Employee Turnover Storm! Get ready with MyParichay

Employee Turnover Storm! Get ready with MyParichay

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India is moving on a path towards employee turnover storm. One in four employees in the organised sector in India is set to switch jobs – the figure which is highest by any country when compared globally. Worldwide, average employee turnover rates over the next five years are predicted to rise to 23.4% and the number of global departures in 2018 is expected to be at 192 million. Its time when organisations in India must give serious thought to what drives employee commitment & an improved retention rate. MyParichay identifies three steps which can get you ready to face the employee turnover storm: Optimize your hiring process Traditional hiring processes are composed of sourcing applicants; screenings, multiple interviews, final decisions and then offers are made – the success of which highly depends on correctly sourcing quality candidates. Over the years, recruiters have fulfilled their sourcing needs from channels like job

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Tackling Gender Diversity in Corporate India

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Diversity recruitment is one of the hottest topics in corporate today. Corporate India which has seen an increase in the female workforce in two decades since the liberalization process claims a commitment towards gender diversity.   Diversity recruiting is not just hiring more women. Diversity recruiting and programs focused on gender diversity are the most common, but diversity also means ethnicity, age, and race, as well as disability, nationality, sexual orientation, and veteran status. Diverse recruiting doesn’t just happen by itself. It is a requirement for success when competing in a global economy. A diverse workforce enables a company to manage growth, build a solid infrastructure, maintain revenues and profits, and compete in a diverse world marketplace. Top companies also agree that diversity recruiting is essential to create the kind of workforce required to expand into emerging markets worldwide. Though the entire corporate world believe in Gender Diversity importance but

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Four key actions during job search which guarantee results

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Tired of falling into the black hole during your job search? Maybe you’re overlooking the importance of social job search? Corporate recruiters want you to reach out to them through social networks and engage in conversation through the talent communities they are building! With the economy continuing to show signs of growth, 51% of firms surveyed by the CBI, is anticipating recruiting in 2014. Vacancies are now at a higher level than they have been since a year ago, with sectors such as healthcare, engineering, financial services, energy and, of course, IT showing the most vacancies. Even in the public sector more than 8 in 10 organizations have recruited in the past year. Just over half (53%) said staff counts had fallen. So it is not as bleak as you have thought – it is positively encouraging! So how does one get into recruiter’s radar and search for dream job

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The F.A.C.E of Facebook Recruiting

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(Image source: http://www.flickr.com/photos/tsevis/4785888323/sizes/l/in/photostream/ ) There’s a whole lot more to Facebook recruiting than putting up a couple of job posts and hoping someone finds your page, takes an interest, and applies for a job. The post & pray method might have worked in the past but it’s a whole different ball game right now when it comes to seeking talent. In order to build a talent community and increase your job exposure to top quality candidates, one has to change the definition of online recruitment to discover a whole new connotation for “Facebook recruiting”. To strategize their Facebook recruitment, one should have a proper understanding of the platform and create a plan based on it. Described below, from a recruiter’s point of view, is a plan which showcases the basic building blocks of using Facebook to recruit quality talent which forms the F.A.C.E of Facebook. Take a test drive of

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How to build a Talent Pipeline for optimum recruitment!

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Reports suggest 77% of the total job seekers in 2013 were passive candidates. These job seekers while not actively applying for jobs are weighing their options and are likely searching for specific positions, requirements in a short list of targeted companies. Many recruiters struggle with filling open positions in their organizations because of time and budget constraints. But being thoughtful about an organization’s future talent needs can help an organization develop and maintain a steady stream of people to turn to when it’s time to hire. This stream, or talent pipeline, can not only help recruiters fill critical positions quickly, but also can help them cultivate people who will be able to step into leadership roles successfully down the road. How to build a talent pipeline? Determine pipeline goals: Who do you want to hire? You have to move beyond skills, experience and credentials because the pipeline is about finding the

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Why every recruiter should look for passive job seekers!

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                                                                          ‘Passive job searching occurs when someone who is currently employed is open to hearing about new career opportunities, but does not actively seek out and apply to specific positions’ Nearly 77% of the employed candidates in the year 2013 were passive job seekers. Let’s find out what makes passive job seekers in the mainstream when sourcing talents by a recruiter. Why passive job seekers? –          Passive job seekers do not look for employment opportunities while they are in a job. The fact that passive job seekers are not actively looking out for jobs means they will not be present on traditional recruitment platforms like job boards and sites. Considering that consultants also use

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