Task 1 of GRIP (Campus Ambassador) of March, 2023. The Sparks Foundation

1. THE SPARKS
FOUNDATION
Graduate Research Internship
Program
March 2023
Campus Ambassador
Task 1
Made by- Ananya Srivastava

2. Different and effective ways of recruiting
What is a recruitment strategy?
A recruiting strategy is a plan of action to help you successfully identify, attract and hire the best
candidates for your open roles. It involves selecting the best employee for the right position. These are
basic starting points that can help you recruit the job seekers you are looking for.
 Post internal job ads- Most organizations have an internal jobs board. This is an easy way to ensure that
all employees know about new vacancies and have the chance to apply. If your organization doesn’t have
an internal jobs board, consider creating one—it shows employees they have a clear path for growth
within your company.
 Networking Events- HR events, job fairs, open houses, seminars, and conferences offer a perfect
recruitment platform. HR professionals with relevant and sustained relationships can easily acquire
candidates and interns from different disciplines at these events. These events can also be leveraged to
offer candidates a VR experience.
 Employee referrals- This is a hybrid of internal and external recruiting methods. Asking for employee
referrals helps you identify potential candidates who may already be a great culture fit. If you have a
strong company culture that empowers employee advocates, than this is a great recruitment strategy.

3.  Social Media- The possibilities of social media recruiting are endless. Recruiters are now going innovative
with their recruitment and selection methods and trying apps like Facebook, Instagram, LinkedIn, Twitter
and Spotify to hunt talent. Social recruiting allows you to share job postings with your entire network
and encourages a two-way conversation.
 Create compelling job descriptions- Writing an attention-grabbing and thorough job description is one of
the most important parts of the hiring process. The more accurate your title, the more effective you will
be in piquing the interest of the most qualified and interested job seekers. Open with a captivating
summary, providing an overview that gets job seekers excited about the role and company. Write out the
core responsibilities, hard and soft skills, day-to-day activities and explain how the position fits into the
organization.
 Consider past candidates- When you hire for a position, there are often a few talented candidates that
end up not making the cut due to timing or other external factors. When you’re recruiting for a similar
position, consider re-visiting the resumes of past applicants.
 Claim your Company Page -Job seekers often take time to research employee reviews, salary data,
benefits and more before applying to jobs. All of this information can be found on an Company Page.
 Attend industry-related meetups- While job fairs can be helpful for finding qualified candidates, non-
recruiting-specific events are also an excellent opportunity to meet motivated industry professionals who
are eager to network and advance in their field.

4. How to get referrals from people on LinkedIn
 Build a professional relationship with PhDs and non-PhDs in your network.
 Your friends: If your friend is interning somewhere you want to work at, then take them
out to lunch and ask them for a referral.
 Alumni: Your school likely has a directory of all their alumni. You should be able to filter
people by their employer. Use your school email to send them a message.
 Random people on LinkedIn and similar platforms (e.g. Team Blind): Worst case, use
LinkedIn. It is quite expensive to message people; the free way is to send them a
connection request and add a note.
 Find people who are working in your target company.
 Prefer people who are working in the same domain. They can judge you better based on
your resume and your skills.

5. Recruitment using Social Media
Social media recruitment is the process of finding and hiring candidates through
social media. Social media recruiting offers many benefits, including the ability to
highlight a company's culture and values while also reaching ideal candidates. It is
one of the most commonly used talent acquisition tactics. Since most people use at
least one social media platform, it makes sense to leverage these channels to attract
and hire new job candidates. With the consistent increase of social media usage,
social media recruitment has been gaining on its popularity among talent acquisition
professionals.
Using social media for recruitment purposes can help recruiters find and hire
candidates who have ideal experience and skills. Social media gives recruiters the
opportunity to build a community in the brand's industry, which they can then use to
alert candidates of new positions within the company. Employers can use social media
recruiting to reach a wider pool of candidates than is possible with traditional
recruiting efforts and target them more effectively. To pursue social media recruiting,
organizations create a presence on social media sites as a way to bolster their brand,
showcase their corporate culture and, ultimately, interest people in applying for jobs.

6. Steps for using social media for recruitment
 Use advanced social media tools to target specific candidates -Some social media platforms have
advanced tools that allow recruiters to search for specific certifications or training. Features like
paid advertisements or skill targeting can help recruiters find the most qualified candidates.
 Regularly engage with your social media audience- Consistently engaging with your social media
audience helps a recruiter build a reputation. This can increase the number of candidates willing to
respond to recruitment communications.
 Use video to separate your content from other recruiters- Publishing videos of the brand or yourself
can help personalize the recruitment process. Videos may include interviews with current team
members or a live explanation of the position, giving potential candidates a better understanding of
the company culture.
 Join groups or communities within your industry- Social media allows brands and recruiters to join
groups that are made up of other people who also work in a similar industry. This can lead to
referrals and help connect recruiters with more interested, qualified candidates.
 Use personas to understand ideal candidates- Creating a candidate persona with each position is a
good way to reach the best candidates. Pinpoint the exact characteristics and skills that are
important to a position to help you narrow down your applicants to find the best one for the
position.