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Hiring talent has become highly transactional. The candidate searches, the endless planning, and therefore the repetitive screening are inefficient and mind-numbing. It’s time for a brand new era of recruiting that focuses on the additional gratifying components of the job — the human part, the strategic part.

And the lowest unemployment numbers recorded in decades are impacting those trying to recruit the most effective and brightest and forcing them to undertake new concepts once it involves hiring.

Here are a few trends impacting hiring and how they can impact you:

  1. Diversity is the new global mindset

78% of talent professionals and hiring managers say that diversity is the high trend impacting however they hire.

Diversity used to be a box that the organization checked. But today, diversity is directly tied to organizational culture and financial performance. Our data shows that 78% of organizations prioritize diversity to improve culture and 62% do so to boost financial performance.

Key forces are at play here: ever-changing demographics are diversifying our communities, shrinking talent pools for companies that don’t adapt. Growing proof that diverse group is additional productive, additional innovative, and more engaged also makes it hard to ignore.

  1. Encouraging a candidate to accept a job offer

During an associate degree, candidates would accept almost any job offer. However, within the market during which candidates receive various offers, the recruitment process changes dramatically. This means that the main focus can shift to grabbing offers in terms of remuneration packages, as well as to individual criteria of a particular candidate.

  1. Social network pages will replace CVs

The reality is that only a few candidates have time to update their resume. And whereas you’re utilized, you are doing not update it in the least. It seems that it’s not impossible to become a candidate in principle until you update and send out a current resume. However, these days in place of a resume, it’s enough to appear through profiles on LinkedIn and realize open vacancies. LinkedIn profiles are typically a lot of specific than a resume, and they are viewed by an outsized variety of people.

  1. Employee referrals

Employee referral programs are definitively one among the foremost productive ways that hiring talent and filling open positions. Employee referrals should never stop. Referrals offer quality hire, not as results they recognize someone; however as a result of the most effective worker will usually even outperform recruiters in building relationships, evaluating and selling extremely qualified professionals who are not active in the labor market. In top companies, more than 50% of employees are hired through a referral program

That being aforementioned, we tend to put employee referrals to our list of best recruitment trends for 2019!

  1. Artificial Intelligence is becoming your secret workhorse

Admittedly, this can be one in each of the trends that everyone talks regarding however only very few organizations or professionals understand its impact or what it really means.

The truth is that Artificial Intelligence (AI) has taken a powerful foothold in recruiting and can possibly still continue to take over a number of the repetitive aspects of your job. For example, there’s already software (including LinkedIn Recruiter) that permits you to modify candidate searches and quickly notice prospects that match your criteria. Other technology will assist you screen these candidates before you even speak to them. Chabot’s will reply to candidate queries thus you don’t need to.

Multiply the effects of these examples and the time savings is huge. For the more additional advance aspects of your job — engaging and interviewing candidates — it’s no surprise that AI is seen as less useful.

The HR and recruitment field is evolving every day and with a global workforce transforming, it is time to elevate your company’s recruitment strategy to a whole new level this year.

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In 2011, only 54% of recruiters believed we have a tendency to be heading towards a candidate-driven job market. The time (and the numbers) has changed, and today, 90% recruiters agree on the crucial role of candidates in any hiring plan.

A candidate’s opinions of your organization are going to be formed nearly entirely by the recruitment method. Consider their first initial point with your company as a primary date. While it’s crucial for the candidate to sweep the recruiter off their feet, recruiters usually forget however it’s is necessary for them to make a positive impression in favor of the organization.

After a nasty candidate experience, 72% of job seekers report sharing their encounters online. This alone will severely diminish an organization’s complete equity and stop future candidates from considering them as employers. In fact, 55% of job seekers report avoiding bound corporations when reading negative reviews.

Every interaction with a candidate sends a transparent message concerning the organization. Let’s examine some common enlisting mistakes, and also the message they send to smart candidates that may scare them away.

We explore the reasons behind this shift and share five trends in recruitment for 2019.

#1 The Rise of the Employer Brand

Studies by LinkedIn show that over half of job seekers conduct thorough research about a brand before applying. Now, for SMBs this could be a challenge — mid to large-scale companies have an established online presence and even word-of-mouth repute, small employers risk coming off as unfamiliar and uncertain. In 2019, this section can invest heavily in employer branding initiatives so as to draw in high talent.

“To build a strong brand, CHROs must have a dedicated tech team focused just on HR technology. Employer brands are maintained on the underlying technology that supports their initiatives. The Best practice is to have the tech team report to HR, not to IT. Technology moves quickly, so having experts focused solely on HR’s direction and initiatives are imperative. CHROs must be ahead of changing technology.

#2 It’s Social All the Way

2019 is a generation that’s grown up online, using social media to shop, ask for recommendations, and even job hunt. While social recruiting gained plenty of momentum in 2018, next year it’ll be a must-have. Further, in a candidate-driven job market, social media may be a bigger game changer holder recruiters realize and connect with passive talent.

#3 Drawing out the recruitment process

The interview method can be lengthily based on companies hiring policies. The overall method can take an average of 23.7 days. While a good candidate may be considering your organization, they’re likely possible considering different companies as well. By drawing out your process, you are communicating to a good candidate that not only is you still not sure about them, but they might not be your top pick. As a result, sensible candidates could withdraw themselves from the pool. Having multiple screening ways beyond the interview (IQ tests, presentations, panel interviews, etc.) also slows down the process and build more hurdles that scare candidates away.

Eliminate any uncalled steps or meetings, and make an offer as quickly as potential. Remember, if you string candidates on and treat them poorly, they’re going to possibly share their experience on sites like Glassdoor, thus communicate transparently and regularly.

#4 Proactive Recruitment Marketing Strategies

Recruitment promoting has been around for a minute, however specific campaigns are typically connected to a forthcoming hiring event, a spike in attrition, or seasonal shifts. In other words, it is reactive in nature. In 2019, this is poised to change with recruiters investing in solutions or partnering with agencies, helping create a continuous conversation around the company — and thereby boost candidate interest levels. There are already a number of recruitment marketing tools available like LinkedIn Talent Solutions or Breezy HR, and more will join the list in 2019.

#5 Forgetting to sell the company and opportunity

Finally, keep in mind that as a recruiter, you’re attempting to sell a candidate on your organization. It’s necessary to be clear about the realities of the job. It’s also crucial to share positive information about the culture, highlight their growth potential, and always ensure the candidate is completely informed of all aspects of the role they are interviewing for. Like in any sales cycle, you must close the positions!

Losing sensible candidates to a bad recruitment process will solely harm your talent pipeline however can influence how candidate interact with your brand and products at the end of the day. The best candidates perceive that interviewing could be a two-way street, this information should be shared each way, and candidates should be treated with respect and value!

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Talent sourcing may be a new term however growing thought within the world of recruiting. It is a technique of generating candidate flow, finding, and networking with prospects eventually geared towards changing people into mortal or providing extra referrals. A lot of individuals concerned in talent acquisition are still discovering sourcing for the very first time and aren’t yet quite certain what it is. Here at Pragna Technologies, our goal is to be one of the best sourcing tools out there, and in order to do that, we know we have to help newcomers gain a better grasp of what sourcing is.

Talent sourcing: What it is

Talent sourcing involves proactively searching for and engaging qualified talent to fill your company’s current or future positions, and it’s more important than ever. Only 36 percent of the workforce is actively trying to find a replacement chance at any given time; however an incredible 90 percent is willing to speak and learn a lot. Sourcing opens you up to large swaths of the talent pool you didn’t have access to before – among each passive candidates, and active candidates who otherwise wouldn’t apply because they don’t realize your company or open opportunities. Sourcing permits you to take control of your pipeline and initiate conversations with the talent you actually need.

What’s more, recruiting benchmarks analysis found that sourced candidates are more than two times as efficient as candidates who apply. One in each 72 sourced candidates, on average, is hired, compared to 1 in each 152 for candidates who apply. That figure is even a lot impressive when you consider that applicants are actively interested, whereas sourced candidates might not be.

Why it matters

Based on the definition above, Talent sourcing brings a neat combination of predictability, reduced risk, efficiency, and quality to the hiring process. That’s music to every business leader’s ears.

How do those advantages play out in practice? For example, the Sourcing team can build forecasts spanning several months based on current talent pipelines. That allows hiring managers, recruiters, and human resources staff to plan for interviewing time and resources, on boarding, pieces training, ramp-up times, workload, etc.


The term talent sourcing might be new for few but it’s of great use to the recruitment industry (RPO). Talent sourcing not only reduces the overall hiring time; it also makes sure that the candidates fit into the role exclusively. It increases the overall hiring process efficiency and customize the hiring process.

If you’re curious about RPO, we’d always encourage you to do a demo. When it comes to Recruitment and Talent Sourcing, there’s nothing quite like it. You can start your free trial here

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Sourcing Vs Recruitement

Is there a difference between sourcing and recruiting?

Historically, “recruiting” described the complete process of acquiring new employees. In more recent times, several organizations have separated recruiting into two more specialized disciplines: sourcing and recruiting.


In simple words, Recruiting means that filling job positions for Selected Organizations.

For most Organizations, it’s at this stage once the sourcer hands over the qualified candidate to the recruiter.  “The Recruiter manages the relationships, guiding the candidates and therefore the hiring manager through the screening, selection, and hiring Method. This means phone calls, meetings, and interviews.”

There are two types of recruiters:

In-house recruiters who work for the hiring company on payroll and Third-party or agency recruiters who work for an agency that does the recruiting on behalf of the client company.

The recruiter generally handles administrative duties like posting jobs, coordinating interviews, creating formal employment offers, and so on. It is the recruiter’s job to follow the method through till the position inside the corporate is really filled. In some cases, the recruiter conjointly helps to facilitate the on-boarding method likewise.

Sourcing / Researching

In terms of the recruitment process, Sourcing or Researching is one amongst its initial stages.

Researchers find candidates WHO qualify for the Present job openings. Their primary function of a source is to conduct complex searches within the industry and to compile the list of the best candidates for a certain position.

Researchers work with job boards, specialized websites, and professional social networks such as LinkedIn, social media recruiting research competitors’ employees and do Google resume searches to do their job.They do not deal with applications received through a job board or other websites. Often sourcing is one among the duties of a recruiting skilled. Still, good sourcer’s should be masters of Boolean search and talent mining which allows you to reach a larger pool of candidates than recruiting by itself.

So Why the Confusion?

Sourcing as an associate occupation remains a reasonably new development. As talent acquisition teams become more advanced, they add new pieces to the process that improve outcomes but also increase complexity. Specialized technologies have arrived to assist establish, engage, and value candidates. As these technologies enter the recruiting method, it becomes tougher for one person to master all, encouraging the “sources recruiter” specialization.

Many people are not familiar with this new specialization, so they end up calling anyone involved with acquiring new personnel a recruiter. While the two roles are indeed symbiotic in nature, they are not interchangeable.

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Hiring the best talent is one of the most important key for any successful business but it isn’t easy. Over time, the recruitment process has become advanced. The search for good candidates has never stopped. So, to keep up the pace companies are developing and implementing various new ways to improve their hiring process.

Recruitment was considered to be solely dependent on humans but with the introduction of Artificial Intelligence, AI many of us feared to be losing out our jobs. It’s true that AI would replace many of human driven jobs but need of human supervision will still exist. In fact, AI would save a lot of our time which was spent on doing repetitive tasks which now can be used wisely in building humanly relationship with candidates. Henceforth making the whole recruitment process easier and quicker.

Artificial Intelligence can help us overcome biases to make meaningful and data driven decisions. But to eliminate recruiting or interviewing biases we need to understand or identify the biases. Biases can be of many types but one of the most problematic and common one is unconscious bias as we are not aware of it. We tend to make opinion about candidates even before interviewing them just by going through there resume. A candidate who attended a reputed college is not always the right fit. And sometimes we tend to judge a candidate by his physical appearance. His visible tattoos or scars should not be a parameter to question his job suitability. We tend to select applicants who are like minded to us. And sometime we offer a candidate just because out sixth sense or intuition approves it.

Hiring managers should work to revamp their hiring program to remove all visible and hidden bias. Artificial Intelligence has the potential to do this. AI can be used progressively in all stages of hiring that is from resume screening, candidate acquisition to employee engagement and retention.

Artificial Intelligence can help reduce the diversity gap.  But there are few drawbacks to AI: It tends to mimics human behaviour. Whatever is put into it gives out similar results.  A vast amount of data and information is available so AI picks up the most usual trends like it chooses men over women for tech positions, education qualification over skill set. So intensive care must be taken while writing algorithms to design your AI tool.

This doesn’t mean that AI doesn’t have any future in recruitment. It just means we need to teach AI what we don’t accept it to do. By learning AI can definitely promote diversity by reducing bias. It can help save time by responding to job applicants who fit in the set criteria and also can help resolving applicant’s queries. It can also help detect and analyse attrition patterns.

In conclusion, Artificial Intelligence can help us in lot many ways. It should be accepted and utilized positively and to be considered as something which will take our jobs. It doesn’t inhibit equality. It is easier to remove biases from AI than from humans, so ultimately it has the potential to build an equitable and diverse workplace.

In the near future, existing recruitment system would be more AI driven then now which is data driven as it will be able to find quality candidates in a blink and fill positions easily.

Pragna has been leveraging the AI technology for RPO in the recent times to eliminate bias hiring. AI has undoubtedly and seamlessly done an exemplary job at eliminating bias when it comes to recruitment processes.

Pragna’s AI enabled staffing managers and leaders to attract, retain and inspire the competent manpower which has lead to the success and growth of out Esteemed customers

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Today most of the organizations are leveraging the power of new technologies to streamline the hiring process to identify the best fit for a company. No doubt that big data represents a challenge and an opportunity for recruitment teams and staffing companies, and power analytics is turning into a key part to make a successful talent management process.

At Pragna, we look at the exciting opportunity to determine big data and use effectively. We look forward to working with our clients to leverage the ability of staffing and big data intelligence technology to improvise their talent pipeline and resource investments.

What Power Analytics Means to the Staffing Industry

Here are the primary impact areas of Power Analytics in Staffing

Traditionally, predictive analytics has helped the staffing firm to deal with the essential business queries of “who, when and why.” However, once applied to the staffing firm, predictive analytics helps to anticipate and optimize

Talent acquisition: helps to identify who is the top best? When should they be contacted? Why is this requisition/ job change opportunity attractive to this top talent?

Talent planning: Predictive analytics will optimize a talent pipeline by investing talent information to establish key factors that may result in higher resource allocation. For instance, identifying the simplest locations to speculate on recruitment campaigns for certain skills.

Job-response optimization: Throughout the recruitment process, power predictive analytics helps organizations optimize their job-postings response. Data analysis will give staffing firms with custom recommendations and tailored best practices to assist firms to overcome with higher responses to their job postings based upon primary factors such as period duration, location, occupation, and industry.

Client acquisition: A staffing firm’s talent database is its proprietary competitive advantage and sales tool. Therefore with the facility of power analytics to harness a staffing firm’s massive knowledge and provide valuable insight into the talent existing on hand, a firm is empowered to drive future sales conversations directly aligned to the talent they need.

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Big data concept man selecting and pressing Big Data symbol

The world is changing due to the induction of new technologies. Manual jobs are taken by automation, the technologies or machines which were of great use until yesterday are being replaced by newer and better versions of it. As the whole era is changing so is the

Recruitment and Staffing Industry. Finding the right candidates was never easy. Few decades before there was lack of recruitment channels hence there was a time constraint to find good fits in short span of time.

After some years there was abundance of recruitment channels, thousands of candidates were available just a click away. But again, it had its own complexities not every person who applied for the job was a right fit. Filtering and identifying the right candidates was heck of a job for recruiters and obviously not forgetting the time consumed to find the right talent. So, the search for newer ways and technologies to overcome these challenges was always on.

ATS (applicant tracking software) has been and will continue to be highly useful to manage the candidates but it isn’t efficient enough to discover the right fit from a massive pool of applicants and it becomes even more impossible when the greatest fits don’t lie in the database.

So again, the search began and big data as a technology was discovered. It was successfully being used in different fields. So, leaders thought to incorporate big data into recruitment as well. Before we start discussing everything in detail about big data and how it’s being used to recruit top talent, we need to have a solid understanding of what big data is.

Big data is a terminology used for vast, unstructured, complex and huge data which is readily available to us and where traditional database management tools fails to manage it. This huge amount of data is analysed to reveal patterns and insights which helps to make important decisions in various aspects. Big data analysis is used for everything from education, government, banking or financial services, to analyse someone’s productivity, or even monitoring the weather.

How Does Big Data help in Recruitment?

Big data helps recruiting companies to sort a wealth of information to see a larger and more complete picture of candidates. It evaluates a candidate’s profile by using five V’s:


  1. Variety
  2. Velocity
  3. Variability
  4. Veracity

Big data recruiting doesn’t analyse a candidate just by taking a look at the resume but it collects every bit of information available on internet about the candidate. Thus, helping a recruiter to evaluate the candidate from several angles. A candidate’s social media profile can help recruiter to screen not only on the basis of his skill set but also help analyse his personality and find weather he is a cultural fit or not.

It’s always been a challenge to find candidates with niche skills over job boards. Big data puts special emphasis on candidates who are active on social media platforms like LinkedIn, Facebook, and Twitter etc and demonstrate their expertise by sharing advice, thoughts, and interesting industry insights. It creates a 360-degree picture of a candidate both professionally and personally even before their first interview.

How big data has changed the traditional recruitment process:

  • Big data recruiting is not biased as it is not based on subjective factors.
  • It makes easy to screen or manager hundreds of applications in a short period of time thus reducing the cost per hire and the average time needed to fill open positions.
  • It predicts the future recruitment trends.
  • It also predicts about the candidate’s likely tenure with the firm and reveals whether he/ she might be a good fit for the culture of the firm.

If you wish to be a successful recruiter, then you have to learn to analyse data to provide the best possible fit for a position. Big data should be augmented with current recruiting practices and not replace it entirely.


Big data recruiting can help you identify great candidates faster and in a more cost-efficient. However, you can’t solely rely on the information it provides, it can only guide you. Recruitment experts still need to correctly interpret the results to make better decisions.

Recruit smarter, not harder.

We as RPO leaders always thrive to implement new technologies; by leveraging such modern technology, we were able to deliver our customers more effectively.

If you have not yet leveraged the benefits of HR Data Analytics for your business, it’s time to look out for someone who does. Big data analytics in recruitment has transformed the way of recruitment process, saving you time and money as well as ensuring better hire quality

At Pragna, our vision, is to deliver good number of benefits to our Customers, when compared to traditional managed service

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