Recruiting results in the influx of new talent into an Organization

Recruitment & Staffing firms have begun to focus on strategy of social recruiting.Career Centers potentially will forgo a transition from traditional career fairs to virtual web based solutions & job boards will no longer be primary source of candidates as employees increase demand for higher quality candidates & candidates demand higher quality communication from employers & recruiters.

Linkedin Facebook Twitter –With over 85 million members on linkedin 175 million registered on twitter & 500 million active facebook users ,social recruiting will be great asset to those employers that plan on increasing staff by attracting the best ,multitalented candidates two-way communication sources like Talent Communities & Social Networking Sites.

Recruiting Trends Conference 2013 is for recruiters, sourcers, talent acquisition managers, and other HR and recruitment professionals

Recruiting Experts, Dynamic Learning Environment

Featuring industry leaders and practitioners in an engaging format, the conference has been designed to first give you a big picture overview of the latest recruiting issues and their impact before drilling down to your specific needs—providing answers you require and solutions you can implement in your organization.

Recruiting Trends Conference 2013 has what you need to succeed in an increasingly competitive marketplace, with sessions focused on:

  • Basic Recruiting
  • Talent Acquisition Leadership
  • Social Media and Recruiting
  • Big Data and Its Impact
  • The Right Metrics
  • Employer Branding
  • Quality of Hire

Recruiting professionals often move between agency recruiting and corporate recruitment positions. In most organizations, the recruitment roles are not dissimilar: the recruitment role is responsible for sourcing talent and bringing qualified candidates to the company. However, modern talent acquisition is becoming a unique skill-set. Because talent acquisition professionals many times also handle post-hire talent issues, such as employee retention and career progression, the talent acquisition role is quickly becoming a distinct craft. Some recruitment industry advisors even advocate for a talent department unique from the HR department, because talent acquisition and development is so intertwined with a company’s ultimate success and effectiveness.

As a craft, talent acquisition is of course not new; it is the simple process of recruiting good talent to meet company needs. As a profession, however, talent acquisition is quickly evolving into a unique and important job function.


On the other hand, “Retention” refers to those activities that a company undertakes to keep its highly valued current employees engaged and committed to the company. In other words, after workers are recruited, hired, trained, and productive, we initiate certain actions and engage in certain behaviors to encourage their ongoing loyalty to our firm.

The most common thinking, of course, ties the quality of recruiting to retention performance using the argument that if the recruiting function hires the right people in the first place, our workers will have higher engagement, will be more career-oriented, and will stick around longer.

Recruiting can certainly increase attrition through poor recruiting practices. Recruiters could, for example, misrepresent actual job duties, fail to eliminate habitual job-changers, or fail to stand firm with hiring managers about best hiring practices. But these are recruiting failures, not retention failures.

Employee attrition :

EA is a problem that affects many businesses—some more than others. Whether a company loses one person a year or is turning over 30% of its staff annually, EA can be very costly and oftentimes is avoidable.

Before an organization can take proactive measures to reduce EA, key company personnel must have a complete understanding of EA in addition to its main causes as it relates to their business. Initially, a company should understand a new hire and adversely how much it will cost if this employee should leave the company.
When developing a hiring strategy, companies should always consider the cost associated with not only the hiring process but also employee turnover. This article details five key tips to consider when hiring employees and how to maximize your efforts in retaining employees.

Training & Development:

Training as an attraction and retention tool.

The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

Training and development objective

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.

  1. Individual Objectives – Help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.
  2. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.
  3. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.
  4. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
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