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Who Fits In A Start-Up

Who fits in a Start-up

A start-up is a company working to solve a problem where the solution is not obvious and success is not guaranteed. There’s something incredibly adventurous to work in start-up companies. Maybe it’s the lack of bureaucracy and office politics or the freedom to create ideas and make decisions. Either way, many job candidates are attracted to the start-up environment. But this doesn’t mean that start-up companies are right for everyone.

Are you considering a jump into the start-up industry, than there is a series of questions you must answer to yourself to find out “Do you actually fit in a Start-up?”

  1. How Can You Solve the Company’s Problems?

Start-ups have too much work to do and not enough people. So if you are capable of solving the specific problems a company faces and get results, many other concerns goes the side way. The main one left is cost and your interest in the job shouldn’t be about money, but rather fulfilling specific personal goals or mere learning.

  1. Does your Passion connect to the Company’s Mission?

Convictions and motivation are way more important in a candidate than experience. Wanting to work at a start-up is a terrible motivation for applying. A good motivation is finding a company whose mission resonates with you, whose values align with yours, and whose goals work perfectly with your skill set.

  1. Are you a Multitask-er?

Since most start-ups financially aren’t able to fill all of the positions they need. They expect to do significant savings by combining two or many staff positions into one. That way, the cost of benefits can drop significantly. So if you are capable of wearing multiple hats without taking a toll on your focus and productivity then you are the right fit.

  1. What are your Intrinsic and Extrinsic Motivations?

It’s important to figure out your motivations before you start working in a start-up. Inevitably your start-up career will go through extreme challenges, and this understanding will be called upon. Extrinsic motivations could be salary and benefits and intrinsic motivations could be purpose, mission and learning. But it’s important for you to articulate your motivations and have clarity on what it really means.

  1. Do you tend to push the Boundaries?

If you are a person who likes to be in your own comfort zone then think twice before joining a start- up. Start- up environment seeks candidates who put continuous efforts to achieve a task and tend to experiment new, pushing their boundaries every time.

  1. Do you have the Entrepreneurial Spirit?

The best start-up employees think like entrepreneurs and are prepared for the challenges. They have Creating something from nothing attitude. Working at start-up involves working with different types of personalities, keeping an open mind, always staying true to yourself and speaking up when you have an opinion.

  1. Are you Accountable or Do you have sense of Responsibility?

Successful start-ups have no place for sycophants. You have to show that you are willing and able to not only come up with ideas, but also defend those ideas and implement them. You can adapt and think on your feet.

So analyse yourself before thinking to start you career in a start- up. If you have a “YES” for all the above questions then you are right fit. If not kindly drop down the idea and focus on improving your Entrepreneurial skills which could help you in many other ways.

If you’re looking for top tech talent to power your start-up and strengthen your culture, try Pragna Solutions today.

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Ways to Sell A Job

Sell a job

We often come across a statement “The hiring manager doesn’t have to sell the job to candidates. It’s the candidate’s job to sell him- or herself to the hiring manager”.

In 21st Century if you go by this statement then that means your hiring engine is designed to attract people with enough low self-esteem that they don’t need to be sold. They’re desperate. They’ll take anything. You’ve got an open position? Great. I want the job. I don’t need to know anything about your company. I just want to get hired!

But if you wish to recruit top candidates you have to be on top of your game too. Just imagine you are sitting in interview room with the job description in front of you, and your usual line of questioning. Then a smart, well-presented candidate walks in, and hits you with a question: “What happened to the last person in the role? What’s a typical day in this office?”

Good candidates know that hiring is a two-way process. Particularly in this market, with unemployment rates near historic lows, it’s tougher than ever to win a candidate’s attention and get them to apply to your positions as they have a lot of options. Interviewers have to be prepared to sell the role and the company just as much as candidates have to sell themselves.

Below are the best ways to make your company attractive to exceptional candidates and selling your employment opportunity to them during the interview:

  • Social Media Tricks– It is important to post jobs on social media platforms but this doesn’t mean you do it in the most boring way. Instead of uploading a dull and boring list of job description, post a video or photo of someone actually doing the work. When a candidate sees the work being performed, it’s easy for him to imagine himself in the role.
  • Make each Job Irresistible– When you post jobs, promote the upsides of your opportunity. Think like a candidate, in addition to earning a competitive wage, what else would attract you towards this job? Few things which are just as important as money:
  1. Exceptional benefits
  2. Challenging work
  3. Opportunities for learning and advancement
  4. Convenient location
  5. Flexible work options
  6. Early or frequent performance / salary reviews
  7. Mentoring opportunities
  • Improve Communication- Take great care of candidates and be proactive at every step of sourcing and recruiting process. Ensure it’s convenient and quick for candidates to submit an inquiry or apply to a job – especially from mobile devices. Keep them informed about timelines and next steps, from the moment they upload a resume or respond to the job posting. If you tend to remove a candidate from consideration, inform them as soon as possible. Being “left hanging” is a chief complaint among job seekers – and may drive them to post negative reviews on sites like Glassdoor.
  • Be Friendly, Organised and Prepared- Hiring Manager is the only link between the company and the candidate, everything they know about the job they know from you, so put on your best smile and sell the job. An excited interviewer will transfer their passion to the candidate. Make sure you have studied the candidate’s resume and cover letter in detail to understand their motivations for putting themselves forward for the role. Try to show that just as they have been researching your company, you have spent as much time researching them, and the companies they have worked for.
  • The Position- This makes the most sense but talking just about the job description can be monotonous and boring. If this is a top candidate, he/she already meets the criteria.  Instead, make it compelling.
  • The Company’s Potential for Growth- Take them through the company’s journey from incubation and share the vision of company’s potential for achieving growth within the marketplace.  Top candidates want to be part of an achiever, so show them how your company already is a winner and will continue to be in the future.
  • The Company’s Culture- Every company has its own work culture and not every candidate fits or feels comfortable working in the same. This point is often overlooked, but doing so can be a serious mistake.  The candidate wants to know how they fit into the company’s culture.  You must be able to communicate that to them
  • The Position’s Potential for Growth- Top level candidates are always curious to know more so go beyond the position in its current form and discusses what growth potential the position offers and explain how the position ties into the company’s plans for the future.
  • The Candidate’s Potential for Growth- The whole process is about the candidate, they want to know how making the leap to a new company is going to benefit them, especially in regards to the growth and overall well-being of their career. A-level candidates thrive on vision, so share that vision with them.

So pull up your socks and get inspired with the tips discussed above, sell your jobs and get the best candidates on boarded.

Pragna Solutions is always been in fore front of technological development. Helped several clients about our innovative methods of Recruiting using AI and scalable models. Contact usContact usContact us to learn more.

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AI for Recruitment

In the competitive period, the volume of candidate for a job position is increasing but there is no substantial increase in recruiting teams. Introducing AI into an existing process involves an investment of time and money.

This new technology is designed to modernise the recruiting workflow, high-volume tasks.

  • Saving recruiters’ time

Screening resumes and shortlisting candidates to interview is estimated to take longer hours of a recruiter’s time for a single hire.

  • Improve the quality of applicants

AI can help you formulate clear, descriptive job descriptions, which helps to explain what exactly you’re looking for in applicants.

  • Automating conversations

Related to specific hiring or job questions, candidates can get the answers they’re looking for at any time of the day. This reduces your need to respond to emails or phone calls without reducing the experience of the candidate.

  • Better Experience for Candidates

When job candidates and applicants can get the answers, responses, and information they need quickly and easily, they’ll feel more compelled to stay connected with your organisation.

  • Cost Effective

Reduce the cost for to hire additional recruiters, interviewers, reduces turnover and save money on training, signing bonuses, and other expenses associated with taking on new team members.

  • Improves quality of hire

AI improves the quality of hire by the usage of data matching between candidates’ experience, knowledge, and skills and the requirements of the job.

  • Reduce bias

Achieve the goal of various teams as it will rank and score candidates based on qualification and leave unfairness out of the decision of whom to add to the short-list of top candidates.

  • Innovative

Intelligent screening software that automates resume screening, recruiter and digitized interviews that help assess a candidate’s fit.

  • Boost Efficiency and Recruitment Productivity

AI automation in recruitment makes things simple, effective, and saving time for the hiring managers so that they can hire smart candidates who would be a culture add.

AI can used in the following:

  • Job Publishing

AI evaluate the data about the company like the companies’ culture, hiring process, and current employees in order to govern the companies top match their particular candidate.

  • Candidate Screening

AI acts as a personal assistant to recruiters by programming many of the routine tasks that eat up the day. One of the best ways to utilise AI is through chat bots and automated message services.

  • Talent Acquisition

AI can remove tons of stressful and uninteresting work from HR managers, like talent acquisition software can scan, read, and evaluate applicants and quickly.

  • On-boarding

AI extremely productive in practice since new workers who went through well-planned on-boarding programs had much higher retention rates than their peers who didn’t have the same opportunity.

  • Training

AI can successfully plan, organise, and coordinate training programs for all staff members.

  • Performance analysis

Using AI tools, HR managers are facilitated to set real goals and let all units work in smaller increments. This type of work is easier to follow and evaluate, which creates better results

  • Retention

AI has the ability to analyse and predict the needs of staff members. It can determine individual similarities and who are dissatisfied with the life-work balance.

 

 

 

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“When building the perfect team, the single most important thing is to bring the right people”

Finding the right people startups will inevitably reach the point where they need outside help to keep growing. Retaining the talent to help grow the business is a problem.

Hiring

  • Finding Talent

The initial problem which most startups face is finding the people suitable for the job.

  • Budget Constraints

Budgets are usually low for open positions in startups. Where the startup organisation pays very well, there is a risk of offering too high salaries to candidates as well. As a result, they either quit sooner or their performance goes down due to stress.

  • Lack of Brand Recognition

This is quite obvious because the organisation is newly set up and applicants may neither be aware of the upcoming brand. To solve this problem, startups can try to build a larger brand image using free platforms, such as on social media, print media and more.

  • Not knowing what you want

Being unclear about any part of the job can lead to a potentially bad hire.

With a clear idea of what you need, it will be easier to see those skills in the candidate.

  • Having an unclear hiring policy

One of the most critical mistakes a company can make is failing to define its hiring policies before beginning an employee search. An unclear policy can confuse the hiring managers and candidates at best

  • Competition

Starting it out as a small company, most often they have a lot to compete against; big branded companies, startups, other small businesses.

  • Limited resources

The less number of resources available at hand can prevent better hiring.

The true art of recruiting is combining knowledge of the company’s unique culture so that both parties succeed and grow together.

  • Challenge of Finding qualified candidates

Finding qualified candidates as dozens of applications from unqualified candidates waste a lot of time.

  • Not Conducting Market Research

Most startup recruiters fail to focus on the huge talent pool of passive candidates and lose out in the process.

  • Company Reputation

Candidates always look for the reputation of the company in the business. Reputation is earned with years of quality services. It’s not something to achieve overnight.

  • Low Marketing Budget

Marketing battle matters a lot in successful startup business.  It’s hard for a new firm to access specialised recruiter for marketing specialists for advertising.

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As you probably are aware, Outsourcing is a regularly developing industry.

​Outsourcing has witnessed a massive boom over the past decades. Outsourcing has revolutionized the way business is done in almost all sectors.

Outsourcing has significant importance to not only businesses that choose to engage in said activities, but also to the citizens of any country with involvement in outsourcing. Businesses now face a growing array of factors influencing outsourcing and it is imperative that they understand the nuances of outsourcing so that they may readily adapt to a rapidly changing global economy.

While there has been a constant growth in this sector, there have also been several new trends, which have emerged and stayed for the betterment of outsourcing.

Emerging of New Technologies

Emerging technologies such as cloud computing, social media, software and automation are being used by BPOs to reduce costs and accelerate growth.

Process Automation

New technologies that have emerged over the past few years including robotic process automation (RPA).  RPA with its cost savings, speed and efficiency is slowly making its way into all industries and all types of business processes. Bring on the new era of AI which has taken over RPO (Recruiting process outsourcing). This will have a major impact on how BPOs operate and lead to jobs losses.

Focus on Social Media

Companies now realize that social media is a game changer. It provides an unprecedented wealth of consumer data and feedback that can enhance a company’s ability to analyze upcoming trends and to innovate. Instead of call centers, companies now want to invest in real-time customer engagement that will allow them to gain first-hand product insights and turn issues into new products or solutions that will address future problems.

Use of Cloud Technology

The cloud technology is likely to become the path for the outsourcing. With more usage of cloud technology businesses are working efficiently. Also, it will give further impetus to these firms to deliver innovative products and services to customers depending on the latest market trends.

Higher Efficiency and Competence

The outsourcing industry is now edging towards automating process utilizing the latest software and other computer programs in the process. These technical tools will shorten the tech support to enable services and also resolve consumers’ problems on time.

Digital Transformation

Companies are adopting online services, social media marketing, email promotion, and mobile marketing greatly.

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 Employee commitment depends on trust, uprightness, two way duty and correspondence between an association and its individuals. It is an approach that builds the odds of business achievement, adding to hierarchical and singular execution, profitability and prosperity. It can be estimated. It shifts from poor to incredible. It can be sustained and significantly expanded; it can be lost and discarded. Design is the establishment of commitment – it’s the crucial component that makes a connected with association conceivable and the initial step to making a drew in culture.

Worker Relations offers counsel, help and determination methodologies for work environment issues. Representative Relations aids correspondences amongst workers and managers, remedial activity and arranging, disciplinary activities, and clarification and elucidation of University approaches and strategies.

 

WHY EMPLOYEE ENGAGEMENT IS REQUIRED?

  • Employee Engagement Can Help Your Cause Marketing: – Employees who are engaged at work will be more than willing to help out when the company they work for pursues a noble cause.
  • Better engagement means better productivity:- When employees are engaged at work, they feel a connection with the company. They believe that the work they’re doing is important and therefore work harder.
  • Engaged employees are less likely to quit:- If employees feel needed and wanted when they go into work each day, the connections they form with the company and their other coworkers are not easily eroded. By cultivating and maintaining these relationships, you reduce the risk that your employees will quit.
  • Engaged employees are positive:- Workers who feel disconnected and disengaged are more likely to have negative things to say about your company. If a disengaged employee leaves or is fired, they are able to vent their frustrations on any number of social forums and sites.
  • Employees feel satisfied when they’re engaged:- Employee engagement isn’t just beneficial for your company, however. Employees who are engaged at work feel satisfied with their careers and are generally happier individuals than employees who aren’t engaged.
  • Engaged employees are better communicators:- Employees who care about their jobs are more effective communicators with their coworkers, leaders, and customers alike. Disengaged workers may mindlessly go through their day without remembering any of the conversations that they had.
  • Engaged employees are more creative:- By creating an atmosphere of employee engagement, you can not only boost productivity and profits, but you can also help your employees reach their full potential and look forward to coming to work each day. Your workers will feel more satisfied and content with their careers, and your company will benefit from higher productivity and profits.
  • Employee engagement strategies:- Have been proven to reduce staff turnover, improve productivity and efficiency, retain customers at a higher rate, and make more profits. Most importantly, engaged employees are happier, both at work and in their lives.

 

Pragna model of employee engagement

Pragna Solutions, an American owned and managed Recruitment Process Outsourcing (RPO) company

  • We connect our staff to an Engaged Purpose that is written for them. An Engaged Purpose is a written statement that clearly communicates to your team what your company does, who for, and why.
  • Many purposes, missions or vision statements are written for everyone but the employees – they’re written for the customers, or the shareholders.
  • Measure engagement regularly. Too often, we as a company send out an employee engagement survey report once a year, which means their employee feedback is likely to only capture the mood of the moment
  • Show that engagement is a permanent focus, not just a passing trend.
  • Owners and leaders are clear and intentional about commitment to improving engagement and supporting the well-being of our employees.
  • If our employees believe the new engagement program is just the fad of the moment, we run the risk of disengaging them further.
  • Listen to our team on their terms. Provide them with a safe environment and mechanism that enables them to provide insights and feedback confidentially and anonymously.
  • Take action on quick wins. Once our team has given us feedback, we use that employee engagement survey report to identify some simple actions we can take to show that participation does

 

WHY EMPLOYEE RELATION IS REQUIRED?

  • Work becomes easy if it is shared among all:- A healthy relation with your fellow workers would ease the work load on you and in turn increases your productivity. One cannot do everything on his own. Responsibilities must be divided among team members to accomplish the assigned tasks within the stipulated time frame.
  • Work becomes easy if it is shared among all:- A healthy relation with your fellow workers would ease the work load on you and in turn increases your productivity. One cannot do everything on his own. Responsibilities must be divided among team members to accomplish the assigned tasks within the stipulated time frame.
  • An individual feels motivated in the company of others whom he can trust and fall back on whenever needed:-. One feels secure and confident and thus delivers his best. It is okay if you share your secrets with your colleagues but you should know where to draw the line. A sense of trust is important.
  • Healthy employee relations also discourage conflicts and fights among individuals:- People tend to adjust more and stop finding faults in each other. Individuals don’t waste their time in meaningless conflicts and disputes, rather concentrate on their work and strive hard to perform better.
  • A healthy employee relation reduces the problem of absenteeism at the work place:- Individuals are more serious towards their work and feel like coming to office daily. They do not take frequent leaves and start enjoying their work. Employees stop complaining against each other and give their best
  • It is wise to share a warm relation with your fellow workers, because you never know when you need them:- You may need them any time. They would come to your help only when you are nice to them. You might need leaves for some personal reasons; you must have a trusted colleague who can handle the work on your behalf. Moreover healthy employee relations also spread positivity around.

What are the Ways of Improving Employee Relations?

  1. Employee has expectation of fair and just treatment by the management. Thus, management must treat all employees as individuals and must treat them in a fair manner. Employee favoritism should be avoided.
  2. Do not make the employees’ job monotonous. Keep it interesting. Make it more challenging. This can be done by assigning employees greater responsibilities or indulging them in training programs.
  3. Maintain a continuous interaction with the employees. Keep them updated about company’s policies, procedures and decisions. Keep the employees well-informed. Informed employees will make sound decisions and will remain motivated and productive. Also, they will feel as a member of organisational family in this manner.
  4. Employees must be rewarded and appreciated for a well-done job or for achieving/over-meeting their targets. This will boost them and they will work together as a team.
  5. Encourage employee feedback. This feedback will make the employers aware of the concerns of employees, and their views about “you” as an employer.
  6. Give the employees competitive salary. They should be fairly paid for their talents, skills and competencies.
  7. Be friendly but not over-friendly with the employees. Build a good rapport with the employee. The employee should feel comfortable with the manager/supervisor rather than feeling scared.

 

 

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Our vision is to provide crucial knowledge to our customers when it matters the most. We do this by providing quality solutions for IT project execution, recruiting, staffing, strategic consulting that can quickly provide business results for you. Leading RPO (Recruitment process outsourcing) provider and offer variety of solutions which includes Overnight Sourcing, VMS Solutions, Virtual Recruiter and few others. We strive hard to apply best practices, proven methodologies, and additional levels of diligence to improve the quality of our services. Our model combines both onsite and offshore teams.

At the same time we’ll look to be efficient and cost effective and pass on the benefits to our customers and partners. At Pragna, we are comprised of an experienced team of people with experience working at companies such as Microsoft, Siemens, and Wipro. We are very passionate individuals always striving harder to delight our customers and partners.

Performance appraisal is a method of evaluating the behaviour of employees in the work spot, normally including both (Q&Q) Quantitative and Qualitative aspects of job performance. A performance appraisal is a regular review of an employee’s job performance and overall contribution to a company. In thisthe appraiser and appraise are involved, Performance Appraisal is evaluated by comparing the present performance of the employees with the set standard actual performance.

Why Performance Appraisal is required in a Company?

The first and most obvious purpose of employee appraisals is to measure employees’ performance.

  • To make sure employees are working to the required standard
  • To gauge which employees are performing the best and therefore eligible for bonuses, pay rises and other rewards.
  • Using appraisals for employee development

Whether staff is performing well or poorly, employee appraisals present an ideal opportunity for HR to identify the next stage in their development. Many organizations use personal development plans (PDPs) within staff appraisals, to direct and record staff development. You can use PDPs to set development goals that the employee should try to reach before their next appraisal.

  1. Using appraisals to spot potential

Appraisals aren’t just for remedial action. They’re also a moment to sit down with your best-performing employees and to map out their career path. Rather than addressing skills gaps, this may include offering training to develop skills required for promotion.

Appraisals are therefore extremely useful in the talent management process, a major element of which is developing and retaining high-performing employees. Without an effective appraisal system, you might never spot talented individuals who could be the future of your organisation.

2. Using appraisals to improve performance

The goals you set in employee appraisals don’t just have to be about staff development. You can also challenge employees to improve their performance, and increase your team’s productivity as a result.

3. Using appraisals to manage changing roles

Almost every job role changes over time, whether because of new technology, new products and services your company introduces, or changes to the size of your team. Employees often need help to understand these changes and how their role is affected.

Why is it Important to conduct Performance Appraisals in an organisation?

  1. Performance Feedback: – Most employees are very interested in knowing how well they are doing at present and how they can do better in a future.
  2. Employee Training and Development Decisions: – Performance Appraisal information is used to find out whether an employee requires additional training and development. Deficiencies in performance may be due to inadequate knowledge or skills.
  3. Validation of Selection Process: -Performance appraisal is a means of validating both internal (promotions and transfers) and external (hiring new employees from outside) sources. Organisations spend a lot of time and money for recruiting and selecting employees. Various tools used in the selection process are application blanks, interviews, psychological tests, etc.
  4. Promotions: – Performance appraisal is a way of finding out which employee should be given a promotion. Past appraisals, together with other background data, will enable management to select proper persons for promotion.
  5. Career Development: – Performance appraisal also enables managers to coach and counsel employees in their career development.

METHODS OF PERFORMANCE APPRAISAL

TRADITIONAL PERFORMANCE APPRAISAL METHOD

RANKING METHOD: Ranking method is the simplest method of Performance Appraisal. In this method, all the employees are ranked, the most valuable and efficient employees are ranked first and the least performed employees are ranked as per there performances.

GRAPHICAL METHOD: In this method, the employees are analysed by calculating their performance’s based on category bases that is EXCELLNT, GOOD, AVERAGE, POOR.

CHECKLIST METHOD:In this method the checklist is prepared by the subordinates to analyse the performance of the candidates like questionnaire yes/no.

PARIED COMPARISION METHOD:  In this method the analyser analyses the employee’s performance by comparing the two individual employees by comparing who have performed good and finding out the better one.

GROUP APPRAISAL METHOD: In this method, particular group is analysed or between two groups are appraise based on their performance, this method helps the organisation to know how well the group has performed efficient group employees who have performed well and who have performed least.

MODERN PERFORMANCE APPRAISAL METHOD -ADOPTED BY PRAGNA

360 PERFORMANCE APPRAISAL: In this method, the supervisor will be apprising the employees to job related 360 degree.

HUMAN RESOURCE ACCOUNTING (HRA): This method plays an vital role to the organisation which helps in knowing the profits gained out of human resource. This helps the organisation to know whether this HR has gained profit or loss in the process of training and selection process.

MANAGEMENT BY OBJECTIVE (MBO): In this method, the management and employees are included to get a better outcome of objectives and setting of objective and goals need to discuss among management and employees and dividing the work accordingly.

BEHAVIOURAL ACHORED RATING SCALE (BARS): This method combines of both graphic and critical incidents method. In this method, the analyser analysis the actual job performed by the employees and the behaviour of the employees. In this the company analysis, the behaviour in the critical situation, critics are calculated on the bases of behaviour. The employee’s behaviour is compared with the Behavioural Anchored Rating Scale.

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