Wednesday, 31 August 2016

What Is One Day Hiring ?

In a war for talent it is essential that you differentiate yourself from your competitors. If you want to wow top candidates (who have the potential to get multiple offers), you must act differently. Making same day offers will certainly get the candidates attention.

What Is One Day Hiring?
One day hiring is not for all jobs or candidates. It is designed for people who have been pre-assessed and for those that clearly exceed the qualifications for the position. The premise of one day hiring is that if you build an effective decision process that responds in a day, you will capture superstar’s candidates before the competitor can even schedule an interview! In a war for talent, you need to differentiate yourself. You can’t gain a competitive advantage if you use the same tools and strategies as your competitors. One day hiring is deliberate strategy for improving both the quality and the number of hires by making hiring decisions on top candidates (and an offer) in one day!.

Why Do One Day Hiring?
There is no evidence that slow hiring produces better hires. But there is clear evidence that the most desirable candidates are on the job market for “as little as a day.” The key is to identify ways to shorten the process of getting people hired. Most hiring takes between 30 and 100 days, with the latter being a more common number. Delays in hiring can also cause managers and candidates to get frustrated and lose interest, because they see no immediate rewards of making hiring a priority. Interviewing and making an offer in one day is a strategy to make your firm appear decisive. Making an offer on the same day as the interview excites candidates and makes them feel important. Making a same day offer sends a clear message to the candidate that they are “special” and highly regarded. Fast hiring is a great image builder. It reinforces your firm’s image as a rapid decision maker. How a firm acts during the selection process is also often seen as a reflection of how companies manage on the job .The reason most hiring decisions take so long are varied but the primary reason is that most hiring systems were developed to hire “unemployed people” that have the time to go through an arduous process. However, employed people who are serving their notice period have little time or inclination to go through a long drawn out process.

As an employer, you stand the best chance to entice a candidate who has a short notice period. Thus saving you time, effort, saving cost of delayed hiring and
pre joining attritions.

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Sunday, 28 August 2016

Don't Hire at a Snail's Pace

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Thursday, 25 August 2016

Tips on Writing Killer Job Posts

As demand for highly coveted marketing skill sets heats up, the importance of writing a great online job posting increases. We've put together some quick tips to ensure your job posts are as effective as possible. 

1. Usability matters! A good job description should be cleanly formatted and flow in a logical manner such as: job description, details, requirements, company information and contact information. Keep the job description as concise as possible. 

2. Don't hide the brand -- even if the job post is for a young, small company, don't make the company anonymous or you'll significantly limit your response. Candidates tend to distrust anonymous listings and, consequently will skip over them. Instead, be transparent. Even if it's a post for a new company, represent it honestly and make clear what differentiates the company from other companies. Your post should answer the question: Why is this great place to work? 

3. Your company overview should include information on the company's mission, goals, industry, headquarters, states and countries of operation, total number of employees, annual sales, etc. Keep in mind that the potential applicant may not have conducted any research on the company before reading your description. Even if the company is well known, don't assume that a job seeker knows company information. A candidate may be familiar with the brand yet know little or nothing about the company's operations. The purpose of your job description is to engage the targeted job seeker -- to "hook" them and inspire them to want to learn more about the company. Consider it the starting point for the job seeker's research on the company. 

4. List key responsibilities, the department and the reporting structure. Include all of the mandatory skills and qualifications. Make clear distinctions between what is a preferred and what is mandatory. How many years of experience do you want? What are the required skills, certifications, licenses, level of technical proficiency and education needed?

5. Watch and limit the clich├ęs and exaggerations. Superstar, rock star, brilliant, guru, wiz, can all come with connotations that may turn off some great potential candidates. It can also reflect poorly or conflict with the brand image. Reflect the company's brand and culture. Is it fun and lively? Is it conservative? Write the job post accordingly to attract the right fit for the corporate culture.

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Tuesday, 23 August 2016

How to Hire Superstars

How do you recruit, hire, and retain awesome people? Today startups and behemoths alike brag about their team of ninjas or rockstars. But how can you tell if someone really is a star – and how can you get that person to want to work for you?
Here are some suggestions from to improve your chances of hiring the Super candidate:

1. Know what you want. Don’t recycle past job descriptions because chances are the role has changed. Take a fresh look at your needs and the skills you’d like to add to your team. A detailed job description will help reduce the number of resumes you receive from unqualified applicants.

2. Look for the intangibles. A candidate’s skill set isn’t limited to functional abilities – it also includes how well he or she works in a collaborative environment. Employers that don’t take soft skills such as leadership and communication into account may set themselves up for a bad match.

3. Make a personal connection. Hiring is more than just identifying a strong resume or profile – it involves having conversations with applicants to establish a rapport. Interviews, for example, allow you to delve deeper into an applicant’s qualifications while also assessing whether he or she is a fit for your corporate culture.

4. Woo your top choices. In any economy, people in high-demand may have multiple job offers. You need to show them why they should choose your organization over a competitor. Sell the benefits of working with your firm, and offer a compensation package in line with – or ideally, above – market rates.

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Want To Hire Candidates With Short Notice Period Look No Further. -

Want To Hire Candidates With Short Notice Period, Look No Further. - is a un...