Factors,that,are,driving,your, technology 7 Factors that are driving your recruiters crazy
Active shredder safety technology for the small office. Shreds 15sheets per pass into 5/32" x 1-1/2" cross-cut particles (Security Level3). Patented SafeSense® Technology stops shredding when hands touch thepaper opening. Designated shredde The electronic cigarette is not new. People who buy electronic cigarette knows that this product has been in the market for years now. Despite some sectors apparently trying to shoot the product down from the shelves, the popularity of elect
But knowingly or unknowingly they come across certain activities, policies or demands set by the management of the company that can make them go crazy or in simple terms bring down their productivity. Here is our list of 7 factors that are sure to be avoided in a company: No Proper Job Description:Most of the times the project team simply gives a one liner communication to the recruiters - “We have requirement, let’s hire”. But they don’t provide any details as to what are they hiring for, what is the job description and expectations from the candidates coming for the interview. It is recommended for the project team to prepare a detailed and relevant job description that can help recruiters to bring relevant profiles. Only 100% fit candidate should join the companyA common statement from the management - “We will wait till 100% fit candidate joins the company”. This happens rarely and recruiters have to bear the remarks of poor performance. The applicant must have worked on different project or platform altogether so there is less chance that he/she fits to your requirements. Look for the skills and capability of the candidate to learn and grow; instead of pushing the recruiters. Pushed for DeadlinesMurphy’s Law for Recruiters, says - “Every recruiting process takes longer time than you thought it would”. There are always the chances that your recruiters are not able to meet the deadlines to close the positions. But are they really at fault? Look back at their reports to understand the reasons of no-show from candidates, reasons why interviewers are rejecting applicants or even why candidates are not accepting the offer letter. Bring necessary changes in communication and branding of the jobs. No tracker implemented for recruitmentEven if you are a start-ups with single numbers hiring or a big company with seasonal hiring, ignoring the importance of a tracker is equivalent to having no recruitment process at all. The first thing to implement in recruitment process is a tracker which can help tracking the details of profiles sourced and generate reports on the progress of each applicant into various hiring stages. This will help improving the productivity of the recruiters Their work is being overlookedRecruiters have a hard time reaching the candidates, scheduling their interviews and make sure they appear at the office premises. Bringing jobs to people is like the mission of their life, but nobody seems to care about that. Even a note of thanks is missing at times. Boost the morale of the recruiters specially when an employee recruited by them becomes the star of the company. Rejecting great candidates without proper feedbackAfter efforts of many days, recruiters find a great candidate, specially at the higher level but then he/she gets rejected by the interviewers. The worry here is recruiters are not provided with a valid or relevant feedback from the interviewers. Make sure management structures out a parameter sheet for interviewers as a mandatory step for feedback. Their Pre-historic ATS is driving them crazyIt is good that your company has implemented one applicant tracking system for your hiring process, it may be in-built or taken from a vendor. But look back again and see if it has been outdated. This might create a havoc among the recruiters on involving in too much of manual process to manage recruitment.
Factors,that,are,driving,your,