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