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Unlike active candidates, passive candidates are the most sought after resources in the job industry as they are known for their stability, contribution and performance in their respective company. However, in this day and age, novice recruitment professionals aren’t in a position to source passive candidates for niche requirements.
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Recruitment is an inevitable function of every company. After all, the strength of an organisation is determined by the talent that recruiters are responsible for bringing in. People form the core foundation of a company and are the only tangible assets that are capable of offering transactional inputs and feedback.
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The tiff between hiring managers and recruiters is a never-ending saga. Every employee of any organisation undergoes this inherent feeling of dissonance among their colleagues, and more often with their managers. Similarly, in the recruitment industry, recruiters often complain about their managers not understanding the current job market, which often leads to challenges during the recruitment process.
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Aruna has an experience of 3 years in the IT industry. Recently she attended an interview with a multinational company. As a part of the interview process, she was asked to play an online game which had 6 levels. Upon completion of all the levels, Aruna was directed to the hiring manager and Voila!
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So how do we make recruitment a much fun-filled activity? It all depends on how we experiment with it. For instance, if we use social media instead of recruitment portals to source candidates, we not only end up getting the best talent but also promote our brand to a much larger audience.
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Candidates are the most prized possessions in the recruitment industry. As recruiters, we make it a point to track the progress of each candidate we place with our clients. We take regular updates and information regarding their growth and performance in the organisation.
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