“How Far Will You Go?” Segment; Who’s lurking around your profile…?

“How Far Will You Go?” Segment; Who’s lurking around your profile…?

“How Far Will You Go?” Second Edition Available via Ebooks & Amazon , Paperback at Barnes & Noble

 

 

Brand building plays an important role in attracting the potential contract employees in any organization. The recruiters brand, values and the career progression they offer to their employees determine the quality of the employees joining the organization. Moreover, employer branding is very important in the recruitment process as it ensures an effective cultural fit, greater productivity and higher rate of retention. Therefore, shaping the employer brand of the company provides it with an edge against competition.
The industry standard definition of RPO is “Recruitment Process Outsourcing.” It is a form of “Business Process Outsourcing” (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume a company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies or contingent/retained search providers that may assume ownership of a design, management of a recruitment process by report of status results in such forms of finding compatibility of employee/recruitment contract in search and hire for clientele.

A lot of data can be collected through snapshots in software designed to do so. However it came to be, personal information had been made available through search for possible candidates. It is within these practices that mass searches gave agencies the ability to filter through data collected for potential candidates. This is referred to as Applicant Tracking System (ATS) as on various websites.
Recruitment doesn’t necessarily supply local hiring from individual self-proclaimed business recruiters portfolios but rather location of recruiters or RPO can maintain their business practices outside regional place of clientele business practices. Perhaps one receives an invite through email or a phone call from a recruiter only to find their place of region isn’t located in the same state in which you may reside but rather their clientele has a location regionally near one’s place of residence. The relativity in such practices may suggest the recruiters found you through a mass search index of SEO, ATS or Platform based web links pertaining to interest or seeking employment elsewhere.
Recruitment marketing or the pre-application phase of locating “potential contract employees” through social and mobile platforms is a strategy an organization essential needs to attract, engage, and nurture those possible candidates before they apply for the job. Recruitment marketing and contract “skill trades” analytics are crucially as important components of high-performance, potential skilled employee acquisition that help ensure better segmentation of the candidates they acquire through SEO database platforms.

Availabe Now On Paperback “How Far Will You Go?” Second Edition @Barnes and Noble

FeaturedAvailabe Now On Paperback “How Far Will You Go?” Second Edition @Barnes and Noble

“How Far Will You Go?”

Introduction:

Currently there are nearly 8 million people out of work. Meanwhile, the staffing and recruitment agencies have been growing faster than the overall employment rates. Current statistics indicate that unemployment may drop significantly but not as one might think. Times have changed prior to past and throughout postwar era recessions when the US Department of Commerce started tracking Gross Domestic Products (GDP) in 1930’s.These unique economic shift changes have fundamentally created a new era based on present unemployment rates and how recruitment agencies factor into future outcomes for employees.  Over the course 2015, U.S. staffing agencies hired over 15 million temporary and contract employees, up by nearly 8% from over 14 million in 2014. Overall growth is predicted to accelerate significantly; supply and demand will continue to grow for recruitment agencies for 2017, leaving a global footprint towards new charted demographics, perhaps years and decades to come.

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