The Must Know Tips For Hiring The Right Strategy Consulting Firms India

Whether you wish to hire the services of the strategy consulting firms India to generate new and fresh ideas for different projects of your business or to gain benefit from their experience and expertise or managing your HR related issues or simply to augment the line of business you are dealing in, the below mentioned tips can help in ensuring that you hire and collaborate with the right strategy consulting firm. Read through:

• Clarity On Business Objectives

In the very first meeting with the consulting firm, you should be quite clear on what your business objectives are and the related time frames for completion of tasks and the desired outcome that is sought. Tell them each and everything that they should or need to know in terms of growth opportunities in the business and the present challenges. Refrain from leaving even the smallest of details.

• Be On The Same Page

The chances are that you and your strategist will be using the same language to communicate with one another. But, you need to ensure that you are being understood by the consulting firm in the manner you require your concerns to be taken care of. To leave no room for ambiguities, ensure that all the technical jargons are properly explained to the strategy consulting firms. This will help the strategy consulting firms better understand terminology and language the company converses in.

• Money Matters

It is important to communicate the time and your budget to the strategy consultant up front. With your budget in mind, the consultant can better help you in devising a consulting plan which can give the desired results in an efficient manner. Thus, no time is wasted on part of both the consultant and client in making negotiations.

• Focus On The Outcome

While working with the strategy consultants, the best strategy is to always focus on the expected outcome rather than on the time required for delivering the same. You need to be clear with the consulting firm with regard to the body of the work and the expected outcome. For instance, when you hire HR strategy consultants, you need to focus more on the business outcome rather than the hours they spend on the task. This makes them accountable for the results within the budget and the timeline.

• Consultant Is A Team Member

It is a fact that working with the strategy consulting companies is not a one way road. The consultants can never be expected to go here and there just for the brief and will reach you as soon as the desired outcome is achieved. Rather, it is a collaborative project where both the parties are required to take equal proportion of interest and most importantly stay active to the desired outcome. The consulting firm should be seen as an extension of your own team. You should invite the members of the strategy consulting firms to be present on the site and get integrated with the team.

Three Questions You Must Ask Your Outplacement Services Provider

Outplacement is an important element of an HR toolbox. Outplacement services are actually the most positive service to provide your employees in case of separation based on the needs of your business. There is still a stereotype towards talking about hiring a Career Transition services or provider or outplacement service provider but this is exactly it is even more important to have these services in place. 

In order to talk about outplacement effectively and working towards truly supporting your employees in their career transitions, here is a list of three questions that you need to ask:

1. How Would I Know That My Former Employees Are Achieving Results?

In the outplacement program, the return on your investment is everything you need to be interested in. ROI not only for you but also for your former employees. So how to best measure the return? In order to do this, make sure that the provider you are going to hire for the outplacement program has a quick way to access the information as well as the success of your former employees’. You can ask if they provide a progress report of their trainees. Make sure the reports are timely and contain all the relevant information you would be interested to know. For example, how long it took your former employees to land in a job once they were released from their current responsibilities. The second parameter could be how likely each former employee would recommend the company to others or positively promote the company’s brands amongst peers and friends.  

2. Whether The Services Provided By A Company Are Relevant To Your Former Employees?

Just because something seems like a workable strategy on paper does not mean that it will work out well in a real-life scenario as well. that it is a good idea in practice as well. The outplacement program is a highly personalized one as there is no one size fits all strategy here. They need to be flexible enough to accommodate actual peoples’ feedback, needs and, responses. So ask your provider about the duration of the services and if what would be the plan of action if the services are not relevant and impactful to the individuals taking it. There always needs to be flexibility as well as a pivot strategy depending on the feedback of the individuals involved. 

3. How Do The Company Provide Resources Of Value—And Motivation—To The Employees That Are Impacted?

This is the part where the discussion comes down to pure strategy based points without ignoring the human emotions involved. You need to keep in mind the employees’ feelings during this transition and ask for a plan including both value and motivational aspects in it. Try to understand in-depth how your service provider intends to address the fears and anxieties of the employees. At the end of the program, they should be able to communicate his or her situation to friends and family and become positive about the next course of action in their career. The employee needs to feel supported at all the times be it in building their resumes or improving a particular skill in order for them to land a relevant job.

When The Companies Are Hiring Executive Search Firms In Mumbai?

Is executive search firms in Mumbai always the best route to hire top talent for the organisation? The employers are using the services of executive search firms in Gurgaon when the top job opening in the organisation is of premium level. Recruitment is an exact science which is both labour intensive and complex in nature requiring the rare set of people specific skills and expertise in the business of recruitment. This is the prime reason, the executive search firms in Bangalore and various part of the country are in hot demand these days.

We bring to you the dozens of scenarios when each and every company should consider hiring the services of executive search firms for the next hiring mandate. Read through:

You Don't Require Good, But, A Great Candidate

When it is about hiring the top talent for the organisation for a position which is crucial for the business, the search firms can help by doing the rigorous work required to nab the game-changing top-performing talent. This is because the new hire is going to have a huge impact on the company, so taking a risk is like taking a risk with regard to the future of the company. The recruiters have the ability to assess all the available talent which includes looking inside as well as outside the company.

You Require A Candidate With A Rare Skill Mix

If you are looking for a proverbial needle for an important job position, then the executive recruitment firms can be of great use to you. This is because the recruitment companies usually deliver a slate of powerful candidates who are having a right mix of skills, abilities and knowledge, apart from the other factors such as emotional intelligence, cultural fit and ambition which are often kept in abeyance by the companies. Thus, when the companies partner with executive recruiters, they solve the most specialized needs that they are having. Since the recruitment agencies follow a disciplined approach to the talent problems faced by the client organisations, they surely end up achieving a disciplined result for the same.

Looking For A Candidate For A Newly Created Position

When you have created a new executive position and the executive search lies beyond your metes and bounds, then it is the recruiting firm which can plug in and fill the knowledge gap with its know-how about the domain. This is one of the prime reasons for the growth in prestige and importance of the recruitment companies over the years. Their critical depth of the knowledge and insight about various domains helps the organisations who partner with them.

Lining Up Replacement For An Under-Performing Executive While He/She Is Still On The Job

In such cases, the needed veil of trust, confidence and secrecy can be provided only by the executive recruitment firms. The recruiters calibrate on the must-haves in the prospective candidate in a quiet manner without making things odd at the client organisation's workplace.

How Top Executive Search Firms Are Supercharging The Search For The Candidates?

The top executive search firms usually embed intelligence into each and every step of the search process in order to improve the entire task of search for an ideal candidate. These days adding smartness to the hard work is the best way for increasing the efficiency of a task. Here are certain steps the executive search firms in Delhi are taking for the purpose of supercharging the search for the right candidate for the client organization:

Linking The Human Capital Intelligence Strategy

The client organisations are usually focused on growth and making expansion into untapped markets. The executive recruiters search for such hires who can provide an added strategic advantage to the overall growth strategy of the organization. For instance, if a company is planning to enter a new market, then the recruiters usually target candidates who have good domain experience in the new market the organization wish to enter.

Internal Intelligence Review

The critical information about the company is usually scattered across the departments and teams present within the companies. There are big market research reports or annual account reports which tell lots about the present and future aspects of the company. The prospective candidates see through a number of factors before taking the offer letter from any company. The executive search firms are using this information during the recruitment process and in turn increase the return on investment associated with the company.

Conducting Market Intelligence

The executive search companies usually a research to find the presence of number of similar openings in the market against which they are currently competing. This way, they also capture the data with regard to what other companies are offering to the candidates in terms of salary, perks, and other non-monetary benefits. If the salary is almost the same, it certainly doesn’t motivate the candidate to make a move to the next best opportunity. The market research helps the recruitment companies inform the client organization about the current market scenario and what adjustments they need to make in title, compensation, and scope in order to grab the top talent.

Working On The Search Plan

The recruiters analyze each and every set of information they received before initiating the actual hiring process. They never try to scoop up buckets of talented candidates from the target companies instead look for patters for capitalizing upon the best people available in the market. They examine the job titles and postings to determine how well the candidate can fit into the available opportunity.

News Alerts

The recruitment agencies usually stay active on the news page in various search engines and even set alerts which are relevant to their search for the ideal candidate. They even track RSS feeds and reports related to layoffs, mergers, etc. which usually makes the candidate make a move out of the current organization and is a great opportunity to capture the talented individuals.