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Effective Ways to Spot (2)

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

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

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

1. Focus on Your Core Business

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

2. Focus on Your Existing Staff

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

3. Access to Large Pool of candidates

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

4. Screening and Interviewing

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

5. Low Risk

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

6. Specialist Recruiters

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

7. Cost effective

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

8. Confidentiality

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

9. Industry Knowledge

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

10. Speed and Efficiency

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

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

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

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

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Beyond Cost and Speed

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

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

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

1. Quality Hiring:

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

2. Hire to meet your specific need:

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

3. Access to large Job seeker’s Database:

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

4. Talent Pooling:

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

5. Enable scalable recruitment processes:

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

6. Cost Reduction Strategy:

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

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

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

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

It is time to hit refresh on these Onboarding Trends!

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

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

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

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

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

1. Have a Plan and follow it:

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

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

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

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

2. Commit to 365 days

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

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

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

Onboarding best practices:

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

Be crystal clear about objectives, roles and responsibilities.

3. Checklist– Build great resources

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

It helps in ensuring consistent onboarding experiences.

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

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

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

Day One for the new employee:

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

First whole year of the new employee

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

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

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

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