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

Just know about Vhire4u - Recruitment Services in Bangalore

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

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

Vhire4u is the Top Recruitment Services in Bangalore

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

Top Leading Recruitment Services In Bangalore

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

know more about Bangalore Job consultant and Placement Services in Bangalore

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.

Vhire4u is the leading job consultancy in Bangalore

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. 

Vhire4u - Is one of the best recruitment service company in Bangalore , India