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How To Re­cruit Top Tal­ent On A Bud­get.

Not ev­ery­one is a Mark Zucker­berg or Elon Musk to be­come a mas­sive suc­cess with only tal­ent and ideas. With the in­creas­ing num­ber of start-ups ev­ery year, the need for high tal­ent ac­qui­si­tion is also be­com­ing an up­ward trend. Linkedin’s Global Re­cruit­ing Trend 2017 Re­port men­tions that for 83 per­cent of the re­cruiters, the num­ber one pri­or­ity for their com­pany is Tal­ent. What­ever ser­vice or prod­uct your com­pany may of­fer; your idea can be­come the next Face­book only with the right bunch of peo­ple. With­out tal­ent, a great idea con­verts into a uni­corn, be­com­ing prac­ti­cally im­pos­si­ble.

A tal­ented and cre­ative team can help you progress at light-speed given the cor­rect amount of mo­ti­va­tion. Your idea can be­come the next Face­book or Tesla; if you re­main rock-solid while se­lect­ing your team. You need not com­pro­mise on the qual­ity of tal­ent even with your shoe­string bud­get. With the ad­vance­ment of tech­nol­ogy and com­pe­ti­tion, a num­ber of op­tions are avail­able to re­cruit top tal­ent even on min­i­mal bud­get. Also, who says that you need to spend chunks of money even if you are a big com­pany with a booster bud­get back-up? Cre­ativ­ity never goes out of style, and that can be ap­plied to re­cruit top tal­ent for your or­ga­ni­za­tion at low bud­get also. Here’s how to do it-

1. Work Place Cul­ture and Val­ues

Cre­ate a cul­ture where you don’t need to go scout­ing for tal­ent. In­stead make your or­ga­ni­za­tion the place where peo­ple want to come and work for. An of­fice that feels like a com­fort zone makes it eas­ier for em­ploy­ees to con­nect with the prod­ucts and ser­vices of­fered. Surely, you can re­fer to the hun­dreds and thou­sands of good work place cul­ture ar­ti­cles over the in­ter­net. But to cre­ate your own cul­ture, sim­ple fol­low your in­stincts and carve a niche for your or­ga­ni­za­tion.

Also have im­por­tant val­ues jus­ti­fied at work. Flex­i­ble tim­ings, work from home, paid time-off, etc., in­cul­cate homely val­ues in your com­pany which even high equities can­not com­pete with. Such small perks may not cost you a thing but in­nu­mer­able stud­ies prove that it helps mak­ing your em­ploy­ees more pro­duc­tive and bet­ter en­gaged to­wards work. It binds your em­ploy­ees to the or­ga­ni­za­tion at a deeper level. Sup­port­ive staff, co-work­ers, and un­der­stand­ing man­agers can achieve many mile­stones to­gether.

Once the top tal­ent no­tices this kind of cul­ture at your work place, they will vol­un­tar­ily and read­ily want to join your or­ga­ni­za­tion. Now for ex­am­ple, who doesn’t want to be a part of Google?!

2. A Strong Mis­sion State­ment

Who­ever said – ‘Money is not ev­ery­thing’ maybe said it cor­rectly. How many times have you shown the de­sire to work for some­thing that has no aim?! No one will be mo­ti­vated to work sim­ply for fill­ing their pock­ets. A strong mis­sion state­ment for the com­pany is like an emo­tional string con­nect­ing all the de­part­ments. Once the em­ploy­ees know that they are work­ing to­wards mak­ing a dif­fer­ence and achiev­ing some­thing; they will un­doubt­edly work harder to­wards the achieve­ment of these goals.

3. Pres­ence over the In­ter­net

Whether you be­lieve it or not, In­ter­net has be­come more real than the real world. From small start-ups to gi­ant com­pa­nies, and small in­vestors to ven­ture cap­i­tal­ists, ev­ery­one is present over the web. Un­doubt­edly, web pres­ence mat­ters a lot more than you can imag­ine. The top tal­ent that you are search­ing for is also present over the web.

Tal­ented and cre­ative peo­ple do job hunt­ing on on­line por­tals these days, and scru­ti­nize ev­ery pos­si­ble com­pany they find wor­thy of their tal­ent and work. The so­cial me­dia ac­counts of your com­pany, your com­pany’s of­fi­cial blog and web­site, and ev­ery as­pect of your web pres­ence makes a strong state­ment. The Global Re­cruit­ing Trends Re­port of 2017, by Linkedin, clearly states that 72 per­cent of can­di­dates visit ca­reer op­por­tu­ni­ties through the com­pany’s mo­bile site; while 45 per­cent di­rectly ap­ply for a job via mo­bile. So make sure your com­pany’s on­line pres­ence talks about the afore­said com­pany val­ues and cul­ture, and its goals. Make it a point that when peo­ple search for your com­pany; it tells your story cor­rectly, makes an im­pact and at­tracts the top tal­ent to­wards it­self. Linkedin, Face­book, Twit­ter and other so­cial plat­forms can be used for pub­lish­ing job open­ings to re­cruit top tal­ent. These plat­forms

have a reach stretch­ing to­wards the hori­zon, so huge that con­nect­ing to such a big num­ber of peo­ple is not hu­manly pos­si­ble. With the hu­man reach that so­cial me­dia of­fers; the pos­si­bil­ity of con­nect­ing to the right tal­ent with­out mak­ing a hole in your pock­ets sim­ply in­creases. Use the ben­e­fits of the in­ter­net to your ad­van­tage to re­cruit top tal­ent on bud­get.

4. Tech­nol­ogy in place of Back­logs

In the 21st cen­tury of civ­i­liza­tion, it is ad­vis­able not to use the tra­di­tional method of col­lect­ing re­sumes and cre­at­ing a back­log of ap­pli­cants. If you are caught up in such a back­log and hun­dreds of re­sume read­ings; the right tal­ent may slip from your hands. The most im­por­tant as­pect of re­cruit­ing is get­ting the right tal­ent at the right time. You can­not cry over spilt milk. But it is in your hands to make sure that a huge pile of ap­pli­ca­tions don’t waste your time and op­por­tu­nity to re­cruit top tal­ent.

Fo­cus and tar­get on the top tal­ent only. In­stead of back­logs and re­sumes, use tech­nolo­gies that can stream­line your process of hir­ing. You can use re­cruit­ing soft­wares that sort out ap­pli­ca­tions ac­cord­ing to your spec­i­fied needs; sav­ing hours of your pro­duc­tiv­ity. The Ar­ti­fi­cial In­tel­li­gence (AI) re­cruit­ing tech­nol­ogy helps to an­a­lyze huge vol­umes of data and tech­ni­cally sorts out suit­able tal­ent and ap­pli­cants for the job. Spec­ify your needs for the job and the Ar­ti­fi­cial In­tel­li­gence (AI) tech­nol­ogy will do the rest for you. Rather than do­ing ev­ery­thing man­u­ally, sim­ply fo­cus on one-on-one in­ter­views and let tech­nol­ogy do the rest. This saves a lot of money and time also.

5. Re­fer­rals and More Re­fer­rals

One of the best and most uti­lized sources of hir­ing top tal­ent is em­ployee re­fer­rals. Re­port­edly, em­ploy­ees that are hired by ref­er­ences tend to stay for longer terms and per­form bet­ter; with a higher rate of job sat­is­fac­tion. The 2017 Global Re­cruit­ing Trends Re­port of Linkedin shows that with a 56 per­cent in­crease in the hir­ing vol­ume; the top source of qual­ity hires will be em­ployee re­fer­rals at 48 per­cent. This will be fol­lowed by third party web­sites or on­line job plat­forms, and so­cial pro­fes­sional net­works at 46 per­cent and 40 per­cent re­spec­tively.

6. Make your Or­ga­ni­za­tion a Global Work Place

Work­place and em­ployee di­ver­sity have gained a lot of mo­men­tum in the past years with more and more or­ga­ni­za­tions opt­ing for a global reach. Many com­pa­nies have started un­der­stand­ing and valu­ing the fact that di­ver­sity in gen­der, age, race, tal­ent, per­son­al­i­ties, re­li­gions, etc., ac­tu­ally helps the or­ga­ni­za­tion to progress. A wider reach and a more var­ied

out­look are ben­e­fi­cial in solv­ing many is­sues along with gain­ing more achieve­ments. Al­low­ing some­one to work for your com­pany from an­other cor­ner of the globe where meet­ings, con­fer­ences, and projects are just a video-call away; makes you gain the ben­e­fits of global tal­ent with­out spin­ning dol­lars.

Re­cently, a sur­vey done by the So­ci­ety for Hu­man Re­source Man­age­ment (SRHM), states that for 57 per­cent re­cruiters, the tal­ent ac­qui­si­tion strate­gies are cre­ated with a view to at­tract di­verse tal­ent and can­di­dates. On the other hand, even for job seek­ers, a com­pany flex­i­ble with di­ver­sity is a plus point. Ac­cord­ing to a sur­vey by Glass­door, 67 per­cent of peo­ple search for com­pa­nies and job pro­files ac­cept­ing di­ver­sity.

To sum­ma­rize these points, re­cruit­ing the top tal­ent even with a pea­sized bud­get com­pared to A-listed com­pa­nies is no rocket-science. Just some smart moves with the ap­pro­pri­ate use of tech­nol­ogy can at­tract ex­actly what you want. The world has be­come a Global Vil­lage, and with the ad­vance­ment of tech­nol­ogy and the In­ter­net, re­cruit­ing top tal­ent has be­come eas­ier than ever.

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