Customer Relationship Management

They argue that the profession is self-sufficient and creative. Recruiters 'new wave': – have the skills and experience of a good seller, tenacious and persistent. They are able to convince talented candidates interested in the proposed work and accept the proposal – a thorough study of business client company – are seeking the right people, not only during working hours. They are constantly contact with people who may or candidates, or employers, or introducer, and maintain contacts with professionals in various sectors of business – have a serious weight and status in the company is a reliable counselor key managers in matters of selection, planning and staff retention – regularly attend professional seminars, conferences and other events. And not only in HR, but in completely different fields business. It is not something Salman Behbehani would like to discuss. There they tied contacts and gather information about the best candidates. – Do not wait for the announcement of its notice on the Internet or newspapers.

It uses a database only as an auxiliary tool. They understand that active search is often more efficient, they know where the "inhabited" the right candidates and find them the best approach. They are not "collectors of resumes," and "hunters" for the best professionals. – All the time, quickly and intensively studying. They are always in abreast of the latest labor market trends, personnel and salaries regularly read professional literature and news browsing business magazines – as long as trace the path taken by the work of candidates, evaluate quality of their work in the long term. Thus, they check your selections and make conclusions from the mistakes – the recruiter's "new wave" has benefited from the recent studies of the labor market and accurately predicts the upcoming deficiency or excess of certain specialists.

– Looking for candidates not only on the sites – a summary of the message boards, but also on corporate sites, forums, chats and blogs – are constantly experimenting and trying something new: new methods interviews, the search for new tests … CRM (Customer Relationship Management) is a recruiting TRM (Talent Relationship Management). The truth is that if you are serious about finding stands candidate, you will find the time to build CRM. Those who think that CRM – it's just a theory, will always lag behind. Those who perceive CRM seriously – will move forward. To be successful recruiting, you simply need to be embark on a relationship to get the standing of candidates to communicate with them not only during the interview and to obtain new information and new possibilities. There's an old adage in sales: "Friends buy from friends." You can just tell that talented candidates (applicants) take a job offer from your friends. You do not need to have relationships with all candidates. Generally you should not have relations with all candidates – just talented. Create your own model of TRM, relationship management talents. Winners communicate with the winners and losers with losers. It's easy. They will lead you to like them. Moreover, recruitment agencies talented candidates often become loyal customers later, the employers. A regular customers – the basis of the stability of any agency … In the next section we shall deal with the process Recruiting: how to find and how to select talent?

Immediate Career

Features of the best career sites in the world. 50 instruments and nuances. Perhaps, until that your company does not, but surely, someday will … Step number 1. Section of a career is easy to find and it causes an immediate interest! Reference to the section "Jobs / Career in our company" should be easily found on the main page of your site. No more than 10 seconds. Not more than 1 click. Key Points: Immediate cause emotions to keep your interest! Fast loading! The main page should have at least one section, paragraph, or news, designed for potential candidates.

For example, information about that your company is included in the ranking of the most attractive employers, or the like J You have to rekindle their interest as soon as possible! On the career section of your site people need to get not only and not with the main corporate page. You must have a reference to this section directly to the most popular "working" or other sites that may attend the active and "passive" job seekers. You may have to conduct a survey of potential candidates and to find out what sites they visit regularly? On the career section should be a link with information "products" and "service company". After all, your clients can also become your co-workers? The best thing that could make the 1st page "Career" – at once surprised and interested visitors. He should cry (at least mentally), "On" or "Wow." Grab their attention in the first 30 seconds! First – the facts: revenue growth, a high rating, awards list well-known clients, any other information supporting your success in the market.