A candidate journey through recruitment is shown on left hand side and with text Engagement 101, adding human to candidate experience

Adding Human to Candidate Experience

by with No Comment Employer BrandingEngagementHiringJob MarketStartups

“Engagement may seem like it begins with the employee but Engagement starts with Candidate Experience.”

“HR have ghosted me” One of the very valid feedbacks we get from candidates is low engagement from recruiters.

Given that recruiters are hiring for multiple positions and don’t usually have the bandwidth to reply to each and every candidate, for a simple reason of sheer magnitude of hiring that happens. (Forgive them a little 🙂 )

But there are a few ways to make the candidate experience both personalized and where the candidate doesnt feel ghosted by HR.

Firstly, the recruiters should focus on building the image of the employer with few choice words, especially in start-up times. How do you come across is the main part, especially the first call and interview. This is Human Resources, neither you nor the candidate is indebted to “Getting the Job”.

Be honest, and say only if we like your profile, we will get back. Be consistent, if you are not able to reach back to a candidate drop them a message nonetheless.

“Remember every candidate in the process, is an employee in the making.”

This reminds me of one of the organizations where I was ghosted on the day of the interview but you won’t be able to guess that I did end up working there and perhaps, was one of the best tenures for me.

As I said the recruiter has to be human as the candidate is one.

Secondly, how do you make sure that 100s of people are feeling ghosted? This is resolved simply by making clear statements. “We will get back shortly” shouldn’t mean that you talk to the candidate in 20 days. Make sure you use the right words. Get your script in place and make sure you can create the company image as the interview process goes on.

And get back to them shortly, seriously, be a responsive hiring organization.

As for feedback, not every time recruiters get the best feedback from the hiring manager. So give feedback which is sandwiched between two great points about the candidate and one point where improvement is needed.

I know, honestly is desired but sometimes it is okay to be kinder than honest. Let them know there is always a next time.

Perhaps throw a Rangoli in the mix to switch things up. I kid. I kid.

On the other hand, to all candidates remember, your recruiter today is your colleague sometime later. A little humanness from your end will not go to waste. So show up when you say you will show up. If you hate being ghosted by recruiters, ghosting them back is only bad karma.

Four people are shaking hands, two men, two women

Why Leaders Need to Hire Their “A” Team?

by with No Comment HiringHuman ResourcesJob MarketStartupsTalent Acquisition

In the world of talent acquisition, one golden rule stands out: “A” teams hire “A” players, while “B” teams hire “C” players. This principle highlights the crucial importance of building a top-tier team from the very beginning. Here’s why leaders should always aim for their “A” team:

1. Excellence Breeds Excellence
“A” players are high achievers who set and maintain high standards. They inspire and challenge their peers, creating a culture of excellence. This domino effect ensures your team consistently performs at its best.

2. Innovation and Growth
Top talent thrives on innovation and creativity. “A” players are not just problem solvers but also visionaries who push the boundaries, leading to groundbreaking solutions and continuous growth for your organization.

3. Strong Leadership Pipeline
Hiring “A” players creates a strong pipeline for future leaders. These individuals possess the skills and mindset needed to step into leadership roles, ensuring your company’s long-term success and stability.

4. Positive Workplace Culture
An “A” team fosters a positive, collaborative, and dynamic work environment. They bring enthusiasm, dedication, and a can-do attitude, which boosts morale and employee engagement across the board.

5. Attracting More Talent
High-caliber professionals want to work with other top talents. By establishing an “A” team, you create a magnet for attracting more elite performers, perpetuating a cycle of excellence.
Avoid the “B” and “C” Team Trap
“B” players, while competent, often feel threatened by “A” players and thus hire “C” players to avoid being overshadowed. This creates a downward spiral in talent quality, leading to mediocrity and stagnation.

Your hiring decisions set the foundation for your company’s future. Prioritize assembling your “A” team, and watch your organization soar to new heights.

Untitled design

Hiring Gone Wrong?

by with No Comment HiringJob MarketStartupsTalent Acquisition

One of the key factors, when we have discussions internally or with clients, is why hiring goes wrong in certain cases.

The question remains how do you qualify someone as a wrong hire?

It is especially true when someone doesn’t align with the culture and working environment and in some cases, the alignment of roles and performance doesn’t match.

-The Problem of Culture Fit?

One of the key ways to avoid this problem is to be extremely clear on who you are as a company and that can only happen if you can pinpoint your employer brand.

Ask your employees how they associate the company and what as a founder or captain of the company, how you perceive it. The amalgamation of these two will give you the answer.

Although a long interview process is exhausting, take that as a point of discussion- one round simply is not enough and one needs to understand who the candidate is and whether they thrive within the culture of the company. You can avoid a lot of Culture Fit mishaps by being open and transparent.

Make your interview process a discussion first process.

-The problem of performance-

Is the employee unable to perform basic duties or are you not providing the right tools?

In this case, have multiple rounds of discussion, and understand the pain points for them, and with resources provided, they most likely can perform and in the unlikely scenario that they still can’t perform, make a clean break.

Performance is indicative of both the organization and the employee. Introspection is very important but so is to understand when you cut your losses as an organization and as an employee.

Not even a match will work out, but if you look for the right behavioral traits and indicators, you are bound to find more matches that work in your favor.

Performance v/s Potential

Performance v/s Potential Hiring

by with No Comment Job MarketStartups

Recruitment seems like a fairly transactional process, you have a role, a place for a person in your organization, and you give that vacancy to your recruitment team, elaborating what kind of person you are looking for and what will be their roles and responsibilities.

Once this is done, you can advertise the role, screen the resumes, hold interviews, and voila you are done with the process. What we fail to realize is that all sides of this transaction are with people.

Manpower Planning – When the vacancy is identified, it is usually on a singular basis in a team. If it is a large organization, then it will start as a requisition (in case of a new role) and then be approved if it is a replacement, it will go straight to HR.

In MSMEs or start-ups, usually, the head will have the autonomy to hire. And will have a similar requisition structure. The possibility of an internal fulfillment or IJP can be introduced, depending on how the policies of said organization and how old the organization is.

On the surface, Recruitment is a fairly easy process but if not done properly, it leads to overhiring, correction, and misfit employees that don’t gel within the organization.

Three main points to ask while hiring-

Performance or Potential
If it is a replacement hire, you hire a candidate who is well-versed in the field. If you are hiring a new resource, hire for their potential

Fresher Hiring

One of my managers said that freshers should be hired based on their sincerity and ability to learn. Rest can be taught

Culture Alignment

If you are a fast-paced organization, you hire from a legacy organization, they will most likely feel outpaced, and similarly, start-up folks feel they have been put in slow-mo when they use more traditional organizations. Hire people who not only know what to do but are also able to fit with the existing teams and culture.

Sustainable Choice for Attracting Top Talent

A Sustainable Choice for Attracting Top Talent

by with No Comment DiversityEmployer BrandingInclusionJob MarketStartups

Gen Z are looking for companies that walk the walk on sustainability, not just talk the talk. Going green isn’t just good for the planet, it’s a smart business decision that attracts and keeps top talent.

By implementing eco-friendly practices, you’re not just protecting the environment, you’re creating a conscious workplace culture that resonates with today’s generation.

So, what’s the ROI on this “investment” in Earth?
It’s a win-win! You get a dedicated, engaged workforce and a healthier planet.

Let’s break it down:
ROI stands for Return on Investment. It’s basically how much you get back for what you put in. When it comes to Earth, the “investment” is protecting its resources, and the “return” is a thriving business and a happy planet.

Here are some easy eco-actions you can take at work to attract and retain top talent, with benefits for everyone:

  • Give your office a makeover with a sustainable twist! Use recycled pallets for furniture, or host a competition for teams to create eco-friendly decorations from recycled materials.
  • Open the blinds, and embrace the golden hour vibe (save energy).
  • Ditch the Printer Habit (unless double-sided & recycled paper!) – Go digital!
  • Encourage your team to carry their refillable bottles, coffee mugs etc.
  • Skip the plastic utensils, straws, and cutlery at the office.
  • Reuse those notebooks, pens, and paper clips.

It’s those small efforts that can add up to big results!

People being part of Appraisal Cycle

Appraisal Cycles – Are you getting the best of them?

by with 2 Comments AppraisalJob MarketPerformance Management

As the curtain falls on another appraisal cycle in India’s dynamic job market, let’s reflect on the buzz surrounding the direct connection between performance appraisals and compensation—a strategy brimming with valuable takeaways, particularly for the young professionals of today.

Imagine a scenario where your hard work doesn’t just earn you praise but tangible rewards that reflect your dedication. That’s precisely what happens when performance appraisals are tied to compensation. It’s a potent motivator, propelling you to exceed expectations, achieve milestones, and leave your mark.

Retention takes centre stage in this narrative. In a landscape teeming with opportunities, organizations are stepping up with competitive compensation packages directly linked to performance. It’s not just about retaining talent; it’s about demonstrating appreciation and value. This fosters a sense of loyalty that nurtures stability and growth within the workplace.

Yet, the most transformative aspect lies in the realm of improvement. When your efforts translate into tangible rewards, it catalyzes a cycle of continuous growth. It’s not merely about meeting objectives; it’s about constantly raising the bar, honing skills, and striving for excellence in a dynamic environment.

However, the flip side of the coin is the risk of feeling undervalued and unfairly treated. When employees perceive a disconnect between their contributions and the compensation they receive, it can erode morale and breed discontent. Therefore, it’s essential for organizations to ensure transparency and fairness in the appraisal process, addressing any disparities and ensuring that hard work is duly recognized and rewarded.

Transparency and fairness are the pillars of this paradigm shift. By aligning appraisals with compensation, organizations signal a commitment to recognizing and rewarding merit. This cultivates an environment of trust and equity, where every individual understands the rules of the game and has an equal opportunity to succeed.

As we bid farewell to another appraisal season, let’s distill these insights into actionable lessons: Your hard work should translate into tangible rewards that reflect your dedication. Loyalty is not merely expected but earned through recognition and value. And finally, improvement is not a destination but an ongoing journey fueled by clear incentives and boundless potential. Let’s embrace this strategic alignment as we navigate the exciting paths that lie ahead in our careers.

Are you reading for the new job market reality?

The Layoff Season 2024 Continues: Are you prepared for it?

by with No Comment Job Market

Companies continue to lay off 8-10% of their workforce, especially in tech with YouTube, Discord, and Paypal. The latest is SpiceJet, the latest organization letting go of their tech and non-tech staff. Pairing with funding winters which continue to plague the start-up world, the employee. With Growth being replaced by Profit, the bottom line chase has impacted the employees significantly.

The rise of the number of employees in 2022 from 80,000 to twice, coming at roughly 164,969 tech workers and the number rising for non-tech workforce. Signs for the tides being turned and slowly the market becoming more employer-focused, the job seekers need to understand these new trends where job security has come out to be a myth. 

There is a lot that can be done from your end to make yourself a star candidate for the current times –

  1. Have transferable Skills

Knowing your domain is excellent but having transferable skills that can be used in various industries will help you widen your net for prospective opportunities.

  1. Have a dazzling Resume 

No matter what you do, have a resume that speaks for itself. It truly should represent not only what you have done so far but also your future career prospects.

  1. Network, Network, Network

It may seem redundant but having a professional network will always outweigh a good application. Here you already are a shoe in and all you need is to get through the interview process.

Build that network which acts as a security blanket.

  1. Mental Fortitude

It may seem as if every career coach, HR, or even one random LinkedIn account will give you the same advice, and that is to know that getting laid off in this economy has nothing to do with your talent or skill, it is simply an arbitrary decision. Keep your job hunt going before the final gong so to speak.

  1. Start your job hunt ASAP

This may seem counterintuitive especially if you like where you work, everything is hunky dory but having a backup would always add to your confidence and let you also see the opportunities available in the market. 

These are only some ways to weather the storm that looms over the horizon, but also to bolster yourself with skills that are in demand within your domain, recessions come and go but knowing your worth and enhancing your skill will always be in trend.