As already discussed in previous article about recruitment methods of two types; internal recruitment and external recruitment. Here we are going to explain benefits of external recruitment and its affect on business. External means outside the gate, people of outsiders i.e. recruiting candidates of competitors with similar field of skills. Recruiters recruit people to fill the position. Does every company have recruiters who work for building business strategy? If yes, then recruiters need to hire external candidates for better business. But for internal recruitment, there is no need of recruiters as HR takes care of it, recruiting internal to much higher position (promotion)
Why External recruiting
Candidates from competitors can bring changes in work nature for business growth. Passive candidates of competitors are best among internal candidates and most preferred employee for recruiters for business strategy. Top post like VP, CEO, BH (business head) etc are filled by senior recruiters or head hunters. Recruiting external candidates is not so as easy as internal recruiting. Recruiters need great research skills including competitors, economy, people, places so that they choose right candidate for the role. Most of the time they have to spend their time externally searching quality profiles. Strong knowledge of market research, social media channels, and good relationship with the external candidates credits in sourcing quality profiles.
Candidates from competitors can bring changes in work nature for business growth. Passive candidates of competitors are best among internal candidates and most preferred employee for recruiters for business strategy. Top post like VP, CEO, BH (business head) etc are filled by senior recruiters or head hunters. Recruiting external candidates is not so as easy as internal recruiting. Recruiters need great research skills including competitors, economy, people, places so that they choose right candidate for the role. Most of the time they have to spend their time externally searching quality profiles. Strong knowledge of market research, social media channels, and good relationship with the external candidates credits in sourcing quality profiles.
Top 5 reason why to recruit external candidates
• Their New ideas
• Better performance
• Quality work
• Change in work environment
• Business Strategy
• Their New ideas
• Better performance
• Quality work
• Change in work environment
• Business Strategy
Top 3 places to find external passive candidates
• Social media sites
• Outdoor events, seminars, exhibitions etc
• Reference from junior candidates working with them
• Social media sites
• Outdoor events, seminars, exhibitions etc
• Reference from junior candidates working with them
Recruiters searching for profiles of external candidates should have thorough knowledge of competitors and their contributions in current company. These candidates are expert in their skills and ready to adapt the environment when convinced smoothly. Before calling them, make sure you have thoroughly viewed and understood their profile that matches your client JD so that when candidate ask question about the client you are ready to provide answer quickly without murmuring. If candidate is not comfortable having discussion on telephone, request them for face to face discussion in some other places of comfortable zone. That all depends on candidates comfortable place.
Top places to meet candidate before client interview
• Hotels
• Public Park
• Candidate house
Though it look like too casual, but head hunters are ready to open for discussion at any time and at any place. Candidate meeting at their own house is the traditional way of interview during 60’s and 70’s and nowadays, candidate prefer having discussion only on call and sometimes at comfortable place.
• Hotels
• Public Park
• Candidate house
Though it look like too casual, but head hunters are ready to open for discussion at any time and at any place. Candidate meeting at their own house is the traditional way of interview during 60’s and 70’s and nowadays, candidate prefer having discussion only on call and sometimes at comfortable place.
Communication with passive candidates (face to face)
First, start from you, your professional work; designation and role. Then start explaining about your client business and their strategy. Remember, you are having discussion with your candidate and don’t ask question; why, what, how like a school question, they may feel distracted. Don’t act too confident and avoid deep eye contact as you know everything, your candidate feel discomfort giving right answer. They have their own identity and reputation, and remember it is secondary option for them as they are currently working. If they reject, you are the loser.
More details on recruitment consultant singapore salary
First, start from you, your professional work; designation and role. Then start explaining about your client business and their strategy. Remember, you are having discussion with your candidate and don’t ask question; why, what, how like a school question, they may feel distracted. Don’t act too confident and avoid deep eye contact as you know everything, your candidate feel discomfort giving right answer. They have their own identity and reputation, and remember it is secondary option for them as they are currently working. If they reject, you are the loser.
More details on recruitment consultant singapore salary
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