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