by Raghu Nandhan | May 2, 2022 | Offshore recruiter, Offshore Recruitment, Recruitment Technology, rpo
A seasoned HR professional understands how difficult it is to compete for talent while remaining efficient. Whether you need seasonal workers, have recurring projects that require expert personnel, or can’t keep up with a large in-house recruitment team, you’ll need to hire more individuals at some point.
It’s time to think about outsourcing your recruitment process if you want to improve the whole recruitment process and manage your talent acquisition needs more efficiently (RPO). Many businesses are unfamiliar with the notion of RPO.
So, what precisely is RPO and what are its advantages?
In simple words, RPO is when a company outsources all or part of its permanent recruitment to a third party. Access to the best personnel in the market is critical for competitive advantage and business performance.
When deciding on a product or service, one of the first questions to ask is, “How will this help my company?” Choosing the right RPO provider, one that understands company culture, beliefs, and hiring goals can pay off tremendously in the long and short run.
RPO (recruitment process outsourcing) has a lot of advantages. This is true whether you plan to outsource the entire recruitment process or just a portion of it.
The top six advantages of RPO have been discovered and they include:
1.Increased Participation of Stakeholders: By meeting pre-agreed SLAs, RPO improves hiring manager and senior leadership involvement. High levels of HR satisfaction are a result of the quality of hiring and the effectiveness of the recruitment process, which can only be beneficial for productivity. RPO essentially frees up the client to focus on their core business.
2.Reducing Expenditure: Many businesses end up spending a significant amount of money on recruitment firms. They also spend a lot of money on online job boards, which are frequently underutilized for a variety of reasons. These indirect expenses are not visible, yet they have a negative impact on the organization’s annual turnover.
RPO is the greatest solution for businesses looking to hire top personnel in a methodical and cost-effective manner. It can assist in cost reduction by supporting three corporate goals:
- a. Creating effective and dependable hiring procedures
- Developing a proactive sourcing strategy
- Consistently focusing on high-quality hires.
3.Automation and tools are accessible
There are a number of tools on the market that can be used to evaluate the effectiveness of a company’s recruiting and hiring operations. To find active talent in the market, RPO providers use the most up-to-date technology and search tools. Their purchasing power can also help you create integrated solutions, saving you time and money.
4.Reduces the requirement for advertising
It can be expensive to advertise. When a company works with an RPO provider, those costs are drastically reduced. There is no longer a need to advertise. The RPO provider is in charge of locating the finest candidates. Instead of candidates seeking you out, they reach out to you. They are highly resourceful when it comes to tracking down the missing people.
5.Subject Matter Experts’ advice
Recruiting and onboarding the people you need to expand your business takes time, effort, and skill. Seasonal demands or new initiatives may necessitate a large number of hires in a short period of time. It’s never easy to deal with such situations. Recruiting is an RPO’s key competency. They can take care of your recruiting and hiring needs right away, without you having to worry or panic.
6.Putting a stop to vacancy time
The average time it takes to fill a vacancy has a negative impact on the company’s performance. A crucial component of an RPO model could be the ability to fill vacancies in fewer hours. Developing and implementing better talent recruitment tactics can significantly reduce the time it takes to fill a position.
Conclusion
RPO service providers like Pragna are skilled and prepared to balance hiring speed with quality to provide the best results every time.
To summarize, recruitment process outsourcing (RPO) is worth considering if you need to respond to changing hiring needs or are looking for innovative approaches to optimize talent procedures which is what we at Pragna specialize in. It can be stressful to have an urgent hiring need. Understaffing can result in costly effects such as revenue loss, poor production, and low employee morale. We can help you deal with expected spikes in demand and provide you with the best talent when you need it.
by Raghu Nandhan | Apr 13, 2022 | Art of Recruiting
6 mandatory ways to Improve your Diversity Recruitment strategy.
Diversity recruiting is actively seeking out job candidates World Health Organization square measure from numerous backgrounds. Taking steps to make sure talent acquisition processes square measure additional comprehensive, and removing barriers that forestall all candidates from having civil rights throughout the hiring method.
In relevance to the men, the term ‘diversity’ was once a code word for ‘people of color’, or those of African yank, Asian, or Hispanic descent. For the sake of inclusion, an additional fashionable attack the thought of diversity has been adopted to encompass different teams like ladies, military veterans, and people from the LGBTQIA+ community.
Few of the strategies associated with Talent acquisition are explained below:
1.Assess and analyze the victimization information:
Firstly, it’s vital to possess a comprehensive understanding of your business, its long growth prospects, average monthly or yearly hiring load, past turnover trends, etc. to perceive periods of high or low demand. With plenty of knowledge out there at their fingertips, recruiters are a unit investing massive knowledge analytics to assess and analyze problems related to high turnover rates and therefore the doable solutions to those problems.
With a higher understanding of the problems and their solutions, recruiters’ area units are able to create more practical hiring selections that area units backed by knowledge.
2.Artificial intelligent shortlisting
Artificial Intelligent shortlisting software system lives within your ATS and uses your resume info to find out about existing employees’ expertise, skills, and different criteria. The shortlisting software system then objectively and systematically applies this criteria across all candidates. This reduces issues associated with unconscious biases and accidental discrimination.
Artificial intelligent shortlisting will increase geographical point diversity by substitution the foremost tedious and long a part of recruitment: manual shortlisting.
3.Expand stretch ways
To find higher talent, you will need to expand your sourcing ways. totally {different completely different} talent sets need different ways of stretching. you will find your best marketers in a very completely different place than your best programmers, thus you’ll be wanting to diversify your sourcing approach.
Rather than disbursal all of your time on LinkedIn, think about different specialized job boards, educational programs, or networking events wherever you may notice a particular cluster of gifted professionals.
4.Build multiplicity into your candidate screening and assessment method
Look at ways to get rid of bias in your candidate screening and assessment method to confirm fairness and equity for all candidates. AI technology like on-line text-based assessments will support diversity within the achievement method by eliminating bias at the first stages of the method.
5.Encourage internal diversity
Many industries are dominated by men resulting in girls feeling underrepresented inside the company’s culture. Whereas the amount of girls within the men has accumulated considerably over the previous couple of decades.
Men still hold most positions of power. There’s conjointly a racial inequality in company America, once 60 minutes departments produce internal coalitions to rally morale, it will increase diversity and inclusion efforts from within the men to make a various and comprehensive culture. Your company has to provide a voice to folks from a large variety of backgrounds
6.Ask for Candidate Feedback
Even when giving your tired talent acquisition designing, there’s continuously one thing that has to improve. The most effective application is to understand wherever the loopholes within the hiring method are by soliciting for feedback from the candidates. Gather their expertise with the corporate in a very written type. The feedback type ought to embrace every side of recruiting.
The aggregate provides you direction wherever there’s a scarcity within the whole method. And, the problem that needs a lot of attention from your finish.
Conclusion
Crafting a talent acquisition strategy is imperative to the success of your business and to confirm that accomplishment as a method is conducted not just on a necessity basis but as a part of the strategy.
We at Pragna Solutions have been very inclusive by having a Global workforce and helping clients with Diversity and Inclusion hires. We follow what E-preach and about 40% of our internal hires are diverse.
by Raghu Nandhan | Apr 1, 2022 | Art of Recruiting
As recent advancements in technology have created remote work more doable than ever before, several organizations have begun cultivating the manpower of staff living in locations across the world. Whereas managing worldwide manpower may be a difficult task, their square measure key actions you’ll be able to go for improving your strategy as a frontrunner. In this article, we tend to define some factors to recollect once managing worldwide manpower and list six tips for doing so effectively.
International workforces comprise staff from a range of geographic locales that take totally different cultural norms in terms of work conduct, productivity expectations, and management designs. Countries around the globe have different employment regulations relating to factors like hiring processes, benefits, break days, and holidays.
6 tips for Managing Global Workforce solutions
While managing worldwide manpower may be a major enterprise, there square measure a couple of actions you’ll be able to go for becoming a more practical leader for workers with varied cultural and skilled desires. Here square measure seven tips to contemplate so as to optimize your international manpower management strategy:
1. Attempt to bear in mind cultural variations in work conduct
When hiring and managing staff from totally different countries cultural variations square measure is inevitable. These cultural variations might not have a massive impact on employees’ talents to perform their roles or turn out high-quality work. Even so, cultural variations typically lead to staff subscribing to variable communication patterns and divergent views of applicable work rules. Therefore, as a manager, attempt to bear in mind those variations thus you’ll be able to successfully have kind respectful relationships together with your staff.
2. Accommodate employees’ various spiritual desires
With worldwide manpower comes spiritual diversity and managers should accommodate employees’ variable desires regarding observance, holidays, codification, and alternative accommodations. You will provide special issues for workers. The World Health Organization needs accommodations and make work policies that mirror your flexibility in terms of religion-related leave or prayer breaks whereas at work. Accommodating these varied desires will assist you higher go with equity rules and foster a work culture of respect for cultural, ethnic, and spiritual diversity.
3. Heighten cultural awareness through coaching initiatives
Domestic and international staff alike will take pleasure in undergoing cultural awareness coaching. Therefore, as a manager, you’ll be able to style ‘initiative double-geared toward serving to staff perceive problems’ with cultural sensitivity and the way to be respectful of 1 another’s variations. Once staff has heightened awareness of worldwide cultural factors they will build stronger skilled relationships and work along with additional effects.
4. Provide staff English as a second language (ESL) tools
To overcome language barriers in exceedingly international work, it may be useful for you to supply ESL tools—like a direct translation package or immersive language training—to staff at the World Health Organization to speak alternative languages. With these tools, the World Health Organization needs to be told that English will do this, which can provide them with more practical communication methods and enhanced opportunities for thriving collaboration. Additionally, to provide ESL tools, managers may also take the initiative to be told the staff’s native languages to speak to employees despite things.
5. Perceive international employment rules
As mentioned, different countries have their own employment rules relating to things like worker hiring, benefits, sick leave, vacation time, and holidays. Therefore, it is vital for managers of worldwide staff to achieve an understanding of labor laws within the varied countries in which their staff resides. It’s going to even be useful to rent an advisor from the World Health Organization and collect all pertinent data and catalog it for your future reference. With a correct understanding of this data, managers will guarantee their legal compliance with such rules.
6. Use digital tools to your advantage
When managing worldwide manpower it is common for several of your staff to figure remotely in their home countries to maximize these employees’ productivity. Attempt to use digital tools that may provide platforms for efficient collaboration, communication, productivity pursuit, and team building. These tools will assist you to produce an additional strong work culture and make sure that your staff has the resources they have to perform their roles as effectively as possible.
Conclusion
Global workforce comprises a lot of challenges. We at Pragna Solutions understand the challenges faced while managing the Global Workforce and provide sustainable assistance to Global Enforcement. Take a look at our website and review our latest articles and subscribe to our blogs.
This article has provided you with some key actions you’ll be able to go for when managing worldwide manpower. It has also provided you with some tips for managing a global workforce.
by Raghu Nandhan | Mar 17, 2022 | Staffing Partner, Talent Acquisition
Re-defining Leadership is Imperative
Leadership, in a business setting or in life, is an art that motivates a group of people to work collaboratively towards a specific goal or mission. In an organization, leadership can mean the management’s ability to help teams achieve their goals within the set deadlines, make faster decisions, cope with competitive challenges, and inspire all team players to work at their best.
In the traditional leadership styles, neither did the workers have a say nor could they ever imagine remote work modules. The managers used to take important business decisions without taking any major inputs from the workers.
However, it’s time for a positive change. Today, leadership has taken a new shape and form, wherein the opinions of every team member matter. With new philosophies like servant leadership, leaders are able to focus on the individual growth, development, and well-being of each employee.
Integral Aspects of Leadership Today
With numerous technological innovations, including artificial intelligence, machine learning, the Internet of Things, and advanced analytics, workplaces have undergone digital transformations. Today, leadership has grown more flexible, digitized, and highly adaptable. Leaders are developing a more serving attitude to cater to the individual needs of their team players, thus enhancing beer collaboration and interaction within the team.
In modern-day organizations, employees’ opinions are given utmost importance during the decision-making processes, to help them feel more motivated and appreciated. Human Resource professionals are continuously building employee engagement to develop healthy work cultures.
Today, leadership has grown more people-oriented and collaborative in nature, as opposed to the autocratic leadership styles that were prevalent a few years back. Companies have started realizing the ill-effects of such dominating leadership norms, in which the higher authorities used to pass orders to the subordinates for carrying out certain tasks.
To ensure the highest productivity, growth, and success, the modernized organizations of today need to have the following key aspects in their leadership styles –
- Maintain Transparency
- Learning Agility
- Promoting Effective Communication
- Practicing Integrity
- Expressing Gratitude
- Focusing on Individual Member’s Growth and Development
Even if you think you are a natural leader from birth, you need to cultivate your natural abilities and skills to convert them into high-quality leadership that would benefit the company. In fact, according to a study, only 10% of people are born leaders. The rest 20% only show some leadership qualities, which need to be polished to be eligible for leading an entire team.
How Leadership Can Bring Changes to an Organization?
The success of a company is directly proportional to the productivity and efficiency of its teams. And the success of any team depends on effective leadership and collective responsibility of its members. Therefore, it becomes necessary to manage everybody’s needs, strengths, and weaknesses tactfully.
Leadership helps team members to focus their attention on the important tasks at hand. It enables them to prioritize their work and accomplish them faster without missing a deadline. Effective leadership also focuses on streamlining the workflow of individual group members to maximize productivity and efficiency.
Leaders are also responsible for encouraging their team members to grow and develop on personal and professional levels. An ideal leadership lets every team player acquire new skills and knowledge, which is both exciting and encouraging. It will keep teams highly motivated and give them a good reason to come back the next day.
Additionally, modern-day organizations believe in maintaining healthy relationships among team members through effective communication and transparency. This is why organizing team outings and activities would foster personal growth, develop strong interpersonal relationships, and build trust among colleagues.
In short, leadership is all about fostering team spirit, productivity, trust among members, and the overall success of the company. To bring a positive change in the organization, we need to break the age-old management models and change our leadership styles for long-term success.
Tips to Build Successful Leaders for Your Organization
No matter whether it’s a team of 5 or 100, leadership is never easy. Without having the right knowledge and skills, it’s difficult to bring everyone on the same page, especially when different team players are divided into their opinions and perspectives.
So, to build successful leaders in your organization, the following tips should help –
- Maintain Integrity and Honesty
Ensure your leaders are practicing integrity and honesty at various levels. They need to be transparent and be able to influence their team members, developing a highly productive team and effective leaders. Integrity and honesty are essential leadership traits that help to create stronger bonds between leaders and their subordinates.
- Foster Self-Growth and Self-Development
Leaders should offer every employee the space to grow and acquire new skills, both at the personal and professional levels. They should be able to promote the values of self-awareness, self-worth, and self-confidence among team members to promote greater efficiency.
- Focus on Effective Communication
Communication is a major aspect of leadership, and team leaders should encourage effective interaction and engagement among team members for higher productivity. Right from coaching team members to let them have healthy communications with one another, leaders must be able to encourage everyone to work towards a common goal.
- Delegate Effectively
Leaders should be able to delegate the right tasks to the right employees based on their strengths and weaknesses. Needless to say, team leaders should have the ability to analyze the string and weak points of their team members.
Every employee has a certain level of expertise, skillset, and knowledge. Your company’s leaders need to figure out the hidden talents and potential of every team player to ensure effective delegation. To gain a better understanding of that, leaders need to be more interactive with their employees on a personal level.
- Learn Agility
Ideal leaders should be able to learn agility to know how to face certain challenges and unexpected situations without affecting business continuity. Agile leaders and teams can help an organization sustain itself in the long run.
Build more confident leaders who can come up with quick but effective solutions in times of crisis. This won’t happen overnight, though. You need to ensure everybody in your team is able to learn agility through experience, effort, and, above all, practice.
- Empathize With Your Employees
Leaders should be able to empathize with every team member, thus developing healthy relationships among leaders and followers. It’s not only a vital aspect of leadership, but it also acts as a driving force in creating better employee satisfaction and productivity.
Team leaders need to go on a personal level with the employees and understand their pleasure and pain points. Leaders should also be willing to help their employees cope with tough situations. On the contrary, they must also try to understand what makes the team players happy. Such empathic behaviors in leadership would definitely improve the work cultures and bring more success to the organization.
- Express Gratitude and Be Humble
As per the servant leadership philosophy, leaders should be humble enough to serve their team members and express their gratitude for being a constant support in challenging times. Besides, studies show that around 79% of employees would quit if they don’t receive the appreciation they deserve.
It’s imperative to stay humble and put aside your ego, no matter how much power you have. Being an ideal leader, you should be able to inspire your followers and that comes from humility, gratitude, and appreciation.
Closing Thoughts
Change is always difficult to adapt to, but it’s necessary for the better. Effective leadership is nothing but helping team players adapt to a new environment easier and faster to ensure business continuity.
It’s important to abandon the age-old management norms that weren’t really healthy for the work environment and embrace more constructive leadership styles, such as servant leadership. Pragna Solutions helps organizations redefine your organization’s leadership models in a positive manner to ramp up employee engagement and success in the upcoming years. With innovative staffing strategies backed with data, they have helped multiple global clients build leadership within the organization to drive organization success.
by Raghu Nandhan | Mar 8, 2022 | Company, Company Insights, Leadership Skills
The concept of servant leadership has evolved extensively over the years, as leaders have
started realizing that the servitude philosophy is more beneficial for the company’s growth and
success. Organizations are constantly analyzing and improving the relationships between the
leaders and their followers to develop more profitable leadership styles.
Even today, the concept of leadership reminds us of a pyramid structure in which the leader sits
at the top and passes orders to the subordinates, telling them what to do. However, it’s time to
change our practices and have a more people-first attitude. This is the only way we can actually
help others grow and build more such submissive leaders.
Role of Servant Leadership in the Organization
Servant leadership, as the name implies, is a management style that gives importance to the
personal as well as professional growth of the team. The theory focuses on the development
and well-being of each team member and puts their needs and preferences first. In the servant
leadership style, it’s the leader who serves the employees and not the other way round.
In this theory, the manager or the leader believes that unless each team member is able to grow
and feel fulfilled in their own personal and professional areas, we should not expect efficiency
and high-quality work from the team as a whole. To boost the company’s growth and success,
we need to focus on employee satisfaction and develop more collaborative and engaging work
cultures.
Servant leadership is necessary for every business as it creates a positive and healthy work
environment, wherein every employee feels fulfilled both professionally and personally. It further
helps to boost employee morale by ensuring that they feel valued and appreciated at all levels.
Such a healthy work culture creates more engagement and motivation in the workplace, which
are the key factors contributing to the organization’s prosperity.
Characteristics of an Ideal Servant Leader
Now that we know that servant leadership plays a crucial role in the organization, let’s have a
look at the characteristics of ideal servant leaders –
- They have an employee-first attitude and put the needs and pain points of the
employees first. - They share and distribute the power equally among team players, thus developing a
tighter and more collaborative team. - They are good listeners and let their team members speak up about their issues. This
creates a sense of belonging among the employees. - They give importance to the individual opinions of every team player, building a positive
work environment. - They practice awareness to understand the pleasure and pain points of their employees.
- They empathize with their personal or professional challenges and try to help them cope
with bad times. - They are able to define the short- and long-term goals and communicate them effectively
among the team to bring all the team members on the same page. - They practice stewardship to take the responsibility of guiding the team towards the right
path. They are responsible for building trust and upholding confidence among their team
players. - They care for their team members and pledge to protect their physical and mental health
and well-being.
So, if you are willing to follow effective servant leadership practices in your organization, make
sure to –
- Be an example of a great leader and humble human being first.
- Encourage employee engagement and collaboration to build a healthier work culture.
- Show your team members their importance and the vital role they have in their particular
job. - Take care of the personal and professional challenges of your team members by
allowing them to voice their concerns individually. - Encourage the personal and professional growth and development of your team players.
- Ask for feedback from your employees about how they feel at the workplace, and
whether they have any suggestions for creating better work cultures. - Help them contribute and share their own opinions without hesitating. Show them that
their opinions are valuable to the organization. - Make your employees feel that you are always there for them.
Benefits of Efficient Servant Leadership
Here’s why every organization needs to practice an efficient servant leadership theory.
Boosts the Self-Confidence and Motivation Among Employees
According to studies, 47% of Americans feel that they are doing a particular job for the sole
purpose of earning a living. It’s sad how a vast majority of the country’s citizens feel unfulfilled or
unsatisfied in their current positions.
This is where the role of servant leadership comes into play. As mentioned earlier, a servant
leader helps employees to focus on their self-growth and self-development by acquiring new
skills and knowledge. As opposed to carrying out the same old monotonous tasks every day at
work, developing additional skill sets will help them take up more responsibilities and work on
more interesting projects.
It will not only enhance their self-confidence and motivation but also boost the overall efficiency
and productivity of the teams. The very thought of trying and learning something new at the
workplace is exciting for them, which will encourage them to accomplish their tasks faster and
more efficiently.
Increases the Growth and Productivity of the Organization
With a serving attitude, leaders can help their team members feel more respected and valued. It
will further boost their willingness to give back to their caring leaders with high-quality work, thus
enhancing the productivity of the organization as a whole.
The best thing about servant leadership is it doesn’t support micromanagement policies, as they
tend to bring down the morale and confidence of the employees and create trust issues
between the employees and their leaders. Servant leaders help their group members to learn
flexibly and have the freedom to explore new things.
If employees aren’t given the required flexibility to acquire new knowledge and skill set, they
won’t be able to provide valuable inputs or explore better ways of accomplishing a certain task.
This, in turn, will give them the confidence and freedom to solve challenges on their own without
having to depend on their leaders every time, thus saving time and effort.
Enhances Employee Loyalty
Since servant leadership, unlike the traditional management styles, enables employees to feel
more engaged and motivated in their work, they feel more confident in making better decisions.
This develops among the teams a strong sense of personal and professional fulfillment, as
every member’s efforts are appreciated and recognized.
Since the servant leadership theory focuses on putting the needs and accomplishments of the
employees first, it encourages them to work collaboratively towards achieving a particular goal.
Further, it develops employee engagement and loyalty, which can escalate the organization's
success. Besides, loyalty among the team players also increases the organization’s employee
retention rates and brings in more talented people on board, thus developing a healthier and
more cohesive work culture.
Creates More Agile Organizations
An agile organization includes a comprehensive and condensed network of highly-empowered
teams, working collaboratively with high standards of expertise, accountability, collaboration,
and transparency. To be able to create such an agile team, leaders need to ensure that their
employees are able to work in a positive, highly-motivated, and stable environment.
To create more agile teams, servant leaders work towards building authority and credibility
among team players through positive influence rather than through hierarchical powers. They
facilitate efficient communication and team engagement among the workers and coach them to
work together towards a particular goal. By creating better employees and expertise, servant
leaders are able to boost an agile transformation for the organization.
Final Thoughts
Servant Leadership plays a significant role in the growth and development of every team
member, as well as the organization as a whole. With an employee-first and serving attitude,
ideal servant leaders are able to put aside their own needs and egos for the welfare of their
teams. It’s time to chain down the age-old dominating management styles and adopt a more
serving attitude for the growth and welfare of the organization and its employees.
Pragna Solutions is a reliable staffing consultant that has helped organizations strategize and
develop servant leadership. With innovative data driven insights and human expertise, we can
help you overcome any challenges in your business to help you maximize business productivity.
To know more about our wide range of consulting and outsourcing services, you may visit our
website.
Pragna Solutions has been an active recruiter over the past many years. There has been increased remote job posting since 2019. Not only the employees but the employers are welcoming remote work culture as well.
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