by admin | Jan 28, 2013 | Blog, Industry Trends
Recruitment process and pattern has changed tremendously since the past few years as there has been a significant rise in the number of potential candidates applying every year and hence, recruiting the best suited employee is what the companies are lately aiming at.
Also, the implication of numerous departments within the company each aiming at a particular set of functions has paved way for the establishment of Human Resource (HR) as a brand new department for dealing with recruitment. But, not all companies can afford to have one HR department nor do they can integrate the recruiting process with other departments. And, this is where staffing partner comes into play.
May one agree or not; but there has been a drastic change in the way the current businesses are functioning and companies are succeeding on their journey to overall progress and development. It is a fact that whatever may be the size of the business, manpower form the most essential and crucial attribute that plays a critical role in driving the business to the success targets and attaining significant results by laying down proper management strategy.
The current business standpoint is focused on choosing the right potential candidate as they are the ones who are undoubtedly one of the largest assets and major expenses.
Staffing partner – as the term specifies is been incepted with the view to render the best suiting placement services to the companies that perfectly fit into the criteria recruitment needs of the company, quality & standard services and pricing. There has been a considerable rise in the number of recruitment firms in the recent times since; every company believes that connecting with a recruitment partner is one of the smartest moves from the business point of view.
But, care should be taken to select the best and reliable one that not only assures to deliver effective and efficient results but also easily fits into your pockets and aids in climbing the success ladder by providing potential and excellent candidates.
Some of the key features that should be looked upon while deciding staffing partner apt for your business include –
- Vote only those recruiting firms that offer reliable and successful staffing solutions associated with broad areas of specializations and hence, all your staffing requirements are perfectly fulfilled at a single place.
- The staffing needs of each and every company vary as per their business background and financial profile and thus, go in for a firm that provides customized services.
- Opt the staffing agency that lays a great platform to unique and authentic recruiting solutions along with following the step-by-step strategic approach such as screening, evaluation, interview and assessment process within stipulated time frame and in accurate manner.
by admin | Oct 24, 2011 | Blog, Talent Acquisition
Sometime back I remember seeing an email from Monster about BeKnown. I hadn’t tried it until today when I happened to get another email about it.
What is this? This is an application for Facebook to make it appear/work similar to LinkedIn. So you can use facebook to create your professional profile and recruiters could use it to search profiles. It takes a few clicks to install BeKnown on to your Facebook account. It claims to keep this professional network separate from your friend network. But the rate at which these networks grow, many times I forget their association among my 400 odd connections and am a light facebook user anyway so doesn’t matter to me.
The oppty: I think if Facebook users adopt this application (not sure what’s their incentive since many likely ones to adopt may already use Linkedin), it becomes a way to reach a larger pool of users who are not on LinkedIn (roughly 700 MM Facebook users vs. 200MM on Linkedin).
My experience: I tried it today and haven’t yet filled out my profile fully but seemed easy to do. However my curiosity was to see if this helps Pragna’s recruiting projects. There I have to say, was little disappointed with the search results and the completeness of the profiles. I tried a few searches for technical, manufacturing roles and couldn’t find anyone really.
I am sure recruiters would love the prospect of tapping Facebook. BeKnown is a first such oppty (Branchout was one such app before), but then they have to wait till the network throws up something meaningful :-).
by admin | Jul 25, 2011 | Blog, Talent Acquisition
Well – No “Wave”, no “Buzz” but “Plus” seems to be way to go!!
After two failed attempts, Google has a promising product – something I can use. What’s the selling point for me? I couldn’t figure out how to use Facebook categories to slice-n-dice my friends list. Google+ definitely did the trick very nicely. Especially can think of Friends, Co-workers, and Other Friends as being a necessity for me to share more freely. Then was thinking its pretty secure until I found out about how to use it for recruiting!!
Google+ for Recruiting is simple:
Goto http://findpeopleonplus.com
Put the filters to search by occupation (Software Developers, Architects, Software Designers et. al). Supposedly 20% of everyone on Plus currently are Techies. For example, http://findpeopleonplus.com/Country-United-States/Occupation-Computer-Scientist is one such URL
Search the profiles, use keywords if necessary (fewer keywords) to narrow down the profiles
Best of all, it allows you to email them pretty easily from the Profile pages. Neat!!
Heck with security and privacy, it seems to help Pragna and its customers definitely.
by admin | Jun 29, 2011 | Blog, Talent Acquisition
Continuing on our saga to hire good candidates – here is what we are looking for. I believe this applies both for our internal hiring at both Pragna and SmartCloud companies as well as the hiring projects we undertake for our clients. Essentially there is a lot of difference between high potential hires/candidates and just another hire/candidate.
Though its not always possible to hire the “high potential” ones, one can atleast try to evaluate if we have found one! There sure is a very short supply of the high potential hires which is probably the only reason why Pragna even exists.
Lets see what defines a high potential candidate (Hire)
1. Ambition – I would rate this higher than the others just from the fact that we are talking about a “high potential” hire and not just another hire. Ambition drives people to scale heights beyond their means and wild dreams. Makes the impossible possible. This is #1 for high potential hires. So, sometimes I get excited when I meet people with ambitions and sometimes have been guilty of overlooking other things :-(.
2. Ability – One could argue this should be #1 (maybe true for regular hires). This is to validate some of the qualities/capabilities that one needs in oneself to achieve the ambitions. Some of these can be tested easily in the interview process and some probably is a gut call or a marginal call based on prior work history.
3. Agility – This is extremely important for high potential hires, that one demonstrates flexibility (especially in startup environments) and also tendency to take a step back to review/analyze, identify root causes and always to keep an open mind to change, feedback, business strategy, criticism etc. and should have openness to share thoughts and learn.
4. Achievement – If the hires/candidates have certain amount of experience, then the above must have resulted in some achievements in their careers. I would think identifying their achievements with special emphasis on the above areas would give proof points about their potential. I don’t think its right to measure this in terms of $ revenue achieved or the valuation of the company (which I have myself been guilty of in the past), but more in terms of overcoming the adversities and challenges to achieve meaningful outcomes.
Well that’s it, The four A’s to find the high potential candidates; gives me little bit more structure to the interviews I need to do at Pragna and SmartCloud.
by admin | Jun 20, 2011 | Blog, Company Insights
In the past year since we setup shop in Bengaluru, we have lots of interesting stories to share about hiring in India – sometimes funny, sometimes terrifying and in some cases depressing stories. That said, we do have a few nicer stories to tell as well. The other side though makes it for a more interesting read :-).
% of people showing up for Interview – The average must be about 50% or so after you have confirmed that they would come for sure over phone the previous day
% of people showing up on the start date – My guess is its probably in the 60% range for larger companies and 40% range for smaller companies. Most common reason is they are looking for their existing employer to match the salary; Or they are influenced by their friends, friends friends, family, size of the company, indecisiveness; Or the fear of unknown.
% of people who continue to work after 3 months: Maybe 40% range. I have seen all kinds of things happen in the past one year (below are some real reasons I have come across)
– Disappeared for 3 days; Says at hometown and my mom is not allowing me to go back (?!$#?)
– Disappeared for a day and says my girlfriend is so very sick and I cannot come back to office, am resigning immediately!
– I am having health issues and doctor asked me not to work
– Suddenly my sisters marriage is fixed and I have to leave for 1 month; might come back, not very sure!
– Best of all, one person left the laptop and email locked up (unusable) and could not reached at all!
Why? I wonder do people have to lie so blatantly and so often? I wonder if ethics and truthfulness are no longer thought in schools or at home here. Or is it the habit of their social life that’s manifesting itself in their professional life?
Anyways now for all those folks thinking of setting up shop in India, Hire three people if you need One so that the natural laws of percentages in India work out in your favor!!
by admin | Mar 26, 2011 | Blog, Talent Acquisition
What’s the worth of a resume anyway? The answer depends on whether its “A” resume or “The” resume.
Let me explain – Majority of recruiters tend to send back as many resumes as they can find which kind of matches the text of the job description. Well – that’s what is called “A” resume. And I think it would be worth about $1. Adding up all the cost of access to job boards (probably 30 cents per resume) and labor costs of sending it along, it won’t be more than $1 especially with many shops worldwide competing to find and dump these.
“The” Resume, on the other hand, is easily worth $10,000. Taking an average of recruiter fees (if any) or internal recruiting costs, it worth that much if not more. Big difference ha?
Now the art of finding “The” resume is what makes the recruiters and recruiting projects to succeed. The true skill and value of a recruiter are to increase the value from $1 to $10,000 or more through a careful understanding of the job, domain, candidate skills, motivation, and interest, presenting the candidate profile and managing the selection process. Its time to ask the question when you engage a company whether they are in the business of finding “A” resume or “The” resume.
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