Why Thousands of Lives Perished When the Titanic Sank?

Have you watched one of the top-grossing films of all time, Titanic? We have all been moved by the poignant story between Jack and Rose and the massive ship that caused the deadliest maritime disaster in modern history. I’d like to ask you this question – how come thousands of lives perished when the Titanic sank?

You must have thought of hypothermia or even drowning, in its literal sense. It was however noted in many reports and studies that the answer to the question, how come thousands died when the Titanic sank is there were not enough lifeboats for everyone. This has been the classic case in point I have been using when preaching standards and quality.

It was a time in history where people questioned shipping standards and regulations, among other issues, which arose from the tragedy. If the shipping standards and regulations at the time were dealt with stringent management, it would have been a different scenario or the loss of life and the casualties could have been reduced.

Standard is defined as “A required or agreed level of quality or attainment” and Regulations, is defined as “A rule or directive made and maintained by an authority”. In the Recruitment and Staffing space, spanning across a multitude of business sectors like Environmental Health and Safety, Oil and Gas, Aviation, Retail, Healthcare, Financial, Power, and Utilities or others – there are standards and regulations imposed by a legitimate office. Standards and regulations are made to protect both entities – employer and employee. Complying with standards and regulations of the governing body is imperative and tantamount to success.

Occupational Safety Health Administration (OSHA), for instance, is to prevent major hazards; the Philippine Overseas Employment Administration (POEA) ensures the overall welfare of the overseas Filipino workers – these examples of administrations decreeing these standards and regulations ensure safety and quality for everyone.

And in today’s highly regulated marketplace, an error or a noncompliance could mean a lot of financial breakdowns or worse, a negative business impact that may surely cause some serious damages to the employer.

It’s high time to take control of your staffing essentials – which means it’s high time to work with the fastest growing POEA agency in the Philippines.

Contact us to learn more about our capabilities,  and how we can work together to meet your employment needs while staying in tune with the Philippine recruitment standards and regulations.

Rensol Recruitment & Consulting
Email: solutions@rensol.com
Phone: +63 2 931-0968
Website: https://rensol.com/

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

Trends in International Recruitment, and Why It Matters to You?

One, two, three… Rethink!

Are your strategies flexible enough to face the international recruitment competition this 2017 and 2018 in attracting great talents?

The job market, may it be locally or internationally, has changed rapidly over the past 20 years. Back in the 90’s, everything used to source talents was basic, no computers, no internet, just phones! To stay on top of the job market game, you need to know where the market is headed and discover the best way to recruit fresh talents.

 



Here are the top 3 Industry Trends in International Recruitment that you should know about:

 



1. Data-driven recruiting

Data-driven recruiting will definitely gain more traction in 2017 and 2018. Access to data is getting easier and cheaper with new technology and professional network platforms like Linkedin and Facebook. Talent acquisition leaders can arm themselves with data and become very strategic in their decisions in hiring for different job openings internationally. For instance, building talent pools using data helps recruiters enhance their understanding of the market and be more efficient in acquiring people.

Data-driven international recruitment is the key to attracting and keeping the right talent needed to meet business objectives — and hiring them at the right price.

The recruitment process is a treasure trove of data that — when mined carefully — reveals important information on whether or not a candidate will be the high performing employee your organization is looking for. It’s the difference between making decisions on gut feeling and making them based on facts.

Two key metrics to keep in mind for any HR managers are:

a. Sourcing Metrics

Candidate sourcing and recruitment is a significant chunk of anyone’s recruiting budget.

Because you’re spending a lot, you need to understand the effectiveness of each of the channels you’re using: your company career site, job boards, LinkedIn Recruiter seats, niche sites, referrals, alumni networks, etc. You need to understand how these channels work for what types of jobs and locations so you can optimize your budget accordingly.

Sourcing metrics will help you understand if your sourcing money is being spent right.

b. Pipeline Metrics

These metrics tell you how well your recruitment process is working: what’s the throughput in your hiring process?

What are your conversion percentages from one stage of recruitment to the next, and how long does each recruitment stage take?

You’ll also want to see this data divided by department, division, location, hiring manager, recruiter, etc. For example, if you have a stage in your hiring process where you hand the candidate off to a hiring manager to review, it’s important to know if those candidates sit in that stage for too long.

2. Social Media Integration

Facebook, Instagram, Twitter, LinkedIn…. I guess you’ve heard about them.

Fresh applicants are already jaded that even job boards are boring to them! They ignore targeted ads and don’t bother polishing their resumes and CVs. They think that these job platforms are antiquated, hard to navigate, and spammy.

Top Echelon’s State of the Industry Report illustrates this quite well: they found that referrals were the most popular source for finding high-quality candidates (43.6%). Job boards were on the bottom of the list, at only 9.5% popularity.

Other recruiters are taking a more proactive stance in hiring people for specific jobs– Social Media Integration is now seen as the new wave of recruitment. LinkedIn is of course top of mind when it comes to the network of professionals and employees. But more and more recruiters are posting jobs to platforms like Facebook, Twitter, and even Instagram! Because that’s where the eyeballs are, thus you automatically have a receptive audience for your job posts.

Lysha Holmes, the founder of Qui Recruitment, talks about how she uses social media to recruit new talent: “I expect to see a lot more through video and engaging the ‘candidate’ experience through social media channels such as Instagram and Snapchat. Real people being spoken to… My instagram channel is my busiest now @LyshaHolmes and it’s a combination of real video ads and also pics of what I eat for lunch :)”

3. Diversity in the Workplace

Be it of gender, race, religion, or belief, gone are the old days of binary thinking, or seeing things in black and white in recruitment. The fact is you need different personalities in your Team to make it on top. You should get people who will argue (not to fight, keep it just in a healthy manner), and not support each other in almost everything just to have a “peaceful workplace”. Have those who are aggressive but brilliant, opinionated but sound, creative and fun but serious. Have a taste for hiring variety!

In LinkedIn’s study for the top Global Recruiting Trends of 2017, hiring more diverse candidates topped the charts as the key trend for the future. It got the majority of 37% out of 4 other rubrics under trends in international recruitment, such as Innovative interview tools, Big data, and even Soft skills assessments.

What does this mean? (It’s not just HR compliance!) It means that ultimately, companies realized that in order to build a strong company, a unique and diverse pool of talent will take your brand straight to the top of international recruitment.



So why do these things matter to you?

Being in a business where you invest on people who think of their welfare, and running in a competitive industry, these trends will certainly help you keep good people and recruit more of the best ones still in the market to complete your Team.

In the long run, the future of global recruitment looks bright. These key trends would lead to the easier acquisition of top talents – which would lead to fulfilled employees, to satisfied customers, and to purpose-filled companies who are changing the world in their own unique ways.

One, two, three… Are your strategies on trend? Do not be left out!

What are the other key trends in international recruitment that you’ve seen this 2017 and will likely be carried in 2018? Do let us know in the comments below.

Contact us to learn more about our capabilities, and how we can work together to meet your employment needs.

Rensol Recruitment & Consulting
Email: solutions@rensol.com
Phone: +63 2 931-0968
Website: https://rensol.com/

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.