Common sense! An uncommon mantra for Recruitment: 5Ws

 “Smart people learn from their mistakes. But the real sharp ones learn from the mistakes of others.” – Brandon Mull, Fablehaven

How paradoxical it is then, that most organizations prefer to cock a snook at those who stumble and think it will never happen to them. And then it does.

The basic problem is that we all think we are impervious to adversity or setbacks so unless we make our own mistakes (and subsequently learn from them), we assume ourselves to be amazingly insulated against such events. The same pattern seems to have emerged in Recruitment practices in use in recent years.

Companies invest millions on branding and billions in engaging good Recruitment agencies that help them in addressing their current needs of staying competitive in the market. But does outsourcing talent hiring mean that firms no longer have any responsibility towards talent strategy anymore? Of course, not. But apparently, that’s what a lot of companies actually think, and that’s where the chasm of dissonance between talent market realities and employer expectations starts building Here is what I tell our clients when they are faced with acquisition challenges that don’t seem to go away- that one must know about the inner workings of the hiring process in their entirety. Knowing the ground realities of talent acquisition is far more important than following theoretical hiring principles blindly. The secret of success in recruitment is to follow the mantra of “Common Sense”. 

Talent Acquisition function has gone through multiple cycles of fine-tuning and has transformed globally because organizations have started laying emphasis on basic recruitment metrics. Not surprisingly, the ‘source of hiring’ has come out as the most important parameter for effective hiring, along with ‘candidate experience’, ‘cost per hire’ and offer acceptance ratio’ coming in close behind.

It is time for the recruitment function across industries to “aim for moon” and develop an ambitious strategy that revolves around candidate value proposition, talent pooling, leveraging basic hiring sources, focus on high end metrics and improving overall productivity. This calls for a by structured approach we call the Rule of 5 W’s (Who, When, What, Why & Where). Organizations need to infuse a high level of maturity in running their Talent Acquisition function by implementing following 5W’s

Who: Do we really understand what the problem is? First & foremost, we need to acknowledge the importance of “The Individuals” who are involved in the process i.e. recruiter, hiring manager and the candidate. Take the example of a circus. The clowns, acrobats, tightrope walkers, ringmaster, trapeze artists, animal handlers etc. each have highly specific and skill-based  roles that only they can perform best, that are far more important than, say, the trained animals or the circus props. Imagine, if a circus were to start hiring their staff with just an interview without any auditions; chances are that the circus would suffer immense losses because instead of evaluating the qualifications and experience of the candidates, they chose to hurriedly fill in the vacancies, because there is never enough talent available in the circus world.

Similarly, a common grouse of most firms is the dearth of quality talent. But is that the real problem or are these companies missing something? The main problem in recruiting is that everyone focuses on the candidates (prospective hires) and not enough on the recruiters. Are the recruiters qualified to identify the right candidate for you? Have you equipped them with the ammunition they need to go all guns blazing to cull out the perfect person for the job? A large number of companies hire recruiters based only on one or two interviews which do not probe their understanding of how recruitment needs to be handled. Such kind of recruiters bring in a lot of intuitive decision making and hence, ‘gut feel’ hiring decisions get taken with poor or no scientific reasoning.  

Common sense is to hire recruiters who understand the industry and the relevant talent pools, are able to deliver on, market mapping assignments and can analyse the employer value proposition. Reskilling of existing recruiters also makes a lot of sense; they should clear technical /function domain test or certification programs like LinkedIn Certified Professional—Recruiter or Certified Recruitment Analyst by Carlton etc. to stay ahead in the talent race. Once organizations fix this problem, they will automatically start getting better quality of hires, quicker turnaround time and moreover, this strategy will help hiring managers to focus on their core job.

Where – These days, the bigger question is where will organizations find the right talent? Take the example of still photography. Gone are the days when we would go to a photo shop to develop our camera reels and wait for the photos to be printed out. Ten years back, I surely would not have fathomed the near extinction of the neighbourhood photo shops because no one clicks pictures on their still cameras any more. A majority of such businesses died because they didn’t plan for the future or expect it to change so much. Had these photography shops invested in digital equipment and hired the right/qualified technicians to run it, they wouldn’t have slowly gone into oblivion. There are many studies that state that the talent crunch is only going to get worse in next 3-4 years. Even though the number of jobs will shrink, there will still be a huge shortfall of relevant people. The job boards are nearing saturation and so are the other conventional job searching platforms. Everybody is talking about social or professional media and everyone is on websites like LinkedIn, Facebook, Google+ etc. However, the challenge remains-, where to find the talent?

The answer is again common sense. Organizations must look for skillset diversity and think beyond numbers to beat experience or academic credentials. New mothers (with relevant work experience) who are looking for flexi-jobs or retired professionals who would love to work on consulting projects are examples of such alternate but relevant talent pools. This will not only reduce the cost of hiring but allow a larger section of employable candidates to be integrated in mainstream positions, thus reducing the talent crunch. The sooner organizations realize the effectiveness of this strategy and start investing in it they earlier they can avoid talent issues in the future.

Artificial intelligence can also be a huge help in finding talent through different data-driven technologies, crawlers, online technical or behavioural assessments, algorithms, social behaviour (types of online games played, interest etc.). AI-backed solutions like PeopleStrong’s Alt Recruit have a unique feature called, Auto match, which allows a multi-channel reach. This feature not only allows recruiters to access candidate pools from three different kinds of meta sources— covering both active and passive candidates for any particular profile— but also suggests the best matches for the recruiter to decide from. In next couple of years, the candidate profiling on the above parameters will start happening from high school onwards and Artificial intelligence may start keeping a track of relevant applicants real time.

Why – Why should – or would- a candidate join any organization? Why is candidate’s experience important? Why are motivation factors of the workforce today different from those who joined a decade back?

Employee Value Proposition (EVP), an unheard-of concept maybe 30 years ago is probably the keystone of any Talent Acquisition Strategy today. The traditional practices of attracting prospective hires using careers websites are not effective any more. Talent Acquisition teams must think like a sales team and create the right sales pitch to attract candidates. The easiest way is to showcase company vision, its goals, financial stability, cultural alignment and policies on exploring personal interests. They can use interesting hooks like gamification and other interactive methodologies on their website or social media to attract and engage candidates. EVP can become more meaningful if it is also experienced by employees internally which will help in getting more referrals. The eventual aim of organizations should be to integrate all these elements so effectively that they become a part of the recruiter’s DNA. In today’s age, recruiters play an important role in employer branding and attracting candidates by sharing regular updates on social media.

User Experience is the key for success whether it is a product, service or a candidate. It is the easiest form of indirect marketing for any organization. Whether it’s a fresher or a lateral candidate, s/he wants to know everything about the company and expects regular updates even if his/her profile is not shortlisted. But in approximately 90% of the cases, recruiters do not provide feedback and close the loop with the candidates. 

Recruitment teams should design the entire process keeping the candidate in mind. There should be transparency in understanding the complete hiring process well in advance like the number of interviews required, assignments, test or personality assessments to be conducted, tentative time/days to complete the entire process etc. Most importantly, as basic courtesy and a necessary protocol, the recruiter must update candidates on time whether s/he has been shortlisted or not.

When: ‘Just-in-time hiring’ and ‘Bench hiring’ are two approaches in the recruitment space that have been effective to some extent in the past. But, enterprises the world over have not been able to figure any new breakthrough solutions for the hiring challenges of today. Lead time in hiring is impacting organizations in terms of revenue leakage. One of the easiest ways to reduce hiring time is to adopt a technology-based recruiting process. The future of recruitment is 100% automation! When a candidate gets hired without any manual intervention is the day that Talent Acquisition would have reached a different orbit. Everyone may have to go through pre-defined online tests and behavioural assessment. The level of questions could change with every response and the role of a candidate may get decided based on their score.

What: Companies have realized that the basic composition of manpower has changed so drastically that the 4 W’s (Who, When, Where & Why) have become even more crucial both internally as well as externally. At the same time, organizations are asking, “What are the various things we can do to focus on our core businesses instead of spending time on Recruitment or HR?”

This is one of the reasons why Recruitment process outsourcing (RPO) organizations like PeopleStrong, Cielo, Allegis etc. are growing faster; because they bring lot of value on the table. Technology is helping organizations perform well on recruitment metrics and make the hiring teams look good. Things like cost per hire, lead time to hire, conversion rate, sourcing channel efficacy etc are analytics available to the recruiters on their fingertips, thus making it very easy for them to take the next steps very quickly. Chatbots are the next big thing that are already managing basic activities right from interview scheduling to sharing feedback with the candidates. These have become such an integral part of the life that HR products like Workday, PeopleStrong Alt, and Successfactor etc. are taking over the market.

 When it comes to fighting for the best talent, organizations which have realized that drawing in the entire HR value chain (right from creating a talent pool, monitoring the metrics) to focus on readiness (employee, project, timeline & cost) are doing much better than their contemporaries.

The thumb rule of the game is to focus on maturing basic practices before adding any game changer initiatives. Talent Acquisition is a combination of giving the right sales pitch to the candidate, intuitive decision making on the cultural alignment and Algorithms to find a suitable candidate for a role. Artificial intelligence or machine learning provides only an additional layer of rich data and inferences to empower the recruiters in improving productivity and generating more predictive analysis. It won’t be able to completely remove the human element or personal touch. 

So, it’s all about ‘breaking the rules’ and thinking two steps ahead to get closer to understanding the ongoing and future talent challenges to stay ahead in the game. 

Article Source: https://www.linkedin.com/pulse/common-sense-uncommon-mantra-recruitment-5ws-amit-jain

Originally published on LinkedIn

Common sense! An uncommon mantra for Recruitment: “NINJA”

When smartphones burst on the scene sometime in 2007-2008, they chopped, kicked and body-slammed their way past the feature phones market and established themselves as the champions of the mobile world. That was probably one of the best examples of Technology Disruption that we have ever witnessed as a global phenomenon. And there have been numerous examples ever since where disruptive innovation brought about either partial or complete annihilation of existing norms.

‘Change is the only thing that remains constant’ has never been truer than today. What may have been a Fortune 500 company about a decade back may not even find mention in the entire list this year. This is just one way of seeing how critical it is to keep on evolving.

As people get more and more familiar with the latest technology, the older versions feel so cumbersome and slow that one actually wonders how we ever worked on those versions before. To explain this point further, let’s take a simple example. The Circus industry was an amazing source of family entertainment, because they offered something novel and something rare- live, wild animals performing together along with human performers. Today, rarely does a movie get released without a CFX, CGI or VFX treatment. And because we are all so used to watching digitally enhanced visuals, that the real thing – the circus- looks jaded, and boring. In fact most people have stopped going to them, not just because of animal cruelty issues, but also because today there is a mind-boggling variety of entertainment available at the same price. And so, the Circus is no longer relevant.

In today’s world, it’s imperative to stay abreast with the global practices that not only pave the way for innovation but also help in pre-empting social scenarios that may not have occurred in emerging markets yet but are already a part of day-to-day corporate decision making in developed economies. Unfortunately, not everyone believes that they need to change.

What do you think happens in HR today? Let’s take recruitment as an example. For quite a few organizations, it still operates like a support function. We fail to understand why. Recruitment may have been taught has a theoretical concept in classroom discussions and that kind of classroom learning may have worked in the past, but when you consider today’s workforce realities and the aggressive talent wars, those learnings are getting old and irrelevant. What works today is a good dose of pure “Common Sense”, which of course, is supported by scientifically-backed hiring technology.

Talent Acquisition function has evolved and improved globally with the help of tracking basic metrics. However, it is still facing challenges in terms of getting resources, hiring in time, the sheer quality of hires etc. All the organizations end up losing millions of dollars due to productivity loss because people managers waste hours on interviewing candidates.

We at PeopleStrong had faced a similar challenge and used to spend approx. 0.8 million minutes (~13000 hrs) only in interviewing candidates for our internal hiring. We realized that we couldn’t continue to operate in a traditional manner at the blistering pace at which we were growing. That is when we introduced “Ninja: No Interview job application” for hiring for one of our largest business units. We conducted position-profiling of all the roles at PeopleStrong, the competencies required for each role and its impact on the project. Then we built an online assessment tool through artificial intelligence which helped us in finding talent through different data-driven technologies. We were able to evaluate every one of the candidates based on their technical or behavioural skills through online assessments. ‘Ninja’ churned out candidate profiling on all the parameters defined for the role which provided clarity on the current competencies and flag-areas of the candidate. This technique also helped us in comparing the score of new hires vis-à-vis existing resources who were hired through same tool, something like a real-time quality hire check for the Talent Acquisition team.

It’s been a year now, and our “Ninja” has not only saved half a million dollars the process has eliminated the individual biases and the collective fear of losing talent due to erratic interviews.

Today, our talent acquisition team is able to create a talent pool which has an improved overall turn-around time and better hiring-manager experience. The quality of hires through this process is 20% better than our earlier process. Most importantly, this has increased productivity of business as well as recruiters by reducing manual intervention and dependencies.

Once again, it has proved that the thumb rule of the game is to focus on leveraging and enhancing basic practices rather than looking to introduce something new in the mix every time. In the end, it’s all about ‘breaking the rules’ and thinking two steps ahead to get closer to understanding the ongoing and future challenges and ‘making new rules’ to stay in the game through Common sense!

Artcile Source: https://www.linkedin.com/pulse/common-sense-uncommon-mantra-recruitment-ninja-amit-jain/

First published on LinkedIn

Oops, I failed! Lessons on facing failure from a corporate leader

 Oops, I failed!

How do you feel when you hear the term “fail” or “failure”? Coyote, the famous character from the animated series “The Road Runner Show,” failed most of the time. The story revolves around the two main characters Coyote, and the Road Runner where Coyote repeatedly attempts to catch the Road Runner, but he continues to fail. However, he never stopped chasing the goal despite failures. He is a very educated and creative character who manages to invent a new way every time, yet he fails. One of the reasons why Coyote failed is his inability to realize his mistakes and weakness. 

The question is, how many people accept in a corporate world that they failed? What is the tolerance level we have for people who failed? An individual can be successful on the performance front; however, they fall on the softer yet important aspect. Today, I am celebrating my failures, and what I have learned from my mistakes.

Most of the people managers at mid-level could not move to the next level because either they are scared of failures, not prepared for failures, or don’t realize what it takes to move upwards. During my journey, I realized that many leadership programs talk about what will make you successful rather than what will humiliate you, crush or break you. There are five possible reasons why most mid-level managers or people like me have failed at some point of time in their career: 

• Trying to do it all yourself (Do it all yourself): One of my bosses once said, “Life is beyond individual brilliance, and he is right.” The most apparent mistake by perfectionists or people who want things quickly is trying to do everything themselves, which impacts them in the long run. The right team structure is one of the ways to avoid such a situation. 
  
  
• King without troops: Wars are won by armies (troops), not the crowd. A troop of one thousand people is better than a crowd of ten thousand people. The crowd can be emotionally connected; however, it won’t hold enemies for a long time. The leaders are either unable to hire strong second-line or don’t know what to hire, due to which they fail. The other important element is to hire more competent people who can do things better than you; otherwise, everything will come on you, which is bound to fail. 
  
  
• No devolution of power: One of the common mistakes by a leader is they don’t delegate the authority or power to the chain, which delays in decision making, bureaucratic system and everyone is playing a role one level below. This is the biggest obstacle in succession planning because the team is mentally not ready or hesitant to make decisions. A good leader empowers their teams which lifts individual, function, and the organization. 
  
  
• A frog in the well: At times, leaders don’t have an outside-in view because they have not ventured out of the well (organization operations) to see how vast the outer world thinks. In such a scenario, a person may stagnate at a particular job or a role and won’t grow beyond time. The outside view gives you a fresh perspective, helps build progressive policies or measures, and most importantly, builds an external persona, which is very important for any leader. 
  
  
• Financial acumen: Imagine what will happen when a salesperson sells a product without knowing your cost of production or rock bottom price? They might end up selling at a loss or not able to take any strategic decision. The leaders need to have a holistic business overview and understanding to get the respect from their peers, internal and external stakeholders. 
  
  

We all have to taste failures many times, and we need to remember that success won’t come so easily. Afterall, even the cartoon character Coyote took 26 episodes to catch The Road Runner. You don’t need to be afraid of failures, and most importantly, you need to let others step in to help you. Future managers need to work on all the above elements at the right time to avoid saying, “Oops, I failed!” This is my story. Are there any places where you as a leader failed?

 

Article Source: https://www.peoplematters.in/blog/leadership/oops-i-failed-lessons-on-facing-failure-from-a-corporate-leader-31525

Originally written for PeopleMatters.

One Country: 36 broken systems

 

India is a federal union of 36 entities comprising 28 states and 8 union territories. In 2014, Make in India was an initiative by the Government of India to make and encourage companies to develop, manufacture and assemble products made in India. The policy approach was to create a favorable environment for investments, efficient infrastructure, and ease to operate. One of the biggest challenges for industries is the unfavorable labour laws, and that's why the government has introduced the new wage code 2020. The purpose was uniformity and simplification. 

The 36 entities of our country try to drive their agenda for their political interest rather than the larger interest of the country or state residents.  A recent example is that the Haryana government has ordered that the law under the Haryana State Employment of Local Candidates Bill states  75% reservation for locals in private sector jobs, societies, trusts, limited liability partnership firms into force from January 15, 2022. The salient points of the law are:

• The law provides for 75% reservation in private sector jobs to those with a Haryana resident/domicile certificate.
• Jobs with a gross monthly salary of not more than ₹30,000 will be up for hiring local candidates.
• The law will be applicable for 10 years.

The act will be applicable to employers of private sector companies, societies, trusts, limited liability partnership firms, partnership firms, and anyone who employs 10 or more persons in Haryana.

All the employers will be required to register their data and the compensation of the employees to the labour department website. 

The government's rationale of increasing employment opportunities to the state's local residents through such laws is a deterrent to the overall state growth. The industry has always been suffering due to the talent war due to the lack of skilled resources, and the recent great reshuffle spree has made it more challenging for them. The new reservation act is like a nail in the coffin, and the organizations will start shifting the jobs to other states to survive.  

The government is facing a lot of criticism from the private sector, and it will adversely impact the state as well as organizations: 

1. The government interference in the private sector will kill the meritocracy culture, and it will directly impact the productivity and growth of the organization 
2. The new act will hit small and medium enterprises adversely.  
3. The state government doesn't have a supporting infrastructure or education system to provide skilled people to the private organization, and again it will impact the quality of product /service.  
4. Many of the organizations will move out of the state, impacting the new investment, real estate, and state taxes. 

The government has introduced a new slab of INR 30,000 gross per month without any rationale; neither it synced with minimum wage nor ESIC guidelines. Therefore, a new register, a new audit, and one more license increase another regulatory framework for the organizations. 

The biggest question arises all these 36 entities of the Republic of India have been introducing something that is breaking our system. Due to our broken system, our global ranking in GDP and Human Development Index (HDI) is 122nd and 131st, respectively. Most importantly, we are challenging the ethos of the Republic of India, which is "equality among equals." Every person, who lives within the territory of India, has equal rights before the law.

It's time for the government to think differently and work with private organizations for the next two years to set up talent development centers like Modeling career centre and build more robust governance. The objective should be making residents more competitive to be employable anywhere in our "one country." 

 

 

Article Source: https://www.peoplematters.in/article/strategic-hr/one-country-36-broken-systems-31672

Originally written for PeopleMatters.

5 hiring trends to reinvent your recruiting strategy today!

 

Do you remember "Po," the famous character from the movie Kung Fu Panda? As much as you might have enjoyed the film (I certainly did), did you imagine a lovable, fluffy panda becoming the Dragon Warrior and bringing peace to the valley? To be honest, nobody did. Even in the movie, when Master Oogway announced Po as the dragon warrior, nobody, including Master Shifu (Oogway’ s disciple), believed the prophecy. The decision felt wrong and impossible. Yet, in time, Master Oogway’ s prophecy was fulfilled, and Po proved his worth as a brave yet compassionate warrior.

On similar lines, almost nobody will believe me when I say that traditional recruiting will die. Furthermore, organizations that rely solely on recruiters will struggle to find and nurture talent in the future. Yet, this scenario will come to pass. We have seen the indications all along.

 

Think about it - organizations have been working on strengthening the talent acquisition function for years. Yet, they haven't succeeded despite having big staffing teams, creating separate functions for talent pooling or diversity and inclusions, and seeking extended support from boutique staffing vendors. Recruitment remains a $30 billion industry, and the reason is that everybody needs "good" and "on-time" talent. Unfortunately, the traditional recruitment model has failed to deliver. The emerging code of work, fuelled by the pandemic, calls for a cohesive, transparent, and digital ecosystem to streamline talent acquisition and promote employee satisfaction.

Here are some hiring trends to reinvent the recruiting function:

Recruiting AI Chatbot - The New Dragon Warrior

Well, not a panda, but an AI-powered chatbot is the future of the recruitment industry. The combination of AI and Natural Language Processing (NLP) can solve the majority of problems faced by Talent Acquisition Leaders – including the quagmire of finding "good" and "experienced" talent "on time."

With advanced capabilities to crunch numbers and information across millions of data points, an AI-enabled recruiting platform can find suitable profiles within a second of crawling. A chatbot also takes over communication, providing real-time visibility to both the candidate and the hiring manager. From resume screening to interviewing and onboarding, the software can automatically handle all these functions while matching the suitable candidates to the right post for maximum productivity. Presently, several organizations are introducing these capabilities in their recruitment system through PeopleStrong's Alt Recruit and Workday to see incremental results. 

Focus on Recruitment Marketing

Traditionally, organizations have focused on job boards, job fairs, and other print media for attracting talent. However, local recruitment ads no longer cut when you have the option of hiring candidates from across the world. Instead, it's better to focus on creating an employee-centric online presence by investing in a branding strategy for your organization. Become active in various social communities where your "ideal" candidates are likely to hang out to attract individuals that match your company's vibe. Creating a separate function for recruitment marketing can help accelerate this process and even prove to be a turning point for your existing recruitment process.

Recruitment Scientist

Returning to Kung-Fu Panda, I'd like to quote something here. Master Shifu said, "If you only do what you can do, you will never be more than who you are right now." I find this statement to be especially true for the recruiting space. 

Take the example of technical recruiters or recruitment specialists. This is one of the most abused terms in the present scenario. In fact, the recruitment specialists who ruled the roost in the past couple of years will either fade away or shift to the role of recruitment coordinators while AI takes over the core recruitment process.

In the meanwhile, another coveted position would arise – of recruitment scientists who work closely with business leaders to create qualified job profiles and possess the capability of having technical conversations with candidates. This will help reduce the hiring lead time, cost of hiring, and, most importantly, business leaders will get more productive hours from members who spend at least 15% of their time interviewing. 

Many organizations like us have created such an ecosystem where recruiters are directly able to manage hiring for entry-level candidates without the involvement of the business. The recruitment scientist knows the actual task and evaluates candidates with the business hat instead of the HR hat. 

Location-Based Compensation

The pandemic has created extreme financial pressure on organizations while also leading to new and remote working models. Several organizations reduced operations and laid off employees in 2020 to keep the wheels turning. Additionally, some organizations are now introducing location-based compensation or a differentiated compensation strategy to reduce costs.

To make this model work, you first need to fix a base pay for a particular role or skill to ensure parity. Additionally, there can be a location-based allowance, which is based on the living costs of the area where the employee is located. 

The model helps in several ways. First, with remote hiring, it's possible to recruit talent from Tier 2/Tier 3 cities. These individuals needn't move to the metros and can continue working from their location - which saves them hassle and cost. From an organizational point of view, it becomes possible to address the talent crunch. Additionally, remote employees are likely to stick for a longer duration even at a lesser compensation, as they needn't incur any additional expenses to move to the city. 

Planned Workforce Management

Organizations have been trying to create a diverse and inclusive workforce for years. However, they haven't succeeded due to various reasons. With remote hiring, it becomes possible to focus on these elements to become an equal opportunity employer. For instance, if an organization intended to hire specially-abled individuals but couldn't because of the existing office infrastructure, that hurdle can now be overcome by giving an equal opportunity to people who can work from the comfort of their personal settings.

To reduce costs, recruiters will also focus on hiring fewer individuals. They will prefer employees who are subject-matter experts or multi-talented to bring more value to the table. 

Parting Thoughts

While the trends shared above might look ordinary, the results can be genuinely transformative depending on the seriousness with which they are implemented. Eventually, you have to follow the "Common Sense" approach to build a new and focused recruitment strategy centered on candidate value proposition, talent pooling, and primary hiring sources augmented with advanced metrics to improve the overall productivity. I like to call it the 5W approach: Who, When, What, Why & Where. Eventually, organizations that follow a proactive and common-sense approach to recruitment, coupled with intuitive decision making and cultural alignment, will emerge as the recruiting leaders in their space. 

 

Article Source: https://www.peoplematters.in/blog/recruitment/5-hiring-trends-to-reinvent-your-recruiting-strategy-today-31085

Originally written for PeopleMatters.

Talent Acquisition Function: A Circus !!

"Wise individuals absorb lessons from their errors. However, those who are truly smart learn from others' errors. Fablehaven's Brandon Mull

The irony of the corporate world is that while implementing their strategy on the ground, most organisations overlook the aforementioned assertion. The fundamental issue is that we prefer to learn from our own errors rather than those of others.

Without thinking about and executing innovative recruitment practises, an organization's credentials of success are incomplete. What come to mind when we hear about businesses in India being named "Best Places to Work" or having "Best HR practises"? We identify with their processes' ongoing evolution in keeping with the dynamic business environment. Staying current with international practises is essential in today's environment since they not only set the way for

The irony of the corporate world is that while implementing their strategy on the ground, most organisations overlook the aforementioned assertion. The fundamental issue is that we prefer to learn from our own errors rather than those of others.

Without thinking about and executing innovative recruitment practises, an organization's credentials of success are incomplete. What come to mind when we hear about businesses in India being named "Best Places to Work" or having "Best HR practises"? We identify with their processes' ongoing evolution in keeping with the dynamic business environment.

In today's world, being current on global practises not only lays the path for innovation, but also aids in anticipating societal eventualities that may not have transpired in emerging countries yet.

Businesses spend millions on branding and working with reputable recruitment services. It aids them in meeting their immediate needs and maintaining market competitiveness, but the best course of action is to take a step back and consider, "What should we do to build a better future? How equipped are we to put these novel concepts into practise?

It's time for recruitment departments across all industries to adopt a "go for the moon" strategy that revolves around candidate value proposition, talent pooling, leveraging common hiring channels, focusing on high end metrics, and increasing overall productivity through a structured approach of the five Ws (Who, When, What, Why, and Where). In order to achieve Six Sigma in the recruiting industry, organisations must raise the maturity level of their talent acquisition department and begin executing modest initiatives.

Companies who have understood that being "proactive" in this sense may pull the entire HR value chain, from developing a talent pool to tracking KPIs and putting an emphasis on readiness (employee, project, timetable, and cost), are performing better.

In order to better comprehend the current situation, it is essential to "break the rules" and think strategically.

This circus should NEVER DIE! 

माता रानी की वंदना

माता रानी का नाम स्मरण कर, हर शुभ काम कीजिए,

श्रद्धा से भरकर मन को, सच्चे दिल से प्रणाम कीजिए।

दुनिया तो बस माया है, छलावा हर एक द्वार,

भक्ति की नैया लेकर, जीवन-सागर पार कीजिए।।

माता बस इतनी कृपा करें, आपका साया बना रहे,

नयन कभी भी भटकें न, चरणों से नाता बना रहे।

शरीर कर्मयोग में रचे, आत्मा सेवा में लगे,

इस फ़क़ीर को अवसर दें, जो जीवन भर आपको जपे।।

माता हमारे कष्ट हरें, संकट सारे दूर करें,

दुष्टों का नाश करें, अधर्म का तूर करें।

हर दिल को दें शांति का वर, सद्बुद्धि का प्रकाश,

हर जीवन में भर दीजिए, विश्वास और उल्लास।