Wednesday, November 28, 2018

Inbound and Outbound Recruiting - The Better Way

One of the two major strategies used in recruitment today are inbound and outbound recruitment. There have been debates and speculations on the better of the two as well. They are the buzzwords in recruitment today and before we come to a conclusion on which one is better, let us first understand the difference between the two forms of recruitment. 

To explain the difference in easy and understandable terms, inbound recruiting is about the candidate coming to you for the job while outbound recruitment is about you going out and about to search the candidate. Both have different philosophies and follow different approaches and strategies as well. 

Inbound recruitment – Here in your main objective is to make the candidate aware, then consider you as a potential employer and then get interest of the candidate. For this, inbound recruitment uses the methodology of proactively targeting and attracting the candidate.  Inbound recruitment is more about recruitment marketing which includes awareness, consideration and interest as mentioned before. 

Outbound Recruitment – In outbound recruitment, you only approach the candidate when there is an opening or requirement in the firm and not otherwise. Your objective here is to get the candidate into the stage of applying for the job. Outbound recruitment is out and out direct recruitment that includes applications, selection and hiring. 

So, which one is better? Actually it depends upon your objectives and goals. If you are looking to build your company up as an employer brand and have a long term solution to your recruitment requirements then inbound recruitment is for you.  Outbound recruitment is a temporary or immediate solution comparatively.  Though inbound recruitment is slow process and takes time to show results it does work really well on a long run in terms of getting quality candidates, saving time and cost as well. 

Here’s a simple example to explain the difference. If you are following the inbound recruitment strategy then you show case your employer brand on different communication channels, online and offline. This visibility gets many candidates aware about your company as well. In out bound recruitment, you search for the candidates and then reach out to them when you have a job opening. 

So, if you look at it, it is pretty clear that inbound recruitment is a better idea if you want to establish your company, service or product as a reliable employer brand. 

Tuesday, November 13, 2018

How To Maintain A Work Life Balance - 5 Simple Tips

Millions of people around the world are already struggling with creating an ideal work life balance. With lifestyle becoming hectic and competitive, mental stress is on the rise. People are spending long hours at work resulting into added stress and anxiety issues cropping up.  A survey carried out in Britain has shown that over two third of the Brits who are working are not happy as they are not able to maintain their work life balance. The survey further mentioned that around 18% of them wanted to spend some time reading while 15% wanted time to watch their favourite TV shows and 14% was looking to pamper themselves. 

1. Learn to Say No when required 
There’s this saying you can eat only as much as you can digest’ and this very same saying holds true with your working schedules. Your body needs rest to and if you load it with work than its capacity, the output is going to be affected adversely for sure. So, there is no point in putting too much load there. Learn to say no or don’t feel ashamed of asking for help with there is loads of work to be done. 

2. Work Smart not hard
Learn to work smart then hard. It’s not difficult the easy way out is to prioritise your work on the basis of importance and time. You may decline the meetings that do not need you to be there. You may further set deadlines to complete your scheduled tasks so that you know where you stand at regular intervals of time. You can plan out the next ones accordingly and complete your work on time. 

3. Be at home when at home
People take their workloads along with them to their home literally as well as mentally. Many of them work from home as well and many think of work when at home causing themselves a lot stress and mental distress. The good idea is to write down your to do list for the next day before leaving office and then going home with an open and relaxed mind. 

4. Give yourself time 
A recent study says that quality me time can better your output as an employee.  Try to give equal importance to your self-care regime, apparently as much as you give to your career. After all it is for your own well-being. Think of it as an exercise of your own mind and body for better output at work or may be the way your vehicle requires maintenance so does your body and mind. 

5. Exercise 
The key to a healthy mind is a healthy body and for a healthy body you need to exercise. So, take out time from your daily chores for a brisk walk or a jog or may be a half and hour session of yoga or exercise. See the difference after a couple of weeks. Your stamina, your health and you yourself as a whole will show a positive change. So take out time from your schedule daily and spend some time revving up your engines.

"At VHIRE4U, we understand that nothing but quality guarantees a long term relationship with our clients and candidates. A robust recruitment process strengthened by well designed practices and a strong team ensure meeting our end objective"

*Sourced from the Internet

Tuesday, October 23, 2018

How Do Tech Giants Like and Tesla Hire - A Few Tips

People are the backbone of any organisation and equal stake holders of its success. Besides, these companies are some of the very few ones that are very particular on getting the best on board is why they have such a thought out and organised hiring process

So let us know about how these giants pick the top tier talents from the sea of applications that flow in to their offices. 

Google is one company that receives a huge influx of over a million applications every year.  It was once known for asking riddles or brainteaser sort of questions to its candidates. They soon learnt that the method wasn’t efficient enough to judge the ability of a candidate. Soon their rectified the method and now use evaluation tests as well as structured interview questions for doing the same. The process for hiring engineers includes involving engineers from different departments in the hiring process so as to include variety of employees besides maintaining high hiring standards. 

Tesla has also joined the league of face book and google recently and is known for its challenging interviews. Though the hiring process is not similar to what tech companies of the silicon-valley generally follow. Many a times their interview rounds include presentation to the hiring team about their previous projects and taking questions from the team followed by one on one interviews pertaining to the role. 

Tesla is known to be quite upfront while hiring and is even to tell the candidates that they need a lot of people who want to be a part of Tesla and hence everyone has to make their point for why Tesla should hire them instead of anyone else. They further add that if they are really up for the challenge they should know that no one can come any near to them if they were hired.  Even though it sounds harsh, TESLA employees do say that their voices and ideas do matter hence their hiring process does make sense. 

Facebook follows a standard but thorough process of hiring though their main focus is diversity in working experience. It is also known for the campus tour it provides to all its candidates just to make them feel comfortable at the vicinity.  First the candidates go through an on call interview with the hiring team and potential team members. Later on there is a series of in person interviews and campus tour. 

They also have a four point scale based internal feedback form for the hiring team. The team is asked to give a yes or no feedback on whether the person should be hired or not and even rate their level of confidence on a four point scale. The can view other team members feedback once submitted. The final decision is around hiring is undertaken by the hiring committee that includes the hiring manager as well as the directors after visiting the reviews of the hiring team and considering factors like compensation and more. 

Choosing the right people can helps an organisation bloom to its fullest and the above mentioned organisations are a befitting example of the same.  Undoubtedly, their efficient hiring process is what works for getting them the best out of the rest. 

*sourced from the Internet

Wednesday, October 10, 2018

Hiring Tips from Amazon Head Honcho, Billionaire Jeff Bezos

Well, you and I know him and the world knows him as the richest man in the world. Ah! it’s Jeff Bezos, CEO of Amazon and the wealthiest person alive as per the recent list of Forbes.  While, the self-made billionaire, Bezos is the torch bearer of the giant organization Amazon, it’s his team that is working behind the scenes to keep the business going great guns. For those who aren’t aware about Jeff Bezos much, here’s some information about him. Jeff Bezos was doing a job at Wall Street before he quit in 1993 to establish a startup called Amazon that was primarily into selling books online, almost two and a half decades back. 

Considering the tremendous growth this company managed to achieve, you would certainly be keen to explore the hiring strategy of Bezos, all because undoubtedly an organization is driven by its people as much but its leader. Here’s a sneak peek in Bezos ways of hiring at Amazon - 

Efficient Hiring process not Necessary – As per Bezos, only the best be hired no matter how much it takes. He says he’d better screen out 50 candidates and not hire a single one, if not found best suit. It’s more the vision because on a long term that employee would not be much of a help to the company and the company would end up at square one again. In short, a bad decision in hiring can cost a lot more to the company than the cost of a hiring procedure.

Raise the Bar with every Hire – When Amazon was a Startup, Jeff used to take candidates through tough interview rounds. Eventually it expanded and now it’s the hiring managers who conduct the interviews. Yet, the modus operandi is based on Jeff’s vision around hiring people of the kind who made Amazon what it is today.

He only asks them three questions.

Will you be able to admire the candidate?
The idea is simple, hire the best and leave the rest. If you truly admire the skills, take him/her in.

Will this candidate be capable enough to raise the bar of the organizations level of effectiveness?
Amazons philosophy for hiring is, build to last. Bezos wants his hiring managers to hire people who are capable of working in teams and enhancing each other’s performances.

In what dimension might the candidate show a superstar performance?
As per Bezos, the best candidates should take positions that can bring the best out of them for the betterment of the organization. There are candidates that apply for a certain role but are more  or rather best suitable for some other position. Well, the hiring managers need to have that acumen. 

Hiring is not one man’s Decision – As per an ex-employee, Bezos believed that hiring was not only a team effort but a team decision as well. Hence, multiple people conducted the interviews and then met up for discussion and finalization of the same. Each one had to vote as well. Even if one of the team members said no, it meant rejection of that candidate and search for a new one.

Well, it’s commendable that Amazon stayed afloat, managing to survive the influx of dotcoms in the early 2000s and grow into a mammoth brand that it is today and yes, its people are major stake holders of the golden harvest its reaping today.

VHIRE4U chooses specialist consultants who are the best in their verticals of function to deliver the spectacular results to the clients. 

Thursday, October 4, 2018

Unemployment Rate at Peak in India - Report

A recent report released by the Centre for sustainable employment has revealed that employment India today is at its peak considering the statistics of the past 20 years. There is not only a shortage of jobs but the wages are also depressed. The state of working India 2018 (SWI) report says that unemployment in India in youth stands at a staggering 16%, viz. highest in the past 20 years.

The report that is written by a group of journalists, researchers, civic society activists and policy makers has also highlighted the fact that the rise in GDP of the country hasn’t affected or caused any increase in employment. The increase ratios is only 1% increase in employment against 10% increase in GDP. 
Earlier, the problem was a bit different. India had the problem of underemployment as well as low wages.  But the recent reports reveal that its unemployment big time that has cropped up to a staggering five percent. The economy looking good either with petrol prices touching the 100 rupees mark and the rupee losing its weight against the dollar and crossing the rupees 70 mark. Additionally education over the past decade has got its dues and as the school admission rates have increased but the job market hasn’t got any spurt as such. Even the quality of education before and now has changed drastically and rather negatively. It is a serious issue and needs to be looked into. 

A study around the employment scenario highlights the fact that growth and employment relationship has gone weak over the period of years. It also focuses on the low earnings. As per a report of 2015, 67% of Indian household had an income of around 10K. Comparatively as per the 7th Pay commission, the minimum salary recommended comes to 18K. This means that it’s below standard. Also, in unorganized sectors 90% industries pay wages below the minimum CPC. 

Presently the GDP is 7% but employment growth is 1% or less while comparatively in the 1970’s and 1980’s GDP was only 3% but employment growth was 2% per annum. Well, its time India looks into the unemployment issues in India and works out reforms to change the present scenario. 

*Sourced from the Internet