Zoho Recruit: Post Jobs on LinkedIn

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Social media continually brings in new ways for individuals to connect and interact with each other across various platforms. While the popularity of social networking consistently rises, the process of finding potential candidates is advancing in great ways.

Among the multitude of social networking sites, LinkedIn is the most popular social media platform for candidate sourcing and recruiting. It has become an invaluable hiring tool to recruiters. You can reach thousands of professionals from multiple industries in a single portal.

linkedin

Today Zoho Recruit is pleased to announce deeper LinkedIn integration, in addition to associating candidates and client contacts with LinkedIn profiles. With the new LinkedIn Integration, you can reach top talents by posting jobs on LinkedIn. And, the info of the applicants who apply to your job postings will be entered directly into the Zoho Recruit system.

We hope you like this new integration with LinkedIn.  Do write to us with your feedback on support@zohorecruit.com  or share in your thoughts in the commenting section below.

Happy Recruiting!

What Recruiters Can Learn from Crocodiles and Plovers

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Nile crocodile and Egyptian plover Courtesy of www.wolver.org

Nile crocodile and Egyptian plover
Courtesy of www.wolver.org

Have you ever heard the tale of the African crocodile and the Egyptian plover?

The story of these two species and their symbiotic relationship has been around for thousands of years. Here, both the crocodile and plover benefit from the actions of the other. Its completely mutual.

According to this myth (and loosely based facts), the crocodiles lie on the shores of the Nile River with their mouths open while plover fly into the open mouths and, like a giant piece of dental floss, eat the leftover meat stuck between the crocodile’s teeth. The plover get full and the crocodiles keep their bright smiles.

The validity of this relationship is constantly in question — in fact most believe it is a myth — but it teaches an important concept of nature where two seemingly different parts can work together for the overall good.

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The 5 Types of Candidates You Should Know About

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By now you know that recruiting an ideal candidate for your company is more than just looking at his or her resumé and cover letter, or calling a few references. You have to bring the candidate in for a face-to-face meeting and interview.

Successful business interviewThat’s because finding the right fit for your company isn’t just a list of qualifications, degrees and experience. It’s about finding a personality that fits your company’s culture and goals. You have to get a feel for how they interact with other people in a professional environment.

Unique personalities are what makes the human race so diverse and every relationship or interaction exciting. So when you start looking at resumés and cover letters, it’s important to know you will run into many different types of candidates from shy and sensitive types to extroverts. That is why it is crucial to know about the different types of job candidates you could potentially interview so you ask the right questions and get the best person for the job.

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Employee Recruiting the Smart Way

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Successful Business People.Face it. Sooner or later – if your business is having success and growing – you’re going to have to hire employees so you can move on to the next level.

Here’s the problem. Every other company is competing for the brightest minds and most talented employees too. So how do you set yourself apart and get ahead of the competition? How can you recruit with the best of them? Here are a few ways you can get the most out of your recruiting process right away.

1. Utilize Employee Referrals — You already have great and productive employees who not only get the job done, but also fit in with the company culture. Why not utilize their address book or Facebook friends list? Looking at employee referrals as potential candidates is a great way to find qualified people without having to use social media or a headhunter. Referrals can also help speed up the hiring process and give you inside knowledge about the candidate’s character, personality and work ethic so you can streamline the hiring process.

2. Spend Time on the Job Description — This part of the recruiting process is often overlooked, but it can actually be one of the most important factors in finding that ideal candidate. Spend some time crafting a job description that accurately reflects not only the importance of completing tasks, but also qualifications and work experience necessary to benefit your company. If the job required 2-3 years of experience, make sure you say so. Don’t be afraid to talk about what you don’t want in a candidate either. A number of small businesses fail to accurately describe the details of the job, and therefore, don’t get the best possible candidate applying in the first place.

3. Use Social Networks — This may seem overwhelming, especially with what seems like an endless number of social media sites out there, but if you aren’t utilizing Linkedin, Facebook, or any other social media source, you are missing out on a number of recruiting opportunities. Start with creating a good online presence with a complete company bio and contact information. Make sure you appear human so potential employees feel an instant connection to your brand and company culture. Then, start using social media resources like filtering Facebook ads to those who have previously shown interest in your brand. You can also look into applicants Linkedin, Facebook and Twitter profiles before bringing them in for an interview.

4. Get Out of the Office — It’s easy to just draft a job description, post it online or in a local print publication and wait for resumes to come to you, but that doesn’t guarantee you’ll find the best candidate. Get out of the office and away from your computer and find the brightest and hardest working people out there. Go to trade shows or conferences and talk with people about their background and work experience. Go to colleges and universities when they host job fairs and talk to recent or upcoming graduates about their future plans. In this ever-changing and dynamic professional landscape, you need bright young minds with experience with technology, even if they don’t have “real-world” experience just yet.

5. Stay in Contact with Candidates — As a job applicant, there is nothing worse than applying for a job or going in for an interview and not hearing anything from the company for weeks. Stay in contact with potential employees. Busy schedules are understandable, but if a candidate doesn’t hear back from you after a week, he or she may take another opportunity. Keep them informed about where you are in the hiring process. If you offer the job to the candidate and they turn it down, don’t burn that bridge. Stay in contact. They may change their mind six months from now or a position may open up at your company they are better suited for and more excited about.

So take action today and start recruiting the right employees that will help your company move forward in the coming years.

5 Ways to Recruit the Best and Brightest Graduates from the Class of 2013

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iStock_000024577981XSmallOver the past month, tens of thousands of college students across the United States earned their associate’s, bachelor’s, master’s, or doctorate degrees. And after the graduation celebrations die down, these students will each begin pursuing a profession in a number of different career fields.

So what does this mean for you as a small business owner? How can you capitalize on these young, energized and passionate young adults?

A number of graduates will begin working for large companies because these businesses can offer enticing salary, benefits and security packages, as well as opportunities for advancement. As a small business owner, it may seem impossible to compete with larger companies in order to recruit top talent from the class of 2013.

One challenge facing small businesses is a simple lack of information for these graduates about the benefits of working for a small company. And while you may not be able to offer incentives big companies can offer, recruiting graduates can be simpler than you think with the right strategies.

1. Have Good Relationships with Local Schools

The importance of a college education is much more than just making good grades in order to graduate. It is also about having opportunities to network with businesses in the area. Students value the opportunity to network with potential employers. By establishing good relationships with local college and universities, these school can keep you connected with students who are close to graduating or have just recently graduated. This can also keep you informed on when the schools are hosting job fairs so your business can attend.

2. Use Your Size as a Benefit

Big companies have the brand name and look glamorous, but they aren’t always ideal for a graduate’s first job. At a small company, an employee can have the opportunity to get exposed to a number of different areas of the business as opposed to one department or task. They can also attend important meetings, communicate and connect with team leaders, directors and even the CEO on a daily basis — an opportunity that wouldn’t be possible at a larger company. (For example, here at Zoho, we all have the opportunity to reach out and speak with CEO and co-founder Sridhar Vembu whenever we want).

3. Talk About Your Company’s Culture

One of the most important aspects of a job for recent graduates is not necessarily the salary and benefits. It’s the work environment and culture of the company. Millennials want a job they enjoy going to on a daily basis at a company with a culture and personality that fits their own . Make sure graduates understand they are free to be themselves at your company and emphasize how the company values hard work and dedication. This can go a long way in recruiting talented and excited graduates.

4. Look at Students Before They Graduate/Offer Internships

There are a number of resources available for companies to begin looking at prospective employees before they walk across the stage. Use alumni networks, the local college career centers and offer both part-time and full-time internships for students. One of the best ways to avoid competing with other companies for a graduate is to establish a relationship with the student before he or she gets their diploma. Many students go on to work for the company they interned for during school, so don’t underestimate the power of an internship.

5. Place Importance on Your Online Presence

Finally, focus on creating a strong online presence for your company. From a visually impressive website to social media networks like LinkedIn, Facebook or Twitter, millennials want to know they are working for a tech-savvy company. Make sure your website has engaging content and visually impressive videos that attract young candidates. You can also utilize social media to post ads and highlight job opportunities at your company.

Believe in Your Business

You don’t have to be a large company to recruit the top talent from the graduating class of 2013. By implementing the above strategies and remaining confident in your company and company culture, there is no reason you cannot find talented, passionate and hard-working millennials who can help build your company on a daily basis.

Utilizing Employee Referrals in Your Recruiting

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I had a roommate in college who, like many students, put a lot of importance on his social life. He went to parties on the weekends — even the occasional weeknight — joined a number of organizations and went out of his way to meet as many people as possible during his four years of undergrad.

One day he was leaving for another meeting when I made a comment about how busy his schedule was. Just before walking out the door he turned around and said, “it’s not the grades you make, it’s the hands you shake.”People waiting for job interview

Despite sounding like an excuse to not take school work very seriously, the comment made a lot of sense; however, it wasn’t till after graduating that I fully realized the truthfulness of his statement. The most recent example was three and a half months ago when I was working on a freelance project from home and a chat window opened in the bottom right corner of my laptop screen with five words in it.

“Interested in a new gig?”

The message was from another friend of mine from college and the “new gig,” was a writing job in the marketing department at the company he worked for — Zoho.

A few emails back and forth, some research, two tryout articles and one interview later, I landed the job. And while I still believe you have to have the necessary skills and adequately prepare for the interview, it was the hand I shook back in 2007 that got my foot in the door.

It’s Not What You Know, It’s Who You Know

To some degree, this old mantra is very true. Think about all the jobs you have had in your life. From waiting tables to working as a lifeguard during summers at the public pool and even starting your career, there’s a good chance that you got one of those jobs from knowing somebody who already worked there.

Turns out, employee referrals is a common way of recruiting not only talent, but also trustworthy employees who fit your company’s culture. In fact, according to Jobvite, the online employee recruiting firm, employee referrals make up 40 percent of hires across the nation.

Referrals also speed up the hiring process. Jobvite also found from their research that it took an average of 29 days to hire an applicant from a referral — 10 days quicker than a job board and 26 days quicker than a recruiting site.

The Top of the Resume Pile

iStock_000017600891XSmallThe concept of “who you know,” is nothing new for the hiring process, but it has become increasingly more advantageous, especially during the recent recession.

In a January article from The New York Times, writer Nelson D. Schwartz says there is a, “fundamental shift in the job market…big companies are increasingly using their own workers to find new hires, saving time and money.”

For the global service firm Ernst & Young, employee recommendations make up 45 percent of nonentry-level jobs, a 28 percent increase since 2010. And like any job, getting to the top of the resume pile is one of the biggest challenges.

“A referral puts them in the express lane,” said Larry Nash, Ernst & Young director of experienced and executive recruiting, to The New York Times.

Additionally, a new study by three economists at the Federal Reserve Bank of New York also found that an employee referral was twice as likely to get an interview. And of the interviewees, the referral has a 40 percent better chance of getting the job.

Finding the Right Balance

Of course, not every hire comes from, or should come from, an employee recommendation. It’s about finding the right balance between recommendations and also potential employees through applicant tracking and recruiting software.

At Ernst & Young, their goal is for 50 percent of hires to come from employee recommendations. Other companies like Enterprise Rent-A-Car want to make sure they don’t get past that halfway mark to make sure others still have a chance.

“I think if you begin to creep up to 50 percent or higher, you start to worry about people not getting the opportunity to talk to us,” said Marie Artim, vice president for talent acquisition at Enterprise Holdings.

Using employee recommendations can be very beneficial for your business, but it really is a balance that is unique to your company. Find what works best for you and get the employees who will take your company to the next level.

Zoho Recruit: Reach Out to Candidates Faster with an SMS

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The biggest challenge in the field of recruitment is to ensure that the job vacancies are filled on time. Talent acquisition is not an easy task, and contacting potential candidates when vacancies appear, following up them for the interviews, etc., can often be frustrating, expensive and a time-consuming experience. In recent years, mobile technology has proven to be a powerful communication tool than email because of its faster reach. That’s why we have been working on a new feature that will help you overcome the obstacles of recruitment and make the process much easier.

We are happy to announce the New Integrated SMS feature in Zoho Recruit, that will help you communicate effectively and efficiently with candidates and contacts during the hiring process.  A single click, and voi-là! You can send text messages to multiple candidates using Zoho Recruit! Not just that! You can also create custom SMS templates that will save your time from re-typing the same messages every time. All the messages you send will be recorded in Message History for future reference.

We hope you like this new feature. We look forward for your feedback!

Happy recruiting!