3 Reasons Why Hire for Attitude and Train for Skills

Nowadays, organizations are progressively utilizing personality test as a part of their recruitment procedure. Such personality tests contain some mental inquiries to analyze your actual identity, and qualities to decide your pine for progress. Organisations have switched to these tests since they would prefer not to depend on any applicant just on the premise of face-to-face interviews.

These personality tests are institutionalized, so everybody gets similar inquiries. Be that as it may, it doesn’t mean the need for the human association is totally killed. Up close and personal meetings are utilized as a part of conjunction, with the identity tests. It’s just that personality test is another approach to locate the correct one.

Why rely on such test as one can easily cheat? A doubt can thump your brain while perusing about personality tests. All things considered, personality tests are developed in such a way, to the point that can without much of a stretch catch individuals are attempting to be fake. There are no good and bad answers these tests contain. It’s dependably an amazement of the applicants that what the business really needs. In the event that individuals attempt to divert the framework, we flippantly say the individual faked out of the job.

Most personality tests are given in the meantime, as the first round of meetings. These tests help fitting somebody with a vocation, and the way of life here. The better it is for the organization, and the candidate. Generally, all hopefuls are given comparative varieties of the test, yet what they’re searching for is distinctive for every competitor.

What kind of questions will be asked through the personality test? For instance, if you are searching for the applicants’ hard-working attitude, they may inquire as to whether you have anticipated a Friday evening, and your boss has an imperative due date to meet, would you cross out private designs or how frequently have you needed to surrender your relaxation time to work, or something similar to this. Their fair answers will choose whether you are close to your choice or not.

A day out of a Recruiter’s Life -‘Search, Analyze, Hire, Repeat

The life of a workaholic recruiter can be summarised with the phrase “Search Analyze Hire Repeat”. The efforts put in hiring a talented candidate who will become an asset to the organization, is no piece of cake. It takes hours of hard work to find the right candidate.

The steps a recruiter takes to hire an employee can be categorized in three categories. Searching candidates on suitable platforms – Analyzing the candidates on the basis of set criteria – Interviewing the candidate personally and Hiring the desired employee.

These steps only sound simple but the work put behind the scenes can only be felt and understood by a recruiter. But recruiters are not alone; they have their trusted sidekicks – Recruiting Software, which helps them hiring the right candidate.

Coming back to the topic of discussion, let us take a look at what a recruiter has to go through while successfully hiring the right candidate.

• Searching for candidate

When the recruiters want to fill a position in the organization they post the requirements on various job portals. The Job Description must be perfectly written to entice the right candidates.

The recruiter has to dive into a pool of data (resumes of the candidates) to get the right match for the open positions. It may look easy but going through each and every resume is not an easy task. To remove the fodder from the bunch there are various recruitment tools that recruiters can use to help them rummage through collected data.

After combing through the data and finding the desired list of candidates the real battle starts in the next step that is analyzing the candidates.

• Analyzing the selected candidates

Every Job position has some desired set of requirements that a candidate must possess. For example, a PR manager must have a good presence of mind so that he/she can tackle difficult situations on the spur of the moment.         

A recruiter’s job is to find out that if the selected candidate has the required qualities to justify the role they would be doing. These qualities are difficult to find out just by looking at the resume. Here modern recruiters take assistance from personality assessment tests.

These tests help determine a candidate’s EQ and help recruiter to identify if the candidate has those required traits or not. This is a very crucial step and takes the use of both modern technology and the experience of the recruiter.

After the rigorous analysis of each and every shortlisted candidate recruiters move to the next phase of the process.

• Personal interaction before Hiring

All the planning and plotting till now take the battle into its final phase – the personal interview of the shortlisted candidates. Once the final list of the candidates is generated the personal interview session gives the recruiter the opportunity to gauge if the interviewer and the recruiting software are on the same page. This provides the recruiter with ways to assess the candidate better.

The personal interaction also gives an opportunity for the candidate to know better about the organization he is about to be a part of. This builds a strong and positive working relationship between the candidate and the organization.

If everything works out well, then the candidate is hired and a valuable team member is added to the organization ending the course of steps for both the recruiter and the candidate.

Now we understand how daily life of the recruiter goes. This course of the battle is fought by recruiters all over the globe on a daily basis. The struggle to hire the best and culturally fit employee one after another goes on. Following the words said by Warren Buffett – “Price is what you pay. Value is what you get.” But with all their heart, mind and body Recruiters pay a great deal to get the valuable candidates for their organization.

As discussed in the previous article Importance of Effective One on Ones– One on one is beneficial for all- Employees, managers and the company. It enhances employee engagement. And that’s the reason importance of a quality one on one is huge. As promised I am back with my new article and I hope this article helps you recognizing, realizing and eliminating mistakes 13 common but biggest mistakes from your one on ones making them more productive.

Performance management driven by managers is appreciated by the organization who look forward to future growth. And one on one is a key tool to drive quality manager interactions with your direct reports- that caters to great performance management. It is very important to make sure that the one on one is a quality interaction with the employees and the time invested in it gives a good return.  To make sure the one on ones are mistake proof – let’s find out what are the common mistakes that managers make in one on ones.

1. Not Having a Backup Plan:

There can be days when you don’t have a specific thing to talk about or perhaps things are tense, or maybe too smooth, and you’re not sure what to cover in this meeting. Don’t cancel the one on one, in fact, this can be the opportunity where you can talk about the developmental feedback. Look for solutions to a current high-level company problem and you never know you may discover leadership potential in this report.

2. Always in the Office: 

Office premises may work as a roadblock when it comes to sensitive topics. Employees may not come up with these topics which may be bothering them otherwise when they have this fear or are not sure who might be around the corner or how thin these walls really are. To avoid such hesitations call them for a coffee meeting, or a walking meeting, to change the scenery and give them the confidence to speak their hearts out.

3. No Follow Through:

The one on one meetings are as important as any other meeting.  It needs to be consistent so that you can communicate value to your employees and make sure they have a safe place to air concerns. Don’t cancel or postpone one on one meetings keep the meeting on your priority list.

4. Renaming or Combining Tasks:

Don’t try to have a one-on-one with two employees at once, it won’t solve the purpose – neither will they benefit out of it. One will think what others might think. It is their time, with their managers where they don’t have the fear of being misunderstood. Combining a meeting will not give them the quality time they need. Let it stay as per the name “One on One”, simple and to the point.

5. Not Documenting Deliverable:

Your employees may request for things- like training material, or some HR or organizational related information that is not accessible to them. Always make a note of your deliverable. If they have to follow up a couple of times with you for something they need– it will erode trust. Don’t give them the opportunity to follow up.

6. Failing to Talk about Career Growth:

Every employee needs growth and yes this includes even the happiest team member you have. Timelines, new skills, and directions should be an ongoing discussion. Career paths today aren’t always ladders, so be open to moving your employee into a new department if it makes sense for their skills.

7. Spending Time on Status Updates:

Don’t waste time on taking a status update. It can be easily communicated via email – one-on-ones are for topics that require being in-person. If you must go over project statuses, limit it to five minutes.

8. Allowing Distractions:

Try not to carry your laptop or mobile during the one on ones as that can bring a lot of distractions.  Consider bringing just a pad of paper and pen to minimize distractions.

9. Poor Body Language:

Look interested in the conversation and ideally, you’ll want to face each other, and make eye contact.

10. Being Forgetful:

If your report asks for feedback on an idea, make a note to follow up. If they were given corrective feedback, watch for them to show improvement, and give recognition.

11. Too Much Talking:

One on Ones is the platform for the employees to speak and the manager needs to be all ears. The manager should aim to speak for 10 percent of the meeting.

12. Eroding Trust: 

This is an opportunity to build trust with your employees. If the employees admit their weakness – or ask dumb questions or share failures – should not count against your report. Give them credit for bringing something to your attention, and retain trust by keeping it between the two of you.

13. Lacking Structure:

Have a structure in place – it will help you to use your time better and you won’t miss out on things. A suggested formula allows for 15 minutes of initiatives for which your report needs your approval, 15 minutes for issues you need to raise with the report or new projects to delegate, and 10 minutes for airing concerns and discussing developmental goals.

The next time you schedule a one on one just take care of the above points and see the difference. A quality one on one will definitely help you get a successful team and we all know “a manager is as successful as his team”.

Feedbacks and comments are welcome in the comment section.

Importance of Employee Retention

Being in the recruitment field, you should stay up with the recent procuring innovations to make your job simpler and find the capable candidates easily. However, holding the representatives is additionally a standout amongst the most vital qualities of building the best workforce, and sparing an organization time and cash. Here we speak to you with some center reasons of employee retention significance and supporting it well.

For a new business having a little group of representatives, holding the workers will need a lot of investment, cash, and endeavors to find another group. Contradicted to finding new representatives, you can concentrate on center elements of the organization, instead of dawdling on reviewing sets of expectations, promoting them, perusing various resumes, talking to individuals, or finishing printed material to begin fresh staff.

You don’t lose force if your group remains solid. Substitutions set aside a considerable measure of opportunity to learn hierarchical frameworks, methods, or key business data. You additionally don’t have to stress over with regards to keeping associations with clients, providers and different contacts in place.

Enhancing all-round spirits is simple when you have laborers who are upbeat, persuaded, and dedicated at work. Keeping a group together and abstain from presenting new confronts, the entire time enables you to get individuals cooperating even more effectively. You’ll have fewer differences between staff individuals, to intervene and encounter aftermath from. Thoughts will turn out to be more imaginative to boot, and in addition, the client benefit levels will rise. This at that point prompts stunningly better outcomes for the business.

How can representative maintenance proportion be moved forward? The ideal path is to see the endeavors individuals put into their employment. The best outcomes they carry out makes them feel esteemed and acknowledged, and in this way more averse to consider leaving the organization.

Retaining the candidates plays a huge role in the future growth of the organization. 

Revealing Corporate Culture Folklores

Corporate Culture is not a new term. Every company and organization have its own unique culture – generally speaking, corporate culture is the beliefs and behaviour that determines how the management and the employees of the organization interact and handle situations outside the business transactions. This also impacts the workplace relations and performances of the company. It is up to the people in the organization what type of culture they want to drive – it can either move towards excellence or move towards average. 

There is no sure shot formula for success in developing a sustainable and healthy corporate culture.  But there are a lot of myths about corporate culture and some of them are mentioned below:

–Corporate culture has no significance.

–Corporate culture once developed, cannot be changed.

–Employees are more focused on benefits and salaries and have no role in shaping company culture.

–There Is No Connection Between Culture And Strategy.

Every organization has the ability to create a culture of excellence. Let’s debunk four myths keeping you away from excellence.

Corporate culture has no significance

 You work and make a decision as per the environment in an organization and that would create a culture. Subordinates, direct reports will work as per what they see and understand is expected out of them. The culture of the organization is what is accepted and expected in terms of work and behavior both with each other and the clients. A constant self-questioning culture how am I making a difference can come to employees when they see this culture in the organization.

Corporate culture once developed, cannot be changed

 Business needs, working patterns, and workforce are changing, and so is the concept of organizations. With a lot of dynamics around us, the corporate culture is also required to adapt the environment.

Employees are more focused on benefits and salaries and have no role in shaping company culture

 Individual employee’s dedication and commitment plays a significant role in achieving the organizational goals. If management can mould an individual’s experiences, attitudes, and motivations, it will benefit the organization. Individuals do work for monetary benefits, but other motivators do play an important role in their performance. Recognition, idea sharing and employee empowerment build passionate and motivated teams.

There Is No Connection Between Culture And Strategy

 If an organization is willing to stand apart from the competitors- the strategy has to be unique and so the culture. People in the organization are the most important contributor to increasing the profitability – and that’s the reason the culture of the organization play such an important role in its success. A culture that fosters apathy doesn’t care about employees, and only focuses on the performance numbers can’t be expected to deliver positive customer experiences.

If you want your employees to love, relate and grow your organization, develop a unique culture that helps you progress. Hiring Culture fit is a must for and organisation to succeed.

The 5 Important Conversation Points for Higher Employee Engagement

Every organization looks for an engaged workforce. No need to talk about the benefits of an engaged workforce. But even after knowing this well how many of us are successfully able to get an engaged workforce.

Disengaged employees can actually spoil the office environment and that’s the reason before it gets too late we look for a solution to have better employee engagement. Something that can help create an employee engagement as an when the managers speak to their subordinates.

Let's find out what are the 5 kinds of important conversations managers should have the direct reports to affect employee engagement is a positive way.

• Goal Setting: In a goal setting conversation the employee and manager discuss and establish the employee's goals, priorities and annual plan for employees. And how the goals can be aligned to the organizational goals. Goal setting is important to make sure that the employees are moving in the right direction. And this also gives them the target as well as and a way to show how and what difference they make in the organization.

 Ongoing Progress: This conversation works like a checkpoint for the employee – how is the progress. This type of frequent conversations help the manager to remove any last minute surprises and in case there is some roadblock in achieving the goals, managers, and the employee can discuss how that can be removed. Managers can also celebrate if milestones are achieved or achievement of goals.

 Two-way Coaching: The employees give feedback to the manager in this kind of conversation. The manager is looking for authentic, open feedback, but also looking for employee engagement, to infer employee happiness. This is another opportunity for the manager to uncover issues that might be keeping the employee from being successful or placing an unnecessary or low-priority burden on the employee.

 Career Growth: During these conversations, the manager or team lead gives employees feedback and coaching to help them reach their full potential. This includes how the employee works with others and how he/she is meeting the company and team’s expectations—in other words, how the employee is demonstrating skills and competencies, as well as company values and behavior. The focus should be on the manager coaching the employee for the future, for example, asking, “How can I help you better demonstrate this company behavior over the next three months?” versus telling the employee, “You did a bad job at the meeting last month.”

 Performance: This conversation concerns how the manager can, in the near- and long-term, help the employee develop skills and grow his/her career. The manager should work with the employee to identify career and professional growth opportunities that will reinforce the company’s commitment to an investment in the employee.

Get happy and engaged workforce with the above conversation tips.A.I based Software has come a long way in helping to enhance the employee engagement in an organization. Allows organizations to align and motivate employees around key specific strategic goals, tasks, and actions – by the company, by division, by territory, or by function – delivering fast, measurable business results.

Ways to Make Your Hiring Process Bias Free

A reality of life is we as humans no one is immune to biases. It is hidden inside every human being. Most of the attention definitely come to race and gender biases but there are many unspoken biases that affect our behavior and thought process.

This is also applicable in the hiring process and may result in losing a lot of potential candidates.

No one is immune to bias in the hiring process, which is why it’s great to have some concrete, objective data to inform your hiring decisions.

Below mentioned are five ways that can help limit how much biases affect the hiring decision-making:

Establish Job Relevant Criteria:

To make sure the conclusion on the decision of hiring a candidate is unbiased – the best way is to evaluate each candidate on the basis of job relevance criteria. A sound knowledge of the skills, abilities, and competencies required to perform a job can help you establish the selection process around the important and relevant criteria’s.

Be Structured and Consistent:

To make sure personal biases are removed or minimize make sure the same established and structured process is followed for each and every candidate. This will ensure that you collate the same job-relevant information from every candidate to make the hiring decision. A structured and consistent process is the best way to make sure there are no biases in the hiring process and every candidate is treated with maximum fairness.

Don’t Use Social Media:

Looking at someone’s personal posts on social media can give you a lot of information about his personal details and can make you judgmental. Unconsciously this formed perception of and intrude the hiring decision. Not using social media can help you strict with the job-related information and take decision strictly based on that data.

Use Assessments:

Did you know that pre-employment testing is one of the most powerful predictors of job performance? In fact, a recent large-scale study from the National Bureau of Economic Research found that pre-employment tests were better at predicting workplace performance than hiring managers were.

There are now software assessment tools that can identify all potential high-potentials based on benchmarking against current high potentials, in every role and division within your company.  Yes, by leveraging People Analytics (data analytics), and AI (artificial intelligence).

4 Ways to Turn Recruiters to Talent Advisors

Finding, attracting, and hiring the right people is still one of the best ways for firms to forge a competitive advantage, but a new work environment requires a new type of recruiter.

While finding and putting the right employees in the right positions is one of the most crucial parts of a company’s success, only 40% of applicants to a job actually fit the profile that managers are looking for. The suitability of candidates has declined in recent years, and it is now twice as hard to fill vacant positions as compared to five years ago, according to CEB data.

What’s more, every unfilled position costs a company $365 per day, so companies’ recruitment teams need to find quicker ways of identifying and recruiting the people their colleagues are looking for.

But to do this corporate recruiters must also acquire some new skills and experience. Successful recruiters now actively influence staffing decisions with their in-depth knowledge of talent requirements and expertise in labor markets. The most effective – recruiters CEB dubs as “talent advisors” – create 2.5 times more impact than the traditional recruiter versed in company processes, and with a flair for simply hitting prescribed deadlines.

Most companies agree that the recruiting function must evolve from providing operational hiring support to strategic recruiting guidance. Though finding and hiring candidates is a crucial task of recruiters, just 1/3 of applicants are a good match to the job vacancy thereby increasing the operational costs. It’s getting difficult to fill in positions, and recruiters are constantly looking for ways to fill in the positions at the earliest.

Transforming recruiters from being order-takers to becoming far more useful business partners would needs certain skill enhancement for recruiters; successful recruiters are recognised as talent advisors and influence the company processes. Running recruitment functions can to the following things to evolve as Talent Advisors:

• Organizational context: the long-term perspective of the recruitment and impact on business and see how getting the right talent is tied to business outcomes
• Determine environmental impact: the market forces affecting the hiring process
• Stakeholder feedback: regular feedback and support helps keeping recruiters motivated
• Exposure to talent assessment tools: utilising the recruiting tools in the modern era can help them arrive at decisions

Once empowered, these recruiters can help in not just filling the vacancies but offering a direction and strategy to the company.

5 Outstanding Ways to Improve Candidates Experience!

To win the ‘War for Talent’, it is must to offer the best candidate experience. The current market is candidate driven. That simply means you don’t pick talent. The talent picks you. This raised the importance of improving candidates’ overall experience. 

By overall experience, I mean the candidate’s complete journey. That is from applying for a particular job to the final joining. The experience candidates are getting during this journey matters a lot. 

Don’t forget, the way recruiters used to hire has been completely changed. It is a digital age and the technology is playing a vital role in driving the best talent for organizations. The recruitment software and tools are helping recruiters in driving data, screening and assessing candidates, and even in scheduling the interviews. 

One thing is for sure, you have to keep the pace with the modern day recruitment strategies in order to improve the candidates’ experience. 

Don’t worry read on and know how and what are some damn sure ways that improves experience of the candidates. 

Tip #1: Start with a perfect job-description: 

It is the very first-stage of interaction between the candidate and the company. Therefore, it is crucial to have a clear and perfect job description. The description must include the job title, roles and responsibilities, salary range, and other perks. 

Check out the Glassdoor’s job description to get an idea about the perfect way to highlight the job description. 

 

Tip #2: Have a world class Career web page 

According to a study, 89 percent of candidates agreed that employer’s career web page is very crucial in getting the key information that leads to a perfect experience. 

Friends! 89 percent is not a small number. Here are some points you need to keep in mind while optimizing your career web page. 

• Include work culture photos to showcase the real working experience in your organization.
• Must add a search function.
• Optimize it to mobile.
• Don’t forget to add CTA (call to action) button at an appropriate place.
• Integrate your ATS for better results.

Tip #3: Keep the registration form short 

Do you know 60 percent of positive candidates quit the site while filling online job application? The reason- long and complex job application. 

So, keep it short as much you can. Ask things that you really needed. Progressive profiling is an interesting solution here. 

Tip #4: Value candidates’ time 

Bitter truth- Top talent stay in the job market not more than 10 days. (LinkedIn survey) 

This shows how important is to improve the response time. Be responsive and make sure to reply all the queries of the candidates. Try to minimize the time frame within 5 days. 

Tip #5: Communicate, communicate, and communicate 

Communication is the key to success. Lack of proper communication is one of the most major reasons of frustration for candidates while job search. Regular communication can have a positive effects on overall experience of the candidates. 
Candidates’ experience is the present, past and future of overall perception of your organization’s recruiting process for the candidates. It is the outcome of attitudes, behaviours, and feelings they experience during the whole recruiting process. 

Selecting the Right Employee

Every organization needs the best employee but does every employee get them. Looking for the right candidate for the open positions requires a streamlined process. A streamlined hiring process not only helps to get the best candidate but also helps a smooth transition into their job profiles.

Below mentioned are some of the points that can help you streamline the hiring process and select the right candidate for the organization:

Create a Job Description

The job description is the first point to attract the candidates. And that is the reason the job description needs to be accurately defined- the position, required qualification, salary to be expected, required documents etc.

Job description publicity

After the job description is created it is important that the opening is circulated to the appropriate channels. There can be various ways of doing it- advertising, career fairs, word of mouth – all these ways can play a positive role in spreading the news of the opening and getting the application from potential candidates.

Interview preparation

Hiring is a two-way process with the candidate the employer also needs to prepare for the interview. It is important what would be the appropriate set of questions to be asked during the interview, the resumes are review properly so that a pleasant conversation can be initiated.

Pre-employment Screening

  This is a point that needs to dig deeper into the person would be going to be part of your company and representing your brand in future. Things like a criminal record, education levels, medical check-ups and other testing’s are important.

All the above points if taken care during the hiring process can help you select the best candidate. A candidate that will be productive, up to the mark and can represent the organization in a better way.

Humantelligence brings to you the best recruiting platform uses cognitive science to uncover the work motivators, behaviours, ideal work, and life priorities of individuals and helps you to select the best candidate.