In the era of digital transformation, technology is reshaping many aspects of our lives, including the way organizations approach recruitment. ChatGPT is one technology that is making a huge impact. ChatGPT is revolutionizing the recruitment process by offering a number of benefits to both recruiters and candidates.

In this blog, I share my own experience of how ChatGPT has revolutionized and streamlined my recruiting efforts.

1. Create a Job Description –  

This technology can be used to generate unique and effective job descriptions that accurately reflect the required skills and qualifications for the position. This can help attract more qualified candidates and ensure that the position is filled by the best possible candidate. In addition, it is important to use a fair, transparent and unbiased system to ensure that all candidates are treated fairly. I asked ChatGPT to create a job description for a music software developer, here's what they came up with :

As a recruiter, my daily tasks involve more than just matching candidates to job roles; it is a journey of understanding, patience, and precise listening. While the job might seem to revolve around resumes and interviews, the skills of listening and patience have proven to be my most valuable assets. Here is how my role as a recruiter has transformed me into a better listener and a more patient individual

From Rushing to Reflecting: How Patience Enhances Recruitment

Throughout my journey as an HR recruiter, I have come to realize the significant impact that patience and listening skills have on the success of my role. I used tofeel compelled to rush through work and Discussions, eager to meet deadlines and move on to the next item on my to-do list. I realized that rushing through tasks and conversations hindered effective communication.

It prevented me from fully understanding the needs and aspirations of the candidates. This new way of thinking changed how I did my job. It made me focus on quality rather than quantity and building real connections instead of just doing business. I began to see candidates as people with their own stories, not just names on a list.

The Magic of Patience: A Recruiter's Guide to Understanding Candidates

Recognizing the value of patience, I realized that when I rushed through my work and talked with people, it made it hard to really understand them. It is like trying to read a book by just looking at the pictures on the cover. Hence, I took the decision to slow down and be fully present in each interaction.

I realized that patience is more than just waiting for things to happen; it is also about being patient with the process, allowing applicants to completely express themselves and for me to understand their unique stories and objectives. By being patient, I was able to create an environment in which candidates felt respected, heard, and understood. Active listening involves not only paying attention to their words but also observing their non-verbal cues, asking thoughtful questions, and providing them with the necessary space to share their thoughts and concerns. This method allowed me to have a better grasp of each candidate's motivations, strengths, and areas for improvement.

This change not only made me better at my job but also made me a better person. It was like discovering a new side of myself. By listening more and being patient, I learned to understand people better and care more about their feelings. It is like learning how to connect with others on a deeper level. My job was not about finishing tasks anymore; it became a chance to make friends and help candidates succeed.

‍Conclusion      

In the world of recruitment, success is not defined by filling job positions; it is about creating connections that benefit both the candidate and the company. My position as a recruiter has sharpened my, teaching me that every word holds significance, and every candidate has a unique story to share. By combining patience with active listening, I have not only excelled in my job but also grown as an individual who values the art of understanding and connecting with others and This transformation has made me more empathetic in all aspects of my life, enriching both my career and my personal journey.

                                       Startups receive hundreds of job offers a year, and arranging a recruitment marketing campaign is a mechanism to confirm that your way is different from others. But how can you attract their attention without climbing office stairs?

The phrase ‘recruitment marketing’ has turned into the recruitment industry’s favourite tagline since 2016. As it helps organisations become a lot   more proactive about the talent personas that they’re going after events, pipelining, contents or talent networks, recruiters have some platforms like GitHub and StackOverflow that they need to look at to find great developers. But in reality, some tech companies have been working on it for years. From providing free smoothies to slides in the office, startups have attained a name for creating funky ways to attract new developers.

What is Technical Recruitment?

Technical recruitment is sourcing technical talent for IT and technology-based roles such as UX design, Data Analyst, Full Stack developer. It can seem pretty exciting, especially if you are not a techie. Technologies like Java and JavaScript sound similar but are the opposite. It does not matter if you are unsure of the nuts and bolts of each technology.  However, it is important to know what type of skills are required for that role and the types of projects you would work on. Sometimes, asking candidates to explain what they do, not only checks their technical skills, but also gives an indication of their patience and communication.  

Technical recruitment is very challenging, however, the best thing about working in this environment is the opportunity to connect with different levels of people. I have connected with ex- candidates though it’s time consuming and difficult to maintain relations with them, but investing in them can pay off when it's time to hire and also it helps to reduce work on new candidates.

As a small-town girl, after finishing my post-graduate studies, I enrolled in a few programming courses and began looking for work, but I didn't get any good opportunitiesAfter a few months, due to the covid-19 pandemic, I had to return to my hometown.I had the opportunity to work with PRODT during the pandemic. During my selection process, I was interviewed by the Company's HR and the CTO. The interview process was very smooth and comfortable, which helped me forget about my nerves. Fortunately, I was chosen as an HR intern and began working for the company on June 17, 2021.The next day after I started, there was a meeting which we call “Hangout Meeting'' where we play games, communicate to get to know each other better, and participate in various activities to unwind from our daily work routines and strengthen team bonds. So, I met all of the ProDT employees in that Hangout meeting. I was nervous because I had been told that the CEO of the Company, Mr. Sanjeev, would be present at that meeting. But he greeted me with a big smile and quickly dispelled my fear.And that’s how my PRODT journey started.

This was a completely new field for me, so I made many mistakes, but my colleagues, leaders, and CEO supported me throughout my journey. This internship has taught me a lot about what it takes to be an HR professional. I gained not only valuable experience, but also knowledge, confidence, and the ability to be patient. Furthermore, my communication skills improved, which aided me.Today, I’d like to share a personal story about how I dealt with work stress.

As part of my recruitment work, I sometimes manage only one or two criteria, while other times I manage several. The HR Manager assisted me in allocating responsibilities amongst ourselves and operating accordingly.All of a sudden I was in charge of 4-5 requirements, I was having difficulty concentrating. I used to work late into the night to complete this task. My mind was racing with ideas for work tasks or problems I needed to solve the following day. These things began to have an impact on my mental and physical health.

The Company’s CEO and HR began to notice my stress, and they aided me in how to deal with stress by advising me to engage in my hobbies and remain calm in stressful situations. A brief talk with them inspired me and helped me better manage my time and increased my productivity at work. In order to manage my time, I understood the importance of scheduling. While doing so, I started making a to-do list to finish daily assigned targets and so managed to focus for 2 hours on each requirement as well. And guess what? We filled 3 positions in less than a month. I received positive feedback from Sanjeev, which I was pleased to hear.

I am grateful to PRODT for creating a stress-free working environment for me. ProDT has a welcoming and open culture that encourages employees to share their concerns without fear of being judged. ProDT has aided my personal and professional development, and I continue to learn on a daily basis.

                                         Every type of work has its pros and cons and the same can be experienced with work from home. These work from home jobs were a rarity before the pandemic was hit but after a nationwide lockdown, businesses started dealing with major losses in COVID-19 and began their work from home mandatorily. Now, 70% of people are working from home and this gives employees resilience which is missing in the workplace. You can cultivate better resilience by adjusting your mindset and habits.It has also blurred the lines between home and work leading to increased employee stress and diminished overall well-being.We can set our own time to start/end the work as this is easier because we can work according to our comfort.

Recruitment is the process of sourcing, short listing and selecting the right candidate for the right position. There are lots of techniques for recruitment like external advertising which includes most of the ads you see on a daily basis such as signs or displays and print advertising includes newspapers, magazines, etc. Social media advertising is the practice of online advertising that focuses on social networking services and many more. Most of the companies utilise social media for recruitment. Being active on social media allows you to find the appropriate candidates in lots of ways.

In this blog, I will discuss some of the ways of social media recruitment.

Participate in the right conversations:

- LinkedIn: LinkedIn is the most frequented social media platform and world’s largest professional network. Being active on LinkedIn groups is a great way where you can find candidates and select the right ones. Using hashtags is another way to get your job openings in front of the candidate. Hashtags on LinkedIn are used to reach as many candidates as possible including those not connected to you. Using hashtags will make your content discoverable.

It is a well known fact that a person searching for vacancies will always always look into every opportunity he gets, but it also means that there will be a lot of competition for recruitment. It is very important that along with the job description, you mention the perks of working in that organization. Never forget that an employee always considers his future when joining an organization so make sure that the job you post for, shows the promise for their career growth as well.