Recruit-G

  In today’s competitive job market, hiring the right people is not just about filling vacancies it is about building long term value. As an employer, you might already track common   Hiring Metrics   like time to hire or cost per hire. But there are other often overlooked metrics that can offer powerful insights into your recruitment strategy. At  Recruit-G , we connect employers across India with top talent. Over the years, we’ve noticed that companies who track the right hiring data consistently outperform those who don’t. Surprisingly, many employers focus only on basic numbers and ignore the deeper indicators that truly reflect hiring effectiveness. This blog explores  5   Hiring Metrics  that most employers don’t track — but absolutely should. By paying attention to these, you can make smarter decisions, reduce hiring mistakes, and improve employee retention. 1. Quality of Hire Most employers focus on how quickly a role is filled, but the real qu...

  At  Recruit-G , we don’t offer coaching or training. We’re a pure job listing platform, connecting job seekers with real openings across India. However, as employers posting on Recruit-G, we often notice that many candidates come to interviews unprepared — even for the most common questions. So, while Recruit-G doesn’t provide career advice, we’re sharing this insight directly from hiring managers who use our platform. If you are applying through Recruit-G, here is what real employers are thinking when they ask certain interview questions and what they hope to hear in return. 1. Tell me about yourself What we like to hear: A summary of your professional background. Focus on your relevant experience, not life story. Tip: Talk about your last few roles, your key skills. Why you are interested in this job. 2. Why Do You Want to Work Here? What we like to hear: That you know something about our company and see a real reason to be part of it. Tip: Show that you have read up on th...

  At Recruit-G, we focus on connecting job seekers with real opportunities. We don’t provide career coaching or resume writing services — we strictly provide job listings. Yet, as employers posting on   Recruit-G , one thing is very clear: Most job seekers overlook a key factor in landing interviews — tailoring their resume for each application. From our point of view as hiring companies, here’s why customized resumes matter, and what we expect from applicants using platforms like Recruit-G: 1. Relevance First When we post jobs on Recruit-G, we look for candidates who meet specific criteria. A general resume listing every past experience isn’t useful. We prefer resumes where the skills and experiences relate to the job role we have advertised. For example, if the job posting is for a logistics manager, we expect to see logistics-specific skills and achievements — not unrelated experiences. 2. Clear and Focused Summaries A resume summary should tell us why you fit the role — no...

  The world of work has changed.   Remote Job   roles are no longer the exception; they are the norm. For employers this opens up an exciting opportunity to tap into a global talent pool. But hiring remotely is not as simple as posting a job and waiting for resumes to roll in. To succeed, you need a recruitment process built for a digital world and that is where  Recruit-G , a dedicated job platform comes in. If your company is hiring remote talent, here is how to do it step by step. 1. Write Job Descriptions That Speak to remote professionals Hiring remotely means competing for talent globally. Your job listings must be clear, attractive and transparent about the remote nature of the role. What to include: Time zone or location requirements Remote work expectations Tools or platforms used Company culture for remote teams Recruit-G makes it easy to create detailed listings with location tags, flexible work filters and keywords that help your jobs reach the right remo...