by admin | Nov 28, 2022 | Ace the Interview
To be a recruiter is a difficult job. You must assiduously seek out individuals, recruit them, review their applications, set up interviews, and then attempt to select the best one for a particular job opening. No matter how well you prepare for the hiring process, it is the little things that frequently go wrong and cause recruiters to lose good candidates.
For recruiters, the entire hiring is a wild trip that presents them with difficulties on a regular basis. Recruiters will have more difficulty hiring people if they take a holistic strategy to solve the difficulties that have been identified as being common.
Estimates that roughly one in four actions made by a company throughout the recruitment process will significantly reduce its ability to hire top talent.
5 Major Mistakes made by a recruiter while hiring
1. Not doing internal hiring
The candidates could occasionally be your company!!
Internal hiring can be more cost-effective because it eliminates the need to spend money and time advertising for outside applicants. Additionally, a current employee will be acquainted with the procedures, principles, and mission of your company. They probably would acclimate to a new role faster than an outsider would.
Your own employees’ morale and productivity can be raised by promoting and developing them. Additionally, you’ll probably have access to information and expertise from other areas of the company that could improve communication and teamwork.
Additionally, retaining key knowledge that might otherwise be lost when people leave your team or business can be accomplished by hiring internally. Succession Planning, one of our articles, has
2. Rushing the Hire
Give it some time. Consider the time and money it would take to hire and train someone only to discover they weren’t qualified for the position. It might be necessary to redo the entire procedure.
If required, conduct two interviews. When you still can’t find the best candidate, make arrangements for a contractor from outside the company to fill the position.
3. Incorrect job description:-
Describing the job incorrectly leads to less probability that you’ll find applicants who have the skills and traits you need.
A strong job description goes beyond a straightforward list of responsibilities; it should also outline the role’s overarching goal, highlight major areas of accountability, and define the particular competencies required for success. Writing a Job Description, one of our articles, explains how to do this.
To avoid misleading candidates into thinking the position offers more potential than it actually does, be careful not to “try to sell” the position. For instance, if there isn’t a chance of a speedy promotion, don’t imply that there is. When you do, your eager new hire might feel disappointed and depart.
4. Not Screening Candidates
Another mistake made by recruiters is not screening candidates properly. This can lead to hiring someone who is not a good fit for the position or company and can also lead to major legal issues down the road.
5. Not Following Up
Finally, a major mistake made by recruiters is not following up with candidates after an interview. This not only gives a bad impression of the company, but it can also cost you the chance to hire a great candidate who may have taken another job in the meantime.
Conclusion:
Many firms make the same biggest hiring mistakes, and it can impact their ability to find and hire the talent for the job. It can also diminish their reputation in the marketplace. However, businesses may increase their chances of finding the best talent by adopting the right precautions.
Professional eye-catching and interesting job postings
Job marketing using AI
Prepare well before the interview
Ask out-of-the-box questions
Reduce the risk of unconscious bias
Treat candidates courteously
Recruit both internally and externally
Adjust for remote hiring
by Raghu Nandhan | Nov 21, 2022 | Blog
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 to 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:
The 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 a large database of recruiters as well as job seekers. They can provide you with 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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by admin | Nov 18, 2022 | Ace the Interview
Global digital companies including Twitter, Meta, Salesforce, byjus, and Snapchat are all cutting positions due to various challenges. Jobs that deal with talent procurement have been particularly impacted. On Wednesday, Meta sent out newsletters terminating the majority of its hiring staff. One of the individuals who was just let go was a recruiter about to become a mother.
Mark Zuckerberg, the CEO of Meta, revealed 11,000 job losses in a memo to the firm, adding: “Recruiting will be adversely impacted since we’re expecting to hire individuals next year.” According to sources, similar schemes have been implemented or will be implemented at other businesses.
Reasons for Employee Layoff
Staff layoffs are frequently implemented to improve organizational processes and cheaper labor. The phrase “laying off workers,” which has a connotation akin to “retrenchments,” is frequently used to refer to the elimination of employees so that expenses can be adjusted. There are other typical grounds, though, for either a suspension or a final termination of an employee’s employment. Raw-materials shortages, power outages, stockpiling, machine breakdowns, continual construction projects, a lack of resources, financial crises, downsizing, excessive operating costs, excess running costs, acquisitions, mergers job redesigns, and streamlining organizational processes are a few of these.
Will layoff continue till 2023?
Let us know what the amazon CEO says about that, According to Amazon CEO Andy Jassy, “layoffs will continue at the firm till 2023. The business revealed earlier this week that they are laying off workers from either the Devices and Book businesses, which marked the start of the layoff process. Jassy has now stated that additional layoffs will take place when Amazon’s annual planning process continues into the following year.” same goes with every big company. By this hint, we figure out what will be the future of 2023.
Effects of Employee Layoff
Both suspended or terminated workers and those who survive cutbacks or worker reductions may suffer grave consequences. Workers who have been fired off may display astonishment, rage, suspicion, doubt, despair, and escape. If staff layoffs are not handled carefully and correctly, there may be demonstrations and conflicts. Additionally, if managed improperly, it could make the current circumstances worse.
However, many who keep their jobs and make it through layoffs are not in any better a situation. They stop having faith in their company and begin seeking new jobs. The entire process could have a negative psychological impact on them. If the company cannot sustain its reputation, it will go as soon as they have the opportunity.
Will staffing agencies get affected by layoffs?
Staffing agencies may suffer as a result of layoffs; for the time being, some businesses are beginning to feel the heat of layoffs; the recession and COVID may be the major reason for the layoffs as online activity peaked during the lockdown; as a result, most social media companies recruited in large numbers; however, once the lockdown was pulled and life restarted to normal, people began to minimize their use of social media; this could be the primary reason for the layoffs.
by Ramaa Sundara Raj | Nov 15, 2022 | Blog, Industry Trends, Talent Acquisition
No matter how big or small your business is, if you want success, you must invest in Talent. Here is where talent acquisition strategies come into play. Talent acquisition implies the process of recognizing and developing skilled workers to satisfy your administrative needs. With appropriate long-term and short-term HR strategies, you can create a skilled and robust workforce for your firm.
After the recession in 2022, every business has undergone a massive change in its functioning. It is needless to say more challenges have evolved if you are undertaking talent acquisition. Therefore, a clear idea of the challenges and effective strategies can help you to hire the top talents.
Today’s Challenges For Talent Acquisition
The emerging challenges of talent acquisition involve the following issues.
As most people have switched to remote work during the pandemic, a large number of employees are looking for more freedom in working through remote and contractual work for earning their living. Therefore, if you are an HR undertaking talent acquisition, you can easily hire the top talents by creating screening strategies that target the strengths and skills required for small work.
2. Increasing the Value of Compassion
Even though most companies have enlisted compassion in their core value, they lack it in practice. In the pandemic, most employees were jeopardized to work for longer hours, forgoing holidays, deduction of salary, and many other insensitive measures. Most people have been looking for a bit of compassion from their employers. If you want to hire talented people, you must not present yourself as an insensitive employer while building your strategies.
3. Growing Dependence on Technology
Developing technological compatibility has become a challenge to a large number of industries. Artificial intelligence has overtaken HR jobs of sourcing, shortlisting, and selecting candidates for jobs. The best way to deal with this challenge is to supervise the growth of artificial intelligence. This does not mean you should not use the latest technologies in the recruitment process, you should. But before hiring, you must organize a live interview to judge the potential of the candidate. After all, bookish knowledge reflected with degrees does not portray an individual’s talents.
4. Employees Experience is the Top Priority
In order to hire and retain the top talents, the company must have employees who can preach about their job satisfaction. Retaining high-performing employees will demand some efforts from the company to provide benefits like health insurance, seasonal incentives, tax advantages, etc. Moreover, happy employees will definitely attract more talent to your company as everyone does check reviews about the company on platforms like Glassdoor before taking up the job.
Proactive Talent Acquisition Strategies
Some of the proactive strategies that can definitely help your company in talent acquisition are as follows.
- Industry forecasting: Understand where your industry is heading and cross-match the talent acquisition according to your business goals.
- Data and marketing: Create a database or talent pool and use marketing techniques like email marketing, branding, etc. to reach out to talented or high-performing candidates. Do not forget to highlight the benefits that your company offers to the employees.
- Retention of talent: Most companies do not utilize this effective strategy to hook and hold their talented employees. Offer attractive benefits, packages, or incentives for the high-performing employees in your company.
- Employee branding: Branding and outreaching as recognized as the ‘go-to’ careers manager in your enterprise
Talent Acquisition professionals are a significant factor for an organization. Their actions play a vital role in the development of a business. In a situation like the COVID-19 epidemic, everything is indefinite; until a vaccine gets fully developed and execute, no one can guess what will come next. The basic strategy to grow in such an atmosphere is to pass over from reaction to pro-action by simply rediscovering, reinventing, and redefining Talent Acquisition in an exotic light.
At Pragna, Talent Acquisition strategies and the ideas built to back them are an essential part of our recruitment process. We use our analytics-backed tool to come up with new strategies and techniques to attract the right talent. We have helped several clients to successfully execute and manage recruitment using our overnight sourcing and recruitment strategy. To know more about Pragna, do check out our website.
by admin | Nov 14, 2022 | Blog
Fewer people in the United States are actively seeking work across all industries, making hiring difficult for many staffing businesses. Experts say this trend will continue as demand outpaces candidate supply. But there are changes you can make, both small and big, to help you land the talent vital to a firm’s success.
Amid this remarkable demand, talent acquisition leaders are experiencing a decrease in overall applicant volume and an increase in candidates not showing up for their interviews or the first day of work. Let’s dig in further to understand the outlook for talent supply and demand.
2023 is shaping up to be an interesting year for talent supply and demand in the United States. The economy is expected to continue to grow, but the rate of growth is expected to slow down. This will have an effect on staffing businesses, as companies will be more cautious about hiring and will be more focused on cost-cutting measures. There will be a greater emphasis on using temporary and contract workers, as well as outsourcing. This will create a more challenging environment for staffing businesses, but those that are able to adapt and change will be well-positioned to succeed.
Talent Supply
Older employees are retiring
The pace of Baby Boomer (people born between 1946 and 1964) retirements has been accelerating. This issue was exacerbated by the Covid-19 pandemic. With the majority of them out of the workforce by 2030, younger generations will not necessarily have the experience or training necessary to fill many of the jobs left behind
Changing needs and expectations
It’s clear that the pandemic has forever changed the employment landscape. More workers want better work-life balance, flexibility, and the ability to work remotely. As a result, organizations that want to succeed and close the talent gap need to evolve with the times. Businesses know they have to get creative to attract and retain top talent. And the ones that do will reap the rewards.
Talent Demand
Employers Brace for More Quits
While an increase in pay is the top motivator for making a job change (71%), this is not happening in a vacuum. The Great Resignation didn’t just happen because employees are looking for better pay opportunities. The pandemic brought in a complete rethink of work values and the place they occupy in workers’ personal lives.
Vacant Tech Positions Remain Unfilled
Despite the headlines about mass layoffs at tech startups, US employers have posted a record 1.6 million job openings for tech professionals so far in 2022, an increase of 40% compared to the same period last year. Positions for software developers and engineers accounted for nearly 30% of all employer tech job postings in April.
By 2030, Korn Ferry estimates that the global talent shortage could reach 85.2 million people, resulting in the loss of trillions of dollars in economic opportunity for companies. Here are a few emerging trends that are worth considering to stay ahead in the staffing business.
Companies Will Be Diversifying Talent Sources:-
It will be harder for businesses to recruit and retain people as the employment market becomes more and more competitive. They’ll need to start looking elsewhere for talent. As a result, they will be contacting talent pools that they have not yet utilized. This includes those who do not work at the moment, those who are underemployed, and those who reside in other regions of the nation.
Employer Branding Will Be Critical to Face Talent Disruption:-
A global, always-on talent market has been produced by the globalization of employment and technology. Organizations are being forced to reconsider how they find, hire, and keep people as a result of the talent disruption. In order to deal with this talent disruption, employer branding will be essential.
Conclusion
The US talent acquisition landscape is always challenging, and it is not easy to know what trends will prevail in 2023.
Two Takeaways: how difficult it will be to find talented workers and how employee demand will outpace supply due to the labor shortage in both the short and long term.
Suppose you want to remain proactive and competitive in 2023. In that case, you must protect your business and implement the right talent acquisition strategies, like diversifying your sources, using technology to recruit efficiently, and outsourcing.
