We all have some secret of our success which we do not share with others. Like us, companies too have hiring strategies, and it varies from company to company. If you want to do something different from others hiring, you will have to think differently because if you will do what others are doing, you are not going to get more or better than them. You will achieve what others have achieved, and it is nothing less than walking in a herd- you always remain a part of the crowd.
A company can not be run on its own, you need different people to perform different jobs. Recruiting and hiring perfect employees is not an easy task, and it becomes tougher for small businesses with limited resources. So, if you want your company to achieve greater success, simply ask your HR to look and hiring the employees where others won't -- and take chances others won't.
Google uses a very unique and exciting hiring process. It puts a tricky mathematical puzzle up on the billboards for all to see. Anyone who solves the billboard puzzle will unlock a URL with another puzzle, which if solved, leads to an offer to apply. Sounds like a treasure hunt? It's not less than that, hiring a talented employee is indeed a treasure hunt.
The job site TalentWorks surveyed nearly 7,000 job applicants across over 100 industries in 2018, and they found out that applicants who were fired, laid off, or quit their previous job within 15 months were nearly half as hirable as applicants who stayed at their previous job for more than 15 months. (13.4 percent of the "longer-term" candidates got interviews, compared to only 7.6 of them under 15-months.
And the reason is very simple, the average hiring manager spends less than 60 seconds scanning a resume, applicants who didn’t spend long at their last job clearly raised a red flag. For many, what appeared to be “job-hopping” was a straightforward, time-saving sorting tool. This not only wastes your time but also your company has spent efforts on people who are not fit for the role.
Don't take hiring as a task from which you have to get rid of, always remember they will be the people who will build your company. With so many people looking for a job, finding the right talent requires a little creativity.
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As a startup, you already have a bundle of the task to perform, and this makes your day very busy. In that case, you might tend to make a decision that may harm your startup. Startups have limited resources, and this makes recruiting a tougher job because you will have to look for experts in those limited resources. So, to lessen your burden and make your day easy, here are some super startup recruitment strategies you must go through Read more.
Recruitment is not an easy task, and only HR can explain it to you in detail. Recruitment consists of three distinct phases, and you cannot afford to skip any step if you really want the correct person for a particular job. The recruitment process is an important part of human resource management (HRM) and it can not be done without proper strategic planning. Check the steps of the recruitment process. Click here
Selecting the right person for a particular job is a challenging thing and it becomes more difficult for startups. As a startup, only your excellent team can take you to the desired spot. So, get to know the 6 Great Hiring Strategies which Startups should implement. Click here.
Companies can not stand anywhere without a team of great employees. It is any company’s teamwork that differentiates them from others and shines out from the crowd. Get to know what hiring processes do companies like Facebook, Google and Tesla have built to identify top-tier talents. Click here.
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Contributor: Jyotsana Rani
Jyotsana is very keen to express her views on new topics and wants readers to remember her through her writing. She is passionate about reading and believes that words wield the power of changing the scenario and she uses them to encourage people to the best of her knowledge.
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An enthusiastic and professional towards achieving the best. Focused and centered on career objectives. completed post-graduation in rural planning and management. Adaptive towards accepting new skills and experience and now exploring my interests with the organization by becoming an intern.