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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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

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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

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RPO – Recruitment Process Outsourcing

What is RPO Means?

After the boom of BPO - Business Process Outsourcing and KPO - Knowledge Process Outsourcing, now it is the turn of RPO - Recruitment Process Outsourcing. The first two types of process outsourcing have been a global phenomenon. RPO is a fairly new process outsourcing that has been gaining grounds locally and aiming to lift out the burden of head-hunting business of the corporate sector.

Why RPO?

With recession having hit every sector of the industry right from banking, IT, finance, retailing, manufacturing, pharmacy and life sciences business houses quickly resorted to downsizing, cost cutting and took to austerity measures by spending less on everything, including the hiring process. So with not much going on hiring front, many organizations went into downsizing their HR team or letting it hibernate. Also, the hiring patterns being seasonal or cyclical, the fixed cost of maintaining a recruitment function within a business house during the quiet times that can go ready when needed would otherwise be unnecessary for the business. Over the last 2-3 years things have started to look up with Asian countries being led countries like India, China, Malaysia, etc performing well. On our home front, the corporate sector in India is steadily growing and hiring has become imminent. With a need for new recruitment, many companies that had downsized HR departments post recession are taking to RPO.

Benefits of RPO

The major benefit exists on the cost front, with the potential to fundamentally change the recruitment cost. By establishing a variable cost structure with the service provider, RPO gives the opportunity to establish better value for money, with the recruitment costs truly paying only towards the recruitment outcomes. Some of the RPO have specialized in the process of hiring candidates from specific domains and verticals. RPO is not just about recruitment agency or a headhunter into short-listing candidates for a business house. It actually goes way beyond this. A RPO firm assumes ownership of the entire hiring process for the business house that includes everything from resource management of putting together the whole employment value proposition, to the sourcing strategy for every element of recruitment. For a business house to hand over this level of responsibility to a recruitment firm sounds like a big risk and nonetheless a big step for the recruitment firm.

With every employee of a company being its numero uno asset, it becomes imperative getting the right people is of critical nature for any business house’s growth and development in the long run. As companies spend a lot on every employee’s training, appraisal, salary, retainment, growth and development, it is critical to outsource the responsibilities to the right RPO firms which act as the specialized consulting firm to recruit the requisite human resource with proper blend of skills and talent.

The upswing in market has slowly and steadily seen many businesses emerge out successfully. The slump in the job market now looks to be a thing of past, with some business houses even giving the first big pay hike to their employees.

RPO in India

With such a scenario, the RPO in India need to improve on the quality of services they are offering. Since the job market is growing steadily, many new HR firms are mushrooming and do not have the right kind of expertise and knowledge to deliver. Most of the RPO in India are very much metro centric. RPO in city like Bangalore are doing pretty well. Since most of the corporate offices are located in Bangalore and there is sudden spurt in hiring, and many HR firms offering their services, it is difficult to pick the right one to outsource the hiring process to. For many companies though the benefits exist in RPO, there are some issues that need to be looked into about your RPO partner. Since this sector has been gaining traction only as early as nineties, the industry has mushroomed, with more vendors competing in the same space. RPO still being a relatively new industry, only few vendors are specialized in providing RPO quality services. Many observers are expecting to see the industry continue, with acquisitions and merger and consolidation activity among vendors, with weaker vendors falling by the way side. In the near future many plan to go to smaller towns to tap the local market as many bigger companies are setting up their units in small towns due to low setup cost and to tap the local talent pool. With the employment scenario taking a healthy turn in India, hiring of RPO firms by companies for their recruitment solutions would certainly play a vital role in near future. And this would certainly ease the burden on the HR operations of a company.

Ultimately there is no correct conclusion as to whether RPO is the right path for a business to tread on for its manpower procurement; the answer will depend on particular business circumstances, and the attitude of individual HR departments towards the value that they can bring by themselves to the process. The key selling point for most vendors in this space is niche expertise. And as the oft-predicted talent shortage begins to take its toll, any company that doesn’t have sufficient expertise in- house, is likely to look to a third party – RPO, for solutions. The established vendors have the regularly updated repository of the talent pool with them that gets updated on regular basis using different tools that exist to facilitate that. One thing seems for sure that RPO in India or RPO in Bangalore is here to stay in the HR executive’s playbook.