Category: Recruitment Consultancy

“Stay Connected” – Sure Way To Success

What do we mean by networking? Well, it has nothing to do with the array of computer systems connected to each other using some network protocol. It is all about connecting with other people within and beyond the organization.

In the professional world, networking is critically important if you want to reach new heights in the career.

When you want to get promoted in the same company, you have to establish a fantastic relationship with your boss, colleagues, and your team members.

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If you are looking for another opportunity, then you should be in touch with your friends working in other companies or few good recruitment firms.

Statistics says that those who build an excellent network in the professional world grab good jobs than others. They climb the organizational ladder quickly and capture the key positions. Nobody denies the importance of caliber here, but networking gives a boost to the career for sure.

When you build a network, make sure it has a good reach. It means, there has to be the right proportion of depth and spread.

What makes a network effective?

When your aim is to grab exciting career opportunities through networking, it is very much important that you build it well. Here are top ten tips to achieve success.

  • Don’t join groups for the sake of joining if you want to use networking to search the job opportunity. Many people commit the mistake of joining groups that do not add any value in their mission. Thus, they don’t get expected results.
  • Spend adequate time in research and homework. Look for the groups that are relevant. If there are people who know you personally, then it is good to join such group. You can expect some help in future.
  • When you start networking, begin with a small group. Try to be in touch by posting regularly. Comment and likes are important to show that you read the posts of others. It is relatively easy to be active in a closed group than a large, open group.
  • Create a profile that describes you the best. If your aim is to use it for professional benefit, then make sure it displays your competency and caliber. People jumble up with personal and professional networking and end up with making pathetic profiles.
  • Classify the groups and tag them formal and informal. For job seeking purpose, you should focus on formal groups. Make sure your posts are neutral, balanced and do not show any political inclination. People should perceive you a thoroughly professional person. Show positive attitude and openness in views.
  • Try to be focused on your field of profession only. Tag yourself to the groups of like-minded people. For example, if you are banking professional, then the groups you are part with should contain people from the banking industry. Comment on the latest happenings in the banking structure and forward posts that are valuable and important. Remain focused to the subject.
  • Since the people in your network are people of high stature, e.g. business leaders, marketing executives, CXO’s, and directors; you should position yourself well. Seek the help of professionals if you can’t handle social media. Nowadays, it is possible to get experts for managing it.
  • Do not build social networking from a short-term perspective. Consider it as a tool that is going to work perpetually. You should start it early and work on it continuously so that when you are in need, you reap the benefits. When you help others when they are in crisis, you will get help when you are in a troublesome situation. It is a ‘Give and Take’ relationship always.
  • Stay connected by pinging others frequently. When you ping someone, others feel that you remember them. Believe it; the feeling is just awesome. Experts say that those who keep in touch with others get the best benefit of networking. They get the response when they seek it desperately.
  • Keep the number of contacts as many as you wish, but manage them well. When you want to leverage networking, quality always matters. Each one in the contact list should be able to extend help if required.

Even if you are not an Internet crazy person, it is very much possible to get the best benefit of keeping a large group of contacts. Don’t think just from the job perspective, but it is a good thing from the professional perspective.

It is like popularizing your profile across the world. When others across with any requirement where you can be fit in; they will contact you. Consistent and regular interaction makes you visible in the virtual world, and visibility is the key to success today.

Share your thoughts and ideas with others and get benefited from their viewpoint.  It is a process of mutual development.

Be Prepared For A TRICKY Interview

When you attend the interview, the situation is quite tricky. Undoubtedly, you are at the receiving end because you are looking for a job. However, the employer is also not in a very good condition. He is also looking for a good resource that the company can rely upon.

Once the interviewer finds you amongst the top talents suitable for the post, he or she doesn’t want to lose the opportunity of hiring. If the attempt goes unsuccessful, then the company will have to undergo the whole process once more.

With the surge in hiring becomes a challenge, on boarding process becomes difficult day by day. Business owners and HR managers are forced to offer more than monetary compensation when they want to acquire top talent.

Here is the point when HR experts are sitting in the panel come into action. They use their expertise and put so many compelling reasons on the table that you get impressed with it.

Why do HR managers try to impress you when they find you suitable?

There are two things. First is, they find you the most suitable person for the vacancy. Hence, they want to take you onboard anyhow. Secondly, they know that for the top-talent like you, they are supposed to ‘sell’ the vacancy.  When you want to sell something, obviously you should underline the product qualities.

Since here the product is the company itself, HR manager and others try to convince you about why you should consider the job offer and organization.

Moreover, top talents are already well-paid in their current job. Hence, remuneration is not the most attracting factor for them. Hence, HR managers need to use their selling skills in convincing that the new company has several superior aspects.

Here are some compelling reasons that HR managers give

  • Our company has revolutionized the market by offering XYZ service or product. Not only it is unique, but it is far more superior to others as well.
  • Our company exists for XYZ years. It is valued by customers and employees a lot. In fact, it is the best employer in the niche.
  • Our culture is the best in the class. We are flexible and give utmost preference to work-life balance. We believe in environmental and social accountability. We have educational reimbursement program. We spend heftily on training and development of our team.
  • Additional facilities are the best in our company. We provide gymnasium, entertainment, sports facilities, club membership, subsidized (or free) lunch, etc.
  • We offer onsite daycare (it is a quite attractive reason for women).
  • When you join our company, we offer fixed and variable income. Sometimes, the variable income goes higher than the fixed salary.
  • Our company has won a new contract (or acquired another company), or it has been recognized as ‘the most promising company’.
  • We offer a lucrative career path. Our succession planning is incomparable.
  • We value your opinion or voice. We encourage openness. We have 360 Degrees valuation process and continuous appraisals.
  • We have matrix organization where the reporting structure is flexible.

Reputation of the company becomes an issue sometimes

When you are a top talent, you don’t accept the interview call if the company doesn’t withstand your expectations. You heard about the organization culture a lot and you know how badly they treated their employees during the last recession.

However, you decide to go for the interview because there is a massive follow-up by the recruitment agency. Do you think the HR manager is not aware of all these aspects?  Of course, he knows everything. It is the reason he tries to draw a rosy picture during the interview.

Information travels faster than the speed of light in the modern world of social media. Smart people read reviews and opinions about the company before going for the interview. Hence, it becomes inevitable for the HR managers to defend the same.

What should you do?

Gentle prodding is the normal thing that HR manager should do while pursuing you to join the organization. However, it should not get converted into pressurizing you. Remember, there is a delicate line between the two.

If you feel that they are pointing out the good things about the company and highlighting the benefits of accepting the opportunity, then you should listen to your inner conscious about joining or not joining.

When you feel that you are being pushed hard and you are still on the fence, do not get pressurized. If you need some more time to think about it, then tell it explicitly.

Of course, you have come for the interview because you are interested in the job profile. However, let you decide about it and not the HR manager who is sitting on the other side of the table!

“HOT CAKES” of the Job Market

Well, the job scenario is changing with incredible speed. Jobs that are relevant and inevitable today become redundant tomorrow. It doesn’t matter whether you are a recruiter or a job seeker; the challenge is equal at both sides. You are always required to be ready for the unexpected situation.

As career options become more and more dynamic and volatile, it is not sufficient to follow the conventional, prototype thinking. You need to be ready for tomorrow by reading the pulse of the market today. Those who can do it well, secure a great future. Those who fail to understand the severity get sidelined. The choice is yours!

The success stories of conventional profiles is a past now

Certainly, old-styled profiles performed well in the earlier times, but today it is not possible to survive with it. Technology is taking new shape every five years, and the operational processes also undergo a tremendous change accordingly. Some occupations phase out and some new ones appear in the scene.BrowniesIt is undoubtedly true that the ‘Generation Y’ will have the upper hand because it is sharper and smarter. However, those who have spent considerable time in the professional field can also sail through well if they identify the dynamism of the situation.

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Some careers that will rock the job scenario

As you read the article, you get a deeper and more profound understanding of what are the job profiles that will rule the professional world.

  1. Web developers: Every business, big or small will require having the online presence tomorrow. Thus, there will be a great demand for seasoned web developers. Not only the job is lucratively paid, but there is a lot of excitement into it.
  2. SEO experts: It is not sufficient to make a fancy website, but it is equally important to make it sufficiently visible to the viewers. Search Engine Optimization or SEO is the science behind it. If you are an SEO expert, then get ready for a fantastic future. There is going to be a huge demand for it.
  3. Data scientists: Do you know that the data volume generated in last 10 years is more than the data volume generated in the entire 20th century? It is needless to say that the volume is going to increase manifold. To manage such a humongous volume, every industry will recruit seasoned Data Scientists. They will be responsible for the data collection, data processing, backup, and security. Proficient scientists will get handsomely paid.
  4. Engineering design, research, and development: The importance of core engineering design, research and development will not diminish in the coming years also. Yes, the ways and means will change, and the things will be more system-driven than today. R&D will be the backbone of growth and success of every business.
  5. Medical assistance: Healthcare is an ongoing field. This multi-billion dollar industry will take a new shape worldwide. With the increasing globalization, there will be more job opportunities for medical assistants. Increasing standardization will open the global market for people. Paramedical staff, technical assistants, helpers, and managers will be preferred by employers.
  6. Financial advisors, auditors and account analysts: Wealth management will be taken seriously by entrepreneurs because of increasing pressure on the bottom lines. Hence, financial advisors and account analysts will get more respect. Similarly, auditors will also get tremendous importance because they will control money matters.
  7. E-education: Education sector will undergo a tremendous transformation tomorrow. E-learning, distance education, and computer-based learning will be the buzzwords. Educational experts who will earn a command over these new-age techniques will enjoy a great time. It is critically important to have a grip on the futuristic educational methods.
  8. Management analysts: If you are a management student with excellent analytical skills, then the progressive and challenging job of Management Analyst opens new avenues of growth. Recruiters will be interested in recruiting people who can analyze and suggest solutions quickly.
  9. Actuaries and statistical tools: As discussed earlier, the dynamic business scenario will put tremendous pressure on top and bottom lines. Business managers will have to be alert always. The perfect use of advanced mathematical and statistical tools will reduce the financial exposure and risk. Every industry will look forward to recruiting experts either in-house or hire a consultant. In both situations, expert people will get fabulous opportunities. There is a huge scope for the young and dynamic professionals who know Actuaries and other statistical tools.

Thus, job scenario is pretty exciting tomorrow. With the focused approach and dedication, one can achieve incredible height in the company. It is very much important that one develops skills and proficiency in the fields that will have a great demand tomorrow. It is the secret to success in a volatile and uncertain job market.

Success Traits for Interview

When you apply for a post, you think that whatever is mentioned in the advertisement will be looked by the person sitting in the interview room. You focus a lot on the technical aspects, job knowledge, and profile. However, to your disappointment, the interviewer asks a few questions related to it.

He is keener to know about what are the challenging situations faced by you. When did you implement your technical skills to resolve a business problem? What is the most stressful moment in your life so far? How do you visualize the shape of your field after five or ten years down the line?

What is the interviewer trying to assess? He is trying to find out a few traits that stand out you differently than others. These qualities overshadow your technical skills.

Here are ten important qualities that you must possess to become successful in the professional life.

You can tell about your growth path precisely

success traits

If you can tell about the career path precisely and keenly, then it is a good thing. You know your strengths and weaknesses. Interviewer understands that you have followed your passion and vision carefully and keenly.

There is another important aspect. You should be able to explain about the career path going forward. Experts say that employee should look ‘self-directed’ instead of being directed by others. Those who look confident can drive the things better.

You can tell about success stories

When interviewers ask about your success stories so far, they expect precision. You should be able to tell what exactly ‘you’ did in the project? What was your contribution ad how did it help the project’s success?

When an employee talks to the point about the contribution, it gives an impression that he has really worked on the project. It is not a story cooked for the sake of interview. It is not required that you climbed Mount Everest or got a Gold Medal in Olympics. The achievement could be small but meaningful.

You know what you can do the best and what are your limitations?

Your employer wants to hire you because he expects that you can fulfill the expectations, rather you perform beyond expectations. You are asked about what is that you are proficient into. That task will be given to you. It is expected that you do it well. Hence, you should tell about the expertise.

If you are a genius in MS Excel, then mention that confidently during the interview. It creates a positive impact. In case the interviewers go into deeper, then you should not disappoint them.

You can think independently, but take the team along to achieve it

A leader should be visionary. He should lead the team by giving unique ideas. It is possible only when the leader thinks independently. However, it is impossible to take the idea forward without the support of your team.

For this reason, during the interview, you should emphasize on your ability to think independently and differently. However, you should show the ability to lead the team to implement the idea. People love to hire great thinkers who are also great leaders. When smart people are there to brainstorm, the company achieves unprecedented growth.

You should not be ashamed of showing your ambitions!

Is it a bad thing to be over ambitious? At least entrepreneurs don’t think it bad. Ambitions are good because they drive a person to work hard and achieve excellence. It means that you don’t like to be confined into the routine framework. You love excitement and challenge. You want to climb high and high on the ladder by mastering new skills and abilities.

From the organization’s perspective, it is a good thing. You can be a driving force for others in the organization. You can set new benchmarks of success. Therefore, don’t hide your ambitions but put them assertively and positively.

Show your interest in learning new things

Sometimes, interviewers play a trick. They understand your interests and liking first. Then, they inform that you are being hired for a profile that requires a totally different skill set. What will you do in such situation? Mostly, people fall in the trap and refuse the proposal.

Interviewers assess your ability to swim against the current. The more willing you are to learn new skills; the higher you can reach the organizational hierarchy. Hence, don’t refuse the proposal blindly. Inform that the profile requires different skills, but you are ready to learn the same.

You are goal-oriented

Show that you are a person who sets the goals and achieves them diligently and precisely. You love challenges and feel proud in conquering them.

All these are the traits of winners. No organization would like to recruit losers. Showcase your skills well to hit the Bull’s Eye!

TALENT ACQUISITION – BEST V/S RIGHT

Well, as the HR manager what should be your aim; recruiting a person for a vacant position or acquiring the best talent or hiring the Right Talent?

Recruiting is the process of identifying people that match the basic eligibility criteria and to screen the talent or skill against the Job Requirement and Company culture. Putting the right people at the right places.

When we talk about Talent Acquisition, then it is the process of measuring a candidate on different parameters such as experience, industry knowledge, Mapping Skill to KPIs, Cultural suitability, temperament as required for the role, and knowhow of the profile. Also, the candidate is checked for how good he or she fits into the strategic framework and existing team.

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Experts emphasize the need of having a structured Talent Acquisition system that looks at the process in a wider perspective than just taking people onboard. Some tips to develop a right environment for Talent Acquisition in the company:

  • What is the Key Result Area of the prospective team member and what Key Performance Indicators will be used for measuring the success? For this, you need a detailed job description and specific and measurable results that would impress you.
  • Look at the company culture and environment before you hire a person. Keep in mind your brand and check how well the person is going to fit into the framework? How is your organization viewed in the market? Is there a mapping between the image perceived by others and the vision of your company?
  • An open position in the organization has to align with the departmental and organizational goals. It should fit in the organizational budget, and you must hire the most suitable employee.
  • Look at the source (talent pool) from where you are taking a person onboard. Are you looking at the resume randomly? Are you using technology-dependent interface? Are there any internal recommendations? You should derive the respective scrutinizing strategy for each category.
  • Make sure you create a positive and realistic image of the company, while interacting with the candidate. Treat them with respect and fair judgment. It is imperative in either of the situation, whether you take a person onboard or not.
  • Bringing people together through human touch, putting Right person for the Right Job is the key.

Is the brand helpful in acquiring talent really?

The brand is your identity in the competitive marketplace. Experts rate it high for enhancing the visibility and acceptability.  Gone are the days when branding was significant to the product marketing. Today, every function makes use of it to add to the growth of the company. Hence, even the HR team also uses company brand and brand image to carve a niche in the prospective job market.

When it is the time to find out and obtain the most deserving talent, the HR team has to showcase the benefits of joining the organization by amalgamating the brand image and HR policies. The HR aspects of the brand need to be enticed while interfacing between the talent pool and the organization. According to the recruitment geeks, a sturdy branding results in tapping an excellent talent pool.

Some people are fascinated with the brand. They should be tapped by the HR at the right time. Make the brand propagation well so that a positive publicity can be made. At the same time, make sure that the hiring process is clear, unambiguous and simple. Offer a user-friendly interface to the job aspirants so that they find it interesting. Also, the best talent that is being hired by you should see the consistency in the brand.

Why companies fail in retaining the talent?

You put great efforts in acquiring the cream of the talent, but the efforts go in vain if you can’t keep them working with the team longer. Why does it happen? Is there any fault in the acquisition process? No, it isn’t! The problem lies somewhere else. Experts blame these three aspects for not retaining the best talent in the company.

When nobody talks about career progression

Yes, talented employees are always worried about their career path because they know their ability. When your company doesn’t give a clear picture of what they will be doing after five years from now, it is certain that they will look for another opportunity.  Unfortunately, even in big companies bosses seldom talk about it.

Frequently changing strategic priorities

You hire them with the assurance of giving a challenging project, but end up with assigning mundane operational things because of a sudden change in the priority. When your organization keeps on changing strategic priorities quite often, talented employees get frustrated. ‘Jerking around’ is the last thing they would prefer. Hence, don’t experiment with the top-seeded talent you hire.

Micro Management, the most irritating aspect

Talented people don’t like their activities to be tracked out at the micro level. At the same time, they do not run away from their responsibility and accountability. They love to lead a project and ready to take the acclaim as well as the criticism for its success or failure.

When top management doesn’t allow them to work freely or look into the miner things, they get extremely irritated. Remember, they always welcome constructive criticism, suggestion or insight. However, they simply can’t tolerate preaching or poking.

Ambiguous hierarchy

Top talents get irritated when there is no clarity about the positional hierarchy. If you have a matrix structure where anybody can report to anybody, then it has to be made clear at the time of talent acquisition. If there is an ambiguity in the reporting structure, it is very likely you lose the best talent.

Conclusion

It is quite clear that hiring the best talent is the half part of the success story. The real challenge lies in retaining it for a long time. The more you keep them onboard, the higher is the benefit.  Hence, do not leave a stone unturned while retaining the top talent.