07 Oct
Mistakes to avoid while building your resume.jpg
Mistakes to avoid while building your resume

Is it really that impactful if you make a mistake on your resume? Yes, it does. In fact, submitting a substantially defective resume is the quickest way to be filtered out as an application.

Consider this: One of the most critical ways hiring managers use to evaluate you as a candidate is through your CV. Typos and grammatical errors can make you appear unqualified and unprofessional. Another common blunder is sending in a résumé that isn’t tailored to the position you’re applying for. Hiring managers and the talent management tools they employ to screen resumes will eliminate you from consideration for the job if you do this.

The Top Ten Resume Errors

More information on the most common resume mistakes and how to avoid them can be found here.

  1. Making Grammatical and Spelling Mistakes: Check your spellings and then proofread each word in your resume. Printing your resume, adjusting the font, or pasting it into a blank email are all the options to be checked priorly. These techniques allow you to perceive your words with fresh eyes, which can aid in the detection of faults. Another approach for identifying errors is to read them out loud. Alternatively, get it reviewed by a job coach, a friend, or a family member.
  2. Not Using Keywords from the Job Posting: Your resume should contain the exact keywords found in the job posting. If you don’t include the proper keywords in your resume, it’s unlikely that you’ll be discovered because you won’t look to be a good fit for the job.
  3. Not Keeping Your Skills Section and Work History Up to Date: Your resume should be kept up to date and tailored to each job you apply for. Make sure to keep your skills and job history sections updated. Check that your resume’s skill-set section, particularly the computer and technological skills, is up to date.
  4. Too Much Information: Don’t tell your readers all there is to know about each position. Focus on the highlights; unless you’re seeking a post in academia or research (In that instance, instead of a resume, you could choose to produce a CV), keep your document to one or two pages. To improve readability, use formatting strategies like bullets and short paragraphs. Only include the last 10 to 15 years of work experience on your CV. You are not required to list everything you’ve ever done in your life.
  5. Writing a Resume Objective That Isn’t Appropriate for the Position: Avoid employing an objective statement that does not align with the focus of the target job. Many job applicants no longer include an aim on their resume and instead, use a profile. If you have either, make sure it demonstrates your interest in the job you’re looking for and where you are applying.
  6. Including a Career Summary That Isn’t Appropriate for the Position: Using a mismatched qualifications description at the top of your resume must be avoided. Otherwise, leave it out. Your core abilities in the summary should match several of the job requirements.
  7. Writing Job Descriptions That Don’t Show What You Did: Stay away from job descriptions that just describe your tasks or obligations. Instead, make active comments that highlight key talents and achievements. Make sure the employer can understand how you contributed to the success of any company.
  8. Irrelevant Duties at the Head of Your Paragraphs: Start with the most impactful statement, demonstrating that you have vital abilities relevant to the position. If not, your reader may merely scan over that description.
  9. Quantifying Achievements: Instead of using empty self-congratulatory platitudes, quantify your achievements or provide other solid facts to back up your claims. Numbers, such as the number of personnel handled, sales numbers, and so on, are always helpful.
  10. Being Overly Shy: Matter-of-factly, share any accolades or distinctions you’ve received. For example, “Promoted to associate director after boosting annual donations by 25%,” or “Received team player award at three annual company-wide awards ceremonies.” While you don’t want to come across as cocky, your resume is an excellent way to highlight achievements.


These are some common resume mistakes that everyone must avoid. Unfortunately, these act as hurdles in your way while looking for a job, and thus it is always advised to ensure that your resume is always apt and perfect to be selected for any job post.

13 Jul
Tips for building a team in startup Companies
Tips for building a team in startup Companies

Are you unsure how to go about assembling a team for your startup?

Read everything to know about team building and the techniques that can help your business succeed in the future.

Regardless of how great your idea is, putting together a team for your startup is the first step toward success. Steal these tips to build your startup team with zeal and zest-

How to assemble a team for your startup

By far, it has been proven that forming successful teams has a significant impact on a startup. This fact only emphasizes the importance of implementing best-in-class team-building tactics to avoid problems. Each level of team building must be meticulously planned and executed. Keeping this in mind, here is a list of team-building actions to help you get started:

Begin by looking after yourself

As cliche as it may sound, the commencement of a team-building strategy begins with you. Because you are the team’s leader, everyone will look to you for guidance. As the brains behind your startup, you should start by analyzing yourself. Because you will be in a leadership position, you must determine your key strengths and shortcomings. Examine what you have to offer and how it will help your startup. Your skill set does not have to be exclusively technical.

Then there’s the co-founder (s)

You’ve probably noticed that founders and co-founders are frequently acquainted. They could be friends, roommates, coworkers, or anyone else with whom you have an informal relationship. This could be ideal for startups because it avoids misinterpretation owing to familiarity with one another’s work ethics. Successful startups, on the other hand, have one thing in common: complimentary founders and co-founders. One may be a technical wizard, while the other is a master in marketing. Each founding member should make a significant contribution to the startup.

Determine the most critical jobs

After you’ve sorted out the top brass, you’ll need to figure out who’s on the lower but still essential rungs of your startup. Typically, a startup would require the following categories of team members to construct the fundamentals:

  • An innovator is someone who can come up with a new idea for a product or service.
  • A designer who is responsible for creating and developing a product or service
  • An executor who is responsible for bringing the product or service to life

SEO, research and development, programming, sales and marketing, project management, and account management may be the most critical professions in your startup. Identify the gap and put together a team to fill it.

Candidates are narrowed down to a few

When you’re shortlisting prospects, the answers to the following questions will help you figure out if they’re worth your time:

  • Is the candidate equipped with the proper tools for your startup?
  • Will they fit with the culture of your startup?
  • Are they enthusiastic about their work?

Shortlisting and team-building approaches like these will aid you in finding people that fit your specific needs. Perform a quick fact check and background check on the applicants who have been shortlisted.


You can move on to the interviews once you’ve narrowed down a few qualified prospects. A discussion will provide you with information about their work ethic. In the early phases of your startup, you can also use this chance to address their compensation expectations. Don’t be afraid to be fussy at this point.

Make the employment formal by presenting an offer of appointment and other papers, even if you’re hiring a friend. When hiring for a startup, the mantra “less is more” should be followed. When it comes to hiring, the team building objectives are that quality must take precedence over quantity.


After the individuals have been onboarded, team building training can help them get to know one another. Some team building events for corporations will emphasize technical components, while others will emphasize developing interpersonal relationships. Overall, the team building session will assist new hires in acclimating to your startup’s atmosphere.

Assigning roles

Assign roles and duties to team members now that the initial stage of the team building programme is almost complete. You can begin by assigning small projects and gradually increase their complexity. This is one of the most reliable team-building strategies for determining an individual’s ability to handle pressure and team participation.

Employee satisfaction is essential

You may have put in a lot of effort to put together a successful team, but what happens next? It would be best if you incentivized goal achievement to keep your team members motivated. Outline promotional factors and chances for professional growth and development to get the most out of team members.

Constant evaluation

If you want to know how to develop an effective team, the key is to assess them regularly. Situations change, and your startup’s trajectory and requirements will alter as well. Furthermore, knowledge gaps may emerge over time, which must be addressed as soon as possible. As a result, evaluating your staff is an essential part of remaining on top of your game.



Follow the mentioned tips and start building the best and most efficient team for your startup from today onwards! A happy team is a perfect ingredient that your growing business requires, and all these would help you achieve the same.

13 Jul
Tips for building a highly effective resume for getting your dream job
Tips for building a highly effective resume for getting your dream job

In your job search, your resume is essential. It’s frequently the basis of an employer’s first impression, and it’s typically the deciding factor in whether or not you get a job interview.

Writing your CV can be frustrating because it carries so much weight. Do you agree?

Seven resume writing tips that really works:

These seven stages will make the resume-writing process much easier for you and help you obtain your dream job!

Prioritize the next job over the previous one

The most excellent resumes are tailored to each position, obtain interviews, pass application monitoring systems, and are read by a human. To put it another way, read the job description for each position you apply for and then decide which talents, experiences, and accomplishments you want to highlight.

Instead of focusing on marketing triumphs, emphasize any related or transferable sales talents against marketing-only achievements. This will not impact your work history or job titles.

Key points in a CV should be bolded

Bold major successes when highlighting their accomplishments. Why? Recruiters are more likely to scan resumes first and then read them. When a copy is bold, it stands out, and the recruiter will be drawn to it and its results.

Maintain a straightforward and straightforward approach

The recruiter is looking over your résumé to see if you can handle the responsibilities of the position. You could make a long list of jobs and responsibilities for every job you’ve ever had, but only include the ones that are relevant and transferable to the one you’re looking for. Concentrate those bullets on results/achievements that are relevant to the position you’re looking for.

Include a list of technical/software abilities that are relevant

You don’t have to work in IT to amass a list of desirable technical abilities. Software programmes are used in every job or business, including marketing, administrative, construction, finance, legal, manufacturing, etc. Make a separate section on your CV for a bulleted list of relevant technical and software skills.

Better yet, give examples of successes employing these software/technical abilities when including bullet points of achievements under your experience. Why? Employers prefer it when new workers are familiar with similar programmes that the company uses internally since they save time on training.

Put your schooling under the category of job experience

Move your schooling to the bottom of your resume unless you are a recent college graduate. Why? Work experience, associated technical abilities, and proven success/results are frequently more important to employers than schooling. Yes, if you went to an Ivy League institution, you should put it in the same category as a professional who earned a two-year degree or attended a four-year public school.

Proofread, a lot

Mistakes in spelling, grammar, and space can be costly. Many recruiters have this as a pet peeve.

  • It’s best if you print it out and read it from beginning to end. Begin at the bottom and work your way up (versus top to bottom).
  • Zoom in to 150 per cent to 200 percent on a computer screen.
  • It’s time to talk about it. Read the résumé sentence by sentence aloud.

Take a break and come back to it later. Most job seekers are so excited to finish a CV that they rush to send it out and apply for jobs as soon as possible. This is not a good idea. Review, edit, and then use/send it after you’ve slept on it.

Boost the visibility of your LinkedIn profile

Many recruiters look at your LinkedIn profile in addition to your resume. LinkedIn can also be used to connect with people in your network and find new career opportunities. Don’t forget to give your LinkedIn profile the same attention you give your resume. Apply the same concepts to your LinkedIn profile as you would to your resume.

Make use of action verbs and emphasize your achievements. You can also provide references from previous employers or coworkers. Make sure that your LinkedIn profile and résumé are in sync. You don’t want a recruiter to inquire as to why your LinkedIn profile differs from your CV.



Your job prospects are vital if you have a well-edited CV and cover letter in place, as well as a well-written application email. Keep your spirit up, and your hard effort will pay off.

13 Jul
What are the different stages of the recruitment process?
What are the different stages of the recruitment process?

The ideal recruitment program will attract a significantly higher number of competent applicants who will make it through the screening process and accept positions with the organization when they are offered. Unfortunately, recruitment programs can fall short of the ideal in numerous ways, including failing to attract a sufficient applicant pool, under/overselling the firm, and failing to appropriately screen applicants before entering the selection process.

To approach the ideal, those in charge of the recruitment process must understand how many and what types of employees are required, where and how to look for individuals with the appropriate qualifications and interests, what inducements to use (or avoid) for different types of applicant groups, and how to distinguish unqualified applicants from those who have a reasonable chance of succeeding.

Stage 1: Identifying vacancy

Vacancies can arise in a company when someone departs or switches jobs, leaving their position unfilled. These openings are for established positions, so they’re easy to spot. However, when a company expands or evolves, additional or entirely new roles may be required. The nature of these openings may be unclear.

Stage 2: Conduct a job evaluation

When a position in an organization becomes available, it is critical that the activities and skills required for the role be recognized. This is called a job analysis. A job analysis is crucial because it can determine whether a vacancy needs to be filled or if tasks and responsibilities can be reallocated to other employees. In addition, it is used to assist in the creation of job descriptions and job specifications.

Stage 3: Creating a description of the job

A job description is a document that outlines the position’s duties and obligations. It includes details on:

  • duties
  • pay
  • location
  • hours
  • conditions of work

This lays forth the groundwork for anyone who applies to fill the position.

Stage 4: Creating person specification

A person specification is a document that outlines the abilities and qualifications required for a particular position. These abilities and characteristics might be classified as either necessary or desirable. This will give a set of criteria against which the organization can evaluate candidates for the position.

Stage 5: Advertising job

Internally or externally, a position can be advertised.

Definition Advertising method
Internal recruitment It is when you promote an employee already working with you. Noticeboard or company’s personal network
External recruitment Employe a person from outside The local and national press, recruitment agencies, online advertisements, and job centers.

Stage 6: Requesting CVs or sending application forms

Candidates who wish to apply for the role are provided application forms. Alternatively, you may be asked to provide a curriculum vitae (CV).

The organization has pre-prepared questions on the application forms. This makes it simple for a company to compare possible employees. It also guarantees that the organizations receive all of the data they need from the candidate.

Curriculum vitae (CVs) are an overview of a person’s education, qualifications, and past career history provided by the candidate.



Having a well-thought-out recruitment process that meets your organization’s specific needs and if structured in a measurable platform, it can help you evaluate and continuously improve your hiring plans and eliminate or revise non-value-added steps that waste time and potentially eliminate good candidates. It will also ensure that all critical processes are covered, resulting in a consistent experience for all candidates and lowering the risk of prejudice.

13 Jul
How to build a highly effective Job description
How to build a highly effective Job description?

Your job description is your opportunity to make an impression on potential candidates. And first impressions are essential. Compelling job descriptions are exciting and inclusive, encouraging the right people to apply and simultaneously reduces the time it takes to fill the position.

How to build a highly effective Job description

Tips for drafting a good job description include:

Keep the following information in mind when writing a job description:

  1. Use a working title that is easy to understand: Non-traditional work titles are implausible and discriminatory. Swap out ambiguous job titles for more descriptive ones. You’ll likely attract the wrong people and miss out on qualified applicants if you advertise for a “Sales & Marketing Specialist” instead of a “Call Center Agent.”
  2. Be specific about the job’s obligations: You should clearly state the job’s primary tasks and duties. It’s a good idea to write them down in bullet points and start each one with a present-tense verb. Make it clear how much time and how frequently work will be completed since this will offer them a sense of what a typical day at this job will entail. When discussing the tasks, avoid using vague descriptors like “frequently” or “once in a while.”
  3. Make the abilities and qualifications clear: Include all required qualifications and experience and any recommended talents in the job description. Include the level of expertise, licences and certificates, and any technical skills needed for each qualification. You should also list the qualities or characteristics you anticipate the candidate to have in the role, such as leadership, teamwork, flexibility, initiative, and communication.
  4. Include salary and benefit information: If you don’t have a specific figure in mind, include a salary range to allow for fluctuation based on degree and experience. Include advantages such as paid vacation days, medical insurance, pension plans, housing benefits, and travel reimbursement, among others.
  5. Information about how to contact us: Make sure you include current contact information so that potential prospects can reach out to you if they have questions or wish to apply. Although an email address is typically adequate, you may want to include a phone number as well.
  6. Create a sense of urgency for the job: Even if you’re not eager to fill a vacant position, you want candidates to feel motivated to apply, even if they’re presently working, according to Reed of Robert Half. Specific start dates and contact information for a particular person rather than a generic email address can help, he says.
  7. Sell your position: Candidates must have compelling reasons to leave their existing jobs or pick your work over others. Describe the job’s benefits and perks (for example, a high-end workstation, gadgets, and free meals) and how this position contributes to the company’s success.
  8. Sell your business: Your job posting is an opportunity to give candidates a taste of your company’s culture. Consider attaching a link to staff testimonials or images of team activities.



A well-written job description facilitates a smooth hiring process. After your job post has attracted candidates’ interest, demonstrate your company culture with an appealing careers website and screen candidates with a simple and effective application process.

17 Sep
Recruitment Analytics to Optimize the Recruitment Process

A challenge that most businesses face even before the actual process kicks in is the challenge of finding the right people and retaining them. In fact, this challenge is something that can be overcome with the expertise of an HR team that knows what it is doing.

Talent acquisition of the right people is a quality that can be achieved if there is optimum use of HR analytics. HR analytics is a process that helps simplify not just the hiring but also helps streamline aspects such as onboarding, retention, and overall costs.

In this blog, we will take a look at some of the points that HR analytics focuses on to help recruitment flawless and impactful.

Review the hiring process in detail: The first step to achieving perfection in recruitment via analytics is to improve the quality of every member you hire. When you look for candidates to fill a certain position, it is important to improve the key metrics that will help you find the ideal candidate. Analytics will help us hire the best for the positions that need to be filled.

Identifying the top performers: Another factor that gets handled with ease in identifying the top performers based on the performance in all the stages of the interview. With most organizations having in place at least 3 rounds of interviews, it becomes difficult to keep track of all the applicants. With recruitment analytics in place, identifying the top performers so that recruiting the right team actually becomes a reality.

Focus on the actual hiring numbers: When you post a job requirement there are hundreds of people who apply for it. Now, judging the actual range of each job post does not depend only on the number of people who apply. With the help of recruitment analytics, you will now be able to get the actual conversion rates and numbers based on the actual positions filled in terms of recruitment numbers.  This will help you get clarity about the actual numbers being met.

Measure the recruitment experience:  One of the biggest challenges faced by HR professionals is that they are overworked with the number of people applying for each job post that they give. Amidst all the chaos, the candidates who apply end up by having a bad experience during the hiring drill. Recruitment and talent analytics can help the recruiters understand what step of hiring is taking time so that the candidate experience can be improved. This can be your very SWOT analysis for the overall hiring process.

Analyze the area of improvement: The last and most important step to enhance the recruitment process is to work on all those loopholes that are causing you issues. Once your trouble areas are identified, it is essential to make the efforts to improve those concerns so that you can get back on track to having a powered and enabled HR analytics team in place.

Leading an organization that focuses on HR Analytics is a change in itself. HR analytics helps you stay ahead of the clutter and also helps you to have all the HR based operations in place at all times. This way you will never hire a wrong person again!

Need Assistance? Let our team know Hiringlink Solutions has assisted all types of organizations, including start-ups, SME’s as well as large-sized organizations in assessing, on-boarding and in retaining of best quality talent. Get in touch with us to explore more.

18 Jul
Recruitment Restructured the Remote Way

Up until a few months back, most companies and organizations had never imagined a phase of telecommuting and working from home. However, with the unprecedented spread and reach of the Coronavirus pandemic, most established names and industries were forced to restructure their operations. As globally people enter the 4th month of being trapped at home, the new normal will require an overall change in almost every aspect of work. 

One of the major challenges will be faced by the HR team when it comes to hiring candidates through a remote interview process. Irrespective of the fact of how cumbersome this entire process will be, the reality is that going forward as the economies open, remote recruiting is something that will have to be followed. This blog will speak of all the tips and pointers that you will need to focus on while devising your remote hiring strategies. 

The many How’s of Remote Hiring

  • Accurate and Engaging job posts: The reality post the pandemic will be a large surge in people looking for jobs. At times like this when the demand is more, as an HR recruiter, it will be critically important in how you put out job posts. Everything that you mention needs to give a clear message of the job requirement and the overall roles and responsibilities. Make sure that when you schedule any job post on the digital platform it is clear, concise, and attractive. Everything that you post needs to be self-explanatory and easy to understand. 

  • Ensure that your interviews are structured: With every job post you put there will be tons of candidates who will apply. Never has it been more important to invest in the right applicant tracking system that can help you screen the candidates and shortlist only those who match the bill completely. A lot of thought will need to be put into streamlining the remote interviewing process, which is why is it important to chalk out all the phases well in advance. 

  • Rely on automated scheduling to reduce errors: There would be times when you get 2 to 3 good candidates for the same position. Rather than giving scope to human errors in giving a time slot for their virtual interview, it will be a good idea to use a tool that automates all the scheduling so that everything is in place and organized. While doing so it is equally important to use a tool that is user friendly and that most of your candidates will have access to. 

  • Have in place test assignments to rate their knowledge and skills: With a face to face interview it is easy to assess and determine the skills and knowledge of a candidate. However, the one thing that becomes a bit challenging in remote recruitment is determining the skills. With various platforms like LinkedIn also paving the way to short skill-based assessments, as an HR person who can have in place a few assignments and tests that the candidates can give to ascertain their knowledge and understanding. 

  • Ensure employee engagement even remotely: It is easy to do most of the steps mentioned above, however, the one big issue comes when the number of candidates who apply is in hundreds. Even via the process of remote recruitment, as an HR professional, it is important to make sure that all those candidates who you shortlist or approach are given a feedback and are told the status of their candidature. Let them feel valued. Each candidate also gives their time and efforts in giving the interview and going through a series of tests and assignments and becomes very important to make sure that they are given the update of their results. Let it not become a practice where your remote recruitment process becomes such that is out of sight and out of touch. 

Remote recruitment may seem like a challenge initially, but it is essential to understand that the more you spend time in strengthening the process and improving it, the easier and more efficient it will get. With the future still being very hazy post the pandemic scare, it is truly the fittest and most flexible operations that will see the light of the day. 

Get in touch with our experts for free consultation at

22 Jun
Building a self-sustained green Recruitment Pipeline

You can dream, create, design and build the most wonderful place in the world…but it requires people to make that dream a reality”
— Walt Disney

The one sight that is rather common these days is the sight of organizations finding it difficult to hire the right talent. The alarming rate of pandemic spread has caused all the normal means of operations to a near standstill. In fact, with the way things are going, it will be inevitable that in a few months down the line, certain changes would have to be made to the way companies hire and work altogether.

One of the challenges that was difficult to solve were the persisting issues with candidate selection and screening. With the pandemic dominating almost every part of the globe, this challenge is only going to get more exhausting! But, as they say, tough challenges force people to find new ways of going about things. In this blog, we will take a look at some of the strategies that can be used to head-hunt the right people and the correct means of building & sustaining a candidate pipeline.

  • Need to lean on a leaner HR process: Each company will have a different strategy when it comes to controlling their HR based functions. According to Lindsay who is the VP of HR resources at Envoy Global feels that the coming times will require a leaner and cleaner HR approach. The HR team will have to increase their bandwidth by designing new ways to track the performance and appraisals of each team member. It will also mean that most HR professionals will have to concentrate on the budget factor and hire only a limited number of employees who are multi-skilled. Technology will have to be strengthened for carrying out both the hiring and the co-ordination process seamlessly.

  • Remote Hiring and interviewing the digital way: With travel made inaccessible for some time to come, one sector that will have to be strengthened is the connectivity and interviewing techniques. In the era of Zoom and Skype, the HR team will have to be proficient in scheduling and arranging for online interviews. Virtual interviewing will be a new way forward for a long time. This also means that soon the question of a candidate relocating to a new city for a job will cease to exist. HR people can now be open to hiring people and get them to work from remote locations. This eventually means a trimmer package being offered as the person is not required to relocate and hence all extra costs incurred on boarding & lodging can be restricted.

  • Focus on capacity building: Before short listing a candidate it is important to have them take certain online tests to determine their skill sets. Based on their performance and evaluation on those parameters, the organization could proceed to design a new job description for them. One key change that the hiring team will go through is to look for multi-skilled people rather than going for people with specific domains and specialized areas of interest. With the sword of budget cuts hanging almost everywhere, now more than ever is the time to build a pool of people who can bring more to the table.

  • Safety Manual: Going forward safety is going to be the primary concern for all future team members. This is one of the main reasons why as the HR team you will have to take certain steps when it comes to highlighting the steps your organization is taking to ensure overall safety and hygiene. This step will also include additional literature from your end describing the measures & precautions that the organization is taking to create a safe environment. Going forward the company SOPs will have to include all the guidelines keeping in mind the new normal way of living.

This pandemic has brought us all face to face with adversity and that has forced coping mechanisms and innovative ways to be implemented in a digital environment.

Get in touch with our experts for free consultation on

15 Jun
Recruitment Post Covid 19 – A Paradigm Shift!

They say that when the going gets tough, the tough get going. Over the past few months in the wake of the Coronavirus pandemic, all industries and sectors have seen a drastic fall in terms of profits and earnings. The global outbreak of the virus which in so many ways was completely unpredictable has caught so many organizations and companies unaware and totally unprepared. It is only natural to have major industries suffering at the brink of the Covid 19 pandemic and several major business functions including the recruitment and the talent acquisition teams have been severely affected as well.

Along with the major pressure of facing the challenges of fighting the pandemic, companies all over are facing a pressure of a different kind – staying afloat and making sure that they are able to keep their team members safe from the wave of downsizing and unemployment. As per the reports obtained at the end of the year 2019, the rate of unemployment was at an all-time low, and in the coming months it is only set to dip a lot more. It is true that this time seems rather challenging, but the one fact is that this is definitely not the end.

Very true to the opening statement of this blog comes the fact that desperate times call for innovative measures. So, for all those organizations that are looking for the right way forward post the Covid 19 turmoil, here is the silver line that you can follow with respect to all your recruitment procedures. There is no denying that post the Covid pandemic once things go back to normal, there would be a certain need to improvise and make changes to the existing recruitment procedure. Here is what your recruitment process should be like in the new normal.

Going Remote: with almost every operation turning to the era of automation, it is only advisable that in the coming time, most of your recruitment processes also be carried out online and through the automated channel. The new normal for all recruitment based drives will soon become a norm. Even before the pandemic struck, most organizations had shifted their recruitment and hiring process online, so if you haven’t yet done that, now will be the right time to do so for sure. With the increased demand for online interviews and screening process going live, as an organization it will be easy for you to understand and implement the online process as well.

Invest in the right automation tool: one of the best investments you can make for your organization in the current time is to invest in the right automation tool. The criteria should be of certain software that will understand the hiring need of your company and give you the desired results in the most economical way possible. The market these days has an abundance of online recruitment software which ultimately helps ease the burden that all the recruiters have. In the long run shifting to the automated module will also help you reduce the cost per hire as well.

Employing people with new skill sets: since the strike of the pandemic all businesses had to learn to work according to the online platform. Even those organizations that did not have a Work from Home plan set up had to train their team to work within the new norms. Going forward most organizations will look to employ a team that is tech friendly and is able to work in a typical WFH setup if the requirement may arise. Since automation is the need of the hour, most recruitment firms will also stress upon the hiring of people who are available online and are well connected. Business models like all other operations will also shift to a more online model for better reach and accessibility.   

The era of multi taskers: efficiency and multi-tasking is the new key attribute that most recruitment personnel will look for. At a time when most companies will be emerging post the pandemic, budget will anyways be a big constraint. One of the biggest changes in the recruitment policies post Covid19 will be that the demand will be high for people who are good at multiple tasks rather than just one skill.

Once companies do emerge post this traumatic phase of Covid19, expect there will be a number of changes that will take place. The first change will be in the way organizations go about their hiring and recruitment procedures. These changes may be drastic, but nonetheless they are changes that will be like first aid to businesses recovering post the covid19 phase, and like they say – Change is the only Constant! 

Need Assistance? Let our team know Hiringlink Solutions has assisted all types of organizations, including start-ups, SME’s as well as large-sized organizations in assessing, on-boarding and in retaining of best quality talent. Get in touch with us to explore more.