Employees are critical to every organization’s success. When a person is well-suited for a position, the entire organization benefits from their unrivaled performance. A company’s productivity, decision-making, and motivation will all suffer if it doesn’t hire the proper people.

That brings me to a mission-critical aspect of any organization – Recruitment. What does this word mean to you? Some people think of it as an “urgent hiring push” while some think of it as “certain roles that we are filling ” just in time.”

How does it work?

However, let me break the bubble here – These two aspects just form the tip of the iceberg. Recruitment is so much more than just filling positions urgently. We acquire talent. We are advisors, consultants, and your eyes and ears to the outside world. And I say this because we have the right connections with the right people to fill in the right positions to enable your organization to succeed. We are constantly engaging with the talent pool and have a thorough understanding of their skill sets, niche skills, experiences, and perspectives. I would like to call it “having a nose for talent”. As experts in the field of talent acquisition we have a flair for seeing talent to the point that we know, ‘We may not be hiring Komal for this project, but we want to keep in touch with her.'”

A job candidate you don’t hire today could be a viable candidate tomorrow. So, what do we do differently, you may ask? We humanize the recruitment process. Candidates are human beings too and a little personalization goes a long way in harboring positive relationships with them. Even in the Mahabharata, Lord Krishna says, “Do everything you have to do, but not with greed, not with ego, not with envy but with love, compassion, humility, and devotion”.

Social Media and Recruitment

While we strongly believe that social media recruitment is an important part of the talent acquisition puzzle, a very dependable technique for a recruiter to fill openings is through phone calls and email. This helps personalization. A lot of times people don’t go the extra mile. Once that job is filled, it is out of sight and out of mind, and you move on to the next task. The ability to go the extra mile is what distinguishes effective recruitment managers from exceptional ones.

The other end of the spectrum is the hiring managers. We try to spend time with the hiring managers whenever we are working with a new customer or position requisition. We ask questions and go above and beyond the job description. It takes time to build trust and a connection with them, but it is necessary. The world might move at a slower pace, but it will guarantee a genuine pace.

This is what I say: Recruitment with Heart! Not everything should be transactional. There are things that go beyond checkbooks and bank transfers. Those are relationships… the real ones we build over the course of our lives!