Why Your Recruiting Cannot Be On Auto Pilot

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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?

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“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

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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.

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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

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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

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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

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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 >>

How to Deliver a Remarkable Candidate Experience?

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So, when was the last time you got just the perfect candidate for the job you posted? The hiring ecosphere has seen a wave of transformation in the past decade and a half, with job-seekers and recruiters looking for innovative ways to fulfill their goals. The hiring process is no longer a one-way street, where you post a job and applicants come running to you. Today, the latter has a say, too, and this group is challenging organizations to work harder for acquiring the best of the best. As we’ve mentioned in our eBook titled ‘7 Tips for Reducing Candidate Dropout Rate’, ‘there’s nothing more frustrating than losing a great candidate after a long and involved hiring process and offer.’ In such a scenario, the term ‘candidate experience’ holds a lot of weightage for both parties and it is essential that we dig deeper into the subject. In our eBook, we established the key reasons why candidates possibly back out from an offer. Here they are: The interview process Read More >>

Inefficient Recruiting Process

7 Signs of an Inefficient Recruiting Process

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If you have an insufficient recruiting process, this is something you have to identify immediately. Otherwise, you are going to constantly run into issues where you are unable to attract the highest qualified candidates. You will lose them to the competition and it will either take too long to fill open positions or you will spend too much money in training to get new employees up to speed with the expectations of the job. Various signs will show if you have an inefficient recruiting process. By being aware of these, you can take greater control of the process. Time to Offer Takes Too Long The time to offer a position to a candidate might be taking entirely too long. Candidates, especially when they are being recruited by other companies, don’t want to wait 30 to 60 days for you to make a hiring decision. If you’re going to take a long time, it needs to be disclosed to the candidate immediately so they know that there are reasons for Read More >>

2017’s Hottest Recruiting Trends for Indian Businesses

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We live and function in what I refer to as a ‘talent-centric economy’. Brands and businesses are almost desperate to get their hands on the best talent out there and it is no surprise that recruitment has emerged as one of the frontrunners when we talk about companies wanting to invest huge amounts of money in their functions this year. According to the 2017 India Salary and Employment Outlook, 60% of Indian companies will add new headcount to their setup in 2017. Planning to stay one step ahead of the competition, Indian businesses are always on the lookout for the most innovative strategies to satisfy their talent acquisition goals every year. And it is imperative that you stay on top of the latest and the hottest talent acquisition trends. In order to plan for the imminent future, you need to evaluate where you stand right now compared to your talent acquisition competitors. The objective of this piece is to help talent leaders like you get a point of reference Read More >>