Artificial Cleverness – A Technology Set To Vary The Future Of Hiring

There is no denying the fact that technology has come to play a key role in speeding up the recruitment process and making it more efficient and manageable. Of the various technological tools being used by the leading HR consulting firms in India and across the globe, Artificial Intelligence (AI) is believed to be the most impactful. Even though, the use of this innovative technology in the field of talent recruitment is still in its initial stages, its wide ranging benefits are already making headlines. In fact, the top recruitment experts are now discussing about the most likely ways in which the integration of AI into the recruitment process can help change its future. The 5 most important ways in which AI can change the recruitment and hiring practices are discussed in brief as follows.

 

Can Make Hiring Faster And Smarter

Most experts feel that the use of AI can help to increase the efficiency of the hiring process besides enhancing the overall speed of the process. The technology will be used to scan and identify the best candidates for specific job positions in a smarter and more reliable manner.  The use of AI is also expected to automate the process of scheduling besides ensuring better responses from candidates through the use of natural language processing. The AI analytics can also come in handy for capturing both qualitative and quantitative data about the candidates to help the recruiters prepare better for situational and behavioural interviews. This will in turn help in minimizing the risk of a wrong match quite considerably.

 

Can Help Promote Thoughtful Recruiting

Artificial intelligence can prove highly effective bridging the gap of limited human time and bandwidth to ensure better recruitment results. In fact many experts are even considering the possibility of using the technology to conduct interviews with candidates and doing follow ups with them. This can assure the recruiters of an unprecedented communication system in the hiring process. It can go a long way in fine-tuning the recruitment system and minimizing the risk of losing good candidates due to poor communication.

Can Prove Effective In Minimizing Hiring Bias

Hiring bias, both intentional and unintentional can prove to be a major setback for even the best recruitment strategies.  This problem can be easily resolved by using AI as an integral part of the recruitment process. The technology can help ensure the assessment of the various skills and competencies without being even slightly partial to any one candidate. The technology focuses solely on matching the provided list of skill sets at both professional and psychological levels with the ones desired for a specific job position. This naturally helps to eliminate the hiring bias that most humans teams are susceptible to.

 

Can Help Boost Overall Hiring Efficiency

Given that the use of AI can help in streamlining the overall hiring process while also reducing its overall time, it is not surprising that top HR strategy consultants believe it to cause a significant enhancement in hiring efficiency. An increasing number of recruiters have already started using AI for performing the seemingly mundane hiring tasks of scanning resumes, scheduling interviews and even sending routine e-mails. Not surprisingly, they have been experiencing an increase in adherence to established timelines, which is the first step towards increased efficiency and improved candidate engagement.

Can Lead To Perfect Searching And Outreach

One of the major challenges faced by recruiters today, AI is that of expanding their outreach and sourcing of the perfect candidates. The technology can make use of the data available on various platforms and channels to help the recruiters identify the right candidates, including the passive ones. This can help the in expanding the perfect searching and outreach for the recruiters in a highly effective and discreet manner.

6 Ways In Which Social Media Has Been Impact The Recruitment Process

The use of traditional methods of recruitment, no longer seem relevant in terms of providing the desired results in the modern times. This has naturally led the leading recruitment firms in India to seek newer and better methods of recruitment to fulfil the hiring demands of their clients. In this context, social media has come to play a vital role in helping the recruiters to overcome the shortcomings of the age old methods of attracting and hiring the right candidates. However, in order to exploit the complete benefits of using social media for efficient recruitment, it is important to first learn how these platforms have influenced the recruitment process. Discussed below are the 6 most important ways in which social media has been influencing and even changing the game of recruitment.  

 

It Has Helped Modify The Communication Model

Social media channels have completely revolutionized the methods of both personal and professional communication. This has in turn helped the recruiters by opening up new avenues of finding prospective candidates besides providing them with a fresh perspective on attracting them towards the client organization. This new method of communication has also uplifted the methods of finding relevant content, enhancing social outreach and using the right measuring tools for finding better candidates.

 

It Has Created A Technological Shift

With the rapid advances in technology, the recruitment experts are under extreme pressure to make their hiring processes mobile focused. This trend has further been promoted by the fact that the means of using and viewing technology are becoming increasingly smaller in size and portable. The social media channels make it easier for the recruiters to exploit the benefits of this technological shift. In this context, they need to work towards creating mobile- centric recruitment ads that have a rich visual appeal.

It Has Enabled Quick Connection With New Prospects

In the modern times, social media has emerged as one of the easiest and most effective ways of connecting with prospective candidates in various fields. The ease of connectivity on social media makes finding the right talent relatively effortless and hassle free. In addition, the recruiters can use the social media channels for establishing strong and personal relationships with prospective candidates, which in turn can help expand their talent pool. The wide variety of audience available on the different social media channels has also helped in improving the overall quality and quantity of prospective candidates.

 

It Has Helped Create A Platform For Learning

One of the biggest influences that social media has had on the recruitment process is that it had provided both recruiters and candidates with a platform for interaction and learning. Both the recruiters and candidates can use these platforms to interact with one another, express their opnions about various recruitment issues and even discuss prospective job opportunities. This enables the candidates to become a part of the hiring process more quickly while making the whole process quite effortless for the recruiters.

 

It Helps Identify Recruitment Problems And Provides Solution

As mentioned before, social media make it possible for the candidates to express their opinion about various recruitment issues. This helps the recruiters to identify the key recruitment problems and also find the most effective solutions to these problems through comprehensive discussions with the candidates. In fact the providers of leadership consulting services have confirmed using social media to analyze the potential threats and challenges.

It Helps Overcome The Limitations Of Geographical Boundary

Another major influence of the use of social media has been to help the recruitment teams to overcome the restrictions imposed by geographical boundaries. In fact these sites can be used to reach out to potential candidates located even in the remotest corners of the world in a more personal and discreet manner.

Useful Tips That Can Help Business Firms To Do In-House Executive Search Adroitly

Over the past several years, business organizations across the globe have become increasingly aware of the benefits of conducting in-house executive search. This has naturally led the hiring organizations to implement this method of recruitment in addition to seeking the services of executive search firms. This not only helps business organizations to save valuable time and effort in hiring the right candidates for the available job posting but also reduces the overall expense of hiring a new executive.  In fact, a large number of executive search consultants are offering reliable advice and support to their clients about the best ways to conduct in-house executive search in an effective manner. Discussed below are some useful tips that can prove helpful for organizations and recruiters in this context.

Invest In Professionals With The Right Expertise

In order to exploit the benefits of an in-house executive search, it is essential for the business organizations to invest in professional experts capable of handling the task. While this might seem to negate the concept of cutting the recruitment expensive, such investment is essential to get the best results. It will ensure that the whole process is focused on finding the right candidates from amidst the existing members of the workforce, for filling executive positions currently available or likely to become vacant in the future. These experts will use the right tools and strategies for short-listing the most competent candidates and minimizing any chance of error.

 

Streamline The In-House Executive Search Process

Streamlining the in-house executive search process is the key to making it faster, more efficient and to get better results. This includes identifying the prospective candidates based on their past performance and achievements within the organization. The search experts also need to have detailed information about the key skills and traits of these candidates along with the one they need to develop. They also need to develop a reliable platform for comparing the skills of the candidates that form a part of this in-house talent pool with any upcoming opportunities. This will make it possible to update the skill set of the most suitable candidates in a timely manner as well as to prepare them for the prospective executive position.

Be Sure To Engage The Employees Being Considered

Employee engagement is one of the key contributors towards ensuring the success of in-house executive search and recruitment. The level of engagement of the prospective candidates can be decided by the organization and the hiring team. In most cases, it essentially involves informing any prospective candidates about their possibility of joining the organizations executive team in the near future. Such awareness not only motivates the employees to enhance their overall behaviour and performance, but also to try and improve their overall skill set. It also helps in making the workplace positively competitive as the other employees also feel motivated to improve their capabilities and competence.

Consider The Personality Traits Of Prospective Candidates

The top recruitment firms in India stress on matching the personality traits of the prospective candidates with the requirements of the job position even during in-house executive search. This is because the personality can play an important role in ensuring their success as a top level executive. However, the recruiters need to understand that all executive positions might not have similar personality trait needs. This essentially means that while great communication skills are a must have for candidates being considered for executive positions in the HR department these might not be as relevant for candidates in accounts or IT departments.

The above guidelines can helps organizations to find and develop the most suitable candidates for the taking up executive positions in-house. It helps in enhancing the sense of belonging and loyalty of the employees besides preventing workflow disruptions.

Busting Recruitment Myths That Hinder Best Talent Management Strategies

Efficient management of talent is often as difficult and challenging as recruiting such talent in the first place. Hence it is not surprising for business organizations to spend a significant amount of time and effort in for developing and implementing the most effective talent management strategies. However, even the best strategies can fail to provide the desired results, if the recruitment process being followed by the organizations is not up to the mark.  In this context, it is important for the hiring organizations as well as the top headhunting firms in India partnering with them to avoid falling prey to the various recruitment myths.  The most common of these myths and their truth are discussed below.

 

Small Companies Do Not Need To Recruit For All Positions

It is a common belief that small businesses can make do with a relatively lesser number of executives, who can handle multiple responsibilities. However, this strategy does not prove effective in the long run as it impacts the overall efficiency and performance of the executives making them incapable of doing justice to any one of their roles. The truth is that hiring for all executive positions is equally important for organizations of all sizes and can in-fact help in enhancing their competitiveness.

Interviews Are The Most Important Aspect Of Hiring Process

Most recruiters feel that interviews are the most important aspect of the hiring process. This is because interviews can help the hiring team to assess the suitability of the candidates from different perspectives. The recruiters learn gain comprehensive information about the communication skills of the candidates as well as their ability to perform under pressure. However, while the significance of interviews in the hiring processes cannot be undermined, they are definitely not it’s only important component. The recruiters also need to focus on other key aspects including applicant tracking software, references and assessments.

 

Waiting For The Perfect Candidate Is The Right Strategy

Many times the recruiters chose to drag on the hiring process over a considerable time period simply in the hopes of finding the perfect candidate. However, what such recruiters seem to forget is that there is no such thing as a perfect candidate and the best they get is a professional with most of the desired traits and skills. In addition, extending the hiring process in wait of such candidates is likely to cost the company in terms of time and money. Most importantly it will cause the recruiters to lose out on the chance of hiring imperfect but really good candidates, who given the time can take the company to great heights of success.

 

Quality Of Candidates Is Best Assessed By Their Employment History

When it comes to verifying the quality of prospective candidates, most recruiters rely on the employment history of the candidates. This often makes them to avoid hiring candidates who might have frequently changed jobs in the past or might have remained unemployed for some time. Sadly, this approach can lead recruiters to miss the opportunity of hiring some really good candidates. It is therefore, it is advisable for the global executive search firms in India to seek an explanation from the candidates before writing them off, rather than relying simply on their employment history.

Checking References Is Not Really Essential

Almost every recruiter asks the candidates to provide references during the hiring process. However, only a handful of them take the trouble of actually checking out these references as they believe to be an unnecessary task. This can prove to be a major mistake as checking out the references might actually provide surprising results. In fact, checking the references can many times alert the recruiters to potential red flags about the candidates which might lead them to think again about employing them.

Factors That Agencies Need To Focus On To Build A Positive Company Culture

As the battle for acquiring the best candidates becomes fiercer, business organizations across the globe are considering new methods and strategies to attract, hire and manage top talent. In this context, the one key factor that most companies need to focus on is the type of company culture they are offering to prospective candidates. In fact, the leading executive search firms believe company culture to be one of the biggest motivating factors for attracting and retaining top talent. This is especially true in case of smaller and medium sized organizations that do not have the advantage of a strong employer brand or dedicated recruitment teams. Discussed below are the key factors that organizations need to focus on in order to build a positive and motivating company culture.

Creating A Sense Of Inclusion

Most good professionals prefer to work for organizations where they enjoy a deep sense of belonging. That is why it is important for business organizations to work towards fostering an inclusive environment where the employees are valued and respected for their contribution towards organizational growth. Such a culture tends to encourage strong bonds of love and friendship between co-workers, which can prove critical in terms of retaining top performers and attracting new ones. The organizations need to understand that almost every high performing employee wants to be a part of a great team. In some cases, this aspect is given even greater prominence than the compensation being offered by the hiring organizations.

 

Having A Shared Purpose And Its Proper Communication

Purpose is what drives great teams and organizations that lack this vital element are least likely to achieve success. However just having a purpose is not enough as it needs to be shared with the workforce to get the desired results in terms of growth and profitability. Making every single employee aware of the organizational goals is the key driving force in the direction of achieving them efficiently. It not only provides a direction of work for the employees but also boosts their sense of inclusion and belonging. In this context the top level executives can play a critical role in communicating the strategy and road map of the shared objectives to the other members of the workforce.

 

Integrating Talent Strategy With Business Strategy

It is a common perception of business organizations that their talent strategy and business strategy do not have anything in common. This, according to the top executive search firms can prove to be a critical mistake in terms of developing a motivating company culture. Having a well defined recruitment strategy that integrates the business growth objective and strategies helps create a positive impact on prospective candidates. It reflects a strong value system of the organization as well as the fact that the compensation plans are effectively based on the business strategy and performance goals. This is actually the type of environment preferred by most talented professionals as it assures them of a performance based growth environment.

 

Ensuring The Resilience Of Company Culture

While it is easy to maintain a positive and motivating company culture when the business is booming, ensuring the same during bad times is extremely difficult. Companies that succeed in maintaining the same workplace ambience during both good and bad phases of the business find it easier to attract top talent. This can be ensured by keeping the workforce focused on the shared objectives of the company and constantly supporting and inspiring the employees especially during the bad times. The top executives need to make sincere efforts towards knowing their team members and communicating effectively with them on a professional as well as personal front. Making the team feel valued, especially when the business is not doing well is the key to enhancing its sense of loyalty.

Simplicity And Centralization – The Two Keywords For Recruiting And Managing Talent Efficiently

One of the most important tasks assigned to executive search firms is that of bridging the gap between acquiring desired talents for their clients and managing this talent. In order to fulfil this responsibility in a satisfactory manner, individual search firms use different strategies. However, one of the best ways to attain this objective is to simplify and centralize the whole recruitment process. Doing so can prove beneficial to the overall talent acquisition efforts of the organization while also helping them to ensure workforce stability in the face of any fundamental changes to the overall recruitment policy followed by the organization. Discussed below are the various benefits identified by HR strategy consultants, which can be exploited by simplifying and centralizing the hiring process.

Reduce The Overall Operating Costs

Having a centralized hiring policy helps the search firms as well as the hiring organizations to make significant savings on overall operational costs. Centralizing the process makes it possible recruiters specializing in one area to share relevant information and advice with their counterparts working in other territories. This not only ensures better management of the overall recruitment process but also brings down the cost of searching for the right candidates and publicizing different job postings.

Better Focus On HR Skill Development

With a centralized and simple HR policy in place, the recruitment professionals are able to focus more on developing their HR skills. This in turn helps in ensuring that they are able to offer more reliable advice to their clients and within a relatively shorter time period. They would also become capable of upgrading the nature of services being offered to the clients. This will in turn improve their reliability amongst the clients and also enhance their efficiency and overall goodwill.

 

Effective Sharing OF Knowledge

By opting for a simple and centralized hiring strategy, the recruitment professionals can share information readily and at a faster pace. This can prove critical in ensuring the success of top headhunting firms in India, as having the right information at the right time can help them reach out to the appropriate candidates before their competitors. Effective knowledge sharing can prevent the search firms from hiring the wrong candidates for key positions within their client organizations, especially for the top level posts.

 

Constant Improvement Of The Process

Most search firms need to make constant changes to their recruitment policies and strategies in accordance with the changing needs of their clients. Having a simple and centralized system in place makes it easier for the search firms to implement these changes without affecting their overall performance efficiency. In fact, the recruitment firms are able to bring about a constant improvement in their recruitment processes by implementing these regular changes through a simple and centralized policy. In addition, it helps them to better identify the policies and strategies that are no longer effective.

Qualities That Every Good Lean Manufacturing Consultant Should Possess

Business organizations are increasingly adapting lean manufacturing strategies to ensure their sustained growth and profitability. Unfortunately, most organizations adapting these tools and strategies seem to be unaware of the fact that the journey towards bringing about the desired change is a long one and requires complete commitment from the top management. In addition, the organizations that have never used lean strategies before might need to rely extensively on the advice and guidance of the experts professionals from the top lean consulting firms in India. This last aspect might prove somewhat tricky as despite the growing number of such firms, finding good lean consultants is not really easy. However, before addressing the issue of finding the right consultants, it is important to know how they can prove beneficial for an organization.

Role Of Lean Consultants In Organizational Growth

As is well known the focus of lean strategies is on minimizing waste and maximizing profitability and efficiency. The lean consultants help the business organization to develop the right strategies and implement the policies that can help fulfil this objective. They perform a thorough assessment of the current processes and strategies employed by the organization to identify the areas that need to be improved. Following the guidelines of the lean consultants makes it possible for businesses to provide better value to the customers and enhance their satisfaction level as well as the sense of reliability.

Essential Traits Of A Good Lean Consultant

Having learned about the role played by lean consultants in enhancing the profitability and value for customer of an organization, it is time to know about the qualities that define a good consultant. It is a common perception that hiring the professionals employed by renowned lean manufacturing consultant firms in India is all they need to do to solve this problem. However, this might not prove to be the best decision as many such professionals do not actually possess the following key traits that identify a good consultant.

·         Most good consultants tend to self-evaluate themselves constantly to gain a better understanding of their area of expertise as well as to explore their strengths.

·         The leading consultants do not try to push their knowledge across to their clients, but rather provide the latter with ample opportunities to extract this knowledge from them.

·         Most good consultants never claim to have the solutions to all the problems that the clients might be facing, but at the same time they provide complete help and support in finding these solutions assisting with right decision making.

·         The top lean consultants are well aware of the fact that lean awareness, lean knowledge and lean training are all different and that they all form an integral part of lean consulting.

·         Most importantly, a good consultant is well aware of the fact that lean changes can be implemented only one step at a time.