Content

Objective

Strategies for Specialised Mass Hiring

1.   Have a mass hiring plan in place

2.   Expand your candidate sourcing

3.   Bring your candidates together

4.   Develop a fast screening process by using AI based Technologies

5.   Structured Interview Process: Avoid cattle call approach to interviewing:

6.   Don't forget to follow up

7.   Plan the training and onboarding process

8.   Ask your new hires for referrals

 

Recruiting Budget and Cost Per Hire

1.   Recruitment Budget?

2.   Cost per hire

3.   How do you calculate cost per hire?

4.   What's a good benchmark for cost per hire?

5.   What's a good benchmark for recruiting costs?

6.   What should be included in recruiting costs?

 

Recruiting Budgeting Steps?

1.   Calculating the number of hires

2.   Estimating Basic Recruitment cost

3.   Calculating the fixed cost

4.   Recruiting Technologies Cost

5.   Miscellaneous allowances e.g referral bonuses

6.   Calculating Cost per Hire

7.   Sample Sheet: Cost Per Hire

8.   CPH (Cost per Hire) Calculation Formulae

Talent Sourcing Strategy

1.   Create candidate persona to hire better

2.   Source candidates who are similar to your candidate persona

3.   LinkedIn X-Ray Search

4.   Find a way to connect with your leads

5.   Craft your personalized message to engage candidates

6.   Always value the candidate's time

7.   Always nurture your passive leads

8.   Mind passive candidates

9.   Keep track of your sourcing and recruiting metrics

10.        Build your employer brand

11.        Use social media and various platforms

12.        Don't forget about employee referrals

13.        Use AI in sourcing

14.        Final word: Experiment, Experiment, Experiment

 

 

1

Strategies for  Specialised Mass Hiring

Objectives of Study

 

·         To devise recruitment / hiring plan for 250 Automotive Mechatronics Engineer by 2020

·         To devise recruitment / hiring plan for 300 Motor Vehicle Mechatronics Engineer by 2021

·         To devise recruitment / hiring plan for 100 Mechatronics Specialists by 2021

·         To prepare financial budget for recruitment of 650 to 700 Mechatronics and Automobile Technicians

 

1

Bulk Hiring

Recruitment Strategies

 

1. Have a mass hiring plan in place

 

One of the first things you want to do is have a mass hiring plan in place for this eventuality. And you will want to have people help you execute your mass hiring plan accordingly.

 

Requirement: You don't necessarily need lots of recruiters to help you, although a few who can source and a screen candidate is always going to be beneficial. But you might just need data analysts, or people who know the company well, and understand what kind of people you are looking for.

 

To start with:

 

1.    Create Goal: Analyze and understand what and how many jobs you need to fill. You want to have a goal that you can achieve.

 

2.    Understand the local job market. You have to know what you're up against with regards the type of local people who could come and work for you. You won't be able to catch fish if there aren't any available to catch.

 

3.    Make it abundantly clear what you're looking for. If you can, ask people who already excel in the role you're hiring for to help you conduct a job analysis. Have them define the essential skills that candidates have to have, in order to do a top-notch job. The selection process is then created with the job analysis as a guide.

 

4.    Plan the timeline for your hiring. Set out an achievable timeline and break down each section of your mass hiring into stages.

 

5.    The earlier you can start recruiting the better. If you're planning a mass hiring for the Christmas season, don't leave it until the beginning of December, for example. As a guide, for winter season hiring, start advertising around September, and for summer hiring, start advertising around April.

 

6.    You might need to hire for some positions earlier than for others. You'll know this by pre-determining what and how many jobs you need to fill.

 

7.    Don't underestimate the costs. Your average cost per hire metric might not work here. Mass hiring costs significantly more than your standard, standalone hire.

 

2. Expand your candidate sourcing

 

Think about how you can reach your potential candidates and utilize multiple channels.

 

1.   Use programmatic ads.

2.   Leverage referrals from existing employees.

3.   Tell your networks.

4.   Be active on social media.

5.   Host hiring events.

6.   Accept walk-in applications.

7.   Consider partnering  Academics job training institutes.

 

 

3. Bring your candidates together:

 

Integrate the online applications with your applicant tracking software / AI based recruiting tools to help you weed out any obviously unsuitable candidates early on.

4. Develop a fast screening process by using AI based Technologies

Automate what you can. The easiest way to develop a fast screening process to handle mass hiring is by implementing technology to help. Because the chances are, if you start aggressively advertising openings, you are going to be inundated with an avalanche of applications, and not all of them will be suitable.

 

Gather basic data about all your candidates, including their availability, their experience, their skill sets, for example, and use AI to scan the results and rank candidates according to suitability. If you have specific skill sets or experience in mind, you could even implement a short online assessment and use AI to spot qualified candidates quickly and screen out unsuitable applicants.

 

5. Follow Structured Interview Process: Avoid cattle call approach to interviewing:

Interview only those candidates who have already passed the initial assessment. Plus, a structured interview process will allow you to conduct the interviews in an objective manner as possible, keeping common hiring biases to a minimum.

 

6. Don't forget to follow up

Candidates in each stage of the mass hiring recruitment process will be curious about how they're doing. So put a system in place whereby you can keep in touch and let them know how they're getting on, what the next stage of the selection process is, and what they can do to prepare for it. Begin by telling them, at the end of their interview, when they can expect to hear from you about your decision.

 

7. Plan the training and onboarding process

In mass hiring  you need to plan it ahead of time to ensure you have a structured and efficient process. Sort the new hires into groups so they can go through the onboarding together and meet their new colleagues. Don't forget to check in regularly to see how they're doing.

 

One of the top reasons for early employee turnover is the lack of effective onboarding. Ensuring that your new hires have a positive on-boarding experience will not only prevent the unwanted turnover but also help them become productive faster.

 

8. Ask your new hires for referrals

 

If you're still looking for new hires, or if you want to get ahead for the next mass hiring event, ask your new hires for referrals as soon as you can. Keep your talent pool topped up, because you never know how many new hires quit, or if you need to hire more in the near future.

You could even make the referrals process part of the onboarding process. And because people are likely to only refer people they think are suitable (who would want to refer someone who would only embarrass them?) you could even make an exception to your recruitment process for referrals and fast track them through, because there is a wealth of data that suggests referrals are among the best ways to hire.

 

Conclusion

Mass hiring can be stressful for everyone involved. You're under pressure to fill in all the vacancies on time and candidates are anxious about the results of the hiring process…

 

You can manage this by having a well-prepared mass hiring plan that you execute carefully. Don't be afraid of utilizing technology but at the same time, don't neglect the human element in your recruiting.

 

 

 

 

 

 

 

 

 

 

 

 

 

2

Recruiting Budget and Cost Per Hire

 

Recruitment Budget?

The recruitment budget is a comprehensive estimate of costs that will be incurred while driving hiring activities throughout the year. Whether it is direct expenditure on channels such as job boards and staffing agencies or other unplanned recruiting costs that pile up through the process, planning the recruitment budget requires a correct understanding of the hiring requirements and overall recruitment plan of the company. Also, if you want the recruiting budget to get approved quickly from the CFO, it has to be aligned to the businesses' overarching goals.

 

Cost per hire

Cost per hire is the average amount of money you spent on making a hire. This metric is useful when you are creating or tracking your recruiting budget. For example, if you plan to hire 100 people in a year, and your cost per hire is $4,000, you can estimate a total spend of $400,000 for recruiting. You can compare annual cost per hire over several years to spot any significant changes.

 

 

How do you calculate cost per hire?

The Society of Human Resource Management (SHRM) collaborated with the American National Standards Institute (ANSI) to create a standard formula for calculating cost per hire (CPH): (Note: all of these variables should refer to the same time period.)

 

What's a good benchmark for cost per hire?

A recent survey by the Society of Human Resource Management (SHRM) found that the average cost per hire is just over $4,000. This number is the average across all the companies SHRM surveyed.

 

However, several factors may affect each company's individual average. For example, cost per hire depends on hiring volume. The more people you hire, the lower your cost per hire will be. This is because some fixed costs can be spread out over a larger number of hires. Also, some roles and industries (e.g. engineering) have longer time to fill and the accumulated costs of a longer hiring process result in higher costs per hire.

 

Depending on the size of company and industry, a good benchmark is a value between $3,000 and $5,000.

 

 

What's a good benchmark for recruiting costs?

Recruiting costs depend on each company's needs. A good way to approach recruiting costs is to begin by creating a detailed budget while keeping your average cost per hire in mind. Afterwards, measure recruiting costs using a spreadsheet or an Enterprise Resource Planning (ERP) system that tracks expenses and ensures they don't exceed budgeted amounts.

 

It's best not to obsess over recruiting costs. If higher costs translate into better people for your team, your investment is worthwhile.

 

What should be included in recruiting costs?

 

Internal recruiting costs are organizational costs and internal expenses, like recruiters' salaries and money you spend on your referral program. External recruiting costs refer to every expense you pay outside of your company, like job board fees, agency fees and costs associated with a background check service.

 

1.   Job boards and advertising fees. What you pay job boards to display your job openings

 

2.   Candidate assessment costs. Fees for companies that offer pre-employment tests or coding challenges

 

3.   External recruiter expenses. Money spent to pay individual recruiters, recruiting agencies or staffing firms.

 

4.   Employer branding efforts. Funds spent on events related to recruiting, like campus recruiting days and careers fairs.

 

5.   Careers page costs. Expenses that include the setup, maintenance and redesigning of your careers page.

 

6.   Internal recruiters' costs. Often the highest recruiting line item, this includes recruiters' salaries, benefits and travel expenses.

7.   Training Cost-Cost incurred in freshers or specialised person training

 

8.   Background verification Cost: Background check services usually charge an amount per candidate. Funds spent on selected candidates Previous employment, Education, Police Check, Drug check, Physical Address Verification

 

9.   Visa Processing Cost: Visa processing cost incurred in case of overseas manpower required by the client/company

 

10.        Referral program Cost: incentive costs like bonuses given for the referral

11.        Interview Travel/Relocation Cost: Paying for their travel and accommodation expenses

 

12.        Applicant Tracking Systems Cost: Applicant Tracking Systems are a monthly or annual cost, though they can help reduce overall costs by saving hiring managers' time and making the hiring process faster.

 

Recruiting budgeting Steps?

 

·         Calculating the number of hires

·         Estimating Basic Recruitment cost

·         Calculating the fixed cost

·         Recruiting Technologies Cost

·         Miscellaneous allowances e.g referral bonuses

·         Calculate Cost per Hire

Step 1 – Calculating the number of hires

 

 

Along with these numbers, you will need

·         Expected designation – Knowing if the roles are for interns, managers, senior managers, etc. will help estimate what the likely expenses, both quarterly and annual, are for specific teams.

 

·         Skills – In case you need to collaborate with external agencies, having a good idea about the niche skill sets your organization is looking for help; also, you might have to start this process early.

 

Step 2 – Estimating Basic Recruitment cost

Recruitment costs refer to basic expenses associated with the hiring and recruitment process. These expenses are mostly recurring and often billed early in the year. This cost may vary for each organization, but you have to consider common expenses across boards to have rough estimates.

 

·         Job boards

·         Online job listing sites

·         Salaries

·         Employee Branding

·         Interviewing Expenses

Steps 3 – Calculating the fixed cost

 

Internal Salaries – Calculate internal salaries for existing employees

Partnerships – Calculate the cost of any yearly partnerships which you plan to commit to.

 

Recruiting events – Make a list of all upcoming recruiting events like job fairs and conferences you plan to attend in the near future and budget them in your sheet.

 

"I found that fees associated with events such as job fairs including air travel and lodging can be easily missed. Remember to think of each event from start to finish and all the necessary logistics involved."

 

External recruiting agencies– Most of the companies tie up with external recruiters agencies or independent recruiters who help them hire candidates, especially for niche skills

 

 

Step 4 – Recruiting Technologies Cost

 

Technology is a great enabler. As HR evolves with enabling technologies like talent assessment software and video interviews, companies can expect better recruitment and overall management.

 

E.g Companies have also been using HackerEarth talent assessment software for university hiring by evaluating candidates remotely. Reducing large cost (travel, stay, man-hours, etc.) associated with campus placement.

 

 

Video Interview Software

 

Video interview software like EasyHire and Kira Talent come to the rescue. It would be good to budget for these as well. HackerEarth Talent assessment software is accompanied by video interview software called FaceCode, which helps you assess candidates on their real-time coding skills while interviewing them. Since these features are bundled, there are more savings to be had!

 

Background Check Service

 

A background check is an essential service used by organizations to verify a candidate's credibility. Major global organization work in this field and charge relatively high fees in verifying all the relevant information. With increasing usage of social media and networking, referral hiring is a good way to save on the background check service. Calculate the cost accordingly.

 

Application Tracking System (ATS)

 

Application tracking systems have not evolved much since their inception in the mid-90s. But due to high dependency on them, most of the organizations still prefer to have a good part of their expenses dedicated to ATS. Application tracking systems help follow the entire journey of a candidate, from sourcing, interviewing, joining, to exit. Some of the top ATS across the globe are Taleo, Greenhouse software, iCIMS, JobVite.

 

 

Step 5 – Miscellaneous

 

Ensure you make allowances for miscellaneous expenses which pop up frequently in your hiring cycle. A few expenses relate closely to the internal campaigns you decide to run with referral bonuses taking up the major chunk.

 

 

Step 6 – Calculate Cost per Hire

 

And the most important step, calculate the cost per hire before finalizing the budget. If you have a previous budget to refer to the cost per hire for earlier years, then calculate expected expenses for the coming year.

 

Calculate it by adding the actual recruiting expenses from last year and divide by the number of hires you made. Then, multiply your average cost per hire by the number of hires you plan to make this year. Add all projected internal and external costs.

 

The basic formula for cost per hire is

Cost per hire = (Internal Cost + External Cost) / Total Number of Hire

CPH or Cost Per Hire is one of the widely used HR metrics to measure the effectiveness of the recruiting process.

It is advisable to have low CPH while recruiting. It should be kept in mind that maintaining the quality of recruit is also necessary.

Cost Per Hire Calculator helps to calculate the costs associated with the advertising, recruiting and staffing etc borne by a company to fill an open position. In other words, Cost Per Hire or CPH means expenses incurred by an employer for recruiting a new staff from advertising to joining an employee against the total number of recruitments.

CPH (Cost per Hire) Calculation Formulae:

·         Cost Per Hire = Direct Expenses + Indirect Expenses / No of Candidates Recruited.

·         Advt. Cost Per Candidate = Sum of all advertising expenses / no. of CVS received

·         Reviewing Cost Per Candidate = No. of HR staff employed X No. of days X Cost per Day / No. candidates selected for the interview.

·         Interviewing Cost Per Candidate = No. of interviewers X No. of days X Cost Per Day / No. of Candidates Selected.

·         Joining Cost Per Candidate = Medical Examination Expenses + Training Expenses + Other Expenses / No .of Candidates Recruited

·         Misc. Cost per Candidate = Background or reference check + Other Costs / No. of Candidates Recruited

·         Direct Expenses = Salaries of recruiting staff, expenses incurred by recruiting staff, candidate background checks, reference checks etc.

·         Indirect Expenses = Recruiter Fees, Advertising costs, Career Fair Expenses, Job board postings etc.

·         The CPH varies according to the size of the organization, recruitment channels, the seniority of the position etc.

 

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3

Talent Sourcing

Strategy

Candidate sourcing is the process of searching for, identifying and contacting potential candidates for roles you are either recruiting for or will be recruiting for in the future. LinkedIn reports 90% of people are open to learning more about new opportunities, but only 36% of candidates are actively searching for a new job.

Building an effective sourcing strategy in recruitment is essential. Over 80% of companies currently source proactively.

1. Create candidate persona to hire better

2. Source candidates who are similar to your candidate persona

3. LinkedIn X-Ray Search

3. Find a way to connect with your leads

4. Craft your personalized message to engage candidates

5. Always value the candidate's time

6. Always nurture your passive leads

7. Mind passive candidates

8. Keep track of your sourcing and recruiting metrics

9. Build your employer brand

10. Use social media and various platforms

11. Don't forget about employee referrals

12. Use AI in sourcing

13. Final word: Experiment, Experiment, Experiment

 

 

1.       Create candidate persona to hire better

An ideal candidate persona helps you identify the right channel, message and strategy to source more qualified candidates. Creating a candidate persona is a multi-step collaborative process, so you would need to talk to your team, hiring managers and do some research before you fix on a persona.

2.       Source candidates who are similar to your candidate persona

These candidates can be present on a number of platforms, however, depending on your candidate persona, you can choose a platform(s) of your choice. If I am recruiting developers, I would choose StackOverflow or GitHub as a candidate source, whereas if I am recruiting designers, I am better with Dribble or Behance. There are multiple tools out there using which you can enhance your sourcing efficiency:

 

3.       LinkedIn X-Ray Search

 

LinkedIn X-Ray search tool helps you create boolean queries to do an X-Ray search on LinkedIn. It gives you a list of LinkedIn profiles, which match your search criteria.

 

Recruiterflow Chrome Extension

Once you have a list of LinkedIn/Xing/Angel.co/GitHub/Behance profiles, whom you want to reach out to, just use the Recruiterflow Chrome Extension to import these profiles to Recruiterflow in 1-click. You can not only import their personal details but professional details like Experience, Education, Skills as well. Hence expand your search-

Sourcing candidates directly is one of the top recruitment priorities for organizations.

 

StackOverflow SQL query generator: When you are looking for a developer, there's no better plan to find them other than StackOverflow. However, searching through StackOverflow is not as simple as LinkedIn. In order to search through StackOverflow, you need to build an SQL query. But even if you are not a developer, you can this StackOverflow query generator to create an SQL query by just giving some manual inputs.

 

4. Find a way to connect with your leads

Finding a set of perfect candidates for a job is just the step in creating your talent sourcing strategy. Connecting with these leads and turning them into applicants is the major objective of any sourcing exercise. First things first, decide which channel to use to reach out to these users. I typically prefer LinkedIn messages to reach out to a sales guy vs emails when it comes to reaching out to a developer.

Get their email if you want to reach them through emails. You can use tools like Hunter.io, ContactOut or Lusha to get their email address. In case you want to reach out to them using social media, it's always good to connect with them using a mutual contact.

5. Craft your personalized message to engage candidates

One message doesn's suit all. This is true for recruitment! You need to personalize your message to candidates to get more replies and enhance engagement. Talk about common hobbies, common skills, why they are suitable for the role etc! Keep it short and sweet and never try to oversell a position. Remember, these candidates are not actively looking out and any overselling will only hurt your employer brand.

You should talk about your culture, team, vision and what drives your company in the 1st email.

One email is never enough, depending on your position, you should always follow-up with your candidates. At Recruiterflow, we have seen reply rates close to 45% for email sequences with 3 touchpoints and spread across 20 days. While your first email needs to be personalized, your follow-ups can be templates and should be automated to help you save time.

 

6. Always value the candidate's time

A number of companies excel at sourcing candidates and reaching out to them. However, when it comes to the call to action in the email, they lose out on a large number of qualified candidates. Your call to action should always value the candidate's time. Never ask them to:

·         Apply for a job as you are the one reaching out to them

·         Give a test before explaining on a call about the role and recruitment process

·         Send their resume or cover letter in the first email as you should have this information before you reach out to them

We studied close to 200k emails and the only thing that works best is asking the candidate to come on a 10-15 mins call as per their convenience, so that you can talk more about the role and the company. When you are asking a candidate to spend the next 2-3 years of professional journey with you, the least you can do is spend 10-15 mins with them initially to value and appreciate their time.

 

7. Always nurture your passive leads

Sourcing and recruiting passive candidates is always a challenge. That's why nurturing your existing candidate database is the key to maintaining a healthy talent pipeline. Whether you are recruiting actively for a job or not, you should always nurture your existing candidate database. Keep them updated about the latest happenings at your company, wish them on birthday and/or anniversary, reach out to them casually every 6 months. Nurturing your candidate database ensures that when the next time your candidate is ready to make a switch, they will surely reach out to you. Remember, recruiting is a marathon and not a sprint.

8. Mind passive candidates

 

Be wary of spending your time on passive candidates. Of course, they're a great potential resource, but tread carefully and do your due diligence. Are they interested in talking to you? Great! But if they're not, don't waste your time. For example, if you're looking at passive candidates, don't be surprised to discover their LinkedIn profiles are out of date. People who aren't interested in new opportunities have little motivation to update their profile and list all their current skills and experience.

 

9. Keep track of your sourcing and recruiting metrics

Ask yourself various questions and track different metrics, namely:

·         How many messages and communication attempts it takes to get an initial response from a candidate.

·         Engaging with candidates you've found is often the most overlooked step of the sourcing process. If you want to improve your reply rate, you need to:

·         Get data on the types of messages that are actually effective.

·         Establish template analytics to see which ones get the most responses.

·         Track emails and see when they're being opened.

·         How long it takes to nurture a candidate and convince them to apply for a role.

·         How long it takes from the initial interview of a sourced candidate to hire.

·         Whether candidates that you've sourced move through the screening and interview process faster than general applicants.

·         Where are the best candidates sourced from?

 

Essentially, monitoring metrics allows you to build up a clear picture of where the top talent is hiding and how they like to be communicated with, meaning you can then optimize your approach to maximize your hiring success, saving you time and money.

 

9.           Build your employer brand

 

Attract potential talent by marketing your company towards your target group. When you're working on company branding to attract customers, figure out employer branding too. Millennials are more inclined to work for and stay at a company they have an emotional connection with, so give them something to connect to. Check out these awesome killer recruitment videos for ideas.

 

11. Use social media and various platforms

Use social media and platforms to develop your company branding. Instagram is a great platform for building employer branding, for example.

 

Recruiters use social media to source candidates for various job levels, ranging from hourly employees to upper management.

 

12. Don't forget about employee referrals

 

The old staffing cliché rings true: "good people know good people". Referrals can be the top source for quality candidates.  Ask your employees for referrals, encourage them to refer candidates who qualify for your roles and consider working up an employee referral program as an incentive. Employee referrals are known to reduce time-to-hire, improve quality of hire and increase retention rates, so reward your employees with the money you save.

 

13. Use AI in sourcing

Source from databases that use artificial intelligence (AI). Sourcing can benefit from AI in two ways – automation and accuracy. Automated sourcing uses recruitment technology to find candidates online who fit the requirements of your role. This not only improves your efficiency metrics but decreases time to fill and cost per hire as well. AI can find patterns in resumes and candidates who are better matches for a job's requirements. AI can also reduce bias at the sourcing stage by removing the need for human decision making.

 

14. Final word: Experiment, Experiment, Experiment

Finally, remember that sourcing strategies in recruitment are like snowflakes: no two are exactly alike because what your organization requires will be significantly different to what someone else wants.

Creating a talent sourcing strategy is an iterative process. You should always run multiple experiments for all the above 6 points and see what works and what doesn't work for your company. Define your KPIs before you start your experiments and always benchmark your results and iterate for getting a more efficient talent sourcing strategy. You can use tools like Tableau or an ATS like Recruiterflow or even Excel to record and get these numbers.

Lastly it doesn't matter whether you're running a recruiting agency or hiring in-house, trying to increase your organization's recruiting effectiveness, or just become a better recruiters yourself, these data driven talent sourcing strategies will help you build a better recruitment engine.

 

 

 

 

Thank You!

Breaking down the expense categories 

 

There are seven main expense categories in our spreadsheet. Each is explained below:

 

 

1. Job boards & advertising: This category includes any expense associated with posting your open position as you source candidates. Every job board should be included as well as any of your company's paid recruiting accounts (e.g. LinkedIn premium). Add the number of postings per job board and the cost of each posting. Cost per posting may be fixed or variable, depending on whether you use a pay-per-click model.

 

2. Assessment: This category includes any kind of candidate assessments your company pays for (tests, competitions etc.). Companies can buy tests from consultancies or other firms to use during the hiring process. The cost of these kinds of assessments are usually calculated per candidate. Below you can see an example of how much a GAT test would cost along with the annual total and monthly average in the last columns:

 

3. External recruiting: This category of your budget template reflects any external recruiting costs. It'll usually include recruitment agencies and headhunters. Sourcing software may also fall under this expense category.

 

4. Employer branding events" Employer branding costs should be separate from marketing efforts. Only include costs directly associated with recruiting. Career fairs, recruitment events and conferences are the most common examples. An important addition is "branding materials," which include any the costs of items you hand out or use during recruiting events.

 

5. Careers page: An attractive and easy-to-use career page is important. Associated costs include development, maintenance or redesign expenses. These recruiting costs can be allocated to an external service or the salary of an in-house employee.

 

6. Partnerships: Partnering with universities or other institutions is a good way to source qualified candidates but it isn't cheap. Include all kinds of paid affiliations and partnerships directly linked to your recruitment efforts.

 

1.   Salary costs of your hiring team: This is often a high cost and it's challenging to calculate. In this context, your hiring team is in-house; external recruiters are included in category 3 (see above). You can calculate salary costs by multiplying the hours spent on recruiting (for one position or multiple positions) by the hourly salary of employees. Imagine how high these costs can get when a VP or manager has to consistently dedicate time to hiring. The example below shows the costs of a recruiter and a VP spending time hiring for one position during a month:

 

It's very important to keep track of this expense and take steps to minimize it. Since high level employees are most commonly involved in interviewing, make sure it's worth their time.

 

What are other expenses associated with recruiting?

Other recruiting expense categories can add up. If companies use referral programs, they may have to consider incentive costs like bonuses. Companies may also choose to bring in candidates from different areas, paying for their travel and accommodation expenses. Background check services usually charge an amount per candidate. Applicant Tracking Systems are a monthly or annual cost, though they can help reduce overall costs by saving hiring managers' time and making the hiring process faster.

 

How do I make sense of the numbers?

There's value in knowing that, for example, your company spent $3,000 on external recruiters in January. But what this expense means and how it impacts your company and recruiting pipeline isn't always immediately obvious.

 

First, consider that recruiting is often a "bumpy cost", one that doesn't remain stable throughout the year. One month, your hiring team may be stressed out, trying to fill multiple open positions and going to lots of career fairs. Another month, recruiting may slow down. Calculate your average monthly expenses by adding the costs of all months and dividing by 12. (You can also calculate quarterly costs by dividing by 4). In the example below, you can see how the number of Indeed postings went up during the third month and how this increase affected total and average spend:

 

Second, it's very important to compare your actual recruiting expenses with budgeted amounts. Did external recruiter expenses fall short of, meet or exceed your allocated budget? Maybe the budget wasn't realistic. Or maybe it'd be worth spending extra money on your hiring efforts.

 

Lastly, consider recruiting metrics and data in your analysis. For example, you may have spent 40% of your budget on certain job boards but only got about 15% of your qualified candidates from them. Figure out what this yield means for your company. Maybe an external recruiting budget cut had a negative impact on your time-to-fill or time-to-hire metrics. Valuable knowledge can be drawn from the right metrics, so try to make your analysis as thorough as possible.

 

Use our free tool to calculate your current cost per hire and plan your future recruiting spend.

 

What other types of plans should I use?

Many useful recruiting budget plans can support a more complete outlook of the hiring process. For example, a spreadsheet listing number of hires or money spent per department can help you determine whether you achieved your goals. It'd also be useful to create a spreadsheet with salaries of future hires, including the start date of each position and the budget allocated for their salary from that date on. It's helpful to compare budgeted salaries with actual salaries (resulting from negotiation).

 

Request for Proposal: RFP Invited from HR Consultancies for Sub-vendorship, for bulk Manpower Services (IT, Engg, Automobile etc)

 

 

On behalf of Vendor Procurement Dept -3D India Group, RFP invited from Recruitment Consultancies as Sub-vendors for our Bulk Requirements (IT, Engineering, Automobile and Non IT) on Equal profit sharing ratio ( 50:50).  Interested parties may send their proposal to hr@3DIndiaGroup.Com

 

Last Date: 24^th Sept, 2019

Selected Parties Discussion: 25^th Sept, 2019

Contract Signing: 25^th Sept, 2019

 

---

Shekhar-

Vendor Manager

080-50626011

 

 

Request for proposal

 

RFP invited from reputed Engineering Education Institute, Training Institute, Engineering Recruitment Agencies for empanelment / selection/ appointment for hiring 700 Automotive Mechatronics Engineer on Permanent and Contract Basis for Germany and Japan.

 

Interested parties may send their proposal with Recruitment Plan, Marketing Plan, Financial Budget Requirement, Duration required to hire 300 Plus Mechtronics Engineers, Technicians and Specialist for 2020 and 400 for 2021 to Hr@3DIndiaGroup.Com

 

Last Date to Submit Proposal: 23^rd, Sept 2019 before 6 PM

Tender Opening Date: 24^th Sept 2019

Tele discussion. Online Discussion / meeting: 1Oct, 2019

 

--

Dhruv Dev Dubey

Business Head-3D India Group

Ph 080-50626011

Social Media like Facebook, WhatsApp, Instagram  Marketing Statistics, Strength and Benefits

Social media is a platform that almost everyone uses in today's time, be it businessman, students, private job, government job. Writer, or Blogger because of this, we get a lot of audience by doing social media marketing. By using social media, we can not only promote our product to our target audience but we also stay connected with our audience so that we can know their need.

Facebook ads is a platform like any other online advertising service on which advertisers can post their different types of ads, promote their business, generate leads, get people to fill data,  you can increase likes on your Facebook page, send traffic to your website, get conversions for your ecommerce site, increase views on your YouTube videos or other videos, etc.

If you have a business, or your clients have any business, then you can use Facebook ads to promote online.

Now, why should we choose Facebook ads? The answer is audience base. Some reasons for using Facebook ads, I have mentioned below:

1.     Every month, 2 billion (200 crore) people use Facebook. This is a very large base of the audience.

2.     In the US, if people spend 5 minutes on their phone, then 1 minute out of those 5 minutes uses either Facebook or Instagram. Instagram is also the property of Facebook and you can apply for ads on Instagram from Facebook ads as well.

3.     500 million (50 crore) people use Instagram every day. I think you can guess from the above audience base, that you can spread your ad to millions of people around the world by using Facebook ads.Apart from this, there are many exciting features of Facebook ads, which are the focus of advertisers, such as:

4.     You can run ads on any budget. The higher your budget, the more your ads will reach more people.

5.     To show your ads only to people interested in your business, by doing so you can narrow down your targeted audience by configuring demographics and other options. Therefore, Facebook ads are highly targeted, and their conversion rate is good in every case.

6.     Facebook uses every modern technology and ad formats for ads advertising purposes, which are well displayed on every device.

7.     You can simultaneously track and analyze the results of your ads, so that you will be able to run ads in a better way in future and be more successful in your business.

Advantages of Facebook Marketing are as

1. More Brand Awareness

2. Increase in Inbound Traffic

3. Improve SEO Ranking

4. Good Conversation Rates

5. High Customer Satisfaction

6. Increase in Brand Loyalty

7. Brand Authority

8. Facebook Advertising is Cost Effective

9. Free Marketplace Insights

10. Personal Leadership Development

 

1. More Brand Awareness

Social Media is a very good option to promote any product, company or website, you just have to understand the strategy of social media marketing and follow that strategy. Seeing it, you have so much audience that you would not have even thought.

To start in social media marketing, you have to create your account on the social media site and after that you have to create a page of your own. After this, if you run a business man or company, then you will have your (Employs, Business Partner & Sponsors). All you have to do is tell them to like and share your page on social media. With which your product will reach their friends, followers and you will get the starting audience, thus your product will be converted into a brand.

Similarly, when you promote your products on your regular page and your (Employs, Business Partner & Sponsors) share your product, then more and more people get to know about your product and it becomes your regular audience. Go. In this way, you spend a few hours a day on Social Media Sites and achieve a great audience. According to statistics, 90% of business men who use social media marketing, according to them, because of social media, their product has become a very popular product today. In this way you too can reach your brand to people using social media.

 

2. Increase in Inbound Traffic

If you do not use social media marketing, then you can only reach your regular visitors because only they have information about your website. When you do not use the strategy of social media marketing, then you have a lot of problems in reaching out to the deaf people (who do not have the information of your website), and you can engage an external (Un-Known Person) towards your Local Business. Can not do it.

When you create your page on Social Media Sites, that page also becomes a path to reach your website, through which people can easily reach your website through your page. With this, when you share the other contents of your website on a page made on social media, those posts also create a way to reach your website.

Because all companies or websites do not bring content on only one topic, on all websites, posts are available on different topics, then when we share the posts of those different topics, then it would be that people on social media sites have different types Those who like Different Topics. So when you share different posts, he reaches them and according to his interest, he clicks on it and reaches your website. In this way you can increase the visitors' numbers on your website and reach the maximum audience.

 

3. Improve SEO Ranking

By sharing the post on social media, people start accessing your website, which is very important for the success of your website. With which Traffic Increase occurs on our website, as well as Backlinks are also created for our website. According to Search Engine Optimization Backlinks is very important to improve Search Engine Ranking to our website. All website owners share links to their articles on social media sites for years, so that not only there is traffic increase on their website but they also get backlinks.

When both traffic and backlinks start improving on your website, then your website starts showing in the top rank on Search Engine. With the website coming on top in Search Engine, your business starts growing very fast. Everyone uses Google to find anything. So when they find the available Keyword on your website on Google and if your website shows on the top rank, then more and more people visit your website and get information about your products.

With which you have to make a strategy to maintain the improvement of ranking of your website. For which you have to focus on your keywords and write quality content on your website. After this, people start liking your content and they follow you on Social Media Sites. In addition, many bloggers also write about your product, they not only promote you by telling about your product in their content, but they also give the URL of your website (Backlink) so that your website improvement on Search Engine it occurs. In this way, through Social Media Marketing, you can also improve the ranking of your website.

 

4. Good Conversation Rates

On Social Media, you can promote your product with different methods like- (Images, Videos, Text), so that people who like whatever method they like, comment on it and give their opinion. By which your product gets higher conversion rates and they are affected by your promotion and they visit your website to know more about your product.

People who use your product have information about the quality of your product and it has been shared by you (Photo, Video, Text) on Social Media to give that product information about your friends, family. Shares with them and talks about it. By which the Conversation starts on your product and the rest of their friends and Family Members give their own opinion. Similarly, many bloggers write about your product on their blog and people comment on those posts and give their opinion. In this way, people comment about your product on Blogs, Videos, Images, Text and give their opinion so that you can gain higher conversion rates.

 

5. High Customer Satisfaction

When you create a page to promote your product on social media, then your customers remain in direct contact with you through social media. When you are in contact with all your customers then your customers are also Loyal (honest) towards you. Because you understand their point and try to know the need, so that you can know what your customers want from you and you can improve your product according to their Satisfaction or launch Next Product. With this, your Loyal Customers also tell you about the shortcomings of your product by doing a directly message, so that you can overcome that deficiency. In this way you can find Better Customer Satisfaction for your product.

 

6. Increase in Brand Loyalty

Creating Loyal Customers for any business is the base of that business. On social media, you can not only use for promotion of your product but also stay in contact with your customers. So that your customers are also directly in your contact. For you, social media can be just a medium of promotion, but for customers, it is a medium to direct communicate with you so that they can put their point in front of you.

Always, all companies want to know how they can know the opinion of their customers, what their customers think about their product or how they react to their product. Today India is becoming Digital India, through which all people are connecting with each other through Internet. So if you promote your product on social media, then your customers can give their opinion on your product from which you can get Loyal Customer. In this way you can get Loyal Customers for your company / brand through Social Media Marketing.

 

7. Brand Authority

Both Satisfaction of customers and Loyalty of Brand make your product authoritative, it is possible only when you personally communicate with your customers. When you reply to your customers and understand the problems faced by them and remove those problems, then you get Satisfied Customer for your Product. Which uses your product and is satisfied with your product.

He also tells other people about your product on Social Media or when someone asks him about your product and how he liked your product, he always tells you that your product is very good and he has takers Has answers to all questions. He tells about your social media page and also about your website to tell about your product, so that you start getting visitors without promoting your website. By which that person also becomes your customer and is happy to get your product.

 

8. Facebook Advertising is Cost Effective

Promotion of any product on Social Media Sites is very cost effective. On most social media sites you can create an account in free and create your page in free. With this, you can promote your product by sharing your posts, products, images, videos, etc. on your page in free.

Also you can use Paid Services. With which you can put your ads on that social media site in a very small amount. When you want to take Paid Services, then first you take cheap plans so that you can know to what extent the Paid Service you are taking is benefiting you if you are getting visitors and you are satisfied that you have so much money If you get so many visitors, then you can increase the money of your ads. Social Media Sites takes less money according to any advertisement platform. Therefore, you can advertise your product on social media in less money.

 

9. Free Marketplace Insights

Social Media is also an Advantage You can know the Insights of Marketing, which of your posts is liked by your customers more and how they are reacting to it. To find out this, you can read the comments given by them, so that you get to know about their opinion that how much your customers like your product.

Along with this, you also get a lot of tools on social media, so that you know that your customers are more attracted on your posts, so that you can maintain their interest by writing more and more content on that topic. Huh. In this way, you also get to know Market Insights through Social Media and you can take advantage of it.

 

10. Personal Leadership Development

A practical and well written content presents you as a Leader and Expert on Social Media. By Leadership we do not mean to become Leader (Leader) but we mean that you can know the opinion of people through your Content (Posts) on Social Media, with the help of available tools on Social Media, you can know this Your visitors (Audience) are taking more interest on which type of content. By which you can maintain the interest of your audience by writing more and more content on the same topic and can appear like a leader in front of the competitors in your field.

 

I hope, you must have got all the necessary information about the benefits from Facebook Marketing. If you liked this post please share to your social media pages so that this article can reach as many people as possible. With this, if you have any question, then you must tell us in the Comment box, we will definitely try to answer your question.

 

Thank you!

10 Advantage of Facebook Marketing with General Statistics

Social media is a platform that almost everyone uses in today's time, be it businessman, students, private job, government job. Writer, or Blogger because of this, we get a lot of audience by doing social media marketing. By using social media, we can not only promote our product to our target audience but we also stay connected with our audience so that we can know their need.

Facebook ads is a platform like any other online advertising service on which advertisers can post their different types of ads, promote their business, generate leads, get people to fill data,  you can increase likes on your Facebook page, send traffic to your website, get conversions for your E-commerce site, increase views on your YouTube videos or other videos, etc.

If you have a business, or your clients have any business, then you can use Facebook ads to promote online.

Now, why should we choose Facebook ads? The answer is audience base. Some reasons for using Facebook ads, I have mentioned below:

1.       Every month, 2 billion (200 crore) people use Facebook. This is a very large base of the audience.

2.       In the US, if people spend 5 minutes on their phone, then 1 minute out of those 5 minutes uses either Facebook or Instagram. Instagram is also the property of Facebook and you can apply for ads on Instagram from Facebook ads as well.

3.       500 million (50 crore) people use Instagram every day. I think you can guess from the above audience base, that you can spread your ad to millions of people around the world by using Facebook ads. Apart from this, there are many exciting features of Facebook ads, which are the focus of advertisers, such as:

4.       You can run ads on any budget. The higher your budget, the more your ads will reach more people.

5.       To show your ads only to people interested in your business, by doing so you can narrow down your targeted audience by configuring demographics and other options. Therefore, Facebook ads are highly targeted, and their conversion rate is good in every case.

6.       Facebook uses every modern technology and ad formats for ads advertising purposes, which are well displayed on every device.

7.       You can simultaneously track and analyze the results of your ads, so that you will be able to run ads in a better way in future and be more successful in your business.

Summary: Advantage of Facebook Marketing areas

1. More Brand Awareness

2. Increase in Inbound Traffic

3. Improve SEO Ranking

4. Good Conversation Rates

5. High Customer Satisfaction

6. Increase in Brand Loyalty

7. Brand Authority

8. Facebook Advertising is Cost Effective

9. Free Marketplace Insights

10. Personal Leadership Development

 

I hope, you must have got all the necessary information about the benefits from Facebook Marketing. If you liked this post please share to your social media pages so that this article can reach as many people as possible. With this, if you have any question, then you must tell us in the Comment box, we will definitely try to answer your question.

Thank you

IIM's Flexi PGDM/ MBA- A Gateway of Success

 

By: Dhruv Dev Dubey, Writer, Author, Entrepreneur and HR@3DIndiaGroup.Com

 
As we know doing MBA / PGDM from Institutes like IIM/IIT/NMIMS/SPJain coul be the dream of the most the business aspirants. But, because of high competition only few of them get the opportunity to get entry such universities or institutions

 

Now this dream could be fulfilled by working for 2-10Yrs in a reputed organisation then do the weekend or part time MBA.

 

Why Weekend MBA: There are several reason such as

 

1.           Changing Career Fields or Companies

2.           Career Growth

3.           Earning More Money

4.           Exposure

5.           Sense of Direction

6.           Changing Career Fields or Companies:

7.           Enhance your leadership potential

8.           Move up the corporate ladder

9.           Gateway to change career path

10.        Networking

11.        Convenient admission process and programme timeline

12.        Flexible mode of study

13.        Saves a year

14.        Advanced curriculum and specializations

15.        Exposure

16.        Company sponsorship eases burden

 

 

Changing Career Fields or Companies: A flexi program provides adds weight to the resume of a candidate who is looking for a job change, after a little work experience, and helps them in getting promotions faster and landing a lucrative job. However, it is very common to have part – time students struggling to go through the task of preparing for interviews, while you're juggling your degree and current job, especially if you are interested in finance and consulting. It needs time and lot of commitment to go through case studies, and hence, when preparing for interviews you might have to take some days off, to compete with regular full-time MBA students. At the same time, the work experience that you have, will most likely be of more importance, than that of regular candidates, when opting for a job, giving you an added advantage.

 

Career Growth: As a working professional, you should be aware of the latest trends that contribute to your employability, and any new skills that employers might be looking for in their prospective candidates. A part-time MBA program, lets you evaluate whether the career growth you are expecting is in accordance with the demand of the industry or not, and helps you develop the necessary skills, all the while you hold down a job.

 

Earning More Money: There is a myth that part – time qualifications does not pay much. However, earning more than decent amount of money is possible given a part – time MBA experience. Remember, experience counts, and once you're done with your part-time MBA program, both of these things will add up to end in your favor.

 

Exposure: You are likely to pick up a lot of new things, related to your subject or otherwise, and have multiple chances to network with like-minded people who'll keep you in just the right amount of competitive spirit, while you interact with them.  This will serve as an improvement in your career, as you will find yourself ready to take on new responsibilities, with access to a better remuneration.

 

Sense of Direction: If you're bored in your current job, a flexi program can come as a positive change in your professional life, where you can continue devoting a part of your time to something you're interested in, while being financially secure. You can also figure out your calling, which you can pursue once you're done with your part time degree.

 

Enhance your leadership potential – If you are already working in a managerial role, it is time to set foot in the sphere of leadership. In order to improve your knowledge on various areas which you come across during all in a day's work such as Finance, Marketing, Business Policy, Accounting to name a few.

 

Move up the corporate ladder – It often happens that after certain years of work experience, there is hardly any growth prospect in the company or in the function. In such a situation, going for an Executive MBA can give you the much required lift in career which will help you move up the corporate ladder. With new skill set and knowledge, you will be able to claim bigger responsibilities and roles that will be beyond your existing profile.

 

Gateway to change career path – Professionals from non-managerial or leadership role often realize their leadership potential after a couple of years of working in a particular field. Sometimes they also feel that their current profile does not suit their career goal. Pursuing Executive MBA is the gateway to shift the career path. Executive MBA is also a good idea for Entrepreneurial enthusiasts who wish to begin their venture with management skills.

 

Networking – The Executive MBA classrooms are a diverse pool of students, rather professionals from vast profiles, functions and sectors. Needless to say, this offers a massive opportunity of networking, interaction and learning. Moreover, since the guest faculty members are from the industry and from the corporate lineage, the students get the chance to enrich their contacts which they can explore towards seeking advice and developing their business.

 

Convenient admission process and programme timeline –Unlike the 2 year MBA admission process, for which you have to take the highly competitive entrance exams like CAT, XAT etc. followed by another round of rigorous selection process including WAT/GD and PI, the admission process for the Executive MBA is much simpler. The admission takes place mainly through GMAT scores which are valid for 3 to 4 years. Although some B-schools accept CAT scores as well, but the validity is also for more than a year. The timeline for admission and course commencement is round the year, making the admission process convenient and flexible.

 

Flexible mode of study – The duration and mode of the study for Executive MBA varies from B-School to B-School. The modes can be classified as Full Time and Part Time. The duration also varies from 1 year to 3 years, depending on the mode. The Part Time Executive MBA classes are mostly conducted in the weekends. The other mode of course delivery is through online and video lectures in which case the students have to visit the campus once a term. The working executives have a lot to pick and choose from based on their convenience and commitment.

 

Saves a year – The full time MBA, which is generally pursued by candidates after graduation and a couple of years' work experience takes 2 years' time. In comparison to the 2 year full-time MBA, Executive MBA is definitely a time saver. The1-year Executive MBA programmes facilitates students to join their work without any long gap. Further, the Part-Time MBA students, who are already working do not have to take sabbatical or break from work which is another big advantage. Owing to the flexible duration, the students are expected to grasp the curriculum in a shorter span of time. Those who are opting for the Part Time need to balance their work and studies in order to complete the programme successfully.

 

Advanced curriculum and specializations – As the programme is meant for working Executives having around 5 years of work experience, it is needless to say that the curriculum would not be the same as that of the 2 year full time MBA or PGDM. It is meant to match the skills required for the senior management level. The specializations are also advanced and industry oriented.

 

Exposure – Apart from the regular classes and lectures, Executive MBA programmes offer exposure in various aspects to augment the learning and add value to the course. It can be either in the form of exposure to industry through industry visits, practical application of theory and projects, international exposure in the form of exchange programmes or international projects or it can be through the rural immersion programmes. The top B-schools offering full time Executive MBA programmes provide such opportunities to the students which is much beyond the class room learning.

 

Company sponsorship eases burden – The fee for the full time Executive MBA programme ranges from Rs. 14 lakh to Rs. 24 lakh and for the Part Time programme, the fee range is from Rs. 2 lakh to Rs. 15 lakh. The Executive MBA aspirants are often sponsored by their organizations in order to retain their valuable employees. Such students are expected not to participate in the placement process and join their erstwhile organization.

 

The Advantages

 

1.           Although the medium of instruction differs, the course structure and curriculum for a part-time MBA is the same as that for a traditional MBA. This means that candidates enrolled in such a program do not lose out on the essentials of the course.

2.           The timings and duration for a part-time program tend to be much more flexible than a full-time course. Distance learning programs are spread across the duration of 2-3 years. Online resources allow you to choose a time schedule, as per your convenience.

3.           A part-time MBA program allows you to learn, as well as work. In some cases, employers may encourage you to take up such a course, so as to enhance your capabilities and contribution to the organization.

 

The Disadvantages

1.           Despite having the same curriculum, a part-time MBA lacks the rigor and many other crucial benefits of a full-time program. Students also lose out on the productive classroom sessions and interactive discussions with peers.

2.           Institutes have also observed a large number of dropouts during the course of part-time MBA programs. Not all of the candidates are able to commit and adapt to learning through a distance setup.

3.           The enrolment criteria of part-time programs lacks completely in the competitive aspect, failing to assess various skills and capabilities of the candidates.

 

Author

Dhruv Dev Dubey,

www.3dindiagroup.com