Tuesday, October 29, 2019

Hiring For Small Business – A Short Guide


It’s not a new in India particularly that small businesses do not have HR practices in place when it comes to hiring employees. The task is at times left into the hands of employees with not much of a recruitment know how. On the flip side with the advent of new technologies, small business now can have the same tools that biggies have and use them to the best of their advantage. Here’s a run-down few tips for small businesses to keep in mind while hiring.

Quality, Quality, Quality – Unlike big business trying to fill up umpteen positions that could run into double figures, small businesses have limited budget and positions and hence the concentration has to be quality and not quantity. Small business need to improvise their hiring methodology.
Facilities and Perks - If you want the best in the business, you need to offer them the same way. Good candidates always have options to choose from and if you have zeroed on some then providing them perks like work from home, a good working environment can certainly help you hire and retain good candidates
Smart Advertising - Traditional advertising is never a cup of tea of small businesses obviously because of the high cost involved around it. But, like technology has made for usage of smart tools to small businesses internet has made way for smart and cost effective advertising. Advertising on internet is effective and if done rightly gives you wonderful results
Last but not the least, the most important point around hiring for small businesses is to understand that primarily the positions are less and every position matters so the main objective while looking out for a suitable candidate is to understand that every candidate that you hire needs to contribute in taking the company or organization northward.

*Sourced from Internet


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A Worthwhile Recruiter Brand - Are You?


Building an employer brand that is strong is much more important nowadays that too when companies are putting all their concentration to increase their visibility online and followers, tweets, shares and likes are known to be of utmost importance. As per reports companies having a strong employer brands tend to reduce their hiring cost by over 43% on a long run. Another study by CEB has revealed that a strong EVP could raise the hire quality by 9% as well as the applicant base by over 54%.
These days the question of EVP development is a common in all board discussions in organizations and companies. This has been useful to some extent but on the flip side has given rise to lot of confusion and complexities around the employer brand creation. Apparently, employers who think that EVP is something that needs to be created then they are treading the wrong path for sure. The fact is that employee proposition always exists in an organization naturally enough so trying to create one could actually backfire and lead to a disconnect within the employees who are adjusted to the natural EVP.
Again trying to portray yourself differently than what you are as an organization also does not work well or help. Instead if you portray the organizations culture as it is, it could help rather. It’s not about being creative but it’s about being true.
Many organizations do not consider EVP much because they think that it could involve a high budget or finances. Apparently, it ain’t and it’s not even a very time taking process and its there in every organization. The only thing that needs to be done is to bring it to life or activate it in a way that there is optimum employee / target audience engagement.
Well, EVP is about staying away from the myths like the ones mentioned above because they do affect the brand negatively and fostering your EVP without much of a spend or money spend. You could choose your methods like surveys or meetings but the tip of the ice berg is being honest and communicate with your employees honestly.


*sourced from Internet

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Tuesday, October 22, 2019

Hiring For Small Business – A Short Guide


It’s not a new in India particularly that small businesses do not have HR practices in place when it comes to hiring employees. The task is at times left into the hands of employees with not much of a recruitment know how. On the flip side with the advent of new technologies, small business now can have the same tools that biggies have and use them to the best of their advantage. Here’s a run-down few tips for small businesses to keep in mind while hiring.
Quality, Quality, Quality – Unlike big business trying to fill up umpteen positions that could run into double figures, small businesses have limited budget and positions and hence the concentration has to be quality and not quantity. Small business need to improvise their hiring methodology.
Facilities and Perks - If you want the best in the business, you need to offer them the same way. Good candidates always have options to choose from and if you have zeroed on some then providing them perks like work from home, a good working environment can certainly help you hire and retain good candidates
Smart Advertising - Traditional advertising is never a cup of tea of small businesses obviously because of the high cost involved around it. But, like technology has made for usage of smart tools to small businesses internet has made way for smart and cost effective advertising. Advertising on internet is effective and if done rightly gives you wonderful results
Last but not the least, the most important point around hiring for small businesses is to understand that primarily the positions are less and every position matters so the main objective while looking out for a suitable candidate is to understand that every candidate that you hire needs to contribute in taking the company or organization northward.


*Sourced from Internet

Vhire4u - One of the best Recruitment Services in Bangalore


Thursday, September 19, 2019

Making Cold Calls That Work


Many of the recruiters are really comfortable with cold calling, but ask the sales reps because what they do is the real kind of cold calling. Recruiters, on the other hand, are providing opportunities to the callers and are not exactly wasting the time of their target audiences. So, firstly every recruiter should be feeling confident about calling their potential candidate and not apologizing them for their time. Let’s take a run through some of the tips on making cold calls that work –

KEEP IT SHORT AND TO THE POINT – Ya, who has the time to go through lengthy emails that too during work hours. So, if you are sending a mail or call, keep it short. Highlight only the points that are important from the candidate as well as recruiters point of view. The reason behind the communication (their good profile), an awesome opportunity and why they need to talk to you (great company, great opportunity, great perks)
GARNER EYE BALLS – Always highlight what they are going to get, like opportunities, career growth, work environment, flexibilities, perks and more. Be to the point and clear also when making a cold call and then ask for a suitable time to talk.
GIVE IMPORTANCE– Everyone likes to hear about themselves anyways, and when it comes to recruiting it’s even more. So, the idea is to make them feel important. If it’s an email then have an attractive headline, and if it’s a call then talk to them while referring them as you and ask them for their time if they are interested.
CALLING IS BETTER – Though emails do work for some people, calling on a direct number is always a great idea more so if the candidate seems to be a high potential one. Though it might surprise many, for many recruiters it has worked effectively. When it comes to India, particularly, calling works better always because it’s direct, one on one and immediate.
In a nutshell, these days technology has already eliminated many barriers of communication, making it faster, easier and convenient – be it active or passive. But, all it boils down to is the way you craft your communication because in the end communication is the key.


*Sourced from the Internet

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Wednesday, September 18, 2019

How To Deal With A Bad Hire


Every brand, company or corporate has to undergo the pain of a bad hire at some point in time. But, once done, undoing it isn’t an easy task because you have already got into a sticky situation. Though, learning from your mistake is the first step you can take to work around it but you do need to find a sensible way out. Document the points about what went wrong while doing the hire primarily. Then, make a list of points that need a review before hiring.
  1. Devise a meticulous interview process – In order to help you foresee the performance of a candidate in the future, document all the verbal as well and non-verbal traits and behaviors of the candidate. This could especially be used for review before doing a hire.
  2. Design a thorough process for screening – Even though the hiring is done through the HR team and the recruiters, always try to design a methodology to record and evaluate the steps and how to use the evaluation in the future.
  3. Communicate the Company Values – The company values and its culture need to be defined and communicated to the applicant in order for the candidate and company to understand whether he or she is a culture fit or not.
  4. Understand their objectives – We spend most of the time of our day in office once we start working and hence it is very important to understand the candidates' role and how it is in sync with his or her goals in life as well as temperament and behavior. It does require a good ear though.
  5. Check on Previous Work Experience – Use the information around the previous experience of the candidate to find out the problem-solving abilities, the value systems, and overall skill sets. Visiting their social media accounts also gives you a sneak peek into your candidate.
These are just a few points that you need to keep on your checklist to avoid bad hires. As once the onboarding is done, and you find that the hire is bad and it’s not a situation that could be given time, then better to cut off early in order to avoid further losses.


*Sourced from Internet

Vhire4u is the Lading IT Job Consultancy in Bangalore