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2019 recruiting trends is a guide for implementing recruiting strategy. This will bring a new set of recruiting trends that will impact whole the recruiting process

Impact of new recruiting trends in 2019

In terms of recruitment trends, 2019 will bring a fresh set of recruiting trends that will impact your whole recruiting process. Are you ready to implement them or you want to be the same old follower to be left behind?

We bring you the some top recruiting trends for 2019 that you need to start implementing ASAP, otherwise, you will end up being the loser in the war for talent before the year ends!

Recruitment using Technology

Technology has many salient features in itself, among which its collaborative nature and its preponderance to data-driven analysis. These two attributes find great favour with hiring managers and recruiters when it comes to finding the candidate with the best fit for a particular role or company as well as employee retention. In recruitment, the impact of technology and the data it captures is becoming more pronounced in terms of enhancing the hiring process for both the candidates and the hiring teams. With captured data, it has opened up new possibilities for recruiters and hiring managers to reach candidates. The market has become largely candidate-driven, which means that recruiters and companies are working harder to attract top talent.

Start using digital assets to speed up the recruitment process.

The prevalence of technology has created higher levels of expectations from job seekers who want a fast, straightforward application process. If you have noticed yet, talent acquisition has become more like a marketer’s game for HR and recruitment professionals. It attempts to build a strong employer brand and a fun corporate culture, and then actively promote them on social media and other online platforms.

With each day that hiring proves to be a drag, recruiters are more likely to lose the best candidates to other firms, while companies end up spending more of their resources than what is necessary.

To act against this, here are some ideas to help you accelerate the hiring process using a digitally-driven approach.

Conducting video or mobile interviews

First-round of interview should be video or mobile interview which offer flexible options for recruiters and job applicants alike since they help eliminate chances of delays in schedule and lengthy hours preparing for a face-to-face meet. According to researched data it has been proven that more than 60 percent of companies are now using video interviews for their hiring.

Using ATS (An applicant tracking system)

An ATS is a great help for recruiters and employers to sort through thousands of applications submitted to them, and with more and more people on mobile and social platforms, you need your ATS to be capable of leveraging these channels. While leveraging your ATS, consider your organization’s needs; i.e. accessing your candidates’ social media profile on LinkedIn, for example.

Marketing recruitment

It’s the strategy based, on the implementation of marketing tactics in recruitment Industry. It is the process of nurturing and attracting talented individuals to the organization using marketing methods and tactics.

 Marketing recruitment is a discipline that has been introduced as a consequence of the current situation in the labor market. The main goal is to follow the latest trends in the market and offer solutions to the companies that best overcome these new challenges. Companies that adopt these new recruiting best practices will be more likely to attract talent. This is why Marketing recruitment will be at the sole top of the recruitment trends 2019.

Inbound Recruitment

 It is a strategy where you proactively and continually attract candidates with the goal to make them choose you as are their next employer. Your goal in inbound recruitment is to attract, convert and engage candidates.

 Lately, there has been a switch from outbound to inbound recruitment. Simply reaching out to the candidates and offering an open position is not the way to attract the talents anymore. If you are looking for a long-term solution to advance your recruitment process and hiring strategy, inbound recruitment is the trend you should adopt.

 Employer/Organisation’s Marketing 

 Employer marketing is the term commonly used to describe an organization’s reputation and popularity as an employer, and its employee value proposition, as opposed to its more general corporate brand reputation and value proposition to customers. Employer marketing ideas are essential for building a strong and attractive employer brand.

From research it has been proven that more than 75% of job seekers research about a company’s reputation and employer brand before applying. Employers with a bad reputation not only struggle to attract candidates, but they also struggle to retain employees. This is why employer marketing is one of the top recruitment trends of 2019!

Candidate’s experience

It is current, past and potential future candidates’ overall perception of your company’s recruiting process. It is based on candidates’ feelings, behaviours and attitudes they experience during the whole recruiting process, from sourcing and screening to interviewing, hiring and finally on-boarding.

It is important to focus on candidate experience in recruitment trend you should adopt in 2019

Because candidates who had a positive candidate experience in your recruiting process will more likely accept your job offer, reapply in future and refer others to your company.

On the flip side, a negative candidate experience can cost you more than a few candidates – it can even lose your company big bucks! The example of this case is Virgin Media, a company who calculated that a bad candidate experience costs them a shocking $5.4 million annually!

Candidate’s pools

Candidate’s pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates. Candidate’s pool make not only candidates that have applied for jobs, but also sourced, referred candidates, silver medalists and candidates that have willingly joined your pool in an inbound way.

Imagine if every time you had a job opening, you had a pool of Candidates from which you can just pick the best one! Sounds great, right? This is the reason why many recruiters have already adopted this recruitment trend and started building a high-quality candidate database for current and future needs.

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Have you ever considered the time, risk and expense of recruiting yourself?

A recruitment agency can lead you to opportunities you had never considered before and can help bring calmness to the craziness that the job searching process brings along.

Here are some of the benefits working with a third-party recruitment agency

1. Focus on Your Core Business

The time spent on recruiting staff distracts from your business activities. This time could be better spent on securing sales or liaising with customers.

2. Focus on Your Existing Staff

Although new staff are necessary when the need arises, the time it takes to do yourself may be better spent on up skilling your current staff to ensure you retain them.

3. Access to Large Pool of candidates

Agencies have database of hundreds or thousands of candidates. Often, these job seekers are passive and may not be actively looking for a new role but will consider one if it is presented to   them by their recruitment consultant. Specialist agencies in your field will have a large pool of candidates that suit your vacant position.

4. Screening and Interviewing

Because it is their profession and they do it all day, every day, recruitment consultants are experts in screening and interviewing candidates. You may not be as well trained as them in this.

5. Low Risk

No-placement, no-fee. Recruitment agencies will headhunt and advertise on their job boards on your behalf all before charging you anything. The fee is only incurred when a successful placement is made. We also operate a sliding-scale refund system for up to 12 weeks after an employee starts.

6. Specialist Recruiters

If the role you are trying to fill is highly specialized, blanket advertising may not yield results. Specialist agencies will be able to determine better fit between candidate and employer as they interact with these type people all the time.

7. Cost effective

When you add up labor hours spent and opportunity cost, using an agency is more cost effective then undertaking your own recruitment, especially for small businesses.

8. Confidentiality

By advertising yourself, you give competitors insight into your company and lose your competitive edge. Recruitment agencies keep client identity undisclosed during the initial recruitment process.

9. Industry Knowledge

Recruitment agencies can be valuable sources of market trends, salary information and industry facts. We like to keep our clients informed via website, social media and newsletters.

10. Speed and Efficiency

Because recruitment is all they do, agencies will act quickly and thoroughly on their          positions. The consultants have a real passion for their job, so will do the best possible job in the fastest possible time.

Ultimately, working with a recruitment agency can expedite your job search and do so for free.

You tap into the experience of a professional and get a second set of eyes helping you find the best candidates that matches what you are looking for.

At Pragna, we provide the tools that recruiting and staffing agencies need to provide a great candidate experience while providing efficient and accurate placements for their clients. Get in contact with our team today to learn more about our customized recruiting solutions

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Beyond Cost and Speed

Hiring a brand new candidate is often an exhaustive process, particularly if the newer candidate is to replace an awfully productive employee. You need someone with the same skill sets and the prowess to help your company grow.

The growth and complexity of the talent market have changed the expectations of employees and employers alike. According to a survey conducted, 70% of employers say that their expectations of the value employees bring to their company are constantly growing; while a similar percentage report that employee expectations of employers are also raising.

Here are 6 benefits that a true RPO services provider can provide:

1. Quality Hiring:

Recruitment firms devote their resources and time into searching, sourcing, shortlisting, selecting and finalizing candidates perfectly suitable for the client. The entire process ensures that highly talented pools of rightly fit candidates are ready for the client to search from. This pool of candidates is then presented to the client as per the requirement so the client gets the best hires.

2. Hire to meet your specific need:

Recruitment process has expertise in all things recruiting. Thus, they are the best option when it comes to finding a specific talent. They not only target their recruiting strategy to attract such talent but also adopt techniques to deliver within the stipulated time.

3. Access to large Job seeker’s Database:

The recruitment consultancies have their large database of recruiters as well as job seekers. They can provide you the right skilled candidate in lesser time, cost and effort.

4. Talent Pooling:

The recruitment process provides companies with the best people for the job. These candidates are pooled and actively engaged with, making a community for future hiring.

5. Enable scalable recruitment processes:

Hiring seasons are hectic and things will quickly go out of control. The recruitment process helps you build a flexible method that can scale up and down effectively as hiring demand fluctuates. Standardized processes based on best practices help you avoid nightmare scenarios of high demand and inflexible processes. For organizations that are growing rapidly, the scalability provided by RPO is critical to meet growth targets without pressure.

6. Cost Reduction Strategy:

Advertising is expensive. When a company engages with a Recruitment process provider they drastically cut back on those costs. The need to advertise in all the regular, costly outlets is eliminated. The Recruitment process firm assumes responsibility for finding the candidates. They go to them, instead of having them come to you. They have all the required resources for chasing the strongest obtainable people.

Any business is considered successful only when you make money and it can only be achieved with talented and skilled employees. So utilize the above discussed points while hiring new talent and save both cost and time.

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Remember how you felt going to work on the first day of your new job – Excited, Eager and Ready to get started, right?

It is the responsibility of the HR, IT and Facilities team to make sure everything is ready – right from the work station, ID cards, network access and more.To get all these, there are usually a lot of backend processes that take place. This often causes the unnecessary delay and interferes with the productivity of the teams involved.

It is time to hit refresh on these Onboarding Trends!

Onboarding is the integration process used to ensure a smooth transition of new employees into their roles and the organization.It is more than just providing new employee orientation.

It’s the role of onboarding to help new employees welcome and get them prepared for their jobs, and to successfully contribute to organization’s mission, vision and values.

Here are 3 Employee Onboarding rules essential to the immigration and smooth transition of employees into their roles and to the organization;

  1. Have a plan and follow it
  2. Commit to 365 days
  3. Checklist – Build great resources

Let’s take a look at each rule in more detail and explore some tips and tricks for each.

1. Have a Plan and follow it:

Organizations must invest the time, energy and resources necessary to create an Onboarding experience.

Create a plan using the Three C’s of Onboarding:

  • Clarify policy, expectations and how the employee’s work adds value to the organization.
  • Help employees navigate culture, providing a sense of values, norms and unique language
  • Make connections by fostering interpersonal and organizational relationships for the new employee.

This strategic approach requires HR professionals to deliver onboarding experience and support managers in doing the same.

2. Commit to 365 days

Onboarding is so much more than a day one orientation session.

Understanding in organization is associated with the employee commitment, satisfaction and engagement.

So use milestones such as 30,60,90 and 120 days on the job, and up to one year from day one to facilitate experiences and check in with your employee.

Onboarding best practices:

  • Have everything ready.
  • Make the first day on the job special
  • Use a formal new employee orientation session
  • Develop a written onboarding plan
  • Consistently implement

Be crystal clear about objectives, roles and responsibilities.

3. Checklist– Build great resources

A checklist provides the road-map for the onboarding journey. HR professionals must provide for the understanding and support of the new employee and the manager.

It helps in ensuring consistent onboarding experiences.

Let’s take a look at 3 critical areas to cover in your onboarding checklist:

Before arrival of the new employee (Pre-boarding):

  • Have all paperwork ready
  • Have an on-the-job training and work plan ready
  • Have the employees workstation ready and waiting to hit the ground running
  • Create a what-you-need-to-know list – (tools used for the job, programs used to communicate with the teams, etc.

Day One for the new employee:

  • Let them in on what’s going in the organization
  • Lay out your expectations
  • Impart your company culture
  • Have projects or training programs, ready for them to work on.
  • Remember to have someone they can go to with questions.

First whole year of the new employee

  • Help them build a foundation in the organization
  • Socially integrate into the team and the organization
  • Build engagement and commitment through intentional experiences that meet their needs
  • Conclude by recognizing their year one milestone

Follow these 3 simple rules of onboarding to create experiences that integrate and build connections between employees work and the organization’s mission

Joining a new company for hopefully be a long-term and mutually beneficial partnership is a critical first step in your employee’s career with your organization. Plan it with care so it’s a smooth and comfortable experience and watch -you, your employee and your company flourish!

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We all know about brand ambassadors or at least we’ve all heard about “influencers” on social media who are being paid to endorse or promote anything let it be a product or service. What about employer brand ambassadors? Are you aware of this term? This is a largely unused marketing opportunity just waiting to be tapped into.

Before we get into our list of top tips for converting your employees into brand ambassadors for your recruitment marketing efforts, a quick dive into the idea behind the title, Brand Ambassador. Great commercials, strong PR, vivid social media strategy all warrant effort when building your company’s brand. But you would definitely agree that an army of loyal employees living and breathing your brand are best PRs. You know the type – folks with enthusiasm bursting from their veins–talking about your products and services with their friends at every place possible.

Here are tips and strategies you can use to motivate your staffers to be positively vocal about your brand:

Encourage to use social media:

No one wants to feel like their employer is watching over their shoulder, waiting to catch them sharing something on social media that shouldn’t be shared. You need to create a culture within your company that is supportive of employee engagement on social media.

Organize employee events:

Events and company outings are a great way to treat employees to activities they might not experience otherwise.  Unconventional team-building give employees the opportunity to get outside of their comfort zone, get to know each other and get invested in the company culture. And it’s quite obvious, fun work-sponsored events are incredibly the best to be posted on social media platforms like Instagram.

  1. Communicate: Once you have a handle on your reputation, it’s time to start recruiting those brand ambassadors. Do you have a product launch coming up? Be sure everyone knows all there is to know about the updates being released, or the newest feature set of your whizz-bang, world-changing widget. That way they’ll be ready to toot their own horns about the part they played in bringing it to fruition.
  2. Allow Them To Be The Hero: There’s nothing more frustrating to a frontline employee than when an executive swoops in and does EXACTLY what they would have done, but their hands were tied. Executives chalk this up to a common sense that apparently they think they have, but I’ve met many who question whether anyone they’ve hired to service their customers could possibly be that astute. Give your employees a few opportunities (at least) to do what you would do in such circumstances. Can you imagine what would happen if you could replicate that level of prudence and critical thinking?
  1. Encourage participation: One way to maintain a sustainable, meaningful employee advocacy program is on incentives. Perks or swag can certainly keep people interested. Try weekly or monthly contests or giveaways. These types of activities keep your employees engaged, informed, interested and motivated too. So make your contests fun and compelling.
  2. Make it easy to share: Create a weekly email that includes all shareable content (news, blog articles, photos, videos, etc.) that employees can share. This will ensure your employees are sharing the news that is timely and accurate. Encourage employees to follow, like and share the company’s social media updates.
  3. Identify Ambition and Ability: Social media is still a bit of a frontier field; its exact boundaries are undefined and professional progression within the industry has yet to calcify into anything resembling the predictable paths of more traditional careers. Its connoisseurs are not necessarily degrees holders, because degrees are often obsolete before graduation, due to the fast-changing nature of the industry.

Often times, the top experts in social media are not the ones who went out of their way to pursue that career, but rather those who sort of just discovered a talent and stumbled into it. For all you know, your business might be housing a social media megastar in the making. All that’s needed is to identify ambition and encourage engagement.

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edge comp

The Internet of Things is called “the mother of all infrastructures” and it’s a revolution that has arrived and is no longer just a niche solution for a handful of businesses however a core technology that is basically reworking how we work and live. And apparently, it’s encouraging a whole new computing model known as Edge Computing, which promises to forever alter how businesses interact with the physical world.

Edge computing refers to processing power at the sting of the network, nearer to the supply of knowledge. With edge computing, every new generation device like a smartphone, various kinds of sensor, robots or other intelligent device takes some of the data processing performed by the cloud and packages it up for processing and analyzing at the edge.

Several factors are fueling the expansion of edge computing. As the price of sensors and processors decreases, the quantity of intelligent devices has been skyrocketing. By 2020, it’s foreseen that 50 billion things are going to be connected to the Internet. These devices can send trillions of messages-exponentially increasing hundreds across the network additionally because of the amount of knowledge which will become insights.

What is Edge Computing?

Edge computing refers to a network that advocates decentralized processing power. It allows data processing at the edge of a network rather than holding that processing power during a cloud or a central information warehouse. The name “edge” in edge computing indicates that it processes data at the source or the point at which traffic enters or exits the network.

Edge computing allows data generated by devices to be processed closer to its source instead of sending it across storage networks. This helps organizations to analyze the data in near real-time.  So, in edge computing, data is processed by the connected device by itself or by a local server, rather than being transmitted to a data center. The local edge computing system can send daily reports to the central network instead of directing the data as soon as it’s generated.

Role of Edge Computing

The main role of edge computing is to ingest, store, filter, and send information to cloud systems. Edge computing becomes ideal in many circumstances. Edge computing reduces latency as a result of information doesn’t need to travel over a network to any information center. This is ideal for many industries such as financial services or manufacturing. Though the Internet of things is the key driver of edge computing, many other technologies and uses are accelerating the pace of adoption of the edge computing environment. It becomes an essential component of data-driven applications.

A valuable strategic advantage

As edge computing goes thought, it provides a major strategic benefit for a wide range of industries. Here are five ways that edge computing can remodel businesses within the close to future:

  1. Lowering Internet of things solution costs: Edge computing allows you to process and analyze-mission critical data closer to the device itself, reducing the amount of data that flows back and forth between the cloud and also the edge of the network. Businesses can select which services run at the edge and what data gets sent to the cloud, lowering the Internet of things solution costs and obtaining the most value from their overall Internet of things solution.
  2. Added security and compliance: Edge computing helps to address the security and compliance requirements that have prevented some industries from using the cloud. With edge computing, firms will filter sensitive personal info and process it regionally, causing the non-sensitive info to the cloud for the additional process.
  3. Faster response times: Without a round-trip to the cloud, data latency is reduced, lowering the time it takes to glean actionable insights from that data. In this manner, edge computing is poised to assist autonomous vehicles to avoid collisions, stop industrial plant operations before instrumentation fails and improve any scenario requiring instant analysis of knowledge.
  4. The dependable operation even with intermittent connectivity: Edge computing enables manufacturing equipment and other smart devices to operate without disruption even when they’re offline or Internet connectivity is intermittent. This makes it a perfect computing model for businesses that calculate the power to quickly analyze information in remote locations like ships, airplanes, and rural areas—for instance, detecting equipment failures even when it’s not connected to the cloud.
  5. Interoperability between new and legacy devices: Edge computing converts the communication protocols used by legacy devices into a language that modern smart devices and the cloud can understand, making it easier to connect legacy industrial equipment with the modern Internet of things platforms. As a result, businesses can get started with the internet of things without investing in expensive new equipment—and immediately capture advanced insights across their operations

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Happiness

“Employee Engagement Definition”: Employee engagement is that the extents to that employee feel enthusiastic about their jobs, are committed to the organization, and place discretionary effort into their work.

And this can be the definition of happiness at work that we tend to use: Happiness at work is the extent to which employees feel smart regarding their jobs.

Just to make it clear: We think employee engagement is a useful concept and we are not arguing against it. We simply need to argue that of the two, it is rather more effective for an organization to target in creating their employees Happy than on creating them Engaged.

Here are the four main reasons why.

1: Happiness is easier to sell to employees

Whether you’re trying to make employee happiness or engagement, you would like your employees to be proactive partners within the method. This is not one thing you’ll do to them while not their active and willing participation or (even worse) against their will.

But seen from the employee side, it’s a way tougher sell. When a manager states that they want their employees to “be more engaged in their work” or “give more discretionary effort” it can easily come off as if they are easily demanding additional passion and work from individuals, while not giving something back.

2: Employee Engagement without happiness is untenable

A person can be incredibly passionate about their work and totally committed to the workplace, but still, be miserable at work this happens for instance when people are treated badly by their coworkers or manager or when they can’t do their job in a way that satisfies their own professional standards.

In this case, two things can happen:

The employee’s unhappiness will leech away any feeling of engagement, going away the person not caring regarding their work.

Or, even worse, the person remains engaged and sad – that end up in stress and burnout.

So although you would like to engage the workforce, you still need to focus on making them happy as a result of engagement without happiness is not sustainable.

3: What drives an employee to perform better and sustain happiness

What makes an efficient business within the same issue that makes an orchestra: People those that need to be there, who give everything they have, who are having a wonderful time doing it, whose eyes are shining, who are giving out energy to individual around them.

Furthermore, we all know from an outsized quantity of analysis that happy employees perform far better. In the workplace, we all know that happiness causes more-productive and more-creative employees.

If you recognize teacher, you recognize however careful they’re regarding using the word “causes.” During this case, we all know that happiness at work causes higher:

  • Productivity – happy people get more work done with the same resources.
  • Creativity – feeling good makes your mind more able to think of new ideas and approaches.
  • Intrinsic motivation – happy people don’t need constant external motivators like bonuses or threats; they want to do good work.
  • Loyalty – happy employees care about the company and stay longer in their jobs.
  • Discretionary effort – employees who like their jobs go above and beyond for the customers, their co-workers, and the workplace.

4: Happiness causes engagement

You’ll notice that each loyalty and discretionary effort we tend to part of the definition of engagement that we give on top of

Of course, the results are circular and engagement and happiness can cause one another. But given the results on top as furthermore as the fact that engagement cannot last in the absence of happiness, it appears clear to me that happiness causes engagement more than engagement causes happiness.

The Upshot

Engagement could be a nice idea however ignoring employee happiness within the pursuit of engagement makes no sense. At the terribly least, sustainable engagement needs happiness at work, which means you can’t ignore the happiness side.

When do individuals feel “passionate regarding their work, committed to the workplace and provides discretionary effort?” When they’re happy at work! Last but not least- If you want engaged employees, focus on making them happy and engagement will follow.

When implemented properly, wellness can play a vital role in your employee engagement strategy. Healthy habits lead to increased happiness in the workplace, while engagement and happiness in the workplace improve physical and mental well-being. Employers will benefit from building upon the relationship between wellness and engagement. A happy and healthy employee will be your best employee!

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