Friday, 24 February 2017

Job Portal in India For Hiring Jobseekers Serving Notice Period


Our ability to attract thousands of job seekers, who are looking to join in short notice, has got the attention of 1000+ Recruiters from companies across various industries who have registered to our services to post their Jobs and search our Resume Database at Zero cost.

Click here on www.oneweeknoticeperiod.com to register today and post your jobs and search our resume database for Free.

Oneweeknoticeperiod.com is a job portal that overcomes the gap between Jobseekers and Recruiters. Our approach is to facilitate job seekers to find the best jobs and recruiters to find the best talent in the fastest time possible, Ideally One week!!

Friday, 17 February 2017

6 ways to build an employee referral program that works




6 ways to build an employee referral program that works

An employee referral program can be a superior recruiting tool: referred candidates are typically cheaper and faster to hire and stay at their jobs longer than traditional hires. But how do you make your employee referral program effective? Here are six ways:

1. Explain job requirements

Employees don’t instantly know what their companies are looking for in candidates. They might have an idea of what “culture fit” means. But specific job requirements may be less clear, especially if employees are asked to refer people who work in different departments and job functions.
Dispel the mystery. Include links to job descriptions when sending emails asking for referrals. It can also be a good idea to highlight what you’re not looking for. The U.S. energy company DCP Midstream went out of its way to prevent unqualified referrals with a campaign to remind employees that not every friend or acquaintance makes a good colleague:

2. Keep employees updated

Employees who refer candidates expect to receive updates on the process. Not hearing back from recruiters can make employees reluctant to refer again, a mistake which undermines your employee referral program.
Communicate when possible. Let employees know what’s happening at every stage of the process. When a referred candidate isn’t selected for an interview, send referrers a thank you email anyway. Encourage them to keep looking for great people. That way employee’s won’t feel underappreciated.

3. Acknowledge good referrers

Along with offering monetary referral rewards, try to publicly recognize effective referrers. For example, if one employee has referred 10 people, six of whom were hired in the past three months, you’ve got a star referrer on your hands. Make sure they know you appreciate their effort. Any acknowledgement, ranging from an award to public praise from the CEO, can be meaningful.
Dell uses the Dell Talent Community, its social sourcing tool, to award points to “Top Referrers.” The more frequently employees share jobs in their network and refer candidates, the more points they get, and their names are displayed in Dell’s internal system. Dell also recognizes successful referrers in team meetings, both locally and globally.

4. Offer a mix of monetary and non-monetary incentives

Google made a mistake in employee referral strategy when it doubled its $2,000 referral bonus. Money is a popular incentive but selling an experience (e.g. trips, vouchers, or motorbikes) can better market your employee referral program. And some of these incentives, like time off and gift vouchers, are less expensive than cash awards. Salesforce.com recently surprised employees who participated in their referral program with baseball tickets. Salesforce also offers impromptu awards to drive referrals.
If you use money as an incentive, opt for a tiered system: it’s the most effective tool to motivate employees to participate in your referral program. Give higher rewards for harder-to-fill positions. Offer a flat amount for each referral and then offer more if referred candidates get interviewed, get hired or stay at your company for at least six months.

5. Enhance user experience

A user-friendly application process is essential to getting candidates to apply for a job, and the same applies to referrals. Your referral process shouldn’t be lengthy, complicated or require lots of clicks. Otherwise, you risk driving referrers away.
Consider using a referral software or platform. This kind of software allows hiring managers and recruiters to send requests for referrals for particular positions. Referral software is also a good option if you want to help employees share open positions with their social network. Applicant tracking systems (ATSs) can typically integrate with dedicated referral software services, or offer their own referral tools.

6. Experiment

Survey employees to find out what prompted them to refer (or, not refer) and what suggestions they have to improve your referral program. A successful referral program continues to adapt by making use of a variety of initiatives. Try these techniques to improve your employee referral program:
  • Plan spontaneous promotions: A Booking.com recruiter got more referrals for a Portuguese-speaking customer rep position by buying the whole office Portuguese food.
  • Use aided recall techniques: Google’s recruiters don’t pose a general request for referrals. They ask more specific questions like, “Who’s the best developer you know?” That way, their employees find it easier to think of someone.
  • Try gamification technology: Companies like Fiverr, a freelancing platform, use the gamification options of their referral software. Keeping a leaderboard with scores and achievements can motivate employees and help promote your referral process.
  • Offer special bonus schemes: Intel recently announced that it will double its referral bonus when the company hires women and minorities through referrals.
  • Think from the candidate’s point of view: Accenture makes it easy for candidates to initiate referrals by adding a “Get Referred” button in their job postings.
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About Oneweeknoticeperiod.com,
Oneweeknoticeperiod.com is a unique Job Portal that bridges recruiting gaps between Jobseekers and Employers. It's our endeavor to facilitate Job seekers to find the best Jobs and also facilitate Employers to find the Best Talent in the Fastest Time possible, Ideally One week!!  
Over 1000+ Recruiters from companies across various industries have registered to our services to post their Jobs and search our Resume Database at Zero cost.
Click here on www.oneweeknoticeperiod.com to register today and
Post your jobs.

Friday, 10 February 2017

Do you want know why Top employers use Oneweeknoticeperiod.com



About Oneweeknoticeperiod.com,

Oneweeknoticeperiod.com is a unique Job Portal that bridges recruiting gaps between Jobseekers and Employers. It's our endeavour to facilitate Job seekers to find the best Jobs and also facilitate Employers to find the Best Talent in the Fastest Time possible, Ideally One week!!  
Over 1000+ Recruiters from companies across various industries have registered to our services to post their Jobs and search our Resume Database at Zero cost.
Click here on www.oneweeknoticeperiod.com to register today and Post your jobs.

Friday, 3 February 2017

5 types of interviews to make your hiring process fruitful - Oneweeknoticeperiod.com



5 types of interviews to make your hiring process fruitful




Different jobs have different hiring processes and it is not necessary that every company has to follow a set pattern of interviewing candidates. While with some candidates you can begin with a discussion over a phone call and then summon them for a personal interview, with others you can have a panel discussion to see how they perform under stress. So if you are already suited and booted and ready to fill an open position, here are a few techniques you can master to ease yourself into the hiring process.


  • The screening process


Have you received a ton of resumes and are wondering how to short-list a few of them for a one-on-one interview? Get your human resources personnel to make a call to each one of the potential candidates. Through this telephonic conversation they can find out if a candidate can fit in with the company's culture and whether they have the knowledge and experience for the position they've applied for.
  • The panel interview

Panel interviews are used best for the public sector where it is important to have more than one person's opinion on a single candidate. If you need to fill the position on an urgent basis and don't have the time for different people to decide through different interviews if a candidate is fit for the job, a panel interview can come in handy. It is also a great way to gauge how an individual will deal under stress as panel interviews are nothing if not intimidating.
  • Lunch interviews

These interviews are best suited for the advertising sector where the candidate will be dealing with clients outside the office. This kind of interview is more relaxed than the typical interview that happens within the confines of a meeting or conference room. It allows you to see if your candidate can be both professional and easy-going at the same time. If the applicant upholds basic table manners and manages a competent yet casual demeanor throughout lunch, you know you're looking at a winner.
  • Case interviews

This is a classic form of interview used to find out if your potential candidate has the skills for the job. You can prepare a presentation which will test your candidate's answers through direct and trick questions. These tests can either be mailed to the candidate in advance or they can attempt the same when they come for the personal interview. It is ideal to set the test after much deliberation as the test results will decide if the applicant is fit for the job. This form of interview works well across fields, from tech companies to the creative industry.
  • Group interviews

A group interview is not all that popular. It is used mostly when a large number of people need to be hired for the same position. Just like there are several potential candidates present in a room for this sort of interview, there are also a number of interviewers who can evaluate and pick the best men for the job from a sea of applicants. These interviews can be conducted if you're hiring interns or sales personnel.
If you're not careful about the kind of interview you use for the hiring process, it is very likely that you might miss out on a good candidate or even hire the wrong person. To avoid such a situation, it is best to set standard hiring processes for different job profiles.
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About Oneweeknoticeperiod.com,
Oneweeknoticeperiod.com is a unique Job Portal that bridges recruiting gaps between Jobseekers and Employers. It's our endeavour to facilitate Job seekers to find the best Jobs and also facilitate Employers to find the Best Talent in the Fastest Time possible, 
 Ideally One week!!  
Over 1000+ Recruiters from companies across various industries have registered to our services to post their Jobs and search our Resume Database at Zero cost.
Click here on www.oneweeknoticeperiod.com to register today and
Post your jobs.
 


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