Khushi Saini, An Intern from The Sparks Foundation

This is my first task as an Talent Acquisition(Human resources) Intern in The Sparks Foundation on Recruitment, article and posts.
I invitr everyone to look into my work and provide me a quick feedback.

1. Graduate Rotational Internship Program THE SPARKS FOUNDATION GRIP June 2024 Domain – TALENT ACQUISITION (HUMAN RESOURCES) INTERN BY: KHUSHI SAINI

2. #TASK 1 – RECRUITMENT ARTICLE AND POSTS

3. RECRUITMENT Recruitment is a core function of the Human Resource department. It is a process that involves everything from identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and onboarding employees. The recruitment teams can be large or small depending on the size of an organization. However, in smaller organizations, recruitment is typically the responsibility of a recruiting manager. Many organizations outsource their recruiting needs, while some companies rely exclusively on advertisements, job boards, and social media channels to recruit talent for new positions. Many companies of today, use recruitment software to make their recruitment process more effective and efficient.

4. SOURCES OF RECRUITMENT INTERNAL Internal recruitment sources are a company's existing employees who can perform the available job. These recruits are less expensive to hire and more convenient to recruit because they come from the organization's qualified workforce. The human resources (HR) personnel can share information about the job title, duties, work experience type and educational qualifications with the current employee. They usually do this internally via phone calls, email, notice board messages and website postings. Typically, HR professionals include contact details and encourage employees to apply so that they can put them on an interview shortlist. EXTERNAL External recruitment sources refer to a group of candidates from outside the company who might fit the vacant role. Organizations develop a recruitment budget to find, screen and interview candidates from various external sources. After hiring new talent, an organization typically offers an orientation or training program to help the new employee understand their role and teach them to manage their work responsibilities.

5. TYPES OF INTERNAL RECRUITMENT

6. TYPES OF EXTERNAL RECRUITMENT

7. Getting referrals from people on LinkedIn

8. Steps to get referrals from people on LinkedIn 1. Optimize Your Profile: - Ensure your LinkedIn profile is complete, including a professional photo, a compelling headline, and a well-written summary. - Highlight your skills, experience, and achievements. 2. Build a Strong Network: - Connect with colleagues, classmates, friends, and industry professionals. - Engage with their content and share relevant updates. 3. Personalize Connection Requests: - When sending connection requests, include a personalized message explaining why you want to connect. 4. Engage with Your Network: - Regularly share insightful content, comment on others' posts, and participate in relevant discussions. - Engage with your connections' content to stay visible in their network. 5. Identify Target Contacts: - Identify individuals in your network or industry who might be able to provide a referral for you. 6. Research and Connect: - Research potential contacts and understand their background, skills, and interests. - Send personalized connection requests, expressing your interest in connecting .

9. 7. Build Relationships: - Once connected, nurture the relationship by staying engaged with their content and interacting when appropriate. 8. Direct Message with Purpose: - After establishing a connection, send a polite and concise direct message expressing your interest in a particular job or opportunity. - Be specific about why you believe their referral could be valuable. 9. Highlight Your Value: - Clearly communicate how your skills and experience align with the position you're interested in. - Mention any specific achievements or projects that showcase your capabilities. 10. Ask for the Referral: - Politely request a referral, explaining why you believe you would be a good fit for the opportunity. - If possible, provide them with any necessary information or materials to make the referral process smoother. 11. Express Gratitude: - Thank them for their time and consideration. - Let them know you appreciate their support. 12. Follow Up: - If they agree to provide a referral, keep them updated on your progress and express gratitude again.

10. STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA 1. Build your company’s online reputation . Build your brand up and be the company that everyone knows about and wants to work for. Become the authority in your specific field. Don’t just target customers with your branding. If they’re already invested in you, they could be the people you need to help your company grow, from the inside. 2. Use video to engage with passive candidates. Once you’ve established your presence on your chosen social media channels, you want to take your relationship to the next level, you must engage with them. And one of the most effective forms of engagement is video. Video is the medium that social media users are 10 times more likely to engage with than any other form of content. Whatever it is, harness video’s appeal to target passive candidates and other professionals in your industry. Use live video to host spontaneous Q&As. Let people have a snoop inside the company and experience the company culture for themselves. People love behind the scenes footage, so give them what they want. 3. Involve employees in sharing posts on social media. The point of social media is to extend your reach. Lean on your existing employee network to get the word out. Ask your employees to get involved in the recruitment drive, have them share your posts on their social media platforms. 4. Join LinkedIn groups. An estimated 87% of recruiters currently use LinkedIn to source talent (55% use Facebook and 47% use Twitter). Don’t just optimize your company’s LinkedIn profile to show you’re actively recruiting (although obviously do this), but join and participate in LinkedIn groups too, relevant to your industry.

11. 6. Share quality content. If you’re sharing content, be it your own or curated content, ensure that what you share isn’t viewed as spam. Know what questions your audience is asking and give them the answers. Keep them engaged. Social media doesn’t work if you don’t have something that others want to share – that’s kind of the point of being social. Your content must be entertaining, useful or interesting. The format can be anything: videos, how to guides, blog posts, images, photography, infographics, podcasts. 7. Social media advertising – use insights to perfect your campaign. Social media advertising works so well because of your ability to target who sees the notice. Unlike traditional advertising where you are playing a numbers game and hoping that out of the millions of people who view the advert , you might find your ruby in the rubble, social media advertising targets your dream candidates because you define your search parameters. 8. Keep potential candidates engaged – build a community. Direct message people, approach people in your network who could potentially become part of your talent cloud. Talk to them about the company, about the benefits and potential opportunities of working there. Be proactive and go to your audience, don’t wait for them to come to you. 9. Harness the hashtag. Take time to understand the power of the humble hashtag . It is so easy to put a # in front of a word or a sentence and expect it to work its magic – it’s not that simple. Know the reach of your hashtags, how many people use it, the geography, the demographic – if your hashtag isn’t targeting your key audience, it is redundant, lose it .

12. THANK YOU!