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There are always certain vacancies in every organization for which employers are not sure whether to hire a permanent employee or not. This dilemma can be resolved by Temp-to-hire services.

The growing trend for employers in recent years has been to use staffing services to fill their open position through a temp-to-permanent or temp-to-hire strategy. The benefit to the employer is the opportunity to test-drive the relationship between the candidate and his job role before making the full-time commitment to him.

Temp-to-hire position is something where the job candidate is typically paid on an hourly rate for specified contract duration. Following that contract duration, the employer of the company or the end client that has hired the candidate has the option to convert him/her as a permanent employee.

In most of the cases, there are 3, 6, 9 or maybe 12 months temp-to-hires, 3-6 months being the most common contract duration.

With the help of Temp to hire services, it’s easier for the clients to test and judge the capability of the candidate. By doing this, the clients can get the right match to the position, by observing and testing the needful skills and qualities of the candidate.

Here are few advantages of temp-to-hire services in the perception of the job-seeker:

Generate Income

Whether you are between successes or embarking on different ventures such as looking at starting a Business, having a contract can sometimes generate immediate income for you in a short term.

Try Before Buy

Buy taking on temp to hire opportunity, you can work for an organization and see if you enjoy the work culture, the team, the work before you actually look at potentially working for this employer on a full-time basis.

Foot in the Door

This role may end up going permanent. So it’s a great way to get your foot in the door with an organization.

Keep Experience

You keep your experience relevant and current by taking on a contract opportunity.

Add experience

You can increase your experience and knowledge base in a particular area. This will be especially true to new comers in a country or to people who are looking to make a complete carrier change.

May Pay more

Typically with contracting, the employers pay a bit more. The reason for this is because they are compensating for lack of extra benefits that contract employees are eligible for.

Grow Network

This is the opportunity to network and meet new people. You never know who you might end up meeting who could be the lead to your dream job.

Easier to Find Job

It’s usually easier to find a job when you are already working. For many recruiters, the Holy Grail is the passive job seeker. So if you are working on a contract, most likely you are going to be targeted more by the recruiters.

Less Competition

Because contracting tends to be a less desirable option than working permanent full- time role, there is less competition in the market place for people who are looking for contract opportunities and with less competition, better your odds are for getting the interview and even getting the job.

There is no way that an employer can truly vet a job seeker effectively in any interview scenario, but temp- to-hire strategy gives you days and weeks to watch someone in action and truly see their skills and most importantly their work ethic.

Firms that adopt a temp-to-hire approach benefit from observing job candidates firsthand — and by hiring people who have gained a familiarity with your firm and its corporate culture. This approach to staffing provides a hands-on, realistic way of choosing a new employee with a lower risk of a hiring mistake.

Hence this is an effective way to get back potential candidates to work and save themselves from making expensive mistakes.

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A harmful work atmosphere is made once an employee feels afraid, threatened and uncomfortable in his or her workplace due to the offensive behavior, intimidation or abuse by a colleague or superior.

The ongoing distress of a work environment where the pervading attitude is overwhelmingly negative, the management is self-interested and incompetent, and bullying and cliques are rife, makes you more likely to experience depression. It can leave you physically and emotionally drained in your work and personal life. And all that stress and depression can take its toll on your body. If you are undergoing something similar then take a deep breath and continue reading.

Be kind to yourself

The impact of a toxic environment is far-reaching. Prolonged stress is unsustainable. It causes us to break down physically, mentally and emotionally; it destroys our self-esteem; our performance suffers, as do our personal and work relationships. One of the best ways to deal with this is to find the fun and happy folks in your workplace and align with them. Make sure you take care of yourself by eating right, getting enough sleep and exercising. Spend time outdoors and in creative endeavors with people who matter to you. Recharge and regroup. And put out feelers for other opportunities.

Address the issue directly with the offender

On your first encounter of offensive behavior from your colleague or supervisor, it’s always better to bring their attention to their behavior. Stop them before it gets worse.

Inform Management and Human Resources (HR)

When you have tried everything and there is no option left, other than approaching HR and Management, then make sure you have all evidence against the offender. Stay calm and address the issue to Management, and let management handle the matter in their manner instead of you asking to fireside the employee or take action against the offender.

Focus on the Facts, Not the Stories

It will get very easy to get wrapped up in all of the stories being told. It may be simple to create these stories. I encourage you to take a step back, breathe for a second, and focus on the facts. What is happening here and what is not happening? Don’t waste your energy making an attempt to theorize why or why not one thing did or did not happen. Focus on the facts, don’t create stories that explain something regarding you, and keep grounded actually.

Document Everything. Seriously, Everything

Even if your work environment is not specifically “toxic,” you must think about documenting everything. Documentation is not foolproof protection from domineering managers or coworkers determined to throw you below the bus for his or her own mistakes, however it offer some defense. It is always useful to keep a work diary for your growth, but it can come in handy in other ways too. This implies saving and organizing each email associated with projects you’re working on. Make sure you take notes in meetings and on phone calls, and never trusting somebody to recall and agree after you inform them of something they said or did.

Don’t forsake your job

Don’t quit the job due to the toxic environment unless you think the situation remains persistent and you are not satisfied by the action of management or if it is affecting the productivity of your work. It sounds easy to quit the job to cope with such a situation but usually, it is not, setting yourself from one company to another will draw ample energy and time.

You’re not obligated to remain in a harmful workplace, particularly if you’re the sole one doing something regarding it. Your dignity may be disgracefully mocked, but no one can ever take it unless you surrender it willingly.  It’s all about making right decisions and finding strength to defend your boundaries.

No one should have to deal with working in a toxic office, but thankfully there are ways around it by using a few of these tips.

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In today’s organization, it has been seen up to five generations working at one place at one time. And this provides a depth of experience, skill sets and energy, it also presents unique challenges. The generations have its own way of thinking, working and processing information. So it’s important to create a culture that meets the varying needs of each age group.

Let understand first, about the different generations, and what motivates each:

Baby Boomers: Born: 1946 – 1964

Baby Boomers are technologically talented, ambitious and more goal- oriented also motivated by promotions, professional development, a desire to be in a position of authority, and having their expertise valued being acknowledged. They prefer recognition from their peers rather than their supervisors, and they do prefer monetary rewards and value non monetary rewards such as flexible retirement planning. They do not require constant feed backs.

 Generation X: Born: 1965 – 1980

Generation X is smaller than the previous and succeeding generations, but they’re often credited for bringing work-life balance. This is because they saw firsthand how their hardworking parents became so burnout. Members of this generation are in their 30’s and 40’s had spent a lot of time alone as children. This created an entrepreneurial spirit with them. In fact, Gen X makes up the highest percentage of start-up founders at 55 percent.

They also value opportunities to grow and make choices, as well as having relationships with mentors. They believe that promotions should be based on competence and not by rank, age, or seniority. Gen X can be motivated by flexible schedules, benefits like telecommuting, recognition from the boss, and bonuses, stock, and gift cards as monetary rewards. Even if they’re not starting their own businesses, Gen X prefers to work independently with minimal supervision.

Generation Y (Millennia’s): Born: 1980 – 1995

Millennia’s (Generation Y) are tech-savvy generation and is currently the largest age group in the country. They’re in their 20’s and are beginning to come into their own in the workforce. They’re the fastest growing segment of today’s workforce. This generation content with selling their skills to the highest bidder. That means unlike Boomers, they’re not as loyal. In most cases, they changes one organization to another. That’s doesn’t mean you can’t motivate this generation; you can motivate them by offering skills training, mentoring, feedback. Culture is also extremely important for Millennia’s. They want to work in an environment where they can collaborate with others. Flexible schedules, time off, and embracing the latest technology to communicate are important for Gen Y.

Generation Z: Born: 1996 Onwards

Generation Z  who born 1996 onwards are more interested in social rewards—mentor-ship and constant feedback—than money, but this generation also motivated by meaningful work and being given responsibility. They always keen to know how their work impacts the organization and their role in the organization’s big picture, they always seek for exciting projects which passionate them. They challenge businesses to think about their operational model. This also is the most tech-savvy of the generations. If Millennial’s [Generation Y] were multitaskers, then this group is multitaskers on steroids, and members typically are plugged into five devices at once.

In rewards they prefer include recognition from the boss, experiential rewards and badges such as those earned in gaming. This generation expects workplace flexibility and diversity. Preferred recognition style: regular in-person public praise.

We understood about the different generations, there types and what motivates each, now we let’s understand how to motivate each:-

  1. By eliminating stereotypes

The biggest reason professionals from different generations are, they don’t want to work together effectively because of preconceived notions about how a certain generation behaves. The Millennial feels that baby boomers are technologically impaired, inflexible and closed-minded, while baby boomers think that millennia’s are entitled and lack a strong work ethic. To eliminate the negative consequences of making assumptions about people’s behavior is to avoid doing it yourself. Being a leader, it’s important to eliminate stereotypes in the way you express yourself and in the way you treat your employees. Whereas, it’s important to evaluate each employee based on their own merit and be mindful of doing so. Too often we succumb to stereotypes without realizing it. So pay attention to the assumptions you’re making about each of your employees, and try eliminating these stereotypes.

  1. Avoid assuming everyone is on the same page.

When assigning team projects, don’t assume or avoid making general statements about the tasks assuming that everyone processes information the same way. Different generations might understand in different ways, leading to unnecessary clashes when they try to work together.

Before assigning tasks, review the instructions for the following:

  • Make sure that they are clear and specific.
  • Avoid trendy abbreviations or acronyms.
  • List a deadline by date and time.
  • Make sure everyone’s role is clearly defined and the point person on the project is identified and understands their role.
  • It may require some extra time and effort of yours, but when instructions and expectations are clear, your team will be able to work together more effectively regardless of their age.
  1. Prepare common ground/Make them agree on common goal.

To make your employees work together, make them to agree on common goal. If there is a motivational factor or goal that speaks to all of your employees, they are more likely to come together to achieve it, no matter how different their strengths or personality type is. That’s your job to determine what’s motivating factor could be.

Think about the following:

  • Does the project have a positive effect on society in general? For instance, do you want to implement a new process to reduce environmental waste?
  • Does this project help your clients of all age groups? Making out the benefits for older clients and new clients will avoid any inner feelings of favoritism.
  • Does this project address a common value important to all of your employees, such as family, personal fulfillment or communication?
  1. Find their strengths.

While eliminating stereotypes, it is true that every generation has its own skill set. And pairing teams or assigning projects make sure everyone is able to do something that they are good at. For example, if you are working on a new social media campaign, it may be helpful to team up a millennial who knows how to hash tag with a baby boomer who has more experience with client relationships. The baby boomer can provide insight on what clients respond while the millennial can help with phrasing for better social media exposure.

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How costly can a bad hire be? One hiring mistake might price up to 5 times the bad hire’s annual remuneration. Companies can’t afford hiring mistakes, which are pricey and can erode employee morale.

Hiring an employee is a very important decision. It’s a fragile choice because hiring the wrong person can be very costly and catastrophic. Many employers make the mistake of hiring a bad employee because their number one concern is filling a position. Instead, employers should focus on filling the position with the right employee. To avoid such mistakes one should lean to below suggestions to spot a nearly bad hire:

Unprepared for the interview

All candidates should go into an interview with basic knowledge about the company and its mission, a succinct summary of their professional experience, and a strong case about why you should hire them. If you raise them to inform you why they’re curious about the position and that they provide you with a blank stare or a generic response, they may not have taken the time to be told regarding the corporate.

Ask questions related to the job they’re applying for

This is a big mistake I see a plenty of hiring managers build. If the question does not relate to the position, or the candidates’ ability to try and do the duty, then it should not be asked. An interview is not the time to attempt to make a personal connection, the reason being this it tends to allow the candidate to control the interview, instead of the interviewer extracting the knowledge he or she must build an informed and objective call.

Trigger potentially toxic questions.

Question the person for the five things he/she liked least regarding his or her last company. Asking, for one thing, is pretty common. Catechizing for five pressures the person to reveal either strategic insights or signs of toxicity.The answers would tell a lot about their personality and can be used to picture cultural adaptability.

Short on details

Though the candidate shouldn’t ramble on about their previous roles and responsibilities, they should at least be able to give you a few details about their capabilities and skill level. If they can’t coherently (and succinctly) explain how their experience makes them a fit for your team and the company as a whole, then they may not have the confidence or ability to succeed in the role

Not owning up to their mistakes

Everyone makes mistakes during their careers; it’s just a fact of life. But where the red flag lies, is when a candidate doesn’t admit them or fails to turn the experience into a positive.For instance, if you ask them to explain a scenario when you’ve made a mistake and they either blame someone else or simply state the good parts, this isn’t an honest reflection on events.Ideally, a candidate should tell you how they rectified the problem and learned from it.If they waste time bashing their old employers, they won’t have any issues doing the same to you as well.

Lack of growth

Career growth is a huge factor for a lot of ambitious professionals. Try asking them:

“Why did you want to leave your previous role?”

“What lessons have you learned in your previous role(s)?”

“Where do you see yourself in five years?”

These interview questions will allow candidates an opportunity to tell you how ambitious they are, explain why career growth might have stagnated and whether they have the initiative to want to learn new skills moving forward.On the flip side, if a candidate comes across like they want to grow at an unrealistic rate which doesn’t suit the particular job role, this might be a cause for concern as they will probably become restless and leave early on.

Solutions to deal with a bad hire

The above points can help you avoid a bad hire but in case you couldn’t figure out one during the interview process you can fix/deal with it by following below steps:

Deal with the situation immediately, take immediate actions and don’t let it fester.

Determine if their deficiencies contradict what they said or claimed during the interview process, or what they showed on their resume.

Get specific and detailed feedback from co-workers and supervisors.

Determine if it is best to let them go, or their blunt edges can be sharpened with little efforts?

Be clear regarding your/their legal rights if you fire them.

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As High talent doesn’t keep obtainable for long, drawn-out resume screening method will mean missing on the simplest candidate?

As a hiring manager, you know the drill – post a job ad, receive a flood of resumes, and then dedicate hours to sift through them all.

Thus, being able to properly review resumes, while still giving every applicant fair consideration enhances the efficiency of your recruitment process.

These 6 tips will help you stay focused and identify star candidates in a haystack of resumes:

1. Is the format of the resume strong and is everything spelled correctly – You’ve heard it before, but a well-organized, well-formatted resume is always a positive. Conversely, a resume that’s too hard to read or has typos in it is a transparent sign of lack of preparation and professionalism.

2. First impressions counts – When resumes start to arrive, look for resumes that show attention to detail, accurate spelling and grammar and high-quality presentation. This can indicate a professional who takes pride in their work.Conversely, resumes that seem hastily put together, or which lack polished presentation, suggest a candidate who delivers poor quality work.

3. Conduct productive interviews – Before you hand the candidate over to the hiring manager, you have got to urge them through a preliminary interview. To make the foremost of that meeting, keep the following pointers in mind:

  • Steer clear of prosaic questions: The “where do you see yourself” questions are not going to cut the mustard and seldom yield helpful results. Instead,rise the candidate what they’re trying to find in an employer. This will tell you their desires and whether or not they align thereupon of your company.
  • Skill-set questioning: Ask a prospective employee about their relevant skills for the position. This will allow you to assess their strengths and level of readiness for the role at hand. Or, you’ll notice they need further skills that will build them rather more fascinating.
  • Give them space to ask questions: Candidates looking to settle down with the company will be inquisitive! This is an excellent issue as the result implies that they’re serious concerning the role and wish to format important impact on the corporate. Offering transparency offers new staff a positive outlook on their organization from the beginning, thus altering the probabilities of turnover.

4. Is there a cultural fit? – The resume screening process can also be used to determine cultural fit. Consider how well a candidate’s achievements reflect the goals of your company. Have they demonstrated team spirit through engagement in corporate social responsibility activities?A candidate’s referees can even highlight the quality of their personal network, and provide an understanding of how well they will fit with your company culture.

5Real achievements in their work experience – There’s a difference between someone who outlines their former job descriptions in their resume and someone who lists real achievements they accomplished in their role.While that’s an enormous positive on its own, two different queries raised however spectacular are those achievements.More the achievements matches the goals of the new position, higher are the chance that the candidate will excel in the job.

6. How often the candidate changes jobs – Whenever you hire someone, there’s a substantial investment in onboarding and training, and they often don’t get-up-to-speed until about three to six months into the role.So you would expect to hire someone who has a stable history of spending ample time at a company and hopefully will grow at yours, not somebody who consistently switches jobs within a year.

So in this blog we learned about the best tips for implementing constructive resume screening practices. You can confidently screen resumes by using a designed and tailored approach. You can give each resume appropriate attention, without wasting your valuable time and speed up the hiring process.

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6 REASONS

In today’s competitive Human resource market, recruiting the best candidates to your business is the key to success. With tighter budget and increased urgency, organizations are looking for more cost-effective and efficient ways to fill the job vacancies.

Being an HR manager in a company, they receive many CV’s for various positions from number of channels like company website, recruitment agencies and online job portals.Sorting through all the CV’s and deciding who to call first for the interview is a lengthy and exhausting process. Their valuable time is wasted on scheduling, coordinating interview timings with the Hiring managers and sitting through the entire interview even when, in first couple of minutes it is clear that the candidate is not suitable.

Hence, the HR managers clearly need a more time- efficient solution.

This can be achieved by implementing Video interviewing process for the first screening of candidates.

Video interviewing is an online process that allows the interviewers/recruiters to invite candidates to record an online video interview. The interviews can be automated, spontaneous, customizable and recorded. This is the easy, efficient and effective way of interviewing.

Now, the HR manager can focus on the other responsibilities while the candidates record their video interviews at anytime and anywhere they like.

This process is lot more flexible for those working in a fast-paced environment which is constantly changing. This helps them in getting the information needed by candidate as fast as they can.

The HR can review the videos at any time and place. And also, share them with their Hiring Managers for the feedback.

By this, the HR can be assured that the candidates they decide to invite for the face to face interview will be well worth their time.

Below are the 6 exclusive benefits adding of Video Interviews to your Recruiting Process;

  • Multimedia enriched experience – Engage with the candidates just like real life
  • Let the brand do the talking – Showcase your company as tech savvy
  • Top talents dig flexibility – Interview on basis of candidate’s schedules
  • A moment in the spotlight – Let them shine
  • 360 degree review – Makes it easy for your team to weigh in
  • Reduce discrimination – Reduce bias and improve diversity.

Thus, video interviewing can help the HR or the recruiting team to deliver a time-significant and cost-saving as well as increase the speed and the quality of the Hire.

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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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