5 Ways Organizations Can Protect Them From Hiring Non Performers In Critical Positions

It’s tough to get a job in today’s competitive job market which requires candidates to remain abreast with the cutting edge skill sets in their domain of expertise. Those who are regularly honing their skill sets stay relevant in the job market and are always up for grabs by prospective employers. In this race to survive and succeed some people fail to upgrade their skills and hence their chances of finding a suitable job greatly diminish over a period of time. May be these sort of candidates had performed excellently in their earlier job profiles sometimes back. They might have adorned high corporate positions obtained fat pay packages, lot of skills to show on their CVs and showed stability in their earlier job profiles

But still it’s not an imperative criterion that the person might perform excellently in the current job profile and recruiters should not get weaned just on an attractive CV and form an opinion.

Here are the 5 factors which can help an organization to actually judge candidates’ competence based on hard facts:

The Company Factor – Always look for person’s accomplishment in recent companies, maximum last 3 companies. The Candidate might have worked in 7+ companies but his /her accomplishments in last 3 companies only matter. It might be that he / she had performed as a stellar in his / her 4th or 6th earlier companies but those were a long time back and technology, skill sets and his personal attitude has also changed over the passage of time.

The Time Factor – A Recruiter should check the person’s credentials in a span of last 4 years. If he / she has changed too many jobs in last 4 years, then chances are that there might be a problem with the Candidate. The Candidate might face problems in one or two companies but it’s very rare that he / she has faced insurmountable obstacles in all his / her companies in that duration

The Stability Factor – If a person is too much stable in a present job that he / she  has not changed his job in the last 8-10 years then some potential issues might crop up when he / she is hired in his / her  new position. Chances are that the Candidate might have lost his / her agility, competitiveness and appetite to sharpen his / her skills due to his / her prolonged stay in a single organization. Off course this factor is not relevant if the candidate is working in a very reputed Company like Microsoft or Tata or Infosys, but if he / she is working in a company with moderate reputation then this factor of too much stability should be worth of considerable analysis.

The Personality Factor – The personality of a Candidate can well gauged by involving him / her  in a one to one detailed  discussion along with some level of documentation prepared by the Candidate such as a business plan or a technical datasheet or white paper prepared by him / her. By interacting with a prospective candidate in detail for a maximum 20 -30 minutes it can be very well determined how articulate the Candidate is. The contents in his / her documentation will very aptly show if the Candidate is detail oriented, analytical and rational. By syncing the contents of documentation and his / her interaction a Recruiter can very well come to a logical conclusion on the suitability of a Candidate.

The Private Life Factor – One very important aspect of a successful Recruitment is to know how a Candidate is in his / her personal life. Since Recruiters are dealing with humans and not robots, it’s imperative to know what a Candidate does in his / her personal life and how he / she behaves socially. It’s best to engage him / her to deep delve in to his / her   personal life, uncovering any potential family issues, knowing about his / her social views without compromising privacy. Some more ways a candidate’s attitude and personal life can be known better by undertaking CIBIL and tax return checks, police and judicial verification, deeply analysing his / her social media profiles if publicly available, reference checks with his / her colleagues and higher ups. By analysing this cache of data the Recruiters can very well come to a conclusion on the success factor of a potential Recruit.

More the Candidate to be recruited is high profile, higher should be the level of checks and verifications to weed out any unwanted surprises after a Candidate is on boarded and substantial time and money is spent on the full exercise.

The five factors discussed above can definitely help an organization in mitigating risks associated with medium to high value hires. Off course this is not a holy grail in determining the competence of a prospective hire. Organizations can also mix their own Recruitment Modalities and processes along with these 5 factors in performing optimized Recruitment.

We will discuss more ways and means on how to on-board achievers & winners in our upcoming editions. Till then Happy Recruiting.

Financial & Value Analysis – Job Portal vs Placement Consultant from the Perspective of Client

Today Job Portals have become an excellent platform to find new candidates for employers. As there are no learning curves involved, it becomes quite easy for organizations of all sizes to work on job portals and find candidates with required qualification criteria.

There are multiple job portals including ones, which operate on niche areas of talent search. An SME organisation generally subscribes to 1 job portal which can be long term association or need based.

SME’s generally do not have high volume of recruitment compared to their larger counterparts and hence are more inclined to invest in moderate subscription charges. As it can be seen from the subscription figures above, obtained from a leading job portal, you can find that the number of CVs that can be accessed even with the highest monthly subscription of INR 25500 is around 2000 with one month validity. And each time a CV is accessed the number of CV access correspondingly gets reduced.

Also very few amount of postings can be done even with the highest subscription package. Yes, there are customised options also available for larger CV searches, but the costs will also be skyrocketing.

So an SME has to spend a decent sum of money for a sizeable number of CV access. Again a Team of trained professionals has to be deputed to do the CV search diligently keeping in mind the job requirements. The amount of time and effort the professional persons will spend will also have to be taken under consideration as a cost of recruitment. If the job role is tricky, then the costs of time and effort are bound to increase. In many SME organisations, in absence of trained recruitment professionals, goof ups happen during the process of candidate’s CV searching.

Moreover there are also lot efforts involved in writing proper job descriptions, multiple levels of interaction with the candidates, making the prospective candidate understand the value proposition involved with the proposed job roles and responsibilities and finally on boarding the candidate.
Unless a group of Professionally Educated & Experienced persons are involved in the entire process, expected results might not be achieved resulting in a wrong hire. And as we all know, trained and experienced professionals come with a cost.
And even after so much effort, an SME organisation is not sure that he had been able to locate the best talent for his needs.
In comparison to the above scenario, if an SME organisation hires a seasoned Recruitment Consultancy, they will not have to bear so much hassle. Let’s understand the reasons briefly:

  1. The placement agency will not limit itself just to the subscription of one job portal. They will have subscription to multiple job portals and even the niche ones. The agencies invest a large sum of money for the subscriptions and they can access huge number of CVs to the tune of lacs of candidates
  2. The recruitment agency will be connected with large number of professionals in Social Media and they will have a wider reach because of their connections and regular campaigns in leading professional Social Media sites Like Linkedin, Facebook, Twitter
  3. There will be a team of experienced people well versed with complex recruitment scenario to execute the entire chain of tasks starting from understanding the job requirement from the organisation till on-boarding of the candidate.
  4. Commitment to deliver on time resulting in faster on boarding
  5. If a candidate leaves the job within a stipulated period, the placement agency guarantees a free replacement
  6. As the leading recruitment consultancies handle complex recruitment scenarios and candidate profile, they are far more adept in gauging attitude of prospective employees to determine, whether they will fit the company culture
  7. Recruitment Consultants dig out quality talents who are passive candidates and are not found in job portals, or are not willing for a job change. A seasoned recruiter can convince him / her to switch jobs by highlighting the value proposition of the offered position resulting in high quality talent on boarding for your organisation

SME’s might have to shell out some amount of money to on board a trusted recruitment agency. But it’s worth every penny because you are leaving nothing to chance in making key hiring decisions.

How Can Organizations Recruit Without Bias

Employing the best talent is the most important aspect for any successful organization. Diversity in hiring and employment helps in making a strong team of highly talented professionals who can take up any sorts of challenge at work.

Research done by McKinsey reveals that highly diverse organizations are more profitable.

Well, Human beings are naturally biased about every aspects of life like food, dressing and parenting etc. But when it comes to HR profession and recruitment of the best talent then unbiased recruitment becomes the top priority.

Biased recruitment is a big challenge for the skilled and talented candidates and it also harms an organisation’s ability to respond to more complex stakeholder demands. In the realm of HR it affects not only who and how they recruit, but also why?

Recruiters may unintentionally align with candidates preferred interests or reject them due to preconceived notions about social status, caste, gender or ethnicity.HR professionals are doing their best to be impartial but are hampered by the nature of human experience.

Let’s have a look how Seasoned Recruiters follow the strategies of unbiased Recruitment:

Standardize interviews

Unstructured Interviews lack defined questions and due to that a candidate’s experience and expertise are not revealed organically through conversation and it leads to failure in job. On the other hand, Professional Recruiters follow structured Interviews, where a candidate is asked the same set of defined questions. It allows to “standardize the interview process” and “minimize the bias” by allowing Recruiters to “focus on the factors that have a direct impact on performance of the candidate. So, structured interviews are nearly twice as effective at predicting actual job performance.

Usage of Technology to Eliminate Bias

Based on what parameters it will be predicted that HR team is treating all resumes fairly as everyone in the department has their own personal bias? It all starts with name-blindness. Due to this reason some Recruiters have adopted a system where resumes can be submitted digitally or scanned into a software solution like ADP Recruiting Management’s new Visual Search, which then sorts the documents by skill rather than name, gender, age or ethnicity. By this type of recruiting tool, top candidates can be more easily identified, and by changing the targeted skill set recruiters can easily access different portions of the candidate pool.

Seek Help from Outside Experts

When it comes to unbiased recruitment, Organizations can seek advice from professionally trained Recruitment agencies who can guide them to:

• To organise awareness training to educate the employees regarding company values and ethics
• To do job posting in better way by highlighting stereotypically gendered words and verbs
• To organise work sample tests to judge the quality of the talented candidates
• To Control for personal feelings about a particular candidate by giving likability a numerical score
• To set up Effective pay systems for both Men and Women. It includes Strong policy to ensure that there is
no bias in pay and they are checked against a formalized policy.

Using Video Interview Process

Video Interviews with multiple participants can be helpful in removing bias from Recruitment. As video interviews are viewed by multiple people, and the presence of multiple people can act as a check-and-balance to inherent biases. This sort of interview gives indications about a job candidate’s attractiveness, accent, speech modulation and other characteristics. It can also be far more cost-effective than transporting job candidates for face to face interviews.

So, Companies with structured and well defined hiring process can avoid bias and can hire the best talent for the suitable post. Companies that try to eliminate those biases from their hiring processes are really benefitted from the economic and cultural advantages and can form a diverse workforce for the future.

4 Ways to Hire Smart in The Changing Digital Age

Evolving Technology plays an important role in the strategies of companies regarding Talent Research and Hiring Process. Technological advances are affecting our world and our business operations also need to follow modern strategies for growth. Today, the world of Recruitment has mostly gone digital. To hire and retain the best talent in the team is the main mantra of a successful business.

The age of digital recruitment depends upon certain parameters:

Seeking the best candidate through online job portals

Recruiters use online job portals to advertise their job Openings and motivate candidates to submit their resumes. Job boards offer huge database of resumes and recruiters can easily find out the suitable candidate. It also helps the recruiters in reducing the screening time before hiring. Portals offer Recruiters and candidates to find each other. Recruiters can get qualified resumes and candidates can get notifications regarding new opportunities. Some job portals serve a niche purpose of talent hunt based on location, experience, skills and industry.

Unlike many SMEs, Seasoned Recruitment firms invest in costly subscriptions of multiple job portals with huge amount of candidate presence and niche talent. This helps the placement agencies to suggest the perfect candidate to organizations with less chances of error

Recruiter Chat bots & automated audio interview software

Recruiter Chatbots makes the life of a placement consultant easier by not having to devote a trained resource for answering queries of candidates 24/7. The Chatbots provide real time interactions, feedback and suggestions to prospective candidates, thereby improving their engagement experience. Automated Audio interview software such as Reckrut helps to reach thousands of prospective candidates in a very short time span through custom recorded audio messages with job descriptions and facility for candidates to select particular options to highlight their choices. The tools provide powerful analytics on the automated calls which lets a recruitment agency sort the perfect candidate profiles for their customers. The resulting benefit is that the recruitment agency reaches a wide base of prospective candidates in lesser time and clients are happy that they have not missed out on any eligible profiles

Smart usage of social media

Tech savvy social media recruitment consultants reach candidates at faster mode and at lower cost. The response rate is high when jobs are posted on social media. LinkedIn, Twitter, Facebook are common platforms where jobs can be posted and the information spreads like wildfire and getting the right candidate becomes much easier. Candidates who usually don’t visit job boards but having niche skill-sets and outstanding capability can easily be reached via social media. Social network helps the recruiter to do candidates background verification of academically, professionally, culturally and socially.

Data analytics

Due to technological evolution, the overall recruitment process has also witnessed a transformation. Technology has replaced the hiring processes globally. Recruiters are following innovative hiring strategies to tap the best talent. As social media is improving recruitment process, likewise, technologies such as big data analytics have also been reshaping the overall process of recruitment.

And now, big data analytics is the latest trend that has a great impact in the recruitment industry. Its rising demand is now bringing in the world of social media and big data analytics much closer than before. Companies are dependent on big data and social recruitment campaigns to make critical hiring decisions.

Big Data is a tool that helps recruitment agencies to analyse, gather and structure the data generated on social media, unstructured information on public domain and on their existing data repositories. Social media is utilizing big data to help organizations to tap passive talent, and most productive human resources who can be a best fit for the job.

The Big data algorithms apart from data from social media sources, matches various criteria, previous placement record, resume content, discussion topics, geography, educational credentials & institutions, industry, credit score and innumerable custom criteria to provide an unbiased fitment score of a candidate for a particular job.

Some Seasoned placement agencies know how to work with big data tools and social media platforms to come at an unbiased conclusion for placing the right candidate at the right job. Instead of searching few resumes and coming to a judgement, the said recruitment agencies can analyse and scan thousands of resumes and candidate profile and information with these tools and that too in a very short time window. The results of this comprehensive exercise are a far more dependable and logical then conventional profile searches.

The factors and trends mentioned above will impact quality hiring in 2017 and beyond. As the technology is changing, SMEs need to partner with recruitment agencies who are investing in cutting edge technology to spot the best talent for their organization.

Why Attitude of Prospective Employees Matter

Attitude has a strong link between the workplace, employee happiness and their productivity.

A positive attitude in the workplace helps the employees to complete tasks faster and in a better manner. Even performance of employees also depends on the good relationship they share with their staffs and higher ups. Positive attitude helps to create a positive and joyful environment at workplace and tends to drive the employees to achieve their goals easily.

But in some cases employees generally fail at their new job role due to attitude and behavioural issues. It is bit hard to judge the candidate’s attitude from couple of short and meetings and interviews.
Employees with wining and positive attitude can adjust easily. They motivate themselves and other colleagues. Since they have high emotional intelligence, it is easy to train them on skills needed for job role but it is impossible to train someone to have a good attitude. Finding a prospective employee with positive attitude is of utmost importance.

Psychological contract is a relation between employee and employer. If the contract breaks down, then employees think that their employer is unfair to them and it leads to a negative workplace attitude. A seasoned recruiter can easily spot a prospective candidate who might be prone to be having a suspicious mind-set towards his employers by posing behavioural based questions

Personal issues of prospective employees may affect their morale in their future workplace. This may be due to family or social problems which may bring negativity to the work place ultimately nose-diving the overall team performance. An experienced placement consultant can dig a lot of important information from a prospective candidate during a friendly one to one discussion, simulating multiple scenarios that will expose their true underlying values and actual conditions.

A seasoned placement consultant can identify attitude issues of prospective employees by:

A) Identifying candidates who have consistently shifted jobs in very short duration of their career graph.

B) Engaging in detailed discussion with the candidate about his past jobs, noting down key points and delve deep on the information provided to unearth even the slightest of anomalies

C) Focusing on the data about the reasons for which the candidates changed their jobs, their interaction with their colleagues and superiors, posing tactical questions and reviewing their responses, asking for examples & clarifications and finally probing each and every data points from the candidate.

D) Asking behavioural based questions and scenarios emulating tactical riddles that reveal a person’s true colour and compels him to choose one way or the other. The placement consultant can easily red flag those persons who refuse to take a stand.

E) Crosschecking the references given by the prospective employees and making sure that the right person in the company is approached for verification. The entire process is documented by the placement consultant in order to spot any inconsistencies on the part of the prospective employee.

F) Performing detailed background verification of their social, criminal and sometimes their economic profiles along with their educational and professional credentials to uncover any missing pattern or link that had been so far elusive.

G) Deeply studying the body language, conversation patterns to spot negative mind-set.

It is imperative for organisations to find talent who are having balanced traits of competence and good attitudes as ultimately the progress or downfall of an organisation depends on diplomatic rational decisions which can only be taken by talented individuals with a positive mind.