Developing Hiring Strategy

As a recruiting firm you play vital role in providing best hiring strategies to your clients for advising them to hire the best people at the right time. The businesses look up to executive search firms for understanding market demands, market changes and upcoming skillsets in market. With the Covid-19 pandemic businesses are depending more than ever on search firms to understand the market progress. 

With the new financial year beginning business are rethinking on their:

1. Developing Business Strategy:  to plan to make solid global strategy to identify primary goals, timelines and expected outcomes.

2. Market Research:  in current situation, market research is more than a necessity. With research business understand the economic, political, and cultural environments to as to align their goals. 

3. Upgrading Operations with Technology: the biggest transformational change that business have recognized is the need to upgrade themselves with technology. Technology innovation is enhancing business productivity so as help businesses in expansion.

4. Recognizing New Roles: with new plans will come new roles. Businesses need to understand the new roles which further adds value to business. 

5. Making a Diversity Strategy: diversity not only expands business productivity but also brand value. Diversity workforce presents wider skills which increases business profits. 

6. Employee Benefits: when the entire work orientation is changing the employee benefits needs to be changed with the current. Work-life-balance has to be more prioritized than ever. 

7. Employee Satisfaction: being compassionate towards employees will make employees more dedicated towards the company. Setting up clear communication path keeps employees streamlined to their work objectives. 

With almost 8-9 months of home working organization are measuring the pros and cons of work from home. They have even opened towards remote workforce where employee location is no longer a constrain. With the coming year we will see more transformational changes which will step the future of work.

Transition of New Hire from Yes to Desk

Whether it’s a placement firms or companies HR Managers finding the right candidate is no easy job. The process does not end with just a simply yes and offer negotiation rather there are times where even after offer acceptance the candidates declines to join. So it is very important to create strategies that retain the desirable candidate until the he or she sits on the desk.

The answer to this Pre-Onboarding Process where the moment accepts the offer letter a pattern of integration should be initiated by the company. This should first begin by informal onboarding where information about company’s culture, practices, policies and what the candidate will gain from the organization is highlighted.

Once the candidate is equipped with this information then start clarifying the ideas, concepts and issues which the candidate hold for the company. This assist in building confidence within the candidate which makes him or her sure that their decision in going ahead with the company is right and within the organization the candidate has the full scope to grow and show the skill and behaviour expertise.

The entire phase should be utilized in making the candidate understand about the company in a passive & positive way so that the eagerness of the candidate is maintained throughout. 

Once the candidates are approaching the joining date then they should be brought in touch with their team members so that no time is lost in building team communication & spirit. Involving the candidates in company’s events and team parties can be great opportunity.  With the office space going virtual it has become quite easy to align new candidates with existing employees.

In the meantime start procuring joining documents and begin the paperwork process so that an assessment of candidate’s seriousness towards joining is mapped 

Moreover start sharing the onboarding schedule where from the day of joining to last day of induction provide day wise calendar of what candidates will have to do. 

For the passive and active onboarding process lot of companies have started with the concept of “new hire buddy” where till the time the candidate is completely integrated within the organization which have proved highly beneficial.

Building Resilience: The Next Step of Reskilling

The uncertain times have made us realize once again that ‘Change in Constant’. The need of the hour is to identify techniques, processes and skills that adapt themselves easily with the change. Long term organizational goal has shifted from upscaling or reskilling to workers’ resilience where recruitment companies are on a search for people that bring the flexibility to reinvent themselves at any point of time.

But this process is not going to be easy because today businesses are on their own way of transformation where they are internally looking for reinvention in respect to their product & service line, scope of customer continuity & satisfaction, the culture to create & promote and most importantly their role as a social contributor. 

Imagination is the new form of production, where entrepreneurship combined with innovation & emotional intelligence is being looked as people skills. Companies need those talent that are equipped to sail the boat through their own sense of decision making.  

That is way today companies while hiring are considering skills as secondary and looking for capabilities where a candidate can develop roles for multiple positions and adjust as per future demands. Moreover the capacity building programs are being realigned to the space where the worker is being projected as an explorer who wants to overcome the challenges of unseen future 

Also the HR managers are on a task of creating a culture where each and every employee from bottom to top are aligned with their role within the system as an economic, internal or social stakeholder.

In the long term organizations have to offer solutions & systems that addresses the continuity & sustainability of business and also engage people with caliber that create a resilience around business practice. As future has become today.

Recruitment Process Outsourcing During Times Of Disruption

In this disruptive situation when most of the companies are laying off people and shutting down their operations there are few sectors which require more manpower now to serve the customers better. Sectors like healthcare, biotech, call centres, etc. are in need to more manpower as there is rise in demand for their service. These companies provide crucial services in this pandemic situation hence there is a substantial rise in hiring in these sectors. To meet their sudden rise in manpower need, recruitment process outsourcing is the most effective solution. 

Apart from providing large scale of people in a short span of time recruitment process outsourcing is cost effective and has various other benefits, too. Some of the ways by which it can benefit companies during this time of disruption are: 

Decrease Cost to Hire

Companies operating in healthcare, bio tech, etc. need more manpower now but the underlying cost of recruitment involved in the process is a burden presently for every organization. In such situation recruitment process outsourcing comes in rescue as it reduces cost of hire considerably. The external and internal burdens associated with recruiting is absorbed by the consultancy which significantly lowers the cost associated with hiring.

Reduce Time to Hire

Many sectors need good talent in this time of disruption, but hiring process is time consuming and at this situation time is an important factor. The recruitment process outsourcing can help companies get the right talent without much delay. Researches have shown that this time can be reduced by 55% by an experienced hiring agency who can source, hire and onboard the right talent for the clients rapidly.

Access to Virtual Interviewing and Onboarding Process

Most of the recruitment firms have advanced technology and tools to conduct virtual interviewing and onboarding. They also provide solutions to their clients to implement virtual onboarding and online induction so that the joining process is completed seamlessly. In this pandemic situation when there is limited physical interaction developing such virtual process is essential.

Scale the Hiring Need

Recruitment process outsourcing can be scaled up or down depending on the need of manpower. If a company is in need of large manpower the provider can undertake enterprise-wide hiring process and when the requirement subsides the service can be discontinued.  

Business operations are facing various challenges in the pandemic situation, the recruitment process outsourcing can at least take care of their manpower need and ease this burden of the organizations.

Future of Machine Learning in HR

Machine learning has already made its mark in various fields like communication, healthcare, marketing, etc.  It is gaining prominence in the field of HR presently. Corporates are relying on it tom design and develop its HR strategies that would benefit the employees and help the company to meet its organizational goals. The areas where machine learning is going to help in HR are follows:

Enterprise Management

Various performance management engines are being developed at the enterprise level to determine the KPIs and manage employees’ performance. It also helps in solving fundamental business problems related to employee life cycle, overall productivity, etc. In recent past machine learning has helped in managing the optimal organizational and department size, manage selection process to get the best out of a candidate, strategize an on-boarding system that would enhance performance of the new joiner, etc. 

Post Hire Result

Machine learning would help in developing algorithms which can predict the outcome of any hiring decision made by a company. It would not merely match the skill requirement with the job role but would also help in determining whether the desired result would be achieved with the particular hiring. Sometimes organizations make mistake in hiring new people when the problem lies in under-productivity of existing workforce. With machine learning this problem can be averted and the root cause of under performance can be solved too.

Behavior Tracking and Data Based Decision Making 

Various new technologies and systems have been devised to monitor employees’ behaviour at workplace under different situation like intense work pressure, peer pressure, conflict with manager, dissatisfaction with appraisal, etc. The data received from these systems would help companies to take necessary actions and resolve issues before it leads to any severe situation. Data based decision making is more result oriented and helps organizations meet its goals.

Points to Remember

A well-designed AI application has 3 main components: main expertise, data science expertise and user experience expertise. People with data support can make better decisions than just relying on AI algorithms. Machine learning is emphasizing on people centric approach and enabling companies to reduce time waste, manage effort of employees seamlessly, less administration and more opportunity of individual development. All these are making companies more proactive in nature than reactive, it is indeed the future of HR.

Hiring a Millennial. Should or should not?

Hiring millennials have never been easy. To attract them companies across the world and global placement agencies had to rethink their entire working model. It is because of the millennials that brand value, work culture and integrated working structures did made their way to define any organization.

Learning became a two way process where millennials taught organizations how technology, social media platforms and socially responsible actions can change the future of work and economy.

However despite that retaining them has always been a challenge where job hopping, lack of emotional connect towards a particular work, easy going nature and individualistic mind set towards growth are largely characterized with them. Non engaging millennials can be a big mess for organizations. 

So sometimes the big questions which HR managers usually face is whether to hire them or not. Hence it is essential that during interview we try to assess their behavioural pattern. Let us discuss some set of questions which we can use while interacting with millennials.

• What goals do you want to achieve with this job?

It is essential to understand that why a millennial is there for the interview, whether there is a clear understanding about the job role which she or he has to do or it is just for the sake of gaining interview experience is the millennial there. 

• What have you done in the past that will help you do this job? 

It is always good to understand the experiences of millennials. How have they dealt with a particular situation and how do they perceive work. Here both on-job and off-job experiences can be considered for mapping the situational behaviour of an individual.

• How would you handle challenges in respect to timeline, customer satisfaction and internal team relations?

In order to understand how easy attitude does an individual holds towards work ethics, it is essential to develop interactions that assess a mindset. Try to make it more casual and stress-free so that the millennial gives free and open insights about his or her thoughts.

• What kind of relationship would you like to establish with your senior managers and team mates?  

It is generally observed that millennials don’t accept traditional hierarchical system they want more open systems where integrated process systems are involved. Try to bring in the working mechanisms which are established within your organization so that they are already updated about the structure.  

• Describe your day in office? 

Here a time period with options such as break, meeting, seat sitting time among others can be given to them and then they can decided how much time would they like to spend on each activity. This will give an understanding as to how productive is an individual ready to spend the day.

The list can go on but some of these questions can be helpful in gauging a millennial mind.

• About GlobalHunt India

GlobalHunt India is a 2 decade old and among the top 10 placement consultancy firms in India. With over 7.5 million active and passive database, we have been able to place more than 10,000 candidates in different industries and roles.

For more information, visit us on www.globalhunt.in

New Age Hiring Strategies That Boost The Recruitment Process

The traditional recruitment services provided by placement consultants are falling short of meeting up the demands of modern corporate world. Hence they have broadened their service basket beyond resume collection and interviews to other segments such as proposal and implementation of creative recruitment strategies, assisting in on boarding, formulating HR policies and much more. Among all these services, creative recruitment strategies are one of the crucial areas of expertise. Some of the creative hiring strategies proposed by placement consultants are mentioned as follows.

• Implementing a self-selection process is a basic move that lowers the amount of selection process. This can be performed through an open group invitation to a discussion. For example, calling in all the applicants for an open forum discussion. Some are bound to take a back seat. There will be a significant percentage that will not appear for the discussion. Hence it represents their interest towards the opportunity through which the short listing can be done.
• After the initiation group event, another discussion round can be held among the candidates selected from initial screening. This helps in understanding the basic communication skills, presentation abilities, logical point of views and professional behavioral standpoint of the candidates. Instead of waiting for the interview process in the every end to judge the soft skills, this reduces the effort of next level technical assessment.
• Reaching out to the passive candidates does the trick many times. These candidates mostly belong to the employed groups who are not looking for jobs. It is better to find out ways to approach such candidates with an offering that strikes the interest of the candidate for a job change. The best way to do so is to present certain factors that show the candidate skills are needed by the employer or the recruiter.
• Job fairs have become old fashioned. Most people do not attend such fair because of lack of time or they already have a job. It is better to look for candidates in online forums where intellectuals take part in active discussion related to industry and market trends.
• Social media is everywhere. It is always better to make an offering there. These platforms have the highest traffic throughout the year. Interesting opportunities should be presented in similar manner. Small games that showcase problem solving scope or certain new technology quiz sparks up the interest to a great extent present the job offering in the best way.
• Former candidates make good considerations. While it might sound a bit off the track, former candidates who had been rejected due to a certain skill set absence or were not in line with the requirement in the past may have a chance of suiting the job profile now.
• Referral programs are a rage. Combining that with incentives can work wonders towards effective hiring. Employees who work within organizations know the requirements better than anyone else outside the system. So they have a better chance of referring apt candidates than outside sources.

Lastly, understanding the requirement of the company is essential, whether it is a full time employee or part time worker or a consultant. This distinction helps in minimizing costs to a considerable level.

What Recruitment Agencies Look In A Resume?

Recruitment agencies get enthusiastic responses from candidates for job postings and they have limited time to spend on initial screening of resumes. According to some studies, recruiters make their decision of picking up any resume within an average of three to seven seconds. Not to forget, if your resume fails to grab attention of the eye movement of a recruiter in this short span, you will miss interview call for the next level.

• So, what is that ‘WOW factor’ that can outshine the rest of the pile and make your resume worthy?
• How can your resume do impressive talking to make a lasting first impression within six seconds?
• Have you updated your resume to face the challenge?
• How to mould resume as per job advertisement to grab attention of recruiter initially?
• This is important as most of the Recruitment agencies generally get paid by companies and they are free for you. Hence, it’s completely upon you to use their services as an excellent resource for your job search.

The WOW Factor – Clear and Concise Format

What is actually the eye of a recruiter looking in any resume? Definitely recruiter is looking for name, current title, previous job details, education and duration of work at any job like obvious things. However, it is important how your resume highlights all these to grab attention of his or her eye movement in a few seconds. Clear and concise information is the simplest thing that can make your resume stand out from the crowd.

Resume That Impressively Talk About You

You have worked hard to earn experience at work, invested time to develop skills, obtained training to boost your professional profile and also working to polish networking skills. Even after covering all the aspects of a perfect profile, if your resume is not capable of conveying all your hard work and skills, your chances of getting your dream job are less.

You must understand the importance of having an impressive resume. Here the quality of resume that recruiters are looking for is comprised of explaining your strong entitlement on the offered job. Also not to forget, you have only a few seconds to talk about your professional strength to grab the attention of the recruiters.

Here are some points that can help in makeover of your resume as per the recruitment agencies perspective-

1. Take time to read the job posting properly and then make your resume relevant accordingly.
2. Recheck your resume before posting for the job for keywords of job advertisements. Incorporate those highlighted keywords in your job application.
3. You must include relevant information that confirms your suitability for the job profile. For example there is an opening for content writer profile with experience in travel writing. Many candidates with a trajectory of success in diverse fields can apply for the position, but a recruiter will surely give preference to those who are exclusively contributing as Travel Content Writer.
4. Professional history should have power to sell you as a potent future work force for the employer. Do highlight your key competencies and achievements to showcase your skills on the desk.

GlobalHunt Takeaway

“Your resume must crisply tell your professional tale to recruitment agencies that they fall for it.”

This is the only thing that you must remember while writing your resume for your dream job. In a few seconds you have to convince the recruiter that you are the face that employers would love to see onboard. With your skills, experience and education, there is nothing that can stop you. Be selective to choose your words and highlight your key potentials in your resume in a way that recruiter glue his or her eyes on your resume, spontaneously.