A Look At The Questions Asked By Top Recruitment Firms In India For Stay Interview

Indeed, losing an employee turns out to be an enormously expensive activity. As per the researchers, the cost of replacing an employee is approximately the 15% of the salary of the employee. Apart from the financial cost, losing any employee also create cost in terms of trust factor which was built with the employee and the experience he/she has gained in the particular domain.

In such situation, the stay interviews conducted by the top recruitment firms in India turns out to be a tool for keeping the turnover figure at a lower level. But, making the stay interviews an effective exercise is all dependent upon the type of question being asked. Indeed, you are required to cover a great set of topics; so broke down the questions into categories and then ask.

Here are some of the vital questions that can make the stay interview really effective:

What Do You Like?

This is often the first and the foremost question put forth by the leading recruitment firms in India in order to uncover the positive as well as negative aspects of the job. Asking the employee what they enjoy the least is as important as asking them what they enjoy the most. This will give an insight into what motivates the employee, what kind of role he would like to essay and how job improvements can be done in order to make him stay.

What Self-Improvement Opportunities Would You Like To Have?

After being aware about the motivating and de-motivating factors for the employee, it is time to learn about his views on career growth and learning curve. This question will give an idea how the employee should be helped in moving up the organizational ladder.

What Are The Factors Of Retention?

This question helps in unveiling the factors which make the employee remain with the current organization. This question covers a wide spectrum of factors right from salary to other benefits offered to the employee. The retained executive search firms in India believe that this question helps the employee in opening up for a frank discussion on what factors have made him remained glued to the organization and what are the factors that may compel him to leave the organization.

Have You Thought Of Leaving The Organization In The Past?

This is a crucial question for the stay interview and requires a frank communication from both the sides of the table. The employee as well as the interviewer should be blunt enough to discuss the current and future status of the employee in relation to the organization. This way, the employee can bring in open the grievances with any aspect of job or employment that he may have harbored for long in his heart and might be one of the reasons for the employee to consider quitting the job.

The key while asking questions in the stay interview is to keep the question limited to the important ones and take the genuine feedback of the employees. When you have the feedback in your hand, it becomes easier to chart the way forward and aid the employee in meeting the goals and objectives of the organization.

Here Are The Essentials Of Executive Onboarding Services

Leadership is indeed an exercise which builds the culture of the organization and culture is the adhesive which keeps the organization together. Executive onboarding is one process that can impact the leadership in both positive and negative manner. If the executive onboarding, turns out to be a failure, the chances of the organization heading towards failure can never be ruled out. This is the biggest reason, organizations these days hire the services of the job evaluation consultants in India in order to ensure that the best of the executive onboarding services are being implemented in their organization.

So, what are the basics of a smooth and successful executive onboarding process? Have a look at the essentials:

Personal Connections

In case you wish to head for success, always remember that the thumb rule is that leadership is all about personal connects. It is your message, your behavior, your actions and reactions that will unlock personal connections with the people out there. The connections will turn stronger if there is a greater congruence between the preferences across values, attitudes, behavior and culture.

Acceptance

Leaders are always watched by the people who enter the organization. What leader says, what he doesn’t say, what he do and what he doesn’t do gives powerful signals to the new hires. So, think of a jump-start approach to keep the process smooth. If the leader keeps things under control, the process of accepting and adjusting to the new environment and work culture won’t be a difficult transition.

Day One Is The Make Or Break Day

Each and every one of us remembers the first impression we had of someone and the last interaction we had with someone. As per research done by a number of manufacturing consultants India, the information presented at the first and at the last slot is always remembered. The impressions formed at the first meet will remain forever. Although, the last interaction may be updated, but the first impression can’t be changed. So, make sure that day one is always under your control in terms of forming an impression and engaging in interactions.

Alignment Around Business Matters

The successful leaders believe that getting the people aligned around the values and the vision of the organization is the best way to inculcate the sense of belongingness in the organization. It should be ensured that the people remain focused on the business matters, which is, however, a difficult thing to do in the first few months of the new job. Once, this is done, converging into team and then achieving higher goals will never be a problem.

Manage Them As A Team

The great leaders are the ones who inspires and give others the opportunities to do their best in order to realize a shared purpose. So, instead of managing them down, start interacting with them to know who is doing what, when and how.

Although, the above mentioned pointers are just about common sense, still people forget to implement these. These are the very basics of leadership and organizational culture. In case, you are in the process of onboarding people, always remember that a successful onboarding process is underpinned in these basics. 

How Do The Employee Engagement Consulting Firms Make Your Company More Competitive?

Of late, employee engagement has become the buzz phrase with more and more entrepreneurs and owners of business houses showcasing their inclination towards it. It is the rewards which employee engagement brings with it which has made the big companies hire the Employee engagement consulting firms on a large scale and in a permanent manner.

So, What Exactly Is Employee Engagement?

Well, let’s first understand this term. It is the feeling which connects the employee with its job profile as well as the company. Employee engagement gives a sense of fulfillment in performing the job duties and working in the company.

Hiring the People Management consulting India firms can bring a set of advantages over the ever rising competition in the following ways:

Ø  Productivity Of The Workers

When employees remain engaged in their jobs, the work never becomes a burden. As a result, the stress level remains in control and thus people feel strong enough to work which in turn increases the productivity of the company. The intrinsic rewards aids in keeping the employees motivated.

Ø  Increased Level Of Customer Satisfaction

The high level of employee engagement in the company also leads to enhanced level of customer loyalty. The organization development consultants in India believe that the chances of repeat purchases and mouth-to-mouth publicity is higher in such companies in comparison to companies having no employee engagement.

Ø  Reduced Level Of Employee Turnover

High level of employee engagement indeed leads to less of employee absenteeism and even reduce the rate of employee turnover. For instance, a well-known manufacturing company was able to reduce the rate of employee turnover from 14% to 4%. Turnover and absenteeism, are the two factors which can exponentially drive up the cost of the labour and a great loss to the overall productivity of the company. Also, low level of employee turnover also creates a good image of the organization in the mind of the prospective employees; thus, even in case any employee leaves the organization for any reason, hiring a new personnel is never a hard nut to crack.

Ø  Fewer Safety Failures On Part Of Employees

More the workforce remains engaged with their job, the lesser is the chances of any incidents and violations. As a resultant, there is reduced prime and associated cost and also the time involved. When there are less safety failures, the operations can go uninterrupted.

Ø  Bigger Profits

A healthier bottomline is the result of the highly engaged employees in the organization. Increased productivity and lower employee turnover increase the customer satisfaction level, which in turn leads to bigger profits in the balance sheet every year. Thus, for enjoying healthier figures, it is imperative to prize as well as prioritize the level of engagement in employees.

The bottom line that emerges is that there lies a direct correlation between the healthy company figures and the stimulated workforce. Thus, hiring the consulting firms which give a boost to the employee engagement is always a win-win strategy. Thus, the employee engagement seems to be the most economical way to enhance business spectrum.

Getting Familiar With The Two Most Common Methods Of Succession Management

Addressing the talent needs of the organization in a timely manner is essential for any business to gain long term success. For this, the HR executives need to be able to anticipate the skill gaps and nominate candidates for fulfilling critical roles. They also need to pair the training and learning initiatives of the employees with various mentoring and coaching opportunities. However, performing these and various other succession planning management tasks is not that easy. This is because, the type of succession management strategy that proves most beneficial for a business, may differ from one organization to another. That is why it is not uncommon for business organizations to hire professional HR strategy consultants to provide guidance and support to their in-house HR executives.

Two Common Methods Of Succession Management

Contrary to popular belief, business organizations do not, generally, have a lot of choices when it comes to choosing the best strategy for succession management. In fact, there are only two common methods that HR professionals can opt from and these are described in brief as follows.

Replacement Planning : This method of succession management involves replacing the employees, mostly by their immediate juniors, as and when they choose to leave the organization. In this scenario, the HR professionals simply assume that the people replacing the outgoing employees would be ready, willing and capable of shouldering the enhanced responsibility. However, in most cases, such an assumption proves to be erroneous as even the best professional might need some sort of mentoring and support before they can take on a higher job role. In fact, such a sudden rise might actually reduce the performance efficiency of the employees in question and might even affect the morale of the entire team.

Talent Flow :  This is an alternative method of succession management and focuses on building talent pools after proper identification of the skills and competencies that might be required by an organization. In this method, the actual task of filling vacancies is performed in real time based on the availability of a vacancy rather than focusing on filling a specific position. According to top strategy execution consulting firms, this method of succession management is slightly more advantageous as it ensures the skills and the attitude of the candidates appropriately matches the needs for the job role.

Choosing The Best Option

Having gained basic information about both types of succession management strategies, choosing the best one as per their organization needs, becomes easier for the HR professionals. The one important thing that they need to remember before making their choice is that both these methods are not mutually exclusive. This means that HR professionals can implement both these methods if they consider it to be the best way to get desired results. In fact, the professionals providing leadership consulting services advice their clients to have a plan for both of these management strategies. This requires them to believe in the growth potential of their employees and also to invest in development activities to prepare the candidates with the right potential for their next big role. It also requires them to develop strategies focused on promoting positive talent flow within the organization.

Key Features That Recruitment Professionals Look For In The Resumes Of Executive Candidates

The one question that most hiring organizations seek an answer to but rarely ask from their recruitment partners is the strategy used by them to identify potential executive candidates. While individual recruitment professionals follow a different methodology in this context, most of them look for some key features in the resumes of such candidates to find the perfect fit. The most important of these features as sought by the top executive search firms are discussed in brief as follows.

Whether The Resume Is Crisp And To The Point

Most recruitment professionals give preference to resumes that are brief and to the point. They neither have the time nor the inclination to go through multipage resumes that provide extensive details about every aspect of a candidates career. They would rather prefer a resume that highlights the most important professional accomplishments of the candidates and other aspects relevant to the job vacancy.

Things That Make The Candidates Unique

When conducting the search for a top-level executive, the recruiters are often provided with resumes of candidates with a sound academic record and best qualifications along with the experience of working with blue-chip companies. However, it the uniqueness of the candidates that the recruiters often focus on while creating a shortlist for their clients. The uniqueness might be in the form of a professional initiative taken by the candidate to bring about a significant workplace change or by the way of their diverse personal skills.

Ability To Highlight Value Creation

The recruiters from the leading executive search firms also focus on the ability of the candidates to highlight the way in which they might have created value in a previous role. Rather than providing a comprehensive explanation about their responsibilities for the entire duration of the said role, the recruiters give preference to candidates who provide a bullet point summary of the key elements.  This depicts their ability to stay market themselves in the right manner which can prove to be a valuable skill.

Display Out Of The Box Thinking

Recruiters are constantly on the lookout for candidates who display a tendency to think out of the box. This quality can be displayed by the candidates in various ways including, creating a multi-media presentation rather than a regular textual resume to attract recruiters. The candidates with such unique thinking capabilities can prove to be an major asset for any organization especially if they are appointed to fill a top executive position. Their foresight and vision can help the organizations to grow by leaps and bounds even in the most challenging situations.

Providing An Outsiders View Of The Role And Organization

While this is something that the professionals of executive search India might not come across frequently, candidates the resumes of candidates providing an outsider’s view of the role and the hiring organization are much appreciated. It depicts that the candidates have performed proper research about the organization and are well-aware of what is expected of them if they are selected for the role. This in itself is enough to help the recruiters assess the seriousness of the candidates for the job role and their long term association with the organization.