Job Rotation for Higher Employee Retention

Salary Hike in 2023

Hiring Trends Among Start-Ups @SunilGoelGH

Office से Leave लेने से लगता है डर, क्या छुट्टी लेने से तरक्की नहीं होगी...

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.