We put a lot of time and effort into the process for good reason — hiring the wrong person for an important role can be a major inconvenience not to mention a potentially huge waste of time, money, and other resources. Here are 7 key points to help you gauge the job keenness of candidates. This will ensure the right kind of hire who potentially stays with you long-term.
Aligning itself with a company’s strategic needs is not only a matter of necessity but also a matter of urgency for HR teams. Therefore, HR functions will accordingly need to step up to become a business partner and a support system in the true sense to not only maintain productivity and keep teams on track but also to support the business itself to achieve specific goals. Here are a few critical points for HR professionals to ensure teams stay on track and achieve goals in uncertain times.
Recruiters and hiring managers have to prepare themselves to brace the changes brought about by the Covid-19 outbreak and continue to hire talented candidates. It has changed how organisations attract, hire, and retain talent. Here we are looking into a few important points to cover in a renewed talent strategy.
Research is increasingly pointing out to the growth of the alternative workforce, both out of choice and necessity are gaining momentum. However, simply transitioning to the gig way of work as a measure of cost control can bring with it many new challenges which in the long run will cost organisations dearly. thought, once you are ready, the question is how can HR prepare for a smooth implementation of a gig workforce?
The process of hiring during these times have raised so many questions and doubts. Here are some of the top challenges that our clients are bringing up of late. Also here you will find some solutions we offered to them which you too could focus on during each stage of the digital recruitment process…
Writing a job description is one of the most basic HR functions. With a little thought, you can put together an appropriate job description to bring a wide range of highly talented candidates into the pipeline. Unfortunately, most often than not, job descriptions are out of date, and not changed at all once formulated, or are all too vague, or do not address the main requirement directly. Here are 6 tips that will enable you to write a good JD…
These days, there is no dearth of information available, and most candidates are well-prepared for interviews. It is easy to prepare answers for the most common, expected questions. There are also professional services that can prepare a great resume for you. So how does a company effectively decide who is the best fit and a good hire?
Employer brand is a set of tangible qualities that a company possesses as an employer. It is these qualities which become the identity of the company among all those who work or intend to work in the company. Simply put, your employer brand encourages new employees to join you, remain with you and recommend you to their other colleagues. Here’s what does it take to develop a strong ‘Employer Brand’?
The CV, qualifications and past experiences are undoubtedly very vital in your hiring process. However, if you wish to choose an ideal candidate, you need to look beyond what’s there in the CV. You might have to look at a whole lot of personality aspects to ensure you hire an ideal candidate for the job.
“I’m not surprised that suddenly there is a great emphasis globally, on the intent to hire the most skilled candidate for the role in question. The question though begs to be answered is ‘Did we not hire based on skill earlier?’. Or let’s just say that HR lost focus of the skills for some time and got enamoured by the education qualifications, certifications etc.” shares Nirav Jagad.