Candidate’s Diary: 4 Good Reasons to turn down a Job Offer

Posted onLeave a comment

A recent survey done by Gadgets now has shown that 28% of the job applicants turn down a job offer at Infosys. In the larger picture, 28% may not seem like a staggering amount; also, considering they’re Infosys, they aren’t at a loss here. Or are they? Wrong. Infosys, Microsoft, Facebook or even Google faces the brunt of talented applicants turning down their job offers. Regardless of the number of applicants battling out for glory, even one percent of refusal can mean disaster. So why exactly are these candidates declining lucrative job offers? What’s going wrong? As a millennial job applicant, there are several reasons why someone would turn down a job offer, no matter how impressive the amount he might be taking. To be honest, money takes the backseat most of the time, especially, if you’re thinking long term. A candidate is likely to mull over several other factors and reconsider his priorities, that’s just how it goes. This is the general trend amidst several job applicants. So Read More >>

4 Indian Go-to Markets for High Quality Talent

Posted onLeave a comment

“Do not hire a man (or woman) who does your work for money, but him (or her) who does it for the love of it.” – Henry David Thoreau With positive developments on the horizon, and India venturing into technical and economic advancements, all the organizations are keeping their eyes peeled for some super talented youth. As our President, Pranab Mukherjee said – “Youth of our country are our future”, what you invest in talent today will yield qualitative and quantitative success in the future. So undoubtedly, it’s time to recruit and it’s time to recruit the young and developing! Now Indian markets, in no way, are running short of high-quality talent. If you feel they are, then hold on tight, because we’re going to tell you about those 4 markets you should be researching right now. Despite the fluctuating employment rate, these Indian markets are showing tremendous potential for qualitative recruitment. Not only are they growing, but they’re growing and developing at an alarming pace. With spontaneous and Read More >>

5 Must Haves in the Staffing Agency You Hire

Posted onLeave a comment

Recruitment processes are undergoing a pleasant metamorphosis, let’s agree on that. So undoubtedly, the screening processes, the shortlisting and actual interviews are all experiencing a modern, suave makeover. With these changes, however, there’s a dire need to consolidate every aspect of recruitment into one manageable entity. Simplicity is efficiency, yes? So to handle and fortify your recruitment aspects, you need a staffing agency that can function precisely the way you need it to. Now every organization focuses on the key aspects of the applicant they’re recruiting. Although that’s quite possibly the safest and the easiest way to ensure your future, ask yourself this- “What if my applicants were already in tune with my requirements?” Yes, we’re asking the right questions now. This is exactly what a really good staffing agency does, they know exactly what you prefer and they know exactly how to deliver it to you. So, thinking of hiring one to deal with the exhausting recruitment process? Perfect. However, just make sure to check out these 5 Read More >>

Why Your Recruiting Cannot Be On Auto Pilot

Posted onLeave a comment

If you’ve seen ‘The Social Network’, you must have found it pleasantly surprising the way Jesse Eisenberg cut through his pressurizing legal interviews. The on-screen Mark Zuckerberg seems to be more prepared than his lawyers, his quick wit and almost teasing answers are enough to make him waltz through some tricky questions. Quite obviously, this doesn’t just happen in movies. It’s a reality now; job applicants are actually slick these days. More often than once, you might have chanced upon a cheeky applicant who seemed to be almost toying with you? Don’t worry, you aren’t alone. Why might this have happened? Simple. He could almost predict the questions you were going to ask him. No, he isn’t a mind reader; it’s just that your recruitment process was exactly like the several others he’s undoubtedly experienced before this: dull, predictable, standardized. Everything your recruitment process shouldn’t be. And this is a real problem for a lot of organizations world over; recruitment processes that fail to get the best out of Read More >>

How Should Your Recruiting Process Weed Out Mediocre Talent?

Posted onLeave a comment

“If you think it’s expensive to hire a professional, wait till you hire an amateur” – Red Adair. Let’s face it, the recruitment process is exhausting. You could be the nervous candidate waiting outside or you could be the organization itself, the truth is, that it’s often a high tension zone for everyone. However, If you happen to be the one holding the gavel, then you get a deceptively short amount of time to formulate your opinions on the person sitting in front of you. The one universal headache though, which every organization faces, is the homogenous mixture of talent. A survey done by The Telegraph said that  employers receive up to 186 applications for every job, out of which merely 2% are shortlisted for an actual interview. Considering this, if you cannot segregate between the worthy and the ‘fillers’, there’s a good chance that you’ll be spending copious amounts of time which will amount to less than nothing. So how do you pinpoint towards the talented ones and Read More >>

Secrets Revealed: Why You Are Losing Qualified Candidates

Posted onLeave a comment

In case of recruitment, content conversion is king. The importance of ‘candidate experience’, as we know it, cannot be emphasized enough – especially in the modern times, when quality hires are few and far between. A quick look at Glassdoor.co.in will tell you why thousands of capable candidates turn away from certain companies and employers. In most cases, the answers can be broadly huddled under the umbrella term – bad candidate experience. Not long ago, Virgin Media’s ‘Rejected Candidate Survey’ revealed that one-third of the 22,500 candidates switched to a competitor citing ‘poor recruitment experience’ as the primary reason. The loss Virgin suffered was close to £4.4m in revenue. Now that’s huge, isn’t it? If you’ve been experiencing the loss of qualified candidates, there are five key phases you need to evaluate yourself in (in terms of the experience you are delivering to them). Before they join We’ve written about the significance of ‘employer branding’ in our past articles. Your standing in the market, perception amongst outsiders (and insiders) Read More >>

A Majority Of Employees Feel Unappreciated At Work. Here’s Why.

Posted onLeave a comment

They say “people don’t leave jobs; they leave bosses.” How true is this statement? Well, from our experience in this industry, the aforementioned statement is spot on. Most often, people quit because of reasons that are beyond pay and workload. In this article, we try to throw some light on why a majority of the working population in India feels unhappy, undervalued and underappreciated. ‘My boss does not appreciate me’ Too many people leave work every day thinking that, reckons Liz Jazwiec, the author of Eat that Cookie!: Make Workplace Positivity Pay Off… For Individuals, Teams, and Organizations (Fire Starter Publishing, 2009). Ask Shraddha, a digital marketing executive who specializes in Search Engine Optimization at a leading advertising firm in India, and she will tell you how true that is. Having been around for three years in the organization, she has stagnated in her role, and she attributes this long, sluggish phase to primarily one factor – undervaluation. Despite being part of three annual appraisals and several one-on-one meetings Read More >>

Your Interview Process Needs a Makeover

Posted onLeave a comment

If you think about it, the entire idea of evaluating the quality of a candidate based on one (or three) formally-conducted interviews (which last no longer than an hour or so each on most occasions) is like choosing a long-term partner by meeting them over tea in the age-old Indian ‘arranged marriage’ style. References, past record, awards and certificates can only reveal so much about a candidate. The advent of social media, however, has brought a new angle to the game, since companies now conduct a thorough background check to better assess the kind of person the prospect is (and what his credentials are). And that is just one aspect of the traditional hiring process we’re talking about. There’s more to it. Job interviews, as this LinkedIn article suggests, have become extremely predictable and ineffective. In most cases, either the interviewer or the interviewee (or in some cases, both parties) feel discontented at the end of it. Here’s looking at some things you can do as a recruiter to Read More >>

How to Win the War for Quality Hires in India

Posted onLeave a comment

A quick look at the Talent Shortage Survey results reveals one of the gravest concerns for employers around the globe. A whopping 40% of them aren’t able to find the right talent. While the digital revolution created millions of opportunities globally, we have failed to match the relevant professional skill-sets that are required today, thus making things difficult for both –job-seekers as well as companies looking to hire top talent. If I were being honest, I’d say that it is more challenging for some companies than others. The former includes those organizations which miss the mark in terms of differentiating themselves in the employer market (and the industry in general). However, with a clearly defined strategy and the help of new tools and technology, struggling recruiters can turn the tables in 2017. Here’s a concise list of tips and advice for recruiters that could well serve as a go-to guide for those vying for the best talent available in India. Define your recruitment strategy An inefficient talent acquisition process Read More >>

Long Notice Periods – A Weapon Used by Indian Employers

Posted onLeave a comment

According to an article published on Economictimes, over 28,000 (out of the 3.9 million) IT professionals have signed an online petition asking the Ministry of Labour in India to stop companies from expecting employees to serve a non-negotiable three-month notice period. And this number is growing steadily. The petition says, “It is unrealistic for anyone to plan that far ahead for their future actions and resign in advance not knowing state of the issue in next three months.” An important thing for you (as an employer) to understand and practice is that employees’ decisions to quit should be treated with respect. We recently conducted a survey to ask the Indian populace on LinkedIn what they think should be the ideal notice period that employers must embrace. The results, quite unsurprisingly, were in favour of shorter periods. A whopping 96% of the respondents were in support of notice period of 30 days or less. Only 2% believed that a 90-day notice period is necessary in the modern era 2% respondents Read More >>