Author name: AAA Consultants

Recruitment is one of the critical business processes, important to be aligned to the company’s vision, values and business objectives. Hiring the Right person at Right Job at Right time is paramount to the organisation for achieving its business objectives. In light of these challenges, the selection of recruitment agency plays an important role. Here are some pointers which may help you to decide in case you need a recruitment agency in the first place. Immediate need of people but time is short Quality and relevant experience is the foremost requirement Don’t have a higher budget for expensive agencies If you need an agency, then let’s refer the following questions to select the Right Hiring Partner. Have you ever worked with recruitment agencies and understood why their process and Goals benefits your business needs? Do you trust them to the point of not worrying about their timelines and quality of candidates? If you can’t say “yes” to the above questions then you need to think about whether they are the right agency for your company. To have the right partnership in place, you need to know that they will be looking out for you, not forcing their people through the process that are not the right fit. This is a guide to help you see what you should be looking for in an agency as a partner to your business needs: 1. Understands your business needs: Good: Understands where your business needs lay and is a true partner with what you are trying to accomplish. Bad: Doesn’t take the time to know what your business goals are and worries more about what they will receive in revenue than finding the right candidate. 2. Knows your Organisation: Good: Knows the industry and size of your company and will target the right candidate – to make sure they will be the right fit they’ll vet the candidate appropriately. Bad: Hasn’t taken the time to meet with managers or get to know you or the company; they are too focused on getting the next candidate or client to partner with. 3. Always trying to learn & improve: Good: Takes time to meet with you to go over your needs and seeks feedback after interviews to ensure they are targeting the right pool of candidates. Bad: Puts the same type of candidate in front of you after you have said no and doesn’t understand why you continue to say no plus continuously has excuses on why things are not a success. 4. They listen: Good: Takes time to hear what you want and need, doesn’t put pressure on you to make rash decisions but sets up timetables to get adequate feedback. Bad: Asks the same questions and will find short cuts on getting you the right candidate because they are pushing too many candidates to you that does not fit your needs. 5. They’re a subject matter expert in their field: Good: Can speak about what you need by knowing the industry you are in and can break down a position to find you the right candidate. Bad: Works across all skill sets and doesn’t understand what they are recruiting on which in return will give you the wrong types of candidates. 6. You can rely solely on them: Good: They will deliver the candidates in the time frame they committed to and they know what you need as a business. Bad: They will waver in their commitments, they have erratic success with you and they rarely keep you up to date with their progress and results. 7. They will follow the process that was promised to you: Good: They will stick to their vetting process and will not skip steps which would lower the bar on the quality of candidate for you. Bad: They don’t meet with their candidates, they do not perform reference checks and they just send you a high volume amount of candidates so you can do the screening instead of them. 8. They separate themselves by supplying a higher calibre of candidates: Good: Always exceed your expectations on the candidates they supply. Bad: They are delivering the same candidates that have applied on their own or they supply candidates that you have already seen through recycling of candidates or other agencies. 9. They’re an ethical company: Good: The candidate that is supplied has the same experience as the resume advertises and they educate the candidate about your company to make sure they are walking into a role they are excited about. Bad: They will misrepresent candidates by adding experience that is not accurate and they will coach the candidate to say things that are not accurate to their experience. 10. Persistence: Good: Is in contact with you the right amount of time but not disrespectful and annoying. Bad: Is too aggressive at the point of calling your managers 7 to 9 times a day to try to get more business or feedback.

In the current scenario, searching for a new job is more challenging than it was before. With most companies going remote in the lockdown, recruitments are seeing a slower pace, the impact of which will stay even once we go out of our homes. This is why you must approach your job search with an open mind and explore multiple options rather than sticking to your set goals. So plan, but stay open to opportunities, and keep an open mind to experiment with your career. You may also be putting in your best efforts to solicit the response from employers and agencies, but things didn’t remain the same as they were earlier. All of sudden, health and safety is now the top priority of employers to navigate the pandemic, and the rest of the processes take a back seat. So what is “New Normal”, how will we search right jobs then? Let’s brainstorm and explore the blended (new and old) ways to search for new job opportunities- Here are the following things you can do to find out the right job and give a fillip to your career growth.   Attend Recruitment related Webinars In recent times, there are several Talent Acquisition, Headhunting and Recruitment platforms conducting free webinars wherein they invite leading HR and TA professionals to reflect their insights and analytics into recruitment market and job search. You can register and enhance your understanding of the current job market situations in various industries and adopt a suitable strategy.   Update your profile in Job portals, professional and social media platforms It’s always advisable to keep your profile updated and highlight key skills to get noticed by recruiters. Recruiters use job portals, professional and social sites to headhunt both active and passive job seekers. Review the job posting and apply relevant keywords. Address any requirements, skills and qualities you have that are also in the job posting. If you’re not hearing back from employers, maintain momentum by applying to jobs that match your skills, experience and qualifications. The current situation has added a level of complexity to the hiring process and employers may take some time to figure things out. Set a daily application goal and reward yourself in small, meaningful ways after reaching it, such as reading a chapter of your favourite book or virtual meeting a friend for tea/coffee.   Connect or network people through professional or social media platforms Discover smart strategies for building a professional network online and leveraging connections for career advancement or finding new career opportunities. Connecting to people and building a relationship with them will always spike your dream job hunt. Since employee referral is a prominent source of hiring therefore networking can play a very crucial role in your job hunt. So, try to add to people who work in your dream companies. You can refer sites like LinkedIn for making professional connections or other social media channels like Facebook, Twitter etc can help you market yourself to potential employers. It is a good time to begin networking. Start by adding people you know, like your seniors, friends, classmates, colleagues and mentors. Build a rapport with these people by talking to them, following what they share, and writing or sharing articles that interest you. Take up GIG jobs or remote freelance work A gig is a temporary job. The employee often works on a specific project for a company, either as an independent contractor or a freelancer. The benefits of a gig job are that it allows you to work on multiple projects for multiple companies at once (generally). You can often work from home and have flexible hours. Reach out to your network and search online for gig opportunities. There are many options available through online apps that allow you to quickly sign up and start working at your convenience. You might consider looking for part-time, remote or gig work until you get an offer. Doing so can keep your skills sharp and provide extra pay. Check out our list of online jobs you can do from Google. It will add to work experience on your resume. Here are seven career categories that hire for freelance and gig jobs that you can do remotely. The Computer & IT category covers a broad range of jobs. You can find postings in everything from computer repair to internet security. Information Security Engineer Network Analyst Linux Middleware Administrator​ Writers produce a variety of written materials for various audiences. This can range from corporate reports for the executive suite to blog posts and web content. Content Writer, Project Manager Resume Writer Senior UX Copywriter Software developers design and test the software that runs computers, apps, and even online interactive games. DevOps Engineer Game Engineer User Experience – User Interface Designer Careers in accounting and finance include all things money-related. Jobs can include handling accounts payables and receivables, tax return preparation, or financial forecasting. Mortgage Representative Specialist Accounting Assistant Project managers coordinate projects from start to finish. This can include working with internal and external vendors, managing the budget, and dealing with delays. Epic Management Project Manager Project Manager Office Manager Administrative professionals provide support for executives, including handling incoming and outgoing communications, managing projects, and scheduling travel. Virtual Assistant Pharmacy Technician Design Administrative Assistant As an educator or trainer, you’ll help teach people new skills. You can work as a corporate trainer, part-time professor, coach, tutor, or instructor. Instructional Designer IELTS Tutor High School Teacher Reskilling and upskilling is in demand- Develop relevant & trending skills, always be learning. Invest in you! Upskilling– the process of learning new skills so you can do the same job, or of training people to do the same  job Reskilling- the process of learning new skills so you can do a different job, or of training people to do a different job Right skills and competencies can help you get your dream job. As world witness technology and the digital landscape change, some jobs are going to become less relevant while others are going to suddenly become crucial. Skilling,

Whether it’s unplanned external shifts or new business realities, businesses today need to be agile enough to deal with emerging issues almost real-time. The time that HR leaders have to make a decision is far lesser than it used to be. Consequently, the COVID-19 pandemic has compelled all the businesses to identify areas needs quick and permanent digital shift. The digital age is changing the way all fields work, across the board, and HR is no exception. As a result, a plethora of tools and platforms now exist to help HR departments work more efficiently. If you’re an HR manager, you probably already use one or more of them daily. Digital recruitment is an advance way of recruiting. It makes the hiring process simpler, efficient, quicker, and far more lucrative. Hence, if you want the recruiting process to be meaningful, make sure you follow digital recruitment practices. Let’s understand Recruitment in the Digital landscape – When HR team leverages on latest technologies to conduct its recruitment processes like sourcing, assessing, employer branding, select and recruit candidates for open positions that is when we call it Digital Recruitment. DR includes everything like career websites or portals, Applicant Tracking Systems, leveraging job boards, recruiting through mobile, social media hiring, and online assessments. It is highly useful for online recruiters to search employee profile, assess them for experience and skills and send them a quick response asking them for a chat or about an opportunity. In current COVID-19 crisis, most of the companies presently use one or more of the above-mentioned tactics, still, they have a long way to adopt the technology. Digital Recruitment process: A digital recruitment process is an upgrade to the traditional approach and offers plenty of benefits. Companies intend to grow during and post Covid-19 pandemic, are considering digital recruitment an integral aspect of their recruiting process. It is an efficient and cost-effective solution that saves a lot of time. It eliminates all hurdles of travelling distances within the recruitment process. It is an excellent solution that allows recruiters to schedule and conduct Video interview sessions online. It creates flexibility for candidates to take an interview at any place and anytime. Further, it helps to hire managers as well as employees to work at their comfort and deliver an enhanced experience to the interviewers as well as candidates. It involves many automated features such as sending emails to notify the end of an interview. This makes the work quite easier and efficient for recruiters. Digital Recruitment approach: Digital recruitment strategies can revamp your entire recruitment process. So, here check some of the latest digital recruitment strategies that you must consider. Use of Recruitment Applicant Tracking System (ATS): ATS is a newly emerged recruitment software that offers numerous benefits to the companies. It helps to enhance the efficiency of the hiring process as it lets you log all the hiring campaigns and find out candidate information in a single system. With the talent adding information to your system, it offers access to a pool of workers for similar kinds of roles in the future. Further, it is easier for candidates as it allows them to cater to new hiring expectations like mobile-based application environments. Moreover, you can do away with filing and streamlining everything so that no excess files lie in your office. Smart Phone Career Websites: You may not find it obvious to optimize career website for mobile, but without a doubt, it is what that most other companies are already doing it. Even, many modern recruiting companies invest a huge sum in their mobile career website. It is no more only about the increased use of a smartphone, it is about optimizing the mobile website to attract high performing candidates. It is important to do this as around 70% of job seekers check the websites of companies and look for jobs on their mobile. If in case your career website is not mobile-friendly, you may lose such candidates as they will switch to other websites. Hence, a company must ensure that its landing pages, career websites, or other digital hiring resources are readable and work efficiently on mobile devices. Use the Power of Social Media and tailored your Digital Strategies: Leveraging social media into your hiring process renders innumerable benefits. Right from the quality of hire to enhancing the recruitment process, social media can improve the quality of the recruitment process to a great extent. The best thing is that it is an excellent platform to make people aware of your brand. Many millennials rely on social media platforms to collect more details about the company. Such factors make it critical for companies to adopt a social recruiting strategy. But there are various social platforms available. You can find the best one that contains landing pages and job postings matching to your openings. Hence, the best way to use social recruiting at its best is to create your social recruiting platform and understand the presence of your target candidates. This includes postings jobs on LinkedIn, to showcasing videos of company culture or employee stories, to tweets about the organization, Twitter events, and more. There are infinite combinations available and only an organization that know its target audience and goals better can create a customized strategy that meets its requirements. Couple It with the Latest Technologies: Your digital recruitment strategy is incomplete if it is not supported with adequate technologies. Hiring managers can utilize a recruitment management system to post job openings on their website and innumerable job boards, rank applicants, and screen. Also, they must integrate digital recruitment with human resource management tools for hassle-free and uninterrupted operations. Organizations can utilize online assessment tools for identifying individuals who are high – performing and screen them by using convenient tests that can be administered remotely. Moreover, there are many tools available that can let recruiters determine passive candidates or those who are presently not planning a job change. Organizations who are relying on checklists of college degrees and those who