I love scribbling. At RippleHire, I write about all things recruitment. I also talk to folks who are awesome recruiters and help them add the technological touch to solve their problems. A personal lover of understanding and spreading the word on how culture plays an important role in hiring.
Apart from work, I can be found on Twitter, Snapchat or Medium. If not there, I'm probably on a weekend vacation, reading a book on science or psychology, enjoying my wine or listening to Floyd. A wannabe gadget connoisseur and a budding Feynman fan.
Have you noticed that every career site today includes content of the happy times, flowery testimonials from employees, and the shimmering, eye-hurting positivity? Does that mean every organization is best to work at?
You have found the best candidate. You have done the needful to engage them and successfully hired them. But, what next? How do you make sure s/he doesn’t regret the decision about taking the job? How do you make them a part of your company? How do you make them a part of the family?
Talent acquisition is a lot like sales. In a sales process, you find prospects, sell a customer brand and win business. While, in recruitment you find yourself qualifying candidates, selling the employer brand and hiring top talent.
Recruitment is different in every company. The processes depend on company sizes, hiring needs and efforts put by the recruitment team. There are three leading actors in any recruitment process - recruiters, candidates and employees.
There was a time when people would spend their entire life working at one single company. Remember when loyalty was the primary driver? It is not the same anymore. Currently, 12 to 18 months are also too long to work at an organisation.