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HR Guide: Attracting the Right Candidate Through Effective Job Description

Here’s how to write a job description that will attract the right candidates.

“Focus on the journey, not the destination. Joy is found not in finishing an activity but in doing it.”

– Greg Anderson

Why Focus on Activities?

People are hired to perform value-adding activities. While companies have different approaches to how they hire, their goals are usually the same. Every company wants to hire high-performing people, not people who just look good on paper.

Despite this simple and obvious assumption, too many companies ignore activities and focus on things that don’t indicate performance. This happens at every stage of the hiring process. For example:

  • Many job descriptions focus on what candidates have done in the past.
  • Screening is based on candidates’ backgrounds.
  • Assessment methods often don’t simulate the tasks are performed in the role.

 

Instead, use on-the-job activities as the guide for the entire hiring process. If you follow this principle, you will hire people who perform the value-adding activities you require.

Here’s how it works.

The Job Description

“If you don’t know where you are going, any road will get you there.”

– Lewis Carroll

Defining the role is the foundation of hiring. If you do that incorrectly, the entire hiring process will be steered in the wrong direction. The clearer you are, the higher your chances of attracting the person you want.

The problem with so many job descriptions is that they are aren’t linked closely enough to the daily activities of the job. Let’s change that.

A good job description should have three sections:

1. Start with why

“People don’t buy what you do, they buy why you do it.”

– Simon Sinek

This approach is entirely applicable to job descriptions. Sell candidates on your company’s vision and story. Sell them on the role and the culture. This will achieve two things. First, it is likely to increase the quality of applicants. Second, candidates will be more likely to invest in the application process and make an effort if they buy into your “why”.

Conversely, candidates who don’t relate to your vision or culture will opt out. Mission accomplished.

2. Describe the role in activities

Outline, point by point, what the successful candidate will do every day. Keep it simple and be very specific. No clichés, no jargon. Candidates need to understand how they will spend each day, what they need to achieve, who they’ll be working with and under what conditions.

This is a great way of managing expectations. By communicating to candidates what they’ll be doing in the role, you are forcing them to ask themselves whether they can do those activities well and how much they enjoy doing them. This presents another opportunity for less suitable candidates to opt out.

3. State your requirements

The previous two sections should make this part easy because you’ve set the scene. Candidates already know what your company stands for and what they’ll be doing in the role. Now you can add some more detail about the type of person you are looking for and how you expect them to approach the role.

Don’t worry about years of experience, grades in college or anything else that’s not activity-based. Bring it back to activities and use plain English.

Describe the kind of person you’re looking for by listing how you want them to approach the role. Put thing in context. Instead of “strong communicator”, write “clearly communicate customer feedback to the product team”. Instead of “flexible”, write “prepared to join calls with developers late at night when necessary”.

You should also use this section to articulate the attitude and behaviors you’d like to see. Candidates already know from the previous section what they’ll be doing on a daily basis. Now explain how.

Here are some examples of good job descriptions and a useful guide on how to write one.

Candidate Screening

“The doors of wisdom are never shut.”

– Benjamin Franklin

With a good job description and scenario-based assessment, candidate screening is simply not required. To learn more about why you don’t need to screen candidates read this.

But in short, screening is not about activities, it’s about a candidate’s background. Ruling people out based on their background is counterproductive. Instead, set candidates up for success with a savvy job description, and then assess the ones that want the job based on that description.

Don’t worry about receiving too many applications from people who aren’t qualified or ignore the job description. That is solved automatically in the assessment stage and you won’t need to lift a finger.

Scenario-based Assessment

“An ounce of performance is worth pounds of promises.”

– Mae West

Your job description will attract people who want to be part of your journey, and want to do the job you advertised. That’s the theory at least.

Now it’s time to find out how it stacks up.

The assessment stage, which is the most important part of your hiring process, should be entirely based on activities. Go back to the job description and choose the most important on-the-job activities.

Create simulations of those activities so you can see how candidates perform in real-world scenarios. To learn how to write a great interview script read this.

Use automated interviews to deliver the simulations to candidates online.

Some candidates will not make the effort. Others will find the activities too challenging. Others yet will see that the activities are not aligned with their interests or passions. The most motivated and qualified candidates will prevail.

It’s easy to read a job description and apply for a job. However, when candidates are asked to perform challenging tasks, they need to be motivated and confident in their abilities. You’ll only need to view and score completed interviews and you’ll know who measures up within minutes.

Using automated interviews based on activities, you can audition candidates for the role. They will, in turn, get a chance to do the role, albeit in a small way.

The candidates who perform well in the automated interviews will have proven they can do the activities you want them to do in the role. Seeing first hand how well they perform each of those activities will help you confidently make your hiring decision.

By focusing on activities, you can create a hiring process that reflects your role and how you want it to be performed. It’s a simple and effective method to hire people who can, and want to, perform the activities you consider to be value-adding.

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.

Co- Founder and CEO of Vervoe | Making hiring about merit, not background.

2 Major Reasons Why Rensol is Not Your Ordinary Recruitment Partner

High-quality talent pool; cost-effective alternative; affinity to Western Culture – there are more than a dozen reasons why foreign employers prefer to hire manpower in the Philippines.

The first; the biggest; the most well-known – conjointly, the Philippines is known to house several international recruitment agencies, big, medium and small, some are able and are all willing to support foreign principals to overcome their respective recruitment endeavors.

Forthrightly, foreign employers will find themselves sorting through all viable firms in the Philippines and this task alone can be overwhelming. Having to go through more than a dozen websites and reading about their services can have prospects mentally exhausted. Up to the point that they might even end up throwing in the towel and just settle for the safest choice but not necessarily the best-suited recruitment firm just to get it over with.

 

What set Rensol apart from other recruitment agencies?

1.Ethics

It was previously discussed that Rensol Recruitment & Consulting is a known duty bearer for all its stakeholders and is a celebrated advocate of the “No Placement Fee” Policy. While the Philippine Overseas Employment Administration (POEA) allows the recruitment industry from charging placement fees from candidates, Rensol chooses to administer a more ethical and humanitarian approach in conducting their business processes by employing the reverse, resulting in a more positive impact not only for workers but also for their partners.

They may have not started ethical recruitment in the Philippines, but they are clearly one of the more prominent and one of the most consistent front liners. Thus, influencing the Philippine recruitment industry trends to change and their recruitment peers to follow the path to a higher road.

2.Analytics

It’s more than just being logical, perceptive, and systematic. Analytics in Rensol terms means that they are dedicated to delivering only the best to their partner. Analytical consultancy ensures that only the most qualified candidates are lined up for every vacancy. It also assures principals with a rigorous screening process that will lead them to hire the best candidates with the most fitting capabilities.

Rensol as a renowned analytical recruitment partner is a cooperative problem solver. Partners are protected as the kind of cooperation they provide transcends costs and the boundaries of what is stated in the contract.

Like any undertaking, Rensol went to some of the most backbreaking struggles and grueling challenges to get to where they are now. Equipped with a commitment to integrity, honesty, and sustainability, as well as the promise of an above and beyond service, they were able to achieve both reflected and literal success becoming the fastest growing ethical recruitment agency in the Philippines.

RENSOL TEAM

It takes a remarkable group of individuals to form a team. Yes, there is no ‘I’ in a team, but there is an ‘M’ and an ‘E’.
Yet the ME aspect will always fall short, will always have lapses.
Hence, you need other “me’s” to complete something that never collapses.

 

A team is a collection of efforts and tears.
Built by a common goal and fought together all looming fears.
A goal that is burdened by the extraordinary sum of spirits
A team made of imperfects and driven by souls who never quit.

Johann Legis Bautista

 

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.

Arnold brings decades of Technical Administration, Processes and Operations Management experience at Rensol. His key experience includes Sales, Marketing, and Business Development. His expertise in Human Resource includes Recruitment and Headhunting, Training and Development, Employee Relations, Employment Law, Conflict and Dispute Resolution, HR Policy Formulation and Performance Management.

Railroading Railway Construction Recruitment: An Industry Guide

The railway construction recruitment is globally booming and is growing at a rapid rate with the overlap of projects coming out from here and there. Wherever in the rail industry, demand for engineers always remains buoyant with no sign of slowing down, stimulating skills shortage to worsen in a serious note.

While overlap of potential projects signifies massive activity in the sector, opportunities and demand for resources are huge from right now until the future. The need for skilled people across the whole industry remains strong despite the low number of licensed engineers. The overlap stretches each country’s limited resources for railway manpower.

Derailing Railway Recruitment

The railway construction recruitment has always been fierce. Everybody’s hiring, and it hasn’t stopped. Medium-sized companies poach top talents from smaller firms while larger firms pick up top talents from them. The expertise of railway workers is just being shuffled within a small community.

Skills needed to be were being poached by other industries needing similar skills, making railway construction recruitment tougher for recruiters. The industry is stereotyped as an industry full of stressed, tired, and exhausted workers. Many railway workers literally walk and work even in their sleep.

The job requires long hours and a stressful work environment. Most of whom worked overnight, during the evening, weekends, and long hours. Workers spend irregular hours that makes people with the right skill turning away from this industry.

Many companies have already noticed the shortage of qualified engineers during their recruitment processes. While most of them are striving to recruit locally, hard-to-find skills push them to go globally. Overseas workers have been key contributors to the sector in preventing skill shortage to jeopardize delivery of railway infrastructure projects.

Railway Construction Recruitment

The railway industry remains to be home for a lot of engineers from various industries who were seeking shelter. There is an enormous workload that is needed to be done, and which is going to need more skilled staff.

It has a huge growth potential with top talents are always in demand for various roles to maintain and digitalize the industry. Having an electrical engineering and mechanical engineering background is an advantage among any other disciplines with transferable skills. A career in rail has been the most exciting and interesting engineering jobs any highly-skilled workers can get.

A different height of job security, travel benefits, and a lot more decent benefits was guaranteed to every worker. With this, railway engineers are expected to be multi-skilled, with a strong background in engineering and technical support from the production phase to maintenance areas.

Railway construction recruitment has been crucial with the work of recruitment professionals in navigating a quite small labor market yet an ever-evolving employment landscape. Recruiters have been fishing in the same pond. Indeed, railway recruitment is getting harder and the only solution is to improve the industry itself to attract new people into the sector.

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.

Upon finishing a journalism degree with flying colors, he has discovered his niche as a freelance journalist in a health and lifestyle journal, a travel magazine, a science blog, multiple news websites, various advocacy blogs, and a social entrepreneurship network. His innate affair with writing eventually brought him to the business of recruitment and human resource. A writer and an advocate at heart, serving people through his capacity for words has been his passion.

Australia Hospitality Boom: A Looming Recruitment Crisis?

Located in the middle of the Pacific and Indian oceans, Australia hospitality boasts of its wonderful beaches. While it booms as a tourist destination, it faces a serious recruitment crisis as a job destination.

The high number of tourists impacts the economic activity of Australia positively. The current growth even outpaced other sectors. Places like Sydney, Melbourne, and Brisbane leads the region with the top attraction of tourists.  Flexible hotel accommodation packages and Australian’s passion for international cuisine play a significant role in the hospitality boom.

International passenger traffic reaches record levels. Annual growth on passenger movements has been consistent at more than 5% over the past five years. Job ad growth reflects the increased business activity within the competitive market.

The Recruitment Crisis

The increase in tourist numbers contributed a lot with the rise in job ads across the hospitality and tourism sector. 123,000 extra workers are foreseen to be needed by the year 2020 for it to survive.

However, hotels and restaurants are failing to attract younger generations who are better versed in working conditions. No one in hospitality can confidently tell that they can find staff. While there is an evident demand, the staff they need are difficult to find. Hence, the supply of well-trained capable workforce is highly-critical.

Skill shortage sprouted as a major threat to Australia hospitality. Hotel, restaurant, and tourism staff are in high demand. Most jobs are full-time, and earnings are categorizable as above-average. The high demand, however, translates to below average unemployment in the sector.

Global Recruitment

19,000 more waiters, 11,700 more bar attendants/ baristas, 15,700 more café/ restaurant managers, and 2200 event organizers are projected to be needed until 2020. This increase in demand has also reflected on their salaries and incentives.

The surge of leisure travelers drives job growth in the Australia hospitality sector and tourism recruiters are expected to expand productivity solutions to provide the sector’s requirement.

Employers are being encouraged to attract the brightest hospitality talents for their establishment. The competition has been tough among industry key players with the increase in demand. With the current enhancement of food and beverage and accommodation experience, businesses are under pressure in the recruitment of hospitality talents. Australian companies must employ foreign workers because they couldn’t find sufficiently qualified Australians.

About one foreigner in 12 Australians was employed by the sector. This signifies why the Australia hospitality heavily relies on global workers. It’s never new where any flourishing dining or hotel establishment in Australia, at the very least, employ an international staff.

Like the Philippines, Australia is home to friendly citizens. So, it is not surprising that its hospitality industry is one of the busiest and most dynamic in terms of job opportunities.

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.

A business administration graduate from De La Salle College of St. Benilde, Angelo is experienced in business development, market research, logistics and analytics. A self-proclaimed romantic, he started writing as a hobby where it slowly turned into a passion, he allows his emotions to flow through his literary works to capture the heart of his audience and deliver his ideologies through wordplay and creative thinking, his specialty is freewriting and poetry, but he is also venturing to short stories and novels.

New Zealand Engineering: Rebuilding the World Down Under

New Zealand engineering is desperately short of skilled professionals across all disciplines while in the middle of the largest infrastructure boom in its history brought by reconstruction efforts after the destruction of major earthquakes.

Billions of dollars have been overpouring into projects due to the two major earthquakes that have destructed most of its largest cities. Engineering firms are finding ways on how to deliver each project in a faster, safer, and cheaper way. But despite all the massive undertakings, enough engineers to man each project were found lacking.

New Zealand engineering firms have been doubling efforts to attract talents. Some of which have even hired non-Kiwi applicants. Even the smallest companies in the industry find it strange to not receive any application from a New Zealand qualified engineer in every job posting they had recently. The good news is, engineers in New Zealand need not be registered by law.

It so happens that local talents are deeply scarce due to snaffling by larger firms and overseas employment or emigration. While local engineers are going out of their own country, talents from abroad were queuing from overseas to get into New Zealand engineering.

Engineering NZ’s statistics reflected that only 7 percent of Kiwi graduates had studied engineering. This shortage eventually leads to New Zealand engineering crisis.

Engineering Recruitment Boom

Apart from the holistic lifestyle within its scenic landscapes, working Down Under also means unique and complex roles that will grow your skills and experiences. The calmness of Kiwi culture attributes a lot to the kind of living any aspiring worker will expect in New Zealand. It is affordable to live in NZ given the great quality of life it can offer.

With a maximum of 40 work hours per week, flexible work arrangements, competitive salary, New Zealand is an ideal country. With a relatively small population, the country has always been seeking workers from overseas to fill skill shortages across many industries.

New Zealand engineering has been booming in recent years. This comes along with the fast growth of the Kiwi economy and the lowest unemployment rate in the developed world.

Skill shortage has given way to the entry of skilled migrants. Engineers, carpenters, joiners and building surveyors are in high demand. These key positions play a pivotal role in shaping the country’s infrastructure landscape.

A number of roles which include civil and structural engineers, highway and transportation planners, water resource engineers, geotechnical engineers, and landfill design engineers are being recruited in various locations across the country.

Structural engineers are in demand to check the safety of existing buildings, while civil engineers will be needed to help in the massive rebuilding. Chemical engineers have remained steady and strong while petroleum engineering showed significant growth with increased activity in oil exploration.

While electrical engineers are the most abundant in the country, it is still not enough to fill in all vacancies.

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.

Upon finishing a journalism degree with flying colors, he has discovered his niche as a freelance journalist in a health and lifestyle journal, a travel magazine, a science blog, multiple news websites, various advocacy blogs, and a social entrepreneurship network. His innate affair with writing eventually brought him to the business of recruitment and human resource. A writer and an advocate at heart, serving people through his capacity for words has been his passion.

Empowering Women in the Kingdom of Men

Women in Oil & Gas Industry

The oil and gas industry is undoubtedly a male-dominated arena. About 85% of its global workforce are males. This industry is known to be notorious for women to establish a stable career path.

It was only when crude prices began to crash when oil and energy executives realized the profitability of hiring and retaining women in the industry.  Globalization has been reshaping gender diversity in the workplace. The focus on female workers is in the works to escalate gender balance and under-representation.

Challenges

Workforce in Oil & Gas Industry Challenged

More than the diversity problem, this is an industry where racism and sexism have been norms, making recruitment of women a tough job and a challenging work for recruitment agencies.

Gender-related challenges build wide gaps in perception between men and women. When technical and field roles started to open doors for women, scarcity of comfort rooms for ladies arise.  Some women who were sent to gas stations have reported cases being doubted and discriminated by their men counterparts. Women with children exhibited inefficiency in delivering their jobs.

Men and women start equally in this industry, however, it is rare for women to reach the top echelons because of gender barriers that are still existing with companies where gender diversity is not yet a high strategic priority.

In a report by the World Petroleum Council (WPC), only a few women were offered with technical and operating roles that are crucial for them to advance to senior management roles. Their limited presence in technical roles does not account for their lack of ambition to climb the ladder higher but with existing policies that prohibit their career advancement.

Diversity

Workforce Diversity in Oil & Gas Industry

Yuri Inoue, head of Showa Shell’s legal division, said that it would be difficult for companies to differentiate themselves in the oil industry without emphasizing women’s participation. Diversity is vital for survival. Attracting, retaining, and empowering more women in the industry is relevant to be done.

The future’s demand for shared energy is not attainable by discovering all types of energy source available but by nurturing “diversity of thought,” said Eileen Wilkinson, Vice President for Exploration in MENA at Shell. She added that a company’s longevity could be assured by inspiring more women to enter the industry.

In a survey by Ernst & Young Global Ltd, 615  of 1000 oil and gas professionals agree that gender diversity impacts the financial performance of a company. Gender diversity helps an industry to attain broader perspective which later drives a company’s growth. The industry should start imagining the number of innovative solutions that the joint efforts of male and female oil and gas employees can come up to.

The modern women are very much open to working for the oil and gas industry. Especially in the Philippines, competitive women are at par on the level of technical workers.  Women workforce from third world countries can do the toughest of jobs –  they can multitask, they can think through complex problems, as much as men can do.

The attractiveness of the oil and gas industry could be promoted by making career paths more accommodating to a wider range of jobs up to senior roles.  Work-life balance policies should also be made available and be applied equally to both genders. This effort looks forward to breaking down gender barriers in the status quo. The small percentage of women participating from this sector suggests that there is an evidently big population that are not maximized to make decisions that could create real positive impact on the oil, gas, chemical, and energy industry.

Seasoned recruiters will always have an eye for star performers. Learn more of our best practices in talent acquisition and let us collaborate to achieve your business goals.

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.

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Marketing Management, Sales & Business Development, Content & Creative Development, Digital & Communications Marketing, Learning Management & Training. He creates and moderate all internal and external content and leads thought leadership in the market to drive the bottom line. He is also passionate about growth techniques that utilize search optimization, paid promotions, blogging, online reputation management and social media marketing.

Vroom! Vroom!: Configuring Your Recruitment Plan to Success!

Until recently, I have always viewed the word “customizable” as an extremely positive attribute. In my mind, I used to view customization as a way for the customer to get exactly what he/she wants. After chancing upon a past Gartner Magic Quadrant report, I noticed that being customizable was viewed in a negative light. This caught me off guard as I have always viewed the word in a positive manner. There are obvious factors that accompany something being “customizable,” such as a higher price, that is not appealing or a lower price, but the quality is compromised, but it also got me thinking about the hidden negatives of customizability. Because my information technology background is not as extensive as a developer, I decided to view the situation from a different instance.

I remember a couple of years back when I thought it was the coolest thing in the world to have a custom-made Corvette Stingray. What could go wrong? Matte Black body paint with red and white outline and highlights, Royal-Lip Hyper Black MXR-F Rota equipped with Achilles Radial Tires, Black Metal EVO 8 Engine and a Black Rear Spoiler. It’ll have everything I desire in a sports car. In my mind, I knew what I wanted. I knew what I liked. I knew what looked cool. Right? Wrong. So wrong. I would venture to say that I designed the ugliest Corvette car ever made. It is humorous to think I knew exactly what I wanted, yet in reality, I had no idea what I needed. I think this is true for a typical customer in any setting, and this is another reason that customizability can certainly be negative. Configurability is a different story. A trusted and reliable partner recruitment agency in the Philippines implementing and executing a recruitment campaign that is configurable and easily achieved is like an easy-going person who can fit in with any crowd. Obviously, companies will have basic needs and requirements to fill internal professional vacancies, but a well-planned recruitment campaign executed by a highly effective partner recruitment agency in the Philippines will have a solid base that does not require or necessitate customizability.

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

Rensol Recruitment & Consulting
Email: [email protected]
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.

 

“Genz” is a self-made Entrepreneur and a Seasoned Business Development Professional with an extensive background in all levels of sales and business development. He is a dedicated and enthusiastic manager with more than 6 years of experience in research and lead generation from the initial phase to completion. He is also flexible and empathic with a strong work ethic and professional demeanor.

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.

 

 

Arnold brings decades of Technical Administration, Processes and Operations Management experience at Rensol. His key experience includes Sales, Marketing, and Business Development. His expertise in Human Resource includes Recruitment and Headhunting, Training and Development, Employee Relations, Employment Law, Conflict and Dispute Resolution, HR Policy Formulation and Performance Management.