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Smart tools of technology to the HR manager

Smart tools of technology to the HR manager

Do not be surprised to find your HR manager to spend hours browsing sites like Linked In, Orkut, and do not check it out too – instead, the results of recruitment. Increasingly, managers HR are looking at these sites to find potential employees and one in two of the directors with whom we spoke, he had successfully recruited by them.

Linked In is by far the most popular, while Orkut is still essentially a place frequented by children / youth in their first job. As an HR manager out, "If I would hire a BPO I go straight for Orkut, Linked In is better as when you are looking for average or even positions. In some ways the comparison is unfair, Linked-In is designed as a professional networking site where you can hunt for work, see friends and look at hiring, while Orkut is almost entirely a social networking site.

Linked-In has specific services that you can buy – like Job Posts, Premium (paid only) associations giving access to the full profiles of 15 million Linked In database, and presentations for sending a number of direct communications with prospects. Job Posts can be promoted through the distribution of the notice of your network and asking for referrals to potential candidates – which increases the probability of obtaining a candidate really good since the referral from a trusted source. Applications received through Linked In are also likely to be better because you can see the work history, references from colleagues, and a list of potential referrals from your network.

The fact that people use to work history to grow their networks on Linked In (the service asks you to do it) so he can throw up a list of former colleagues who are also on Linked In, who can then invites – also makes this a great place to check the details that a candidate has provided. Since you have the data over the years that he / she spent in a company, you can use Linked In search of another ID that worked there at the same time – these people could be useful reference points neutral, since they belonged to the departments / Geographies that have worked together.

A similar service is offered by India TechTribe specific player, which allows users to refer friends and apply for jobs posted by recruiters.

Another checkpoint useful when hiring, is looking for Blogs that the candidate supports / contributes. This is particularly useful if the work profile requires writing skills. Blog contributions are also useful for signaling stance, the Guidelines policies, if those important to your company.

One of the more unusual uses of technology tools for HR management comes from Big Blue IBM. An article published in the Wall Street Journal earlier this year talked about how IBM uses Second Life to orient new employees located in China and Brazil. An avatar can give HR a lecture and then answer questions from the text of new employees. Since many international officials preferred to write the questions, virtual meetings really improved interaction.

A much less hi-tech, but it works so well for the recruitment, are networks of students online. The HR manager based KPO Delhi, says that, surprisingly, with the exception of Wharton, the top U.S. business schools to allow recruiters to post jobs free of cost. Harvard Business School (HBS) , Actually it was so easy to use panel recruiter that can be used to send jobs, receive applications and schedule interviews for fresh graduates and summer interns. The recruitment section of the HBS website also provides data on the sector compensation wise, career statistics function, and profile data class.

Users say that the quality of the response is good and helps create a good database of candidates to be used later. Easy accessibility to the service plus the market pull that India now has the international community that it is feasible to use the service for the loan. A manager, who recruited for jobs abroad, he says, "Since these jobs typically start at compensation of U.S. $ 75,000 – U.S. $ 100,000, you are Saving a bit rates of head hunter. "

Closer home, Cool Avenues offers a platform for recruiters to reach more than 25,000 MBA students through Post a job service. schools, even the top IIMs do not really have a product that taps students' network for recruiters, although the IIM alumni can post their work for the networks.

Alumni networks are a powerful tool, and social networking sites allow you to create groups with relative ease. Corporate Networks students can be a powerful recruiting tool, even in brand building. infrastructure costs are lower existing HR teams can manage networks of websites professional skills training without additional IT. In a recruitment market where skewed a dozen jobs vie for good candidates, Web 2.0 tools and could be the ace in his pack.

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Controllerism TenMinMix: Tech Tools Comp Entry (云南昆明)