How HR Strategy Consultants Increase HR Values In An Organization?

The Top management faces a number of business challenges, but one of the deadliest of the challenges is to manage the human resource of the organization. Thus, the role of the HR has gone beyond traditional one and turned into a strategic one. This is the reason most of the organisations are hiring the services of HR strategy consultants.

We tell you how the HR consultants increase HR values in an organization:

• Customer Definition

The customers of HR consultants include top management, current employees and the prospective employees, in short, the corporate umbrella. These consultants need to define these customers and then deliver good experience to them in accordance with the individual needs of the customer. They even devise processes which are in line with the expectations of the different categories of customers, the HR professionals need to deal with.

• Optimize

Corporate culture, performance evaluation, employee engagement, operational efficiency and talent mapping are some of the key areas where the HR consultants can create an impact. They play a critical role in defining the organizational goals and then cascading the same to the employees. They follow a proactive approach and consult the Top Management in order to understand the necessary gaps and finding the solutions for the same.

• Value Measurement

The various HR strategy consulting firms India measures the progress of their initiatives and make sure to benchmark them with the prevailing industry standards. To understand the value of the progress made and measure in numbers, the feedback of the targeted segment also plays a key role. Thus, it helps in understanding the value of HR initiatives and also justifies the efforts taken for doing the same.

• Resource And Budget

Once the HR consultants understand the impact created with the different initiatives taken by them, they move further and focus more upon expanding their actions for getting a better return. They understand the requirements and the related issues and then work out a solution by demonstrating the actions that are required to be taken for implementing the said solution. They ensure that an optimum utilization of resources is done for achieving the desired results.

• HR Strategy

The most crucial aspect of each and every HR strategy is its connect with the people who are going to be impacted by the said strategy implementation. It is the personal connect which creates employee engagement, loyalty and motivation in the employees in turn leading to a strong corporate culture. The values which are acknowledged and measured also helps in aligning the behavior. A strategic plan for HR initiatives here help in increasing the success quotient of the strategy. This is the reason each and every strategy is accompanied with a guidelines and the intended results.

It’s high time HR makes a giant leap and evolves itself to cater to the different customer base of the organization by understanding the value and capitalizing on the same. This will lead to better hiring, increase in efficiency and productivity and thus the overall success of the organization.

Advantages Of Having A Retained Executive Search Firm In India

The most common question every company asks itself after a point is, “Do we need executive search consultants?” There are many reasons why hiring one of the top recruitment firms in India is the answer to all your hiring challenges in the future. 

We have come up with the top 4 Advantages of having a retained executive search firm in India:

Streamlined And Focussed Process - A retained search firm incorporates a laser-focused process while filling executive level roles. This can help eliminate the risk of on boarding a bad hire in the long run. Backed by years of experience, the recruiters are focused on the executive search for your company offering extensive talent pipelines and networks. In addition to this, they offer meticulous background checks and reference checking. So to sum up, retained search firms follow a streamlined process and creates a safety net for your organization where hiring becomes speedy and risk-free. 

Pipeline And Networks - A retained search firm has an extensive network consisting of both active as well as passive candidates thus giving you a wide range of options to pick from. This leads to hiring the best possible candidate not only from the skillset point of view but also from the one who will be a perfect fit from a culture perspective.  Retained recruiters owing to their extensive network and years of experience know the best methods to find the highest-quality potential candidates for your company.

Experts In Recruiting - Retained search firms have an army of experts to help you with your recruiting needs. They provide expertise in finding the most potential individuals and know-how while handling delicate situations and negotiations. With excellent people skills, they can determine if the candidate will fit into your company’s culture. A retained search can give you the advantage of expertise at each and every phase of the recruiting process right from working on the job description to screening the potential candidates and eventually the onboarding of the right candidate. They can handle all of the communication and can help create and nurture a relationship of trust between all the stakeholders involved that is the organization, candidates and themselves.  

Time And Cost - Finding highly qualified C-level candidates can be tedious, time-consuming and costly. An in-house recruitment team needs to balance time for the search in addition to the business as usual. This often yields limited search results and also becomes an even more time-consuming process and the longer a position goes unfilled, the more costly it becomes. A retained firm can help you find candidates in less time thus allowing you to save money both in terms of time and also in terms of risk of having a bad hire. The cost of hiring the wrong person can be huge not to mention the potential negative impact on the overall morale of the employees and their productivity. Having the firm by your side will give you the peace of mind thus giving you time to concentrate on tasks that need your immediate attention. in knowing that the best possible candidates are being identified, vetted and presented.

The Unspoken Cost Of Outplacement

As we know that the main objective of outplacement is to reduce the number of employees working in the payroll of an organization. However, with so many companies offering, outplacement services, it is being sold as employee packages to the companies. The cost of outplacement is dependent upon a number of factors based on the specific needs of the organization and the professional level of the employee impacted by outplacement.

The cost of outplacement varies from employee to employee. But it is the responsibility of the organization to take care of the employees who have been loyal to them and helped them achieve the success in the business and above all, are losing the job for no fault of their own. However, there is no law that requires the employer to help the laid off professionals get into new jobs, but, it is a right thing to do. Still, a large number of organisations abstain from giving outplacement service to their laid-off employees.

There are evidences which prove that the cost of not offering career transition services or services for outplacement is quite high in comparison to paying for a well-designed outplacement package.

Here are some of the unspoken but proven cost outplacement brings with it:

·         Negative Laid Off Employee Sentiment

Since the Earth is round, the laid off employees are going to become your customers, stakeholders, business partner or even competitors one day. They may even end up joining your organization again in a different capacity, for instance, as consultants offering board advisory services. So, they can bring a huge damage to the company’s brand at a later stage because of the disrespect and ill treatment given to them at the time of layoff.

·         Financial Cost

Future employment also cost and the companies are required to consider this immediate cost which arises as a consequence of the showing the door to the existing employees. Also, when the lay-offs are not handled in a proper manner without any training to the managers in terms of delivering lay off notifications, the law suits by employees can cost the company of its two valuable assets i.e. time and money. Apart from the financial impact, it also brings with it negative publicity, leading to doubt on company’s integration further impacting the future income.

·         Cost Of Low Employee Engagement And Low Productivity

Not offering the outplacement opportunities not only impacts the employees who have departed, but also, the employers who are currently working on your payroll. It greatly impacts the productivity and engagement of the remaining staff members. It emotionally impacts them as watching your people, your friends being laid off without proper assurance for the future can be highly traumatic. Thus, the treatment of the organization to the laid off employees make the remaining employee feel insecure about their current and future position in the organization. In a sense, it leads to harbouring of negative feelings about the organization in the mind of employees who are staying in the organization.

Cornerstone, A Bag Full Of Talent

For a company to excel, it is not just the vision of its talented board members, but also the synergy and the work of its every department and their team is equally important. And well, gone are the days where employees sign up for one 9-5 job for a lifetime. Moreover, with the growing age of startups and multi national.companies, today, the mindset of an employee is way different and offbeat than it was earlier. Today, there are multiple opportunities lined up for the employee, hence in order to maintain company loyalty and to also make the employee and the recruiters happy is a task. And thus, hiring the right candidate for the specific role and giving him the responsibility of working on an essential project is a pressure every board and HR goes to.

And while sometimes the company hires or has their in house human resources team, they often fail to connect with the right employee purely because they look at the overall skill of the candidate and how he or she can fulfill an overall designated role. But what makes executive search firms more credential for this role is because they intend to study the crux of the requirement of individual project and performance expected from the head team and later analysis the skills of the employee and appoint and assign them accordingly. 

Executive search firms like Cornerstone are known to serve customized HR service to deliver long lasting performance growth for the company. And when this happens, the stress of doubting and the pressure on the employees' performance by the board vanishes and the focus is mainly on the growth. This saves up efforts, time, money and moreover offers confident results. 

Apart from just hiring the right candidate, it is also essential for a company to keep the employees satisfied because with multiple job opportunities the frequency of job hoping has raised and it has an adverse effect on the company. It becomes taxing for a company to hire new set of people and appoint them with projects where the boards are skeptical about their performance. But when top executive search firms take this task in hand, they ensure and pick individuals who align with the company goals for long term. And this is done by their expert eye for identifying and understanding the candidates. 

Executive search firms in India mainly aim to look out for people who share the same values, short term goals and long term goals as the company. It is their expertise that ensure to communicate the need of the company and pick the same sort of employees. And this is a rare sight where HR services with new talents who synced with the company are provided and that this what makes cornerstone different from others.

Common Challenges Faced By Recruitment Agencies Across India

The growing dependence of companies on recruitment agencies for finding and hiring top talent has resulted in the phenomenal growth of this sector. However, while much is said and written about the huge revenue earned by companies operating within this niche,not much is known about the challenges they face. In fact, it is quite common for executive search firms in Mumbai to be forced to deal with unprofessional and arrogant clients on a regular basis. In fact, the way companies approach recruiters in India in modern times is really worrisome. With most organizations having a knee jerk reaction to fulfilling a vacancy, learning about some common challenges faced by recruitment agencies in India.

Unclear Job Specifications

Many times hiring organizations choose to recruit candidates in rush to meet unrealistic deadlines. However, rather than supporting the executive search firms in Gurgaon by providing accurate job specifications, the companies expect such firms to simply understand their needs. In addition, they expect the firms to provide them with a list of the most suitable candidates without any delays. This often results in the recruitment agencies sending candidates based on their assumption of them being most suitable for the job.  This can impact the quality of the candidates besides putting the credibility of the recruitment firms under question.

Unnecessary Delays In Making Hiring Decisions

The final hiring decision is almost always taken by the top management executives of client organizations. It is not uncommon for these executives to put a really good candidate on hold simply because they have met only a couple of people. By the time they make the decision of hiring the candidates, they are almost always recruited by another organization. In fact, they often pass the blame of having lost a great candidate on the executive search firms in Bangalore that introduced the candidates to them in the first place.

Minimal Initiative At Candidate Interaction

Hiring organizations feel that it is the responsibility of their recruitment partners to build a rapport with prospective candidates. Such organizations also believe that the executive search firms in Delhi they work with should be able to convince the candidates about the company and the scope it offers. They tend to overlook the fact that most candidates will assess the organization based on their personal interaction with the company representatives. The recruitment firms can do only so much to convince the candidates to stay engaged until the last phase of the recruitment process. Once that stage is reached, the decision of the candidate to take up or decline a job offer depends on the company representatives.

Strategize Your Way To Success

In the era of fast pace, every move counts. And moreover, every move has an unexpected impact on everything that you plan for the present and also for the future goals. Thus, after fulfilling the necessity of having a top notch team for a company to grow more, it is an utmost priority to lay down your strategies with thorough research and hypothesis. And let's all of us face the truth that whenever, as a board team collectively comes up with strategies, we are unknowingly biased towards it. And it is psychologically fair as it is a product of our thoughts and experiences. But with that, we often happen to be ignorant about the drawbacks of our planned strategy which in return tend to backfire us. And this mistake has been realized by several MNCs and companies. And to avoid the same, have opened the doors for HR strategy consultants.

Strategy consultants in India have been a booming industry and their value has been lately recognized and rightly applied by the companies. The perks of vouching for a strategy consulting firms India is that mainly they aren't biased about thoughts, are highly updates with the market scenario and also have experts who excel in forecasting the future possibilities.

It is highly essential to put things clear on the table because that is when you can bring the best offer on the table for your team and the clients to pitch in. And for that you need a dedicated team who are experts in differentiating vision, mission, small term goals and long term goals amongst everyone and ensure that everyone is on the same page. And this might seem easy to read, but is a task in itself as it has to be passed on amongst each and everyone without forcing a thought. Which in itself requires strategy to build a cohesive workplace and workflow without a conscious effort. Well, this is merely a small example of  how important it is to strategy every move to win the checkmate and how it cannot be attain single handedly by the board itself.

Having a kick starting strategy in mind and in the board meet is excellent, but to execute it with the confidence that it will return in with positive graphs is a little unstable. And to fill in this void of contemplation, HR strategy experts pick the right people, pick the right way to do research, pick the right people from their own team who suits the best to the company profile, and finally draw out strategies and plans and layout them on the table with sheer confidence and experience. And this is when, two independent thoughts come together, the chances of failure reduces as all the aspects of negative outcome are analyzed and worked on. And that is when a well crafted and articulated plan is executed with throwing light on one individual goal and techniques so that the disputes are resolved way prior and everyone is on the same page of the book.

Here Is Your Guide To Selecting A Provider For Outplacement Services

The considerable growth in skills gap as well as talent is the prime reasons which are driving organisations to become focused towards retaining the valuable talent. In this war of talent heating up day by day, it is the employee experience which plays a pivotal role. Since, the organisations and their employees indulge in scrutinizing each and every aspect of the employer-employee relationship, it becomes quite important to choose the right provider for outplacement services.

Here are the quick tips for both assessing the current provider as well as for hiring a new outplacement company:

·         Personalization

Gone are the days when one-size-fits-all used to work effectively for each and every firm. These days the HR organizations are not only providing career transition services, but also maintaining a unique workplace culture by focusing on the goals, mission and values of the company, and the employee-employer relationship, the organization maintains. Thus, it is important to seek the service providers whose products and services can closely align with the platform on which the employees are already in. The service provider should be in a position to tailor its solutions in order to fit your business model. Adding the services of career transition and outplacement should complement the employee experience. In a nutshell, the company should be in a position to offer personalized as well as customized services for the purpose of transitioning the employees.

·         Innovation

The top concerns for HR departments these days is to provide a positive employee experience and at the same time maintaining the employer brand. They are required to track as well as analyze the progress of transitioning employees. Thus, the provider is required to deliver the current and relevant data which provides transparency and also helps in calculation of the ROI on outplacement investment. The service providers are thus required to make use of innovative technology for efficiency and a personalized touch to practice empathy. Make sure to check that the technology solutions provided by service providers are quantified and supported by results as well as statistics. Look for a service provider that is a perfect blend of technology and personalized approach.

·         Results

The HR team is required to be really quick during the layoff process because even a slight delay on their part can adversely impact the employer brand and result in losing the remaining employee’s level of trust. It is the prime function of the outplacement company to ensure that the process of layoff is completed in a simple and hassle free manner. The provider should have a system of contacting the employees for necessary career transition coaching and other services days after layoff notification is received by the employee. Check the past effectiveness of the company and its brand reputation before making an appointment.

The outplacement companies are playing a key role in talent management, career transition of employees and brand reputation for employer.

Performance Managing Consultants, The Magic Wand Of A Fueled Company

Multitasking at work, encountering with new projects, dealing with pressure and yet coming up with new, exciting and off beat ideas at every meeting room is not an easy task. Every employee goes through this at some point or another. And not just employees but also the higher authorities who are answerable for the figures and performance of the organization to their directors and other concerned individuals.

It is a difficult task to maintain high level performance and enthusiasm amongst the team throughout and there is only bare minimum one from the same organization but a higher department can do. And this is when the dedicated performance Management firms come into the picture.

Performance Management consulting firms is not an alien concept in today's business world, especially in India. This is because of the constant grown of companies and start ups wherein job satisfaction is the prime motto over the appraisals and monetary benefits. So the question is how one keeps up with performance level? Going to Performance Management Consultants can take away the constant fear of boosting your team. Because we might be good at managing work and giving a prep talks to one when needed, but we cannot assure that it will hit the right cords and if it will bring out the positive result and performance further. But being in association with some great  performance firm consultants gives you the exposure to expect a positive outcome as they plan, strategy, and fuel in the power with various different activities and tactics that push the employees to perform better and light the fuel to give their best shot everytime.

But hiring a performance consulting team is not a one thing, temporary project wherein you pump in the enthusiasm amongst the team and it will work for long run. It is essential to build a long term relationship for an organization with a performance boasting consultant team because it is a human tendency to get distracted. And moreover, with more opportunities and several technological distractions also play its role. Hence it is highly crucial to work as a union, be transparent about the working style, structure and pattern of the organization so that they can establish an elaborative plan that is suitable for long run.

Giving a glimpse to what actually involves in these strategies in basic term is the perfect balance of the short term and long term goals and ensuring that everyone are on the same page, happily. The last word happily is the crux as if one doesn't feel in for a particular goal, the impact will be seen on the result. But it is also necessary to remember that you cannot make everyone happy and hence tactics like planned workshops, goal setting exercises, common vision training, customized scoreboard for motivation and several others come into the picture which are beautifully executed by Professional Performance Management Consulting Firms.

Useful Tips For Senior Executives To Maintain A Harmonious Relationship With Their Employees

Business organizations today understand the significance of ensuring employee loyalty far better than their predecessors. However, most companies tend to ignore the fact that employee loyalty depends largely upon employer loyalty. This essentially means that unless the employers make their employees feel happy, satisfied and supported, they are least likely to develop a sense of belonging and loyalty for the organization. According to the leading executive search consultants, the senior executives within an organization can play a critical role in this context by focusing on developing a harmonious relationship with their subordinates. 

Discussed below are some useful tips that can help senior executives to ensure the same.

• It is essential for senior executives to focus on minimizing politics and favoritism in the workplace. They need to ensure that every employee is treated in a fair and equal manner and should be respected for who they are. The senior executives should help in the formulation of organization policies and rules that are the same for all the employees, irrespective of the post they hold.

• The senior executives need to have a co-operative approach towards the problems and issues that the employees might be facing. They should make themselves approachable by making it easy for the employees to talk to them without any fear of being judged. This helps in establishing an honest and transparent relationship between the senior executives and their subordinates, which can prove extremely beneficial for the organization in the long run.

• According to experts from the top executive search firms, it is important for senior executives to make sincere efforts towards making the jobs of their employees more interesting. This can be done by organizing training programmers for them and giving them additional responsibilities. They should also seek the views and opinions of the employees while deciding organizational policies and keep them updated about any new decisions regarding the company’s future.

• It is the responsibility of senior executives to keep their subordinates well informed about the going on in the organization. They should make sure that the employees are aware of the company policies, requirements, and expectations. Your employees must be well informed about the company’s policies and requirements. Having a clear understanding of organizational needs can help the employees to improve their performance and efficiency.

• One effective way for senior executives to ensure better harmony with the employees is through constant interaction with them. This will ensure that the employees feel comfortable and confident around these executives and are able to provide their feedback, opinions, and ideas without any fear of rebuttal.

• It is also important for senior executives to appreciate and reward the efforts and achievements of the employees on a regular basis. According to the leading executive search firms this is essential to keep the employees motivated and assure them about being an integral part of the business organization.

Common HR Risks Faced By Growing Organizations That Influence Employee Performance

Running a business often involves a variety of risks, which mostly depend on the exact nature of the venture. However, there are some risks that are common across all organizations as they are caused by everyday business practices and the consequent actions of the employees. According to the experts from the performance management consulting firms, these risks can directly impact the performance and efficiency of a business workforce quite significantly. The best way to minimize the potential liability of these risks is by gaining in-depth information about them. The most important of these risks are discussed in brief as follows.

Wrong  Leadership Team

Business leaders reflect the culture, expertise, and future of an organization,which is why it is important to ensure that only the most competent professionals are appointed on such positions. Promoting professionals having great technical and functional capabilities but lacking the ability to manage people effectively can lead to the development of a sense of disappointment and resentment among the employees. In most such cases, there is a considerable reduction in employee performance besides an enhanced risk of loosing really good talent for the organizations.

Inconsistent Recruitment Practices

Any inconsistency in the hiring practices followed by an organization tends to deeply impact overall employee performance. In fact, the leading performance management consultants are of the opinion that these inconsistencies enhance the overall stress levels of the employees as they feel constantly worried and insecure about their future with the organization.In addition, such practices tend to create major talent gaps within the organization which can hinder its smooth functioning due tothe absence of right professionals needed to perform a task in the most efficient and timely manner. This creates a sense of dissatisfaction among the employees, who feel completely detached and disengaged from the organization and prevent them from focusing on their assigned tasks and responsibilities.

Lack Of Proper Performance Management Strategies

Despite being aware of its significance, most organizations still lack any proper performance management strategies. This makes the employees feel undervalued and often creates a culture of distrust and lack of corporation between the members of the workforce. The lack of performance management strategies is often accompanied by a lack of any provision for giving and taking feedback and open communication between employees. This further impacts the performance of the employees and decreases their efficiency significantly.

Improper And Insufficient Documentation

In the technology-driven world of modern times,most organizations pay little or no attention to maintaining proper and timely documentation. This, according to the top HR strategy consultants increases the chances of litigation risks and also makes the employees feel somewhat lost. Despite the time and effort involved in maintaining proper documentation, the process can help in eliminating any confusion and misunderstanding at the workplace. When employees have access to clear guidelines, they tend to work in a highly proactive manner.

Hidden Advantages Of Top Executive Search Firms

When companies seek to hire management and professional talent, they have multiple options to carry out their search. They can manage the entire process internally or they can outsource it to  Executive search consultants. In-house recruitment, especially for the top positions, have some limitations over if the company goes for one of the top executive search firms.

Limitations Of In-House Recruitment

*** Firstly, many candidates won’t be actively looking for new career opportunities and so they might not respond to your job advertisement. The passive candidates who might not be looking actively but might be interested in the entire process would simply be ignored thus skewing your chances of having the right hire further.

*** Small and mid-sized businesses lack the internal resources and experience to attract passive candidates effectively.

*** Another limitation is that the in-house recruitment team lack the focused approach thus end up getting a lot of unqualified application. This leads to a wastage of time in the screening process. 

Advantages Of Hiring Executive Search Firms

>>>> A retained firm operates on an exclusive client-centered basis and thus works on a limited number of search assignments at a given time. This ensures speedy delivery process without having to compromise on the quality of the search. They carry out dedicated research while leveraging the full spectrum of both active and passive candidates that are available in the market and therefore manage to find candidates with unique backgrounds.

>>>> The second advantage is confidentiality. Executive search professionals work in a confidential manner and will participate in all aspects of the search process, starting from laying down a tailor-made search strategy to providing highly qualified potential candidates who have just the right background and experience for the specific job opportunity and would fit well with the company's culture.

>>>> Retained consulting firms are a great option for advanced specialist positions that require a unique set of skills. They are hired for the positions where the risk needs to be minimal and a wrong hire can be disruptive to the company. The retained executive search not only helps provide the potential candidates to pick and choose from, but they also help in the long tedious process of convincing the candidate to make a move from their current company.

>>>> Last but not least, hiring is incomplete without the much-dreaded negotiation process and thus having a firm by your side can help you more than you can imagine. With years of experience in this industry, they are well-aware of the nuances involved and can tackle them with ease with no real stress from your end thus freeing your time for priority tasks in hand which needs your absolute attention and are related to the overall growth of the company.

5 Reasons To Reach Out To Executive Search Firms In Mumbai

Making a bad hire in your C-suite can be a huge mistake with disastrous consequences. Finding a qualified, top-performing executive is an art and lack of experience can unnecessarily make it far longer and far tougher than it actually has to be.

Hiring one of the best executive search firms in Mumbai for your C-suite vacancies can help you save you a cost that gets incurred when the executive role is not being filled. Here are the reasons that executive search firms in Delhi may be worth the investment when it is time to find the ideal talent for your most senior positions.

Why Work With A Retained Executive Search Firm?

Be it executive search firms in Bangalore or the executive search firms in Gurgaon, they can help you find the right fit for your company in less time with minimum risk involved. Here is a list of several other reasons:

1) Access To A High-Quality Network Of Potential Executive Professionals

If you’ve exhausted your list of connections and still not able to find the right executive, it is time to hire the experts to do the job for you for they have a long list of high-quality executive professionals owing to their years of experience in this field. Retained executive search firms with a global network of contacts should always be preferred for they can help you find the right talent from an even bigger pool of potential candidates.

2) Some Positions Are Too Important To Save Money

The implications of a bad hire are huge both in terms of time and money. Top retained search firms are experienced in understanding the rare skills mix needed for top positions. The risk involved while hiring through a firm is minimum thus saving a lot of unseen cost in terms of bad hire as well as the time wasted in hiring on your own. 

3) Lack Of Right In-House Resources

One of the most daunting tasks while looking for a potential employee to fill the top position of your company is the screening process. Assessing a candidate’s CVs properly takes time and is one of the most crucial part of the entire interview process. Having a search firm to do this task will help you achieve this task efficiently. Search firms deal with CV assessment every day and so they know what exactly they need to look for. 

4) To Have Long-Term Employees In Your Company

Retained executive search firms calculate the success based on the retention rate and longevity of their employees. An executive firm is good at assessing which candidate has the right potential from a long-term perspective and will contribute positively to the business’ future growth.

5) Minimum Risk Involved

This point can’t be stressed enough as there is always a risk of a bad hire that can be disastrous for a company’s growth and well-being. Having the right candidate in minimum possible time with minimum effort on your end can actually give you a window to concentrate and worry about the more important tasks such as growing your company further.

Tips To Help Organizations Build A Compelling Employer Brand Identity To Attract Top Talent

In an era when the gap between the demand and supply of quality talent is growing at an alarming rate, organizations need to present themselves in the right manner to attract the best candidates. In this context building a compelling employer brand can prove highly beneficial for an organization in terms of finding the most suitable candidates for various job positions. Discussed below are some effective tips from the top recruitment firms in India that can help companies build a strong employer brand identity.

Set The Right Perception

The first and the most important step to be taken for building a strong employer brand is to ensure that the organizations are perceived in the right manner by prospective candidates. They should believe the organization to have a fair working policy with enough avenues for professional growth and great company culture. For this, it is important that the organizations need to communicate their values, beliefs, and culture in the right manner, with respect to the various touch points of the employment life cycle.

Being Clear About What The Company Stands For

The experts from leading retained executive search firms in India are of the opinion that organizations need to present a clear picture of what they stand for to prospective candidates. They should help candidates understand what they would be offering to them as an employer in terms of fair compensation, job satisfaction,growth opportunities, and work environment. Organizations also need to assure the prospective talent about their commitment to respect their professional aspirations and personal space of their employees. This is essential for sending across a positive message and drawing the attention of top professionals.

Providing Accurate And Authentic Information

Proving accurate and authentic information to the candidates during the talent acquisition process can go a long way in helping organizations to build a strong employer brand identity. The candidates should be made well-aware of the exact job requirements, team details, key skills, employee development programs and the range of benefits and perks provided by the company.  Organizations may also provide a brief description of the ways in which they expect a talented candidate to the philosophy, culture, and success of the venture in the long run.

Use Existing Employees As Brand Advocates

The professionals offering leadership consulting services, often advise their clients about the benefits of using their existing employees as brand advocates. Nothing can convince prospective talent to take up a job option than the views and perceptions of the current members of its workforce. Companies should encourage their employees to discuss their day-to-day work experiences, things that happiness and details of career progression on social media sites. However, organizations need to ensure that they do not force the employees to participate in such promotional activities, especially if they are not genuinely motivated and willing to share their stories.