How to hire for quality in less time!

How to hire for quality in less time!

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(Image source: http://b-i.forbesimg.com/deborahljacobs/files/2013/10/more-work-less-time-300×300.jpg) Hiring the right person for a job can save thousands of rupees in opportunity costs. When hiring new employees, there should be a correct way to approach the process. Any error can take lot of time and money and ultimately does not guarantee the right person for the position. The right way should be a well-thought out plan that is quick and easy and hires a perfect candidate by saving time and shortening the hiring cycle. Given below is a four step approach which can guarantee a recruiter with a shorter hiring cycle without losing quality talent. Step One: Streamline Your Hiring Process   An effective process would be to have the entire hiring cycle managed by a single point of contact (usually within your recruitment team). This person should be responsible for reviewing and qualifying the high potential slates, looking for additional internal talent, and also

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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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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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7 steps to empower your Employee Referral program

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Referral programs are increasingly becoming popular among companies today with the hiring rate ranging from 30% to 40% of the talent hired. The fact that referred employees have higher retention and lead to higher employee engagement has made employee referral programs a high priority. Putting together a successful referral program can be complex and time consuming, but remember, it can also reduce your hiring lead time and cost by approximately 60%! Here’s a 7 step approach which can help achieve successful employee referral program. Prioritize Jobs. Good employee referral programs ensure jobs are prioritized and they are marketed to the employees. Prioritizing those positions and asking employees to refer increases visibility of the jobs among employees and their chances of referring thereby influencing the probability of hiring right talent. Define rewards. Draft a clear structure of rewards and benefits associated with the program. Lay down the structure to circulate gifts

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