If you think “Quality talent is hard to find” and cannot find good talent for months, analyse your Recruitment Strategy & Process first:

1. Recruitment Strategy & Action plan
2. Job Descriptions
3. Sourcing & Candidate communication
4. Interview process & TAT
5. Referrals

Lets see each one of above in detail:

Recruitment Strategy & Action plan

Is your recruitment strategy reactive or proactive? Is the recruitment strategy aligned with business goals and milestones? Are all stakeholders involved in drafting the recruitment strategy and plan?

By following a structured recruitment strategy and action plan, you can attract and retain top talent, support business goals, and improve overall organizational performance.

Job Descriptions

Sorry to say but, most of the job descriptions are too wishful, theoretical, outdated, boring, biased, inflexible and does not represent what is most important and what the hiring manager wants. Most of the times it is a lousy cut and paste job. The hiring managers and HR are not aligned on the job descriptions.

It is important to have job descriptions that communicate the actual challenges and opportunities in the role.

Sourcing & Candidate communication

Are you hiring from best available or whatever is available in the job portals or job advertisement responses? Does your recruiter source from referrals or do headhunting? Have you reviewed the candidate communication and value proposition being communicated to the candidate or you are using the standard videos and ppts?

Reaching out to the right hidden talent and communicating about the employer brand, position challenges and opportunity – is the most important “Do or Die” step in your complete recruitment process.

Interview process & TAT

This is where most of the employers fail. The interview process is not well defined and structured, interviewer profiles are not shared with candidate in advance, interviewers don’t conduct themselves in a professional manner, interviewers do not listen to the candidate, interviewers are biased, interviewers do not value candidates time and feelings, interviews cannot decide, interview process is too long and complex, interview process is inflexible.

Remember Top candidates will choose employers that appreciate their time and feelings, have clarity, are structured and professional, are well behaved, and most important provide quick feedback and are quick to decide.

Referrals

This is again a step where most of the employers fail badly. Employer brand matters. Remember, the way you check references for the candidate, the candidate is also checking references for the employer and hiring manager from ex-employees, vendors, suppliers, partners of the employer.

If your internal marketing and communication is not good and effective then you will always get negative reviews and good talent will backout.

(Read here my article on internal marketing & communication: https://www.linkedin.com/pulse/how-can-your-cmo-help-you-recruitment-retention-ratnesh-jain/

To attract the Best Possible Apt Talent it is important to regularly review and improve your recruitment process to ensure it is attracting top talent and providing a positive candidate experience.

There is easy solution – choosing an experienced Recruitment Partner that specialises in delivering the “Best Possible” not “Best Available”

We at BGR can help you draft a great Recruitment strategy and plan and then execute the plan and help you recruit the Best Possible talent in record time.

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

We have a solid reputation for Speed, Accuracy, and High-Quality work.

Our team includes IIM, IIT & XLRI alumni Senior Consultants and dedicated in-house research professionals.

Industry focus:

• Consumer Products & Services, Furniture, Building material
• Industrial & Manufacturing, Chemicals
• New Age Tech Businesses, Fintech
• Banking, Financial Services & Insurance
• Infrastructure & Real Estate

Function focus:

• Top Management – CEO, CFO, COO, CTO, CMO, CHRO
• Finance & Legal
• Sales & Marketing, Digital marketing
• Manufacturing & SCM
• Human Resources
• Information technology, eCommerce

In this article we discuss three things:

1. Why do you need a great employee feedback system?

2. Why most of the Employee Feedback Process fails?

3. How to design a great employee feedback process to ensure that they feel that they are heard and valued?

Why do you need a great employee feedback system?

1. Improve employee performance: Feedback can help employees understand what they are doing well and where they can improve, which can lead to increased productivity and job satisfaction.

2. Foster open communication: A two-way feedback process can encourage open and honest communication between employees and managers, which can lead to a more positive and productive work environment.

3. Develop and retain talent: By providing ongoing feedback, organizations can help employees grow and develop their skills, which can lead to increased retention and lower turnover.

4. Increase engagement and motivation: By recognizing and rewarding employees for their contributions, organizations can increase employee engagement and motivation.

5. Enhance organizational effectiveness: By collecting and acting upon employee feedback, organizations can identify areas for improvement and make necessary changes, which can lead to increased efficiency and effectiveness.

Overall, a great employee feedback system can help organizations attract and retain top talent, improve performance and productivity, and drive overall success.

Why Most of the Employee Feedback Process fails?

There are several reasons why employee feedback processes may fail:

1. Lack of clarity: If employees do not understand the purpose or goals of the feedback process, they may be less likely to participate or take the feedback seriously.

2. Insufficient training: If managers and supervisors are not trained on how to give and receive feedback effectively, the feedback they provide may not be helpful or may even be damaging to employee morale.

3. Lack of follow-up: If feedback is not acted upon or if there is no follow-up to ensure that changes have been made, employees may feel that their feedback is not valued or that their input does not matter.

4. Lack of transparency: If the feedback process is not transparent, employees may feel that it is not fair or that it is being used to unfairly single them out.

5. Lack of communication: If there is a lack of communication between employees and managers, employees may not feel that they are being heard or that their feedback is being taken into consideration.

By addressing these issues, you can create a feedback process that is effective and meaningful for your employees.

How to design a great employee feedback process to ensure that they feel that they are heard and valued?

An effective employee feedback process should be timely, specific, and actionable. It should also be a two-way conversation where both the employee and the manager can communicate openly and honestly. Here are some steps you can follow to design a great employee feedback process:

1. Clearly communicate the purpose and goals of the feedback process to your employees.

2. Encourage open and honest communication by creating a safe and respectful work environment.

3. Train managers and supervisors on how to give and receive feedback effectively.

4. Use a variety of methods to collect feedback, such as one-on-one meetings, surveys, and focus groups.

5. Follow up on feedback to ensure that it has been addressed and that any necessary changes have been made.

6. Make sure to recognize and reward employees for their contributions and successes.

By following these steps, you can create a feedback process that helps your employees feel heard and valued, and helps your organization improve and grow.

Non-toxic communication is essential for building and maintaining healthy, positive relationships. When people are able to communicate effectively and openly with each other, it fosters a sense of trust, understanding, and intimacy. This, in turn, can help to strengthen the bond between the two people and build a sense of connection and mutual support.

On the other hand, toxic communication can damage relationships and lead to a breakdown in trust, intimacy, and connection. It can cause resentment, frustration, and a lack of understanding between the two people, which can ultimately lead to the breakdown of the relationship.

Therefore, it is important to strive for non-toxic communication in all of our relationships, as it is a key factor in building and maintaining strong, healthy connections with others.

There are many different ways that communication can break down or become toxic in relationships.

Here are four common traps that people often fall into:

1. Blaming and criticizing: This occurs when one person blames the other for problems or faults, rather than seeking to understand and solve the problem together. This can lead to resentment and defensiveness, and can damage the relationship.

2. Defensiveness: This occurs when one person becomes overly defensive and resists taking responsibility for their own actions or words. This can prevent productive communication and problem-solving, and can lead to an escalation of conflict.

3. Controlling behavior: This occurs when one person tries to control or dominate the other, rather than treating them as an equal and respecting their autonomy. This can lead to feelings of resentment and power imbalances in the relationship.

4. Stonewalling: This occurs when one person shuts down and withdraws from the conversation, rather than trying to resolve the issue at hand. This can lead to a breakdown in communication and a lack of resolution to problems.

In conclusion, non-toxic communication is crucial for building and maintaining healthy relationships. By avoiding toxic traps such as blaming, criticizing, defensiveness, controlling behavior, and stonewalling, we can create a positive, supportive environment for communication and build strong, positive connections with others.

Every moment and everyday when you are communicating, deciding, acting and behaving – you are leaving behind “your mark” – something that people around you will remember you as or for.

What are you “Leaving behind”?

What difference are you making with your communication, decisions, action and behaviour?

What do you want to be remembered for by your colleagues – subordinates, peers & bosses?

What do you want to be remembered for by your clients, customers and external stakeholders?

What taste / value did you deliver in your last experience that you delivered to people around you?

It could be a report or presentation or phone call or email or a decision or a sales call or a customer interaction or just a regular chat with a colleague or client

Watch your every communication, decision, action, and behaviour – you can convert each into an opportunity to leave behind a “positive & progressive” or a “negative & regressive” mark – you will be either perceived as some who delivers “Excellence” or someone who delivers “Mediocre”

What do you want to be remembered as?

Building everyday legacy is the most fulfilling things you can do.