Talent Tech

Many Specialists believe that HR has a holistic outlook on talent alignment to the business strategy. Those who follow the HR trends know that helping with “business plan” is debatable by the profession’s Holy Grail.

According to experts in organization transformation, HR is in an idiosyncratic position to succor leaders comprehend that how strategies are developed but also the important of a making strategy. HR has the tools and adroitness to aid the organization in transferring the strategy from paper to life.

In this blog, we will discuss top five ways in which new and rising technologies can help HR become more strategic.

Effectual Resumes, Job Descriptions And Recruitment Marketing Using AI Tools

Technology can aid recruiters in interacting effectively with candidates through the use of AI tools. During candidate generation, AI tools can help you draft attractive job titles and job descriptions. These tools assist recruiters to identify and market stronger candidates more efficiently, resulting in saving a lot of time and building a better workforce thus exceeding business goals for the organization.

A More Tactical Role for HR

Technology has given HR professionals tools that scale back the time they need to spend on administrative tasks, permitting them to target problems that require a lot of attention.

Before the emergence of technologies like cloud computing, Artificial Intelligence, mobile applications etc., HR was outline by heap of resumes, paperwork and an endless grapple to stay up with compliances. By untangling things from one another like data management, payroll, sorting resumes, technology has definitely upgraded the whole recruitment process by making it more efficient and accurate.

Automation Will Scrimp Time

Rising technologies are capable enough to automate almost half of the talent acquisition activities. According to a report, “highly transactional and recurring activities like resume screening, interview planning, and sourcing candidates have higher potential for automation.” However, few tasks like reaching out and interacting with candidates and hiring managers will still require a human touch.

Aid to Deal with Sophisticated Compliances

Laws and regulations are constantly subjected to changes and thus often resulting in huge amounts of paperwork, files and data. To deal with all this organizations require a dedicated IT storage system. The emergence of cloud based solutions has definitely streamlined the process. Experts say that companies will turn towards technologies to deal with compliance issues or continuous evolvement of labor laws.

Data Driven Decision Making

Data driven analysis can help HR teams to build opinions. To generate performance based reports data generated from hundreds of interactions between employees and managers can be analyzed. These performance reports help HR to identify opportunities for training. Data driven analytics can be used to create operational insights and support decision making in terms of promotions or compensation, development and success planning.

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An experienced HR fully understands the struggle of competing for talent while being efficient.

Whether you need seasonal workers, have recrudescing projects requiring skilled people, or cannot maintain a big in-house recruitment team, at some point, you may need to hire more employees. If you want to refine the whole recruitment processes and efficiently manage your talent acquisition needs, it is time to consider recruitment process outsourcing (RPO). RPO is a new concept to many companies. So what RPO is exactly and what are its benefits?

In simple words RPO is when an organization moves all or part of its permanent recruitment to an external provider. Competitive advantage and business results depend on access to the greatest talent within the market. While selecting any product or service, one of the main cogitation is always ‘how is this going to aid my company?’ Choosing a RPO provider that best fits for them, one that understands their culture, values and hiring goals, can  benefits both long and short term enormously.

The benefits of recruitment process outsourcing (RPO) are remarkable. This holds true whether you’re planning to outsource complete recruitment cycle, or only a part of it. We’ve identified the top 5 benefits of RPO. They include

Advice from subject matter experts

Recruiting and on boarding the folks to grow your business requires consistent efforts, time and skill. Seasonal demands or new projects can generate urgent and high volume hiring needs. Facing with such situations is always challenging. An RPO’s core expertise is recruiting. They can right away address your recruiting and hiring desires without you worrying or panicking.

Scaling down expenses

Many organizations land up paying big quantity of money on recruitment agencies. They also tend to spend a huge amount on online job boards which are often underutilized due to various reasons. These indirect costs are invisible but adversely affect the annual turnover of the organization.
RPO is the best key for companies wanting great talent in a systematic and profitable way. It can help reduce costs by supporting three business objectives:
1. Developing efficient and robust recruitment processes
2. Creating proactive sourcing blue print
3. Focusing on the quality hires every time.

Access to automation and tools

There are a various tools available in the market to track down the effectiveness of a company’s recruiting and hiring processes. RPO providers utilize the most updated technology and search tools to discover active talent in the market. Their buying potential can also enable you to induce integrated solutions, saving you both assets and resources.

Minimizes the Need for Advertising

Advertising can be costly. When a company engrosses with an RPO provider they radically cut back on those costs. The need to advertise is eliminated. The RPO provider assumes responsibility for finding the best talent. They reach out to candidates, instead of them coming in search of you. They are quite resourceful in tracking the out individuals.

Edging off vacancy time

The average time take to fill a vacant position, adversely impact the organization’s performance. Filling vacancies in lessened hours could be a key feature of a RPO model. Developing and driving superior talent attraction strategies can result in significant reductions in the time a role is filled. The RPO service providers are adroit and equipped at balancing the hiring pace with quality to ensure the right outcome every time.

To summarize whether you need to respond to hiring in flux, or are exploring new ways to improve talent processes, recruitment process outsourcing (RPO) is worth considering. Urgent hiring needs can be stressful. Organizations can be understaffed which results in costly consequences, like revenue loss, lower production and low staff morale. An RPO can manage inevitable peaks and it gives you access to the best talent when you need it.

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In 2018, virtually 75% of employers struggled to fill positions with the proper candidates.Unfortunately, this talent shortage is simply worsening. Research by Korn Ferry predicts by 2020, the technology, media, and telecommunications industries alone may be short over one million complete staff globally.

Talent acquisition is growing globally at an astonishing pace. Considering global professionals, 70% of people in professional services work remotely at least one day in a week.  These numbers might be a bit shocking for people who still work in a traditional work space. As we intensify our understanding of the massive increase in global hiring, we must also endow ourselves to compete effectively.

Below pointers suggest a global talent acquisition strategy.

Focus on better employer branding.

Employer branding is one of the most important feature for successful talent acquisition. Talented candidates compare companies before they apply for any position; they tend to choose the organizations which have simplest values, culture, and which promote work-life balance. By cultivating a powerful leader, you may attract higher talent and notice a lot of long-run success. Always keep your current employees in mind while developing your employer brand as they can help strengthen your value proposition.

Workplace adjustments

An impactful onboarding process can be the key to a long-term success of remote employees. It can also help establish a collaborative environment that reaches to different time zones, geographies, and cultures.Both employees and employers are in the nub of a workplace alteration. Team members can join meetings and contribute via cloud-based tools and video conferencing, no matter which place they are at.

Need of global talent acquisition

Before we act, let’s understand clearly the need, supported by a review of global talent acquisition growth trends.Businesses of all sizes let it be giants, well established or just the beginners are entering or expanding their reach in the global marketplace. The number of Fortune 500 companies based in global emerging markets is expected to exceed 45 percent by 2025, according to a research by McKinsey & Company, a management consulting firm.

According to 2018 survey by freelance website Upwork, less than 40% US hiring managers expect employees to do the majority of their work remotely in the next ten years, according to a 2018 survey by freelance website Upwork. All of these points in the same direction: With the increase in global workforce, we have to renew our commitment to cross-cultural and diverse communication. This applies to the full life span of talent acquisition, but it begins with your candidate engagement strategy.

A good talent acquisition strategy is always in transition

Designing a talent acquisition strategy is imperative to the success of your business and to ensure that recruitment as a process is conducted not merely on the need basis but as part of the strategy.

However, as you could probably discern from the points above, there is no one-size-fits-all when it comes to a strategy for talent acquisition. Instead, a good strategy is one that is designed to tailor to your business and is flexible enough to evolve as the business and market change.

To succeed long-term, you must attract and retain talented employees regardless of vacant roles. Talent acquisition will assist you to do that while solving for long-term organizational needs.

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The gig economy is by no means a new concept, but it has expanded greatly over the past decade.

Today millions of workers worldwide are enticed to the unbounded realm of independent work engagement with businesses, and this is commonly known as the ‘gig economy.’ Thanks to the transformative gig economy platforms such as People per Hour, Hire able and Upwork, freelance workers now have access to larger, more transparent platforms to ally with buyers of their services. In simple words gig economy refers to the growing number of workers abandoning traditional 9 to 5 employment in favor of working independently on a task-by-task basis for various employers.

Here are a few ways the emerging gig economy is likely to shape the future employment:

Jobs will oscillate with gig workers:

According to a survey report the number of self-employed individuals increased by over 19 percent from 2005 to 2015.When compared with different generations like Baby Boomers, Generation X, Millennial‘s are restless, agile, untiring and are unafraid to break the principles. They consider themselves as dependable, self-disciplined, enthusiastic, and always open to new experiences. This makes millennial worker’s attracted to jobs that are entrepreneurial and allows them to take ownership.

Education Assistance Will Entice Workforce:

A majority of the gig economy workers worldwide belongs to the millennial cohort and usually start working even before they complete their education.  This section of the workforce usually chooses to finish education at its own pace and plenty of – particularly women – are likely to drop out of the job market to continue their learning. This means employers providing education assistance are going to be very important perk for the millennial gig staff trying to reinforce their career continuity. A company-sponsored education is one way to make sure that gig workers remain in the labor market by being tied to a particular employer.

Specialized Skill Development:

Workers in the gig economy will more likely want to work in creative work fields like arts, content writing, construction, and administrative roles. However, with emergence of technologies such as artificial intelligence (AI), vacancies in administrative support roles such as receptionists, Customer service, data entry, will decline. This will drive the gig workers to retrain and re-skill themselves to become specialized in their respective fields. To catch up with this trend, employers too will offer specialized skill development opportunities and training programs to employees in these roles.

Shifting Mindset of Work:

The growth of the gig economy represents a shift within the mindset of people to read work. Instead of a lot ancient system where an employee works regular for one employer, some employee prefer to enter the gig economy for the flexibleness, freedom and private fulfillment that it provides them. Workers now express interest in controlling and autonomizing their career paths.

Adapt to changes

The gig economy comes with each advantage and challenges. For many workers, the enlargement of the gig economy has provided new sources of revenue and work opportunities. The gig workers also called the freelancers work without the benefits provided by ancient employment strategies; thus, they’ll end up doing social services. A growing gig economy may result in higher economic growth and increased taxes or other forms of revenue.

To summarize the whole concept of traditional work is changing. Workers no longer like to be tied to a desk all day. Millennials and Gen Z crave ownership in their work – something which is very difficult to find in typical full-time job will dominate the world of work over the next few decades.

Companies will have to adapt, too. In the era of constant change, they need to become more flexible, agile and streamlined. Having a wide workforce of permanent or full-time employees will make this increasingly difficult.

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Spotting Costly Hires and Avoiding Big Recruiting Mistakes

The pressure of getting a seat filled is always on. The hiring manager is calling you daily, the coworkers taking up the slack are at breaking point, and you just want to get it done. But finding the incorrect candidate is worse than finding none, it means having to start over again in a few months. Mistakes will prove pricey for any company, and particularly for any company’s HR department. Not only can bad hire damage your reputation, but your business will end up taking a serious financial hit, so here are top key practices to help you do just that.

Technology and Automation

Modern world is built on Technology. No matter what the job is technology and automation are anyway a part of it. Any candidate who has difficulty with the hiring process that includes advance methods like video interview, email conversations etc. will definitely have performance issues if hired.

Pre-Hire Assessments

Pre-hiring assessments can be a little scary for few recruiters, who may worry that an extreme screening process will turn away candidates early on in the whole interviewing process. Just remember that all candidates take great measures to present themselves as positively as possible, so exercising measurable assessments is a highly efficient and effective way to determine how much of that image is just illusory.

In 2014, the Aberdeen Group released a survey report which summarized the impact of pre-hire assessments, stating that 55% of companies who used pre-hiring assessment tests linked candidate’s performance level to these assessment results. These can range from skills tests, which are a great way to check a candidate’s aptitude or even there personality. Regardless of their specific focus, these add an extra layer of review to filtrate unsuitable candidates.

Making decisions without sufficient data

There are two ways in which knowledge is hidden throughout the recruitment process. The first comes from the avalanche of candidate most organizations typically receive. Traditionally, and still these days, many HR and hiring professionals find candidates from enormous stack of resumes. There is enormous amount of data to review and few might not even be eligible to consider. Pre-screening tools can help to quickly filter the pool of available candidates by eliminating those who do not meet minimum skills and job requirements.

Lazy Sourcing

How many hiring managers create the job description, post it, then expect for the talent to return to them? Do you think you’re getting the best talent when you do this? Just imagine If you’re dating do you present yourself on the walkaway and expect for the love of your life to appear? Then why do we think the job description is going to attract the “best” person for the job? The “best” talent is already happily employed and most likely isn’t even looking for a job or may be busy enough not to see you employment advertisement.

Skipping the Phone Interview

Pre-interviews, like a 10-minute phone call, are a key to optimize your time. The resume appears to be nice, but can’t always tell you critical information. It may indicate that the candidate has “excellent communication skills” for a Customer Support position, but only a telephonic interview can assure if it’s true. The need for a bilingual candidate can solely be verified by phone. Some candidates won’t embrace crucial data, like salary history, unless they get a phone call; others might no longer be available or interested. While the telephonic interview could also be a step candidates don’t like, it’s immensely useful for recruiters attempting to optimize the particular face to face interview time spent on each hire.

Hazy Job Descriptions

One of the most costly hiring mistakes is not being clear of whom you want to hire or the qualities or skill set you are looking in a candidate. Always ask these questions before drafting the detailed job description.

What key responsibilities does one expect this person to require on?

What deliverable’s will this person need to produce?

What skill sets must he or she have?

What expertise set should they need to achieve success during this role?

Minimum education qualification? (If needed)

What character and personality traits or temperament can they have to powerful, long run fit?

When you begin this way, then and solely then are you able to begin to craft the correct accomplishment strategy, prepare interview queries, and then begin to speak with candidates about the position.

Using few or all of the above strategies allows you to spot a bad hire miles away. These unorthodox interview methods ensure risk free and efficient hiring process. It helps filter Candidates who cannot follow directions during the interview process.

Lastly, these methods allow candidates to present themselves in a more creative and spontaneous way. You get all the information about the candidate like communication skills, personality and also the technical prowess even before letting him or her enter into your office, which will definitely save a lot of time and reduce chances of making a bad hire!

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Embracing Gender Diversity in the Workplace for a better tomorrow

Diversity is imperative to all workplaces. People with completely different backgrounds and experiences, who come close together as a team, will develop innovative ideas that may keep your company alive and thriving. Despite this, companies in many industries and roles are not benefiting from this because they are dominated by a single-sex. For example, tech industry roles are typically filled by men, while nursing roles are typically filled by women. In each case, the customers are more diverse than the people serving them, which don’t bode well for understanding their needs. To better serve your customers, it’s important to cultivate gender diversity within the work.

Gender diversity doesn’t imply that an organization should have a 50/50 mix of males and females for every position in the company. However, it does mean that all the roles should have a fair representation of both sexes at every level in the company.

As leaders, we can employ a range of strategies to improve gender diversity in the workplace.

1. Encourage an inclusive and respectful culture

A survey report points out that though women connected with a lot of everyday slights and disrespectful behavior than men, 58 percent of all employees expertise some kind of micro aggression, suggesting incivility is common at work.

If things need to change, then it can’t just be about driving the culture and values of the company but also highlighting and communicating that there is no room for sexual harassment, disrespect, or bias, and when needed, stringent action will be taken. Communicate, communicate, communicate this a thousand times over, and start at the top.

2. Build a comprehensive workplace

Before making an attempt to hire for gender diversity, look at intervals and appraise your company culture. Is your company a decent place to figure despite gender? Do you treat people across the gender spectrum equally? Consult your employees to learn how you can build a more inclusive workplace, and put in the work to continually improve your company culture. An inclusive culture can facilitate build your employer brand, so you can attract and retain a diverse workforce

3. Restructure your pay and benefits program

To make your company as engaging as potential to a broader range of individual people, you want to erase pay difference between men and women within the same positions.

One way to try and do this is often to prevent asking a few candidate’s previous wage and offer the same pay range to every potential employee, no matter of what they made in an earlier position. Considering that asking candidates regarding their wage history is already prohibited in some states, this is good practice anyway.

When it involves to advantages, studies conjointly show that women in specifically value robust, family-oriented perks once seeking a new job. This means you should be as generous as possible with family leave, health insurance, remote work and flexible hours.

4. Analyze exit interviews

Exit interviews are useful to understand why people are leaving, so you can improve how you hire and retain talent. If you’re working toward gender diversity within the workplace, you‘ll conjointly poke into your differences in why men and women are leaving your organization. This can provide insights that are unique to your company, and allow you to monitor your progress over time. If, for example, you learn that women are less satisfied with compensation than men, you’ll take steps to enhance your compensation strategy and see however perceptions change over a year.

5. Reserve equal seats for women in a boardroom meeting

The higher they’re going; a lot of women realize themselves alone within the room, which typically makes them feel isolated. Companies need to stop having just two women in the boardroom because it checks a box. According to the report, companies need to examine and explore how they can move women through their organization.

The report explains, “One approach is to hire and promote women in cohorts; another is to cluster women on teams. As opposed to staffing one woman on several of teams, companies should consider putting groups of two to three women on teams together.”

And in to move far from reinforcing gender stereotypes, it recommends thinking twice before clustering women in functions traditionally dominated by women, like human resources and communications.

It additionally recommends making opportunities for the “only” women in a room to connect with other alternative women and to foster additional women’s networking teams inside organization.

Above discussed strategies are the few things companies can do for gender diversity and make more money while doing so. Promoting inclusiveness and variety at your workplace is one of the most effective ways that foster an open-minded, global company culture. Not only does this make good business sense serving your company to better understanding colleagues, clients, and customers around the world it additionally makes the workplace a lot interesting and personally enriching environment for everyone.

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Considering millennial’s as the largest generation in the workforce, it’s necessary to find ways to nail the corporate culture since today’s corporate teams are mostly made up of millennial’s.

The millenary wants a strong culture where a company’s values and visions are clearly demonstrated and the work environment is fun.

But to keep these youngest workers from moving on before they fulfil their professional potential, here are following ways to entice the newest, biggest generation of workers to stick with your organization for the rewarding challenges it offers.

Make them engage in purposeful work that hit a larger goal:

Engaging in meaningful work is the foremost priority of millennials. JD is what entices the workforce so it’s important to take a hard look at the job description; process-oriented work is most likely to gain attention for a long time.  Money isn’t the only thing driving force rather the work has to be meaningful. It is imperative for organizations to make sure to tie their job into the big picture and help the company fulfill its goals.

Offer transparent & performance-based pay:

These Millennial’s, like other generations are money-motivated, They expect to be fairly compensated, and they grew up with much more access to salary information – on the Internet and through their peers — than earlier generations had.

To retain these Millennial’s, companies need to move away from seniority-based, work-with-the-middle-of-pack approach, and individualize compensation,

and if you want Millennials to stay with your company, never stop offering them, performance based pay and opportunities to add more value and receive greater compensation in return.

Set a pace for rewards.

Millennia’s need to feel that they’re progressing in their field of work; they expect re-enforcement and spot bonuses. They expect to progress through titles and quickly to begin accommodating these preferences with blowing payroll.

Considering bonus strategy — Instead of giving a 3 percent annual raise — Provide a 1 percent increase every four months.

Proving the right Benefits and flexibility in job:

Office culture that promotes work-life balance (the norm these days) as the young generation respond positively to work flexibility. Due to the gig economy, the conventional 9-5 work is no longer the norm. It also encourages creativity and innovation.

To sum up, have an open door policy (sounds cliche but hardly practiced) which gives employees a sense of inclusiveness. Also, companies need to look beyond the ‘millennial’ reputation as job hoppers and focus more on their potential.

Providing guidance and creating opportunities for career development:

Millennial’s prefer bosses or managers who can coach them, guide them and at the same time give them trust and freedom to work on their own manner. And this requires clear disciplined communication, a mix of educational and motivational steps and apt mentor ship. Their skills set system allowing employees to get certified and attain a pay hike accordingly.

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