Recruitment Goals for Efficient Hiring



Recruitment gets tougher with higher employment rates and vise versa. Full employment means it’s not going to be a buyer’s market anymore. In this case, the recruiters will have to be very specific and clear about their goals for the hiring. Because the candidate’s game is strong you recruiters are at risk to miss the chance to hire their ideal candidate. It’s time to get prepared and set your goals to catch the candidates. You need to redefine priorities and parameters for the candidate’s filtration based on market values.

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Job Search (Fact vs Fiction)


There are certain myths about the job search. These are actually fictions which have nothing to do with facts. The job is not a number game. Only applying to qualified jobs will be a good strategy. Recruiters do read your resume, on average, for 6 seconds and it can be more than a page if needed. That’s a misconception that temporary employment is for people with no skills & experience. Another fiction is only the most experienced person will get a job. Soft skills also count.


How to Make Recruitment Industry Efficient

The recruitment industry is one of the largest industries. This industry owes a lot towards companies and candidates both. The continuous growth of the industry is not the only achievement. It’s very important to make it transparent and efficient.  A lot of candidate’s hopes are associated with it. The companies are dependent for the talent hunt on this industry. The unethical ways, shortcuts, scams or any other illegal activities are populating the industry. As a result, many deserving candidates are missing the opportunities and are hopeless. On the other hand, the companies can’t keep long-term hiring. So all these complexities should b removed to make it work for both. Talent is the only parameter for job employment. The industry is efficient only if the opportunities are equally available and accessible to all the candidates and makes sure that the most deserving, right candidate fills the position.


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