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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