Is building a job seeker network necessary for a recruiter?

 

When recruiters look for new talent in potential candidates, they try all possible ways. But the best recruiting tool is always in front of the recruiter. A simple, easy to use and effective tool to find a job seeker is Networking. Who says Networking is only for job seekers! When recruiters are looking for a strong team, networking and communication, are always the core strength.  

1. How does Networking help?

For jobseekers, networking is their golden key in terms of increasing employment chances, but for an employer, networking does more than just talent acquisition. Networking can help make a global connection. The company can establish a trusted and prominent name for itself with the help of networking. The hiring process can sometimes not give 100% satisfactory results in terms of talented candidates. If you think you’re facing a shortage of talented young professionals, then maybe it’s time to change your recruitment process. 

2. Why Networking?

Networking is an important function for career development because one pipeline is not enough. From a job seeker’s perspective connecting with a recruiter is essential to have a deeper insight into the job profiles. Job seekers want a wider range of career opportunities. Planning a strategic approach to understand the pulse of the candidates is important. Having a strong company profile always benefits the employer.  

Steps to Build a Network:

1. Have a target reach.

Recruiters must understand the need to limit their time and create a target map. The candidates need to be properly accessed after an ideal candidate profile is drafted. The job listings must be short, brief, and focussed on the point. 

    

2. Host events to attract candidates.

A popular example of holding events is to organize events like Coding Bootcamps, where coders battle in code and the best candidate gets selected. An employment drive need not be only for the selection process but also for networking. The employer can analyze and mark potential candidates while running talent-driven events. 

3. Make a strategy.

Just like job seekers make the best career choices through a well-planned approach. For an employer, it is important to identify talent and build a relationship from the beginning. Networking is a long-term strategy for the future of careers. So recruiters need to start now. 

 

4. Keep in touch with prospective candidates.

If you have a talent pool, then there is a greater possibility of hiring better professionals. After talent acquisition, there are chances that not all candidates get selected, but having a healthy interaction with them can boost the reach of your company or organization. Some candidates might want to move to a different job, but targeted communications can have a global impact on the growth of your organization.  

  

5. Make the best use of social media. 

Social media is the best tool to find a job seeker. The employment status just needs to be uploaded on social media and interacting with a potential employer is made easy with just one click.  Social media platforms like LinkedIn or Facebook offer a bridge for job seekers in connecting with a recruiter. Campaigns and a strong social media presence for your company can go a long way when it comes to building a network.  

So, these are some of the steps for building a successful network with the job seekers out there. In this regard, making use of online job platforms like TrustLogics can help recruiters a lot. 

What is an employment background check and why is it important for recruitment?

 

The recruitment process over the years has been under multiple revisions. There have been traditional methods like campus hirings that have now advanced to online recruitment. Especially in the year 2020, virtual recruitment has been the only channel for recruiters around the world to connect with job seekers. There are many differences in the structure and patterns of recruitment. But one common factor that has been consistently in action is the employment verification background check process. 

What exactly is a background check? 

When a job seeker is looking for employment opportunities, they have a recruitment drive before getting that particular job. A background check is done to ensure that the job seeker applying for the job is verified. Before landing the job of their dreams, a job seeker must undergo background checks like education details, past activities, previous employment records, and more. 

Why is it important? 

Employers run a background check to avoid hiring troubled candidates for the reputation of their company. Any candidate who can be a threat to the workplace or become a liability to the employer is not what employers want. 

According to many companies, employee verification is a necessary part of the recruitment process. 

Many companies hire a full-time employment screening agency to do the needful background checks and accurate assessment before the actual hiring process. One such prominent company is TrustLogics, which is known for its simple and easy-to-do methods for background verification. 

What happens in a background check?  

For a background screening, the employer first needs the details of the candidate, like full name, address, date of birth, and more. Typically a background check employment history like basic information and education details are recorded even for further reference. The verification details may include other sectors also depending on the company or the particular job applied. The criminal record, medical history may also be included. 

If a position is specified, then the candidate may have to undergo further screening too. Additionally, some companies may require a credit background check, especially if the candidate has applied for a job in financial services. TrustLogics, a background verification portal has made a revolution in conducting background checks. 

TrustLogics: 3 step verification

TrustLogics has made the entire employee verification process easier for both job seekers and recruiters. The trusted bond is established beforehand with the help of a verification badge that a candidate can get after just 3 easy steps of verification. A free profile verification for job seekers wherein they would have to fill in personal details, educational background, previous employment history, on an online form. 

A systematic assessment is performed with artificial intelligence and blockchain procedures. The badge is then awarded to signify the completion of background verification. This is an example of how technology can have a big impact on recruitment processes. TrustLogics provides the best solutions for secure verification processes to be conducted in a modern way. Traditional processes are left far behind with a revolutionary vision like the one of TrustLogics.

7 questions to ask while hiring remotely

 

When employers decide on hiring remote workforces, then they have to have a sense of trust in the employees in being self-sufficient and productive. The hiring process will involve screening these soft skills and hence the job interview questions you ask as an employer should be carefully crafted. The greatest advantage of working with remote workforces is that you get to select job applicants from a large pool. However, to ensure whether the candidate you are choosing as a remote employee is eligible or not you have to ask the right kind of questions. Here are the seven most important questions you must ask:-

Asking the candidate about the challenges they face at work

Asking these questions will help you understand the working pattern of the candidate and how well do they perform under challenges. Their answer to this question will help you analyze the candidate better and you will also get an opportunity to see whether they can face challenges and improve their credibility as performers.

What are some of the challenges they face while working remotely and how are they able to overcome them?

Employees who are working remotely have their own set of challenges to face such as the problem of finding a quiet place to work in or feeling demotivated and isolated from time to time. You have to look out for those employees who have found ways and methods to overcome these issues and maintain a flexible work life.

Does the candidate have remote work experience?

This is one of the main questions that you should ask as an employer. You have to be completely sure of the qualifications of the candidate you are interviewing and what are his capabilities and soft skills set. You also should know whether they have previous experience of working remotely and are they well equipped with working remotely.

 

In what way do they prioritize their tasks?

As an employer, you have to see how efficiently does a candidate prioritizes his/her tasks. Through this question, you can ensure whether the candidate is productive enough, and if they will understand the importance of prioritizing those tasks that will help the project move faster. You need to see how effectively they can balance their workload and at the same time not compromise on the quality of work.

How does a candidate start off with their day?

Candidates who have healthy life habits such as regular exercise and have a morning routine or schedule tend to stay focused on work. A morning routine helps a person start of their day on a positive note and they have a very creative mindset. Asking this question will help you identify those candidates who are less stressed and more productive and ultimately beneficial for your company.

What is the setup of your home office?

This question is a must-ask because candidates who are dedicated to remote work experience usually have home office setups that will promote and support their work life. Their home office setup could be like a simple work desk or an entirely separate room dedicated for their remote work. Look out for such candidates as they will aid to the productivity of the company and collaborate with the team better.

At what time of the day do they usually work?

Remote workers have odd working schedules because of certain obligations. A deserving candidate who has the perfect skill set to ace their job may choose to work in the afternoon because of some life obligations. Therefore you should ask this question because their work schedules have to match with the team.

When it comes to hiring remotely, some online job portals are proving to be quite useful, and TrustLogics is one of them. TrustLogics is an innovative platform that helps connect job seekers with employers. It has have revolutionised the hiring process and career networking too, making it extremely easy for job seekers to connect with the right kind of employers