candidates
that can be learnt from the connected
candidates.
 Always make sure to sell your name and
company that you represent so that it rings the
bell in candidate’s memory as they hear your
name! (Don’t just talk about the job alone, but
also talk about his/her personal interests, etc..)

 Sell
the expertise of your job knowledge and
always be as a personal advisor of any
candidate about the current job market trends
and you are there for the candidate to help them
find their next job.
 Ask candidates about his/her personal
contributions that they have made in their
jobs… It can be of any forms of documents such
as BRD / FRD, Use-case, AS-IS flow diagrams,
“project charter”, or any kind of write-ups with
respect to the client’s very important asking
skills on the job, and await for their response. If
they respond and show interest in the job, that
indicates that they are truly have some interest
in the job they apply for. If they hesitate to share
even a basic info, then that’s an EWS which
needs to be considered as a “Red flag”.
 Always ask for References and make it as a
thumb rule while submitting any candidates.
Those references should be their PM’,s or
Leads, and NOT THEIR SUBORDINATES.

 Alwaysmake sure to cross check the reference

in LinkedIn and make sure they have a
connect with the respective candidates.
 Identify the most selling skills in the market
 Hire and Train professionals from IT
background with fundamental skills in the
same platform.
 Create a Virtual bench of candidates who are
ready for the projects that are in demand.
Cross sell them WRT labor market conditions.
 This will ensure candidate delivery as well as
new client acquisition.
 First focus should be to look for candidates who
are immediately available. These candidates are
like “Low hanging Fruits” to deliver and can be
used for Quick Turn-around Gigs.
 Target candidates who are in contract assignment:
People would love to join a full time position from
a Contract position.
 Always Do a Cross-selling between Accounts. This
will increase the confidence within a candidate
that as a company we have bunch of jobs available
across various locations and various clients.
 Look for candidates who are closer to the work /
client location. Relocation candidates are always
not Trust-worthy unless a compelling need to do
so.
 It’s quite safe to keep a Rate buffer / salary buffer
while proposing a candidate. It will give a
cushioning at the time of post-offer negotiations
and for any counter-offers.
 Do not bank on one candidate and always have
back-ups. This can be done as an exercise within
the team as a Pro-active process for all
requirements.