Effective ways of recruitment and how to find referrals using LinkedIn TASK-1
- 1. THE SPARKS FOUNDATION TALENT ACQUISITION (HR) #GRIPAUGUST21 BY NITHYASREE G TALENT ACQUISITION INTERN AT THE SPARKS FOUNDATION
- 2. THE SPARKS FOUNDATION TASK 1 NITHYASREE G
- 3. RECRUITMENT Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing suitable candidates for jobs within an organization. It involves everything from identification of a staffing need to filling it. Sources of Recruitment • Internal Recruitment • External recruitment
- 4. SOURCES OF RECRUITMENT INTERNAL RECRUITMENT Is a process of hiring employees within the organization internally. Essentially whenever a new position opens up, your HR team looks at a list of your current employees, to try and fill the vacant position. This includes : Transfers, Promotions, Re-employment, Internal Advertisements, Reference.
- 5. SOURCES OF RECRUITMENT EXTERNAL RECRUITMENT Refers to hiring employees outside the organization externally. External employees bring innovativeness and fresh thoughts to the organization. This is mot expensive and time consuming when compared to internal recruitment. This includes: Advertisements, Job Portals, Recruitment Agency, Reference/Recommendations, Educational Institutions, Walk-in Institutions, Databases, Employment Exchanges.
- 6. PROS OF INTERNAL RECRUITMENT • Reduces Hiring Time • Reduces Onboarding Time • Lower cost of Management • Encourages Employee Engagement and Morale • Organization have better knowledge about the internal candidates • Less Risky
- 7. CONS OF INTERNAL RECRUITMENT • Creates a Culture of Resentment • Leaves Gaps in the Workforce • Limits the Pool of Applicants • Promotes an Inflexible Work Culture • Limited scope • Encourages Favouritism
- 8. PROS OF EXTERNAL RECRUITMENT • Fresher Skill and Input • Better Competition • Generation of creative ideas • Lesser internal polities • Better growth • Competitive Spirit
- 9. CONS OF EXTERNAL RECRUITMENT • A limited understanding about the company • High costs • Internal disputes with existing employees • Time consuming • Invites unsuitable applicants • Higher risks
- 10. STEPS TO GET REFERRELS ON LINKEDIN • Go through the Job Openings • Check with the job description which has the roles and responsibilities. • Then ask for the referral to refer you.
- 11. WHOM DO YOU ASK FOR REFERRAL • First have your target company set in mind. • Find people who are working in your target company. • Prefer people who are working in the same domain as you wanted to work. • LinkedIn messages can help you to connect people in the organization.
- 12. WHAT NEXT ONCE YOU FIND THE REFERRAL • Sending a proper message • Be professional in sending message • Cut the small talk like “HI” and get to the point directly • Don’t just send a straight “Can you refer me?” message. • Send a proper message stating which job are you applying for with the URL of Job Opening made by the company on their official website or on LinkedIn. • Sell yourself, if you have something to showcase (your talent)
- 13. WHAT NEXT ONCE YOU FIND THE REFERRAL • Create a template with proper points that you want to mention so that it will make the job easier for the referrer to refer. • Your message should be clear and concise.
- 14. STEPS TO PLAN FOR RECRUITMENT USING LINKEDIN • Develop a company profile • Job posting for advertising • Participate in groups and post status updates • Use the comment session for clarifying queries • Access employees networks for referrals • Target suitable candidates • Recruit for professional jobs
- 15. STEPS TO PLAN FOR RECRUITMENT USING SOCIAL MEDIA • Choose the right platform • Target specific candidates • Set rules and requirements • Communicate via social media
- 16. THANKYOU