Mastering the Art of Post Recruitment Follow Up


The Art Of Post Recruitment Follow Up
The Art of Post Recruitment Follow Up

Here’s the brutal truth about Post Recruitment Process

There are WAY too many hiring leaders in recruitment space today that think “recruitment and selection” complete the recruitment cycle.

They say, “if we can attract and hire the right talent, the job is well done.”

If only it was that easy….

Perhaps, this statement could only apply if you were interviewing and selecting the perfect candidate, only to have them not to show up on their first day of work.

Otherwise, you’re taking the “cooked spaghetti approach”: throwing a bunch of stuff against a wall and hoping something sticks.

Well, today we are going to show you how to master the art of post-recruitment follow up. It guarantees that you get high quality hires onboard and let them stick around.

And when you apply these post recruitment techniques, you’ll watch your talent retention rate skyrocket to the top — consequently affecting the productivity and business growth.

But there’s a catch:

Before you fire up and take any action to cut your no-shows to absolute zero, you need to find out what’s fearing your top hire to accept the job offer.

Can’t-do the job” fears – Where the Post Recruitment Follow Up Begins   

As we said earlier, most hiring leaders think recruitment and selection complete the recruitment cycle.

This is a huge misconception.

Here’s why:

Because your candidates may still have serious doubts that they can’t actually do the job. Remind them that they clearly fit the firm/job and that they clearly meet each of the qualifications. Let them know that organization and the team is 100 percent confident that they will succeed.

That’s not to say “can’t do the job” fear ends here. Introduce your team members to your hired candidate.

Maximize contacts with your teammates – Post Recruitment Follow Up Analyzes Value fitment

If your candidates are still struggling to make a decision, here’s how your teammates can make them feel welcome.

Here’s what you can do:

Encourage your teammates to email or text your new hire, or offer invitations to connect on social media, or just provide the new hires with links to the social media sites of the team’s employees.

Provide them with more contacts from your team, encourage the administrative assistant, IT or anyone to call them, either to tell them something or to ask them a simple question.

Once your candidate feels engaged, keep an eye out for their offer acceptance.

Reinforce their acceptance decision – Post Recruitment Follow Up humanizes candidate experience

Now that your teammates have successfully encouraged your new hires and the candidates have accepted the job offer, it’s time to show some support.

We recommend putting most of your effort in reinforcing the acceptance decision of your new hires.

Immediately thank them for writing for accepting the offer. Also, reinforce the sale by reminding them that they have chosen wisely by listing again what you have to offer and why they said yes. Remind them how much they are needed and that their teammates are counting on them.

Reduce first-day anxiety – Post Recruitment Follow Up nurtures Candidate Engagement

Chances are that your candidate is ready to join the company, but still worried about their first-day appearance.

Here’s what you should do:

You increase the likelihood that they will show up if you minimize any anxiety they might have on their first day.

That means providing them with directions, parking information, what they should wear, what they should bring on the first day, and anything else that has caused anxiety among past hires.

Also, let them know their office location, phone number, the type of computer they will have, and make them aware that their physical worksite is ready for their arrival.

Yet, some will rethink reneging on their acceptance of a job.

Now, it’s time to make them aware of the economic consequences that they are creating.

Make them aware of the cost of a Renege – Post Recruitment Follow Up Educates the Candidate

It’s time to reveal your new hire the impact of reneging.

Let the new hire know generally the amount of time and money spent on their hiring.

Also, make them aware of the added rupees that they will cost the firm if the hiring process has to restart and the cost to the firm if the position remains vacant for at least another month.

Once your candidate is aware of the no-show cost, it’s time the humanize your Onboarding process by assigning a buddy.

Assign them a buddy – Post Recruitment Follow Up Humanizes the Onboarding Experience

Most organization start their buddy program from the date of joining of the candidate.

This is a HUGE mistake.

If you’re going to assign them a buddy, don’t wait till they start the job. Have that individual contact them and begin helping the new hire during their notice period.

Once you are done with assigning a buddy, it’s time to take a feedback on your Post Recruitment Follow Up process.

Send them an Onboarding survey – Post Recruitment Follow Up Cares

A simple Onboarding survey covering candidate experience will reinforce the fact that you care.

A survey covering the job needs will let them know that their individual needs are important both to the manager and the firm.

Reasons why Post Recruitment Follow Up Matters

Hiring Managers and Recruiting leaders need to know what factors can cause their new hires to change their minds before initiating the post-recruitment follow up process.

Some of the pressures that your new hires are facing include:

Counteroffers from their manager, pleas from their peer colleagues, late arriving offers from other firms, document verification, notice period buyout and “first-day fears.” If a relocation is involved, the pressure from the family to reconsider may be enormous.

Taken together, all these factors can easily give your new hires cold feet and cause them to at least think about backing out of their promise.

Wondering if your onboarding program would be a spot on?

Introducing HirePro’s MBrace Onboarding Solution:

Hit “Play” to check out the 3 reasons to consider Automated Onboarding M-Brace

Optimising Engagement for Better Talent Onboarding


Understanding the need of engagement
Understanding the Need for Engagement

Understanding the need for engagement in talent onboarding

Imagine two men trying to sell you a pen.

Salesman 1: “Sir, I present to you, the all new range of ‘X’ pens. The pens are best-in-class and have been specially designed to gift you the best writing experience. It comes with an anti-sweat grip and has an anti-leakage technology. It’s an absolute must-have for professionals, Sir!”

Salesman 2: “When was the last time you took up a pen, Sir? Do you remember the purpose? The world is fast growing off pens as the world is getting more and more digital. But Sir, even in this almost-automated world, can you really deny the importance of a pen? Sir, you are the Managing Director of a reputed brand and your signature matters! And, that’s why this pen matters. It isn’t just a pen. It’s your signature!”

It isn’t tough to decipher who would make the cut.

The two men tried selling the same pen. But, the roads they took were quite different. While the first man was more of a dictated monologue citing the features and the benefits of the pen, the second man engaged in a conversation. And, that’s where the key lies. Engagement!

The battle to attract and onboard talent is as competitive as getting acquiring a new customer, and most importantly retaining them.

The basic problem with age-old talent onboarding is its outbound nature. The traditional ways are way too hiring manager driven. And, in a world brimming with options, that’s not an approach that will pay dividends. It’s about time we started considering candidate engagement an absolute necessity when it comes to talent onboarding.

Talent Onboarding – Defining Your Talent Persona

In the war for talent, it does pay off to think like a marketer. Inbound marketers define their target audience prior to every campaign and pitch their messages across accordingly. When it comes to talent onboarding, that’s exactly what more and more hiring managers have to start doing.

Here are 5 ways you could define the persona of your talent:


  • Demographics – Age range, location, qualifications, current employer, income level etc.
  • Work History (if any) – Previous employers, positions, and responsibilities held, etc.
  • Social Presence – Presence across social platforms to assess the talent psyche
  • Cultural Fit – Map the candidate’s psyche with that of the organization’s culture and ethics
  • Pressure Points – Reason/s for previous job change/s, motivational aspects etc.

It’s important to understand the persona of your next talent and tailor his/her onboarding journey accordingly.

Related: Keep your Talent from Walking Out

Talent Onboarding – Engaging The Inbound Way

Getting talent onboard is a conglomerate of attracting the talent to your brand and re-confirming on that at the length of the onboarding journey.

To attract the right talent, the communication has to be effective and spot-on. But, when it comes to onboarding, it gets all the more important and quizzical at the same time. Your onboarding journey should convey your employer brand and at the same time explain, the scope for a potential candidate. From the brand culture to the goals and objectives of role-specific mentoring, the onboarding journey has to be an all-inclusive one.

Where most organizations miss out, when it comes to talent onboarding, is the consistency. The onboarding journey begins right from the time an offer is rolled out. Fast paced recruitment coupled with a vast pool of candidates across domains and functions often makes it an uphill task to maintain effective communication with the candidate at every stage of the onboarding journey. And, that’s where leveraging automation works wonders. Automated responses/reminders and events keep the candidates engaged as well educated about their roles at hand, ensuring they don’t drop out midway through the talent onboarding journey.

How to master the art of candidate engagement? Check the video:  

For optimising your talent onboarding with seamless candidate engagement, get started with us:


The Role of Company Review Portals in Talent Acquisition

 Review Portals in Talent Acquisition
Review Portals in Talent Acquisition

Gone are the days, when a candidate used to wait for a call, from a recruiter. A job isn’t just working anymore, it is a brand which determines your personal brand! Erstwhile companies used to provide jobs for people, now the talent acquisition system looks for people first who fit the jobs.

A large part of the decision-making process starts much before the candidate gets the actual call. With company review portals, it becomes extremely easy for prospective candidates to assess the internal work environment and what they can expect. Company review portals, work on a simple concept that people believe people. You might not know anyone in the company, but a candidate today still wants to know everything about the company much before joining.

The First Impression

Delivering Highest Quality Candidates
Delivering Highest Quality Candidates

Any organization now needs to have a social presence. Social media is second to employee referrals as depicted to attract talent. This implies a strong inference on the influence that UGC has on the candidate’s mind. What is UGC?

UGC OR User-generated content has a very large impact on what people think OR know about the company in conversation. With the advent of company review portals, which give a platform to current employees as well as alumni. This allows every candidate to make a choice much ahead of an interview call.

Circle of Influence:

Candidate engagement and building conversations have become the core of any hiring activity. All the conversations and the activities pursued by an organization online/offline are integral to create a superior candidate experience. In a webinar held on “Hot staffing trends that impact business” carried out by a staffing agency, had interesting insights.

  1. 73% of candidates would go ahead to accept a lower compensation if the company had great online reviews
  2. More than 77% candidates willingly nod to a 5% lower salary than their expected compensation if the employer created a great impression during the hiring process. This included both online and offline methods.
  3. Around 60% candidates do not take jobs in companies which have limited social presence and responsiveness.

The Relationship Economy:

Company review portals are easier mediums to maintain a dialogue with not just candidates, but also the internal workforce. The entire investment of effort and time, that is spent in keeping the dialogue active will certainly prove to be highly profitable for the bottom line. Use archived data in combination with automated notifications to build consistently strong, communication-rich relationships.

In order to clap you need both hands always. Similarly as important as it is for a candidate to maintain a positive social profile, it is equally OR in fact much more important for a company to maintain an enthusiastic online presence. Review portals have a synergistic effect on your existing social Klout.

The affect areas:

It is not just important to be present on social review portals, but then what is the display content is as important OR even more. So what are the areas that you could positively influence with regular maintenance of the social review portals? OR let’s ask this question a little differently.

What do candidates usually look for when researching for any company online? The graph below depicts the various affect areas with review portals OR social presence.

Areas of review portal's influence
Areas of review portal’s influence


Review portals are important because they are becoming a more integral part of not just the job offer and interview process but the entire engagement process that extends beyond the conventional transaction. Review portals have gained importance because the evaluation of the company by the prospective candidate begins much ahead in the consideration phase of employment.

There are high chances that your marketing team is maintaining your company’s social media and online mentions which makes the ability to monitor sites and conversations. The talent acquisition teams will need to sync with marketing to ascertain if, when and how to respond to reviews and comments. All Employers are not perfect and therefore you might chance upon negative reviews. I still dine at restaurants on Zomato with less than four stars. Candidates like consumers watch the responses employers have for negative reviews. This makes it important for employers to exhibit their listening skills and introducing changes to their processes or way of thinking.




Interview Management: Setting Candidate Expectations Right

Have you ever taken time to reflect back? Is it the interview management or the interviewees who are failing in the interview?  If not, it’s time to give it a thought.

Positive Candidate Experience
Interview Management process and candidate experience

Some of you might be able to remember when recruiting was about pulling names from a classified ad of a newspaper.

So, what are the steps to be followed before scheduling an interview?

  • Dialing the contact person in the organization – then request the candidates to send their resumes for further shortlisting.
  • Once the candidate would clear the application stage, call them and schedule an interview slot.
  • Post-offer-follow-up is also one of the important steps in inter management process.

We have been hearing a lot from HR professionals in various organizations expressing concerns about the quality and consistency in the way the whole interview process is managed. But, when it comes to talent attraction and setting candidate expectations right in the interview, it is high time to bring a change and introspect each aspect of the whole interview management process.

So let’s identify some critical steps to drive and make your interviewing process a world class:-

Hiring Managers need a new cape for acting as a Salesforce

Think Out of the Box in interview management
Think Out of the Box

When it comes to setting candidate expectations right, it is important to think out of the box.

It is time to start defining targeted talent persona and creating an attraction plan around their specific consumer behaviors. To design the talent persona, talk to your top performers and find out what makes them tick.

How did they come to your company?

How do they stay current with what is going on within their industry?

What message would really resonate with them?

Isn’t that the same approach followed by the sales force to attract the customer to a product? Yes, you are right!

To streamline the interview management process, take some research, make a checklist of the questions and prepare some selling points based on the interest of the talent persona. Sell the right message during the interview and, place that message in a right manner to nurture the targeted talent pipeline.

Subsequently, you will attract and connect with the right candidates in a jiffy.

Interview Management and Candidate Nurturing:

Nurturing and building a relationship with your talent persona like leads is just as important as attracting them.

31% of selected candidates keep waiting to hear back after the interview process is over. 44% feel the lack of response from recruiters is the most frustrating part. As a result, they start looking for other jobs.

To build and nurture a connection with the targeted talent pipeline, you can begin building relationships through email campaigns, direct mail, text messaging. Using a tool to check the status of the documents submitted online for background verification is also essential.

But, the important part is to create a strategy around how and when you interact with that targeted talent pipeline on the call.

Impact of Interview Management on Employer Branding:

Set up a few brainstorm creative sessions with your employees where you can define your core issues, evaluate your competition’s recruitment strategies, define your talent persona to them and, make your employees as brand ambassadors to connect with the targeted talent persona during the whole interview process.

Put it all together:

Your interview management process should be an integrated approach. Then, lead the art of talent draw and meeting up the candidate expectations right. There is no secret sauce. However, if you broaden your approach and your definition of recruiting, the candidate expectations can be attained. Try creating a multi-faceted approach to meet the candidate expectations. Create a robust strategy to nurture your candidate and use employees as brand ambassadors to build a relationship with the candidate.

For more information:

To learn how to manage an interview process or build a robust candidate experience, request a demo here:


5 Successful Recruitment Strategies in Hiring Industry

5 Successful Recruitment Strategies
5 Successful Recruitment Strategies

Recruitment Strategy: Selecting and Keeping the Right Candidate

As the digitalization advances to transform recruitment strategies, in-house or RPO service provider must understand and embrace the changing trends.

So how to employ new recruiting trends to retain better talent at a lower cost?

These 5 recruitment strategies are guide to a smart recruitment, more effectively and efficiently.

Automate your Recruitment Process:

With the advancement of technology, automation has become mainstream technique in the recruiting industry. It is reducing the time-consuming and repetitive tasks of the recruiters.

How automation ease the hiring process and makes the job more effective?

Automation helps in enhancement of screening of the candidates, cost cutting and maintaining recruitment standard. Managing and processing a large volume of candidate application is now only a click away.

Research indicates that online recruiting can reduce cost-per-hire by 50% compared to traditional recruiting solutions. Automation is, truly, the future of jobs.

“The future of jobs is automation; the future of jobs is in replacing robotic jobs (repetitive jobs) with robots”

— Richard Lobo, executive vice-president of Infosys  

Related: Future of Jobs Breakfast Meetup: What role will humans have in the Indian IT/ITeS industry?

Encourage Employee Referral Program:

Successful hiring through Employee Referral Program (ERP) can be an excellent source of candidates.

Driven through employee engagement, the retention rates of these candidates hired through ERP are high. An employee hired through ERP tends to stay associated with the organization for a longer time.

The complication and the cost gets reduced in the referral recruitment strategy. Initial screening is done by the employees only, saving valuable time also.

Related: Tap into the Power of Employee Referral

Employer Branding:

An absolute impact of employer branding strategy is very crucial, when recruiting valuable talent. So, it is very essential for any organization to emphasize on the employer branding.

What employees think about the organization and what is the perception of the candidates in the job market matters a lot. Potential candidates always want to associate with an organization that cares for its employees and where the caliber of a HiPo talent is acknowledged.

Related: Employer Branding is Significant for Talent Acquisition – How Good is Yours?

Positive Candidate Experience:

Recruiting is a two way path and providing a smooth candidate experience definitely enhances the recruiting strategy of an organization.

How to enhance candidate experience?

Recruiting manager should aim to deliver both consistent and positive candidate experience in every way. When recruiters are thoughtful about each step that the candidate goes through, it definitely results in a successful recruitment.

Building a Talent Pipeline:

Building a HiPo talent pipeline has been proved as an effective inbound recruitment strategy.

Review your current sourcing strategies. How strong is your talent pipeline? Are these inbound candidates capable of filling the future talent needs? The idea of building a talent pipeline is that it will fill the positions rapidly in future, when the need arises.

Related: Talent Acquisition in 2017: Looking into the Crystal Ball

Click here for a successful and predictable Recruit-to-Hire Process.

The Evolution of Onboarding: Reading through a Netflix Approach

Evolution of Onboarding
Looking at Evolution of Onboarding

Are you one of those movie buff who stay glued to Netflix TV shows or streamlined movies? We all know that Netflix today is the veritable gold mines of must-watch shows and movies. Other streaming services also followed in kind with their own original programming, but there’s no denying: This is Netflix’s world, and we’re just living in it.

You must be thinking why are we talking about Netflix in this article? For a moment, give this a thought about what’s that one thing that made Netflix get there? Netflix managed to stand ahead and shoulders over even TV network for one unique reason.

The answer is simple, it keys in on the millennial need for instant gratification caring little for advertisements. No one is forced to wait, a week to watch a 45 minute show peppered with almost 20 minutes of commercials, making Netflix the easy choice over network TV.

Now, imagine if companies apply the same strategy model to focus on instant gratification of candidates as customers to develop an evolutionary new hire onboarding solution for workforce development.

Looking at the Evolution of Onboarding

Onboarding models have had a dynamic evolution in recent years. For MNCs scaling up in the market, the emphasis in the past few years was primarily on the number of new hires getting attracted and retained for a period of time. The emphasis in 2017 has now shifted and a productive positive new hire onboarding experience has emerged as the new contract between employer and employee. Just as marketing roles have moved beyond customer satisfaction to look at total customer experience, so is recruiter salesforce refocusing its efforts on building onboarding programs, strategies, and new roles in Onboarding HR to understand & continuously improve the entire new hire onboarding experience.

The figure mentioned below illustrates several important areas, where there is little improvement in Onboarding process in 2016-2017.

The dynamic evolution of Onboarding in 2016-17
The dynamic evolution of Onboarding in 2016-17

Onboarding Evolution- Challenges across multiple dimensions

Several factors that make evolution of Onboarding process a challenge today:

  • First, companies need to embrace advanced recruitment automation tools to engage with candidates on an ongoing basis, design a metric to determine what the quality talent is expecting and values about the company culture before joining.
  • Second, while some companies have created the C-suite role of Employer Branding roles, most companies have not assigned responsibility to a senior executive or team to design and deliver the candidate attraction strategy model via company social platforms.
  • Third, many companies stresses on “employee engagement” in HR function but have not yet understood the importance of engagement in frontline hiring, diversity, inclusion, employee wellness metrics and intrapreneural workforce design.

Netflix Approach- Design of an evolutionary Onboarding Solution

Getting the cognitive Onboarding tool evolutionized right

When a customer signs up on Netflix app, it shows them a set of movies & TV shows to choose. This evolutionized cognitive approach allows recommendations to get tweaked and fine-tuned as soon as the customer click on a title or abandons a film half-way. Every action of customer is a data point that gets thrown into a big cauldron of data which Netflix eventually uses to keep adding to customer’s kitty.

Now, imagine embracing the same approach to develop an evolutionized onboarding tool across multiple dimensions. In a world where millennial talent can manage much of their lives on a handful of smartphone apps, they expect every element of their onboarding experience, to be customized, easily accessible & a red carpet entry which will make them go WOW on their onboarding journey.

Designate Onboarding Sherpas to orchestrate the evolutionized model

What is so unique about Netflix chatbots that adds richness to the customer experience? Have you ever thought about it? The secret magic behind Netflix customer retention are their online frontline chatbot agent. The quirky funny exchange in the form of a character play allow them to put themselves in the customer’s shoes and study customer’s future interest.

As the usage of AI systems, robotics, and cognitive tools grow in sophistication, designating Onboarding Sherpas will further leverage the human connect with the candidates.These experts will craft a winning proposition for the candidate, innovate the candidate relationship with the company,align talent goals with a corporate purpose and design a augmented workforce for future.

The Evolutionary Onboarding tool of the future: Arriving Now

Presenting you the ultimate cognitive Onboarding technology which will help you find and court skilled hires for your future workforce. Click to discover the power of Mbrace Onboarding tool.

The Pros and Cons of Video Interviewing

Making interviews more accessible through video interviewing
Making interviews more accessible through video interviewing

Getting to know Video Interviewing

Enter 2017 and we can’t wait talking of what the years ahead hold for us. What we don’t realize that things we have in hand are no less an achievement; to cite, when recruitment started operating as an independent function, no one could have imagined video interviewing a candidate from a remote location. It is indeed incredible!

While we may not elucidate on the fact that when did it occur for the first time, we will be sharing some information on the benefits and drawbacks of applying video interviewing. Also, for our dear readers, who tend to have a time crunch, we have added an infographic at the end of the piece for a quick read.

The need for video interviewing arose because hiring managers realized that a lot of candidates find it hard to be available as per the schedule, owing to issues like busy schedule, remote location etc. Video interview allows the candidate as well as the hiring personnel to see each other virtually and carry out the process, from afar.

Executing video interviews through web platforms like Skype, has its own share of advantages and issues. It is apt to consider the pros & cons of video interviewing before applying the same to one of your requirements.

Why it is good?

  1. Aside a physical one-to-one interaction and telephonic interviews, video interviews are more accommodating.
  2. It saves time for both candidate and hiring team.
  3. Travel expenses and exhaustion are easily avoided.
  4. Candidates who are currently employed need not take day off to attend the process.
  5. The video can be recorded for further assessment/review.
  6. Candidate’s reaction to questions and body language can be captured live and reviewed through re-runs.

While video interviews are fast taking over any traditional mode of interaction with a candidate, it still comes with a few drawbacks. It is then important to know what the drawbacks are, to stay prepared or avoid the reasons behind it.

Skype as a form of video interview
Skype as a form of video interview is popular

The Roadblocks

  1. The first and foremost requirement of setting up a video interview is binding, i.e. to have a computer with webcam and internet.
  2. Network issues and transmission delays may cause interruption in communication.
  3. Candidate may not be comfortable expressing well on camera.
  4. Surrounding light, noise and disturbances may hinder a smooth conversation.
  5. Video interviewing may not be suitable for all levels of hiring positions.

Having cited the above, video interviews still remain a favorable option. The benefits tend to make up for more than the technical drawbacks; most of which can be overcome by practising an adaptable approach. If you are part of a hiring team or a candidate, you will agree that video interviewing is a simple solution that helps ease out and speed up the process of selection. It is found that if one manages to stay well prepared for a video interview, this process turns out to be quite a boon.

As video interviews become a more and more common part of the recruitment process, let’s look at the benefits and drawbacks of video interviews. Check out the SlideShare Infographic: Pros and Cons of Video Interviewing

Infographic: Pros and Cons of Video Interviewing from CareerNet Group

We hope you capture the essence in your next video interview engagement.

Did you find this article helpful? Would you like us to come up with more such topics? Leave your thoughts in the comment section below.

India’s Working Population and the Future of Job Creation: Walking the Tight Rope

India's working population and future of job creation
India’s working population and future of jobs

For more than 20 years, 11th July has been marked as a significant day to raise awareness about the population trends and related issues. The growth of working population can be elevated by reskilling the employees. As a result, the increase in job creation will lead to the economic growth of the nation.

Hence, an influx in population will push the world into an era of economic nationalism to the propitious growth of job creation for every individual.

Portrait of Working Population of India

The latest UNDP Regional Human Development Reports states that India’s working population, i.e. people in the age group of around 16-64 is to grow to over a billion by 2050. As per the Census, 39.1 % of the total population of India constitutes the working population. Of the total 402 million workers, 275 millions are males and 127 millions are females.

Job Creation Statistics

According to the Labor Bureau statistics, job creation for 2015 and 2016 ranked at 1.55 lakhs and 2.31 lakhs in numbers respectively.  The data shows that job creation was lowest in eight years.

Around 1.3 crore youths are making way to India’s job market every year, courtesy high volume of population growth. Since 2012, the country has not been able to produce more than 5 lakh jobs in one single year. But this year, as per the employment statistics of 2017, India is growing with a positive margin and largely unaffected by the global employment downfall.

Various companies’ employment outlooks are also reflecting this positive sign. Majority (80%) of employers surveyed say hiring activity will rise over the next 12 months – numbers that are higher than the Asia average.

Future of Jobs in India

Globally, current estimates project that for every 1 percent point increase in the working population, real per capita GDP growth rises between 0 and 1.1 percentage points, depending on the region. With an estimated GDP growth upwards to 7.6% this year, the Indian job market seems to be set for a revival.

With the onset of Fourth Industrial Revolution, potential technological advancements can be seen in the form of Artificial Intelligence, Robotics, Internet of Things (IoT) as well as nanotechnology, biotechnology, quantum computing, and 3D printing.

Jobs are created when an organization attempts to adapt the new technology, in order to amplify its business in a more efficient way. So, it is hard to forecast precisely about the future of jobs. But one can gear up to face the implications of this significant technological change. 

Reskilling for Talent Inflow

One of the solution to increase job creation in all industries is reskilling. Rapid advances in technology are making it more challenging to predict the numbers and nature of jobs in future. So, the working population should pick up and reskill themselves with the cutting edge technologies, to keep pace with the advancement. As stated in the NASSCOM report, 30% of workforce will become redundant and will need to be reskilled.

If you don’t reskill you will perish and it’s as simple as that.” — Raman Roy, chairman-MD of Quatrro BPO and Nasscom chairman.

Future of Jobs in India Summit, 2016 organized by FactorDaily in association with CareerNet Group brought together many leaders under one roof to discuss about the future of jobs creation and the impact of technology in the economic growth of the society. In a recently concluded breakfast meetup, Rishi Das, Founder and CEO of CareerNet, referring to the current scenario of jobs said,

“India being an assisted economy, a lot of jobs are becoming enabling factors with the growing technology.”

Growing Population – A Boon Or Curse?

With the ever growing population, sometimes it is a boon as India’s high population offers an enormous amount of manpower. This in itself is a very useful tool for India’s economic growth. It can result in higher earnings, which in turn may result in higher savings, indicating clear growth of nation’s economy. The expansion of economy will allow more working class people to enjoy the fruits of population growth.

Therefore, looking at population as a ‘overgrowth’ is only one side of the coin. It cannot be termed as the main constraint for a nation’s development anymore. On the contrary, with enabled resources, infrastructure, and opportunities, it can become a positive force.


  1. India to dominate working-age population growth in Asia Pacific by 2050: UN

Image source: Yahoo News

Unveiling the Secret of a Hiring Manager’s Work-Life Balance

Can hiring managers do the work-life balance well?
Is a hiring manager a Superhero?

Hiring Manager’s Work-Life Balance: Debunking the Superhero Myth

Yesterday’s work life balance theories are not keeping pace with the velocity of today’s disruptive marketplace. Earlier, most of the Chief Human Resources Officers in larger workforce, spent decades trying to identify the mythical “superhero hiring leader”. They would have liked to clone such a ‘superhero’, who happens to know the zen of balancing it all with his cape. But it turns out, there is no such thing. As of now, a hiring manager’s work-life balance seems like a distant dream. Millennial hiring managers are seeking new recruitment technologies for the age of agility. They would like to redesign the purpose of recruiting to drive organization’s success.

Today’s recruiting leaders face a virtually unprecedented variety of challenge. It ranges from harvesting the right talent, who will skyrocket the business in short span of time, to boosting the productivity of workforce. It also involves redefining the purpose of work for the intrapreneurial new hires, to creating the next wave of disruptive innovation in digital recruiting. Add to that, winning the war of talent deficit or working through the complexity of engaging with the new generation talent. But in the midst of it all, the most important being managing their work life balance like a pro.

Each of these unique challenges require hiring managers to rethink a new approach – Thrive to become the zen master of recruiting world.

Here are some secrets that may help hiring managers to solve the work-life balance puzzle.

1. Embrace the idea of talent diversity

Embrace talent diversity while hiring HR manager
Be open to diverse talent in your HR function

Instead of trying to clone an army of identical performing recruiters, embrace the idea of talent diversity in HR function. One of the things that makes the organization a great place for recruitment function is the idea of being ‘teamed up with different shaped cookie cutter. So, strive to create a pool of HR talent who have different skills, styles, and experiences. Then, work hard to assign your team to leadership positions that fit their unique capabilities, to solve the above mentioned challenges.

2. Be immune to instant obsolescence

Readiness to adapt can help a Hiring Manager with work life balance
Readiness to adapt can help with work life balance

Today, disruptive innovation is the rule of the recruiting game, not an exception. Virtually, any company could be weeks or months away from facing potential breakthroughs. At the same time, a new technology in the competitive market could make its entire business obsolete. Leadership styles in recruitment HR that worked well in the past, may not be good enough to cope with the dynamic environment of ‘now’. Hence, be immune to instant obsolescence, by adapting new technology to recruit better. Look for technology that can operate across different hiring environments. The kind which helps you focus on your work life balance and addresses the unexpected gap of a talent deficit.

3. Pursue multiple vision in leadership

Multiple vision in leadership can be valuable for work life balance
Multiple vision in leadership assures a sustainable growth both at work and in life

Hiring Managers, today, must create a leadership environment where recruiters can be ‘creatively abrasive’. By which meaning, standing up for what they believe in and create a purpose for their role. It would also mean to openly challenge each other when necessary, without pouting or shutting down, if they happen to lose to address the war of talent. Otherwise, pursuing a singular vision in leadership destroys the ability to attain sustainable growth in your career and family life.

4. Learn to Unplug

Hiring managers should sometimes unplug from work, to regain work-life balance
Sometimes unplug from work, to regain work-life balance

Some campus hiring managers find it difficult to cope up with increased responsibility of working out a candidate process. Sometimes, they miss the privileges that a 9-to-5 work hour can provide. Many campus hiring managers feel pressured, to be available anytime and anywhere. Therefore, hiring managers need to learn how to connect and disconnect, a new skill for mastering the work-life balance art.

5. Relinquish Control

Relinquish authority and focus on achieving personal goals
Move away from exercising control to rather negotiable efforts

Informal strategies are often more effective than micromanaging day-to-day work. Therefore, set clear expectations about what work must be done and by when. Also, allow your team to negotiate on how they can most effectively meet the collective work goals, so that you have time to fulfill your personal needs.  

Tomorrow’s Leadership in HR: The Modern Yogi of Digital Recruitment

As a hiring manager, you might be visualizing tomorrow’s leadership as a ‘digital yogi’. This ‘digital yogi’ would be flexible in adapting to the rapid pace of change in recruiting technology. Let’s glance through the Infographic: The Modern Yogi of Digital Recruitment,  who will redefine the 360-degree recruitment of 2020.

InfographicThe Modern Yogi of Digital Recruitment from CareerNet Group


How to ensure Recruitment Precision?

Eklavya, a legendary example of lost talent due to lack of recruitment precision.
Eklavya, a legendary example of lost talent due to lack of recruitment precision. 

Eklavya – The Talent That Was Let Go Due to Lack of Recruitment Precision

A long time ago, there lived a boy, who had it all in him. To become the greatest archer of all times. A legend, that would be carried on across generations and ages. Sadly, he never made it. His genius was sacrificed to appease his teacher’s ego, the man he believed to be his inspiration. He was an evident case of lack of recruitment precision.

Yes, it’s the tale of Eklavya.

Eklavya, the blue eyed boy, who grew up to be a potential threat to the legend of Arjun, was one of the best of Dronacharya’s talent pool. The tale of Eklavya’s initial rejection at Dronacharya’s “gurukul” and his eventual “sacrifice” is widely known.

Evidently enough, it was Dronacharya’s bias for Arjun and the bias against Eklavya that scripted the Mahabharata as we know of it, today.

Eklavya and Talent – The Relevance in Recruitment Precision

While Dronacharya’s bias was more conscious, loud and clear, the bias that begets most hiring decisions are subtler.

And that’s why, the tale of Eklavya holds true for hiring programs even in a world dominated by technology and automation.

Let’s revisit the tale from a different perspective.

Dronacharya (the hiring manager) is looking to fill in a position (of that of an excellent archer). On the one-side he has Arjun (the street-smart talent), on the other, he has Eklavya (the self-contained talent). Dronacharya interviews both. While Arjun strikes the right cord right from the very beginning of the conversation, Eklavya fails to exhibit something similar. However, during the assessment phase, Eklavya’s skill set proved better than Arjun, but it was the first impression that decided the outcome.

Some hiring managers, if not all, are but manifestations of Dronacharya in different forms. If Mahabharata has taught us anything about talent acquisition, it is this, that talent should not be compromised with.

As humans, we look to hire people who resemble a certain prototype. People who agree to our train of thoughts, who resemble us, or have qualities or likings in common. And, that’s how the chain moves. Simply put, managers who go on hiring people, who are just as good as them, ultimately finish a hiring program that yields just average talent.

As a hiring manager, if you are looking at people who do things just the way you are doing, you have probably got it wrong. That single thought is the death of innovation. To put it in the words of Abraham Maslow, “If the only tool you have is a hammer, every problem begins to resemble a nail.

Getting Over the Bias – Ensuring Recruitment Precision

Now the question that logically arises is, how do you practice recruitment precision. How do you ensure the talent you are hiring is the right fit?

a. Firstly, move beyond first impressions to ensure recruitment precision. How a person appeals to you isn’t a measure of how he would fare at a given job. Conversations are good icebreakers, but not decision-makers. You have to ensure that you don’t let views, train of thoughts, lingo or any other factors unrelated to the job role influence your hiring decisions.

After all, we all know it was Dronacharya’s ill-habit of concluding on first impressions that ultimately led to his downfall.

b. Secondly, audit your existing style of assessment. Any assessment that aims to find the right fit for a given role should ideally comprise of 4 sections –

  • General Cognitive Ability
  • Leadership Skills
  • Innovative Thinking
  • Role-Based Knowledge

Don’t make your talent answer unnecessary questions. Simplify the way you assess talent.

c. And most importantly, if you are looking at recruitment precision, make sure your talent is aware of your employer brand. To ensure you make the most of your talent, it’s important to imbibe the vision of your brand in your talent. Remember, it’s today’s talent that paves your tomorrow. If your talent does not believe in your vision, or is even unaware of it, you may be heading nowhere.

How to simplify Onboarding with HirePro Mbrace, a POFU tool?

Simplify Onboarding with HirePro Mbrace
Simplify Onboarding with Mbrace, A POFU tool

Before we begin with laying out the story of why POFU is used for simplifying Onboarding let’s discuss what it is, let’s break down the acronym for you; POFU stands for Post Offer Follow-Up. It is not exactly a new concept, however, it tends to differ the way HirePro practices it. Post Offer Follow-Up is a simpler way to understand the holistic and indigenous candidate engagement and onboarding tool i.e. HirePro Mbrace. Yes, there is a word-play; Mbrace as in embrace. Onboarding is indeed about embracing the candidates and making their firsts steps into the organisation as smooth as possible. Apart from the formal information collection and background verification, Onboarding should be about increased candidate engagement and that is exactly what MBrace is. But before we get into what and how MBrace is the answer for successful onboarding, let’s look into the problem.

The Problem Statement

The first and foremost issue with the process starts right after the offer is laid out. While employers like to believe that the job is done, there is always a huge gap from the time of offer to actual joining date. So, in anticipation of onboarding the selected candidates, there is a good percentage of candidates that drop out, resulting in a setback of offer-to-joining ratios.

It is quite understandable, given the fact that right out of college a lot of students are not fully aware of their future aspirations. Although they choose to grab an employment offer to secure a future, most of them begin reconsidering the options during the ‘gap’ period. Things like whether the employer would match their career aspirations; will there be a defined growth path; including several other questions. Sometimes these questions emerge post-offer and when they go unanswered, that is when the chosen ones decide to drop the offer.

In the above scenario, more often than not these candidates have another offer to fall back to; An offer that may seem more lucrative as a comparison to the previous one. However, many times, these decisions are also influenced by peers, seniors and parents, who have different views about the prospective job. What remains common in all these, is the company’s sheer disconnect with the candidate. Since the employer gets complacent about a post-offer follow-up, the candidate goes the other way.

The problem statement, thus, gets defined as the dipping offer-to-joining ratios.

Continue reading How to simplify Onboarding with HirePro Mbrace, a POFU tool?

Employee Data Management and the Need of a Unified System

Employee Data Management and the need of a unified system
Employee Data Management and the need of a unified system

The year 2017 is already here and the world seems to be prepping up for big changes. The Human Resources in particular is wondering about how to manage data in its various forms, one of which includes Employee data. Believe it or not, with the kind of movement that happens every single day in organizations, employee data management is becoming a key discipline to follow.

This data in discussion here constitutes of a lot of information; personal, financial, transactional and professional in nature; all of which is required to be stored, maintained, tracked and evaluated. Hence, the need of agile employee data management systems.

The Times of Employee Data Management

Yes, from the times of managing employees, we have now embarked on the times of employee data management. The reasons are varied and all valid, as they are to be found stated below:

Flexibility: Keeping all employee data in a format where a single view enables easy access and flexibility at all times is needed. It has been found that 80 percent of the IT & HR professionals surveyed by Forrester claimed to have had all their employee records on ERP systems. However, the percentage of a single view system was less than 26 percent. This is a glaring issue. It thus emphasizes the need of a single view platform.

Information at Fingertips: The fact that data defines everything for and about an individual, both organizations and individuals are going to be extra sensitive about it. Hence, quick and easy retrieval of data is another driving factor that pushes the envelope for employee data management systems.

Employee Data Management Security: In this age of digital databases, information security becomes a core priority. Employee data management done through a licensed platform is the best way to ensure data security for all. Employers and employees will have the assurance that the tool takes care of the privacy details and any hacks into the system are fortified and closely monitored.

No Duplication: A unified employee data management platform ensures reduced duplication of efforts. It simply allows better allocation of resources, by taking care of the nuances required to carry out the necessary processes with respect to managing employee data.

Cost Reduction: With all the above taking place, companies would eventually save cost on resources. A single platform meant for employee data management will take care of all coordination between HR and various teams across organization.

Cost effective Employee Data Management System
Search is on for a cost effective Employee Data Management System

Better Reporting: Available data through employee data management systems will allow better analysis and further reporting of the same. Managing humongous amount of data on different and dissociated platforms can lead to erroneous results, however, unified platforms rule out such discrepancies.

Transparency: Process transparency is another advantage that follows with an employee data management system. Starting from employee information, PF records, salary slips, leaves and related information, all are accessible to both employees and HR, which makes it easier to update and dissipate information. Also, employee visibility into the system is a reassuring step.

What the Future of Employee Data Management be like?

The future of employee data management is quite aspiring. Developers who are currently engaged with such systems plan to revolutionize it for the better and more leaner outlook for the coming decade.

Also, the fact that these systems are purchased on an enterprise wide usage under yearly subscriptions, the platform providers take ownership of innovation and enhancing the experience through and on the platform for both professionals and employees alike.

Future of Employee data management system
Employee Data Management System of future will be smart and lean

In the future, we will see a greater acceptance of such platforms even for medium and small size enterprises. The most important reason being the increasing need of cost reduction and automation of processes. This will lead to swifter roll-out of newer versions and cutting edge enabling services on the platform.

Talent Acquisition in 2017: Looking into the Crystal Ball

Talent Acquisition in 2017: Looking into the Crystal Ball
Talent Acquisition in 2017: Looking into the Crystal Ball

There was a time when trends used to last a minimum of five years and recruiters would be satisfied with a plan based on certain speculations. Today, a recruiter to have that long a foresight is neither possible nor recommended. Hence, it has to be as brief as a year’s span to study the latest trends and make suitable changes to the existing talent acquisition strategies. Sitting at the fag end of the year, it is only time that we talk about the trends that will define Talent Acquisition in 2017.


Shaping Talent Acquisition Space in 2017

Catch ‘em young

Catch 'em young: Pre-candidate engagement
Catch ’em young: Pre-candidate engagement

It has not much been talked about but felt often. As a talent acquisition personnel, it has been observed as a crucial reason why candidates choose otherwise even before they get to an interview. A pre-candidate engagement strategy is going to make a visible difference in how talent acquisition in 2017 blooms. Getting candidates comfortable with a prospective employment space will not only add successful numbers but an elevated association between the candidate and the employer.

Hiring on the go

Mobile has already redefined how people shop and experience things today. The next in line is recruitment. Companies and hiring firms are highly aware of this fact and are swiftly moving to mobile adaptive platforms or purely application based interfaces. These technological advances allow talent acquisition specialists to follow talent wherever they go. It is also turning out to be a great tool in candidate engagement cycle where the constant touch is maintained through shared information, SMS updates, social sharing.

Recycle, Rejuvenate

Recycle, Rejuvenate: Repository Management
Recycle, Rejuvenate: Repository Management

Come 2017 and people will realise how much candidate data they are sitting with. We have notices a gradual need of Repository Management in the past few years and as we close in to the end of this decade, it seems like the most intelligent way to recycle and rejuvenate talent. For talent acquisition personnels, repository management is a boon. By only revisiting what has been accumulated and filtering the right way, the lead time to closing an opening can be minimized to great scales. Also the fact that talent itself moves through a subsequent growth path adds value to the candidature and role.

Supply as per Demand

The concept of contingent staffing is slowly becoming more acceptable as businesses tend to need based hiring. Talent Acquisition in 2017 will see an exceptional growth in this area with part-time jobs and freelancing opportunities. Interestingly, it is going to be a win-win for both sides as people will tend to move towards more flexible roles and timings at work, while businesses will look for specific talent for unique projects. As quoted in a Business Essentials article, “With their desire for flexibility and a work-life balance coupled with aspirations of progressing swiftly up the corporate ladder, millennials are the ideal candidates to take on contingent employment.” While the millennial workforce will largely drive this trend, who prefer to own what they do and have a say in how they work; the talent acquisition space will be gearing up for such shifts in 2017.

The Eating Fear

Apart from all that is good and progressive, automation is the one threat that is eating into the minds of the larger working community. As of 2016, quite a few companies worldwide have chosen to cut short on workforce and have moved to automation as a solution. There is enough debate going on whether automation will erode the market of jobs. However, at this point there is no visibility into which sectors will be affected most. In 2017, talent acquisition will have this as a larger question posed against the contemporary scene of existing talent and freshers.


Wait ‘n’ Watch

For all of us now, it is but a brief wait and by mid 2017, we will see the above trends making quite a few ripples in the talent acquisition space. While we are sure of some, there will be some new surprises thrown in that will eventually turn the pages on the year’s successes or failures. The talent acquisition as a function is quickly changing modes to get a grip on the shifting ways of economical and social behavior. In times to follow, research and data will push recruitment intelligence to refined levels, wherein talent acquisition would be matter of a few sequential clicks.

Thoughts on Cloud Recruiting

Cloud recruiting
Cloud Recruiting

Technologically speaking, the HR space has witnessed major shifts in the last few years. The most revolutionary of all this however remains the genesis of cloud based technology. Cloud recruiting marked a new dawn rendering ERPs obsolete. Efforts of months were cut down to an overnight affair, thanks to the shift in the way and speed of technology implementations.

Talking of a true cloud solution, being hosted in a data center is but, just one of the lesser differentiators. The major difference lies in the ease of access, usability, seamless upgradation and scalability, which ultimately reduces implementation efforts and costs to the barest minimum. Such benefits have already pushed the entire technology space towards a cloud-based environment.

Why Cloud Recruiting?

The concept of cloud recruiting was a result of the need for speed in talent acquisition. With every passing day, talent acquisition has been growing all the more competitive, fast-paced, interactive and engaging like never before.

Today’s talent knows their worth and are quite aware of the competitive landscape. They are impatient and given the growing numbers in opportunities that come by, it isn’t long before they are gone. As a result, swift, flawless and engaging HR processes have become a necessity in 2016.

In the words of Laura Kerekes, “Talent acquisition has become a seller’s market. For employers, it’s all about maximizing the candidate experience through the job application process.”

Not having HR processes not fast and easy enough for candidates is the cardinal sin of the modern day recruiting.

To Cloud or Not-to-Cloud

Ironically, despite being quite a success, software as a service (SaaS) has remained to be a highly misunderstood idea amongst decision-makers and thought-leaders. A majority of enterprises are still evaluating whether or not hosting applications on the cloud is the right way out.

While a lot might debate the necessity of on-cloud recruiting, it sure has a clear advantage over on-premise solutions.

  1. On-cloud has generated 1.7 times more ROI and 84% reduction in application cost with ensured vendor software support over on-premise.
  2. On-cloud eliminates the idea of restricted access. The concept of cloud recruiting leverages anytime, anywhere access with real-time visibility.
  3. On-premise solutions face 61.4% security attacks vis-a-vis cloud solutions that face 27.8% attacks.
  4. On-cloud reduces time to implement processes considerably, provides with advanced security data tools and helps secure servers across multiple locations.
  5. On-cloud is as user friendly as it can get. From addition of new features to software updation, on-cloud is all about automation.

The Epilogue

Cloud recruiting is about spotting the right fit.
Cloud recruiting is about spotting the right fit.

Cloud recruiting isn’t all about engaging the right talent. Cloud recruiting is also about spotting the right fit.

Cloud-based hiring tools allow recruiters and hiring managers to easily spot, evaluate and list out top talent. Innovative assessment techniques and and filtering techniques help provide a holistic view of top talent. Through bio-metric data, companies are looking forward to predict better which candidates are most likely to be a good fit for a given job role.

Data analytics are instrumental in helping recruiters discover which passive candidates are better to approach.

While digitization can never fully replace the human instinct necessary for identifying the right talent, the ability to stay atop technological trends could be very well a recruiter’s biggest advantage going forward.

Select the Swan – Employability Assessments

In Hindu mythology, from the early days of Rig Veda and Chandogya Upanishad, the bird has always been associated with sun and saints. The bird evolutionarily signifies “Beauty” and “Balance”. A swan is characteristically waterfowl and closely connected with water. It even nests near water bodies. Water is also symbolic of fluidity, intuition and creativity. Anatomically, Swans have known to have a sieve in the lower section of the beak. This is the reason why they are believed to have the capability to separate water from milk.

Select the Right Swan
Select the Right Swan

The connection

Employability Assessments are an attempt to recruit the swans of the corporate world. They are designed to find the candidate who can keep oneself grounded and balanced on earth, would loft to great heights in the air, and winding through business waters with magnificent elegance. These birds or conversationally, the employee help the organization to sail serenely through the tidal business waves. The waters are known, the environment is conducive and the business is ready to welcome the swan, but who is it going to be? What aspects would constitute the milk – read “Talent”?


It is the way the candidate gives a framework to the content that determines the initial structure. Structure gives a clarity to the thought-process. Style determines the qualitative fitment of a candidate with the existing ecosystem of the company. Structure and Style are extremely personal while the third aspect is quantitative; Content which is usually the data or the information. Written tests, and aptitude check would determine the capability of a candidate to express effectively.

Team playing:

Adaptability to any situation has been an everlasting personality trait that employers look for in most candidates. Just like swans, which would be mistaken for fragility but is a well-rounded and worldly bird, candidates should be equally comfortable in taking directions from a superior as well as always up for a feedback from juniors. Methods like group discussions, role plays etc. help determine this aspect of a prospective employee.

“IDEAL” problem solver:

The balance and grace in problem solving is an essential feature to be assessed. The ability to Identify and Define a problem are the first stages. Post the definition stage it is important to Examine the world of options, and then Act on a plan. This would enable you to Look at a probable solution. The Ideal problem solver can be assessed through gamifications, scenario based questions, case studies and so on.


Enjoys finer aspects in life? A huge expulsion of stamina for paddling to greater heights? Tranquil exterior but a volatile personality? Each attribute has a different manifestation and as an employer finding the true personality behind that human form is essential to attract, retain and satisfy the employee. If what motivates a person is found out as a part of the employability assessment, a large part of the post-employment puzzle gets right.


Fragility encompassing substantial energy to achieve the ultimate goal is the highest level of endurance expected from any potential talent. Most psychometric tests are assessing this inner level of endurance of a candidate.

Way ahead:

The methods that you use would vary based on the level and the domain you would assess for. But the qualities that you would look for largely would remain similar. We at HirePro, do not recommend life jackets but ensure employment of swans who would steer the business to greater heights be it “Adversity” or “Diversity” of the corporate seas.