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.

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.

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.

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.

Millennial - The Driving Force Towards Altering Workforce Demographics

The millennial generation is the new face of workforce demographics in current corporate structure. The people belonging to this generation have a different outlook towards employment than generation x or the baby boomers. While baby boomers were more in to organizational structure and used to put in long hours of work, millennial generation are skilled and technologically inclined. They are confident in performance and have the ability to multi task with efficiency. They prefer working in teams and seek challenging tasks in their employment. They have a tendency to achieve something much higher in career path yet give importance to work life balance. They are set to take over the reins from baby boomers who will be retiring in the coming years. The four most important characteristics that this generation looks forward in organizational structure are as follows.

• Digitization is one of the primary factors which drive the interest towards an employment opportunity for millennial. The technological innovations for carrying out several organizational processes are very common now days. This helps in effective and error free management of such processes which attracts this generation. Also it influences the working style by removing the restriction to work at office desk always.
• Transparent flow of communication and information from time to time along with open forums for discussion and feedback is greatly sought after by millennial. They think that organizations with clear and constant flow of information tend to make smarter strategic decisions and achieve growth in coming years.
• Flexibility is a key element of employment for this generation. As stated earlier, work life balance is important for them. Flexibility includes variable work timings and ability to work at different locations are to name a few. It also depicts the working environment demographics of the company. The fluid organizations better server customers and are advanced in strategic planning and execution.
• Time efficiency matters the most for millennial. Since they have access to huge information and resources within a quick span of time, they need similar processes within the organization. The streamlined processes for back end jobs with technology touch are sought after by them.

So, it is essential for the companies and recruitment agencies to follow certain processes to manage millennial.

• It is essential to have a structure in place for team and leadership management. Daily tasks require end of day updates. Similarly weekly and monthly sessions regarding assignment development and knowledge transfer sessions are important to encourage millennial.
• Providing required leadership and guidance at regular intervals during the course of employment is crucial to keep this generation stay motivated towards work.
• Since, this generation believes in team work, so it is better to encourage interaction of this generation within teams to channelize the team work spirit for better productivity.

There should be a well structured system for sharing thoughts and feedback regarding the work and its related affairs. Since millennial generation seek recognition for their work, appreciations and reward systems are essential in this regard.

Candidate Centric Approach For Hiring

The candidate centric business model is on the rise in recent times in the corporate world. It refers to the candidate as the point of recruitment, job order conduct and sales for an organization. Previously, the whole concentration of the business model was centred on clients. But as the number of clients increased, the employees and candidates became neglected. This resulted in the drifting away of potential candidates from the companies. But when the businesses concentrated on the candidate centric approach, the clients were benefitted eventually.

The major activities related to the candidate centric model are interviews, organization chart based on prospects and references. The major outcomes expected from the activities are job order, job order leads, active and passive candidates. The business related benefits of the candidate centric approach are as follows.

• The empowerment of the recruiters is the key take away in this model. The recruiters are majorly satisfied about their job role and more confident in performing their responsibilities in the candidate centric model. They get the optimum scope to build their own candidate network to bring in rich talent pool for various profiles. This also helps in finding out the best candidates within the familiar network. The recruiter also form part of various events and discussions related to the company which helps in valuable contribution in terms of suggestions and ideas.

• The contribution of the hiring managers becomes more evident in the recruitment and selection of the candidates. Their role is no more restricted towards giving instructions for the recruitment just by informing the requirement. Their job role becomes much more productive. They share a beneficial relationship with the recruiters. They help in maintaining the talent pool and keeping the relationships in the right place. They help in sustaining the Candidate Relationship Management (CRM) system for the reliability of the recruitment process.

• The candidates feel a sense of respect during the recruitment and selection. The mistakes and slip ups related to the selection process is minimized to a great extent. Previously there were a lot of cases wherein the candidate details were not checked in properly by the recruiters. This resulted in the last minute cancellations and rejections. With this approach, outreach has become personalized. The candidate details are accessible to the every required professional at the same time.

The hiring process of the candidate centric business model is a bit different than the other models. In this, a candidate is hired after a technical screening and one who is compatible to work within a team. Then the candidate is on boarded in to the system. The final choice of joining a particular team lies with the candidates itself. They get to pick the team they will work in. This has resulted in a higher productivity rate till date. The feedback from such candidate end is mostly on the positive side with a higher retention rate.

Hence the candidate centric business model contributes greatly towards employee engagement and optimum productivity in the long run.

The Rise Of Network Team – The New Age Organizational Structure

The traditional organization structure was based on hierarchy. While it worked wonders until now, the modern age technologies, fast paced developments and rising demand both within the organization and externally have led to the bottleneck for such a structure. Hence the companies are moving away from the traditional models to a more interconnected structure. This has resulted in the concept of network of teams. When a project is assigned to a team, they no more work in isolation; rather they are now interacting with various segment of business like operations, technology and such like. The network structure is characterized by a less hierarchical approach which is flexible and decentralized. In such a structure the team leaders not only coordinate within the team but also externally for the desired output. There are many advantages of network teams within organizations.

• The first and foremost benefit which is recognized in the today’s corporate structure is the knowledge transfer. With the help of networking within teams, the passing of information becomes easy and effective. If a particular team or an individual has gained training regarding a particular skill set then sharing it within the network passes on the information to others who might need a part or whole of it.
• It helps in channelizing creative ideas and approaches regarding a process or initiative. These ideas reach out to the management in a faster pace and can be strategically undertaken for the better productivity or building up a stronger workforce.
• Previously, getting the word out within the hierarchical structure was difficult. But with network teams it is easy and effective. For example, an assignment is handed over to a particular team for which they are understaffed in terms of knowledge or certain technology oriented information. When the news is set out, other teams with the proper skill set can be reassigned the assignment or can intervene in certain areas for the successful deliverable's.
• Complete utilization of the resources can be facilitated through this approach.
• It cuts down the costs to a considerable extent in terms of training and outsourced help.

With all the benefits of a network team organization, there are a certain pointers to be kept in mind for the implementation of this system.

• The existing organizational structure has to be taken in to consideration before the implementation of the network organization.
• Setting up of a real time information network is beneficial in this case. This helps in analyzing the way employees seek and find the information.
• The conversion of the departments which are associated with services towards other teams in to shared service groups is a constructive step in this case.
•  The reward and compensation systems need to be remodeled.
• Recruitment and selection process also needs to be reformed in order to hire people who are active towards communications and can effective set within such a structure.

The hierarchical organization is slowly phasing out. The network based approach is run parallel to the hierarchy approach in many organizations now days keeping in to consideration its benefits in the long run.