The Benefits of Online Recruitment

Gone are the days when online recruitment was the exclusive domain of the technologically savvy, the curious and the ultra-sophisticated. Today, with this medium tried, tested and proven to be true and more importantly indispensable, professional recruiters and employers alike rely on job portals as a primary source of professional talent both on a stand-alone basis and in some cases to complement traditional hiring methods. There has been a paradigm shift in the way companies recruit thanks to the value, efficacy and ease-of-use of today's career sites and with internet penetration levels ever skyrocketing, geographic boundaries blending when it comes to professional mobility and the quest for top talent at fever pitch in booming regional economies, this medium is definitely here to stay. So here are the benefits of online recruitment that have led to such a meteoric rise in its use and revolutionized the way companies hire and candidates search for jobs in such a short time span? Reduced time-to-hire E-recruitment allows for immediate real-time interaction and 24x7 hiring/job search activity. Employers can post a job in as little as 10 minutes on a career site with no limits to ad size and start receiving CVs in response immediately. This is in comparison to traditional methods where a newspaper ad may take appear a week later and only for a day, or a recruiter has to wait till month-end to reap the benefits of an ad in a monthly industry or geography-specific publication. Typically, e- recruitment hiring is on average 70% faster than traditional hiring methods and the recruiting cycle is speeded up at every stage from posting, to receiving CVs to filtering to managing the contacts and workflow. Reduced cost-of-hire Costs of posting jobs and/or searching for candidates on job portals can be up to 90% lower than the costs of using traditional search firms and/or advertising methods. These job portals are 30% cost-effective than what many traditional recruiters or consultancy firm charge or the costs of newspaper/publication ads for the same reach and time period. Wider reach for employers Unlike traditional methods which are usually restricted by career level, geography, industry or other parameters online recruitment portals typically have current and active talent databases that cover all career levels, industries and regions. Huge money is spent ensuring the databases are diverse, updated regularly, relevant and high quality. Sprawling business development teams also ensure that affiliations are established whereby the portals are always prominent and top-of-mind with the relevant candidates and are visited by the target job seekers regularly. State-of-the-art filtration tools Leading job sites like oneweeknoticeperiod.com offer employers the latest technologies and filtration criteria that help them find potential future candidates in the easiest, most rapid and efficient way. Job portals provides its community of employers with unique search criteria and state-of-the-art screening and sorting tools to help them quickly and easily target and contact both active and passive professionals without the delay of using a go-between. Allows for confidentiality Both employers and job seekers can elect to maintain their confidentiality. Employers can elect to search the databases without posting a job if the vacancy is sensitive in nature, or they can post a vacancy while keeping the company name confidential. Similarly, candidates can post their CVs online while keeping present employer's name confidential. Allows for proactivity The employer/recruiter is in full control of the hiring process with online recruitment, can contact candidates real-time and directly and does not require a middleman to sift through, filter, assess or select the required candidates. By being in the driving seat the employer gains valuable insight into the nature of the marketplace and the competitive landscape for the position. He is also able to ensure a superior match and a better fit for the long term.

Oneweeknoticeperiod is a unique job portal, a career gateway contributing to the concept of RAPID RECRUITING. If you are an employer who wishes to hire best talent in the fastest possible time, Oneweeknoticeperiod portal is the place to apply. Register today for Free! on Oneweeknoticeperiod.com

Maximizing Short-Term Hiring

The number of short-term assignments in companies has been increasing, and the trend is expected to continue. Within large corporations, secondments, short-term transfers, and functional or geographic management rotation programs often thrust full-time employees into short-term jobs. Many companies employ temps or interns to supplement those working full-time. Even consultants may engage with a client for a period of weeks or months.

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 attrition's.

Here’s bringing you Oneweeknoticeperiod.com that helps you find candidates who can join on short notice period. Please make the best use of this service as both Posting Jobs and using our Resume database Search are absolutely at Zero cost.

With over 1000+ customers Oneweeknoticeperiod.com brings you its unique rapid recruiting service which is absolutely Free.



Register today only on -www.oneweeknoticeperiod.com


Do not hesitate to refer to your colleague and friends who are looking to hire quick.

Would you hire candidates with 60/ 90 day's notice period !!

www.oneweeknoticeperiod.com Hi, Well this question might not seem right, as everyone has the right to apply for a job, and every employer must not ideally ignore candidates with 60/90 days’ notice period. But does this actually happen in the real world!! Let’s try to find out the concept of hiring or not hiring resources with a higher notice period. For those recruiters who are hiring in Western countries might not have to worry about this scenario, as the Notice Periods are very rarely more than 30-45days. They believe in the concept of having shorter duration of Notice Period for employees. But for those recruiters hiring in India, they have to face the issue of 60 / 90 days policy. So what is wrong in hiring professionals with 60 / 90 days’ notice period? Well, to be honest there is nothing wrong in hiring them. So what is the real issue? Who decides to avoid candidates with higher notice periods? The answer is not that simple, so let’s dig out some of those reasons. Let’s take a real life situation, a recruiter needs to hire Vanilla Skills (Java / Mainframe, Manual Testing professionals), So given an option, will the recruiter go for candidates whose Notice Period is 60/90 days? I guess most of you might say NO. Do you have a reason for that? Recruiters might end up saying that the Delivery / Management team need resources as early as possible. Hence we end up looking for candidates who can join in 30-45 days max. There are some exceptions where they need resources ASAP. But at the end of the day, this is business, company wants to bill the resources ASAP and earn profits. So does this mean the candidates with higher notice period might lose on opportunities? Hmm… Well the answers is YES and NO. Again it depends on what skills you are working on. To take an example, niche skills such as FlexCube, Vision Plus (Some might say that it’s no more a Niche Skill), TransactSM, Business Analysts, CRM etc. are available in companies with 60 / 90 days’ notice. So in such cases recruiters can’t ignore these candidates. So do you think this is fair? Candidates might not agree with this distinction, and might call it unfair practice. But…. this is the reality. Many a times have heard candidate saying, “I want to look for a new opportunity, but can’t join early as Notice Period is 60/90 days”. Again to make things worse, companies are not ready to release their resources even with a buy out option. Strange, but true.

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!!

www.oneweeknoticeperiod.com - Upload.Search.Get Hired

 

www.oneweeknoticeperiod.com

What Is One Day Hiring ?

www.oneweeknoticeperiod.com

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.

Here’s bringing you Oneweeknoticeperiod.com that helps you find candidates who can join on short notice period. Please make the best use of this service as both Posting Jobs and using our Resume database Search are absolutely at Zero cost.

With over 1000+ customers Oneweeknoticeperiod.com brings you its unique rapid recruiting service which is absolutely Free.
Click here to Register - www.oneweeknoticeperiod.com , Post Jobs and Search Resume Database for Free.

Don't Hire at a Snail's Pace

On oneweeknoticeperiod.com you will be able register, Post jobs and search for FREE.
Many Employers have benefited from oneweeknoticeperiod.com.
 
Do check our site today - www.oneweeknoticeperiod.com

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 clichés 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.

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.