The Steel Detailer – The Foundation Upon Which Structures Are Built

Real estate is one of the biggest and most lucrative industries currently, what with the need for individuals/groups to find a space of their own in today’s ever-expanding world.

By extension, construction has also become a big part of this process, and such is the demand to complete high-end work in today’s world that different agencies are willing to bid the highest amount for a particular project. This means that construction firms now play a vital role in ensuring that building of any structure goes off smoothly, sans hitches or incidents.

This, in turn, means the need for experienced and smart project managers, structural engineers and architects has become highly important. However, the most important task arguably is that of the steel detailers’, who take inputs from both the engineers and architects to make a blueprint of how the structure should be built –  inside out. This process is known as steel detailing, and this is what we will take a closer look at here.

Such has been the impact of the real estate industry that it contributes to almost 4 percent of the total world output, with the total global property value coming up to $217 trillion by 2015 end. 75 percent of this is made up of residential property. For those interested, the world economy had a Gross Domestic Product output of $80 trillion in the same timeframe.

In the Indian context, the real estate domain is the 2nd largest employer after agriculture and is scheduled to develop exponentially over the next ten years approximately. The real estate market of Indian is projected to reach $180 billion by the year 2020. The housing sector itself forms around 6 percent of the country’s GDP.

Know The Work

To begin with, let’s have a look at two of the key terms here: steel detailing and steel fabricator. A steel fabricator is a company that provides – and at times installs – steel foundations for any construction project.

Steel detailing is the process where a person, known as a steel detailer, makes shop drawings for the steel fabricator. Shop drawings are a set of drawings or a kind of blueprint which shows how the steel members have to be erected to get the best possible shape and stability for the structure being constructed.

Based on the steel detailers’ drawings, the fabricator will cut and weld the members together. Along with this, the detailer will also generate instructions for layout which will aid in building and put together the steel skeleton.

Number crunch: In the US, ironworkers (those who install and reinforce iron and steel to form the structure’s skeleton) are paid substantial salaries for their work. According to the country’s Bureau of Labour Statistics, ironworkers’ median pay is $50,830 per year, and $24.44 per hour, for 2016. There were around 90,300 such ironworkers who were employed in 2016.

Did you know: Structural engineering dates back to around 2,700 BC in Egypt, with the construction of a step pyramid by Imhotep, the chancellor to pharaoh Djoser. However, the oldest structures in the world are the Megalithic Temples of Malta, a group of temples even older than the great pyramids of Egypt or the Stonehenge in England.

Why The Steel Detailer Is So Crucial

The detailer is so crucial to how the overall project shapes up. Having to combine the design of the architect and calculations for size and locations of the steel by the engineer is not easy, and slight deviations can lead to stumbles in how the structure finally looks. The steel detailer needs to be aware of the guidelines and norms of all aspects regarding construction so that the structural steel detailing can be made according to the common standards followed. A good detailer should be able to make even the most difficult of projects conceivable within the given budgets and timeframe.

Did you know: The average pay for a steel detailer per hour is $19.75, while total pay can range from $30,000 to $70,000!

Why Is Steel Detailing Now In High Demand?

Anyone who has followed the developments around the world recently will know that construction is a growing field, what with the worldwide population heading towards a “population explosion”, this means that both residential and commercial complexes need to be constructed every other day. There is no lack of construction work around the world, but each country will have its own sets of challenges and regulations to work around.

This is where a good steel detailer, who knows his/her way around a construction site and can communicate clearly with the various people he has/she to work with (engineers, architects, contractors, fabricators) as to what is the best way to move forward with the project.

While there is no shortage of steel detailing companies around the globe, finding a detailer who can provide quality and clarity is not easy. Of course, this is not to say that the detailer is the be all and end all when it comes to construction of a structure.

But someone who is good at the job can be a big difference between extra costs or losses incurred and making optimum use of available resources to come up with the best structure possible.

Know the union: Most developed countries have trade unions, which include those working in the construction field. These unions take care of demands, requirements, wellbeing and safety of workers.

Technology Cutting Off Detailers

Many companies have started making use of technology to aid detailers in coming up with the best models for a structure. In fact, nowadays, they are doing away with detailers, instead focusing on using the accurate virtual models that are prepared by machines. All that is to be done is feed in details of the construction site and structure, and an accurate blueprint is brought out by computers.

For example, the Tekla steel detailing model has been a big success, thanks to the BIM (Building Information Modeling) technology that is used by the company. This form helps reduce fabrication errors and minimizes the need for rework.

Technology has made its presence in many fields in today’s world, be it sports, finance, politics or human resources, and it wouldn’t be a surprise if the construction field embraces its use shortly. Until then, combining the best quality of steel, the best manpower, the best engineers and architects and detailers can help contractors and fabricators come up with the best structures.

Some of the software used for steel detailing are:

  1. Bocad by AVEVA
  2. Advance Steel by Autodesk
  3. ProSteel by Bentley Systems
  4. Tekla Structures by Trimble Navigation
  5. TecnoMETAL by Steel&Graphics
  6. SDS/2 by Design Data
  7. Soft Steel
  8. SSDCP
  9. SOLIDWORKS
  10. TSD (The Steel Detailer)

Primary Keywords: steel detailing, structural steel detailing, steel detailing companies, Tekla steel detailing

LSI Keywords: real estate, construction, project, project managers, structural engineers, architects, steel detailers, blueprint, steel fabricator, steel foundation, shop drawings, steel members, cut and weld, steel skeleton, common standards, technology, virtual models, fabrication errors

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Print Your Own Reality, Print Your Own Home?

“I’ve Heard Of This, But How Does It Affect Me?”

Though there are no limits to an artist’s creativity, there are of course limits to his/her execution of their creative vision – though that is rapidly changing due to relatively recent technology.

We’ve all heard the buzzwords – 3D Printing, biometrics, blockchain/cryptocurrency and the like. But these are largely looked at as the basis for a futuristic science-fiction TV show or a way to unlock our smartphones at best.

2014 saw a growth rate of 35% in the 3D printing industry alone, across every conceivable industry, from art design and construction to the medical industry and aerospace/ defense as per Forbes.

“But What Changes Can We Anticipate?”

3D Printing, however, is something we’re seeing touch our lives more and more in the past decade – quite literally. Structural steel detailing, in particular, is making great application of the three-dimensional physical mapping and planning properties.

The ability to map a physical space down to a couple of microns is revolutionary in the Structural Steel Detailing industry for very obvious reasons. The first of them is a reduction in the cost of procurement of materials and eliminating wastage thereof.

Constructions materials, TMT Bars, cement blocks and ceramic tiling often go wasted in the tons, with 3D modeling used in conjunction with Steel Detailing, to map out every bit of material required down to the last bits and scraps.

Saving Resources, Saving Lives

This is especially important since Steel Detailing and other construction material consumption are both on a massive rise, given that global poverty was cut in half in the past 30 years.

With government-funded projects across the world, everything from army bunkers and weapon system components, to water storage and pumping parts in developing countries are seeing a massive increase in production via structural steel detailing from several local and global stakeholders.

You can 3D print anything you download the model for. And given the right machinery and resources, it can become a life-changing or life-saving reality in a very short period.

Conventional Examples

A great example and early adopter of this in the manufacturing sector is Ford in the US. As per 2015, Ford was saving over $500,000 per month producing large segments of cars as per 3D modeling.

Ford is also known to revolutionize 3D modeling and structural steel detailing in automobiles through their patented Ford Freeform Fabrication Technology. This is claimed to have cut production time down to hours (from days or weeks required to manufacture it earlier).

NASA’s Made in Space programs allows astronauts and engineers in the International Space Station(ISS) to fabricate their own parts and replacements without needing expensive and time-consuming resupply (through conventional resupply rocket launches and docking).

It’s also known to offer free 3D blueprints for everything from 3D models of launch vehicles and satellites to texture models of the moon’s surface for example.

Creative Examples

From Van Gogh’s Ear to entire housing blocks, the potential and spectrum of what Steel Detailing companies can achieve have only recently seen proper utilization given fairly recent strides in technology.

The applications of Steel Detailing have touched industries extend from bridges to offshore oil rigs such as the ones that Tekla Steel Detailing solutions deal in. Another great example would be this mansion and apartment complex, both mapped and constructed from 3D models entirely.

The components were mapped and “printed” separately and then assembled onsite with almost zero wastage and huge savings in planning and design costs as well.

Artists and inventors can now envision a project in a 3D environment, mapping it dimension by dimension down to the last detail. Curves, load-bearing structures, pylons and the overall picture come together like never before – giving the architects and planners unprecedented accuracy in their execution and assembly phase.

Application Where It Matters the Most – On the Battlefield

Even though eliminating material wastage and ensuring higher accuracy and lower build times are admirable achievements by themselves, they are already being used in crucial operations across the world in literal life or death situations.

The military shows a great deal of interest in the technology as it would eliminate a huge amount of logistical problems about resupply and repair of everything from rifle parts to the components of a guided missile or tank.

These could then be manufactured near the front in a Forward Operations Base (F.O.B) instead of having to be flown, driven or sailed in from their home bases (a logistical nightmare in hostile territory for the US, flying supplies to US troops operating in Afghanistan or Iraq).

Pre-modelled bridges and bunkers can similarly be deployed within hours of entering a combat zone instead of the usual days – even under fire.

Separated by Continents – Connected Via (3D) Blueprints?

Out of over 7.2 billion people who live on this planet, an estimated 1.6 billion lack adequate housing, electricity, water, and sanitation wise – or housing altogether in most cases.

The past decade hasn’t been kind to some of the harshest places to live in politically or climatically. Whether its political instability across Africa (Boko Haraam) and the Middle East (Syrian civil war and rise and fall of ISIS), more than a million people have been displaced by violence alone. This isn’t even accounting for recent droughts, earthquakes, and hurricanes.

NGOs and Governments along with international bodies have made rehabilitation of an estimated 66 million refugees worldwide (as per a UNHCR report) a top priority if peace and development are to reach these regions.

After all, you can’t be curing cancer or inventing the next Mars rover without even a roof over your head. Structural steel detailing companies are no strangers to this reality.

To this effect, “prefab” or prefabricated components are increasingly being used in refugee camps and rebuilding projects, not just because of lower costs than conventional building and conceptualization, but from a time perspective as well.

Endgame…Or Is There An Even Bigger Picture?

While housing the worlds homeless and bringing crucial resources to use are noble pursuits in themselves, one can’t help but wonder if there’s more that can be done with this concept and what it’s future applications could be. 222

3D Modelling is used in everything from designing lifesaving pacemakers, and metallic skull plates post craniotomy to life-ending weapons systems with everything in between being a distinct possibility.

It’s now possible to print tissues and organs, plaster casts and even pills in the Biotech industry. Recent science has shown developments in 3D printed prosthetics for limbs to facial prosthetics and reconstruction surgery.

This is one industry and technological concept to keep an eye on in the years to come.

LSI Keywords used:

  • Steel detailing
  • Structural steel detailing
  • Steel detailing companies
  • Tekla steel detailing

 

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Why Is Customer Onboarding More Than Just Customer Acquisition?

More Than Just Expanding A List

Customer on-boarding can be short and sweet or lengthy and involved, depending on your product or service. Upon signing up, their name goes on to a list of others. And doesn’t that feel good – to see your list grow?

But there’s more to gather than just names. What about picking information that could help you plan your business growth? What about information that could inspire or focus your marketing team?

Beyond The Name

Gender-based has come under fire lately, but there is still room to segment customers in this way. Some products are bought more by women, others by men. Most are largely gender neutral.

So, consider asking a gender question to verify your suspicions about who buys your product. But keep in mind this isn’t an easy question. 1&1.com says this best: as you segment your market by gender, you must “see the current social situation and contemporary needs of both sexes.”

It’s worth noting that you would need to see to the needs of those who do not identify male or female. Then you can confidently tweak your marketing to appeal to your target market.

Choosing The Right Medium

Carol Luther of the Houston Chronicle points out that younger customers are more likely to see your marketing message online or on television. Older clients and customers are more likely to see print ads in a newspaper or hear a radio spot. So, gleaning some data about age at onboarding can be very helpful.

Maps And Tracking

Consider asking where your customer is living. The US Census Bureau’s 2016 census data shows that people from rural areas in the US are more likely to own their home. And if a rural person owns their own home they are more likely to hold it free and clear – 44% for agricultural homeowners as opposed to 32% for their urban counterparts.

This is information that could be helpful to anybody in the construction or mortgage industries. Anybody with a product for older homes might like to know this as well. You can often gather location data during on-boarding by collecting IP addresses eliminating the need for a separate question.

Products Have Personalities Too!

Finding out other personality traits of your customer can help your marketing team modify the product presentation to better match their characteristics. Carol Kinsey Goman writes in Forbes magazine that mirroring has been proven to increase rapport among people.

Babies mirror and mimic their mothers, and we continue to echo our peers and acquantainces throughout our lives to develop relationships.

So, it stands to reason that by simulating our customers’ attitudes and lifestyle choices, a company can foster a closer relationship with its customers. That’s where onboarding comes in.

You’ll need to know those on your list who share these same attitudes as your product so that you can specifically tailor your marketing campaigns accordingly.

Loyalty At Onboarding Isn’t An Oxymoron

Likewise, you’ll want to identify prior or long-term customers. Just because they’re going through the onboarding process doesn’t mean they’ve never done business with you before.

Usually, people analyze sales data about the most recently and most frequent customers. A strategically worded question during on-boarding can increase the number of loyal customers you can identify. Ask prior customers who would like to come back to you!

https://www.forbes.com/sites/carolkinseygoman/2011/05/31/the-art-and-science-of-mirroring/#5b6ca1de1318

 

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What is Recruitment 3.0?

The professional environment and the way people search for jobs is changing rapidly thanks to technology, globalization and various other factors, which means recruitment as an industry needs to change to keep up. There is no such thing as a job for life anymore, and more and more people change their entire careers, not just jobs, several times during their lifetime.

If companies and HR teams don’t keep up, they won’t be able to attract the best talent, and this could have a significant impact on the future of the whole company. After all, a company relies on people. So how does the future of recruitment look?

There are some fundamental differences between current hiring practices, and what is required for Recruitment 3.0 so let’s take a look at some of them here:

  1. The Best Candidates are not Looking for a Job Right Now

One of the key issues with traditional recruitment is that it involves contacting people who are looking for jobs, so those on job boards or signed up with agencies, however, the likelihood is that the best candidate for your position is not actively looking. Market research shows that only 10% of the people with the skills you need are looking for a job at any one time, so that means 90% of all the suitable candidates you could be in touch with are not looking. With traditional recruitment you won’t be talking to them at all so are missing out on a huge talent pool.

  1. What Makes a Good Job Candidate?

Traditionally, a candidate is only someone who has applied to you for a role, and whom you have invited for an interview. They only became a candidate because of that process. Recruitment 3.0 aims to turn that assumption on its head and redefine a candidate as anyone out there who has the necessary talent. It is up to the company to go out and create the candidates, not just wait for them to come to your HR department.

  1. A Good Employment Brand is Essential

While most companies spend a lot of money on their corporate brand for marketing purposes and to sell their products or services, not many spend time developing an employment brand to attract the best talent and showcase what it’s like to work for the organization. This is a key factor which needs to change for Recruitment 3.0.

  1. Creating a Talent Community

No-one can dispute the power of the internet and social media to bring people together and create engaging communication, but very few companies are taking advantage of this when it comes to engaging with a potential new talent pool for their workforce.

Many create job boards or post jobs on Twitter, but this is outdated. Recruitment 3.0 is about building talent communities, using brand ambassadors to spread the word about how great you are at work.

This was a very quick summary of some of the fundamental changes which Recruitment 3.0 will bring to the world of job hunting and talent acquisition. Companies need to progress with their HR and realize that the new era of recruitment is about building communities by listening and engaging with new talent.

LSI Keywords

  • Recruitment
  • Recruitment 3.0
  • What is recruitment 3.0?
  • What does recruitment 3.0 mean?
  • The future of recruitment
  • New era of recruitment
  • Job hunting
  • Talent pool
  • HR
  • Talent acquisition

 

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Recruitment 3.0: The Next Stage in Company Hiring

In the professional environment, recruitment procedure has changed and updated itself with different versions across the decades. Currently, Human Resource departments are looking ahead to version 3.0, summarised by a need for considerable change in the way employees are hired to companies and adapting to the latest trends in job-seeking.

The concept was originally devised by Matthew Jeffery, a world-leading strategist in Recruitment and Branding. In 2011, he penned a document analysing the future of recruitment and how it would be impacted by updates to technology and company procedures.

A Several-Pronged Approach

As this occurs, previous recruitment models have gradually become obsolete, forcing businesses to keep pace with an ever-changing job market. Jeffery’s work identified six major trends that would be made more prominent in the years to come.

The first stated the importance of understanding that not everyone is looking for work. An HR department needs to skirt around this area and target those who are actively seeking employment. The second emphasised that everyone is a possible candidate, even consumers which encourage businesses to be more open with their recruitment process.

The third point argued for producing a particular employment brand, one which is highly recognisable and easy to engage with for applicants. It also gets a reputation for the business that goes beyond corporate identity, showing how it supports potential employees emotionally.

Point four engages with people psychologically, building a relationship that compels a candidate to apply for a business’ vacancy. Simply having a two-way conversation face-to-face is more personal than a blank set of company emails and can make a new employee feel more welcomed into a company.

Transparency and Moving Online

The fifth point promotes that you can’t control what people say, whether it’s an interview, appraisal or business meeting. Keeping an open channel with both employees and candidates is critical in this regard. The final point from Jeffery argues that building relationships and communities is key to adapting to each new employee.

The power of the internet and social media is also pivotal to this future of recruitment as it allows employers to communicate with thousands of possible candidates, communicating their current vacancies to attract more applications. However, Jeffery also said that while Facebook, Twitter and other networks have become de-facto job boards, they won’t immediately lead to fulfilled roles. Instead, they should serve as a tool to improve a company’s advertising while also engaging with potential candidates on a personal level.

Jeffery concludes his article by emphasising that a wide variety of skills will be needed to ensure a smooth and efficient process; this includes public relations, direct and indirect marketing, segmentation and Candidate Relationship Management (CRM) among others.

Considering his words: “What we do can make or break a company”, the nature of recruitment is sure to grow more important as the hiring process evolves into its third version. Depending on where technology progresses to in the future, this set of ideas could evolve even further.

(500 Words)

Keywords: recruitment, skills, employment, company, version, 3.0, Matthew, Jeffery, candidates, process, applications, people

Source: https://www.eremedia.com/ere/a-vision-for-the-future-of-recruitment-recruitment-3-0/

 

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What is Recruitment 3.0?

There has been a fundamental shift in the landscape of recruitment over the past decade. With a dwindling pool of talent to choose from, the global race for best talent is on. Recruiters feel that the current system of education leaves candidates unprepared to hit the ground running when it comes to work.

Recruitment 3.0 focuses on improving the quality of hires while reducing the time to hire ratio and cost per hire ratio. The aim is to build talent pipelines with transparent 2-way communication to keep people engaged.

The Process of Recruitment

As the needs of the market and the talent changes so does the process of recruitment and the expectations of recruiters.

Recruitment 1.0 – The era of Resume Databases from 1990’s to mid-2000’s. It encompassed traditional recruiting methods with a fairly large timeline.

Recruitment 2.0 – The Rise of Social Media due to the need for community-centric consciousness around 2005 onward. The recruitment process moved online with technology for online job boards.

Recruitment 3.0 – Web 3.0 pushed the recruitment process into the digital age of Contextual Web. Google’s update to its hummingbird algorithm in Aug 2013 was designed to help it derive both context and content from Google searches.

It is expected that in the near future a search phrase of “I want an accountant in Paris with 5 years’ experience” will give customized results as Google would have pulled all data relevant to the “I” from the relevant social media accounts, company blog and CRM to give a customized search result.

The Core Philosophies of Recruitment 3.0

1. Everyone is a potential candidate – Anyone volunteering to be elected by applying for a job post or being referred or willing to be considered could be a potential candidate. Research indicates that 90% of talent suitable for available roles is not looking for a change. The remaining 10% of active job seekers are being fought over by competing firms and talent acquisition companies.

2. Employment Brand is Pivotal to Success – The identity of a business, its core values and its promises to its employees and customers is the employment brand. The better the brand, the better they would look to potential recruits.
Relationships sell. Potential recruits are looking for honesty, authenticity, integrity and transparency in their workplace.

3. Relinquish control over what other people are saying – The digital age ensures that there are many avenues for people to get their views out through social media, blogs and other web boards. Businesses cannot extend any control over the messages being posted. However, PR and marketing departments can embrace this and open a channel to officially seek community inputs to get a better angle on the perception of their businesses.

4. Relationship building is key – Differentiating your social media from others is key. Building relationships, engaging the community and keeping them interested enough to build a viable pipeline of potential employees is vital to the recruitment process.

64% of hiring managers estimate that the best candidates are drawn from referral pools, and they have the added benefit of reducing the time to finalize recruitment from 39-45 days to 29 days. Furthermore, 47% of the candidates through referral are known to stay for more than 3 years on average when compared to compared to the 14% who come from job boards.

 References:

  1. “A Vision For The Future Of Recruitment: Recruitment 3.0” – Matthew Jeffery [ERE}
  2. “RECRUITMENT 3.0 | The best source of Hires” – Hicham Gharib [LinkedIN]
  3. “Recruitment 3.0: Looking Outside The Box” – Lalit Bhagia [Accountests]
  4. “Web 3.0 And What It Means For The Future Of Recruitment” – Irene McConnell [Workology]
  5. “Required Reading For Recruiters – Recruiting 3.0 & 4.0 Explained” – Jennifer McClure [Unbridled Talent]

 

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Recruitment 3.0 – Is Social Media Changing the World of Recruitment?

What you do on Social media speaks volumes about the kind of person you are. Recruiters are using Social media networks like Linkedin, Instagram, Facebook and Twitter, etc. like never before, to spot and hire the best talent in the industry. They also use these platforms to retain talent that is at risk of leaving. This is Recruitment 3.0 for you.

The first interaction that a potential worker has with the company is during the recruitment phase. It is important that this phase is carried out properly as fingers are usually pointed at the recruiter if the selected worker isn’t able to meet the expected levels of performance. Recruitment over the internet is a reality today and companies are looking beyond traditional methods of recruitment to hire talented individuals.

Recruitment 3.0

Traditionally, workers would upload their résumé against job offers posted by companies on their websites or even newspapers. Recruitment 3.0 works differently – potential candidates that are found suitable to fill the vacant roles in an organisation are reached out to by recruiters themselves. Social media users, who are keen to be spotted by companies, are also becoming increasingly careful about how they showcase themselves on the internet. Whether it’s their résumé, Facebook, Instagram and Twitter handles or their personal blogs and websites – they are all at the top of their game – they have to be.

Social Media & Hiring

Through social media, if the company wants intricate details about the potential candidate and wants to attract the best talent that could fit into its organization. Potential candidates too are looking out for reputable companies to work for and want to research extensively about the company. From what is it doing, what would it be like to work with them to whether their goals align. Essentially it all boils down to the fact that recruitment today is a two-way street where both the parties involved want to emerge as winners, and nobody wants to go home disappointed.

In the current market, a company’s reputation is of utmost importance to catch the attention of the limited pool of talent available. Companies have begun realising this and have resorted to social media to create a stronghold in the online world.

LinkedIn, in particular, enjoys unparalleled popularity in recruiting candidates – especially those of a higher grade. Welcome to the digital world where companies have gone as far as creating videos to advertise about their job openings. 

Social Media as the Game Changer

Whatever be the method of recruitment, it isn’t uncommon for recruiters to ultimately resort to social media to know more about the potential candidate. Activities of a candidate on the internet, social media, in particular, gives a great insight into the candidate’s personality and this also serves as an excellent medium to carry out extensive background checks of the candidate. It isn’t uncommon for recruiters to use the internet to validate the information that the applicant has provided – search engines like Google and social sites like Facebook give information about a candidate at the click of a button. 

Going by the pace at which things are going, traditional recruiters will soon lose out on thousands of potential candidates if they do not upgrade themselves to newer forms of recruiting like Recruitment 3.0.

LSI Keywords: recruitment, recruitment 3.0, Linkedin, social media, the internet.

 

 

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Talent Resourcing is not Head-Hunting: A View of Recruitment 3.0

How does a company recruit the best talent for a job? Matthew Jeffery, Head of Talent Acquisition at Autodesk in an article from 2011, says, traditionally there been two stages to spotting real talent.

The Process of Recruitment

Recruitment process 1 was during the pre-digital days when a company advertised in mainstream media, waited for candidates to apply, short-listed them, put them through an interview and picked their ideal candidate. Recruitment process 2 was equally bureaucratic, but the difference was that candidates started applying digitally with job-sites through online resumes.

Redundancy

Jeffery says that Recruitment of talent in the first two formats is now redundant. He says a new way of talent resourcing has caught up to the advantage of the ones creating opportunity and those who use the chance to enhance their skills. Matthew Jeffery calls this new phase of talent scouting Recruitment 3.0, through the effective use of social media.

The Difference?

The primary difference is to segregate job-seekers as against talent pooling. Job-seekers may be qualified, technically-equipped and to a greater or lesser degree experienced in a given category. These candidates would only be 10% of those applying for a role in any given sector. 90% of the candidates are either unreached or unaware of the openings.

Potential Talent

Jeffery terms the 90% potentially talented but non-active as a segment. The talent potential could have skill-sets far more varied and superior to the usual job-seekers who have got used to the grind.

The way to woo a potential talent would be by defining a candidate as a volunteer to an electoral process. Choice thereby clearly emphasised as a social process where everyone is, hypothetically, talented.

Too Good to be True?

Although this might sound too good to be true, there are at least two sound reasons why Recruitment 3.0 could be the way forward.

The digitisation phase of the first generation has come to an end. Data mobilisation of the old industrial set-up has transformed manufacturing as a sector and as an economic entity.

Shift in Priorities

The old macro-system held through by hierarchy is soon to be dismantled. Digital processing of data has given way to the manufacturing of digitally integrated systems such as Internet of Things (IoT). Traditional capital has given way to impact investment scenarios shifting the way businesses operate at the human scale.

Skilled Choice

The versatile move has scaled up the definition of the job as a skilled choice rather than a mere livelihood. Livelihood itself is increasingly being viewed as a culmination of latent potential rather than as the blue-collar sector of the old industrial system.

This horizontal expansion of business convergence on a global scale makes Recruitment 3.0 as a proposition of high social capital.

Changing Realities

The shift in education as skill enhancement is another important reason why 3.0 holds more than casual water. Honing of specific skills is both a universal value-addition as well as a culture-specific symbol of talent accumulation. This potential was hitherto watered down by academic degrees that prepared nobody to the changing realities of the market.

Slow Change

But as Matthew Jeffrey himself says, employers as a group have barely awoken to infuse an “emotionally-engaged idea of transparent talent resourcing”. There are very few indicators for a breakthrough in creating an employment brand as against the building of corporate brand value.  

Primary Keyword:

Talent Resourcing

Recruitment Process

Talent Pooling

Potentially Talented

Candidate as Volunteer

Specific Skills

Employment Brand

 

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The Future of Recruitment Is Here: Recruitment 3.0

“If you meet the criteria, you get the job. If you fail to meet the standards or just get one of the interviewers angry by staring at them, you don’t.”

‘The process of hiring the best candidate for a job opening having the right skills, after finding them in an efficient manner.’

The definition of recruiting hasn’t changed over the years as well as the recruitment process either.

This changes with the arrival of recruitment 3.0, ushering in a new era for the industry. “So what is recruitment 3.0 exactly, how is it different from recruitment 2.0 or just recruitment?” Let’s jump right to the answer.

All of these points are lacking in the traditional approach to recruiting.

Make Recruitment An Engaging And Interactive Process

Every neighbour and their dog know how a general recruiting process goes by. Find a company looking for candidates with your skill set. Then contact the company with your CV and if you get selected, go past their selection process after which you get into the personal interview sessions.

Finally, if you meet the criteria, you get the job. If you fail to meet the criteria, you don’t.

This stagnant process needs an overhaul which is exactly what one of the elements of Recruitment 3.0 is.

By building an engaging process of recruitment rather than the same old non-distinguishable from the millions, you get more candidates interested. Instead of emailing CV and waiting for a long selection process, how about a live video chat with the said candidate after verification of their identity and documents?

Human Beings are social animals. We love to communicate our thoughts and ideas. Making recruitment processes transparent like this greatly piques the interest of potential candidates.

Don’t Take Your Brand For Granted And Provide Better Work Environments

Big brands rely on their market name to attract new candidates each passing year. However, they forget the fact that the market is ever-changing.

Candidates are continually being snatched up by relatively newer companies that offer more or less the same pay but have a more attractive offer. This can be either due to better facilities for employees or easier selection processes.

Regardless of the underlying reason, candidates are moving away from your brand. Many of them potentially among the best fits for those roles. All this because of you, a recruiter, may be failing to acknowledge the changing trends.

This is something that is changing this new recruitment process.

Don’t Assume All Candidates Are Looking At Your Job Offer

Sure, job hunt websites, advertisements and CV searching results promise of thousands of potential candidates for a particular role. However, they may not be the most ideal.

Consider this, while unemployed, even the most experienced candidate will search for jobs. But when this isn’t the case, like when he/she is already employed, things don’t work the same way. They might be earning less than what you offer, but due to lack of interest, such potential is wasted.

Recruitment 3.0 aims towards fixing this issue. Instead of thinking traditionally, and going for the minority of interested candidates, we broaden the pool by hitting the majority too.

Candidate Psychology Can’t Be Challenged

As expressed before, human beings love to talk, and if you as a company do not acknowledge this fact, then you are in for a surprise. When companies follow a strict work environment where any form of social gathering other than that in the same designation is shunned, it will negatively affect the company.

It’s 2017 already, people have become more social than ever. One bad move by a company towards one of the employees can start a textual wildfire over social media overnight.

Word spreads, people verbally state their disagreement, and unless you are one of the Fortune 500 companies having millions of dollars to fall back on, you take a big hit. Overnight, you have lost your candidates trust and thus their determination and also end up losing untrusting candidates to other companies in the long run.

The goal of the new recruitment process would be to provide very friendly and open environments that nurture the relationship between owners and employees and develop better HR teams.

These are the changes brought up by Recruitment 3.0, which in itself is steadily evolving. Unless employment leaders who have majorly ignored these points up to this point, embrace the changes brought up by the fast-paced world they risk being ruled out.

LSI Keywords-

Primary kw- Recruitment 3.0

Variants- recruitment 2.0

Synonyms-recruitment process, new recruitment process, recruitment processes, recruiting process, recruiting.

 

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