How headhunters convince a candidate to accept a job offer?

 Headhunters are recruiting experts with years of experience in HR management. Critical thinking, communication, analytical thinking, and negotiation are among the skills that you can expect in a headhunter. Let's look at the strategy a headhunter uses to answer the age-old question of how to get a candidate to accept a job offer.

Have a comprehensive understanding of the candidates

The first tip to secure candidates’ acceptance is to have a full and updated understanding of candidates’ backgrounds, qualifications, career goals, skills, and practical experience.

How headhunters convince a candidate to accept a job offer. (Photo: Internet)

Headhunters often rely on resumes to get to know their candidates and assess what makes candidates unique. They also use their wits to interpret candidates’ personalities and ways of thinking.

Have good communication skills

A headhunter with good communication skills will create good art. They understand other people’s emotions, know the right words to use, have excellent listening skills, and watch their tone in every interaction with candidates.

The discussion that headhunters have with candidates requires a wide range of abilities in order to be successful. (Photo: Internet)

Here are the three common traits found in headhunters who have been in this field for ages and boast excellent communication techniques:

• Stay enthusiastic and considerate throughout the process. Candidates will be more open to sharing their views and receiving feedback once they feel valued and understood.

• Directly explain the job to candidates and highlight the compensation, benefits, and potential advancement in the position to capture the attention of and instill trust in candidates.

• Headhunters always reinforce the competitiveness of the open positions. This is a powerful way to convince candidates. Headhunters will highlight the positives of the company, including competitive compensation, a clear path to advancement, and a generous benefits package.

Keep in contact with candidates even if they already get the job

A principle that every headhunter must keep in mind: After they successfully recruit candidates for the clients, they still keep in touch with candidates.

HR professionals always keep in contact with candidates. (Photo: Internet)

Headhunters still maintain a high level of formality with the candidates. After successful recruiting, there is a chance they could work together again, therefore maintaining polite and courteous behavior is essential. This is also why headhunters have extensive connections in the HR world.

The above is the headhunter's strategy for getting candidates to accept the new positions. With any luck, this post has provided useful information and advice to companies looking to improve their recruitment processes. 

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Pros and cons of using social networks for recruitment.

 In today's technological age, social media have become increasingly popular as a means of connecting potential employees with hiring managers. But there are still challenges with this approach. In this article, HR2B examines the pros and cons of utilizing social media for hiring purposes.

What is social media recruitment?

Social media recruitment refers to a new way of recruiting. It is the use of social media platforms, such as Facebook, Zalo, YouTube, Twitter, LinkedIn, Pinterest, and Instagram, to find and engage with future employees. 

Social media have become increasingly popular as a means of connecting potential employees with hiring managers. (Photo: Internet)

Employers may get the most out of social networks by familiarizing themselves with the internet, creating custom "we're hiring" posts, and saving profiles with limited access. Employers and job seekers can connect with one another through search engines, links, or tracking functions.

Pros of using social media to recruit

The explosive growth of social networks has created a brand-new recruitment channel for employers. 

This channel benefits employers in a variety of ways:

• Social media exposes companies to a wider pool of potential employees, helping them attract talent in a fiercely competitive job market.

• Job applicants found through social media have a high possibility of being tech-savvy, and maybe even sharp-witted and energetic.

• Recruitment through social media is cost-effective, helping companies save money otherwise spent on posting ads on websites or job portals.

• This channel is also time-efficient. Joining forums devoted to specific topics is a great way for businesses to communicate with their target demographic.

• Employers can learn a lot about candidates by observing their online behavior, particularly on social media.

Cons of using social media to recruit

But there's always a downside, and social media recruitment is no different. There are drawbacks to this channel that businesses cannot ignore:

Pros and cons of using social networks for recruitment. (Photo: Internet)

• Candidates may form an inaccurate impression of your company based on the negative and dishonest comments they read on your job postings.

• If you want your posts to stand out, you will need to use some humor and originality, as a formal and boring tone can put off the candidates. Be as much creative as you want, but watch your wording and control who can see your posts to avoid negative feedback.

• With many new job posts coming up every minute, your posts could get lost in the feed and have fewer impressions. It is necessary to regularly update and oversee the posts.

This is our take on the pros and cons of recruitment social media. Please contact us if you are looking for a cost-effective recruitment channel.

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Why startups should consider Recruit Outsourcing?

 The ever-evolving nature of the labor market has caused significant challenges for recruiting processes. It also gets worse if the internal hiring teams do not have the contacts and expertise they need. If this is a problem for your company, especially if you are just getting started, you might want to look into outsourcing your talent acquisition. In this article, HR2B will discuss the advantages of this strategy for new businesses. 

High-quality candidate sources

RPO, or recruitment process outsourcing, is proven to improve a company's ability to reach out to specific candidates in the job market. By connecting internal HR teams with candidates, RPO services improve employment prospects.

Why startups should consider recruitment process outsourcing? (Photo: Internet)

RPO also enhances employer branding in the labor market, hence increasing the number of job applicants and the likelihood of finding the best-fit candidates.

Develop recruitment strategies for businesses

In contrast to the limited database of in-house recruiters on the labor market, external recruiters have access to a wealth of information that can be used to provide companies with a short list of qualified applicants. 

RPO providers help companies improve their recruitment strategies. (Photo: Internet)

Additionally, external recruiters can work closely with candidates to shed light on the requirements and expectations of the companies, what to expect during the interview process, and how to better position themselves to succeed. 

Transparent workflow

RPO providers are always conscious of the need for privacy because of the trust their client businesses place in them to discover future employees and create successful recruitment strategies. Professional RPO services must ensure the security of all client data and candidate profiles, preventing any accidental or careless disclosures.

Fair and reasonable contract terms

One further perk of RPO is that it does not charge a fee until an employee is hired. Companies do not have to pay anything during 2-3 probation months and can take their time to carefully assess each prospect and select the best ones.

RPO providers ensure the contract terms are fair and reasonable. (Photo: Internet)

Better quality of candidate profiles

Most candidates could not help to revise their resumes to match the job requirements. Internal recruiters do not have a network-wide enough to find the truth hidden. However, with a big data warehouse, external recruiters can effectively handle this horrid duty and increase the resumes' credibility.

Using external recruitment services can help startups improve their future recruitment strategies for the reasons stated above.

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The most effective method to maximize enterprises’ resources.

Human resources are the key element so that enterprises approach their business targets and develop powerfully. Depending on the internal environment of an enterprise or organization, the investment ratio will be different. This article will hint at the most effective methods to optimize enterprises’ resources.

Recruitment strategy.

One of the most important elements of an enterprise is the employee recruitment, attraction, and retention strategy. Because, human resources have an influence on the enterprise’s management, operation, and development.

Besides recruiting and finding talented employees, employee retention is also a key element for the stable development of an enterprise. Because their experiences and skills are necessary to create profits. Therefore, enterprises must take full advantage of these elements to develop stably and optimize human resources.

Training and development strategy.

This is one of the key elements to meet the needs of employees to learn and accumulate knowledge to be promoted.

If an enterprise ignores this aspect, its employees cannot outline their potential career paths and it will increase the resignation rate. Therefore, the enterprise should organize many types of internal training for its employees at reasonable costs or use the company's training and consulting services.

The enterprise should organize many types of internal training for its employees at reasonable costs. (Photo: Internet)

Pay and compensation strategy.

In order to maximize the efficiency of human resources, the enterprise should not ignore the salary, reward system, and compensation. The enterprise must define criteria for performance-based rewards, and business rewards; must have a performance management system to evaluate the employees and appropriate salary and reward policies. A reasonable compensation policy will save costs and effectively retain talented employees at the same time.

Labor relations strategy.

Labor relations involve the working environment, corporate culture, and employees’ life. For a methodical strategy and maximizing the investment in resources, enterprises should clearly define their competitive advantages to use and develop their core competencies. For example, companies that have strong corporate cultures should continue to prove their culture, at the same time, improve the working environment to increase employees’ satisfaction and boost their performance.

The use of human resource outsourcing.

The enterprise should use outsourcing in case of any challenges relating to human resource management. Currently, many enterprises choose human resource outsourcing as an effective method.

Human resource outsourcing will bring many benefits to enterprises. One of the many benefits is improving competitiveness in the context of cutting back on business in which the enterprise is required to hold the firm to its orientation and change its business strategy from time to time to beat competitors. Outsourcing can optimize costs and improve labor productivity. Depending on the needs and budget, the enterprise can choose various types of outsourcing.

Hopefully, this article taught enterprises how to maximize resources effectively.

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End-of-year Recruitment Trends 2022

 According to assessments of recruitment agencies, the job market will be busy from now until the end of 2022. The diversified recruitment demand focuses on sectors such as, commerce - services, information technology, finance, health care, e-commerce, etc. Ministry of Labor - Invalids and Social Affairs reports on the labor shortage in some sectors while the recruitment demand across various industries continues to increase now.

High-demand jobs at the end of 2022.

According to the report, up to 89% of enterprises surveyed will promote their recruitment in the second half of 2022 depending on demand and size. Besides, 80% of workers at all levels wish to look for new jobs in the last months of 2022. Therefore, in the coming months, the recruitment market will be busy when employees have a demand for jobs.

89% of enterprises will promote their recruitment in the second half of 2022. (Photo: Internet)

To recover business operations, enterprises will recruit a large number of employees in sectors such as sales, e-commerce, information technology, engineering, finance, accounting, marketing, auditing, etc.

Which industries have employees who rarely change jobs frequently at the end of the year?

Which industries have employees who rarely change jobs frequently at the end of the year?

(Photo: Internet)

There are some industries that have stable personnel structures and employees rarely change jobs frequently at the end of the year, agriculture - forestry - fishery, logistics, information technology, education - training. Moreover, the personnel structure of these industries was not influenced significantly during the Covid-19 pandemic and there has been no change in human resources although a group of candidates left.

Overall, the COVID-19 pandemic re-shaped current recruitment needs and served as a catalyst for new trends. The labor market in Vietnam has prospered after the Covid pandemic and it is projected to become busy from now until the end of 2022 as well as the beginning of 2023.

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Three of signs that your business should switch to payroll software

It's hard to find a good reason to keep manually processing payroll as payroll software has now become more affordable, secure, convenient, and accurate. Let's find out what signs indicate that it’s time to take your business’s payroll system to the next level.

Advantages of payroll software

Time savings: Payroll software helps ramp up the process, thereby freeing up your time for other business areas.

Expert support: Most payroll solutions are accompanied by customer support to assist you with compensation issues.

Tax compliance: Payroll tax rates may vary annually, which sometimes makes it difficult for businesses to keep up with all the new local taxes that may apply. With the payroll software, rest assured that everything is taken into payroll calculations.

Payroll software helps businesses speed up the payroll process more efficiently. (Source: Internet)

Document management: As security requirements are no stranger to payroll software providers, they can help your business store the necessary documents in a secure and appropriate manner.

Report generation: Investors may request payroll reports to review employee compensation. This can be done by payroll software reports within minutes.

When should your business switch to payroll software

You have more than five employees

The more employees you have, the less reasonable it is to process payroll manually. Microsoft Excel, with no doubt, is a powerful program for calculating and organizing wages, yet it may not ensure accurate payroll tax calculation. Running payroll by hand becomes too laborious as the number of your employees is going up drastically.

You have a complicated wage issue

Payroll solutions are designed to handle pay cuts and other complexities. As a problem arises or assistance may be needed, customer support can help you process your pay run on time.

When should your business switch to payroll software? (Source: Internet)

You are spending too much time on payroll

As your business grows, you may have less time for running payroll. Don't turn it into a labor-intensive task - invest in software instead.

Payroll processing isn't one of those tasks that cut down your workload, so don't hesitate to turn to payroll software if you want to skip any part of the manual payroll process, especially the payroll reconciliation.

You want to avoid some common payroll mistakes

When detected and corrected timely, payroll errors would not be so concerning. However, perhaps the most persuasive reason to prioritize payroll software is that it is here to help you avoid mistakes in the first place.

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What is PEO and when should businesses use a PEO?

What is PEO and when should businesses use a  PEO?

Business scale-up is one of the most important parts of SMEs’ development plan to accelerate their growth.

This almost always includes workforce expansion. A small-sized business may run into a problem where

there is no dedicated department to manage hiring and requirements that come along with it, as well as

payroll and benefits administration. This is where a professional employment organization - PEO jumps in.

What is PEO?

PEO acts as a “co-employer” with the company that it is hired to support. This means a PEO will share responsibilities with its customer’s employeesPEOs typically help with hiring and referral processes, payroll management, employee benefits, and other human resource-related functions. In essence, PEO is a type of full-service HR outsourcing for business.

What is PEO and when should businesses use PEO? (Source: Internet)

What are the benefits of the PEO service?

One of the biggest advantages that a PEO offers is to help businesses accelerate their go-to-market

strategies in new geographic locationsIt may take ages to set up a new business and recruit all the relevant expertise in a new market, while

making sure that the recruitment process is strictly followed. This would also be costly to businesses,

particularly those that only intends to have a handful of employees in the new location. 

What services does PEO offer?

The PEO will be “ready to go” from day one to provide business expertise in the following functions:

● Payroll processing

● Benefit plans

● Risk management

● Workers’ compensation insurance

● Cost savings

PEOs provide expertise for most of the important functions within an organization. (Source: Internet)

When does your business need to use PEO?

How to find out whether you really need a PEO or not? Consider all the factors that will help you

determine the pros and cons in terms of the benefits and costs of using PEO. Thoroughly review

all the benefits gained via PEO that match your needs. For example, you are only able to handle 85% of

HR demands and need support for the other 15%. Therefore, understanding the scope of your needs

is a way to justify your PEO need.

In any business decision, it is imperative that all angles of the solution are considered to determine if it is relevant to your business’s current and future operation or not. 

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