What could be the reason behind not receiving the right candidate profile? There could be plenty of reasons, but Job Descriptions are the first thing your candidates experience. As the famous saying goes, First Impression Is the Last Impression; you need to make sure that your job description reflects your company culture. Knowingly or unknowingly, your job descriptions may scare away the right talent. Yes, you need to identify the factors that make your job descriptions scary.
Don’t Make It Too Long.
Would you love to read or scrutinize a lengthy resume? In the same way, job candidates do not love to read too long job descriptions. You may believe that adding more information and requirements will scrutinize the people without having relevant experience, but lengthy job descriptions may scare away the right candidate.
Don’t Add Too Many Technical Jargons.
Adding technical jargon will not beautify your job descriptions. Make sure that you keep only the relevant points in the most accessible language. You want the right people to apply for the jobs, not scare away or open a dictionary to understand technical jargon used in job descriptions.
What’s in it for the candidates?
Not only offering a job is enough to attract the right talent. You need to incentivize the right candidates to apply for the job. You need to give them reasons to love to apply and work for your company. Finding the best talent is not an easy job.
Headline Should Be Enticing
Your job description headline should be enticing and relevant to the post. Make it enticing, so that job candidates click and go through the descriptions properly. Everyone is looking for the right talent; you should be competitive enough to attract them first.
Description Missing Important Details of the Job
While keeping the job descriptions short and crisps, do not miss any essential details related to the job. Being unclear about the exact job expectations lead to unnecessary job details and missing the crucial details.
Don’t make a laundry list
Job descriptions should not look like a laundry list of the requirements. It should reflect your company culture. It should only have what you want and what is best about your company. Is that so hard to understand what you need for a particular post? The more you are clear about a particular job’s expectations and responsibilities, the better the job description you can develop.
Job descriptions open the door to hiring the best talent for your company. If you lock this door, you are losing the war of talent. The right candidate is always there in the labor market; you need to attract them. Instead of making the job descriptions a scary one, you should put your efforts into making it more enticing and straightforward.
The current labor market seems volatile, but employee retention remains one of the biggest concerns for human resource managers. In the pandemic situation, hiring volume is reduced in many organizations, but they are actively looking for the best talent in their competitors’ organizations.
Are your top performers planning to ditch you? Make sure your top performers are happy with your organization.
Is Exit Interview Dead?
Exit Interviews are not dead but losing their relevancy in the current labor market. Employees indeed speak up loudly and clearly when they already decided to leave the company. Thus, they can share their views and reasons in the exit interview. Employers need to implement a strategic process to get those reasons and views of the dissatisfied employees before their resignation or notice period.
What Is Stay Interview?
Stay Interview is a new fad among HR practitioners. Why? Stay Interview is a more proactive and positive approach to retain an employee. Contrary to Exit Interviews, this interview is conducted before the employee decides to leave the organization. Stay Interviews are a structured approach to determine why employees stay and what might cause them to resign.
Difference Between Stay and Exit Interviews
Stay and Exit terms are opposites, but the purpose of these two interviews is quite the same, gathering information about why employees stay and what causes them to leave. However, the significant difference between these two interviews is that the Exit Interview is conducted when the employee is already left or resigned (serving notice period).
On the other hand, a Stay Interview works with a positive outlook wherein you can get the chance to sit down (Virtually during WFH) with the employee to understand their viewpoints (It is a kind of performance interview). You can ask them what they like most about their work, what is bothering them to be productive, etc.
Can Stay Interviews Reduce Exit Interviews?
Yes, there is no doubt about it. Organizations with a dynamic Stay Interview approach will surely see fewer turnovers, i.e., reduced Exit Interviews. The Stay Interview concept is to reduce exit interviews, i.e., retain the employees much before deciding to leave the company. It is about being proactive.
How to conduct Stay Interviews?
Be ready with structured questions but give them space to employees to speak up from the questions.
Make the Employee Comfortable: Most of the employees become nervous and not speak up quickly to their direct managers. Therefore, it is your responsibility to ease enough to your employees so that they can speak openly.
Listen More, Speak Less: Keep in mind this interview is about gathering as much information as you can about the employees, so let them speak more. Make it an 80/20 approach, let the employee speak 80%, and you speak only 20%. Listening is the art of a good manager.
Make it a Semi-Informal Process: Make the interview process like a chat between you and the employee. It should not make them feel like you are asking questions just for the sake of formality. Let them participate in the process.
Be Ready To Be Surprised (Hearing The Truth): There could be some information that makes you surprise, so be open-minded. During the Stay Interviews, you can unearth some unexpected details, and some employees can express very critical views about the management. Thus, you should be very calm and composed. Your actions or words should not make them defensive; otherwise, they will stop talking honestly.
Talk The Talk, Walk The Walk (Take Action): The Stay Interviews’ core purpose is not only getting the information but following up the action on the information. It would be better to take immediate action based on the information provided (Based on your cognizance). Employees should feel that their voices are heard. However, big decisions can be taken later after having a management meeting.
Conclusion: Both Exit Interviews and Stay Interviews have pros and cons. However, the Stay Interview is indeed a more positive and proactive approach. An organization can put these two approaches in place for developing an inclusive and growing organizational culture.
The COVID-19 has reshaped enterprises, societies, and national economies in unthinkable ways. The business leaders need to strategize to move beyond the survival, towards the opportunities. Among the opportunities, finding the best talent is the opportunity for enterprises having the vision to turn problems into opportunities.
We heard news many enterprises are reducing their workforce and downsizing. From new graduates to veterans are looking for employment. The current labor market is shifted from the candidate oriented to employer oriented.
Is the situation all bad? Or we have some silver lining? Visionary leaders are planning for the post-crisis recovery by having the right people in the team.
When many leaders become short-sighted during the crisis, only the visionary leaders stay calm and turn the situation into an advantage.
During the crisis, most of the companies freeze hiring process. However, during the 2008 global financial crisis, BCG and the European Association for People Management surveyed 3,400 executives, including 90 senior HR leaders in more than 30 countries, to understand how they were reacting to the crisis. Most of them were focused on downsizing.
However, in the same survey, participants stated that hiring performing employees from the competitors was one of the most effective strategies to combat the crisis.
Moving Beyond The Survival, Towards The Opportunities
How is this situation considered a once in a lifetime hiring opportunity for the visionary leaders? Unfortunately, some companies followed one rule to save cost – downsizing.
A visionary leader can put their hands on those employees. Some of the best talents are laid off during this pandemic. What about those talents (Being Laid off Due To COVID-19)? It is the right time to consider having the best talent in your team because talent is looking for you. Enterprises can set up a task force to connect with the potential candidates from the target sections who may be either open to change or jobless.
1 – Focus on the people getting laid off or open to change from your competitors
2 – Check their professional profiles on various available platforms (Social and Job Portals)
3 – Connect with staffing agency having the pool of talent you are looking for
4 – Keep a tab on your competitor’s hiring strategy
5 – Don’t freeze the hiring, filter the hiring process.
Staffing Agencies Have The Pool of Right Talent
Staffing agencies store the massive pool of talent to help the enterprises to find the right talent. Many candidates connect with the right agencies to find their dream job. You should not wonder in the labor market instead connect with the staffing agency, a bridge between You and the Talent.
The job market is dramatically changed in 2020 due to the novel coronavirus. The pandemic has taken out many people’s jobs, leaving them to look for opportunities in the market. What made the situation worse is the declining economy, due to which the total unemployment rate has reached 7.9.
Should you pass on a job offer in this crisis? Can passing a job offer hurt your career?
The current circumstances would not recommend to anybody to pass on a job offer. However, some candidates pass on a job offer to hold a good job opportunity better than the previous one. The only essential aspect to analyze the reasons for which people pass on a job offer.
What if the job offer is a downgrade?
There are several situations when job candidates realize that the current job offer is a downgrade to their position and pay. Will they accept the job offer or pass on? Unemployment is undoubtedly one of the critical aspects of our current economy; however, it does not mean you should accept the downgrade job offer.
It is better to pass on a job offer that downgrades your position, knowledge, and pay. If you accept that offer, you may lose your confidence and dignity to some extent.
What if you have multiple job offers?
You can judge a better opportunity for yourself. When having more than one job opportunity in hand, you should not delay in deciding the best job opportunity. In this case, passing on a one job offer is recommended; however, the earliest you can convey the message to the HR is better.
What if you are laid off due to a pandemic?
Undoubtedly, several companies have chosen layoffs as one of the modes of cost-cutting and saving their business in this pandemic. If you have lost your job due to the pandemic, you should not pass on any job offer. You may get the job offer with low pay and below your previous designations. You can still manage the job for a few months while looking for an opportunity matching your requirements. Sometimes your talent will speak for itself in the workplace.
Will the situation be normalized?
Yes, when the pandemic hit the world, the unemployment rate was 14, which has reduced to 7.9. We are continuously recovering collectively. However, the recovery is inevitable but will take time for sure. Therefore, while we are moving back to the growth track, we all need to examine our available options to stay afloat in the economy.
The current situation is uncertain for everyone. The pandemic continues to jolt the entire world, and nobody is exempted from its impact. If we talk about the labor market, it is one of the heavily hit industries. Enterprises resorted to job cuts as one of the measures to survive during the pandemic. This resulted in massive job loss, causing frustration and anxiety among job seekers.
You are not alone in this; we all are together. Together we can bust the job search stress. Let’s start with some best practices for busting the job search stress.
Here are the burning facts of this grave situation:
Depression rates are much higher for people who have been unemployed for more than a year. (Source: http://bit.ly/2YA2g3h)
Not All Companies are Firing; Some Are Still Hiring
Searching for a job is a full-time job itself. During this pandemic, the stress level is high to get your dream job. Some organizations are still hiring. Health and Technology sector is doing good in this pandemic; thus, they need more human power to match with the surge demands.
Your Daily Plan of Action
As you had a schedule of everything when you had a job, similarly, you should have a daily plan of action for the job search. People who do not take Job Search seriously get frustrated first.
You can start with some small and realistic goals for each day: Send 10 Resumes, learning new skills, working on a resume, etc.
Build Your Network (Offline and Online)
Nothing can beat the importance of Networking when it comes to getting the best job. This is the best time to explore and build your network. Make sure there are two ways of building your network p Offline and Online. Here you need to work on both categories. Both options have their benefits. You can connect with similar profile people on LinkedIn, one o the best social media channels for employers and candidates to connect.
Learn New Skills (Online)
How Many Certifications Do You have?
Utilizing time is the art of an intelligent person. Learning new skills online and getting certified is the new trend among professionals. Whether you are jobless or not, earning certification from the reputed online source provider is the trend you should be part of. This is the way to improve your chances of getting placed.
Rejections Are The Part of Job Search
Do not take rejections of job applications personally. Rejections are an integral part of a job search process. If you take them too seriously, you will surrender yourself to anxiety and frustration easily. Be assured there is the best-suited job waiting for you.
Work on Your Resume
You got the time to work on your skills as well as on your resume. As we heard, resumes are the text versions of your professional journey. Would not you love to spruce it up? You can take help from the experts to work on your resume.
We have seen employers laying off during the COVID19, but as the economy opens, we can expect a wave of demand for the workforce to match the clients’ requirements. Businesses are starting to put everything to regain what they lost during the shutdown. The workforce is the biggest asset that a company has and lean on for growth. No matter how advanced technology we use, we cannot replace the human touch.
Here is how staffing agencies can make the difference and maximize the impact in the economy
Stay connected with your consultants:
Let your consultants know that you are putting all efforts to place them back as soon as possible. Let them know that you care for them; reach out to them with compassion and ingenuity. This is the time when our consultants need us more. Invest more time in connecting with your consultants
and making them understand that they are top of mind.
– Conduct a small survey asking consultants how you can support them
– Call them to ask how things are going and how they are managing
– Make them feel like a part of your family
Let The Clients Know The Value Proposition You Offer:
Before the pandemic, America’s staffing companies provide 3 million temporary and contract employees with work during an average week. Staffing companies are a valuable part of the entire ecosystem. However, sometimes businesses forget to realize our value. We need to communicate our values to the businesses. We must be ready proactively for the coming demand surge for the talents in the market.
– Advantages you offer to your clients (Compliance, Onboarding, high-quality talent)
– The value proposition to the clients
– Success Stories of other clients
– Solutions Approach to their staffing problems
– More Than Expected (Let them know we are here to offer you more than they expect)
Connect with Old Clients:
This is the best time to start a conversation with our old clients and ask them how they are managing their businesses. Business comes later; first, you need to understand how your past clients are coping with this crisis. Let them know that you have a value proposition to help them regain their business growth.
– During this crisis, you cannot forget to check in old clients asking how they are managing
– We need to be empathetic towards all our stakeholders (Previous and Current)
– Maybe they need us more now than earlier
– Try to be their helping hand in this crisis (Apart from your business service)
Human touch is the core of any conversation or relationship. No matter how advanced technology we are using to connect with our prospect, it will not stay long without human touch. The staffing industry is evolving with new tech for the recruiting process, but the core value should not be missing.
Hiring team members will help you get your task completed but hiring consciously will help you strengthen your company. Yes, recruiting and hiring consciously are two different things. It is up to you whether you want your task to get done or build a performing team to strengthen your organization.
When you hire consciously, you ensure that your hiring efforts are aligned with your organizations’ long-term goals. While hiring somebody, make sure you consider the bigger picture of your purpose.
Recruiting is not about filling the vacant positions, but it is about finding the right people aligning with your organization’s long-term goals. If you still believe hiring is filling vacant positions, you are misjudging the core purpose of recruitment. Hiring was never meant to fill the jobs; it is to build a winning team. It is all about finding the people who fit into your culture, who share companies’ objectives, and work passionately to achieve those objectives.
Hiring Strategy Should Be Aligned with Your Business Goals
It is not wise to disorganized hiring efforts to fill vacant positions. It would be best if you had a talent acquisition plan ready aligning with your company goals.
If your company is planning to enter a new market segment, you should focus on hiring people having experience in that market. You need to stay abreast of the market trends so that you can find the candidates from that market segment.
Set Clear KPIs
Have you ever thought what would be the outcome of a mismatch between expectations and reality? Employees would be disappointed and perform poorly if you set unrealistic expectations. Recruiters need to paint a realistic picture of the role and work requirements. This way, you can find the candidates who are seriously interested in the requirements, and those who are less interested will be opt-out. Set the clear KPIs for a role in starting hunting the best candidates.
Qualifications or Experience
What do you want from a candidate you are hiring? An ideal candidate is the one who gets the job done correctly. Would you hire a person having a degree from a prominent college or the one having working experience on the project you want to get done? I would say experience matters most. However, the recruiting process sometimes focuses more on qualifications rather than knowledge to get the job done.
For that, you can set clear job descriptions that determine the candidates’ actual work accomplishments. Ask the candidates to describe the achievements related to the objectives you set for the vacant role.
Several researchers found that employees aligned with companies’ missions are the best performers. You need to ensure that candidate is the right fit for your organization’s culture. Your organizational core values must be informed to all candidates before joining so that they can get a picture of your organization’s culture.
Two Way Road
Not everything you want should be on the table while hiring the candidates. You need to bring what candidates want from your company as well on the table. As a recruiter, you should understand the requirements of the candidates.
Hiring is a time-consuming process. Hiring managers undergo a rigorous process to identify the ideal candidate. However, what if despite all the efforts, they get it all wrong? According to a survey, a technology company could lose an average of $15,000 for a single bad hire. When it comes to workplace mistakes, hiring the wrong resource can be worse than poor performance.
Recruiting the perfect tech talent is unarguably the most critical aspect of a business. Finding the right talent is not easy, especially when it comes to tech talent. To make sure that you make the right decisions, you have to consider a plethora of factors to improve recruitment efficacy.
In the contemporary tech-driven world, finding optimal staffing solutions can be extremely vexing, especially, for companies in the IT industry. Hiring top IT talent is imperative for organizational growth and success, which is why exceptional IT professionals are high in demand and rare to find.
If you are looking to recruit the top tech talent, to start a new team, or add another member to your existing organization, here are some of the common mistakes most recruiters make and the ways to avoid them:
The most common and greatest mistakes recruiters make is, failing to define job descriptions correctly. Especially in the IT industry, hiring the finest tech talent in the market requires you to be very specific about what you need. In contrast with management or any other field, IT experts are specialized professionals with a very particular set of skills.
If you want your company to be on top, you need to ensure that the hiring process is tuned at every end. It is crucial for your hiring process to attract the correct fit for your business right from the beginning. It’s a common practice to rush into interviews without formulating correct job roles and requirements picking up candidates through their resumes on LinkedIn or other portals.
Imagine making a product without understanding client requirements? There is no logic to this equation. The same goes for hiring. Hiring a professional who doesn’t have the skills necessary for the job can only lead to undesirable outcomes. Hiring managers need to explicitly understand the job roles and requirements before assessing potential recruits.
What you need to do here is to review the job role and requirements for the position carefully, before choosing a candidate. Then look at the candidate’s previous experiences and evaluate if they are aligned with current job requirements. Ensure that every relevant authority agrees with the information provided for reviewing candidates, so there are no uncertainties left – get every stakeholder on onboard.
You can also discuss the job role with someone who is working in a similar capacity. You might not be aware of what is actually required for the role. You can sort it out by talking to peers to get insights about the role. Also, develop a list of expectations that should be achieved within a timeframe. Now you have evaluation metrics to measure the candidate’s performance and skill.
Don’t completely rely on information that is present on the resume. It could portray that a candidate is right for the position, but that might not be true.
Pitfall # 2: Overcomplicating the process
Overcomplicating the recruitment process is a common mistake, recruiters make – driving the top tech talent away from their company. Hiring is a two-way process; while a hiring manager looks for the best fit, candidates also look for the right company. Hiring managers are usually focused on meeting the ends, i.e., hiring the right candidate. They don’t pay attention to the other side of the picture.
Everyone wants a top performer. Obviously, you would like to see your company grow towards success. Your company’s recruiting process is the first impression on potential candidates. An efficient process would attract candidates to join the organization.
Another factor that can hinder the recruitment process is a comprehensive evaluation. While it may be useful for certain positions, making it a ground-rule for all positions may lower recruitment efficiency. Each role needs a correlated evaluation method to improve the onboarding process.
To avoid this particular pitfall, you need to understand the whole process. If you are interested in a highly talented candidate, then they are interested in you for sure. While you are going through their resume, they are doing the same for your company. This is the time when you will discover each other to find out if you can work together or not.
By following the correct process, you value their talent and time. Simplifying the process could make it easier. Revise the process. Drop unnecessary recruitment stages and improvise the process. Only keep the part that could help your team to select a candidate with minimal effort. You can use a questionnaire or use their work samples for the test rather than evaluating an individual on customary, standardized tests.
Pitfall # 3: Structure is the key
Once you shortlist a candidate, and they are ready to join your company. What’s next? Do you have a systemic process to execute the transition? Most of the hiring managers think that when the contract is signed, their job is done and dusted; however, this is wrong. That is the starting point.
What is the solution?
You must be thinking that an orientation program can be a correct move. In reality, it’s a lot more than just orientation.
The onboarding process should cover the candidate’s
experience as a whole. You should revamp the process by keeping data and
carrying out surveys. The orientation program should not be just a guide to
café or emergency rules. It should include training courses, future planning,
assessment programs, and introduction to leaders. These factors are equally
important and fall under the banner of HR, whose responsibility is to take
fresh talent onboard with utmost agility and professionalism.
Isn’t finding the right talent is the biggest constraint for your business growth? The current labor market is grappling with the talent shortage problem.
The unemployment rate in the U.S. dropped to its lowest point in the last 50 years. Employers are pouring more and more jobs in the market but finding trouble in hiring the right talent.
“Lacking talent and skills is the top internal constraint to digital business growth,”
Lily Mok, VP Analyst, Gartnernn
Skill Shortage: The technology trends are changing at a rapid pace; job seekers missing to match this pace will not be able to fit the right talent pool. One of the biggest challenges is to find the right talent for the job.
Employee/Employers Ghosting: The unemployment rate has shifted the market in favor of job seekers. They are controlling the job market. Employee ghosting has always been one of the biggest challenges for employers. However, the current market is total employee-oriented, which means they have multiple options to choose from.
Flexibility: Gig economy is growing by leaps and bounces. Job seekers are attracted to freelancing and contract jobs because they get more flexibility. Employers are still pondering upon this issue to understand to what extent they need to give feasibility to their employees.
“In 2027, more than half of the workforce will be or will have been, an independent. ”
Proactiveness/ Building Talent Pool: Most of the Human resource managers act in a hurry when it comes to hiring talent. They never proactively build a talent pool, which turns into higher TAT for hiring the right talent.
Candidate Experience: It matters a lot. A candidate wants to be treated affectionally throughout the interview and joining process. Candidate experience is all about how a job seeker perceives and reacts to the hiring process (Sourcing, Interviewing and Onboarding)
“According to a 2019 survey conducted by PricewaterhouseCoopers, nearly half of U.S. job seekers in high-demand industries such as technology, energy, and banking have turned down job offers because of the wrong candidate experience.”
Proven Methods to Tackle Talent Acquisition Challenges
Speed Up The Hiring Process:
Remove unnecessary steps involved in the process
Write an unambiguous job description
Screen Skills Not Resumes
Improve Candidate Experience:
Treat them professionally from the beginning of the recruitment process.
Enable easy application process
Respect candidates’ time
Communicate, communicate, communicate
Give and ask for feedback
Build and Maintain candidate relationship
Build the talent pool:
Review your organizational strategies
Assess the company’s current talent to identify any skills gaps
Prepare a repository of Sourcing Tools (Social Media Campaigns, Referrals, Website, Inbound Recruiting, talent networking events, etc.)
Upskilling/Reskilling of the existing workforce:
Connect employees with a mentor.
Encourage self-training (Rewards, pain training time, flexibility to attend training seminars
There is no wonder that in this hypercompetitive labor market, 60% of recruitment leaders are planning to invest more in Candidate Experience.
What is the candidate experience?
A candidate wants to be treated affectionally throughout the interview and joining process. Candidate experience is all about how a job seeker perceives and reacts to the hiring process (Sourcing, Interviewing, and Onboarding).
Why Is it so important now?
The current labor market power has shifted towards the candidates, giving them the power to decide to choose a job.
In today’s market, 92% of candidates have more than one job offer on the table to decide.
They don’t feel afraid to back out from the hiring process if they find it not matching their expectations.
36% of candidates stated that they had accepted a job offer in the past but after that decided not to join. This situation leaves the recruiters to start the hiring process from the beginning again, which is undoubtedly a disappointing situation.
Why Does It Happen?
There are plenty of reasons for backing out of the hiring process; however, there is one thing common: Negative Emotions. The hiring journey of a candidate includes several stages, which can be filled with excitement and hope, and sometimes filled with frustration, fraught, and confusion.
How To Improve Candidate Experience?
According to Garner’s research report, there are four critical moments in the candidate experience: Attraction, Application, post-application, and decision making. To succeed in the hiring process, organizations need to work to understand these four key factors and mitigate the negative emotions to give world-class candidate experience to the candidates.
Attraction: When Candidates check information related to the job
Application: When Candidates submit their job applications
Post-Application: The time when candidates are waiting to hear back from the recruiters
Decision making: When candidates decide whether to accept a job offer
Candidates may withdraw their application or back out of the hiring process or post negative reviews about the company if the company fails in these four key points to provide a better candidate experience.
Attraction: Candidates are Swamped with Information
Undoubtedly, candidates have access to plenty of information now than ever. Candidates’ mail inboxes are bombarded with Glassdoor follow-ups, LinkedIn recommendations, and mails from recruiters of different companies. With all this noise, it isn’t very easy to make your message stand out.
Instead of increasing the quantity of outreach, focus on improving the quality of candidate outreach. It will break the clutter and stand out your message. Create personas of your target segments and then craft the message around those personas to appeal. This strategy will help you to target the right talent with the correct information.
Application: Candidates Are Puzzled Regarding The Job (Poor Job Description)
The first thing that candidates ponder on while applying for a job is Job Description. Despite given this much importance to the job description, recruiters usually skip it. Job descriptions are the gateways for the recruiters to introduce their jobs to prospective candidates. However, most of the recruiters leave the candidates confused regarding what the job exactly demands. Thus, either the candidates apply for the wrong job or never apply for the first place.
Job descriptions with a laundry list of bullet points had a 7% apply rate vs a 46% apply rate for descriptions with few bullet points.
They need to have a clear picture of their role and responsibilities. Here are three vital ingredients of a well-written job description – Culture Description, Interesting work, and fewer bullet points.
Post-Application: Feeling Disappointed Due to “Little to No Communication”
After submitting the job applications, candidates reach the stage where they keep on waiting to receive little to no communication from the recruiters or organization. Candidates spend several hours preparing application materials.
In fact, 69% of new hires report dissatisfaction with the status updates they receive from organizations throughout the process.
17% of candidates withdraw due to the lack of contact/proper communication.
Recruiters need to fix this negative experience. For this, they need to enable a transparent process where they first need to set realistic expectations. They should provide clear timelines and do proactive communication with the candidates.
Decision Making: Multiple Job Offers, which one to choose
The hypercompetitive job market is giving the power to the candidates to select the organization. Therefore, candidates often in more than one job offer in their hands to choose from. Having more than one job offer leaves them stuck in the decision-making stage.
In the past three years, the number of candidates considering at least one other offer rose by 31%
Candidates are struggling in this phase to make the right decision. Recruiters make all attempts to persuade the candidates to accept their job offer, but this only does not help. Instead, recruiters should act like career coaches for the candidates and guide them to assess the best fit based on their interests and preferences.
They can show them organizations’ comparisons, highlight benefits, consider their employment value proposition EVP. Help them to cut all irrelevant information and make them focus on what matters. It helps the candidates to make the right decisions and reduces the chances of new-hire turnover.
The recruiting process is a rollercoaster of emotions wherein candidates go through various stages. It is a journey full of emotions. Recruiters can mitigate negative emotions and build the right team for their organizations. It is more like helping the candidates to find their dream job. Think from their perspective.
Technology has become an integral part of our daily lives. Industries across the globe are utilizing the advantage of technology to boost their operations and outreach to their prospective customers. When we talk about the staffing industry, tech-driven recruiting is something disrupting the entire market. Apart from having an applicant tracking system, many agencies have started using technology to build a candidate profile from the available public information of the candidates on the digital platform.
Now job seekers would not be asked about how to react to different scenarios instead show how to respond through virtual reality. As we know, finding a job is itself a job. When it comes to land a dream job, you must keep the technology as your best friend.
In the last five years, technology has embedded itself in the job search process. Job seekers missing technology in their process will lose to hold their dream job. We have heard many times that AI is helping recruiters and employers to make hiring decisions, but how it happens.
1 – Organizations and staffing industries are creating profiles on you (Secretly)
What is new in this? You may have heard about software that your resume for a keyword and fetch the data. However, recruiters are not only scrutinizing your resume but building a complete profile on you based on your data available on a public domain such as social profiles, awards, academic histories data uploaded on social profiles, old blogs, LinkedIn, etc.
With the help of these tools, recruiters are building a profile on you without meeting you in person. Sometimes profiles they create seem different than your resume. Employers and recruiters believe that these sources are better to tell about who you are before having an in-person meeting with you.
2 – Skill Assessments are getting more sophisticated
There is nothing new except the more intelligent algorithms used to conduct skill and personality assessments. The AI platforms will check whether a candidate is a perfect fit for the job. It is not only about skill assessment, but it also includes cultural fit.
3 – Time to show, not to tell
You have heard this question during your interviews, ‘How would you react in specific circumstances. Now the question will remain the same, but rather than answering that question, you must show how you will handle the situation. Companies are working on implementing VR to create a virtual workplace scenario. Technology is helping employers to get a clearer picture of how you will react to a given situation.
How Would You Manage To Get Your Dream Job In Tech-Driven Recruiting Era?
1 – Focus on your online presence.
What sort of content you are posting, sharing, or commenting will determine your candidature in this tech-driven recruiting era.
2 – Company Making Profile On you, You Make Profile On Company
Learn as much as you can about the prospect organization. There is a lot of data available in the public domain about the employers that you can use to learn about them. You can browse their digital assets to check their cultural environment, work ethics, employee reviews, and more.
3 – Embed the technology in your jobs search process
Believe it or not, tech-driven technology is going to stay. If you adopt this new culture, you will get your dream job. Companies have a large number of resources at their disposal, but you also have options. There are several online skill assessment tools and career mapping resources to help you boost the job search process.
We have started a series of CIOs Breakfast Tech Event, where we bring in technology leaders from DFW. The first episode of this series was focused on “ Artificial Intelligence, Knowledge Mining, and Machine Learning. The discussion was led by Sriram Ganapathy, Director AI, Microsoft. We had tech leaders from different industries in our event.
Have you ever thought about the situation when knowledgeable and highly experienced people surround you? It is nothing but feels like swimming in the ocean of Knowledge. Our guests made the event so engaging that we all got a lot of practical questions about Knowledge mining and artificial intelligence. Technology Is Evolving At Much Faster Speed, so are we.
Machine Learning and AI is here to improve the process and productivity not to cut the jobs
There is a growing demand for Machine Learning and Artificial Intelligence Experts
Organizations Need to Reskill Their Staff with the latest technology
We have been in the IT staffing business for more than 15 years. For us, bridging this skill gap in the market is very important. We are bridging the gap between Tech Companies and Tech Consultants.
Saxon Global is awarded with the prestigious Dallas 100 fastest-growing companies award. We are honored to be recognized among the top innovative businesses operating in Irving, Dallas. Being ranked among the fastest-growing companies is a responsibility that we have been carrying out continuously. The biggest challenge was to maintain the consistency of delivering superior customer experience. Now, this award testifies that we are consistent in our endeavor to “Create Better Lives For The People We Serve.”
This year’s winning companies collectively generated 3.5 billion in sales in 2018, according to Simon Mak, the Linda A. and Kenneth R. Morris Endowed Director of the Caruth Institute for Entrepreneurship at SMU Cox. Collectively, the companies grew at an average annual growth rate of 82 percent from 2016 to 2018. Together, they created almost 7,000 jobs in that same period.
“These companies are the unsung heroes of the Dallas-area economy,” said Mak. “They are entrepreneurial dynamos, creating products and/or services that in turn create jobs and generate income for their owners, not to mention the millions of dollars they collectively contribute to our economy. For almost three decades now, it has been our honor at the Caruth Institute of Entrepreneurship to shine the spotlight on the critical role of entrepreneurship in the DFW economy. Congratulations to this year’s Dallas 100™ honorees.”
“This award is the testament of our dedication and commitment to serve our customers. It reflects more than 400 team members’ efforts and hard work. This is the second time in a row (2018, 2019), we are honored with this award, more to go.” Gopi Kandukuri, CEO Saxon Global
About Caruth Institute for Entrepreneurship
The Cox School’s Caruth Institute for Entrepreneurship ranks the top 100 Dallas privately-held entrepreneurial companies annually based on percentage growth and absolute dollar growth over the previous three years. The Institute, working with the accounting firm BKD LLP CPAs and Advisors, examined sales from hundreds of companies for 2016 to 2018, the last year for which complete data is available. The winners represent a broad spectrum of Dallas-area businesses. The ranking of the top 100 fastest-growing companies will be revealed at the awards ceremony.
Dallas 100™, co-founded by the SMU Cox Caruth Institute, honors the ingenuity, commitment, and perseverance of the fastest-growing privately held entrepreneurial businesses in the Dallas area.
About Saxon Global
Saxon Global is one of the fastest-growing Inc 5000 Companies, providing enhanced IT Staffing & Consulting Services. Saxon global specializes in delivering high tech talent in areas of DWBI, Digital Transformation, and Cloud Computing. We at Saxon work across the industry verticals of Financial Services, Retail, Telecom, Healthcare, Banking, Media, and Entertainment for their continued growth.
Saxon Global, in its pursuit of excellence, has strengthened its skills and expertise in emerging technologies. What makes Saxon Global unique is our ability to help clients meet their business challenges through these technologies. Customer delight, which forms the core of Saxon Global vision, is built on strong pillars of Transparent Process and Trusted Delivery.
Saxon Global, LLC is pleased to announce the completion of the merger of CLICK IT, Saxon acquired a Kentucky headquartered premier staffing agency in March 2018. As we welcome the CLICK IT into the Saxon Global, we believe that their expertise in the staffing industry will significantly contribute toward expanding our service offerings.
This merger fortifies Saxon Global’s continuing expansion of footprint by delivering high quality of delivery and contribute to the growth of our existing customers.
At the core of this merger is the success of our stakeholders. With this synergy, we are one step closer to our mission: To Create Better Lives for The People (Consultants & Hiring Managers) we Serve.
United by our vision, this new alliance makes now Saxon Global the forerunner in the Staffing Industry, boosting the organization’s future growth and performance.
Saxon Global, founded in 2000, is one of the fastest-growing Inc 5000 Companies, providing enhanced IT Staffing & Consulting Services. Saxon global specializes in delivering high tech talent in areas of DWBI, Digital Transformation, and Cloud Computing. Saxon work across the industry verticals of Financial Services, Retail, Telecom, Healthcare, Banking, Media and Entertainment for their continued growth.
Launched in 2013 by veterans of the IT staffing industry, CLICK IT delivers successful technology staffing solutions with healthcare industry focus.
“We were looking to expand our US footprint and strengthen our Customer Relationships. The completion of CLICK IT into Saxon family helps us to serve our customers better in the Greater Cincinnati Tri-State Area and broaden our healthcare customer portfolio”.
– Saxon Global CEO, Gopi Kandukuri
“CLICK IT Staffing is pleased to join the Saxon Global family of companies. We have a firm hold in the Midwest and appreciate both the depth of our alliances and the market expansion resulting from our focus on relationships. People matter most, and they matter first. Solving technology staffing challenges throughout the region is not only a great business, but it’s a great honor. Saxon Global will enable us to expand our reach, deepen our roots and provide even better service to both talent and employer. Effective October 1, our merger with Saxon Global will be official. Going forward, all communication will arrive under the Saxon name.”
– CLICK IT President, Sam Smith
Media Contact info:
Name: Hari Mylariah
Organization: Saxon Global
Address: 1320 Greenway Drive Suite # 660, Irving, TX 75038
What employers want to listen is not you need to say in an interview. It is not a process where you need to please your interviewer or employer to get a job.
It is a process where you discuss your skills, professional experience, achievements and learn about the organization. It is always vital to be comfortable during the interview so that you find a perfect match for your career.
Being yourself means being authentic from resume to your explanations. Do you want to work where your personality and work style do not match? Here are some tips to be authentic and during the interview and find the perfect match.
When it comes to the interview, many candidates conceal or tamper a few facts. They feel compelled to do this so that the hiring manager sees them as a perfect match.
Does any relationship succeed in long-term built on misrepresentation? Nope.
Authenticity builds trust and strengthens the relationship.
Self-awareness is Key
Most interview preparation blog posts underline the need for confidence during the process. No one can deny it. But, the unfortunate part is they miss out on emphasizing the need for self-awareness. One needs to have the right measure of confidence in wearing the right attitude while being aware of one’s strengths and weakness.
Confidence with Self-awareness brings out humility.
Don’t overdo it
Preparation of the interview is an excellent way to stay ahead. However, if you are trying to anticipate all the interview questions by reading thousands of online posts, you will end up unsuccessful.
Would you like to be sounded a rehearsed person in the interview? No way, therefore read only a few authentic blog posts and learn a few valuable points.
Be a storyteller
You can create an engaging experience for your interviewer with a strong storyline of your professional experience. Any good story is a hero’s journey through the challenges and tribulations. So using this technique to share your professional contributions, success and the difference you have made in the lives of your previous employers can make you a hero in the eyes of the interviewer.
Note: Any good hero gives due credit to his team and never fail to do that.
Small talks can be helpful
You are in interview mode as soon as you reach the venue of the interview. You are always on a watch in the interview process. Your interaction with the front desk and any other individuals you meet as part of the interview counts. Small talks with front desk can help you learn about the culture and values.
Build a Genuine Resume
One of the rookie mistakes that most of the job seekers make is forging their resumes with false details.
According to HireRight’s employment screening benchmark report, 85 percent of employers caught applicants faking on their resumes or applications.
If you don’t have the specific skills required by an employer
but still think you could be a right fit, make the case for it in your cover
Undeniably, finding a job is a stressful process. Especially when you are unemployed for a long period and looking for a new position to stay afloat. However, if your job search continues for a longer period, you may start feeling depressed. It will derail your job search. You should not let the anxiety dictate your job search. Be Persistent in your search and don’t let anything stops you.
The gravity of this situation has also attracted the researchers to figure out how much job search stress impacts on our lives. Here are some facts:
• Depression rates are much higher for people who have been unemployed for more than a year. (Source: http://bit.ly/2YA2g3h)
As we mentioned, the job search is itself a full-time job, you need to take it very seriously. Like your full-time job, you need to develop a daily plan of action and goals. You can set realistic and small goals such as sending 10 resumes in a day, sprucing up your resume, etc. It will keep you focused and active during your job search.
CONNECT WITH YOUR PEERS/NETWORKING Offline & Online
Your friends and family would be your good support network and can help you find a good job as well. You can spend some quality time with your friends to ease the job search stress. Networking helps you in many ways during your job search period.
HONE YOUR SKILLS OR DEVELOP NEW SKILLS:
Why can’t you utilize this job search period to learn a new skill or hone your skills? Yes, it will not only help you to fight with job search stress but also bring you a good job opportunity.
TAKE A BREAK FROM YOUR DAILY LIFE:
Give yourself quality time and take a break from your daily mundane activities: Go for a vacation with your friends to freshen up and rejuvenate.
DON’T TAKE REJECTION PERSONALLY:
During your job search, rejections could be one thing to bother you the most. Focus on your strengths. You may not fit for this job, but another job is waiting for you, you just need to keep moving.
BE PERSISTENT IN YOUR SEARCH:
Don’t let the negativity stop you to carry on your hunt for
your dream job. There is a job waiting for you. Sometimes single follow up with
the hiring manager can open a new door of opportunity.
As per BLS (Bureau of Labor Statistics), in May 2017 report, 3.8 percent of workers were contingent. There is no doubt that this number is going to increase in the upcoming years. Are you planning to hire contingent labor?
Managing contingent workforce is a challenging task, therefore, it is always suggested to connect with an MSP. Managed Service Providers (MSP) are the experts who handle the entire process of placing a contract employee. They manage talent acquisition, screening, onboarding, compliance and offboard of the contract employees. An MSP could be your best partner in success if you choose the best one. Much before selecting an MSP (Managed Service Provider), you need to consider some factors to ensure that you are selecting a partner that you can rely on completely to achieve your staffing goals.
Start with your requirements
You should start by understanding your requirements first. You need to know how many contingent employees you want and associated cost. Having all your numbers related to contingent labor will help you in selecting the right MSP. Here are the factors that you need to consider while connecting with an MSP: Once you are ready with your expectations from the MSP, these are the checklist for evaluating the selected MSPs
Wouldn’t be great if you connect with a staffing agency or MSP having expertise in filling the positions of your industry verticals? Yes, therefore, you need to ensure that MSP has the required industry specialization.
Quick Turnaround Time /Order Fulfillment
When it comes to managing contingent labor, a quick turnaround is one of the most important factors. You want to fill vacant positions or get the job done in time. Therefore, you need to evaluate this factor. How can you check how fast MSP can fulfill your job order? You can ask them to share their job order fulfillment rate. Moreover, you can check some testimonials as well to verify the facts.
Transparency in the process is a vital determinant of success. Therefore, an MSP should be transparency in the entire process of managing contingent labor. You should have access to all relevant reports and data, screening process, validation, billing accuracy, compliance, etc.
If you are looking for a quality MSP, you wish to have the one that ensures agency follows all compliance and lawsuits related to the contingent workforce. Therefore, you need to evaluate the potential MSP on these compliance factors: Contract and audit compliance, Legally compliant and overall risk mitigation.
Genuine Talent Pool
An MSP should have the right talent pool so that whenever you share your requirement, the agency can offer you the option. The ultimate objective of connecting with an MSP is getting the right talent at the right time. An agency having a pool of the right talent would be the best choice.
Not only finding the right talent should be your top priority but also keeping the contingent labor costs low. Therefore, you need to ensure that MSP helps you to manage your contingent labor costs.
The reason we are discussing these factors is the availability of several staffing agencies in the market. Not all but surely a few of them would match your criteria. It is not only having the right talent at the right time but building a long-term relationship.
Saxon Global, headquartered in Irving, has a reputation to consistently bridge the gap between the right job and the right talent. We provide a truly integrated onshore and offshore recruiting model that increases the volume and quality of candidates. With 3 India locations and 2 U.S. locations, we are recruiting around the clock to meet your needs. Our decades of experience catering to finding the right candidates for your IT and engineering needs.
Saxon Global has shown tremendous growth since its start in 2007. The company was founded by Gopi Kandukuri as a technical staffing and business intelligence consulting firm. Starting with an office in North Texas, Saxon quickly expanded to add an off-shore team in India. Gopi was able to build an outstanding recruitment team, and the staffing division aggressively grew. The off-shore team focused on supporting large system integrators and Tier 1 staffing firms; while the on-shore team worked to build a fast-moving model that was able to source the right technical candidates effectively.
For ten years, this model has been successful. In 2018, we are reaching for even bigger goals and looking to shake-up the IT staffing, recruiting, and consulting industry. Backed by disciplined and highly-trained teams, Saxon Global has set its sights on the rest of the United States. We will continue to provide a great value for our clients that are challenged to scale past their own recruiting capability.
2017 Growth and Shift
For the 3rd consecutive year, Saxon Global’s revenue has exceeded the national growth rate average by double digits. Finishing 2017 at an all-time high, our revenue is on track to keep growing at an accelerated rate in 2018. In 2017, the Dallas team focused on building relationships with direct customers and training their new team members on the best practices of IT recruiting. Our internal headcount has tripled in our Dallas office and Saxon has added over forty new faces to the teams in India. We’ve filled up our office space in Dallas with veterans of the IT staffing world and quick-learning new comers to the industry.
2018 Headcount Growth Goals
To stay on track for our 2018 growth goal, Saxon is building solid teams that will serve as the foundation for the growth to come. The Dallas office is expanding to a team of 30 account managers and recruiters by the end of the year, and the off-shore team will reach 150 team members. This gives us a platform to service our local market with an exceptional amount of customer service while utilizing the scalable power of the off-shore team.
2018 Culture and Milestones
The Dallas team is forming a culture continuous learning. Whether it’s our time spent at weekly skilled sales training or our monthly Lunch N’ Learn technology seminars, we are always pushing ourselves to evolve. Culture is important in any business, but at Saxon Global it is an essential cornerstone to servicing our clients. We only hire team members that amplify the ideas of our core values: accountability, customers first, teamwork, simplifying, playing bold, and having fun.
2017 was an exceptional year of growth at Saxon Global, but 2018 is looking even brighter. We’re excited to continue this journey of growth and success with all of our clients, present and future.
One of the great privileges of working for Saxon Global is the amount of effort the leadership puts into training all levels of staff. One of the most difficult parts of working for Saxon is being, by far, the least technically savvy person in the room.
I have the immense pleasure of being the most green employee in the entire office. Part of the extensive training involves bringing in actual consultants to share details about their trade and focus in the IT world. A few weeks ago, we hosted the immensely talented Rabea Buksik as gave us a thorough lesson on Scrum Framework and the benefits of the practice. Rabea, a certified Scrum master and former TK20 employee, was quick to a joke but still incredibly insightful.
The meeting started with Rabea asking who all was familiar with Scrum Framework and how technical she could be with explanations. As luck would have it, everyone has at least three years of applicable experience and had a thorough understanding of Scrum so we could skip the basics. Everyone, of course, except for myself. This wouldn’t be a tremendous problem because Scrum is relatively intuitive; it is a framework (NOT a methodology) for sustaining and producing complex products. In short, Scrum allows for open and flexible communication during projects.
What is Scrum?
I am by no means an expert, but the training by Rabea left me infinitely more knowledgeable about the process. Scrum can be mistaken for a methodology, but the true purpose is more relaxed than that. Methodology suggests a particular set of principles, tools, and practices will be used for a project while a framework implies autonomy and personal license. Scrum does not dictate what tools will be used; it acts as a catalyst for improved communication and teamwork.
Scrum is broken up into 2-4 week “sprints”, but maintains daily meetings to monitor progress and hold the team accountable. The process has a couple of different players:
Product Owner – Liaison between business stakeholders and development team. Sets “goals” with user stories in the form of product backlogs.
Development Team – Does bulk of the coding or development of the “goals” set by the product owner
Scrum Master – Facilitator for the Development Team, but not to be mistaken for a lead. More than anything, the Scrum Master is a servant leader and assists wherever possible. Runs the Daily Scrum.
All of these players come together to create an environment that is more flexible and much quicker than old school waterfall methodologies. The sprints have the following (ideal) structure:
Product backlog à Sprint planning à Sprint backlog à Sprint! à Ship product
The teams work independently for this 2-4 week sprint, but the Scrum Master will lead out on a “Daily Scrum” every morning in which the entire team to discuss impediments, user story progress, and general work context. There is a serious focus on everyone standing during the Daily Scrum so time is not wasted and people get through their talking points quickly.
The end product within Scrum can fall under many different spectrums, but all Scrum projects have a focus on speed and transparency. Ultimately when a consultant works in Scrum framework they have experience in a fast-paced, teamwork centric environment and everything else is a variable.
I have a ton to learn about the implications of Scrum, but Rabea has given me adequate knowledge to have confidence when discussing the framework with potential consultants, and that means the training is incredibly effective.
The Meetups we see in the Dallas area are impressively insightful and they are providing real value to those who attend. Tonight’s session we ventured to was called “Building Bots in AWS”. The format was an half hour discussion about how to study for Amazon Web Services certifications then followed with an hour of guided instruction on how to build a Chat Bot using Lambda in AWS. From groups of engineers studying for AWS certifications, Agile enthusiasts debating Agile frameworks, and Product Managers discussing the evolution of their roles, we have seen how Meetups drive collaboration across organizations.
The intelligence level at these Meetups is quite impressive. The audiences range from entry level CS graduates to 35 year tech veterans. You can find all of them participating as a think tank focusing on a trending topic for a few hours straight. The solutions that are thrown out and the recent best practices give different organizations new ideas and validation for tech trends they are mauling over for their own adoption. Here are three values that we have seen from shadowing the smart people at these Meetups.
Best Practices : As you are leading new initiatives for your organization, it can be difficult to build your case for adopting tools and processes that are new on the market. Executive and business stakeholders buy in may take a little more convincing than you just saying it’s a good idea. By attending these meetings you are able to witness how other tech focused teams are putting new technologies to work. Even better, you have an avenue to ask them live questions about the adoption and pit falls of the technologies. We see teams bring examples of how they prototyped and ruled new tech in or out for their organizations to these Meetups consistently.
Team Building : As teams learn together, they bond. However paying for high end training that is relevant can be expensive. These Meetups provide a great venue for you and your team to explore new topics for free. It could be ideal to take the team out for tacos then head over to the MeetUp and sit together.
Recruiting Opportunity : As we mentioned earlier, these rooms are full of smart engineers that going to events to educate themselves. What a great avenue to meet new potential employees for your team. If you have open positions, you usually can ask the Meetup moderator to let you post an open position on their forum or stand up during the meeting and announce your role. Come early or stay late, you will be able to strike up conversations with likeminded tech folks that you could see hiring.
Most of your successful hires are going come through your current team. However it’s not top of mind for your team to tell you about who they know to hire. Let’s explore some techniques to drive new hires from your current employees.
Hire the References
As you meet strong candidates during your interview process make sure to ask for their references. Even if the references were peers on the team, you need those names in your candidate funnel. We see that the references as the next step on the food chain and not a just a check box in the process of identifying talent in a competitive market. You will need to practice transitioning your reference check to prospecting call. This is usually accomplished by flipping the call from a conversation about the candidate to asking the reference about their current role. Here are simple lead ins to the conversation:
“I appreciate you sharing so much about Michael’s time working with you at ExcelNet. This will help us make a final decision. I am curious, what type of role are in you in now? Do you enjoy it? Would you change anything about the position?” As you guide this call, you could find some data points about the candidate
Broadcast Your Jobs Internally and Often
How often does your team get a full breakdown of all positions that are open within your company? Your team might be responsible for running testing and operations, but they probably worked with very talented Full Stack Engineers at their last company. We seem to forget that just telling your team about the opening isn’t going to spread the word to enough folks. How to fix this? Simple. Start emailing out the open positions list every week to your entire organization. Spread the word during your stand ups, town halls, and newsletters. Also, pass the word through your chat tools like Slack or HipChat. However, get the message out of your silo! The teams that are focusing on other projects might have the one away connection that is your next hire.
Pay Big Bucks for Referrals
The cost of third party recruiting can become over whelming. You can dedicate a part of that recruiting budget to create an effective referral program internally. This is a best practice that some of the largest and forward thinking companies take advantage of and it works. Paying your employees $1,000 bonuses for recommending great candidates that get hired can save tens of thousands from the recruiting budget. Companies such Capital One pay $2,500 referral bonuses to employees that recommend hires for the IT organization. In order to pull this off, you need have the team aware of the program and a tool to track the referrals correctly (internal web portal, Sharepoint, or Google Sheet will suffice). Partner with your HR department to correctly set up how these referrals are introduced and guided through the interview process. Also see if they can set a unique code or referral tag that can placed with the candidates profile if they apply online to positions.