2. (A) DIFFERENT AND EFFECTIVE WAYS OF
RECRUITING
• RECRUITING INTERNALLY
• ADVERTISING INTERNALLY
• SOCIAL MEDIA
• TALENT SEARCH
• INTERNSHIP AND APPRENTICESHIPS
• WORD OF MOUTH
3. RECRUITING INTERNALLY
There are many great reasons to recruit
internally. Firstly, it can work out cheaper than
advertising externally or using agencies — you
can just run an ad for free on your company
intranet or message board. Internal
recruiting is the process of filling vacancies
within a business from its existing workforce.
This is unlike external recruiting, when a
business looks to fill vacancies from outside.
4. ADVERTISING INTERNALLY
External advertising is the biggie. There are
lots of options, with new methods emerging
often. And every company needs to
advertise externally sometimes — especially
when you’re growing. External
advertising is the medium by which
businesses make their target audiences
aware of their products and services.
5. SOCIAL MEDIA
Being active on social media services like Twitter allows
you to ‘meet’ potential candidates in lots of ways: through
shared connections, through shared discussion topics, and
because it’s easy for job seekers to contact you.
Participate in the right conversations. The key to recruiting
on social media is to cut through the noise and find the
right people.
6. TALENT SEARCH
The popularity of online recruitment has
made talent search a feasible alternative to
job advertising. Popular recruitment sites
hold databases of thousands of CVs, which
you can search using keywords to find
potential candidates.
7. INTERNSHIP AND APPRENTICESHIPS
Offering internships and apprenticeships is an excellent way to get to know
the strengths of individuals and can be considered to be a working interview
An internship is a short-term work experience offered by companies and
other organizations for people—usually students, but not always—to get
some entry-level exposure to a particular industry or field.
An apprentice is a young person who works for someone in order to learn
their skill. ... If a young person is apprenticed to someone, they go to work
for them in order to learn their skill.
8. WORD OF MOUTH
Their employer brand is established,
and they’re recognized as an
employer of choice. All they need to
do is put the word out that they’re
hiring and they will get a good
response.
9. (B)HOW TO GET REFERRALS FROM PEOPLE ON
LINKEDIN
• Build a professional relationship with PhDs
and non-PhDs in your network- Networking is
all about building relationship. When
connecting with someone new, or
reconnecting with an acquaintance, it’s
important to focus on building up the
relationship.
• Look at your “shared connection” network on
LinkedIn- The majority of referrals come from
what are called “soft connections”. So, a good
strategy is to search for people at your target
company who are your 2nd connections, and
see who you both know.
10. HOW TO GET REFERRALS FROM PEOPLE ON LINKEDIN
• Use a PhD-specific networking script to send quality messages- So, when
you are reaching out to your connections to try and build professional
relationships, you should use scripts and adjust them depending on how
they perform.
• One of the most wonderful things about LinkedIn is the great diversity of
people who use the platform- Reach out to people who have a variety of
roles in the companies you are targeting.
• Stay in touch- Reaching out to 100 people once is less likely to result in
you getting a referral than reaching out to 20 people and working toward
building relationships with those 20 people
11. STEPS AND PLAN FOR RECRUITING ON SOCIAL
MEDIA
A company is only as good as the employees who work for It.” Seems to be the slogan driving most employers in
today’s marketplace. Your employees are a direct reflection of your company and in many industries, may actually
be considered the product. Finding the right employee can be one of the most crucial and difficult decisions a
business can face. Businesses must be prepared for this process and understand the steps involved in hiring a new
employee. One of the most important things to keep in mind when hiring employees is that personality is
important.
Hiring people that others will enjoy working with is key Every company should develop its own unique social
media recruiting strategy. Here are a few basic ideas your company can use to get started:
12. • Participate in the right conversations. The key to
recruiting on social media is to cut through the noise
and find the right people. Being active in LinkedIn
groups and using hashtags are great ways to get your
job openings in front of candidates you want to apply.
For example, #devjobs or #NYChiring can help you
reach the right candidates on Twitter.
• Take a soft approach and promote your
culture. Social media recruiting goes beyond posting
open roles from company accounts. You should also
share content that shows your company is a great place
to work so you can organically attract candidates.
People love talking about companies with unique
cultures so this type of content often gets a lot of
shares.
• Don’t overlook the niche networks. Sure, everyone
and their parents are on Facebook, LinkedIn and Twitter
these days. But you can find specific candidates by
perusing niche networks and forums. For example,
developers are sharing knowledge on GitHub and
StackOverflow. Marketers are bouncing ideas off each
other on Moz and Warrior Forum. And your next great
leader may have just provided a thought-provoking
answer on Quora.
.
13. • Involve every employee. You likely have some social media power users in your workplace. Encourage your
entire staff to share openings and, in general, be an evangelist for your brand on social media. Some companies
have strict social media rules but allowing your employees to talk about their work experiences in a responsible
manner can pique the curiosity of a potential candidate.
The idea businesses can recruit and hire using social media is no longer a gimmick. It’s now a vital channel for
sourcing candidates and promoting company culture. Here are some benefits of using social media in your
recruiting efforts:
• Reach the elusive passive candidate. Social media is the best way to find and connect with passive candidates.
LinkedIn is essentially a directory of professionals organized by industry, company, job title and a number of other
categories.
• See talent and passion firsthand. Many people use social media to make it known they love their career. You
can find passionate people and learn what amazing work they’ve done and creative ideas they have.
• Get resumes details without a resume. On LinkedIn, and to some extent Facebook, you can view a person’s
complete work and education history. You’ll know if a candidate has the experience the role calls for before you
reach out to them.
• Find a great culture fit. Social media allows you to learn what a person’s hobbies are and even conclude what
sort of personality they have. You can find candidates who are skilled and will also be a good fit for your workplace.
• Filter out bad candidates. Some people behave poorly on social media. You can determine if a potential
candidate has a bad attitude by seeing what they share online.
• Save money. Unless you promote job openings through paid campaigns, social media recruiting is completely
free.
What works for one company, doesn’t always work for the next. Create a social media recruiting strategy that makes
sense for your company and the roles you’re hiring for. Make it an extension of your broader recruiting and social
media strategies so your entire company continues to operate like a well-oiled machine.
14. CONCLUSION FOR SOCIAL MEDIA HIRING
Sourcing for candidates via social media platforms is
very cost–effective compared to traditional methods
of recruitment. ... Large pool of qualified candidates:
Research shows that companies
that recruit via social media have better and more
productive employees than companies that use
other recruiting programs.
LINK FOR ARTICLE ON MEDIUM:
https://maithil-sakshi1123.medium.com/how-to-
recruit-using-social-m-47b4ba8d4a5b
18. THE SPARKS FOUNDATION
Our Vision Statement
A world of enabled and connected little minds, building
future.
Our Mission Statement
Statement
To inspire students, help them innovate and let them
integrate to build the next generation humankind.
Inspire
To inspire, motivate and encourage students to learn,
create and help build a better society.
Innovate
To teach new ways of thinking, to innovate and solve the
problems on their own.
Integrate
To let the students integrate, and help each other, learn
from each other and do well together.
19. Graduate Rotational Internship Program
Why?
Workshops/guidance for personality insights, LinkedIn profile building, interviews skills, further education, etc. Paid Job Offer after
12 months.
A unique global, multicultural & rare diverse working environment available for interns. We are located across the world and
ensure successful projects.
We are students and alumni from top colleges (IIT, IIM, NUS, Stanford, etc.) and experts from industry.
How?
An intern will start with a function he/she is most comfortable with. The function will remain unchanged for at least three months.
At the end of three months, the intern can choose to move to any other function of his/her interest.
