Recruitment Knowledge Centre An initiative by JobsXS. Our contribution to the recruitment community.

Businesses of all sizes need to have dogged focus on revenue generation and business growth. They also need to perform certain non-revenue generating activities, like recruitment. If non-revenue generating activities are not performed well, business growth can be hampered in the long run. Hence, resources available to businesses have to be judicially divided between revenue generating and non-revenue generating activities. It is a thin line. SME's in particular struggle to manage both, because, they do not have the luxury of a plethora of resources available at their disposal. So, in their dogged quest of revenue generation and business growth, the non-revenue ..

Happy New Year everyone! Wish all of you a prosperous 2011.

While I was researching to find a topic for our next blog post, I interacted with many corporate recruitment experts. I asked all of them one question - "What key issues related to recruitment strategies and/or processes did your organization face, in 2010?". I received varied responses, but a strikingly common topic that came up while discussing with each of these experts was -  "using social media in recruitment". Social media is the latest buzzword that has also captured the minds of experts in the recruitment industry. I am not ..

I participate regularly in discussions on LinkedIn. What surprises me is that the above question surfaces every couple of months!

For me, the answer to this question revolves around "metrics". Let me explain what exactly do I mean by that.

Firstly, I do believe that you HR professionals add serious value to your organizations and so you have been saying all along. If you are confident that you do, then why does the question - What value do HR add to an organization - come up time and again? This happens because the language you speak is very different from the ..

Everyone knows what Cost per Hire is and its importance as one of the many recruitment metrics that help you to constantly improve your recruitment teams performance. I am just going to summarize what is important to keep in mind while designing a Cost per Hire metric.

There isn't a universally applicable formula to calculate recruitment costs. You will need to determine and track costs pertaining to your recruitment environment. It is important to track direct and indirect as well as internal and external costs while designing this metric in order to get a comprehensive and an accurate Cost per Hire. ..

Good Morning!

I recently came across an e-book written by Christopher W Pritchard. The name of the e-book is "101 Strategies for Recruiting Success - Where, When, and How to Find the Right People Every Time".

This e-book gives a detailed and an in-depth insight into everything that makes up the entire recruitment process from an organizations point of view and also discusses about various process improvements and methods to boost performance. I found the e-book an excellent read. The author is American, so some of the specifics that he talks about may not be applicable elsewhere, but the concepts that ..

I recently came across a crisp article on the internet that covered the numerous methodologies employed by organizations to measure the recruitment process and the reasons they are employed. This article caught my eye because, generally such information is available in bits and pieces all over the internet and one has to do numerous searches, but this short article give you a lot of information at a glance. I found it very useful informative so I thought of sharing it with all of you.

Below is what the author talks about:

Measuring Success
As with all measurement systems and sub-systems, one ..