by Raghu Nandhan | May 28, 2018 | Blog, Talent Acquisition
HR is referred to the “change agent” in an organization.
For small businesses and large conglomerates alike, the human resources or personnel function can be helpful for much more than simply processing payroll or handling the open enrollment season once a year. Human resources play an essential role in developing a company’s strategy, as well as handling the employee-centered activities of an organization.
It is a reliable fact that the sheer growth of the company can be witnessed by hiring a good HR. Apart from the traditional responsibilities that the HR’s have in their bucket they can always make a way to entertain, reduce the attrition rate, bring in awareness of any useful piece of information, motivate the staff, being a point of liaison between the employees and the employers and many more…!
Here are some other factors that can be implemented in order to achieve a healthy workspace.
–Gamification: Engaging your staff in some fun activity in a planned period is vital to keep the staff happy in the work environment, it even helps to break barriers and getting to know their fellow workers.
–Culture & values of the company: The HR must step in to learn and uphold the history of culture in the organization & to implement the core values of the same to each employee in a planned way.
– Social Media: Social media & continuous learning is connected hence, making a way to grasp any idea which we think is of help and brings positive changes can be easily implemented in this diversified world.
– Strategies: To help the leaders in the organization from aligning the business strategies set to changing them into practices.
–Automation: Cutting down the orthodox methods & practices, helping the organization bring in new methods of attracting the right candidates to retaining them.
Hence, to build a team of professionals, it is of utmost importance to have an equally professional and well-managed HR department. A slipshod HR function will cost your organization’s future and compromise on its achievements. To summarize, the role of an HR manager is to maintain law and order in the organization and among st the employees, which further extends to attracting, engaging and retaining top talent.
It’s high time to direct the people who are responsible for giving direction to everyone else!!
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 2, 2018 | Blog, Talent Acquisition
Sourcing the right candidates in today’s competitive world is a very vital for hiring/placing the best talent. Although, ideal sourcing is just a step in recruitment process, there are abundant things to be focused on for one to become an expert.
Here are a few steps that we need to focus on to hire the desired candidate for any job.
Strategic Ideal sourcing:
It starts from analyzing the Job Description on what the must-have/nice to have skills are, the category of Industry, the Title of the roles & their alternatives, the Educational qualifications to the Certifications/Licenses, the location/boundary to try within, with all the skills/keywords required are some Key points that the sourcer must focus on.
Sourcing from Job Portals/ATS: It’s the most fundamental process a sourcer starts off with. Having your own ATS will help you find the infinite number of potential candidates that’s already stored in the database. When ideal sourcing from the job boards we must take into account the Type of Industry & the location since, there are chances of finding relevant candidates faster from a specified portal.
Active V/S Passive Candidates: As Greg Savage says, “There is no such thing as a Active/Passive Candidate.” Most candidates when offered the right job will definitely listen to what the recruiter has to say! So, there are chances to not ignore the passive candidates.
Social media sourcing: They are not the perfect technique for sourcing but can be alternative tools to try for. Diversifying the platforms we use helps us reach the strong candidate. In today’s trending world we are all connected through multiple social media tools like LinkedIn, Face book, Twitter, Instagram, which helps us search, identify and connect to the right runner.
Marketing Your Company: Advertising the company is a direct aim to pull out appropriate clients, partners, candidates. By posting blogs, subscribing to professional groups on social media, like/comment/share, your company keeps reaching to more minds every day.
Perfecting the outreaching message: You’ve worked hard to source the right candidate, but that doesn’t matter if they won’t engage with you. Always, personalizing your message with relevant information is crucial to draw the candidate’s attention to make them respond back.
Even though limited to identifying, screening the candidates to the basic requirements, it all depends on the further process to find out to how they fit perfect in the desired role as well as their interest levels for the same role. The best ideal sourcing teams commit to the idea of deliberate practice to constantly improve and enhance their skills. Hence, considered as an art to consistently reach new heights.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by admin | Mar 21, 2013 | Blog, Offshore Recruitment, Talent Acquisition
Offshore recruiter acts as gateway for empirical business success
With technology and global business shaking hands, the current market avenues are providing a wider and better scope for exploring new talent and hidden skills. Though, the recruitment process has been ruling the business world right from its inception; there have been significant additions and alterations to the entire process.
Gone are the days when the industry requiring the human resource used to recruit their staff with those perfectly fitting into the minimum criteria range bestowed by the industries. Also, the wide number of employment opportunities coupled with minimum competition and greater vacancies at that time might have resulted in industries taking up the recruitment functions in hand.
But, time has changed since then; and so has the varied factors associated with hiring process in addition to the stiff market competition, making the current condition more challenging and intricate. The rise in demand for affordable and reliable staffing partners has paved way for the emergence of offshore recruiter gaining spotlight in the current time span.
All this started with the inception of Human Resource Development (HRD), with this acting as the key dealers with candidates and staffing problems has slowly changed its tracks, clearing way for recruitment process outsourcing. This recruitment outsourcing feature has gradually got bifurcated into internal recruiting and offshore recruiting, with the latter attaining greater prominence worldwide.
Despite being a well-reckoned recruitment solution worldwide, it still remains as the most underestimated and unexplored features in the Indian market. But, thanks to the global connectivity and the impact of the western world and their business tactics and practical implications in our market, that offshore recruiter has turned out to be a potential market player in the recruitment.
With just a few years in the area of manpower placement, this recruiting arena is regarded to bring success applause for businesses if employed in a streamlined and appropriate manner. The fact that it lends a cutting-edge outsourcing approach in the current economically demanding situation along with making you stay competitive and powerful in the exigent market atmosphere makes it highly reliable.
Some key salient features of offshore recruiting are –
- Highly experienced experts and professionals in the key area of industrial domain are kept on board to select the best capable and talented candidates from the lot.
- Customized and tailor-made recruiting solutions that include screening the candidate resumes from the database, interacting with the potential candidates through a step-by-step approach, etc.
- Submission of the finalized papers to the company, salary negotiation, laying systematic strategy for recruiting, etc. also fall under the functions of offshore recruiter.
- Co-ordinate pre-screening evaluation, conducting interviews, selecting the highly capable and authentic candidate as well as enabling post-screening documentation process, if any.
- Formatting the previously selected resumes as per the company standards along with checking the authenticity of the provided documents, references, etc.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by admin | Mar 15, 2013 | Blog, Offshore Recruitment, Talent Acquisition
Virtual recruiter – The latent sunrise sector of recruitment
Human resource and recruitment are the two well-known terms of business arena that are still and will always remain in the spotlight as per far as new companies will be cropping up and the need of hiring potential candidates arises. With passing time, more and more industries are converging up and making their presence felt alongside the previously established companies, thereby further aggravating the already existing stiff business competition.
And, as far as the current market field is concerned along with the broad range hiring techniques and technological implications coming to light; this business avenue is estimated to be at its nascent stage.
One of the key significant factors allied to recruitment that was dormant until a couple of years but, is seen to possess the potential to emerge as a powerful & a vital market player over the coming years is none other than Virtual recruiter.
The business recruitment outsourcing providers and staffing partners have already crafted their niche area of excellence in this field by rendering reliable and strategic staffing solutions and recruitment campaigns. It’s time for this so-called internet recruiter to making its presence felt in an influential and potent manner through rendering hiring services at par with the in-house recruitment experts.
The key basic tools that not only enhance the process of recruiting but also simplify and contribute to work effectiveness include the availability of basic recruiting infrastructure and productivity tools; screen capture and research tools, applicant tracking, skype, etc. The factors that are responsible for appreciably boosting the role and significance of virtual recruiter are –
- Ability to search the potential candidates from an extensive talent pool of local, national as well as global candidatures with the technological features and globalization further contributing to minimize the boundaries and enhancing greater connectivity.
- Accessibility to work at any time of day and from any corner of the world with the aid of basic and well-equipped infrastructure (attaining which is not a very big deal in today’s time).
- Picking up the right candidates with relative experience, technical skills, self-motivated and potential one through thorough screening and strict interview measures as they form a valuable resource for the business growth and success.
- A virtual recruiter acts as a connecting link between the company and the candidate along with carrying out the entire recruitment process right from the pre-screening to the final selection in quick span of time.
- Acts as the most reliable and cost-effective business mantra in the current span of economic slowdown, where companies are looking for maximizing their revenues through fixing their costs/expenses to minimum.
- Being updated with the latest rules and regulations implemented in the recruitment procedures and the power to effectively execute them is what makes the internet recruiter an integral and most efficient member of the HR team.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by admin | Mar 5, 2013 | Blog, Talent Acquisition
Sourcing specialist acquiring incumbent market impetus
Recruitment and management solutions are the two areas of business prospects that caught my attention of lately amidst the various widely acclaimed core area of expertise. Prior to everyone starting to hone their brains with numerous questions and queries, let me put myself in a way bit clear and understanding manner.
Recruitment sourcing that is generally considered as the current barometer of economic growth and profile is one of the latest and highly potential factors to jump onto this bandwagon of business market avenues. But, most of the industrial experts are averting from the fact that Sourcing Specialist not just implies the overall process of recruitment but is far more convoluted & diverse area of business management.
The current recruitment sector has to be dominated by powerful and leading players in case your aim is to strike the success target at a faster pace and not to be listed among the ones waiting or queuing up, to attain their target with traditional approaches. It’s time to come out of the age-old business management legacy by whetting the key professional skills and exploring the expertise areas to invent tactical and unique industrial implementing strategies.
That’s why the current modern corporate trend along with the updated technology is making its way in the recruitment business that has undoubtedly molded itself to become a cornerstone along with keeping the current market spirit in mind.
Some key working skills and styles, the current professional sourcing specialist must possess & most of the businesses are looking in, include:
- Analytical, logical and reasonable thinking with lending significant insights into the critical aspects & analyze various information & work related aspects.
- Leadership qualities with the ability to take key initiatives to challenges with self-control and managing stress at every level of business.
- Effective and efficient management of time and resources that includes the personal as well as the material ones.
- Careful analysis of the quality control process, operational performance and lending beneficial judgment and decisions allied to business.
- Active communication ability along with the talent to persuade, negotiate as well as coordinate with the staff and clients.
- Innovation and social awareness in addition to being updated with the latest technical implications, government regulations, and market requirements.
- Flexible, reliable and expertise sourcing specialist with knowledge of the key domain management & eligible to deal with intricate and stressing situations.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
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 :-).
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