Employee surveys play a major role in the life-cycle of any company. When a company listens to its employees, the chances of making better decisions increases. You know which policies are actually working and what new modifications are required to be made in order for the company to function more efficiently. Right from the sourcing part to the exit interviews of the employees, surveys are essential to track, analyze, and improve performances. Needless to mention, the employees feel valued and the overall retention rate gets better too. So how exactly do employee surveys help an organization? What is so good about them that highly-efficient multi-national companies make use of them? Let’s have a look at the factors that get positively impacted when employee surveys are put to place. Employee Evaluation and Self-Assessment Evaluating employees is not a simple task. It takes months and years to analyze the true potential and nature of a hire. Of course a candidate can be hired based on the rounds of interviews, but the Read More >>

Having served the recruitment industry for almost 15 years now, I have been helping clients with various recruitment-related challenges. Being on the recruitment side, people try to present the job opportunities in the best way to the right candidates, but often tend to neglect or totally miss out on a few aspects of the process that may seem unimportant to the recruiters, but are rather important from the candidates’ perspectives. In an attempt to optimize the recruitment  process, I tried getting the feel of what a job-seeker searches and wants when s/he is looking out for a job online or has received an offer from a company. The first thing people do when they start looking out for jobs or hear about any opportunity at a company is to check the company’s website – the career page, to be more precise. So, I started my journey with checking out the career pages of a number of companies, big and small, to see how they have developed their careers site. Read More >>

When we talk about scaling up the recruitment process and providing efficient means of hiring great talents, the mention of technology is inevitable. Technology has allowed recruiters to greatly optimize the whole process of sourcing, interviewing, and managing the right candidates and filling-up the open positions in less time. In our previous article, “Technology in Recruitment: The Past, Present, and Future: Where do you stand”, we have discussed how technology has helped the recruiters and job-seekers get over the traditional job portals by leveraging the power of technology to carry out the same tasks proficiently. In this section, let’s talk about some of the Chrome extensions that are helpful for the recruiters at various stages of the recruitment process and are absolutely “must-haves” if they are looking to hire. Hello Talent This highly effective Chrome extension allows recruiters to add candidates to their talent pools from anywhere on the internet. Just click the Hello Talent button whenever you find someone worth considering for a position, and the extension will Read More >>

The modern recruitment process, as a whole, is greatly aided by the use of technology. The traditional methods of sourcing, interviewing, and hiring candidates have been replaced with practical and efficient methods to scale up the recruitment process and hire qualified candidates at reduced costs. However, looking at the current scenario and speaking to different recruitment agencies, I have discovered that not all recruiters are able to leverage the power of technology. A lot still rely on the traditional job portal sites for closing open positions and there is a clear shortage of technology-driven recruitment companies. The Past Not much into the past, the contracting process was a totally different scenario. Online job portals were the primary go-to destinations for both the recruiters and the candidates looking out for jobs. Newspaper ad was yet another medium that helped reach out to potential hires, but largely for blue collar jobs. Even then, the overall recruitment process was a tedious one. It involved collecting a number of resumes, screening the available Read More >>

Global In-house Centers (GICs), previously called captive centers, have significantly evolved over the last two decades. GICs actively play a phenomenal role in the digital transformation of an enterprise. With the wave of technological disruption and the dynamic priorities of today’s CXO, the GICs have gained immense opportunity to help parent organizations move along with the digital advancements in a cost-effective manner. What used to be a “one-size-fits-all” approach, has now radically evolved to a tailor-made approach catering to the unique needs of a business. GICs came into existence in India during the late 1990s with the concept to reduce operational costs by hiring inexpensive technical resources and affordable commercial property to set up operations. The same concept continued for ten years, but in the 2000s GICs transformed to being multifunctional centers delivering business excellence. Ever since then, the GICs witnessed a paradigm shift with a focus to provide value-added services through innovative technology and delivery centers, enhancing productivity and business efficiency. India currently has over 1000 GICs operating Read More >>

Although globalization and technology have disrupted the way we live, work and play, it seems quite ironic considering the current scenario of the gender disparity seen in large organizations. Even today, the ratio of women within engineering, computer science and technology domains is dropping tremendously. The infamous Google engineer, James Damore, who was sacked for making bold statements about the distribution of women employees in tech and leadership due to them having a “stronger interest in people” and “neuroticism” might make them less suited for tech roles and leadership stirred an uproar among the masses. The statement may have got him fired, but it gives us food for thought. The actual fact is that there are only 20% of female engineers at Google. Does it mean that Damore is making sense? Possibly, not his statement or opinion, but he makes us question our approaches to diversity and inclusion planning, because statistics prove the phenomenal difference between men and women being hired for tech roles and leadership. Since the gender Read More >>

Every industry today thrives on technology. To stay competitive in the market, employers are always on the lookout for the best tech talent out there. Although, LinkedIn undoubtedly seems to be the most popular and preferred professional networking platform, recruiters are exploring other forms and techniques to source top notch tech candidates. Breaking away from traditional methods of sourcing candidates via several job boards, the holy trinity of social media – Facebook, Twitter & Instagram remain on top of every recruiter’s to-do list, at least globally if not so much in India. When it comes to IT recruitment, finding the right candidate that possesses skills required for the job as well as a cultural fit for the company is a challenge for every recruiter. Your need for hiring tech talent is here to stay. Hence, socially-savvy recruiters take to social media and other platforms to recruit top talent. But the idea is not to fetch talent from these typical mediums, but discover unconventional ways to engage with candidates. With Read More >>

With the emergence of disruptive technologies over the years, the Indian economy has witnessed a paradigm shift in the IT and ITES markets. The technological revolution has created significant demand in the education sector, especially engineering and computer science. As India continues to be a top runner in the global sourcing market, several Indian IT companies have set up global delivery centres around the globe. Having said that, several international IT companies are setting up operations in India due to the cost competitiveness in providing IT services, which remains the country’s unique selling proposition in the global sourcing market. The Industrial Revolution – Then & Now From using water and steam power to mechanize the production of goods in the first industrial revolution, to the use of electric power for mass production in the second, we’ve definitely evolved from primitive methods to adopting automated and smart techniques for our processes. The third industrial revolution brought in automation by using electronics and information technology to automate production. Now the fourth Read More >>

The concept of employer branding generally revolves around building initiatives and optimizing processes to keep existing employees of the company happy and engaged. However, many companies pay less or no attention to the potential hires/candidates, who also play a pivotal role in the branding of an organization. Although a candidate may be perfect for the job, he/she might still turn down the offer because of a bad interview experience. The unhappy candidate, thus, forms opinions or judgments about the organization as a whole and discusses the experience with friends, family, and colleagues. Sometimes, the same conversation carries on to social media as a medium to vent out frustration, which is read by thousand odd people, who create judgments and with the blink of an eye, there goes your reputation! Few interesting stats that will make you reconsider your Employer Branding Strategy Change of heart, leads to change of mind? Change of heart, leads to change of mind? Nearly 83% of candidates who have had a poor experience have changed Read More >>

While recruitment is often thought to be a gut-driven business process, I feel it is just the opposite (especially in 2017). The quality of hire, the speed of hire, candidate experience, and several other crucial factors are today considered as the parameters by HR teams to judge their own success rate. Having worked with a diverse set of clients over the past decade, it has become evident that those who still rely on orthodox methods and use the “gut feeling” approach are bound to fall behind in the competition to hire the best of the available talent in the market. One principal reason for this is that recruiting teams that rely on a data-driven process (merged well together with human intelligence) have a better chance of attracting, hiring and retaining top talent. In an interesting rendezvous with the top management of a well-funded data analytics startup based in the US, I chanced upon an opportunity that was challenging in a different way – very unlike anything I’ve come across Read More >>