Unleashing Experience Cloud Benefits

Selectiva’s expertise shines through in transforming business interactions and reinforcing client and partner relationships for sustainable growth and customer satisfaction. The cornerstone of this transformation lies in creating personalized and branded portals designed for customers, partners, and employees.

By implementing Selectiva’s Salesforce Experience Cloud solutions, businesses can expect more significant interactions, personalized content delivery, self-service options, and enhanced community engagement. This improves customer satisfaction and provides valuable insights through feedback, facilitating continuous product and service improvement.

One of the standout features of Selectiva’s approach is the significant time and cost benefits it brings to organizations. By streamlining processes and prioritizing strategic initiatives, teams can focus on what matters most, driving overall efficiency and boosting profitability.

Smart integration, Creativity off-the-shelf, Mobility solutions, High engagement

Selectiva distinguishes itself through innovative integration capabilities, offering off-the-shelf creative solutions and providing mobility solutions that align with the ever-evolving needs of businesses. The high engagement levels facilitated by Selectiva’s Salesforce Experience Cloud services set the stage for a transformative journey into the future of customer and partner engagement.

Transforming businesses with excellence

Selectiva’s Salesforce Experience Cloud solutions redefine customer engagement across various sectors. Their tailored Customer Service Solutions empower support teams and customers with seamless self-service portals, forums, and knowledge bases. This not only enhances customer support but also contributes to the overall efficiency of the business.

For efficient data management, Selectiva’s Account Management Solutions allow organizations to access and manage data effortlessly, integrating seamlessly with ERPs and e-commerce platforms. This streamlines processes and contributes to a more cohesive and unified approach to business operations.

Strengthening partnerships is made easier with Selectiva’s Partner Management Solution. Businesses can leverage this solution to enhance their ecosystem by driving collaboration and profits, ensuring sustained growth and success.

Purpose-built solutions for Industry verticals

Selectiva goes above and beyond by offering purpose-built solutions tailored for specific industries such as Insurance, Healthcare, Retail, and Telecommunications. This industry-focused approach ensures that businesses can benefit from solutions that are not only efficient but also aligned with their sector’s unique challenges and requirements.

Experience the unmatched expertise

In conclusion, our Salesforce Experience Cloud solutions are a powerful catalyst for businesses looking to enhance their brand and foster meaningful connections. With a customer-focused approach, innovative integration capabilities, and purpose-built solutions, Selectiva empowers organizations to experience the future of engagement. Elevate your brand and unlock the full potential of Salesforce Experience Cloud with Selectiva’s unparalleled expertise. Choose Selectiva for a distinctive advantage in the realm of Experience Cloud solutions.

The post Elevate your Brand with Selectiva’s tailored Salesforce Experience Cloud Solutions appeared first on Selectiva.

Recruiters spend days promoting an open position, searching for potential candidates, generating leads, screening applicants, scheduling interviews and finally converting a lead.

With a good recruitment plan we can decrease the time spent in the recruitment process. Employee Referral is one that would boost your recruitment process. It can help you to generate good leads with minimum efforts. 

Now let’s see how it works!

A Referral Scheme allows your employees help you to get potential leads. It is when your employees have a great experience with your organization, they speak out from their personal experience (word of mouth) and promote the culture and open positions to their family, friends and potential candidates. This way you will have candidates who are pre-informed about your organization.

Also consider increase in your followers on the LinkedIn by 10 times on an average through first connections of your team mates. This is just your first-degree connections.

Not convinced still! Let us give you more reasons to consider Employee Referral Scheme to gear up your recruitment:

1. Helps in Quality Hire-

   Your current employees have an overall experience of your organization against which they can easily recommend you the suitable candidates for the same. Additionally, referred candidates are already mentored through the hiring process as your current employee will guide to put their best foot forward. Referred candidates prove to Referred candidate prove to be more reliable as they are connected with the current employee of the organization.

2. Increases Employee Retention Rate-

   Employee Retention is directly related to quality hires as best fit stays. Referrals are the candidates who are interested by themselves to join the organization therefore, the retention rate of referrals is comparatively higher than that of any other source. 

3. Reduce time and costs to hire-

   Proceeding with the referrals eliminates the various steps of recruitment where you invest money in paid portals and sponsoring job post this results in saving a lot of your precious time and money. Human hours to fill the positions automatically gets reduced. The cost of recruitment process gets eliminated because rewarding your employees for referral can cut your cost lower than what you spend on other recruitment processes and you can manage it within budget. You can give hampers, gift vouchers or some other attractive benefits to your employees for making an effort.

4. Strengthen employer brand-

   Involving your employees with hiring can give them a feeling of being engaged  and valued by company. This creates a positive attitude towards the company. When your employee recommends for an open position, they do the ‘word of mouth’ publicity for the organization. They spread the  knowledge of work environment of your organization, your culture and values. Since job seekers trust more on employees’ words than from any other source, Employer Branding builds at a faster pace.

5. Reach passive candidates-

   Passive candidate is someone who is open for a new position but is not searching  for the same. When these candidates are referred by someone close from friends or family; they are open to the position. Thus we get candidates with skills we would be searching for so long.

Thus you can see that Employee Referrals are popular for a very good reason. The current job market is 90% candidate-driven. This means picking talent is not your job now. It is turn of the talent to pick you. Consequently, finding candidates especially with in-demand skills has become tricky, time consuming and expensive process. This makes contemporary recruiters start involving current employees in their hiring process.

The post Power of Employee Referrals appeared first on Selectiva.

In this blog we’ll let you know the importance of branding in recruitment and what branding strategy you should adopt to achieve your target resources.

When we are talking about Recruitment our branding strategy will be divided into two parts. One is Employer Branding and the other is Recruitment Branding.

Employer Branding:

Employer Branding refers to the internal branding of the company. How your existing employees and candidates appearing in interviews are perceiving your company internally? Before starting Recruitment Branding we must strengthen Internal Branding.  

Here are some significances of the Employer Branding:

1. It helps in engaging passive candidates.
2. It influences the attraction and retention of employees.
3. It helps in generating more referrals from employees.
4. It controls your organization’s public image and perception (reputation).

To create suitable Employer Brand you can do some simple things, namely

1. Define your company’s vision and mission, 
2. Communicate and live your core values to your employees, 
3. Do some internal survey for feedback about company perception with employees,
4. Create a strong candidate experience, and 
5. Always maintain your core set of values.

These activities help you to create a satisfactory environment among your employees. They feel secure and satisfied with their job

When you are done with the Internal branding you should jump on the external branding that is Recruitment Branding.

Recruitment Branding:

Recruitment Branding is a term of promoting your company externally for recruitment purposes. This strategy aims to attract potential candidates for recruitment.

In this era of competition, we must stand strong with a powerful promotional strategy. 

These days every company is offering fascinating privileges to candidates and attracting them without wasting any time. We should have a strong plan to attract potential candidates.

Here are a few steps that must be part of your strategy to make a long-lasting impact on your potential leads:

Company Profile Is Must

Every candidate looks for the Company profile on trusted portals for feedback. If you have updated your company profiles to some trusted portals like Glassdoor and LinkedIn, it can help you to get the attention of the candidates you are looking to hire. You can also update your profile on Google and get some reviews.

Social presence is really important these days. So, if you have not done it so far, go ahead and create the profiles of your company on various professional social media platforms and provide updates of your company on a very regular basis. 

Use Social Media Wisely

Social Media is the best and fastest platform to connect with people around. You can use social platforms to showcase how you celebrate the success of your employees, their work anniversary, how you focus on their training session, and the other events of the company. Just choose two or three best channels where you target potential talent and be consistent in posting relevant content on social media. 

Importance of Career Page

Create a Career page of your company and post engaging Job Description (JD) there. Timely updates of your career page is important and you can also mention upcoming positions and new openings. Make sure you post complete and updated JDs on your career page. You can design the contact form or you can directly provide the HR email Id for contact.

Events to Grab the Attention

Hosting events can be a great idea to attract talents. You can organize any competitions, hackathons, seminar, webinars, or knowledge sharing sessions for young talents. You can also sponsor any local or college event to get attention of talent you need. Whenever you plan for this, make sure your event fulfills your requirement for excellent talent. 

Blogs are Creative Way

Providing useful content to the readers may help you to get attention from young talents. It also creates positivity within your organization by sharing the experiences of your employees in the form of blogs. It provides an opportunity for them to showcase their learning to the world. Another aspect of this is, talent also gets charmed by your blogs where they can display their talents. They feel that the company values the thoughts, opinions and ideas of employees. 

Now you must have the clarity of the branding strategy to be followed in your company and how you can use it appropriately to generate the quality leads. Make sure you focus evenly on Employer Branding and Recruitment Branding.

You can explore these strategies and add some new creativity to it and make it more effective for your organization. Happy Recruiting.

The post How branding plays an important role In recruitment strategy appeared first on Selectiva.

Let’s have a look at one unique way of dealing with this situation. 

Recruitment is a never-ending process in organizations and you have many methods for achieving the same. These methods depend on the requirements, size, time, scale of hiring and budget of the organization.

We as an organization do use various methods for recruitment and we find using internal resources more productive. Generally, it is known as an Employee Referral. The reason is they are cost-effective, less time-consuming, give quality hires and higher Employee Retention.

Come and understand with us what an Employee Referral is and how to do it like a pro!

Technically, Employee Referral Scheme can be defined as a strategy for making new hires from the network of current employees. As understood by the name it is an internal method so is inherently more trusted and easier to implement.

Let’s bring Employee Referral into Effect/ Execution

Creating and implementing an effective Employee Referral Program is more crucial than making a hire through it.

Let’s have a look at a productive Employee Referral program to find your next Rockstar!

1. Begin from the Beginning-

   Your teammates don’t know what you are looking for in candidates concerning qualifications, skills, knowledge, culture. So give them the idea of what a suitable fit means for you. Specify what you require through Job Descriptions and it would be great to highlight what you are not looking for. This could be a great help to them to identify suitable candidates from their network.

2. Explain Job Requirements-

   Your teammates don’t know what you are looking for in candidates concerning qualifications, skills, knowledge, culture. So give them the idea of what a suitable fit means for you. Specify what you require through Job Descriptions and it would be great to highlight what you are not looking for. This could be a great help to them to identify suitable candidates from their network.

3. Keep Employees Updated-

   Communication is always appreciated. Keep the employee, who referred, updated about the process and the status of the referral. Even if the candidate is not selected, “Thank” them for the referral. This would let them keep motivated to do the same in future and also won’t let them feel that their efforts are not appreciated. 

4. Tempting Incentives-

   Everyone wants to get rewarded for any additional work they do. Thinking out of the box we must offer our employees with a mix of monetary as well as non-monetary incentives that would encourage referrals. It is obvious that money is an attractive incentive but non-monetary incentive also can make people more curious and interested so they make more and good referrals.

We can set the amount of cash depending on the profile for which the referral has been done. Also, it can depend on the profile of the employee who has made the referral. 

We can consider some attractive gifts as non-monetary bonuses by offering a hamper of various useful things, gift vouchers, a movie ticket, a ticket for any event, a ticket to a museum etc.

1. Always Appreciate Good Work-

   Offering your employees with Incentives is not all that should be done. Always make sure to recognize your employees in front of everyone for their efforts for the organization. This will help you not only in appreciating the employee but also making other employees aware and taking interest in the referral scheme.

2. Leaderboard-

   We can plan a kind of competition which states that the person bringing maximum leads for a particular duration will be rewarded with a special gift hamper. Also, we could display the same on the  leaderboard and celebrate the same with everyone with some yum snacks.

3. Host Talent Sourcing Jams-

   This means inviting your team together and having them go through their networks as per the requirements, helping them identify suitable candidates by reviewing all the ideal profiles.  This can also be done on social media like LinkedIn.

4. User-friendly application-

   This decision can be taken based on the size and type of the organization. Referral Software and Referral Tools could be used by large and complex organizations as they can’t share the information one-to-one with all employees. Such software and tools allow the hiring managers to send requests for referrals for particular profiles and helping employees to share open positions to their social networks.

An Employee Referral program is an effective strategy of acquiring talent by tapping into your team’s network. Don’t let it take all the focus of your Recruitment but a lot can be gained from it if implemented wisely.

So get ready with your awesome Referral program to charge up your hiring with referrals!

The post How To Use Internal Resources for Hiring appeared first on Selectiva.

If you are a startup or a small organization and you don’t want to spend too much money on recruitment services, any paid portals or paid promotions, these cost effective recruitment strategies can help you to manage your recruitment efficiently. We suggest the following core strategies for a successful hiring campaign:

• Create a “Brand Awareness”
• Identify internal resources – Internal Promotion
• Be Proactive
• Effective Internship program
• Seek various sources

Let us explore these above strategies a bit more.

Brand Awareness | Do They Know You?

The very first thing you need to do is making your “brand” visible to all. People will know you if they know what you do? What things you are doing in your organization besides work? If what you do is interesting, potential new hires will be interested in interacting with you. You should always ensure, that you are promoting all that you do on popular social media so that more and more people get to know “You” every day and in every way. 

Doing good things in your company is not enough you should share it smartly on various social media channels (here we don’t mean to put EVERYTHING on Social Media, use self-discretion or filtering criteria). It not only create brand awareness about your company but it also shows your current employees in a good light enjoying their work and team mates. It encourages team work in your workplace and soon will encourage others to adopt good practices in their respective organizations too.

Internal Promotion is the Key

If you have good employee benefit policies like leave benefits, health insurance, rewards and recognition schemes, flexible working hours, and a good platform to grow as individuals within the organization you are doing good at internal Promotions. Our employees are the key to success whether it is about projects or branding of the company. When your people are happy they will promote you (word of mouth) to their friends and family with all their hearts. 

As a responsible organization, you should always make sure that you take care of your team. Even if it is about their health, their personal or family issues or any other important matters, you should always address their concern with full attention.

Being Active is All You Need

It is very important to be alert and active all the time. You should never leave a chance to get good leads. You should never skip any posts from other companies on LinkedIn that have similar skill sets required at your company too. You should review the comments and try to connect with interested candidates because they can be your potential leads.

Apart from that when you got some walk-ins please treat them as important as the other leads. Because you never know how any walk-in may turn into a super awesome employee.

Effective Internship Program

An internship program can surely help you to get good candidates. Don’t look out for perfect employee when you can build talent within your organization. Pick up some fresh talent and train them well. It will not only help you but it will also help them to get a good opportunity to get valuable experience and learn how software industry operates at the same time.

You should understand the importance of the Internship program at this time. The main motive of your internship program should be to provide practical knowledge and improve the skills of the students. You can also consider candidates who are looking to change their careers from some other industry and learn technology thus are suitable candidates who are looking to restart their careers in a new field.

Seek various  Sources

Campus recruitment drives are an effective way to attract and approach potential candidates. You can directly approach the candidates via Campus Drives. At these campus hiring drives, you can meet real talent and job seekers directly. And here you can get into touch with candidates with different skill sets that may be impossible in other hiring processes.

What you can do in Campus Drive differently is that instead of approaching colleges for the recruitment you can also approach some Skills Training Institutes. From the same source, you can find trained job seekers who can start working with minimal on the job training. 
One additional source, specifically in the software industry is hosting hackathon for students. A hackathon involves a fair level of effort on your company resources to frame a problem, invite students to join in, provide logistics of computers, networks and food, judge the contests and identify suitable winners. But it increases visibility of your company and opens access to a whole pool of talent that can be a constant source of resources to hire.

If you know the right way to drive your recruitment process you can save time and money. In future, when you frame your strategy make sure you are considering all these aspects. Make a good hiring plan, increase visibility of your company, do a great campaign and remember to be alert and attentive to your hiring environment for ultimate success. 

We hope these Cost-Effective Strategy will help you as it has helped us grow our teams effectively.

The post Cost Effective Recruitment Strategies for a Startup appeared first on Selectiva.