How Psychological Assessment Helps Effective Recruiting

Hiring and training new employees can be an expensive process. To help keep turnover to a minimum, some companies employ psychological testing to ensure that potential employees are suitable before hiring them. Psychological tests, however, are not only used during the hiring process. Some companies use these tests to monitor the continued suitability of employees who have been on the job for some time.

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Purpose

The purpose of psychological testing is to make more informed hiring decisions. Many companies consult outside companies to give and assess these tests in an effort to keep the tests unbiased and to help guard against lawsuits. Psychological testing is used to determine, in particular, the ability of potential employees to work under stressful conditions and to assess the potential of a prospective employee to handle the job effectively under those conditions.

Benefits

The use of psychological testing can lower the risk of a company being sued, according to Mike Poskey of ZeroRisk HR, a company that specializes in strategies and solutions for greater employee retention. One reason is that psychological testing can help reduce the number of problem employees. Psychological testing can be particularly useful for jobs with a high-stress factor such as law enforcement, the medical field or firefighting because these tests can help determine a potential employee’s abilities to work under stress. Such screening can help a company hire more suitable employees and save on the cost of high employee turnover.

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Validity

No psychological test is ever completely valid or reliable. According to Dr Wade Silverman, of the Florida Psychological  Association, psychological tests are “as valid as standard medical tests” and are administered and interpreted by clinical and forensic psychologists. Even then, a proper psychological assessment requires a battery of tests given over time because one or two tests may be contradictory. With this in mind, the validity of tests administered in one sitting is suspect.

Legality

However, use of psychological testing by recruitment agencies may have legal implications, based on the country, state or area the organization belongs to.

Let us take the example of USA. Psychological testing is legal in most states in America, provided the tests are administered by a professional organization or a psychologist. Some states in the USA have specific privacy acts that prevent a company from forcing employees to participate in psychological testing. Terminating an employee who refuses a psychological test in one of these states could result in a lawsuit based upon a breech of privacy law. On the other hand, some states, including California, require psychological exams, particularly in law enforcement and similar fields. Since the Americans with Disabilities Act limits the use of tests by prospective employers, avoid using tests designed to reveal disabilities, particularly schizophrenia and manic depression. Such tests can lead to claims of discrimination based on medical issues.

Therefore, a recruiting agency for companies in India or in any other country is advised to check the law of the land before including psychological tests as a part of their HR process.

Trending Recruitment Practices in India & Road Ahead

The Indian economy is growing at an attractive rate. As a result, the demand for talented professionals is increasing across many sectors to deliver rapid and sustained growth.

Therefore, Indian recruiters will be facing significant pressure in attracting and retaining top talent. In fact, experts found that 79% of Indian organisations project increased hiring for 2016-17. This seems to be a critical time for Indian recruiters to evolve and be as innovative and nimble as possible. In this article, we have broken down the 5 key recruitment trends happening in India right now and some key actions Indian recruiters can take in this new landscape.

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Trend #1. Increasing Gap Between Hiring Volume and Budget

After a positive year with the gap between hiring volume and recruitment budget getting narrower, yesteryears saw this gap get significantly wider. This means Indian recruiting leaders must do more with less and invest wisely. This finding from LinkedIn’s India Recruiting Trends report makes it all the more difficult for recruitment teams to overcome the obstacles associated with attracting top quality candidates from high-demand talent pools.

The disparity between volume and budget means recruitment teams need to use creative and cost-efficient ways to meet their goals. Some of the trends that follow are evidence of this, with more companies focusing on less costly channels such as employer branding and employee referrals so as to not break the bank.

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Trend #2. Quality of Hire

One of the key priorities for HR consultants in Kolkata for the foreseeable future is optimising ‘quality of hire’. According to LinkedIn, talent leaders believe ‘quality of hire’ is the most valuable performance metric to track hiring effectiveness. While the urgency to fill open positions led to ‘time to fill’ getting the biggest increase in attention over the past year, ‘quality of hire’ remains the most valuable key performance indicator for recruiters.

Common challenge recruiters face is finding the best way to measure this metric. And there seems to be no unified way to measure this, with Indian recruiters tracking ‘quality of hire’ in various different ways. Time to productivity, new hire performance evaluation and early attrition are all used to determine this success metric. Aligned with this, hiring manager effectiveness in identifying the best talent is a key enabler in optimising this metric. This means employers need to build the interviewing capabilities of hiring managers.

Trend #3. Employer Branding

With the increased demand for talent for many economic sectors in India, recruiters are beginning to realise the positive impact a well defined and consistently communicated employer brand can have in attracting top candidates. With senior leadership starting to take a keen interest in their companies’ employer brands, this is starting to grow as a big priority.

Almost every recruiting agency for companies in India believes that recruiters need to start building cross-functional relationships, specifically with marketing. This will help them in order to build attractive employer brands and gain a competitive edge. According to LinkedIn’s report, social media is on the biggest upward trend when it comes to employer branding tools, with traditional channels like LinkedIn and websites falling in popularity. Also becoming more popular is using employees as brand ambassadors who can help communicate a distinguished employer brand.

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Trend #4. Employee Referrals

Using employees as brand ambassadors is the perfect segue into the next big Indian trend: employee referrals. Employee referrals as a source of hire in India have grown in size and importance, especially in the last year. Reasons for this include the need to reduce cost per hire and getting access to passive talent that would be otherwise not available for recruiters. A big finding in the LinkedIn study was that India is leveraging employee referrals extremely well and that they actually lead usage in this across the world.

If an organization is not using employee referrals as one of its main sources of hire, it needs to start experimenting with this immediately as it is fast becoming a key trend in the Indian recruitment market. Recruiters may face some challenges in getting internal buy-in as well as developing one that incorporates current technology (digital and mobile) but these programmes can drastically improve candidate quality, quality of hire and employee retention. The organization should be sure to communicate to employees what they can expect from the employee referral programme and make sure to incentivise them with rewards.

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Trend #5. Analytics

Given that Big Data has swept into every industry and has become the key basis of competition and growth for enterprises of all sizes, it comes as no surprise that the integration of talent analytics and key hiring decisions is becoming a top priority. According to some experts, 65% of Indian companies now have dedicated team members for talent assessments, data analytics and technology.

That being said, many companies lack the ability to effectively crunch the data. Recruitment teams need to start building an in-house capability to drive data-based hiring by educating themselves on best practices, tools and techniques, as well as selecting the metrics that really matter. Glassdoor recommends some key metrics one can measure around the quality of hires, influence over hires, and retention, which should serve as a good starting point.

These are the 5 biggest recruitment trends that India recruiters need to look out for.

How Do Top Placement Consultants Operate For FMCG Companies?

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To avoid ruthless sacking of employees, every company should hire only the right candidates and also as many wanted for the sound functionality of the company. To be able to meet clients’ deadlines a company needs skilful talents and not just anybody with suitable qualification. The candidates should not just be talented, but they should be able to adapt easily with the working environment of the company as well as get accustomed to the work culture of the company. That is probably why most companies today are relying upon top placement consultants in India to arrange interviews and select the right candidates.

Why do FMCG companies hire third-party consultants?

FMCG is one of the most popular industries in the country and every year a large number of candidates are hired. It has been noted that to hire such a huge number of candidates every year most of the companies will have to spend a hefty amount of money in in-house recruitment teams. Moreover, the team will be perpetually involved in hiring candidates. And, still there will be a chance of choosing the wrong candidates if the in-house employees are not skilful enough to choose the right candidates. Owing to all these reasons most of the FMCG companies are opting for the services of third party consultancies to hire suitable candidates.

How do FMCG consultancies hire?

FMCG job consultancies have a set of steps that they follow to be able to get to the right candidates and hire them in suitable positions across industry. Given below are some ideas on it:

  • First, they make a work plan which involves searching for the right candidates and inviting them for interviews.
  • In the earlier days the FMCG job consultants used to advertise for the job vacancies on traditional media like newspaper. But now they advertise on the Internet because most of the candidates search the internet to get information on job vacancies.
  • It is also the role of the consultants to negotiate for the salary packages and other benefits for the candidates.
  • The consultants will screen the candidates before sending them to the companies so that the companies get the right candidates in the most suitable positions.

If you are hiring an agency for candidate selections, it is important to check that it is impartial and performs its duties in the best possible manner. It is also important that you get a deeper understanding of how these companies operate before outsourcing to any particular consultancy.

How A Leading Placement Agency In Kolkata Helps Job Hunters And Employers?

Placement Consultants for Corporate Companies

Nowadays, it has become the latest trend amid both Kolkata businesses and job seekers hire the services of the most trusted and affordable placement agencies for their needs. The main intention of businesses hiring the services of these agencies is to minimize the costs associated with the job advertisements, allotting a special staff to scrutinize the job applicants, time of spending on conducting interviews, etc. On the part of the job hunters, the main idea of hiring the placement services of these agencies is to minimize the waiting time for the interview as well as to get the job in a reputed and reliable firm.

A topmost placement agency is Kolkata offers professional and dedicated HR services of the highest quality. The services of these agencies will be designed to help both employers in finding their right candidate for their organization and job hunters in getting the right job for their qualification.

To select the right candidate, these appointment agencies will choose the highest skilled candidates through conducting screening tests as well as other job-associated tests for offering the best candidates to the employers. For job seekers, they will choose the most reputed and reliable businesses to offer them the bright and lucrative job prospects that will best fit their educational qualifications.

Any experienced and highly regarded employment agency in Kolkata will guide job candidates in making their resume look more professional. They will also offer useful tips on doing their job interview in a successful way. Moreover, these agencies also offer professional consultancy services to both businesses and job hunters alike.

First, the appointment agency in Kolkata will take the suggestions of the reporting manager from all businesses from the job candidate, carry out the reference check, and will present the report to the employer as soon as the selection procedure is completed.

Another notable service offered by an employment agency is the salary negotiations. This will allow the job candidates to demand their expected salary for the applied job opening. When comes to employers, they can know the expected salary of the candidates and they can choose one that best fits their economic situations. On the part of the placement agencies, they will try to resolve the salary problem that arises between the candidates and the employers in an amicable way. This means that they will negotiate the salary in a professional and unbiased way that will benefit both the job seeker and the employer.

Any reputable placement agency in Kolkata will carry out a scrupulous follow up until the time the job candidate joins the organization.

Harvard Business School Lays Down the Ground Rules to Employ the Best Candidates

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In the event that you have to employ an official at your organization, you should need to take a few notes from the world’s best positioned business college: Harvard Business School (HBS).

Simply take a gander at the pioneers it has created. Presidents of organizations like Toys R’ Us, GM, HP, Boeing and Sony. Sheryl Sandberg. Previous President George W. Hedge (indeed, HBS is the main business college with a president as a graduate). New England Patriots proprietor Robert Kraft. Unendingly and on.

Cleary, HBS completes an extraordinary job of building up that ability in its MBA program. Be that as it may, the school likewise completes a similarly awesome job of recognizing what characteristics to search for while scanning for a pioneer, making it the ideal place to go for exhortation on enlisting an official at your association.

In the wake of breaking down their affirmations procedure, obviously HBS sticks to four standards, which are relevant to any organization hoping to enlist a CEO (or some other official position).

The four standards are:

Insight trumps industry information, as knowledge and mental deftness is natural, though industry learning can be scholarly.

Search for an answer centered pioneer will’s identity eager to come into work every day.

On the off chance that you are procuring somebody to be a pioneer of your association, they ought to have the capacity to detail a convincing vision for your association.

Most importantly, trustworthiness matters. You can never trade off on trustworthiness.

Rule 1: Intelligence trumps industry learning, while procuring a pioneer.

HBS doesn’t need the best business minds. They need the best personalities, time frame, which they can shape into an awesome business pioneer.

For instance, on the off chance that you take a gander at the pre-MBA businesses of the Class of 2016, there’s nobody predominant classification. Investment/private value was the most well known, with 18%, but at the same time there’s 7% from human services, 5% from the military, 8% from government/non-benefit, 5% from substantial assembling and six different ventures spoke to.

“A really differing understudy body — in foundation, nationality, interests and aspirations — is the establishment of the HBS encounter,” HBS composes on its site. “Without a doubt, these distinctions are basic to the HBS learning model, which thrives on the numerous viewpoints and educational encounters our understudies from everywhere throughout the world convey to their classes.”

Indeed, even their showing theory mirrors this. HBS uses the case technique, where its understudies are given troublesome difficulties in all fields, from instruction to legislative issues to business to medication. From the data they are given, the understudy must make an arrangement to conquer the specific test and after that safeguard that arrangement to their colleagues. The attention is on using sound judgment and being a decent pioneer, not finding out about business specifics.

Consequently, HBS puts little accentuation on having any industry or business information. Rather, it looks for individuals with the mental aptitude ready to “ace expository and quantitative ideas,” as per the school’s site.

How HBS screens for knowledge:

Clearly, GPA and GMAT scores play a factor here. For HBS, the normal undergrad GPA is 3.66 and the middle GMAT score is 730, which are both among the most noteworthy of any business college.

In any case, past simply test scores, the HBS affirmations office searches for insight in its meetings with applicants and an application that demonstrates the individual can deal with complex ideas. That implies signs of going up against extreme issues in their particular field on a resume and having the capacity to talk about those issues articulately in the meeting.

Rule 2: Look for an answer centered pioneer will’s identity eager to come into work every day.

HBS needs individuals who have the vitality and the energy to really put their insight in movement. They need individuals who can complete things, not simply discuss completing things.

How HBS screens for vitality:

Like knowledge, HBS measures a man’s vitality level, to an expansive degree, off their application. Be that as it may, they do screen for it in the meeting also.

For candidates, HBS needs individuals who have an application that shows a solid sense of duty regarding their work and self-change. That implies individuals who have enormous achievements in their expert and individual life.

In the meeting, HBS affirmation officers will make inquiries like “what energizes you most about your career designs,” “what are you wanting to learn at your next position” and “portray your greatest achievements.” They’ll additionally ask what books the applicant is as of now perusing or the ways the competitor is remaining side by side with the business the hopeful works in.

These inquiries are intended to check both a competitor’s energy for their work and sense of duty regarding self-change, alongside their capacity to really complete things.

Rule 3: If you are procuring somebody to be a pioneer of your association, they ought to have the capacity to detail a convincing vision for you.

An incredible pioneer doesn’t simply keep an association above water and manage remarkably up. An incredible pioneer at last has a dream for their association, and accordingly vision is a key quality HBS searches for in its enlisted people.

How HBS screens for vision:

For the application, HBS needs individuals who’ve displayed vision in their expert lives. For instance, they don’t need an educator who instructed the lesson design their forerunner gave them, yet an instructor who has explored different avenues regarding new strategies and is driving themselves to better set up their understudies for a consistently evolving economy.

This is additionally surveyed amid the meeting competitors have at the HBS confirmations office. Affirmation officers will request that what they design complete seven years after they get their MBA and what the competitor would change about the business they work in. The expectation is to discover a competitor who can display an answer for enormous difficulties they need to go up against, rather than seeing the MBA as a course to a great job working for another person.

Rule 4: Above all, respectability matters. You can never bargain on trustworthiness.

HBS needs brilliant, vigorous individuals with vision who will probably go ahead to have genuine power in this world. Be that as it may, if those individuals don’t have respectability, that is awful news for whatever is left of us.

“That is the reason we search for understudies who display the most astounding moral gauges and regard for others, and can influence positive commitments to the MBA To program,” HBS composed on their site. “The correct applicants must be anxious to share their encounters, bolster their partners, and educate and additionally gain from their companions.”

How HBS screens for honesty:

A hopeful’s application will give some understanding into their respectability level. For instance, HBS affirmation officers take a gander at how a competitor has served the group throughout their lives.

The meeting is basic too. Here, confirmation officers will get some information about a moral issue they confronted, to detail an error they’ve made or about a pioneer they respect. The objective is to discover somebody who comprehends the power they conceivably could have as a HBS graduate and a man who will utilize that power dependably.