#GRIPJAN21 @The Sparks Foundation

1. By:POOJA AHLAWAT

2. DifferentAnd Effective Ways of Recruiting
 Inclusive Job Advert
 Programmatic advertising
 Video Interviewing
 Benefit from gig economy
 Engaging with passive candidates
 Texting
 Social Media
 Using Data Employer review sites
 The ageing workforce management
 Mobile Recruitment.

3.  Inclusive Job Advert:-The words you use and the way you phrase
things can put off entire groups of the candidate population (women,
ethnic minorities, older people). To avoid such a thing – and to keep
your candidate pool as large as possible – you can use an AI-driven
writing tool for instance.
 Mobile Recruitment and Video Interviewing:-A mobile recruitment
strategy is no longer an option. In fact, it is the only way to connect
with Millennials and Gen Z candidates.
Video Interviewing is a relatively new recruitment method that
makes it much easier for recruiters to screen candidates while
ensuring a convenient and positive candidate experience. With video
interviews, recruiters can ask unlimited questions and view the
responses at a convenient time. This lessens the number of on-site
interviews and accelerates the initial screening process.
 Benefit From the Gig Economy:-If you need someone with specific
skills for a short time or for certain high-priority projects, you can
consider hiring freelancers to do the job.

4.  Passive Candidates:-In the pre-social media era, passive candidates were
almost impossible to get in touch with. Thanks to social networks, you
can reach out to any candidate, engage them, and build relationships with
them.
 Social Media:-The possibilities of social media recruiting are endless if
you are willing to think beyond the big four – LinkedIn, Facebook,
Twitter, and Instagram. Recruiters are now going innovative with their
recruitment and selection methods and trying apps like Bumble, Tinder,
Snapchat, and Spotify to hunt talent.
 Employer Review Sites:-Glassdoor must be a part of every company’s
recruitment strategy. In a digital era where everything is rated and
reviewed online, including employers; recruiters cannot afford to miss out
on this approach.
 Manage the Aging Workforce:-Statistics say that the global
workforce is aging rapidly. More and more experienced people are
leaving the workforce, and there aren’t enough young people available
to fill the void. In such a situation, you can ask your top experienced
workers to delay their retirement. Also, consider including them in
your recruiting plans. Your older workers have a wealth of experience;
so, create a kind of mentoring program where they can transfer this
knowledge to younger employees.

5. How To Get Referrals On
LinkedIn
 There are three steps to getting a successful referral through LinkedIn:
1. Find the right person
2. Send the right message
3. Follow up
 To Whom Should you Send The Message?
Find people who are working in your target company. Prefer people
who are working in the same domain.
 What Should You Send In the Message?
Follow these DOs and DONTs to decide what to send.
Cut the small talk and get to the point. Don’t drop a “Hi” and wait for
the other person to respond back to continue the conversation. Provide
proper context. Don’t just send a straight “Can you refer me?” without
any context. Keep the message informative.

6.  What To Do After Sending The Message?
With the right message sent to the right folks, you
will most likely get a lot of referrals from multiple
amazing people. People are busy and may not
respond to or even read your message
immediately. If you do not get a reply, send a
follow-up message after a few days. Send at max
2–3 follow-ups spread across 10–15 days. If it
still doesn’t work, try to find someone else for a
referral.

7. Plan For Recruitment Using Social
MediaAs Medium.(Article)
In today’s world, social media recruitment is gaining more and more
traction, and most organizations are taking a crack at it as a hiring
tool. Such companies mostly use social media to screen candidates
and thus shortlist a select few to be interviewed by their recruiters.
Social media recruiting would not only clearly grant recruiters the
option to advertise and market their vacancies, but also give the
potential candidates a 24/7 access to such vacancies.
According to GlobalWebIndex, the average internet user has more
than 5 social media accounts. People go to these different
communities to share what’s on their mind and converse with like-
minded people. Like a town center, social media sites have become
the focal point for online interaction.
Sites like LinkedIn, Facebook, Twitter and a handful of others offer
recruiters a tremendous opportunity to connect with candidates –
many of whom would never be found through traditional sources.

8. Steps you MUST be taking in your social recruitment
process:
1.Plan and Describe Your Scope In Detail:
In order to avoid one of the most common mistakes
committed by online recruiters, it is crucial to plan
your recruitment process well and have your company
description properly displayed.
2. Properly Define Your Target Audience:
Another common mistake when posting a job on
social media is not stating the target audience
including their academic qualifications, required
experiences and more. Defining your target audience
properly gives you an opportunity to eliminate
unnecessary applicants and a chance to choose from
the candidates you want.

9. 3. Cast AWider NetWith Many Social Media Sites:
Researches have revealed that most of the
employers only use the common sites such as
LinkedIn and Facebook.There are many sites where
you can reach all your potential candidates easily.
4. Clearly Display the Benefits ofWhyThey Should Join
Your Firm:
As a desired destination for candidates, recruiters
need to convince them that they will not only grow
financially but also professionally and socially.
Affirmation of this kind may encourage many of the
qualified candidates to apply and you may end up
choosing from the better pool of candidates.

10.  LinkedIn recruiting tips
 Out of all the social media networks, LinkedIn is of course the best
one for recruiting. Nearly everyone with an established career has a
profile on the “World’s Largest Professional Network.”
 You can use the site to attract active candidates and connect with
passive ones. Here are a few tips for getting started at LinkedIn
recruiting.
 Fully complete your brand page. A completed company page shows
up in LinkedIn search results and gives you the opportunity to
showcase your company culture. Job searchers will find the page, see
your openings and learn everything they need to know about your
organization.
 Use filters to find the right candidates. Since there are so many people
on LinkedIn, recruiters are able to use filters to find potential
candidates. For example, you can search by location, current and past
company, years of experience, and a number of other factors that help
you zero-in on candidates who check all the boxes.
 Reach out with a personal touch. Experienced and talented people
hear from a lot of recruiters on LinkedIn. Don’t copy and paste the
same message to everyone you try to connect with. Instead mention
what about the candidate caught your attention and makes you think
they would be a good fit for your company.

12.  The final thing to remember is to track the results of
every single thing you do. What’s the engagement
level? Which strategy has gotten the biggest number
of people involved? Are you reaching the right crowd
or should you fine tune your marketing efforts? The
biggest advantage of a social media campaign is that
it provides immediate information about
effectiveness. Failing to analyze this information will
deprive you of valuable data that can potentially make
your efforts much more targeted in the future.