Hiring the right talent for the right role is one of the most crucial tasks for any organization. However, many corporates face challenges in finding and attracting qualified candidates in a timely manner. In this blog post, we will explore some of the reasons why corporates are not able to hire apt talent fast and offer some suggestions on how to overcome them.

Some of the common reasons why corporates struggle with hiring are:

– Lack of clear and realistic job descriptions:

Many corporates fail to define the skills, qualifications, and expectations for the roles they are hiring for. This leads to confusion among the applicants and the hiring managers, and results in a mismatch between the candidates and the job requirements. To avoid this, corporates should craft clear and realistic job descriptions that highlight the essential and desirable skills, the responsibilities and goals of the role, and the benefits and culture of the organization.

– Inefficient and lengthy hiring process:

Another reason why corporates are not able to hire apt talent fast is that they have an inefficient and lengthy hiring process that discourages potential candidates. Some of the factors that contribute to this are: too many screening stages, poor communication with the candidates, lack of feedback, and delays in decision making. To improve this, corporates should streamline their hiring process by reducing unnecessary steps, communicating frequently and transparently with the candidates, providing constructive feedback, and making timely offers.

– Insufficient employer branding and outreach:

A third reason why corporates are not able to hire apt talent fast is that they have insufficient employer branding and outreach strategies that fail to attract and engage the best talent in the market. Many corporates do not invest enough in showcasing their values, vision, and achievements to potential candidates, nor do they leverage various channels and platforms to reach out to them. To remedy this, corporates should build a strong employer brand that showcases their unique selling points, their culture, and their impact. They should also use various methods such as social media, referrals, events, and partnerships to connect with their target talent pool.

By addressing these challenges, corporates can improve their chances of hiring apt talent fast and gain a competitive edge in the market.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

Interim, Fractional and On-Demand are terms used to describe different types of executive roles that are hired on a temporary or part-time basis.

Interim Executives are hired on a full-time basis for a specific period, usually between three to six months. They act as temporary leaders within the company and assume all responsibilities that come with the position they are filling. They are often subject matter experts who deal with transformation or crisis situations.

Here are five top reasons why companies hire an interim executive:

• To fill a leadership gap when a senior executive leaves or is unavailable.
• To drive change or transformation projects that require specific expertise or experience.
• To reduce risk and accelerate growth by providing immediate solutions and guidance.
• To offer flexibility and cost-effectiveness by allowing the company to pay only for what they need.
• To test the suitability of a potential full-time hire or groom internal talent for succession

Here are five top advantages for executives who opt for an interim executive role:

• They can leverage their expertise and experience to make a positive impact on different organizations and industries.
• They can enjoy greater flexibility and autonomy in choosing their assignments and working arrangements.
• They can expand their network and exposure by working with diverse stakeholders and partners.
• They can challenge themselves and learn new skills by taking on different roles and projects.
• They can increase their chances of landing a permanent role or becoming a trusted advisor by proving their value and fit.

Fractional

Fractional Executives are hired on a part-time basis for an unspecified amount of time. They can work for multiple companies at the same time, and their experience is leveraged for ongoing projects or situations. They may also take on all the traditional responsibilities of a C-suite role in early-stage companies where the workload is lighter.

Here are five top reasons why companies hire a fractional executive:

• To access specialized expertise and experience that they cannot afford or find in a full-time executive.
• To implement growth strategies, marketing plans, or business processes that require fractional working arrangements.
• To save costs and increase flexibility by paying only for what they need and adjusting the level of engagement as needed.
• To benefit from an objective and fresh perspective that can challenge the status quo and drive innovation.
• To bridge a leadership gap or provide mentorship and guidance to internal talent.

Here are five top advantages for executives who opt for a fractional executive role:

• They can diversify their income and experience by working with multiple companies and industries.
• They can enjoy greater flexibility and autonomy in choosing their assignments and working arrangements.
• They can make a positive impact on different organizations by providing specialized expertise and strategic guidance.
• They can challenge themselves and learn new skills by taking on different roles and projects.
• They can increase their network and exposure by working with diverse stakeholders and partners.

On-Demand

On-Demand Executives are a broader category that includes both Interim and Fractional Executives. They are seasoned leaders who can be engaged quickly and flexibly to fill senior leadership gaps or provide specialized expertise. They are often vetted by placement firms and act as trusted advisors to the organization.

Here are five top reasons why companies hire an on-demand executive:

• To access a pool of skilled and experienced professionals who can be engaged quickly and flexibly for specific projects or challenges.
• To save costs and increase efficiency by paying only for the value delivered and avoiding the overheads of hiring a full-time executive.
• To leverage an objective and fresh perspective that can bring innovation and best practices from different industries and markets.
• To bridge a leadership gap or provide mentorship and guidance to internal talent while searching for a permanent executive.
• To benefit from a network of experts and resources that can be tapped into as needed.

Here are five top advantages for executives who opt for an on-demand executive role:

• They can diversify their income and experience by working with multiple companies and industries.
• They can enjoy greater flexibility and autonomy in choosing their assignments and working arrangements.
• They can make a positive impact on different organizations by providing specialized expertise and immediate solutions.
• They can challenge themselves and learn new skills by taking on different roles and projects.
• They can access a pool of skilled and experienced professionals who can be engaged quickly and flexibly for specific projects or challenges.

Blue Genes Research [BGR] has 17 years’ experience in Executive search.

We provide Interim / Fractional / On-Demand Indian Executives & Professionals to growing organizations across the world.

• If you are interested in hiring Interim / Fractional / On-Demand Indian Executives & Professionals – write to me at rkj@bgr.chittlesoft.net
• If you are interested in working as an Interim / Fractional / On-Demand Indian Executive & Professional, then pls click below link and provide your details:

CHRO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538382384

CMO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538382379

CEO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538380787

CFO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538378875

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #interim #fractional #interimrecruitment #fractionalrecruitment #cxo

The impact of remote work and e-presenteeism on recruitment and retention and how to offer flexible work arrangements and support employee well-being.

Remote work has become a reality for many organizations in the wake of the COVID-19 pandemic. While some employees enjoy the benefits of working from home, such as saving time and money on commuting, others face challenges such as isolation, distraction, and lack of clear boundaries between work and personal life. Moreover, remote work can also create a culture of e-presenteeism, where employees feel pressured to be available online at all times, even when they are sick or need a break.

These factors can have negative consequences for employee well-being and productivity, as well as for organizational performance and reputation. According to a survey by McKinsey & Company, 40% of employees say they have not heard anything from their employers about their plans for post-pandemic working arrangements, and another 28% say that what they have heard is vague. This lack of communication causes anxiety and uncertainty among employees, which can lead to lower engagement, satisfaction, and loyalty.

Therefore, it is crucial for organizations to adopt flexible work arrangements that suit the needs and preferences of their diverse workforce. Flexible work arrangements are any form of work that deviates from the traditional full-time office-based model. They can include remote work (working from anywhere), telecommuting (working from home), flextime (choosing when to start and end work), compressed workweek (working fewer but longer days), job sharing (splitting one job between two people), or part-time work.

Flexible work arrangements can offer many benefits for both employees and employers. For employees, they can improve work-life balance, reduce stress, increase autonomy, enhance motivation, foster creativity, and boost health. For employers, they can attract and retain talent , reduce costs, increase productivity , improve customer service, enhance diversity, and strengthen reputation.

However, flexible work arrangements also come with some challenges that need to be addressed carefully. For example:

– How to ensure effective communication and collaboration among remote or hybrid teams?

– How to measure performance and productivity without relying on physical presence or hours worked?

– How to maintain trust and accountability among managers and employees?

– How to provide adequate training and support for employees who adopt flexible work arrangements?

– How to prevent burnout or overwork among employees who struggle with setting boundaries or managing their time?

To overcome these challenges, organizations need to implement clear policies and guidelines that define the expectations, roles, responsibilities, and rights of both managers and employees who engage in flexible work arrangements. They also need to provide regular feedback, recognition, and rewards for employees who perform well under these conditions. Moreover, they need to invest in technology and infrastructure that enable seamless communication and collaboration across  different locations and time zones. Finally, they need to promote a culture of trust, respect, and inclusion that values diversity and supports employee well-being.

Here are some points that summarize the main points:

– Remote work can have positive or negative impacts on employee well-being  depending on how it is managed by organizations.

– E-presenteeism is a phenomenon where remote workers feel compelled to be online at all times even when they are unwell or need a break.

– Flexible work arrangements are any form of work that deviates from the traditional full-time office-based model.

– Flexible work arrangements can offer many benefits for both  employees (such as improved balance) employers (such as reduced costs).

– Flexible work arrangements also come with some challenges that require clear policies guidelines communication technology culture.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #talentpool #talentbench #talentmanagement #employeeexperience #ex #employeeengagement #welldeing #worklife #remoteworking #flexijobs #remotejobs #wfh #workfromhome

The importance of hiring for soft skills and how to assess candidates’ soft skills using online tools and behavioural assessments

Soft skills are personality traits and behaviours that help employees interact with others and succeed in the workplace. Unlike technical skills or “hard” skills, soft skills are interpersonal and behavioural skills that help you to work well with other people and develop your career.

Some examples of soft skills are communication, teamwork, problem-solving, adaptability, creativity, and work ethic. These skills are often considered to be a complement to hard skills, which refer to a person’s knowledge and occupational skills.

Why are soft skills important for hiring?

Soft skills are important for hiring because they can have a significant impact on the performance and productivity of employees. According to a study by Harvard University, Carnegie Foundation, and Stanford Research Center, 85% of job success comes from having well-developed soft skills while only 15% comes from technical or hard skills.

Moreover, soft skills are more difficult to teach than hard skills. While hard skills can be acquired through formal education and training programs, soft skills are often innate or developed through experience and practice. Therefore, hiring managers should look for candidates who already possess strong soft skills that match the requirements of the job role and the culture of the organization.

How to assess candidates’ soft skills using online tools and behavioural assessments?

Assessing candidates’ soft skills can be challenging because they are not easily measurable or observable. However, there are some online tools and behavioural assessments that can help hiring managers evaluate candidates’ soft abilities more effectively.

Online tools such as video interviews, gamified assessments, personality tests, situational judgment tests (SJTs), and online portfolios can provide insights into how candidates communicate, collaborate, solve problems, adapt to changes, and showcase their creativity.

Behavioural assessments such as behavioural interviews (BIs), role-playing exercises (RPEs), case studies (CSs), group discussions (GDs), presentations (Ps), and simulations (Ss) can measure how candidates demonstrate their soft skills in realistic scenarios that mimic the work environment.

Here are some tips on how to use these online tools and behavioural assessments:

– Define the key soft skill(s) required for each job role based on the job description

– Choose an appropriate online tool or behavioural assessment that matches the skill(s) you want to assess

– Design clear instructions and criteria for evaluating candidates’ responses

– Provide feedback to candidates on their performance

– Compare candidates’ scores across different tools or assessments

By using these methods, hiring managers can identify candidates who have strong potential for success in their organizations based on their soft skill competencies.

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo

Delayed hiring can result in several negative impacts for an organization, including loss of money due to increased recruitment and training costs, missed opportunities for growth and expansion, and a decrease in morale and motivation among current employees.

Additionally, it can also reflect poorly on the decision-making ability of top management and the overall reputation and image of the organization.

Delayed hiring decisions can have the following repercussions for an ambitious organization:

1. Loss of top talent to competitors
2. Decreased productivity and increased workload for current employees
3. Damage to company reputation and brand image
4. Increased recruiting and training costs
5. Delayed completion of projects or initiatives
6. Decreased morale and motivation among current employees
7. Missed opportunities for growth and expansion
8. Increased risk of legal issues, such as claims of discrimination or bias.

The top reasons that hiring decisions get delayed are:

1. Difficulty in finding the right candidate
2. Uncertainty or changes in company strategy
3. Lack of consensus among decision-makers
4. Insufficient budget or resources
5. Long and complex hiring process
6. Strict requirements or qualifications
7. Internal political considerations
8. Concerns about the impact on existing team dynamics
9. Need for thorough background checks and references
10. Unclear job responsibilities or requirements.

So, what is the Solution?

Choose the right experienced recruitment partner who can advice you on your recruitment strategy, process and can source the most apt fit talent for you quickly.

A good recruitment consulting firm can definitely help you reduce the time to hire while maintaining desired quality. A consultant can provide expertise and resources to streamline the hiring process, find and attract top talent, and provide support and guidance throughout the recruitment process. By leveraging their network and connections, a consultant can also help an organization fill positions more quickly, allowing the organization to focus on its core business operations and achieve its goals.

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.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: rkj@bgr.chittlesoft.net

Leadership hiring mistakes are the costliest and cause long term damage.

Please read this to know if you are also making one or more of these mistakes.

Experience and Expertise plays a major role in leadership hiring. Companies must engage experienced experts in leadership hiring process, rather than trying to do it themselves or getting this done from generalists regular consultants.

Below are Top 12 Costliest leadership hiring mistakes companies are making:

1. Lack of thorough research: Failing to conduct thorough research at various stages in leadership hiring process can lead to a number of costly mistakes.
2. Lack of understanding of market realities: it helps companies make informed decisions about the type of leader they need and the resources required to attract and retain top talent. This includes understanding the current state of the job market, including salary expectations, competition for top talent, and the skills and experience that are in high demand.
3. Hiring for skills rather than cultural fit: This can lead to a misalignment of values and goals, resulting in high turnover and poor performance.
4. Not thoroughly checking references: Failing to adequately vet candidates can lead to a hiring mistake that can be costly in terms of time and resources.
5. Not considering diversity and inclusion: Companies that do not prioritize diversity and inclusion in their hiring practices may struggle to build a diverse and inclusive culture.
6. Not providing clear expectations and goals: If leaders are not provided with clear expectations and goals, they may struggle to effectively lead and drive results.
7. Not conducting thorough interviews: Skipping important questions or not properly evaluating candidates can lead to hiring the wrong person for the role.
8. Hiring based on charisma rather than substance: Being swayed by charisma rather than considering a candidate’s qualifications and experience can lead to a poor fit for the role.
9. Failing to onboard and train new hires properly: Not providing proper onboarding and training can lead to a lack of understanding of the company’s culture and values, resulting in poor performance.
10. Not providing ongoing support and development: Without ongoing support and development, leaders may struggle to stay up-to-date on industry trends and best practices, leading to a decline in performance.
11. Not considering potential for growth: Hiring leaders who are not open to learning and growth can limit the company’s potential for future success.
12. Hiring for the short-term rather than the long-term: Focusing on filling a position quickly rather than finding the right fit for the long-term can lead to costly mistakes and high turnover.

Leadership hiring is a sensitive and critical activity and must be only left to experts with expertise in the domain.

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.

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.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

The famous saying is “Curiosity killed the cat” – but in the professional world “Curiosity gets you Opportunities”

I have interviewed thousands of candidates – one most common missing element i have found is – CURIOSITY.

A vast number of hiring managers are looking for where to buy richard mille replica people who are “curious” – especially the top employer brands.

Being curious means “interested in learning about people or things around you” eager to learn or know; inquisitive.

Curiosity in a candidate – indicates a strong desire to learn, the ability to problem solve, and a level of comfort when presented with uncertain difficult situations – and all this leads to on-the-job success.

Other qualities that emerge from curiosity are creativity, innovation, passion, empathy and learning attitude.

Hiring managers observe the questions that a find more info candidate asks – this shows the candidates approach & thinking process.

Normally i ask at least twice during my interviews – “Do you have any questions?” and I am deeply concerned if the candidate has no questions – especially intellectual thoughtful questions.

Please do not miss being curious – you may miss great opportunities in life and career.