CUBEXIT INC’s Post

Welcome to our comprehensive guide on the hiring and recruitment process🌟, a crucial journey every company undertakes to find the perfect candidate🎯. #HiringProcess #RecruitmentJourney Step 1: Identifying the Vacancy Step one begins with identifying the vacancy within our team🕵️♂️. It's not just about filling a position; it's about understanding the need that drives this vacancy 🔍. #JobVacancy #TeamBuilding Creating Job Descriptions Next, we craft detailed job descriptions (JDs) 📄. These JDs are the first handshake with potential candidates, outlining the roles, responsibilities, and the unique opportunities we offer✍️. #JobDescription #TalentAcquisition Step 2: Posting on Platforms "In step two, we take our search to where the talent is 🌍. We post these opportunities on various candidate sourcing platforms like #linkedin , #indeed , Rozee.pk, and more 📲. It's about casting a wide yet strategic net to attract diverse and qualified applicants. #JobPosting #CareerOpportunities Step 3: Resume Collection As resumes start pouring in, our excitement builds. Each resume is a story, a potential new chapter in our company's growth. #ResumeCollection #CandidateStories Step 4: Screening for Top Talent The third and one of the most critical steps is screening. Here, we meticulously review each application to identify the top talented candidates who not only have the right skills but also align with our company's vision and culture. #TalentScreening #CultureFit Our hiring process is more than just finding the right fit; it's about building a team that grows together 🌱. Stay tuned as we delve deeper into each of these steps in our upcoming videos 🎥. #TeamGrowth #RecruitmentSuccess #hr

Recruiting and hiring top talent 🎯👥 involves attracting, selecting, and acquiring the best candidates to join your team. Here's a step-by-step guide: 1️⃣ _Job Description_ 📄: Define the role, responsibilities, and requirements. 2️⃣ _Job Advertising_ 📢: Advertise the job through various channels, such as social media, job boards, and company websites. 3️⃣ _Candidate Sourcing_ 🎯: Search for potential candidates through professional networks, referrals, and talent pipelines. 4️⃣ _Application Collection_ 📝: Receive and manage job applications through various channels. 5️⃣ _Application Review_ 📊: Screen and review applications to select top candidates. 6️⃣ _Interviews_ 🤝: Conduct various rounds of interviews, such as phone, video, or in-person interviews. 7️⃣ _Assessments_ 📝: Use skills assessments, personality tests, or other evaluation tools to gauge candidate fit. 8️⃣ _Reference Checks_ 📞: Verify candidate credentials and work history through reference checks. 9️⃣ _Job Offer_ 🎉: Extend a job offer to the selected candidate, including salary, benefits, and other details. 10️⃣ _Onboarding_ 🤝: Welcome the new hire and provide a smooth transition into the team. By following these steps, you'll effectively recruit and hire top talent, enhancing your team's skills and driving success! 💼 #Humanresources #TrainingAndDevelopment #LearningAndDevelopment #HRM"

The right hiring recruitment process can make your company more successful. You want the best candidates. Weed out the wrong fit. Cast a wide net to get the largest pool of applicants. You’ll save time, bring in engaged employees, increase standards, and improve performance. Here are key steps in the recruiting process. It'll sound pretty basic, but count off which steps you've been skipping: 1️⃣ Identify Hiring Needs: New or existing position? FT or PT? Start date? Temporary or Permanent?  2️⃣ Create a Job Description: Include skills, qualifications, responsibilities, previous work experience. Know what you want this position to look like. 3️⃣ Recruitment Strategy: Determine how the position will be advertised and who your target audience will be. 4️⃣ Review Applications: See who meets minimum requirements or has deal breakers to narrow down search. Consider a screening process to remain objective. 5️⃣ Make a Shortlist: Applicants that make it through the next step for interviews.    6️⃣ Conduct Interviews: Know what questions you're going to ask and be prepared. Have your interview panel ready by setting aside time. 7️⃣ Check References: Make sure your top applicants pass a background check and have solid references. 8️⃣ Make a Decision: By this time, you should hopefully have a standout. Look more closely at core values if you need to narrow it down. 9️⃣ Make the Offer: Personally reach out and let them know. Follow up with a written offer.  🔟 Start Onboarding: Welcome them and get connected with HR.  Diligence to a process yields success. Add more predictability to your hiring by following a process. #Recruitment #Recruiting #Hiring #BusinessGrowth #TalentAcquisition

“Recruiting is easy...” All you have to do is... 1. Interview the hiring manager to understand their needs and potentially help them to put together a job description. 2. You source or find a shortlist of candidates/ post the job/ ask around your network. 3. You then message, cold call, email, reach out to the candidates. 4. You begin to have conversations to understand the market, the candidate's motivations, etc. 5. You send the candidate to the hiring manager for more interviews. 6. You debrief with the candidate and the hiring manager to get feedback. 7. You then repeat with a few candidates, while keeping other candidates engaged and excited about the roles. 8. Then either you go back to step 2 or you move to an offer stage. 9. You present the offer to the candidate and either get an acceptance, rejection, or counteroffer on the offer. If rejected go back to number 2 or other candidates that made the cut if available still. 10. The candidate goes back to their employer to give their notice and may receive a counter offer. If the accept the counter go back to number 2 or other “warm” candidates if available. 11. If all goes well you wait a few weeks for the candidate to show up and start. If they do show up move to number 12, if not go back to number 2. 12. Onboard the candidate. Now you just have to retain them 😉 Keep in mind recruiters may manage anywhere from 5-50 (or more) open jobs at a time… #copied #recruitment #hr

🎯Cracking the Code: How HR Finds the Perfect Candidate Many apply, but few are chosen. Ever wondered what goes on behind the scenes of a recruitment process? HR professionals work hard to find the ideal fit for every role. Here's a peek inside the process: ➡️Planning & Prep: It all starts with understanding the role's requirements. HR works with hiring managers to craft a clear, compelling job description. ➡️Spreading the Net: Once the description is ready, it's time to find qualified candidates! HR utilizes various channels like job boards, social media, and employee referrals. ➡️Screening & Shortlisting Resumes and applications come pouring in. HR screens them based on skills, experience, and keywords to identify the most promising candidates. ➡️Interview Time:Top applicants get invited for interviews. HR might conduct initial phone screens before setting up in-person or virtual interviews with the hiring team. ➡️Assessment Power: Some roles require skill assessments or tests to gauge a candidate's capabilities. ✅Reference Checks:HR verifies a candidate's background and references to ensure a well-rounded picture. 🎯The Big Decision: After careful consideration, HR and the hiring manager select the best candidate and extend the offer! 🎯Want to impress HR? Do your research, tailor your resume, and practice your interview skills! ➡️Please comment your suggestions below👇 #recruitment #hr #jobsearch #careerdevelopment #linkedin Learnovate enetrprises Neeraj Kumar

Some interesting yet worrying candidate experience observations early in my search for a new contract (in no particular order). ➡️ Publicising the interview process for a contract role – Well done!! Explaining it will be 4 stages, including 2 X 1-hour stages plus a task to present – Not so good. ➡️ Mandatory box to include your age – Is this still allowed or are we hiding behind DE&I to filter out experienced people now? ➡️ Ghosting – Yes, it’s still alive and thriving, especially after having your CV forwarded then the sound of silence is ever present when following up. Do certain recruitment agencies in particular not realise that when I secure a new role and all of sudden they want to be my best friend, I will remember how they treat their candidates - Do I want my business to be associated with such practices? - Answers on a small postage stamp starting with "N & ending with O"! ➡️ Not publishing salaries on job adverts but then asking a candidate to complete a mandatory box (numbers only) with salary expectations. This is usually after 20 minutes of wading through an ATS application. ➡️ Not configuring your ATS correctly so once you upload your CV, you are asked to manually enter, or correct, every job you have had – Particularly frustrating as a contractor (We all know the main culprit beginning with a “W”). However, they are not alone! ➡️ Not learning the very old process of mail merge so when you do get a bland automated reply, try and not let it say “Dear {insert name}……..” The good news is every single person will at some point find their next role. Hopefully, they will also remember sharp and lazy practices and show empathy with those job seeking when they themselves are looking to hire. 👉 I’m here, happy to help and offer free advice/guidance to anyone looking for a new position. Reach out, please, as happy to help anyone with CV review, coaching, guidance or just an ear to hear your job frustrations. 👍 Anything else anyone would like to add as this is just the tip of the poor candidate experience iceberg. Have a good week ahead everyone, job seekers and hirers alike. #talent, #talentacquisition, #talentmanagement, #opentowork, #recruitment, #humanresources, #recruiting, #hiring, #talentacquisition, #executivesearch,

Long gone are the days when you could walk into an establishment alongside your resume and shake the hand of the hiring manager who could potentially hire you. Your character, demeanor, and personality went alongside your resume, whereas today we are drowning in what I like to call, The Hiring Lottery. After all, it operates exactly like a lottery sans the purchase of a ticket. The resumes that makes it to the hiring manager’s desk are the winners! I appreciate technological advancements, especially when they save time. For instance, the ability to sift through 1,000 job applications and reduce them to a manageable 30 can be a real time-saver. However, what concerns me is that the Applicant Tracking System (ATS) primarily benefits employers, potentially at the expense of job seekers. As with most technological progress, there's a mixture of positive and negative outcomes. The ATS is responsible for determining who gets that coveted interview, and who doesn't, and it does so based on the ability to craft an impressive resume rather than the inherent qualifications. ***I am strictly referring to who gets the opportunity to interview, not who gets hired. In the grand scheme, the ATS can never truly account for the complexities of human nature that become apparent after someone is hired. We can certainly strive for better, more balanced systems. #employers #jobseekers #employment #interview #ats #resume

The traditional ways of filling job vacancies are no longer effective. Simply writing a job ad and posting it on platforms like Seek won't guarantee that you'll find the perfect employee. Nowadays, job seekers are more diligent than ever. They are looking for roles that provide daily gratitude and help them advance in their careers. If your role doesn't resonate with them, you will likely receive mediocre applications and waste time in interviews because the ideal candidate won't be in your applicant pool. To be effective, finding the right employee must be beneficial for both you and them. Employees are now seeking the assistance of staffing agencies such as Inselec. With the help of a coordinator who understands their long-term goals and cares about their future, they can be matched with opportunities that align with their objectives. This way, both employers and employees can find a mutually beneficial arrangement that helps them achieve their goals. #recruitment #recruiter #jobopening #jobopportunity #staff #staffing

💡Employer tip of the day: Ensure that candidates receive an excellent candidate experience when they apply to your company. A positive candidate experience is crucial in attracting and retaining top talent. As an employer, it's essential to make the hiring process as smooth and enjoyable as possible for job seekers. Here's how: ✅ Write clear and engaging job descriptions: Ensure your job postings are clear, concise and accurately describe the role and responsibilities. Highlight the benefits of working for your company and what sets you apart from other employers. ✅ Streamline the application process: Avoid lengthy forms and unnecessary questions that can deter applicants. Consider using an Applicant Tracking System (ATS) to help manage and organize incoming applications. ✅ Ensure a comfortable interview environment: Create a welcoming atmosphere for interviews by offering a comfortable, quiet space free of distractions. Offer water or coffee, and introduce candidates to any team members they may be working with to help put them at ease. These are just a few ways to create a great candidate experience that will leave a lasting positive impression on job seekers and increase the likelihood of attracting top talent to your organization! #EmployerTips #Recruitment #InterviewTips

💡Employer tip of the day: Ensure that candidates receive an excellent candidate experience when they apply to your company. A positive candidate experience is crucial in attracting and retaining top talent. As an employer, it's essential to make the hiring process as smooth and enjoyable as possible for job seekers. Here's how: ✅ Write clear and engaging job descriptions: Ensure your job postings are clear, concise and accurately describe the role and responsibilities. Highlight the benefits of working for your company and what sets you apart from other employers. ✅ Streamline the application process: Avoid lengthy forms and unnecessary questions that can deter applicants. Consider using an Applicant Tracking System (ATS) to help manage and organize incoming applications. ✅ Ensure a comfortable interview environment: Create a welcoming atmosphere for interviews by offering a comfortable, quiet space free of distractions. Offer water or coffee, and introduce candidates to any team members they may be working with to help put them at ease. These are just a few ways to create a great candidate experience that will leave a lasting positive impression on job seekers and increase the likelihood of attracting top talent to your organization! #EmployerTips #Recruitment #InterviewTips