This PPT contains useful information about different and effective ways of recruitment. it will help you all

1. THE SPARKS FOUNDATION
Different and Effective ways of Recruitment
By Garima Nautiyal
Talent Acquisition Internship
Graduate Rotational Internship Program
GRIPAPR21

2. CONTENT
 Human Resource Management
 Recruitment
 Modern Way Of Recruitment
 Steps for Referral on linkedin

3. HUMAN RESOURCE MANAGEMENT
According to Kathleen Egger, a lecturer for the Master of Science
in Human Resources Management program
within Northeastern’s College of Professional Studies, “Human
resources is not just an administrative function anymore. It is
about understanding how the business itself functions so that we
can then advise on the best practices moving forward.”
“The traditional HR role is changing very rapidly,” adds Carl
Zangerl, faculty director for the program. “In many
organizations now, the expectation is that the HR team is really a
business partner [with a specialized focus on] deploying,
training, engaging, and getting the most productivity out of their
people.”

4. RECRUITMENT
Recruitment refers to the process of identifying, attracting,
interviewing, selecting, hiring and onboarding employees. In
other words, it involves everything from the identification of a
staffing need to filling it.
Human Resource Management, otherwise known as HRM or HR
for short, is the function of people management within an
organization. HR is responsible for facilitating the overall goals of
the organization through effective administration of human
capital — focusing on employees as the company's most
important asset.
Recruitment is the first step in building an organization's human
capital. At a high level, the goals are to locate and hire the best
candidates, on time, and on budget.

5. MODERN WAY OF RECRUITMENT

6. 1.Inclusive job adverts
The words you use and the way you phrase things can put off entire
groups of the candidate population (women, ethnic minorities,
older people). To avoid such a thing – and to keep your candidate
pool as large as possible – you can use an AI-driven writing tool for
instance.
This kind of tool scans heaps of documents and – based on this data –
predicts exactly what job advert will succeed where others fail based
on this data.
2.Programmatic advertising
Recruiting on niche sites where your target candidates hang out,
however, can be pretty innovative. Like when Amazon posts job
adverts on tinder, or when Goldman Sachs uses Spotify.
The key takeaway here is: know your candidates. Because once you
do, you can use programmatic advertising – or another recruitment
method – to make sure they see your job advert.

7. 3. Video interviewing
Using video technology can be a great option when you’ve got candidates
that live abroad; it saves both them and you heaps of time – and money –
and you can still benefit from a much larger candidate pool.
But you can take things up a notch video-wise.
By using pre-employment assessments that incorporate video technology
for instance. Put (very) simply: This kind of technology collects data on
things like verbal response, eye movements and non-verbal
communication and uses this information to predict a candidate’s
likelihood of success in their future job.
4. Benefit from the gig economy
This is a recruitment strategy that is quickly becoming more
popular. Sometimes you need someone with specific skills – let’s say
a graphic designer – and you need them asap. But actually, you just
need them for a couple of high-priority projects that need to be
finished on short notice.

8. 5. Passive candidates
Passive candidates have long been a bit of a hidden treasure. In the
pre-social media era, it was almost impossible to get in touch with
these talented workers who aren’t looking to change jobs.
Now, recruiters can reach out to anyone – passive candidates
included. They can engage with these candidates and build a
relationship. Even if the passive candidate isn’t interested right now,
a connection has been made via social media. As a result, your
company will probably be the first one that comes to mind when he
or she eventually does want a career change.
6. Texting
Granted, texting in itself may not be very innovative. As a
recruitment strategy however, it can be super effective. No less than
98% of sent text messages are being read. On top of that, the
response rate for texts is 45% (as opposed to only 6% for emails).

9. 8. Social media
If you don’t use social media yet as a part of your online recruiting efforts,
it’s time to get started. Particularly younger generation of job seekers use
some kind of social channel when they’re looking for a job (86% to be
exact).
The possibilities of social media are endless and now go far beyond the ‘big
four’ (Facebook, Twitter, Instagram and LinkedIn). Recruiters are starting
to think outside the social box and try places like Tinder, SnapChat and
Bumble to find new talent.
The key when it comes to recruiting online on social media once again is:
know your target candidates (and where you can find them).
9. Virtual reality
Virtual reality (VR) definitely deserves a spot in an article about innovative
recruitment methods. More and more companies are using various virtual
reality experiences in their recruitment strategy to show candidates that
they are an exciting and innovative place to work.

10. STEPS FOR REFERRAL ON LINKEDIN
Step One – Complete your Profile
If you receive a referral from a connection on LinkedIn, where is the
first place your new connection is going to visit to find out about you? If
the referral takes place through LinkedIn, they will visit your profile
first.
That’s why you must spend some time getting your profile right.
Step Two – Build Your Network
Building your network is an important part of using LinkedIn to
generate referrals, but it’s not simply a question of ‘size matters’ here.
‘LinkedIn Open Networkers’, who build their networks as large as
possible on the basis that this increases the number of connections they
have, might disagree with me. But I believe you need to restrict your
connections to people you know, like and trust if you are looking for
referrals.
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11. Step Three – The Power of Endorsement
It’s one thing for you to say what you are good at; it’s something else
entirely when other people do it for you. LinkedIn, along with a number of
other social networks, make it easier than ever to collect endorsements
from people who we have worked for and worked alongside.
Look at the people you have connected with and ask yourself who has the
right story to tell. You are not looking for people who can say how nice
you are or what good fun. You need testimonials that will encourage
prospective clients to find out more and accept your connection request.
Step Four – Searching for Connections
You now have a profile that will engage, people who will connect you and
the third party endorsement to back up your claims. You are ready to look
for referrals.
There are two main ways I look for referrals on LinkedIn.
The first is to simply look at the network of your connections. LinkedIn
allows you to see the networks of the people you have connected to, as long
as they haven’t chosen to hide it (and why would you if you only connect
to people you trust?).