Mistakes Made By Business Firms While Hiring Millennials

Millennials are generally known for their impatient behaviour and their tendency to jump from one job to another within a moment’s notice. At the same time, brands and business cannot hope to grow and succeed without the support of the technologically advanced, socially conscious and fiercely competitive millennials. In fact, it would not be wrong to state that not only have the millennials redefined the norms but have also changed the way people perceive their jobs. According to the top executive search consultants, it is the search for job options which satisfy their financial, intellectual and creative needs that leads the young professionals to hop between jobs. Given below are the top mistakes that business organizations make while hiring such professionals, which in turn minimize their retention rates.

 

Not Providing Detailed Job Descriptions

It is not uncommon for the hiring organizations to use heavy vocabulary to impress prospective candidates. But this is done at the cost of providing a detailed account of what the job actually entails. This makes it really difficult and even confusing for the young professional to understand the exact requirements of the job. This can in turn prove to be a great turn off for prospective candidates and may even cost the organization in terms of a wrong hire.

 

Trying To Woo Them With Fat Salaries

Unlike the generation Y professionals, money is not the most important factor that attracts millennials towards a job option. While they surely do love fat pay checks, they also seek a wide range other benefits from a prospective job. These include the general work environment within the organization, flexibility of timings, scope of work and diversity of clients as well as the potential opportunities for career growth. For most young professionals a good job option that satisfies all the above needs in addition to providing a great compensation.

 

Using Too Much Of Corporate Jargon

Most millennials appreciate recruitment professionals who tend to use simple language to explain the various aspects of a job profile. This not only makes them feel more at home with their prospective employers but also helps them establish a friendly connection with the recruiters. On the other hand, the extensive use of corporate buzzwords and jargon makes the whole recruitment process seem pretentious and hollow to the millennials. At the same time the top recruitment firms in India advice their clients against presenting a “too cool” picture to the young professionals as this might make them doubt the growth potential and sincerity of the company.

Not Presenting Enough Challenges To Them

The young professionals today, love to feel constantly challenged as they believe that it helps them to grow personally as well as professionally. That is why it is important for the hiring organizations to ensure that the jobs they offer to such professionals present challenge them at various levels. These challenges can be in terms of testing the cognitive, problem-solving, communication and creative skills of the millennials. Lack of such challenges on a regular basis makes the job less interesting for the young professionals. This often leads them to seek other options where they are constantly pushed to the edge for enhanced learning.

Tips To Help Alliances Overcome Leadership Challenges In Near Future

When it comes to planning the future of the business, most organizations tend to focus on the defining the goal and objectives to be attained within a specific tome period. In fact, only a handful of companies spare a thought about preparing the business to overcome the potential leadership challenges that they might face in the near future. Such oversight in leadership hiring and planning often puts organizations in a fix situation. Given below are some useful tips that can help business organizations to overcome the prospective leadership challenges for a more secure future.

 

Invest In A Succession Plan

Most organizations invest a considerable time and money in hiring the best professionals for current leadership positions. However, they fail to pay much attention towards assessing the long term strategic leadership needs of the organization. Investing in a good succession plan helps in minimizing the talent gaps between the existing capabilities and the future needs of the organization. This in turn helps the organizations to develop potential candidates internally as well as tapping talent externally and avoiding any catastrophic leadership issues in the future.

Provide The Right Exposure To Senior Managers

The constantly changing business environment of the modern times has created a huge demand for professionals with a wide range of cultural exposure and international experience. Given that the trend is likely to continue into the foreseeable future, it is important for business organizations to ensure that their potential leadership candidates receive the right kind of exposure. The companies need to work in close co-ordination with their partners across the globe to help their senior managers develop these critical abilities across different regions and cultures.

Establish A Digital Work Culture

Despite the extensive digitization of businesses across the globe, many organizations in India have still not adapted this culture. However, such organizations can no longer afford to put off the implementation of a digital work culture within their companies. Any further delays in this respect can not only adversely affect their engagement with the customers but will also hinder the development of competent leaders for tomorrow having the right digital expertise. This can be ensured by educating the senior managers about the language and skills essential for such transformation. Even though implementing an enterprise-wide digital transformation is not something that can be accomplished overnight, the companies need to fast track the process. Creating such a work culture is also essential to build a diverse, multi-generational workforce that shares a common organizational vision.

 

Create A Compelling Brand Image

According to the leading executive search firms in India, business organizations looking to avoid any leadership challenges in the future need to work towards creating a compelling brand image. This can play a critical role in attracting the most successful and professional candidates for potential leadership roles. In addition, it will also motivate the existing members of the workforce and make them competitive enough to fill the talent gaps within the organization internally. Most importantly, by building a compelling brand image, business organizations can inspire greater efficiency and loyalty within its current workforce. This is because most professionals prefer to be associated with a great brand even at a moderate position.

Get The Best Support From Lean Manufacturing Consultants In India

Lean manufacturing principles have become an integral part of business operation in almost every industry and sector in the modern times. In this context, hiring the services of lean manufacturing consultants in India has become essential for ensuring lean implementation in the most effective manner. However, simply hiring the services of these professionals is not enough to get the best results. Rather, the business organizations hiring such services need to consider the various ways in which to gain the maximum benefit from their knowledge and experience. Discussed below are some important tips that can help the business organizations in getting the desired results in terms of the support offered by lean manufacturing consultants.

Having A Clear Understanding Of Needs And Expectations

The business organizations should have a clear understanding of what they need to change and why they need to change it. The consultants can provide much better support and guidance if they have a clear understanding of the needs and expectations of their clients. This is possible only when the businesses are able to identify their problems and are seeking an outside opinion about the best ways to resolve them. In such cases, the consultants can help the clients analyze the depth of the issue and set the priorities.

Continue To Manage The Organization

It is not uncommon for the top management of an organization to relinquish the control of the company to the lean consultants, even if only on a temporary basis. This can easily turn off the consultants, as they might not be willing to take on the burden of running and managing the company on behalf of their clients. More importantly, they might not possess the aptitude and the skills to manage the people and the resources of the company in the most efficient manner. It is important for the business owners to understand that the lean consultants are essentially an external resource and should be treated as such. Handing them the reins of the organization even for a short period of time might prove disastrous.

Don’t Become Too Reliant On Consultants

One of the key issues faced by lean manufacturing consulting firms in India is that of the clients becoming too dependent on them. In such cases, the clients tend to seek the help and support of the consultants even long after the contract has been fulfilled. This can prove extremely stressful and even annoying for the consultants and prevent them from working with such clients in the future. Business organizations need to understand that the ultimate objective of working with consultants is to learn working without them after a specific duration of time. That is why they need to train the minds of their employees accordingly to prevent them from becoming dependent on the consultants.

Ensure The Proper Availability Of Resources

It can prove extremely embarrassing and even expensive for a business organization to call over the lean consultants and then not have the requisite resources they need to work with. That is why the organizations should make sure that they mobilize all the resources needed by the consultants prior to their arrival for greater efficiency and avoid time wastage.

Understanding Strategy Consultants Need And Role In Modern Businesses

Developing the right strategies is one of the key parameters for businesses to ensure a consistent and faster growth and a significant increase in its value. Traditionally the responsibility of developing such strategies lied on the shoulders of top management of an organization. However, with the increasing competition and the rapidly changing market needs and expectations, modern business organizations are now seeking the services of professional business and HR strategy consultants.

An Overview Of Strategy Consultants

The primary responsibility of strategy consultants is to help and support the clients with strategic decision making and execution. Given the nature of their responsibility, these consultants generally work in close co-ordination with the top level executives and senior members of the management within a business organization. They help the companies to define the vision, mission and policies for the business besides offering advice on their objective and future direction. These professionals use their expertise and knowledge within the industry to analyse the company situation and develop the most appropriate plans for gaining a competitive advantage for enhanced market share and revenue generation.

Need For Strategy Consultants

Contrary to the popular belief, strategy consultation is not just about offering advice and guidance about key business issues to the clients. They can offer a wide range of services to help companies grow faster through the development and implementation of effective corporate, organizational and functional strategies. With the blurring of the lines of distinction between the strategic planning for different business disciplines, seeking the help and support of professionals has become extremely vital. In this context the strategic consultants possess the right vision and attitude to help businesses overcome the challenges in the path of their success and growth.

Benefits Offered By Strategic Consultants

Businesses can reap a multitude of benefits by opting to hire the services of strategy execution consulting firms. The most common of these benefits are discussed in brief as follows.

Framework For Effective Decision Making

Strategy consultants provide their clients with an effective framework that can streamline their decision making process. They educate the clients about developing the best way of thinking to tackle future challenges. They even perform the research, analysis and assessment of the different growth scenarios and options. Their independent perspective and detailed recommendations help the clients to make informed business decisions.

Provide A Focused Approach

The strategy consultants help their clients to define their operations and also identify their strengths, weaknesses and capabilities. In order for businesses to ensure that the market understands its capabilities, it is essential for organizations to first create an understanding of what they do. The consultants make work towards analyzing the product range of their client business besides learning about the skills of its workforce, its client base as well as its marketing communications. This information is then used to assess the current capabilities of the business and design the most appropriate strategic plans.

Identify The Market Opportunities

The strategic consultants help their clients to compare their current capabilities with the market opportunities. This enables them to identify a range of options that match the current capabilities of the client. They also help in defining the associated risks and any requisite changes.

Reasons That Might Be Responsible For Businesses Loosing Top Talent

As it is, most companies today find it extremely difficult to attract top talent. However, what is even more challenging is their ability to retain such candidates within the organization for a significantly long time. Unfortunately, even though most companies claim to offer the best facilities and benefits to their top talent, they still end up losing them to competitors. The professionals from the top headhunting firms in India believe that the reason for this trend lie in the overall experience that the candidates have.

In fact, these professionals are of the opinion that the behaviour and attitude of the organizations right from the moment they approach the top talented candidates to the moment the candidates decide to quit can deeply influence their retention. Discussed below are the key reasons that might be leading organizations to lose their top talent. These reasons cover the various aspects of candidate experience, right from hiring top talent to them handing in their resignations.

Presenting The Wrong Image As An Employer Brand

Employer branding is emerging as an extremely important aspect of attracting the right talent. However, many times the organizations tend to overdo or even under-do things which might put off the candidates during the first phase of the recruitment process itself. Putting across the right image as an employer brand is extremely essential for taking the first steps in the right direction towards ensuring a great candidate experience.

Making The Interview Sessions Disappointing

Interviewing the candidates in the right manner is the key to making them feel more interested in working with their prospective employers for long. Whether it is a single interview or a series of such interactions with the candidates, the organizations need to make sure that the candidates end up feeling great rather than having a bad feeling about the entire thing. Messing up at the interviews is in fact one of the primary reasons that drives away talented candidates. That is why the companies offering leadership consulting services stress on using only the most professional and experienced interviewers for pulling in the best candidates.

Lack Of A Proper On Boarding Program

Ensuring a great on-boarding program for the talented candidates is essential for make them feel bound to the organization for long. Sadly most organizations consider investing in such a program to be a complete waste of time and resources. This often makes the new candidates feeling completely lost in a totally new work environment. Businesses need to understand that the work culture in every organization is different. Hence expecting even the most experienced candidates to immediately adjust to the culture of their new organization is the sure to put them off.

Handling The Employee Exit Poorly

Even though most organizations deem it impossible, there is still a minute chance of retaining the most talented employees after they have submitted their resignation. Sadly the top managers of most organizations tend to feel offended by their best employees quitting the job and make it an ego issue. Their inability to handle the exit in a graceful and judicious manner leads them to commit mistakes, which further deepen the gap between them and the talented candidates.

Business Organizations Need To Ask Before Hiring Executive Search Firms

One of the biggest challenges faced by business organizations today is that of the attracting and retaining top talent. This is one of the major reasons that have lead companies to hire the services of executive search firms having the right expertise in the field. However, in order to get the best results in terms of a good recruitment, it is important for the business organizations to seek answers to the below given important questions before hiring such firms.

What Is The Depth Of Their Access?

 

A good search firm is defined by its ability of generating interest and engaging successful professionals enjoying a satisfied career within their specific niches. In order to ensure the same, the firms should first possess the competence and the resources to access such professionals. It is this specific ability which helps in defining the depth of access of the search firms.

Can They Be Trusted To Maintain Confidentiality?

Confidentiality is one the key traits desired by hiring organizations in their executive search partners. However, simply relying on the claims made by the search firms about maintaining the confidentiality is not advisable. Rather the hiring organizations should use other sources to verify that the search firms they choose can be trusted to maintain the highest level of confidentiality about both internal and external recruitments.

What Kind Of Expertise Do They Possess?

It is important for the hiring organizations to understand that the recruitment expertise they seek might differ in accordance with the varying job positions. As such it is important for them to choose the search firms that offer such a diverse range of expertise. They should seek detailed information about the expertise of their search partners before hiring their services.

How Do They Access The Candidates?

The hiring organizations should also seek information about the methods used by the top executive search firms of their choice about accessing the prospective candidates. This is essential to make sure that the search firms choose the candidates with the right attitude and skills as per the demands of the job position. Firms lacking this key skill are more likely to commit recruitment mistakes that can prove much costly for the business organizations.

Do They Have The Foresight To Minimize The Risk Of Wrong Hire?

 

No matter how competent and experienced a search firm may be, the risk of making a wrong hiring decision for the client is constantly present. However, what differentiates a successful firm from an average one is its ability to have the foresight of minimizing this risk. For this the search firms follow tested hiring practices that help them to assess the suitability of the candidates for a specific job role.

Are They Objective Enough?

It is important for a good search firm to be objective in its search for the right candidates. For this, they need to make sincere efforts towards understanding the work culture and value system of the business organizations. They also need to be aware of the key qualities that the clients are seeking in the prospective candidates. The top search firms work towards helping their clients in identifying the new possibilities and uncovering the likely challenges.

Guidelines For Organizations Looking To Build A Successful Social Recruiting Strategy

When it comes to attracting and hiring quality candidates, most business organizations are not getting the desired by using traditional hiring strategies. In fact managing open positions and filling them in a timely manner using just these methods is becoming increasingly difficult. Hence, it comes as no surprise that business organizations as well as leading recruitment firms in India are turning to social media and levering its various tools to find and hire the best candidate.

Companies offering leadership consulting services are well aware of the importance of companies having an impressive online profile. This helps in attracting the right clients towards the company and also helps in enhancing its goodwill and reach across social media. The recruiters should focus on creating a company profile that matches the expectations of prospective candidates. A good profile also makes it easier for the recruiters to connect with industry leaders and passive candidates in a highly competitive niche.

Guidelines For Organizations Looking To Build A Successful Social Recruiting Strategy

5 Mistakes Recruiters Need To Steer Clear Off To Avoid Hiring Mediocre Talent

Most recruiters fail to seek information from the candidate about their understanding of the hiring organization. This, according to the providers of executive onbarding services can prove to be a major hiring mistake. A good candidate will not only have gained vital information about the organization, but will be curious to learn more. A mediocre candidate generally feels satisfied by the limited information they have about the hiring organization and do not display any sense of connectivity with the organization.

There is no denying the fact that recruiting great talent has become an exhausting and stressful task. The homogenous mixture of candidates that the hiring organizations often come across for every job vacancy makes it extremely difficult to distinguish the truly worthy candidates from the mediocre ones. There is no sure shot method of identifying the appropriately talented candidates and weeding out the mediocre candidates. 

However, the lean coaching training consultants advise their clients to avoid making the below discussed 5 recruiting mistakes to minimize the chances of hiring mediocre talent.

1. Not Reviewing The Recruitment Process
2. Unclear Job Descriptions
3. Not Assess Candidate’s Ability To Overcome Challenges
4. Not Performing Thorough Background Checks
5. Overlooking The Candidates Understanding About The Hiring Organization

Reasons That Make Finding Diverse Talent Quite Challenging For Business Organizations In India

Business environments today have become highly dynamic and competitive and this has created the demand for a truly diverse workforce. A diverse workforce offers various benefits which helps in enhancing the overall productivity, innovation, culture, growth and innovation of the organization. It is a common belief that diversity within an organization is just about including a greater number of women in the workforce. Rather, diversity is more about the changing mindset, the overall behaviour of employees with their colleagues, internal and external clients and the suppliers. However, finding such diverse talent is often quite challenging for even the most renowned companies offering the services of executive search India. The reasons for the same are discussed in brief as follows.

Poor Values And Ethics

It is important for business organizations to have strong values, ethos and purpose of existence and to stand by them in a stringent manner. These should define the basic operating principles of the organization and should be focused on giving proper care, trust and respect to the employees. Organizations lacking such values and ethics tend to have a narrow mind-set which makes talented professional overlook any opportunities available with them.

Lack Of Proper Communication

The lack of proper communication is one of the major reasons behind the inability of organizations to attract diverse talent. In the highly competitive work environment today, it is important for a business organization to share the success story of its employees and speak up about the value proposition and its emotional aspect. At the same time the leaders within the organization need to take up accountability for the various positive and negative actions of their team members.

Biased Hiring By Leaders

Most business organizations tend to be unaware of the fact that their leaders might nurture a hiring bias, which they themselves might be unconscious of. This bias leads them to give preference to candidates they are likely to feel more comfortable working with. This bias limits them from not only recruiting diversely talented professionals but also retaining such people within the existing workforce. Moreover, such leaders are not in the favour of adapting diversity as an integral part of the business strategy. This, according to the international executive search firms in India, can have a deep negative impact on the ability of an organization to acquire diverse talent.

Lack Of Flexibility

Employees today seek greater flexibility in their work place and work schedules as it helps them ensure a better work-life balance. Most talented professionals are attracted towards organizations that offer great corporate culture, sense of belongingness, employee engagement and flexible work environment. These aspects play a key role in enhancing the overall satisfaction level of the employees and ensuring their maximum performance and success.

Absence Of Equal Opportunities

A key reason that prevents organizations form attracting great and diverse talent is the absence of equal opportunities. Organizations, that tend to promote their employees based on anything other than their skills and competence, find it extremely difficult to not only recruit but also retain diverse talent. Organizations that consider diversity and inclusion to be their social responsibility tend to attain greater success in attracting diverse talents. 

Performance Management Mistakes That Organizations Should Avoid Making

Most often managers rely on outdated information about the employees while ranking and rating them. This leads to a biased review which might not be valid as per the current status of the employee in question. Hence the experts from the leading performance management consulting firms believe that it is extremely vital for managers to seek latest employee information while performing reviews. They should also take regular feedbacks to access the improvements made by employees and appreciate their efforts.

An increasing number of business organizations understand the importance of managing and measuring the performance of their employees. In fact, most organizations have adapted a development-centric approach towards performance management, making employee progress less dependent on relative ranking and normalization techniques. In order to get the best benefits of performance management, it is important to implement it as an ideal and systematic process aimed at enhancing employee performance. However, this is easier said than done as the leading performance management consultants have identified various mistakes organizations make while implementing the system.

Performance Management Mistakes That Organizations Should Avoid Making

Creating Work Environments That Promote Employee Well Being

Today, the employers focus on making the workplace increasingly focused on the overall well-being of the employees. This is because employee well-being is directly related to their professional efficiency and performance, which is the driving force behind organizational growth. The top executive search firms in India are also advising their clients to promote the health and happiness of their employees.

Now the top headhunting firms in India are advising their clients in private sector to adapt this same policy. This small investment can go a long way in supporting the employees in their efforts to remain fit. Furthermore, it eases the financial burden of the employees while also providing them the requisite means to cover their health care expenses in times of emergency. The organizations can ensure the same by implementing the below discussed strategies that have proved effective in enhancing the overall well being of the employees.

Creating Work Environments That Promote Employee Well Being

Unravelling The Secrets Behind The Success Of Seasoned Leaders

There are business leaders, who upon approaching the retirement age are relieved of their responsibilities and given a warm send off. Then there are leaders, who despite their years of service and advanced age, are never allowed to leave the organization. Even though both these types of leaders tend to serve their organization with equal commitment and dedication, it is only the latter ones that are revered and respected as truly successful. In fact most business organizations hope to attract such professionals during their leadership hiring drive. This is because they believe that such leaders can take their organization ahead on the path of success. Discussed below are the secrets that are responsible for such phenomenal success of seasoned leaders.

They Promote Innovation And Responsiveness

Successful leaders are focused on encouraging innovation and responsiveness within their team members rather than forcing them to follow standardization and compliance.  This not only enables the team members to think outside the box, but also makes it easier for them to show great efficiency even during highly competitive and challenging situations. However, in order to motivate the employees to be innovative and responsive, it is important for the leaders to recognize the challenges, pressures and tensions faced by the employees in the existing work environment.

Have A Positive Attitude Towards Learning

Most seasoned leaders are successful due to their positive attitude towards learning not only from their seniors and peers but their juniors as well. Such leaders firmly believe that every individual they interact with can teach them something unique. That is why they always show a keen interest in the ideas and outlooks of their juniors, even when these are considered insignificant by other senior level professionals. In fact, such leaders always find time to interact with their team members to remain updated about their thought process and ideologies.

Establish Open Lines Of Communication

One of the secrets of success of seasoned leaders as identified by executive search firms is their competence of establishing open lines of communication with their team members. The leaders are not only willing to resolve the queries and doubts but also to hear their ideas and opinions about various professional and organizational issues. The leaders make it a point to gain basic information about the personal life of every single member of their team and offer them advice and support when they are faced with challenges in this aspect. This open communication helps in establishing a relationship of trust and between the team members and their leaders which in turn enhances overall team performance.

Lead Through Example

One of the biggest and perhaps the worst kept secret behind the success of seasoned leaders is their firm belief in leading through example. These professionals understand that nothing can motivate their team better than doing the task themselves in a manner they want to get it done. The leaders do not mind working together with the lowest member of their team and getting their hands dirty if its helps in the fulfilment of team objectives. They invest time and effort in ensuring that the team gets all the help and support that is essential for its success in every respect.

5 Most Essential Lean Construction Tools That Are Must To Use

Manufacturing Consultants in India are in high demand as the Construction projects can save billions of Rupees by systematically optimizing processes using modern tools and techniques. Capabilities of the workforce can be enriched manifold by understanding the process of providing value to each customer at the same time achieving the Zero Defect.

One of the most known way of contributing to the increase in productivity is to implement Lean Construction. Top Lean Consulting Firms in India use various tools and techniques to provide basic knowledge and benefits of Lean Construction. Some of the tools are as follows:

5 Most Essential Lean Construction Tools That Are Must To Use

5 Key Benefits Of Hiring Organisation Development Consultants In India

The base of any successful organisation is high efficiency and increased productivity of its employees. Every company be it small or big invests heavily in this area so as to keep their employees motivated towards work. Many management or structural overhauls are owed to these two reasons. In order to bring the most out of their employees, a good strategy is to go for Organisation Development Consultants in India. There are a lot of People Management Consulting Firms in India, hiring one can be a bit confusing. Many businesses especially small who can not invest a lot of money in hiring dedicated resources towards this task should go for these expert firms and make the most out of these services in comparatively lesser cost. The benefits associated with hiring the third party help are too many and here is a list of few of them:

5 Key Benefits Of Hiring Organisation Development Consultants In India