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

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.

3S Plan to Best Use Recruitment Consultancy – A Comprehensive Guide

Your Resume, Career Path and Investment in a Recruitment Consultancy

No matter how long you’ve been working in the sector, your next career move isn’t easy without job consultancy. Choosing a right agency is the key to success while considering change for better career. However, with thousands of pieces of advice accessible on internet and otherwise, anyone can feel perplex to choose what will really work. Considering this as major constraints, here we are presenting a comprehensive guide. This guide can help you cut through the noise and best use consultancy services that suit your career plan.

A quick glance on what we are focusing in this read –

• Sourcing recruitment agency
• Strategizing improvement plan
• Scrutinizing practices for practical results

Are you executing the best practices to stay ahead in the talent pool of your field? Golden key that can open door for success in career is here. Take a look at these essential points to see how you can improve.

Streamline the Process of Sourcing Recruitment Agency

Choosing the right agency is the first step. Essentially, hiring someone with comprehensive understanding of your skill sets and field is the wise thing. Recruiter, having flair of your skills, can thoroughly help in building your career. Hence, the candidate can gain best assistance for career progression and use market knowledge of the manpower consultancy.

Information on specific opportunities is the key to crack the nutshell and without right recruiter it is not possible.

Strategizing Improvement Plan

Additional benefits of good recruiter other than presenting job opportunities. The add on benefits of gaining useful advice on interviewing techniques, salary expectations and progression paths along with structuring resume are there too.

Moreover, without help of recruitment consultancy you may even miss to get senior position opportunities as these are not always made public.

Your client base consultancy can work align with your career goals and ensure your success and improvement.

Scrutinizing Practices for Practical Results

Taking ownership of your CV is always important even if you have hired a consultancy. Not knowing the whereabouts of your CV can bring down your career graph. Furthermore, your consultancy should work in shaping your career and not on the model of commission. You must have complete control over your CV and your information must not be compromised anywhere without your consent.

Hire a recruitment agency that doesn’t work on commission basis, is a good choice. On the other scenario, commission base recruiters can override your needs as a candidate. In such case, consultants focusing on client retention, repeating business and candidate referrals, are way better choice.

Credibility and Candidate Care to Build Confidence

Comprehensively, the credibility of consultant and their candidate care policy are must for stepping into a trusted working partnership. Sometimes, this kind of partnership is strong enough to last for entire working career rather than a one-off transaction. The experience of recruiter in your field and their policy to act responsibly on your behalf is essential for building your confidence on the recruitment consultancy.

Digital India Opening Doors For Online Recruitment

The launch of Digital India programme has been a major step towards digital transformation of the society along with knowledge based economy. This is targeted at developing e-governance in the country that will aid in growth of electronic services, products, devices and job opportunities. In IT/ITES sector, it has been a major source of employment opportunity generation in recent times. It has certain target activities under this segment. Firstly, it aims at providing IT training's to people in smaller towns and villages. It has the objective of training 1 crore students through this initiative for employment opportunities. Secondly, it plans to develop IT sector in the North Eastern region by setting of BPOs in these states. Through this ICT segment is expected to see a steady growth in this region. Thirdly, it aims at training 3 lakh service delivery agents who can run businesses by providing IT services. Lastly, the objective is to provide training to 5 lakh rural workforce on Telecom and Telecom related services so that they can cater to their own needs.

Hence the government is building up a favorable environment for IT related services which are likely to boost employment opportunities in this segment.  With that the companies have also shown their interest to hire from different geographies through various online channels. The candidates are now applying for jobs in the most convenient manner due to this positive digital trend. Online recruitment is currently preferred form of recruitment and selection due to the following reasons.

• One of the major benefits of this service is that it is very much time effective in nature.  A candidate can search for jobs at any hour of the day or on the go. It even facilitates real time interaction between candidate and the employers at convenient places and timings. Resume can be uploaded through websites or job portals and evaluation can be performed using various online tools. This saves the unwanted travel costs at the candidate end.
• Easy access is yet another advantage that works both ways in online recruitment. The employer can go through many resumes that have come through the job posting as well as browse through potential profiles. For the candidate, he or she can view multiple job opportunities relevant to a particular field of choice and apply accordingly.
• The scope for the candidates have increased tremendously on online platform where they can get in touch with employers directly and inquire about job opportunities, suggestions and other relevant information. Social media sites such as LinkedIn allow candidates to showcase their profiles, look for jobs and get in touch with employers in a single platform.
• Online recruitment as been beneficial at the employer end as well. It reduces the hiring cost to a great extent. Job postings have become easy and cost effective at the same time. According to published sources, job posting costs have come down by 30% through online recruitment approach. It has also become streamlined due to highly advanced filtration tools that bring down the number of unwanted applications.

Top HRMS Tools To Manage HR Process

HRMS tools have become quite popular choices among many recruitment agencies because of the convenience and credibility associated with these tools. The market is flooded with numerous options but we bring to you the best of the lot so that you get the best of services along with convenience. The popular HRMS tools as follows.

• UltiPro Software is currently one of the best complete employee management HRMS tool available in the market. It is all-in-one software that helps in payroll, human resource and talent management processes. It is a SaaS based cloud service that effectively contributes towards human capital management. It helps organizations to track and monitor the entire employee life cycle starting from recruitment and going up to retirement. Its other related features facilitate talent acquisition, administration, reporting, performance reviews, timesheet management and so on. It also implements round the clock mobile and global access. The best part about this software is that it can be tailored according to the company need. Currently this software is being used by Elizabeth Arden, Adobe Systems Incorporated and Ruth's Chris Steak House.
• The next in line is the Patriot Payroll Software which supports the payroll management system by streamlining the supportive processes such as tax calculations, printing checks, direct deposit and such like. It also includes attendance tracking and personnel tracking systems that are essential for the payroll calculations. It is an ideal solution for small businesses with employee count between 1 and 50 and can be utilized across various industries such as distribution, retail, engineering and maintenance. It is a cloud based solution and its support and implementation is free.
• TSheets Time Tracking and Scheduling Software is the best solution for real time tracking of employees who work on specific locations as well as on the go. This software works through mobile time tracking for in station employees as well as for those who frequently travel at various locations. The software is compatible to work on smart phones, tablets, laptops and PC’s through which employees can clock in their work hours. Managers and administrators can effectively keep track of the overtime hours and calculate expenses accordingly. The mobile apps for this software supports on iOS and Android platforms.
• JobDiva is web based software that can be used for tracking applicants and sourcing. It is characterized by automated profile harvesting and synchronization that is performed periodically with the job and vendor management systems. Additional features include CRM functionality and resume search by years of experience to reduce the time of profile evaluation. It was launched in 2003 and since then has been quite popular. Its customer retention rate is 98% and it comes with free upgrades.
• Bullhorn Staffing and recruitment software is another applicant tracking software that is popular among companies and recruitment agencies. It helps in management of the recruitment process from tracking and contacting candidates so that positions can be filled in swiftly and effectively. It also has a business intelligence platform that provides useful data and insights at the mid and senior management level. It is configurable in nature and has a monthly subscription system based on number of users.

Benefits of Hiring Employees with Excellent Leadership Skills

When it comes to selecting a job millennial prefer options that provide them leadership authorities and the opportunity to take crucial decisions even if they have to comprise on the compensation.  Many surveys by recruitment agencies (if possible we can give some statistics) and consulting groups suggest that millennial want a flexible work environment which is quite different from traditional working style such work and learn from home, flexible office times and dress code. Such factors have proved an increase in people engagement in organization vision.

According to a famous saying, a leader is one who knows the way, goes the way and shows the way. A good leader is someone who able to maintain both transparency and consistency in the organization. Most importantly they share their success with the team and focus on long-term results. Some of the benefits of having good leaders in your organization are as follows;

• In the present day situation, the various organizations face a lot of complex challenges and having an able and confident leader helps in dealing with such problems effectively. Therefore, authentic leadership plays a vital role in maintaining consistency in the organization. An authentic leader is trustworthy and flexible, he builds an excellent rapport with the employees of the organization so that they can approach him very easily in case of any problem. He doesn’t try to manipulate the employees but maintains a cordial relationship with them. This increases the efficiency of the employees because they start looking up to the leader as someone who is their friend and not their boss. They constantly motivate their employees to work harder, learn, succeed and add more value to the organization they are working with.
• An able leader is tactful, charismatic and broad-minded that enables them to deal with the shareholders of the company efficiently. This, in turn, adds more to the profit-earning motive of the organization. They foster to the further development of the company with the help of their optimistic nature.
• Their future-oriented and far-sighted nature helps them to take the required steps beforehand in order to prevent any kind of situational crisis in the organization.
• One of the most important functions of a leader is they successfully help the company deal with a crisis situation. When there is a crisis going on in the company, the leader acts immediately to help the company come out of the situation in time. They are the driving force behind an organization’s success. One can say they are like the captain of the ship and they save the ship from sinking. Hence, an able leader spreads hope in the organization even when it is going through problems.

Now that you know about the various benefits of having efficient leaders in your organization, hire a recruitment agency. These days recruitment agencies have become extremely popular as it helps you hire the right kind of employees who have leadership qualities. Prior to hiring such an agency do a thorough research on their experience and market reputation.

Benefits of Hiring Outplacement Services

Employees contribute towards the profit-earning motive of an organization and hence they are the most vital part of an organization. The employees are responsible for the success of an organization and they represent the company. It is employees who make the company a better place to work in and they are the ones who achieve the goals set by the employers from time to time. Whether the company is big or small, recruitment has become an important task of every organization. Recruiting new employees can be quiet a hectic task especially when a huge number of candidates apply for a particular job profile. This can be quiet a time taking the task. There is a solution to this problem. That is opting for outplacement services. These days outplacement services are conducting global placements for their lay off employees. 

With the changing market trends and needs, it is very important for the organizations to stay up to date. They must not only maintain a healthy working atmosphere but also motivate the workers to work harder in order to fulfil the targets set by the company. You can have a look at the following points to get an idea about the various advantages of going for outplacement services.

• They make the recruiting process more efficient-One of the major advantages of opting for such services is they make the recruitment process much easier and efficient. They shortlist the candidates on the basis of their qualifications and experience. They also analyse the skills of the candidates to make sure that the company is hiring the right employee for the particular job profile.
• Makes the process of hiring less taking-Another major benefit of hiring such services is that they make the recruitment procedure less time taking. They are well aware of the latest market trends and changing needs of the time. Hence, they hire the right kind of candidates based on the needs and demands of the organization.
• They make sure the right candidates are hired-They conduct screening and various rounds of interviews to make sure that only the right kind of candidates are shortlisted for the particular job profile. It makes the job of the HR easier. Such services also make sure that the company is hiring the right candidates.
• It helps the company to deal with a crisis situation efficiently-Another important advantage of opting for such services is they help the company to deal with a crisis situation efficiently. They make sure that the company hires candidates with skills and experience. This enables the company to hire employees who can not only add more to the profit-earning motive but also deal with crisis situations efficiently.

Now that you have a clear idea about the advantages of opting for outplacement services, hire such services without any further delay. But prior to hiring such a company make sure you hire someone experienced and reputed enough.

Why Must There Be Employees from Both the Old and New Generation at an Organization?

India has the highest number of young workers in a company. Fresh and new talent is constantly coming up and they advantage the company with new innovative ideas and energetic mindset. Young people are enthusiastic, dynamic and more dedicated towards achieving their goals in time because they want fast success and salary growth. The young generation is not only optimists and passionate about their work but they are also flexible and versatile in nature. The young generation tries to excel in their job profile and they also know how to do a work efficiently in that too fast.

It is true that the majority of the working population in our country is young but the changing market trends and major competition demands recruitment and presence of the older generation also. There are various advantages of hiring workers from the older generation. You can have a look at the following points to get a brief idea about the advantages of hiring people from the older generation in your company.

• They are punctual-Most people of the older generation are regular and punctual. This quality of theirs will allow them to arrive at work regularly and that too in time.
• They are honest-Another major benefit of having employees from the older generation at workplace is the fact that they are honest. They know no shortcuts and they work with a lot of integrity.This makes them more trustworthy.
• Focused and detail-oriented- An advantage of having employees who belong to the older generation is they are more focused and detail oriented.
• More Experienced-One of the prime benefits of hiring people from the older generation at workplace is their experience will advantage your organization. They are in their particular domain since a long period of time and they have adequate knowledge in that field. So, this makes them an asset to your company.
• They are more matured and are good listeners-Employees from the older generation are more matured and they handle the work related problems easily. They are also good listeners which make them easier to train.

Now that you are clear about the benefits of hiring employees from both the new and old generations, you must make sure that your organization has a balance of employees belonging to both generations. The experience of the older generations and the energy and fresh innovative ideas of the new generation will make your company a huge success.But, it is very vital for the HR of your company to understand the market trends and your company’s needs and demands. After analyzing everything the HR must decide on how he will bring a balance in hiring employees from both the new and old generation in such a way that it will add more to the profit-earning motive of your company.

There are many outplacement service companies that will help you hire the right kind of employees for your company. But all of them are not reliable enough. Do considerable amount of market research before you hire outplacement services because a good company will make your work of recruitment faster, easier and more efficient.

A Tricky Balancing Act For HR

The companies in the modern corporate environment are expanding their business across various markets round the globe. Hence the need to integrate the workforce globally has risen. Also with the rise in the usage of cloud computing services, the worldwide operations of the companies are being managed by local resources. Hence the responsibility of the HR segment has risen to formulate policies and work principles that adhere to the employees across geographies. In order handle this scenario; there are certain measures that need to be taken along side global placement by the HR segment which are as follows.

• Creating flexible HR models is one of essential steps to be taken by the HR segment. Leveraging the shared service platform can be very helpful in maintaining a balance between the global and local approach. The processes should be similar and standardized and there should be consolidation in transaction processing. This helps in adaptable HR services that can be remodelled from time to time as the business grows. This helps to cope up with changing market trends and crisis handling.
• The company should encourage and implement balanced leadership. In most cases it has been observed that the leadership take in to consideration the economic conditions of the headquarter location for making strategic planning and decisions. This results in the other areas of operation going unnoticed. Hence, certain part of the leadership should be channelized to the respective locations in order to handle the various trends and innovations of that region. This will help to understand the customer behavior in local market and take up operation and management decision in that area.
• A global system for the HR information and processing should be encouraged and developed. Since various technologies and IT systems play a significant role in the business development and growth, this will help in better management of policy conflicts and system crisis. The shared service centers of HR segments helps in gaining uniformity and facilitates remodeling at times of need.
• Lastly, the senior management should be in line with the HR strategies and position both at the global level and local area of operation. If there is a gap in knowledge transfer among the two or if the HR services are kept at sidelines during strategic decision making then it might impact the sub processes of the business.

Expanding the services across various markets round the globe or putting up production facilities across countries does not suffice the global approach. The management of such facilities both from the global and local prospective is crucial and at the same time tedious. A right balance between the management and the HR segment along with global placement initiative is the foundation stone of such an approach. Since the functionalities and market conditions vary from company to company, there is no fixed approach to it. It has to be done with research and planning at every individual business level.

How A Project Manager Gets Support From A Sponsor

Getting support for your project is a great thing for any employee. Project manager also needs an equal support from the executive supportive sponsor. Having a promotion of the project is definitely a get way to achieve success and in the industry studies. The success is also depended on this factor and you should definitely work with your sponsors to get a positive vibe in your work not only to accomplish the job, but also to manage a team. So, who is a sponsor and what is the role and responsibility to get through the work of an important project.

1)    the person will assume the responsibility of the entire project.

2)    Set up the project and and ensure authority on the team and project manager.

3)    Entire team of the project get the support on visibility and resources

4)    Ensure transparency and accountability

5)    In the time of difficulty, support the team.

6)    Guide the project manager

7)    Save from organisational interference.

If a sponsor is not there in the field, then all the above points fall into the shoulder of the project manager. It becomes over burden and it really create double pressure and unable to fulfil the task. It even risk the risk in projects, the performance level will go down and the quality will fall down.

So, it is always better to follow the tips that will actually make it worth to hire a sponsor and gain support.

1.    You should hire a recruiter very quickly through the help of the Outplacement firm and get the best help for your projects. You can easily set the roles of a sponsor and the person work as per your need.

2.     Sponsor training is must because he or she achieved this role without any formal training and you should train the person with your project requirement and this will actually help you to get the perfect response on the way work needs to be done.

3.    The relationship of project manager and sponsor is very delicate and it needs to be developed on mutual trust and clear communication. Hence, it will strengthen the roles of both the parties and the meetings will become more interactive.

4.    Coaching helps you modulate your performance and it is great to get help from your coach sponsor on valuable thoughts. These inputs will help you modulate in the due course of improvement.

5.    Do not held your sponsor responsible for tactical issue. It will actually not result in a positive way and surely make a difference in handling the issue.

So, the role of a sponsor is to evaluate the entire role of the project and solve the puzzle with smartness and knowledge. Hence, as a project manager if you really want to cope up with the terms and conditions of each project, then support from the sponsor is really a brainstorm change. Hire a sponsor in your company and introduce your project manager with an eligible expert to work in a balance in a project to achieve the ultimate goal of a project.

Identifying The Candidates During The Selection Process And Its Associated Challenges

In the new age corporate structure, effective and efficient workforce is one of the primary foundations towards business development, operation management and achieving long term business goals. While the modern world has advanced and provided a huge candidate pool for recruitment and selection in to various functionalities, it has increased the challenges as well. The recruitment firms and companies have to identify the candidates based on the criteria as stable candidates, early leavers and usual leavers based on professional background and behavioral pattern. Finding the right candidate for the job within a limited time frame is probably one of the toughest challenges faced by the hiring managers these days. Hence, we point out the major challenges of recruitment.

• Probably one of the initial and most important steps towards hiring is to attract the right applicants with required skill sets. While it may seem that many companies receive a ton of resumes each day for specific job postings, it becomes difficult to find the most eligible of the lot. It not only includes the right skill set but also other aspects including professional behaviour, communication, past experience and much more. It is not easy to shuffle through huge amount of resumes and shortlist a few candidates.
• The traditional hiring process has swiftly become outdated and difficult to manage. Also, just relying on the experience and gut feeling of an HR professional is no more sufficient to hire the right people. The new hiring process includes many elements like skill assessment problem solving abilities, soft skills and much more. Hence, the new system needs to br streamlined.
• Casting a good impression works both ways. It is not only from the candidate end but also need to be managed at the company end. This is important in order to keep the talented applicant interested in the opportunity till the end of the process. Employer branding is crucial and at the same time challenging to handle.
• Social media recruitment has gained momentum in the past two years. People remain active over social media platforms than any other online forums. Hence reaching out to them via these platforms effectively takes in a lot of strategic planning and proper execution.

With all these challenges in hand, there are measures available which can aid in recruitment and selection of candidates in an organized manner.

• Application Tracking System (ATS) is the new age automated approach that eliminates the hassle of manually going through and evaluation of resumes on regular basis. It sends out emails regarding offerings and posts jobs on portals. It stores the resumes in an organized manner so that HR professionals can devote the time towards screening and evaluation of the candidates.
• Centralizing the candidate information and communication process undertaken during hiring helps in streamlining the entire process and saves ample amount to time.
• Maintaining a professional image in the industry through various channels and open forums is essential towards building a brand image in the industry and market. Often candidates look in to such mediums for gaining knowledge about the company and its policies.

Lastly social media presence is important for quality recruitment. It is essential to understand the dos and don’ts of social media recruiting for a sound hiring strategy.

SMART Goals In Recruitment Aid In Achieving Business Objectives

There is a recent trend of achieving SMART goals or targets in the business environment which is influencing every business process in the positive manner. There are five parameters to this trend. They are Specific, Measurable, Achievable, Realistic and Time bound. Be it in case of performance analysis or achieving business objectives, the SMART concept has become very popular across every aspect. As per the definition, each parameter has its own meaning. Specific means laying out the set of objectives in a systematic manner for a particular business goal. Measurable is the number value of a desired outcome such as profit margins, production figures and such like. Achievable is the fact that all participating employees have validated the target cause. Realistic refers to the fact that the target is achievable in current market conditions. Last parameter is time bound which specifies that the target is achievable within a particular time frame. Taking the SMART goal concept, the recruitment segment is currently showing certain targets which are expected to benefit the industry and the companies as to a great extent. Some of the targets are as follows.

• The companies trying to focus on passive candidate location and relationship building. This can be considered as a SMART goal as passive candidates are usually the ones who are employed at a certain organization which is in most cases the competitor within the same industry segment. This represents that they have a particular skill set which is being effectively utilized. Gaining access to such top notch professionals influences the productivity and quality of delivery to a great extent. Hence targeting such professionals makes sense for a company as well as a recruitment consultancy.
• Social networking is a major business priority in the recruitment segment. The whole world is one the go currently. With mobile internet becoming accessible across all parts of the world even in the emerging markets and highly affordable smartphones making way to the consumers, people remain connected at all times. Apart from that it is also the source of entertainment, news, online shopping and much more. Reaching out to people through mobile applications is a profitable trend. Social media platforms are very popular now days and people remain most active on such platforms. When these two trends are combined, it creates a perfect opportunity for effectively reaching out to candidates in a systematic manner and within a limited time frame.
• The last but definitely not the least of the SMART goals in the recruitment segment is a bringing in and implementing a sales strategy in to the hiring process in order to make it more streamlined and effective at the same time. Proper identification of the targets, gathering relevant information about the candidates and finally closing the deal by making a job offer and completing the selection process helps in managing the entire system in a closed loop manner.

Thus SMART goals have impacted the recruitment front in a positive way which will enrich the entire functions of hiring process.

Grooming Tips For Men In The Work Environment

The work culture of the corporate world has been very dynamic in recent times. Hence the employment terms and conditions have changed drastically in recent times. Right from the time of interview, the first impression scores the points that are essential for the final selection of an individual. While there has been a lot talked out the resumes and profiles, communication, way of presentation in terms of appearance and grooming has also become an important criteria of selection. Be it a recruitment consultancy or a company, all have talked about necessity of grooming that creates an impression which is carried on to the evaluation phase. However, while women grooming has been quite in talks, not much have been spoken about the men grooming tips and techniques. Some men will say that it is not very usual affair but the times are changing pretty fast and this factor has been applicable for male candidates as well. So we list down certain essential tips for men’s grooming range.

• First and foremost, you need to take this thought process out of your mind that being a man means just wearing a shirt and trousers and going to work. Taking care of yourself has nothing to do with gender and now days that trend is pretty evident. So even before we go in to the grooming tips the basic pointers need to be addressed first hand. Keeping yourself clean is essential. Taking bath using preferred soaps and lotions is essential not only for presentation, but it keep you fresh all throughout the day.
• The second pointer that requires a serious attention is the hair and facial frizz. Choose a hairstyle that suits your facial structure and enhances your features. Same goes for the facial hair. If at all confused take professional help. It is better to keep away from over top hair styles that take the attention away from your performance. If at all you feel to have something wild, better to stick to temporary options rather than permanent dying or cuts.
• Next in line is the choice of clothes. Now days there are most companies who have reformed their policy towards business casuals’ rather strict formals. This opens up a huge option door for the choice of clothes in terms of semi casual shirts and trousers or jeans. But that does not essentially mean that you can go to your workplace wearing ripped jeans, over the top T-shirts and slippers. Keep your style toned down and choose colour options in pastel shades.
• Keep your shoes and socks in line with the trousers. You can either go for leather ones or if you feel like carrying a casual yet sophisticated look, the you can also opt for basic canvas shoes in single colour which goes well with business casuals.

Lastly, be careful with the accessories you carry. Be it a backpack, tie or pen. You need to keep in mind that just carrying an eccentric bag does not give out good impression. Be careful with the style and colour that is more formal.

Hand On Guide For An Interviewer

There has been a lot of discussions regarding interview preparations and grooming lessons for candidates. But there is another part of the story that comprises of the interviewer. Many recruitment agencies have now recognized the need to prepare the interviewers for the recruitment process as well. This is essential as it directly impacts the quality of recruitment and workforce creation and management in the longer run. While we talk about the preparation at the candidate end, a similar approach is also required at the employer end as well.

Below are certain measures to be taken for the process.

• First and foremost thumb rule for interviews is that, number of candidates should not be restricted. We all know that saying goes practice makes a man perfect. In this case, it is very true. When there is requirement for a single position, it is better to shortlist at least 10 to 12 candidates for the same and conduct the process. This increases the quality of the process and at the same time chances of finding the best of the lot. It helps in increasing the network channel and improves communication process for the interviewer as well.
• It is essential to treat the candidate like a client. The interviewer needs to sell the position at a desired package and along with other related pointers so as to make the offer lucrative. One needs to keep in mind that there is always a shortage of required skills and talent. So when a potential employee is located, the position needs to be sealed. In many cases, it has been observed that such candidates have multiple offers at hand and the interviewer needs to make his offer more attractive.
• Technical aspects and professional knowledge can be judged through evaluation tests and online tools. But in order to fit in to a company, the individual should be behaviourally compatible with the work culture. He or she should be able to contribute to the team culture and work towards learning initiative for productivity. Hence professional behavioural pattern, problem solving abilities and contribution to the team through ideas are essential. These can be evaluated by responses received from demo scenarios put forward in front of the candidate.
• The initial introduction with the candidate should include a brief description about the company, outline of the services, job role description, the service segment under which the specific job role will fall and interview process details . This helps the candidate to get a clear picture of the entire scenario and proceed accordingly which is a positive boost to the entire process.

Lastly there are certain minute details that need to be followed before, during and after the interview. Reviewing the resume before the process is essential. Sticking to the professionally related areas during discussion is crucial. Following up with the candidate using emails or phone call is important. It helps in keeping the prospect fresh in the candidate’s mind while he or she delegates on the employment opportunity.

Role Of HR Consultancy During Termination And Outplacement

Termination of services for an employee is a tricky situation in the corporate structure. It is the end of employment of an individual with a particular organization which can be of two types. One is known as voluntary termination which takes place when an employee resigns voluntarily or retires after specific employment terms. It might also occur when an individual goes for voluntary retirement. The second termination type is involuntary. This has two aspects to it. The termination may occur due to poor performance of the employee or breaking of work culture regulation as well as ethics. There is another scenario where a company terminates a certain section of employees as a part of business strategy. It might occur due to loss in revenue or change in market or industry conditions. This is where an HR consultancy steps in to the picture and is often asked for outplacement services. The work of the consultancy is mainly divided in to three major phases.

• The first or initial phase is the pre termination stage. In this the planning of the entire process is performed along with the outplacement strategy to be taken up.
• The next stage is the actual termination phase where the formal communication of the termination is given out to the employees which is followed by an initial support and guidance to the terminated employees.
•  The post termination stage is divided in to two parts. One deals with the existing employees in order to control any unwanted panic wave that might disrupt the productivity of the system. The other part consists of guiding the terminated employees through career orientation programs and stress management sessions. This is helpful in minimizing the tension and stressful environment within the organization.

The role of HR consultancy under the outplacement service is as follows.

• The initial support provided to the terminated employees is suggestions related to resume build up which helps in finding other employment opportunities with higher effectiveness and within a short span of time.
• It helps in planning the career development agenda in an organized manner.
• Elaborate career guidance is provided in terms of career objectives, opportunities available, market conditions, employment demand areas and much more.
• The HR consultancy helps the individuals with the preparation for interview process that involves grooming lessons, tips, objectives and presentations.
• Another important aspect of this service is network development. It helps in channelizing the profiles in the right direction for assured re-employment.
• Effective job search is facilitated by the consultancy so that profiles end up with the right positions and companies where it will conclude in proper recruitment.
• The consultancy helps with the assortment and management of documentation that are required for the selection process and final recruitment.
• Workshops are organized in order to assist the terminated employees to deal with the transition phase.

Lastly, legal compliance is thorough assessed and required measures are taken in order to minimize the risk.

Role of Human Resource in Business and Strategic Planning

Traditionally human resource segment was associated with the recruitment process and on boarding of candidates in to a company. The segment functionalities initiated with searching appropriate talents and conducting the selection process in an organized manner. But the corporate environment has undergone many changes in recent years and this has influenced the functioning model of HR segment in a major way. Now the role of HR has expanded even to business and strategic planning in order to secure growth in coming years along with effective crisis management. Previously companies were sceptical about investment in this segment as it was not a direct profit yielding business wing. But that thinking has faded away with recent corporate trends. The following pointers show the parallel connection of HR with business processes and planning.

• Executive support is the most basic requirement of a company when it plans to implement a certain strategy within the work environment or plans an organizational change. In order to understand the requirement type of executive support, HR needs to be addressed in the business planning phase. The segment can contribute by addressing the current scenario of talent availability in relation to business development which can be used for strategic and business planning.
• Building up a leadership line is crucial and difficult at the same time. This is especially true in current corporate situation where the baby boomers or generation x are nearing their retirement age. Building up the future leadership team requires insight and understanding of the current business statistics and market conditions along with future objectives. HR plays a significant role in building up the business strategies by hiring future leaders in accordance with the business objectives.
• Sometimes, the businesses go through a transition phase due to industry trends or market conditions. This transition is majorly undertaken and conducted by the resources within the organization. But the planning, development and execution of this transition is designed and formulated by the HR in order to overcome any unwanted conflicts and issues with the system or during the development processes.
• Companies that function at multiple locations have to undergo global placements in order to support the hiring requirements. Global placement process requires an in-depth research regarding the talent availability in relation to market conditions, various legislative frameworks across markets, labour laws and much more. This function and its related activities are handled by the HR segment that is influential in strategic planning.
• Training and development is one of crucial factors that contribute towards organizational development. It helps in increasing the knowledge base of the employees which results in higher productivity giving the brand a competitive edge. The identification of knowledge gap, present knowledge base and training programs is necessary for business planning that is performed by HR.

Therefore, the correlation of business and strategic planning with the human resource management is quite evident in recent times. It needs to be addressed with similar importance for long term growth and expansion.