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Finding the right job candidates is one of the biggest recruiting challenges. Recruiters and other HR professionals that don’t use best recruiting strategies are often unable to find high-quality job applicants. With all the changes and advances in HR technologies, new recruiting and hiring solutions have emerged. Many recruiters are now implementing these new solutions to become more effective and productive in their jobs.According to Recruitment strategies report 2017 done by GetApp, the biggest recruiting challenge in 2017 was the shortage of skilled candidates.The process of finding job candidates has changed signNowly since few years ago. Back then, it was enough to post a job on job boards and wait for candidates to apply. Also called “post and pray” strategy.Today, it is more about building a strong Employer Branding strategy that attracts high quality applicants for hard-to-fill roles.Steps for finding the right job candidates1. Define your ideal candidate a.k.a candidate personaNot knowing who your ideal candidate is, will make finding one impossible. To be able to attract and hire them, you need to know their characteristics, motivations, skills and preferences.Defining a candidate persona requires planning and evaluation. The best way is to start from your current talent star employees. Learn more about their personalities, preferences, motivations and characteristics. Use these findings to find similar people for your current and future job openings.2. Engage your current employeesYou probably already know that your current employees are your best brand ambassadors. Same as current product users are best ambassadors for product brands. Their word of mouth means more than anyone else’s.Encourage their engagement and let them communicate their positive experiences to the outside. Remember, your employees are your best ambassadors, and people trust people more than brands, CEOs and other C-level executives.Involving your current employees can not only help you build a strong Employer Branding strategy, but it can also help your employees feel more engaged and satisfied with their jobs.3. Write a clear job descriptionsEven though many recruiters underestimate this step, it is extremely important to do it right! Writing a clear and detailed job description plays a huge role in finding and attracting candidates with a good fit. Don’t only list duties, responsibilities and requirements, but talk about your company’s culture and Employee Value Proposition.To save time, here are our free job description templates.4. Streamline your efforts with a Recruitment Marketing toolIf you have right tools, finding the right job candidates is much easier and faster than without them. Solutions offered by recruitment marketing software are various, and with them you can build innovative recruiting strategies such as Inbound Recruiting and Candidate Relationship Management to improve Candidate Experience and encourage Candidate Engagement.Sending useful, timely and relevant information to the candidates from your talent pool is a great way for strengthening your Employer Brand and communicating your Employee Value Proposition.5. Optimize your career site to invite visitors to applyWhen candidates want to learn about you, they go to your career site. Don-t loose this opportunity to impress them. Create content and look that reflects your company’s culture, mission and vision. Tell visitors about other employees success and career stories.You can start by adding employee testimonials, fun videos, introduce your team, and write about cool project that your company is working on.Don’t let visitors leave before hitting “Apply Now” button.6. Use a recruiting software with a powerful sourcing toolToday, there are powerful sourcing tools that find and extract candidates profiles. They also add them directly to your talent pool. Manual search takes a lot of time and effort, and is often very inefficient. With a powerful sourcing tool, you can make this process much faster, easier and more productive. These tools help you find candidates that match both the position and company culture.7. Use an Applicant Tracking SystemSolutions offered by applicant tracking systems are various, but their main purpose is to fasten and streamline the selections and hiring processes. By fastening the hiring and selection process, you can signNowly improve Candidate Experience. With this, you can increase your application and hire rate for hard-to-fill roles. Did you know that top talent stays available on the market for only 10 days?8. Implement and use employee referral programsReferrals are proven to be best employees! Referrals can improve your time, cost and quality of hire, and make your hiring strategy much more productive. Yet, many companies still don’t have developed strategies for employee referrals.This is another great way to use your current employee to help you find the best people. To start, use these referral email templates for recruiters, and start engaging your employees today!GetApp‘s survey has proven that employee referrals take shortest to hire, and bring the highest quality job applicants.If you don’t have ideas about how to reward good referrals, here’s our favorite list of ideas for employee referral rewards.

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Yes you are eligible. There is still time, application closes on October 1 this year. So if you get the provisional certificate in time you can just wait or if you know that you won't get it in time, just mail GATE organising institute  at helpdesk@gate.iisc.ernet.in mentioning your problem. Hope it helps.

WHOA! You may have a BIG problem. When you started, are you certain you did not fill in a W-4 form? Are you certain that your employer doesn’t have your SS#? If that’s the case, I would be alarmed. Do you have paycheck stubs showing how they calculated your withholding? ( BTW you are entitled to those under the law, and if you are not receiving them, I would demand them….)If your employer is just giving you random checks with no calculation of your wages and withholdings, you have a rogue employer. They probably aren’t payin in what they purport to withhold from you.

Many US employers today won’t allow individuals (coworkers, supervisors) at a company respond to any questions or write recommendations. Everything must go through HR and they will often only confirm dates of employment.I know this, so I’m not going to waste time contacting phone numbers/email lists of supposed former coworkers or managers. Fact is, if anyone answered and started responding to my questions, I’d be very suspicious. Instead, I just ask for the main number of the company — which I can look up on line and verify to be the actual number of the claimed company.Same deal with academic credentials. I’m not going to use your address for “Harvard” … the one with a PO Box in Laurel, KS. I’m going to look up the address for the registrar myself.Sorry to say, there’s far too much lying on resumes today, combined with the liability possible for a company to say anything about you. A common tactic is to lie about academic back ground while giving friends as your “former supervisor at XYZ.”