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For Employers, Uncategorized

The recruitment process can take up a lot of Time & Effort. Recruiting Consultancy prefers a long process to hire a more eligible candidate for a company. But recruiting consultancy has its drawbacks also, as it consumes more time and is a little costly. But some agencies also work very fast and get a better result in less time and are also cost-effective.


There are Six ways in which you can fasten your recruiting process:


1. Detailed Job Description:

A detailed and well-informed job description helps the candidate to understand the role and responsibilities of the position. Hence, only the eligible candidate can apply for the role. A job description can be detailed but not too long. Use bullet points and highlight the roles and responsibilities and required qualifications.



2. Reduces the Steps in Hiring Process:

Reducing the hiring process does not mean you need to exclude any steps rather you need to simplify your process. During the interview, there are many rounds. In every round, the recruiter asks about your introduction or just asks a few questions which can be repeated which also delays the process. To fasten the process, the recruiter should use proper screening which helps in reducing the interview round and take less time in properly interviewing a candidate.


3. Use an employee referral program:

Employees are a great source for hiring a candidate. An employee knows the business better and also knows the job detail and accordingly refers to their candidate. So through the employee’s referral program, we cannot only hire the most eligible candidate but it is also very cost-effective.



4. Only Interview the eligible candidate:

Many companies are looking for a candidate, while interviewing they shortlist some candidates. Some candidates are eligible but not enough to get selected. So, the recruiter must act hard-heartedly and only interview the best candidate.



5. Make use of social media and Job boards:

Many companies use social media (like LinkedIn) or job boards (like to reach the maximum audience. It is a digital era where billions of people are active online. Therefore, the use of social media and job boards is also essential.

Through digitization, the recruiting process can be fastened and tracking records can be easier. Recruiting using the right job boards can lighten the efforts and get an error-free screening process to hire the eligible candidate more smoothly.



6. Get Professional help:

Managing the recruiting process is not so easy, sometimes it is tedious, sometimes it is worse. In this case, you can get the service from certain recruiting agencies. Fastline is also one top recruitment service provider. They make sure to provide you with the right candidate for the role you are asking for. You can reach them easily as they are loaded with talent to provide professional help. The consultancy has its strategies and process in which it can help the company and provide jobs to the rightful candidate.


Take the advantage of our company to get the best results. We have a proper team of recruiting candidates who help companies and candidates both to meet their requirements and achieve their goals. Fastline is here to help you. Get the best recruiting services!

For Employers, Uncategorized

The recruiting industry has faced a vast impact in recent years. After the covid-19 breakdown, the recruitment sector faces many problems, and this situation gives a chance to new technologies, and advanced hiring practices undoubtedly played a hand, and is manifest in the rise of such trends as virtual interviewing and optimizing the candidate experience.


Let us see how the talent acquisition technique adopts in 2021. Here are 10 ongoing and emerging trends that should have a heavy impact in 2021.



1. Artificial Intelligence (AI): One of the fastest-growing areas of talent acquisition software today is the use of artificial intelligence (AI) to source, assess, and screen employees. AI is trending because manually screening resumes and interviews is still one of the most time-consuming tasks recruiters face. But, AI-based software (Like Natural Language Processing (NLP) is used to interact with potential candidates and offer personalized communication with the latest chatbot technology. By combining voice recognition with this software helps in analyzing and reviewing candidate interviews much faster.

2. Analytics: The use of analytics across talent acquisition helps recruiters to identify the best matches for a job based on numerous parameters such as location, experience, education, and relationship networks. Analytics can help provide recruiters such metrics as – a source of hire, time to fill, time to hire, age of job (how long a job has been open), offer acceptance rate, cost per hire, quality of hire, vacancy cost (how much it costs the organization while the position remains vacant), and diversity.

3. Virtual Interview: The recent trend that has emerged in the talent acquisition and recruitment area is the virtual interview. During Covid-19 many companies switch to work from home, and it is necessary because many people can not travel from one place to another. The same condition appears while recruiting a candidate. Virtual interviewing (or Remote interviewing) involves job interviews taking place using video conferencing software, such as Zoom, Microsoft Teams, Cisco Webex, and similar platforms.

4. Work Culture: Work culture is a very crucial factor that binds a company together. It is challenging when an employee has to do work-from-home, and the increase in remote work makes building and maintaining a solid company culture more challenging in recent days. Therefore, it has become more difficult for an organization to put lots of effort into mustering the employees around their core values, company mission, and overall vision.



5. Contingent Worker: With businesses facing problems from a certain period due to the Covid-19 situation, managing and staffing the workforce is increasingly difficult. Short-term project works require flexibility, and contingent labour can help in meeting these demands. The trend to use contingent workers is increasing and is creating a hiring process expressly for them. The process for contingent workers is different than it is for full-time employees, and the process is quite complex, and companies need to be set up to seek out, recruit and process these types of hires.



6. Skills: Assessing skills and using them to source, screen, and match candidates to open vacancies. According to a study, 84% of bad hires typically lack soft skills such as creativity, persuasion, teamwork, collaboration, adaptability, and time management. Identifying such skills has traditionally been a hurdle, which is why recruiters are looking to revise their assessment methods as the demand grows.



7. Diversity: Statistics data show that businesses with a diverse workforce have better productivity and profitability. From time to time, it is shown that diverse teams perform better. Many firms are looking to expand the diversity of their workforces, and recruiters are accountable for identifying and bringing a broader diversity of candidates into the talent pool.



8. Employee experience: Business organizations that focus on maintaining a positive experience for employees are determined to be more successful and profitable. The same impressions exist for the candidate experience. Enhancing career sites and doing surveys to get feedback from candidates are two ways employers have improved their candidate experiences.



9. Quality Hiring: In the current era, Technology is an essential need for everyone. For businesses, this technology is beneficial to assess new candidates. This technology is based on AI (Artificial Intelligence). Through AI, it can be used to measure the performance of the recruiting team itself. It is easier to hire a candidate over quantity, but the quality is a little harder to assess, and it is also cost-effective.



10. Social Media Marketing: It is one of the biggest platforms where a talent acquisition team or recruiters interact with the candidate more effectively, as recruiters reach for the extra mile. The number of smartphone users worldwide was estimated to reach over 3.8 billion in 2021, and with increased mobile usage and on-the-go interactions, recruiters will increasingly capture users’ attention on platforms like LinkedIn, Instagram, Facebook, and Twitter.

For Candidates, Uncategorized

High grades of schools or percentage of college are an essential factor in some cases such as, to get your CV shortlisted. High grades or percentage matters when you opt for analytical skills or financial skills.


A high grade or percentage defines that you have dedication, hardworking, commitment to achieve your objective. High grades of schools/colleges may attract the recruiter’s attention to shortlist your CV, but it won’t make you stand out from the crowd, mind you!


In other words, Grades can be beneficial in some job searches, but only to a point. Interviewers may not use them further to evaluate you. Interviewers look for communication skills, critical thinking, interpersonal skills, creativity, analytical skills, and projects that you have completed that show your leadership skills and proficiency to work in a team.


Grades are necessary for most jobs that require a college degree, for skilled trades jobs, because many such jobs require problem-solving and analytical skills.


Not everyone has a good or high grade in school or college. It doesn’t mean that they are incapable of getting a good job. For any Job, interviewers seek candidates who have skills and experience in that particular field and can be fitted for the position ask by the company. If you have a high grade then it is good to mention it in your resume. But if you have low grades, you can disclose it in some cases where it is required.


When you apply for a position that requires a good or high grade, but you have a low grade, in that case, the interviewer requests to justify your grade.


If the interviewer asks about the low grade, justify your grade with a genuine reason (remember to not make any bluff or excuses). If you have to work full-time to put yourself through college or there are any medical emergencies, if yes, the recruiter may be willing to overlook the low grade.


In the research report, it is found that a well-paid job with a dignified position & a high growth potential requires superior analytical skills with High grades at utmost priority. On the other hand, if you have skills for that particular position and you hold experience for that job role, high-paid jobs are procurable, and you also don’t need to show your grades. All that matters is your Quality skills and your determination.


Pro tip: Research the job requirements thoroughly and highlight the qualities that will help you do well in the role. It is not your past that is under the microscope but the qualities that will help you do well in the future.

For Employers, Uncategorized

The success of a company is possible when its employees are succeeding. All employees have an equal contribution in making the company successful. Therefore, along with the branding of a company, employer branding is also becoming necessary.


You have to take care of whether employees are getting proper satisfaction from your company or not. Because if they are happy, they work hard and give their 100% to the daily tasks. Maintaining the interest of your employees in your company is a must. When you want to build an employer brand, you have to ignore the below things:


1. Taking employer branding as a short-term project.

Practice long-term thinking, not the short-term, please! You are supposed to make sure that your employees stay with your company for a long time. Creating a long-term relationship with your employees will help you build an employer brand gradually.


2. Unqualified employees.

To build the employer brand, you need talented and qualified employees. So, while hiring employees for your company, select only qualified applicants whose skills and backgrounds perfectly fit your company. Find the best match for the job role you are going to assign.


3. Unrecognized brand identity.

For employer branding, your company needs to have a known brand. Because until your company has its own identity, you cannot create the brand identity of your employees. So, work on your company’s branding without any delay.


4. Not focusing on employees learning & growth

Always pay attention to what your employees are learning from your company. People want to join a company only when they are getting something new to learn. If you want your employees to stay in your company then they expect growth in their skills, knowledge, and career constantly. And when employees grow, the company also grows.

5. Forgetting the promises

Always fulfill the promises you made with your employees. Because only when you maintain their trust, then they will be motivated to move forward.


6. Not Staying Up-To-Date

It’s very important to walk step by step with the growing era ahead of today. Because until you are not up-to-date, you cannot make your identity and there will be a threat of losing your employer brand. So always try to stay up-to-date.


If you work upon these things then you will set up a strong workplace culture, increase the Employee Value Proposition, and will be successful in building your Employer Brand.