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

Thursday, September 12, 2019

5 Qualities Of Great Hires Straight From Hiring Experts

Hear it from the horse’s mouth about the qualities that great hires need to have, as the head honchos of top corporate giants share their list here. One of the Vice presidents of a big company believes that the success of every company including its operations, its values and even the way its team interacts begins with the type of people that work in that organization.

Positive Attitude - People with a positive attitude can bring in a lot of positivity within the organization. It’s apparently contagious and their go-getter kind of outlook does help in repelling the negativity and boosting the morale of others in the organization.

Integrity – It is a vital quality that not everyone seems to have. It’s the ability to handle oneself in gray situations and managing to be transparent, honest and speaking up when witnessing something wrong going on in the organization, irrespective of who is doing it.
Agility – Flexibility is another vital trait to have when hiring a candidate for your organization. The business has good days as well as bad days, so flexibility helps in overcoming failures based on earlier experiences. You can always look into their previous work experience and stories to find it out. This is significant because the business landscape is always changing.
Business Oriented – Field knowledge is again top priority because at the end of the day with all the qualities and no knowledge of their own work wouldn’t help the business in any way. People who are not only masters of their work but also stay updated with the latest in the field, because change is the only constant and staying up to date is important, particularly in subject matter expertise.
Team Player – Does the candidate suit the culture fit. Yes, working in an organization is not a solo effort, it’s about teamwork. So, before hiring always think whether you would want to sit next to the person and converse while on a business trip because, if you and your peer can gel well, it would definitely make a big difference to the productivity and organization as well.
Well, these are only a few of the qualities that are needed and employers look for when hiring. If your hires do match most of these then you are certainly managing to do great hiring.

*Sourced from the Internet

Wednesday, September 11, 2019

Spicing Up The Job Descriptions For The Job Aspirants

Job descriptions don’t have to be boring and just include the work profile you require for the organizations. Spice it up, not with something that is said for the heck of saying, but something meaningful that makes the aspirant think of applying more than anything else. Job seekers are always looking for value additions when it comes to choosing in between firms. A job description that gives more than just a job profile information against that which offers information about the company culture works and is purposeful definitely is garnering quite a few eyeballs. Here are a few tips around making your job description interesting enough -

Growth Opportunities – Job description obviously includes everything around the job profile but pepping it up with what’s in store at the office for the job seeker as far as not just the job is concerned but the future of the aspirant more so.

Company Culture – A job description already means information around the job profile and that every position from every company will have. What job seekers are looking to know is more about the company, its culture and core values.

Showcase Personality – Rather than just a bland job description, the description that speaks the language that is industry-specific and unique to your organization or the role can attract a lot of eyeballs for sure.

Highlight Advantages – Let the potential candidate know about the company’s efforts in ensuring an enjoyable environment. If the company is into CSR and philanthropy, let the job seekers know about it. It’s not just about competitive salary these days it’s also about perks like flexible works routines, student loans, training, gym memberships, team outings and more.

Well, if the candidate knows about your company’s mission and culture, it will give a fair idea to the candidate about how it’s going to be working there and help him decide whether he or she is a culture fit or not and also allure them for applying considering the benefits.

*Sourced from the Internet

Thursday, August 29, 2019

Welcoming New Employees To The Organization

Not all employees undergo a proper joining procedure before they start working. Most of them usually undergo formalities like computer allocation and overview through the company policies, bank account, income tax, and insurance-related formalities. But, Pre-boarding and Onboarding processes are very advantageous. This is how
Pre-boarding is a process that is after the candidate accepts the employment offer and before their joining day. This helps save a lot of time of the employees and gets them working right on the first day itself. Thus, pre-boarding is nothing but simply preponing the process before the employee’s joining date.
A  better idea is to manage the pre-boarding activities and make it a feel good affair are as follows.
  1. Inform the employee and the team through a welcome mail
  2. Ask the employee to come before the joining date for a complete tour of the office and familiarity with the working environment and colleagues
  3. Have an introductory session in a casual setting like lunch meet of the employee with the colleagues.
  4. Connect with the employee from the very beginning and make them feel comfortable. Ask them to be free to ask any queries they have or doubts in mind if any.
If you think from the employees perspective it’s a very important day for the employee as well as it is a major decision for the employee. At times employee wouldn’t immediately accept an offer because of the uncertainties related to leaving the previous job or not and the new role as well as the new company environment suitability.
Even though onboarding is one of the most vital parts of an employee’s inclusion in the team, doing the whole process before the joining date is a good idea. Get the paperwork done all before the joining and keep up the hype of the hiring process till the joining day.
Well, the end result -your employee is on the job on the very same day.

*Sourced from the Internet

Wednesday, August 21, 2019

Looking For A Customer Support Job – Here’s What You Need To Know

With the competition increasing by every passing day, customer support is gaining utmost preference with companies. Gone are the days when brands, companies, and services did not pay much heed to customer complaints. In the age of social media and viral media, one customer complaint can affect the bottom line badly. A customer today is the heart of every company’s sales strategy. If the customer is happy it works wonders in spreading the word about the product or service and enhances the company’s ratings as well. So, the idea is to keep the customer happy through prompt and quality customer service to increase word of mouth and brand loyalty too.
Well, that’s the reason why the job market is brimming with jobs in customer support. Though, to excel in the field you need to possess certain soft skills like Patience, empathy, friendly nature, positivity besides communication skills of course. Apparently, like any other job even customer support isn’t a cakewalk. You need to deal with people from various parts of the country, with different moods and personalities. There could be people who do not talk politely, are rude, might scream as well. So, deal with all this, you need to have a lot of patience and a calm state of mind. In the end, you need to be the problem solver for the customer and make him/ her feel satisfied with the offered solutions.
So, if you are looking for a job in customer support as a fresher your the resume needs to answer the question around why you think you are a perfect fit for the job and highlight those traits. Well, if you are already experienced, just summarize your experience that includes your job responsibilities and accomplishments.
Prepare well for the interview. Always consider every interview you attend to be the first of your life, have that thirst to crack it. Neither being overconfident nor underestimating the company you attend the interview for is going to help. Be grounded, do full research about the company and be prepared with a story about how you can be the customer support professional they are looking for. You may keep a few examples ready to share where you have helped a customer around problem-solving and made them smile at the end of the conversation.
If you have what it takes to be a customer support team player, nothing will stop you from excelling in this field. All the best and happy working.

*Sourced from the Internet

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Tuesday, August 20, 2019

Seeking A Sales Job? Here Are A Few Tips

A sales job is the best option for people who are outgoing, motivated, and result oriented. The entry barrier is low and the potential to earn high is great. Well, the first thing you need to do if you are looking out for a career in sales you need be smart enough to crack the interviews.

Though, a highly challenging and target oriented area, sales provides a lot of benefits as well. Primarily, as the approach is target oriented, the simple mathematics is that more you sell, the more you earn. Now in a sales job, you don’t have to be stuck to one industry. The opportunities are limitless in this field and you only have to know how to close. Sales also offers huge opportunities to meet and network and for the social this a pro. The career is exciting without surprises in store to a large extent. You know about the targets you have to achieve and also what to do to achieve them. Luck does play some part but that’s for everyone ain’t it?
Target oriented job does bring along high stress levels also in case you are not able to meet the requirements or are running out to time. Again, this is not because of an individual’s talent, it could be that some companies just can’t succeed due to reasons like high pricing, better competitors or lack of interest from the buyer due to any reason known to the buyers.
This only highlights the point that while looking out for a sales job, the need to research the details about the company becomes very important. A few other points you need to keep into mind if you think you are the made to sell, are as follows –

Sales requires hard work not just smart work. This is one job where you need to do it every day, look for potential clients and try to close them as well. Another vital point is to be wary of the customer’s needs. Put yourself in the customer’s shoes and find out what is that the customer is looking out for and in what budget. 

The objective doesn’t have to be only to get the customer’s money. Selling hard is okay, but equally important is selling right. Ethics and morals will take you a long way in this profession and will gain you loyal customers and help you gain more through word of mouth as well.

Well, when you are starting your career in sales, finding the right job also matters. As mentioned before at times it’s not about the capabilities of the individual but products/services of some companies just don’t sell. 

Hence, it is advisable that you target companies that are successful. Do research about the company, its competitors and target audience before you go for an interview. Last but not the least, look for a work area of your interest. If it interest you is when you can excel.

Well, working in sales can be taxing but stay motivated but reminding yourself about the pros of it, that’s when you can succeed in sales.

*Sourced from the Internet

Monday, August 12, 2019

How To Find The Right Culture Fit For Your Organization

Hiring the apt candidate is like fishing out a pearl from the ocean. You have the task of choosing that one candidate who suits the culture of the organization perfectly in comparison to all others. But, finding that one isn’t a cakewalk. Asking smart questions and candidates answering them smartly is not that difficult unless the questions revolve around finding a misfit for the organization.
Even the meaning of culture fit is at times conveniently interpreted as in someone who has the same background as others in the organization. This kind of approach could leave scope for the inclination to a particular candidate during the assessment.
At times, with an objective of asking appropriate questions the recruiters, try to dig on the internet for popular questions around the topic. Even though these questions are good to ask, they apparently don’t get you near to the answers rather information you want to know about the particular candidate.  
To pick the right fit for the candidate, you need to identify if the candidates do have the values that your company also believes in and how they can blend it into the work they are going to do in your organization. Hence, taking help of internet would not help. To ask relevant questions that help you pick the right candidate for your the organization, you have to understand not only the values of your company and try to rephrase the questions for the candidate in order to get answers that help. Also, another point that you need to take into account is that at times candidates are not able to use the proper words or phrases to convey what they feel exactly.
Ask them questions about problem-solving done by them for the organization they have been working with or have worked with and how they instilled their values into their work habits. It’s apparently not just about the relevant qualification of the candidate and even if you have a team from various departments to pop questions around the culture it is absolutely alright.
Well, today most recruiters do consider culture fit as a vital criteria for hiring a candidate and that it only adds-on towards adding the most desirable and valuable asset to the organization.

*Sourced from the Internet

Wednesday, July 17, 2019

How To Write Rejection Letters To Candidates

Rejection as it is not easy to digest and hence, many companies abstain from sending rejection letters. But, as far as candidates are concerned, they do wait to get a reply from the recruiter they apply to and are excited about. Many times recruiters feel awkward kind of to let the candidates or applicants know about their rejection in passing through the recruitment process. But, many surveys have already brought this fact forward that candidates do expect the employers to reply back even if it is a no.
Apparently, not replying to a candidate might just affect the brand value of a company service or brand. So, how to go about it and convey that no in a way that the message goes across and your brand value is also untouched. Here are a few types of rejection letters that you might choose to send to the candidates or applicants you have decided to say no.
  1. Short and simple – This sort of letter is crisp and clear with a simple message letting the candidate know that they are not selected and that there's always the next time. The letter though direct and blunt needs to be drafted in a way that the candidate does not feel offended and takes it as a genuine response. This letter is common for all the applications.
  2. Personalized - Personalized messages bear the name of the candidate and does convey the exact reason behind not hiring them thus helping them work in that area and grow. It is not a letter that criticizes or discriminates but highlights what you wanted your candidate to have. For example, if you are hiring a candidate with experience in a particular area and a candidate was rejected because he/ she does not have that, you may put it across stating that you were looking for a candidate with experience in so an so area.
  3. Lengthy - At times short letters don’t go well, so a lengthy letter works better particularly when the interviews are conducted on a video call or phone. These letters need to have a line of appreciation for the candidate for taking their time out for the same other than putting the rejection message across.

Here are a few tips to consider while drafting that rejection letter. Primarily, rejection letters should be sent only before the selected candidate accepts the offer. Do mention about future possibilities in-store with the organization. Do praise for the qualities worth consideration and don’t extend the conversation further. All these tips could help you communicate with the candidate about their rejection in a way that is not offensive and maintains your brand's value too.

*Sourced from the Internet

Monday, June 24, 2019

How Global Companies Are Providing Work From Home Opportunities To Work From Anywhere In The World

Work from home is not new in India or anywhere in the world. You do get many opportunities to work from home these days. But, it’s usually within the city, state or at the most within the country. What many of us aren’t really aware of is that there are many global companies that do hire from outside the country as well. So, if you are for example based in India, you could be working for a country in the USA from your home in India. Though there are other countries also which offer work from home opportunities across geographical borders, the USA does top the list of them all. As far as the pay scale is concerned, it does vary a lot. Let’s have a sneak peek into five of the global companies that hire worldwide.

  1. CCI Call Center International 500
A global call center outsourcing company, it hires people from across the world having fluency in different languages, hence from across the world.
  1. Brain Mass
This online opportunity is for Master’s degree and Ph. D degree holders as it is into online tutoring. It hires from around the world but pays in Canadian dollars. The company pays a certain percentage for answering questions around a particular subject.
  1. Amazon’s Mechanical Turk
Based out of US, Amazon’s Mechanical Turk hires people from across the world including India and is into (HITs) Human intelligence Tasks. Also, known as one of the original micro job sites, it pays a set of the fee to people who work to complete set of these tasks. The payment is done in US dollar, Amazon gift certificates and even in Indian Rupees based on the location.
  1. Accutron Global
The company is into transcription and hires part-time typists on contract to transcribe meetings, interviews, conference calls and more for finance business work. The company pays under around $ .005 to .006 per word for the work, which in-fact is quite lucrative, if you’re based out of India and working for them online.
  1. Covance
This is one organization which has a wide-spanning network of over 10,000 employees spread across over 25 countries working from home. It is a research organization into biopharmaceutical contracts. The only catch is that the work does involve 65% of travel across particular locations like Europe, Canada, and USA.
The aforementioned organizations are just a random few while the list is quite long and is ever increasing as technology is eliminating the geographical barriers and working across borders is becoming common day by day.

*Sourced from the Internet

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Tuesday, June 11, 2019

The Business Benefits Of Hiring Remote Staff

The world is far becoming a global village now with the internet as its key driver. Work from home is also a perk that many companies offer to their employees, on once in a while basis. But, as the winds of change are blowing, they are bringing along the concept of remote hiring. Though, it’s a topic for debate where people to talk about working at a centralized space for optimum production and collaboration.
A recent prediction report of hiring managers suggests that over 35% of the staff hence forth is going to be remote and the cherry on the cake seems to be the reference of the World Economic Forum about remote working. It says that remote hiring is going to be “one of the biggest drivers of transformation of business models”. No wonder, this mode of hiring is gaining pace already as companies are getting to understand the pros of it.
Let us run down some of the benefits of remote hiring of staff

Wider Reach for Talent – Hiring managers and recruiters are well aware of the fact that location does matter when it comes to hiring. So, many a times it’s possible to miss out on talented professionals due to the location limitation. With remote hiring you can look into a wider pool of talent because the location does not remain a constraint hence giving you a wider pool of talent to dive into.
Productivity Upsurge – Obviously, when employees get the convenience of working from home, it does affect their output in a positive way. The time that goes into commuting, particularly in metro cities does affect negatively. Being in the comfort zone provides for more flexibility and for women particularly with infants or school goers it does prove a boon of sorts, if managed well.
Rise in Retention – The pros as compared to cons are much more and therefore the retention graph for remote working does point northward. The pros include working from anywhere and many a times even flexibility in timings. It save a lot of time and stress that goes into commuting as well as money needed as well. The quality of life also is improved as a result and it does affect retention in a positive way.
Furthermore, even the organization branding gets a thumbs-up because it does portray the company in good light as one that trusts and values its work force.

*Sourced from the Internet

Thursday, May 30, 2019

A Job Description Needs To Convey The Company’s Culture As Well

Obviously, the job description needs to have the description of the role or profile in order to get it across your target audiences and attract eye balls that have the needed skills as well as experience. But, a point that is vital while screening candidates is whether they are fit to your company’s culture or not.
Many a times company’s take up this topic during personal interviews or screenings. But, the idea of highlighting your company’s culture in the description itself can actually work well with getting leads of the kind, who want to work in your firm.

If you highlight the culture of your company in your description itself after outlining the details of the description. A solid job descriptions needs to have the components like title, role objective, experience, benefits, compensation and location primarily. Here’s a run-down all the inclusions of a Job description in a way that gives an idea of the culture as well
Role Objectives – The role objective includes the objectives that the hired candidate would need to achieve. It is a vital statement clearly stating about what result is expected overall. Herein, the organization can share company’s vision as well as mission and what kind of experience are you looking for your customers. Obviously, this would cover how the potential employee would bring value to it.
Responsibilities – This include the daily responsibilities under the role with context to the role objectives as well as some additional or exclusive tasks. Even alongside the responsibilities you may throw a bit of light on how a typical day at the workstation would look like so that the potential employee gets a hang of it. This could include the team as well as the activities that would be carried out in collaboration. There are companies who actually convey the daily schedule so as to give the candidates an idea of how their workdays looks like.
Experience – If the designation requires experience then it needs to be there in the job description. But, rather than just including the number of years of experience, putting in the qualities of leadership your organization is looking for.
Advantage - Mentioning your employment benefits is always a good idea even though they don’t differ on a company to company basis. Here is when you can jot down the information around the company culture like flexible work timings, meals, pick up and drop, study while on board to name a few.
Well, if you give an idea of the culture of your company alongside your job description, the potential candidate will get a fair idea of how it would be to work with the company and in reality you could reach out to genuinely interested candidates.

Tuesday, April 16, 2019

Take Your Office Culture To The Work – Use Social Media Smartly

What do you see when you visit social media handles of corporate sites, mundane press releases and a few pictures of events if any. Not anything that is really engaging ain’t it? Most of you would definitely agree with this statement, for sure. Apparently, we all know that social media is a platform for engaging people and not apparently there are quite a few corporates who ain’t making the most of it. Here are a few tips on how you can show off your office culture and enhance your company branding online.

Visuals Sharing
This is a sort of a no brainer tip, yes. Keep updating pictures and videos as they work better than text. No wonder Instagram has surpasses 1 billion users already. Pictures actually speak better than words and the statistics already show that. So, keep posting pictures and videos about your work culture regularly to keep the audience engaged.
Quotes sharing – Sharing motivational quotes on a regular basis is a good idea to enhance your brand but you need to understand that the quotes you share need to post have to be in sync with the philosophy of your company. They need to simple, clear and accompanied with attractive visuals as well.
Offline Branding – there are brands that involve their staff in branding. For example share your company or organisations T-shirts and ask your staff to share pictures wearing them whenever they are on vacations at popular destinations. Whether it is the seven wonders of the world or any other known location, ask them to click and share.
Videos Work – As per statistics videos work 1200% more than a combination of text as well as images in combination. So, shoot at sight, literally at events and workshops and more.
The idea here is to build a fan or follower base and most importantly to make them smile because if you can get them interested and delighted then getting in new comers becomes easier too