The Job Hiring Trends & Growing Significance
Taking a look at the hiring trends in US, it gets quite cleared that social media has got an enormous impact in recruitment. Now a day’s employees are making use of niche blogs as well as the LinkedIN groups to get clients in number. When position is placed immediately after videos the number of views that it gets is more in number. With clients hitting average conversion rates of viewers to applicants around 18.8 per cent, the video is far exceeding other sources. What does this prove? It proves that many of the individuals have seen the video for the employment ads. Even clients search for sites that they aren’t aware of. Getting referral from your current employees is much cheaper and hence the ERP program is getting popular. Sending job posts videos on cell phones is also on the go. This helps in making the video viral. "It's been a long while since many people have been in these interviewing situations making it even more important than ever to have a firm grasp of the process well before the interview begins." As per a survey conducted the following feedback needs to be given to people recruited for job opportunity:
The recruiters can act as intermediary and can also provide general advice. The basis on which the recruiters get employed should be clarified in advance, retainer based contracts where payment is assured tend to be less focused on quick results and commission, reducing the risk of inappropriate placements. Convey your skills, experience and career plans without overstating your accomplishments. Provide recruiters with sufficient information to promote your candidacy to a potential employer. Recruiters and potential employers can detect insincerity. Trying to redefine your background or personality in an attempt to fit a specific role is unlikely to be successful. Research your prospective employers including recent financial and operational developments. However, do not present yourself as an expert on the organization. Attempting to anticipate questions and preparing answers is likely to be counter-productive. Candidates may be unsuccessful if over-eagerness is interpreted as desperation. Both recruiters and potential employers will understand that you may be considering other options but will not appreciate being misled. Be honest with the recruiter about any past issues that could affect the attitude of a prospective employer. If recruiters provide constructive criticism, use it as a learning opportunity.
The survey also found that assessments are used most commonly for selection and development (66.4 per cent), and 51.8 per cent of organizations assess candidates for virtually all senior positions. More than half (52.2 per cent) utilize external psychologists to administer assessments, and almost all employ a mixture of tests and interviews (64.4 per cent) and/or comprehensive assessment centers (43.5 per cent).[/i][/b][/i][/b]
"Organizations are placing an increased focus on the development and selection of key talent. Accurately identifying high-performing leaders is critically important when it comes to managing through change in an increasingly competitive global environment. The results of this survey clearly show that organizations are recognizing the demands placed on executives and are using the right tools to assess a leader's abilities to withstand the pressures of high-level jobs."[/i][/b][/i][/b]
Nearly half of the 353 recruiters who participated (45 per cent) expect to increase spending with job sites this year compared to 2005; more hires for more companies come from job sites than any other source. Niche and national boards are more effective than diversity, regional or executive boards. Of respondents who spend more than US$100 000 a year on advertising, 39 per cent use job boards. More than 10 percent of employers plan to add "green jobs" in 2010. Additionally, 20 percent of employers plan to add social media responsibilities to a current employee, while close 8 percent plan to hire someone new to focus or partially focus on social media. Nearly 40 percent of employers say they plan to replace lower-performing employees with higher-performers in 2011. 40 percent of employers plan to hire bilingual candidates in 2011 and half said that if they had two equally qualified candidates, they would be more inclined to hire the bilingual candidate. 26% of external hires are made as a result of referrals. Referrals have a higher quality of hire, and are cost effective when weighed against advertised positions. Referrals often take priority over other hiring sources within the recruitment system. That's why it's important for you to have a network and to use it when in transition. The growth in hiring is expected to grow by 30%. The hiring index score for managerial jobs in February 2010 was 83.3, a 12.5 point increase over January’s score of 70.8 and, easier to understand, close to a 69 percent improvement over February 2009. February 2010 was the best month for job hiring since July 2009 when the index score was 78.2, an increase of 17.8 points over June’s score of 60.4. The education sector saw the strongest demand with a nine per cent rise last month over the previous month, it said. Other sectors on the hiring spree are – Production and manufacturing with a seven per cent rise in job opportunities. Monster Employment Index, a monthly analysis of online job demand in India, also showed that during June the online job availability rose in six of the Index’s 27 industry sectors and in seven of the 14 occupational categories monitored. In the occupational category, hospitality, legal, administration and human resources registered a 8 per cent growth each.
Taking a look at the hiring trends in US, it gets quite cleared that social media has got an enormous impact in recruitment. Now a day’s employees are making use of niche blogs as well as the LinkedIN groups to get clients in number. When position is placed immediately after videos the number of views that it gets is more in number. With clients hitting average conversion rates of viewers to applicants around 18.8 per cent, the video is far exceeding other sources. What does this prove? It proves that many of the individuals have seen the video for the employment ads. Even clients search for sites that they aren’t aware of. Getting referral from your current employees is much cheaper and hence the ERP program is getting popular. Sending job posts videos on cell phones is also on the go. This helps in making the video viral. "It's been a long while since many people have been in these interviewing situations making it even more important than ever to have a firm grasp of the process well before the interview begins." As per a survey conducted the following feedback needs to be given to people recruited for job opportunity:
The recruiters can act as intermediary and can also provide general advice. The basis on which the recruiters get employed should be clarified in advance, retainer based contracts where payment is assured tend to be less focused on quick results and commission, reducing the risk of inappropriate placements. Convey your skills, experience and career plans without overstating your accomplishments. Provide recruiters with sufficient information to promote your candidacy to a potential employer. Recruiters and potential employers can detect insincerity. Trying to redefine your background or personality in an attempt to fit a specific role is unlikely to be successful. Research your prospective employers including recent financial and operational developments. However, do not present yourself as an expert on the organization. Attempting to anticipate questions and preparing answers is likely to be counter-productive. Candidates may be unsuccessful if over-eagerness is interpreted as desperation. Both recruiters and potential employers will understand that you may be considering other options but will not appreciate being misled. Be honest with the recruiter about any past issues that could affect the attitude of a prospective employer. If recruiters provide constructive criticism, use it as a learning opportunity.
The survey also found that assessments are used most commonly for selection and development (66.4 per cent), and 51.8 per cent of organizations assess candidates for virtually all senior positions. More than half (52.2 per cent) utilize external psychologists to administer assessments, and almost all employ a mixture of tests and interviews (64.4 per cent) and/or comprehensive assessment centers (43.5 per cent).[/i][/b][/i][/b]
"Organizations are placing an increased focus on the development and selection of key talent. Accurately identifying high-performing leaders is critically important when it comes to managing through change in an increasingly competitive global environment. The results of this survey clearly show that organizations are recognizing the demands placed on executives and are using the right tools to assess a leader's abilities to withstand the pressures of high-level jobs."[/i][/b][/i][/b]
Nearly half of the 353 recruiters who participated (45 per cent) expect to increase spending with job sites this year compared to 2005; more hires for more companies come from job sites than any other source. Niche and national boards are more effective than diversity, regional or executive boards. Of respondents who spend more than US$100 000 a year on advertising, 39 per cent use job boards. More than 10 percent of employers plan to add "green jobs" in 2010. Additionally, 20 percent of employers plan to add social media responsibilities to a current employee, while close 8 percent plan to hire someone new to focus or partially focus on social media. Nearly 40 percent of employers say they plan to replace lower-performing employees with higher-performers in 2011. 40 percent of employers plan to hire bilingual candidates in 2011 and half said that if they had two equally qualified candidates, they would be more inclined to hire the bilingual candidate. 26% of external hires are made as a result of referrals. Referrals have a higher quality of hire, and are cost effective when weighed against advertised positions. Referrals often take priority over other hiring sources within the recruitment system. That's why it's important for you to have a network and to use it when in transition. The growth in hiring is expected to grow by 30%. The hiring index score for managerial jobs in February 2010 was 83.3, a 12.5 point increase over January’s score of 70.8 and, easier to understand, close to a 69 percent improvement over February 2009. February 2010 was the best month for job hiring since July 2009 when the index score was 78.2, an increase of 17.8 points over June’s score of 60.4. The education sector saw the strongest demand with a nine per cent rise last month over the previous month, it said. Other sectors on the hiring spree are – Production and manufacturing with a seven per cent rise in job opportunities. Monster Employment Index, a monthly analysis of online job demand in India, also showed that during June the online job availability rose in six of the Index’s 27 industry sectors and in seven of the 14 occupational categories monitored. In the occupational category, hospitality, legal, administration and human resources registered a 8 per cent growth each.