1.Tips for recruiting

Recruiting the right people for your organisation can be a challenge but if you implement the right kind of recruitment strategy it will be a breeze. It’s no longer enough to simply place an advertisement in a newspaper and hope for the right applicant to find your ad. Nowadays you need to have a varied strategy. This means you should be looking offline and online, taking referrals and using your network to find the best talent to fill your vacancies – sometimes you’ll need to search for passive candidates. Even if you do find the right candidate, you’ll still need to get them on board, which will require a solid recruitment process and the right tools.


First up – sourcing
There are two main types of sourcing available to a recruiter: active and passive. Passive sourcing is: posting your ad on job boards like, everjobs and LinkedIn or social media sites like: Facebook and Twitter. Here the candidates have to be actively looking for a job This is normally the preferred go-to process for entry level and junior level positions. the best strategy is to write the most attractive job ad possible – really think outside of the box. It’s also important you list the job where your target audience will see the ad, on sites like everjobs etc. This way you’ll reach as many ideal candidates as possible.
Active sourcing is: targeting and approaching the candidates before they approach you. Make sure when you approach the candidate you keep your approach personal, avoid typical “HR speak” as passive candidates usually won’t respond well to this. Ensure you do your homework, know everything you can about the candidate’s past work experience and skills etc. It helps to know how to recruit passive candidates, but make sure your first communication is friendly with only a little bit of information about the role. The more specific your search, the better. If you cast too wide a net you’re likely to waste a lot of time and your responses are likely to become robotic – keep it simple, keep it tigh

3.transparency & communication

Transparency and communication are both an important part of your recruitment strategy. People on both sides of the hiring process need to see what’s going on in order to understand where you’re at, and then both accept and get on board with the processes. Not all information needs to be disclosed, but there shouldn’t be any doubts floating from either management or the candidate. As always, communication is key, don’t leave a candidate in the dark wondering whether they made the cut or not. Whenever you make a decision about the next stages of the recruitment process, communicate the relevant information to each candidate. You also need to ensure the relationship between the recruiter and the hiring manager is effective partnership, in which both parties stand to gain from a friendly, symbiotic relationship. A lack of communication can deteriorate the relationship, which might lead to a misunderstanding, false expectations or even a poor assessment of a candidate.


Employers need Job seekers as much as the Seekers need the Jobs after all you have invested quite a bit in yourself with a Bachelor's Degree or Master's Degree or Doctorate of Philosophy Degree. Why Allow to be conned yet you have literally passed lots of exams in pursuing your Career!!