Executing Hiring Roadmap With Recruitment Management System (RMS)

 

Hiring Roadmap with Recruitment Management System
Hiring Roadmap with Recruitment Management System

Managing the entire recruitment process right from sourcing, on-demand recruitment needs, talent branding, managing assessments, post-offer follow-up to onboarding are quite complex steps.

The use of Applicant Tracking System (ATS) has become obsolete and to make the recruiting system more tech-driven and smooth, multi-platform automated technology should be introduced. You can’t entirely rely on ATS.

Here comes the Recruitment Management System (RMS) in the picture. RMS can be defined as the one-stop solution for the entire recruitment process. ATS is just a part of whole recruitment management system software.

How RMS eases the tedious work of the hiring managers?

1) Reduced Wastage of Time and Increased Efficiency:

  • RMS decrease wastage of time by streamlining the entire hiring process from sourcing to onboarding of the new hires.  
  • Improves communications between various departments and automatically screens the relevant candidates for the available jobs.
  • No longer the hiring managers have to go through extensive piles of paperwork.
  • RMS ease the process of hiring ideal talent providing recruiters the opportunity to allocate more time to pertinent hiring efforts that can benefit the organization.
  • Elements like interview scheduling, online job postings and resume screening of RMS relieves from manual work.
  • Detailed reporting make it easier to evaluate suitable candidates and ensures that good candidates don’t get overlooked, resulting in increased efficiency.

Related: Unveiling the Secret of a Hiring manager’s Work-Life Balance

2) Paperless Hiring:

  • As mentioned in the above point, RMS helps to overcome the paperwork management in the mass recruitment process.
  • All paper-intensive processes like candidate application, information filling, and documents submission can be chopped with RMS.
  • Add value to your information assets by implementing a more rich, secure, streamlined and collaborative system with RMS.
  • To move beyond outdated ATS, the application procedure should be made paperless for a better way of hiring that benefits both hiring manager and job candidates.

Related: 5 Smart Ways of Practising Paperless Hiring

3) Enhance Candidate Experience:

  • RMS helps in delivering a personalized candidate experience during the complete proceeding.
  • Keeps the talent engaged post offer and delivers a seamless candidate journey.
  • Use of auto-responder ensures that the candidate is notified of their application and interview status.
  • Timely communication with the candidate’s post-offer helps in talent retention. Positive candidate experience has an extensive effect on employer branding as well.

Related: 5 Reasons Why Post-Offer-Follow-Up Really Matters?

Let’s check HirePro’s way of mastering the art of candidate engagement

Finally,

RMS made the recruitment process free from clunky technology, piecemeal application, and faulty screening process. What’s more? To know about real-time recruitment platform for candidate search and candidate management click here.

 

 

Keep Your Talent From Walking Out

Talent Retention and Onboarding..

Are you losing your talent before they walk into your organization?

No one wants the potential candidate to walk away and getting the right talent onboard is not an easy task.

Organizations need strong new hire onboarding processes. Employee onboarding is a strategic opportunity for organizations to increase talent retention and employee engagement.

Integrating new hires into the organization requires the formation of a mutual relationship.

Related: The Art Of Onboarding.

First impression matters..

Do you remember your first day at work?

You are probably excited, a little nervous, and wanting to make the right impression.

Similarly, for the hiring manager, to create an effect and make the candidate feel comfortable with right impression is very crucial.

The first impression can create an everlasting effect, so make the most in the first meeting.

Recruitment efforts will bring the potential hire to your door, but how you manage the interview will influence whether the candidate accepts the offer. Even if the candidate is not brought into the company, they may refer other potential candidates to your company. You want the referral to be a positive one.

New hire onboarding..

The work is not over once the candidate accepts the offer. An organization needs strong new hire onboarding program. Employee onboarding is a strategic opportunity for organizations to increase retention and talent engagement.

Successful onboarding requires candidate engagement after the offer is accepted which starts even before the candidate steps in the organization. The time from when the offer is accepted until the joining date is very crucial. Even a little negligence will make you lose the right talent. So make the most of it. Integrating new hires into the organization requires the formation of a mutual relationship.

60% of HR professionals say that it is a major battle to retain the talented candidates. It is recommended to promote the work culture to attract and retain the new hires. Creating a positive work culture where each employee is valued, supported and engaged in work will not only help in retaining your talent but also impact your company’s bottom line.

So, strategize your talent management and strengthen your new employee onboarding to keep your talent from walking out your door. Discover the power of digital onboarding with M-Brace.

To re-imagine your interview management and new hire onboarding, get in touch with us:  http://bit.ly/2xMrgqS

 

 

 

 

Recruitment Process Outsourcing (RPO): What to look for in a recruitment service provider

Recruitment Process Outsourcing – The Typical Phases

Before understanding what to look for, in a recruitment service provider, it’s essentially important to understand the phases of a typical recruitment process. Here’s how a typical recruitment program looks like –

  1. Recruitment Drive Management
  2. Candidate Assessments
  3. Interview Management
  4. Offer Management
  5. Candidate Onboarding
Campus RPO Provider
Campus RPO Provider

Recruitment Process Outsourcing – Why Outsource Recruitment?

In today’s volume hiring landscape, it is becoming increasingly more volatile, making it more difficult for employers to consistently fill jobs. Keeping this in mind, here are some good reasons for a company to outsource its recruitment process:

  1. Outsourcing Recruitment leverages better Talent Fitment
  2.  Employer Branding is leveraged by outsourcing recruitment
  3. Reneges/Attrition can also be avoided by outsourcing recruitment

Also, automation of Recruitment Programs (through RPO) have been observed to have improved utilization of resources by as much as 40%.

Recruitment Process Outsourcing – What to Look For in a Recruitment Service Provider?

Talent Acquisition is no easy task. But neither is, closing in on a recruitment service provider. After all, it’s your talent at stake. Here are the scope and points of consideration, when it comes to looking for a recruitment service provider:

Multi-Stakeholder Management:

A typical recruitment scenario involves a lot of stakeholders, who manage the different phases of recruitment, off and on the campus. The RPO provider hence must be capable enough to ensure a seamless integration of the stakeholders a singular platform, to yield a hassle-free service.

Omni-Channel Outreach:

The RPO service provider should be able enough to steer a technology-enabled recruitment management system to achieve an integrated and flawless recruitment program. A technology-enabled recruitment management system also ensures secure online access to all colleges on the network, integration with various social student communities, and, targeted and scale campaigns using IVR, SMS, emails and online posts.

Online, Remote & Proctored Assessments:

Conventional assessment schedules can often be really daunting with multiple campuses to visit and scheduling /monitoring for compliance. The service provider hence must be able enough to automate assessments, thereby ensuring a benchmark quality of hire, a wider talent outreach, and, data-driven informed decision making.

Personalized Candidate Experience:

The service provider should be able to leverage automation and providing a better and personalized candidate experience. In a world obsessed with personalization, it can definitely not be amiss, when it comes to candidate experience. From information exchange, interaction and responsiveness to better logistics to reduced paperwork, the candidate experience provided should be all-encompassing.

Unified Communication Management:

The communication channels majorly form the backbone of any effective process. An automated recruitment management platform would mean unified communication. So essentially, the service provider has to be able enough to scale up and put technology to the maximum possible advantage, to ensure an automated, hassle-free, and seamless recruitment program.

Looking for advanced campus RPO service provider? Check out this Slideshare presentation and we guarantee that you will get a solution.
It’s a simple checklist that will help you to choose your Campus RPO provider:

 

If planning to outsource your recruitment needs then choose HirePro Consulting as your talent growth partner. To know more click here.

 

 

Is it time for Recruitment role to get a makeover?

Each and every organization is talking about the future of the workforce. In the context of disruption of HR process, a lot has been speculated and debated. Whether there will be any need of recruitment role in the organization or if it does exist?

What value will it bring?

Bottom line?

Yes, recruitment role makeover is necessary.

But, the question still remains the same.

How does in-house recruitment process still stay relevant?

While technology seems to have solved a lot of administrative inefficiencies in the recruitment process. Right from calculating predictive analytics of an offered candidate to managing the volume hiring in one single tap. But, it has also left the recruitment HR role at the crossroads.

Chief Human Resource Officers and other business leaders always rate hiring top talent as the key priority for the organization. This is definitely the right way to keep driving the need of delivering greater business impact to consumers.

But, what about the recruitment force who are primarily hired to sow the best seeds for business innovation?

How can recruitment process be re-skilled and trained to win a war in the era of major digital disruption?

Today’s recruitment process team must be agile, business integrated, data-driven, and deeply skilled in attracting, retaining, and branding talent.

It’s time to move beyond talking to action to bridge the yawning gap.

If you’re looking for some powerful strategies that will help you transmogrify your role as a recruitment HR, then you’ll love this embedded infographic.  

It’s an elaborate presentation to help you reinvent the role of every recruitment professionals for driving best of business growth.

Reinventing Recruitment Process
Reinventing Recruitment Process

Here’s our take on the future of recruitment role based on the insights obtained from the above:

3 Powerful ways of Reinventing Recruiting Role: An Extreme Makeover

Future of Recruitment Role

Imagine an organization where CEOs look to recruitment HR leaders for advice as they develop business strategies to drive growth. Recruitment HR is considered the salesforce for attracting top talent, where they get access to world-class talent. Therefore, business leaders respect and admire every recruitment professionals for being the dilettante architect of the new agile workforce in this digital era.

This can all happen, but only with an extreme makeover of recruitment role in Human Resource.

Time to re-haul the ultimate hiring program which will help you catapult in your recruiting career like never before, get in touch with us: http://bit.ly/28Rpz3G

 

 

4 Global Trends Re-defining Recruitment Landscape 2018: A LinkedIn Report

Talent not only define your people but further develops and drive employer brand, culture, talent acquisition and management and beyond that, strategic business objectives.

So, in order to expand the talent acquisition strategy, leading organizations are empowering their hiring candidates and workforce.

Like every year, Linkedin released its 2018 Global Recruiting Trends Reports, revealing four big hiring trends which will make hiring more strategic. This will allow hiring managers and talent professionals to focus on discovering the most potential talent for their organizations.

The LinkedIn annual report was surveyed over 8,800 recruiters and hiring managers from 39 countries to better understand the trends and help recruitment teams prepare for 2018.

So, finally, the trends they zeroed in are: diversity, new interview technology tools, data and artificial intelligence.

Here are how these trends rank in order of importance, according to the survey:

 

Top trends shaping the future of Recruiting: LinkedIn Report 2018
Top trends shaping the future of Recruiting: LinkedIn Report 2018

 

1) Diversity in hiring:

Diversity came in as the top trend, with 78% of talent professionals, globally, finding that diversity impacts how they hire. The top reasons why companies focus on diversity are

  • 78% to improve culture
  • 62% to improve company performance and
  • 49% to better represent customers.

According to most of the hiring professionals, one of the biggest challenges is retaining those diverse hiring, once they are hired.

Biggest barriers to Improving Diversity: LinkedIn Report 2018
Biggest barriers to Improving Diversity: LinkedIn Report 2018

2) Re-inventing interview technologies:

Many companies have re-invented their interviewing technology, since the traditional way of interviewing has been proven as an ineffective way to read the candidate’s mind. 56% of hiring managers and talent professionals says that new interview tools are the top trend impacting their hiring process.

According to the survey, the main problem of traditional interviews are:  

  • 63% – the limited ability to identify candidates’ soft skills and
  • 57% –  the critical issues they can demonstrate within the workplace.

    Useful Interviewing Innovations: LinkedIn Report 2018
    Useful Interviewing Innovations: LinkedIn Report 2018

3) Data in talent acquisition:

Data analysis will be the core of most of the organization’s process and systems. Different analytical tools will assist organizations to make data-driven decisions and improve the talent acquisition.

69% of talent professionals think that data could elevate their positions. The top ways companies noted they are using data are:

Top Uses Of Data In Talent Acquisition: LinkedIn Report 2018
Top Uses Of Data In Talent Acquisition: LinkedIn Report 2018

4) Rise of Artificial Intelligence (AI):

AI has already taken a strong foothold in the recruiting industry. It has become a definite requisite which has strived the hiring process for a complete digital change.

According to 35% of talent professionals and hiring managers, AI tops as the most impactful trend in 2018.

It is certainly the game changer, helping the recruiters to automate the sourcing, screening and nurturing candidates.

Where AI is helpful : LinkedIn Report 2018
Where AI is helpful: LinkedIn Report 2018

 

Are you ready to implement these recruiting trends in your talent hunting process or will you be left behind?

Leave your comments and to know more about recruitment trends follow HirePro Consulting.

References:

https://news.linkedin.com/2018/1/global-recruiting-trends-2018

https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring

Data and Image Source: 

https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring 

 

 

 

Shaping The Future Of Recruitment Trends

Shaping the future of recruitment trends
Future of Recruitment Trends

2018 looks to be the promising year for revolutionizing recruitment. 

So what’s new this season?

Planning to stay ahead of the competition?

In order to stay eminent, you need to evaluate where you stand right now compared to your talent acquisition competitors. Look out for the most innovative strategies to satisfy the new talent acquisition goals every year.

So let’s find out how in the coming future we can drive the existing recruitment trends to a new dimension.

AI Powered Search:

Why would you need a job board, if your machine can search candidate automatically? Thanks to the emerging AI technology it has become possible now. AI has become quickly a very powerful tool in candidate search procedure. If you give the machine an indication of the type of candidates you are looking for, it will start a broad search, and deliver a long list of potential candidates quickly.

Around 15% of HR leaders from 40 countries report AI and automation have already made a great impact on their workplace plans. Moreover, 40% say they expect artificial intelligence to affect the plans they have for the next 2 to 5 years.

So, AI is the next robust technology that will be widely used in the recruitment industry.

Workplace Diversity:

The term workplace diversity is defined as accepting and valuing the differences that exist between people of different gender, age, background, religion or ethnicity.

In recent years, companies have recognized both social and financial benefits of hiring a diverse workforce. Almost 60% of recruiters said that they design their hiring strategies to attract diverse candidates. Moreover, not only is this trend becoming increasingly popular across all industries, it’s also listed as mandatory.

In 2017 we have witnessed a huge shift in the mentality where recruitment strategies are designed to reduce unconscious bias.

And it will continue further!

Candidate Nurturing:

Millennials and Gen Z expect seamless candidate experience, much like the one they are offered when shopping online.

So to get the potential talent’s attention, recruitment professionals should always offer a smooth candidate experience during the entire hiring process. Automate the application process so that it takes much lesser time and all the details can be filled easily.

Yes, use all the automated tools and processes you can to be more efficient, but use your efficiency to provide a human touch, being more personal in your communications and more empathic in your interaction with candidates.

Nurture them until the time of onboarding so that the whole recruitment process gives a positive impact on the candidate.

Social Media Hiring:

With millennials being the major workforce nowadays, social media recruiting has become even more important. It looks at trends in the recent years.

Nurture your employer’s presence across all social media platform and measure the hiring statistics. According to a study, it is found that,

Over one-third of organizations have taken steps to leverage mobile recruiting. 84% of companies are currently using social media as one of the effective hiring steps and 9% are planning to implement in near future.

Chatbots:

Chatbots are in increasingly used in recruitment, to have conversations with candidates. They can save recruiters a lot of time, by responding the primary questions of candidates. They help them to make the first selection.

The chatbots can talk with applicants on the website of organizations, but also through the assorted social media platforms (Facebook chat, WhatsApp etc).

High volume recruiting require communicating with thousands of candidates, in addition to a recruiter’s normal screening functions and other duties.

A chatbot can help recruiters save a lot of time.

Chatbots are also gaining popularity for improving the candidate experience.

Finally

These are 5 key recruitment trends that are expected to cause a massive shift in the way talent acquisition is looked at in the near future.

If you think we’ve missed out on any other trending development in the recruitment industry, your views and comments are welcome!

To know more about Recruitment solutions click here.

The 3 Greatest Challenges to Remote Candidate Assessment

Remote Candidate assessment
Remote candidate assessment

Remote Candidate Assessment Challenges – Who’s Who?

How often has it occurred to you that you hire a guy, who isn’t really the guy who took up the offer? The guy you hired was a pro-active, motivated and goal-driven professional. The guy who joined the team is a mere stranger to the phrases above!

Well, let’s say even the best of us sometimes fail to decipher the who’s who; who is the Bruce Wayne and who is the Dark Knight!

Candidate Assessment is a clearly a challenging easy task. Now, imagine the same scenario, but the assessment is remotely conducted. Tough. Isn’t it?

Forget deciding between Bruce Wayne and Batman, you might just be left wondering:

whether it’s Bruce Wayne or Bruce and Wayne.

So, what’s the bottom-line?

Remote candidate assessment sounds more of a double edged-sword; if you don’t embrace it, you lose out on talent, and if you do embrace, you aren’t really sure of the talent who got shortlisted.

Remote Candidate Assessment Challenges – To Be or Not To Be?

Remote Candidate Assessment can precisely be three possible combinations:

  • Written Remote Candidate Assessment,
  • Video Proctored Remote Candidate Assessment,
  • Or a combination of both of these.

Now, let’s delve deeper into each of these:

First scenario: 

  • You are basically assigning a candidate to complete the task on paper, or on the cloud. The glaring question is: how genuine is the remote candidate assessment actually? The candidate has options, both old-school and new-school, to ensure he hits the bull’s eye. While the new-school way of manipulating the assessment would mean a license to access almost everything on the internet, the old school refers to a different identity taking the assessment of the candidate. 

Second scenario:

  • Let’s say, your remote candidate assessment program is more scientifically designed. So you think, in saying that it is completely video-proctored, i.e, video interviews. The greatest problem with a video interview is: it isn’t really a viable option for assessing talent across levels and seniority. On top of that, having a webcam and internet is a must. While that’s more of a norm in 2017, it still does not really ensure a smooth, flawless video interview. It may end up in a terrible miscommunication. Again, just because a candidate is good at expressing face-to-face, doesn’t guarantee his ability to express himself equally well or at ease, on camera. In that case, you’d yet again be misjudging, based on your interpretations of his ease/hesitance (the unconscious bias).

Third scenario:

  • When it comes to a combination of both, things are even tougher to decipher, though it might look the most viable option, to ensure authenticity. Suppose Bruce Wayne applies for a job. You assign him an assessment, post clearing which, he will have to the final video interview. If he clears the video interview round as well, you roll out the offer. The equation is simple, right? Or, is it? What if, post onboarding, you realize, it’s definitely a Bruce, but not quite Bruce Wayne. What if, Wayne took the written assessment, and Bruce took the video interview? 

Remote Candidate Assessment Challenges – Worth The Risk?

Well, from the above observation, remote candidate assessment is a double-edged sword. Either way, it’s going to cut you. But, there’s a catch to the otherwise Catch-22. While it is not possible to correct remote assessment, under any circumstances, it could evolve for better. With the current talent landscape going more mobile than ever, remote candidate assessment is the way forward. The platforms offering remote candidate assessment have to be all the more robust, dynamic and customizable. The coming of age for remote candidate assessment is necessary to enhance talent connectivity and outreach at large. After all, anytime anywhere hiring is the new normal.

 

A Day in the RPO Personnel’s Life

A day in the RPO personnel's life
A day in the RPO Personnel’s Life

Pretty smooth, right? Getting up at 6: 30 am in the morning, prepping up a delicious breakfast, rarin’ to reach the office, slurping a hot cup of cappuccino while making calls to the promising applicants for a brief phone screen and ultimately making them say ‘YES’ to the job offer. Painted a pretty good picture of a day in an RPO personnel’s life, right?

Isn’t that the best thing about RPO personnel’s life? One can pretty much predict the campus hiring events and other recruiting activities that will occur during the entire day. It’s also easy to identify the recruiting tools you need to get done, prioritize them accordingly, and then plow candidates through the day & then comes the perfect ‘eureka moment of the day’ when one finds the crème de la crème talent.

Yeah, right…it happens only in RPO professional’s dreams!

If one is an RPO professional, their time management, planning, multi-tasking and organizational skills are tested to the max each and every day.

In fact, it is enough to drive a normal person crazy!

Actually, one of the biggest challenges RPO professional face is trying to manage multiple  campus hiring events schedules and accomplishing the “tasks of ensuring efficient access to right talent” in a work environment of constant change of job requirements, interruptions, firefighting, etc

So, the question is can an RPO professional have a perfect day in his life? The answer is probably no.

However, one can apply the following tactics to inject life into the day-to-day grind of recruiting to become more productive, efficient and have more fun.

3 Revolutionary tips to improve a day in an RPO personnel’s life

Recruiting Life Tip 1: Disconnect to Rev Up –

Simple as it seems, one RPO professional might find it very hard to break the habit of staying virtually connected all the time for work. One way to start is to set aside a chunk of time meditating every day for a minute or two.

Know more: Unveil the secrets of RPO professional’s work life balance

Recruiting Life Tip 2: Go digital to be a recruiting Yogi

Let’s face it, more and more jobs are searched through mobiles and ‘phablets’ by the passive candidates. It’s time to create a functioning, yet slimmed-down recruiting device which is usable via a five-inch screen to balance your recruiting life like a modern yogi.

Not sure about cloud version of your recruiting program yet? Click to know more

Recruiting Life Tip 3: Brainstorm to face disruption

Take every morning or whenever it will work to force yourself to either do some strategic brainstorming (maybe with a colleague), learn a new recruiting technology, read an HirePro resources section, or whatever else it takes to stay agile. Just be sure to devote this time to one’s own personal development and growth.

Brainstorming new trends in talent acquisition of 2017? Click to know more

A Portrait of an RPO personnel’s life in a day of 2020

The future of jobs will be a highly virtual space. It will be a fast-moving, dynamic, and techno-focused environment. The old recruiting life was built on stability; the new world of recruiting is built on change and flex. The emerging era of 2020 will require fast, flexible, passionate recruiting ( RPO) professional who has an active orientation and a grasp of orchestrating the workforce of the future. And, one will have to be able to put all this into a personal style that is persuasive, fun, and engaging.

In short, the RPO personnel of 2020 will have to be totally relationship-oriented and embrace the virtual.

Understanding the Importance of Hiring HiPo Talent

Understanding the Importance of Hiring HiPo Talent
Understanding the Importance of Hiring High Potential Talent

Hiring High Potential employees or HiPo talent is very critical for an organization. The HiPo talents can have an immeasurable impact on any organization.

Harnessing the power of your HiPo employees can bring potential benefits for the organization.

Who are HiPo talents?

Flag for the brand or your organization is mainly carried by these employees, who can turn around things completely with ground-breaking ideas. They are thought to be most agile, most articulate and most likely to rise to the positions of responsibility and power. HiPo talent show initiative, are most motivated and can get things done on their own. They are the potential decision makers.

Growing your company and producing efficient future leaders mainly depends on nurturing the HiPo talent of the organization. As your company grows, these HiPo talent may need to take new responsibility and leadership.

Because of their innate skill sets and decision making capabilities, they can rise to succeed to more senior and responsible positions in the organization.

Process to retain HiPo Talent
Process to retain HiPo Talent

Identifying hidden HiPo Talent

Identifying these HiPo talents are essential and coming up with ways to develop their ability is even more important. Formal assessment should be the first step in discovering the potential employees.

Once the HiPo employees are identified, it is important to work for their development process and render them with more visible responsibilities.

Organizations that successfully identify HiPos and help them in their development, gain measurable financial advantage over their competition.

Related: How to search for a perfect candidate?

How to develop HiPo talent?

Hiring of HiPo talent will have a huge impact on grooming future leaders. They are effective talent developers. The strength of HiPo talents should be used judiciously. In the same way their drawbacks should be addressed through training and successive mentoring.

It is important to boost their potential, knowledge and experience at every step.

What an organization should do for hiring and development of HiPo talent?

  • Define potential correctly.
  • Identify HiPo talent among the employees.
  • Use objective measures to assess them.
  • Develop these HiPo talents continuously.

Related: How to ensure recruitment precision?

Retention Strategies

Retaining the HiPo talent in particular means providing them with an environment where their potentials are acknowledged, they feel valued and connected.

So, how to retain these HiPo talent?  Let’s have a quick look at the below infographic: 

Successful tips to retain HiPo Talent
5 Successful tips to retain HiPo Talent

The Future of Full Cycle Campus Recruitment – Way Forward

The Campus Recruitment Scene
Future of Campus Recruitment

The Campus Recruitment Scene

What does a typical day in campus placement look like?

6 A.M: Fly to the city where the drive is happening

8 A.M: Rush to the campus and get prepped for the Pre-Placement Talk

9 A.M: Pre-Placement Talk

10 A.M: 300+ odd candidates take the written/online test

2 P.M: 70+ odd candidates shortlisted for in-person interviews

3 P.M: Face-offs begin; 5 interview panels simultaneously

8 P.M: Face-offs conclude

9 P.M: Job offers rolled out to 10 candidates

This is exactly what the typical campus placement scenario looks for mid-tier. If the volume of candidates exceeds 1000, the process might even clock well past midnight to ensure closure.  

Campus Recruitment – The Catch 22

Quite reasonably, this comes off as a hiring program well organised and well done, from a recruiting team’s point of view. But, for a moment, step out of the world of a hiring manager, and into the shoes of a candidate, eagerly awaiting his first ever job offer. Not quite a great experience, is it?

Moreover, at a point in time, when the war for talent is intense and pronounced like never before, one has to be much more than just “good enough”, to get the best talent on board. Any recruitment model that is majorly dependent on candidates applying proactively is not going to be enough. Not anymore.

The campus recruitment system is largely broken. But, the bigger question, can it be fixed?

How can employers across the nation ensure they get the attention of the best campus talent?

The Future of Campus Recruitment – Gamification Is a Necessity, Not a Luxury

Gone are the days of Baby Boomers and Millennials. With a majority of the immediate future workforce being Gen Z, employers have to get thinking different and out of the box, if they look to get premier talent on board. To keep up with a generation born into a digitized economy and a tech-boom, gamification of recruitment is a necessity to keep the talent engaged.

“These generations are entrepreneurs and one who hope to invent something that changes the world.”Christine Vasco, HR – Rohde & Schwarz.

Some of the leading multinationals have already embraced the coming of age campus recruitment and the move has paid dividends for them. As a result of this gamification, more and more talent have been able to connect to the brands at large, while gaining an understanding of the organisation’s cultures, values and vision. While on the one hand, this creates a successful brand recall, it also makes a brand stand out from the crowd and hence give them an upper hand when it comes to onboarding premier talent.

The Future of Campus Recruitment – Hire Anytime, Hire Anywhere

The talent today is mobile. Which is why, sticking to the traditional campus hiring ways is not really working out any more. Visiting campuses and expecting to get the best talent onboard is like racing with horse blinders on. The more you limit yourself when deciding your talent pool, the lesser talent you have at disposal. And that is exactly why, organisations have to think the Gen Z way; hire anytime, anywhere.

When an organisation makes an effort to educate talent defying the physical boundaries, it leaves a long lasting impression. It makes a candidate feel important and a part of the organisation even before he has been offered. This approach has worked wonders for the three giants Microsoft, Google and Apple.

The Future of Campus Recruitment – The Final Word

The campus recruitment system might be broken. But, it can not only be fixed, what awaits is a future full of possibilities. Organisations and hiring managers have to take to think beyond the conventions. Campus recruitment as an idea is in the midst of a revolution. We are about to witness a Renaissance.

So, brace yourselves and embrace it with us.

New Ways of Team Management in 4 Tips

New ways of team management
Getting to know new ways of team management

Are you trying to make a fish, climb a tree? Think again…

When we started putting the content together for a blog on the topic – New ways of managing teams, our minds started racing through the culture we share. The topics of team management and team building are my personal favorites, and are quite complex at different levels. The single reason for its complexity is probably the most promiscuously predictable element – People. The mind of any individual is highly influential and it is at times when a single statement could incite a lot of debates and disagreements within a seemingly well-functioning team. There is no one way of managing teams but a combination of tools which would help communication. So, let’s explore the innovative ways to manage teams and the health of the team?

The importance of non-work communication

The importance of non-work communication
Non-work communication plays an important role

You sign into work, you are still the same person. Being part of a group of people, you expect them to respect your personal choices. You are, at the same time, excited at the thought of sharing an interesting conversation about the movie you watched yesterday. A lot of times the non-work communication, facilitates the understanding between the team. It behaves as a foundation of common interest, which transcends into a person prioritizing the tasks which relate to the group which share the non-work conversation.

Star-performers are often highly dependent on the team

You might find this pointer an extension of the above mention. But there is much more than non-work here. Most teams strive on star performers. But these star performers usually are the ones who have mastered the art of delegation. If you choose to work on all tasks alone, chances are you might take a lot more time. Also, a lot of times the inherent capability of a person varies based on the task allocated. For example: You might take hours to complete something on excel, but a data management professional knows the right approach added to a swift method of working through to the solution.

Social surfing sometimes works in the benefit of team management

A common pain point among most managers is that the employee spends way more time on social platforms than work. This concept is often, like asking a three year old to keep his hands off the remote. The more you request OR reprimand, the urge to touch the remote goes up. You cannot order your employees to be off social network but the network should be channelized to benefit the organization at large. Social advocacy is still better than social loathing.  If it benefits, it is not bad!

Are you building a socially sensitive team?

Being socially sensitive to teammates
Being socially sensitive to teammates adds value

Understanding the fluctuating moods and emotions of your co-worker could go a long way. This does not mean you become a social counselor, but you could sometimes just choose to listen first. Then you could choose to listen better and the best would be to listen more. On a lighter note, sometimes policies like “No-Ego doer” awards work. Appreciating humility and appreciating the problem solving approach brings in a lot of positivity in the team. It is a tough task to be humble when you rise up. Always remind yourself, the journey from the sky to the ground is not a pleasant one. That’s why you remember the sickness bags only during touch-down in a flight.

Happy team building!

Copyright for all the images used is owned by Zhanna Bulankova

ITeS in India – The Talent Landscape

ITeS sector in India is adding to the talent landscape
ITeS in India, adding to the talent landscape

ITeS in India witnessed a 32% growth year-on-year between April 2015 and April 2016. The year-on-year growth was recorded at 34% between May 2015 and May 2016 and skyrocketed to a further 46% between June 2015 and June 2016. Clearly, there’s no second thought on the fact that the industry is spreading its wings steadily. In fact, ITeS clearly leads the pack, when it comes to the growth quotient.

What does this growth mean to the ITes talent landscape?

The ITeS sector will continue to generate massive employment. It will continue with the trend of providing a bulk share of jobs. With the gradual rise of online shopping, social media and cloud computing, there is a demand for skilled professionals in the industry like never before. As reported by Internet and Mobile Association (IAMAI), the number of internet users in India was more than 250 million, and is expected to overtake USA as the second largest internet base in the world, in the near future.

Moreover, with the Indian government offering a fair share of opportunities to the ITeS sector in specific, a lot of MNCs are investing in India. As a result, a lot of Tier II cities are coming to the front, opening up greater opportunities to a wider range of talent.

Leading companies across the nation aren’t banking on Tier I colleges alone for talent. Since, the industry demands an unquenchable thirst for talent with every passing day, companies have to look further. To top that, ITeS in India is known to be an industry with unusually high attrition rates (5th highest attrition rates across industries in India ).

ITeS in India as per the KPMG Compensation Trends Survey Report 2017
Compensation Trends Survey Report from KPMG, 2017

As a result, companies aren’t hesitating in offering lucrative paychecks and employee benefits. Also, the concept of employee referral programs is being leveraged to the best possible, in a desperate attempt to better the retention ratios.

The future of talent acquisition in ITeS in India – Adapt or perish!

With technology reaching greater heights, the hour demands specialist jobs. The professional preference is shifting all the more in favor of niche skills. As a result of the ongoing automation storm, the industry may lose a great number of “low-skilled” jobs. The ITeS industry employs as much 3.7 million people and the rise of automation is expected to hit this industry the worst. With such a scenario at hand, it will not be surprising to see the preference of the talent. ITeS in India may witness a paradigm shift to more and more niche skills. For, that looks the only viable way to survive!

Recruitment in Retail

Customer experience is core to Retail Hiring
Customer experience is core to Retail Hiring

In an industry where retention remains a debatable issue, hiring in Retail can be a bumpy ride. The requirement of a retail business will essentially vary depending on the nature of the business to its scale of operations; from location and geography to seasonal surges. However, as stated before, the bigger trial is to have good people on board, who would like to continue working in and for the business.

How to do Retail Hiring?

While recruitment in Retail may seem tricky, one can easily take charge of the situation with simple steps. To begin with, don’t hesitate to advertise about the openings, while being realistic in defining the role. One should be open to multi-channel voices for hiring in Retail; be it employee referral, classifieds or even social media platforms. It is also advisable to be a little pro-active with the Retail hiring process, if a position is going to open up soon. By doing that one has the time to engage a wider pool of viable candidates, who would be interested in the opportunity.

Whom to pick?

In the process of Retail hiring, one needs to be aware of the requirement in detail. This allows the recruiter to assess that the right pick for the job will be a person, who has the necessary skills, has a basic understanding of the role and comes with the right attitude. In a typical scenario, it will be hard to tell if one is going by a standard questionnaire; instead to gauge the real intent of the candidate, the interview must be engaging enough, so that one gets to see the change of emotion, body language and comfort level of the candidate. Once the perfect set of hires are complete, the next step becomes crucial that involves training and everything else related to the job.

What lies ahead?

The nuances of hiring in Retail does not ends with a successful recruitment drive. Real challenges follow in, once the newly hired are onboard. A basic training goes needless to say, but what truly matters is to be trained for contingencies, especially in a customer facing environment. One needs to sensitize the staff about customer queries, demands and issues. At the same time, prepare them for composure and etiquette, along with timely motivation, however small it may be. In this case, even a word of appreciation does wonder and helps improve productivity.

The retail space
The retail space

In totality, the tricks of the trade for hiring in Retail have been covered. The key, however, remains with the employer, as to what tactics are involved in assessing a candidate and the value attached to the hiring process. It has also been found that for Retail employees, it is more a matter of career growth and work culture that decides their eventual years with the company. This clearly signifies that current and potential employers should take note of these two, as they embark on the journey of Recruitment in Retail.

Why pay attention to your Frontline Hiring?

Frontline hires lead the way
Frontline hires lead the way

There’s a good reason to question, analyse and rethink on the steps taken towards frontline hiring by a company. To begin with the argument, the first and foremost reason why a company’s frontline hiring needs close attention, is because of the fact that these executives and managers are essentially the first touch point for the customers. Having said that, they inevitably mirror the organization’s practice, work ethics and customer sensitivity.

While we are on to discussing the issue of ‘Frontline hiring’, it is important to look at one of the observations made in the industry. Quoting from a survey taken up by McKinsey & Company, “One of the main reasons for the lack of satisfaction (of senior executives) is that companies’ training programs are not designed to help frontline managers, despite the potential impact their jobs can have.” This seems to be the case with much of the frontline management landscape as the numbers are glaring, wherein almost 70% of the seniors being dissatisfied and 81% of the frontline managers unhappy with their own performance.

To avoid worrying about that, it would be advisable to sieve through the hiring process for frontline managers and get it right. Charting out here few necessary steps to watch out for while putting together the frontline for a company:

A Good Mix: Frontline hiring should be a good blend of the cognitive and behavioural assessments and it would be a welcome change if this becomes a trend. It is, in fact, an effective way to find a desired candidate and see if he/she has the right attitude for the job. The latter also needs a more comprehensive assessment method to ensure that the potential hire is a also a good cultural fit for the company.

Ask to Address: A healthy way to approach the hiring for frontline is by asking the candidates to come up with as many queries as possible. At the same time, be prepared to answer all of them in the most objective way and by citing examples. A thorough peep into the role and its criticalities acts as a good enabler in assessing the employability of the prospect.

Good News & Bad News: It is good to be blunt at times, which means the nature of the job and related growth opportunities, if any, needs to be declared during the interview itself. This helps the candidate to decide whether he would be up for the job and will stay happy with what is being offered.

Show the better side: If one happens to be a senior recruiter for the frontline management, it goes without saying that he needs to emotionally energize the candidate. Most of the time, the opportunity of being a frontline manager comes with its own stigma. It is at this juncture that as a senior and a recruiter, one must be able to create the interest in the job and trust in the company.

The aforesaid are a few keys to unlocking the success with frontline hiring. As the frontline hiring involves entrusting these managers with representing the brand; they too, must be expected and enabled to reciprocate the connect with the company. This can be achieved by drawing the sense of belonging and mutual respect, which eventually goes a long way.

How Onboarding done Right makes New Hires go WOW on the Date of Joining?

The essentials of right onboarding
The essentials of right onboarding

We strive to find ourselves the right candidate by trying to attract the right talent within the designated time for a certain role. We invest a lot of effort, money and resources in getting the right candidate inside the door and converting him into an employee. Is our job done?

In the current landscape, on-boarding is much more than “welcome you aboard”. New employee yearns for that ‘sense of belonging’ from the moment they accept the offer. If done incorrectly, on-boarding can leave a bad impression about the company’s culture and values. It is like showing a wrong direction to someone who is trying to find a particular address.

So, what’s the best way to make candidates feel at ease and accepted?

Reduce paperwork – To begin with, infinite number of forms and list of documents required for submission can make the candidate jumpy. The idea is not to dump forms or skip legal requirements; however, incorporate paper forms using a strong technology platform, so that there is an ease of completing all joining formalities before the candidate comes to work.  

Incorporate a buddy program – The concept of incorporating a buddy system is essential for great talent branding. Buddies are great for that first day, first week, first few months support. New hires feel more comfortable conversing with someone who is tenured in the organization, or who is knowledgeable about the firm’s policies and procedures. While pairing a new hire with a buddy, you need to make sure that the buddy is well versed about company’s culture, dress code policy, organization’s values, mission and people.

Remember, your assigned buddy is the extension of your employer’s brand and must have the quality to be the best ambassador to carry your companies brand image.

Engage your new hires through training – You can’t expect your new hires to be loitering around with no work. At the end of the day, you are burning money – think about the money you invested on getting them hired. It is important to engage your new hires by enrolling them for training, so they reach up to the standards.

Stay hooked with your new hires – If you are the one who recruited that new hire, it is obvious that he/she will always reach out to you, once they feel lost. It is recommended to keep an engaging relationship with the employee instead of passing the baton to the onboarding team.

From orientation to retention – 60% of HR professionals say that it is a major battle to retain the talented candidates. While you get them hired with attractive perks and salaries, keep an awesome orientation program ready for an exciting new experience. It is recommended to promote that amazing work culture to attract and retain the new hires.

Don’t miss out on this huge opportunity to build relationships and create a great employer branding of your company.

If you have an awesome onboarding story, do share it with us in the comment section below.