Your organizations growth and profitability depends on the quality and speed of your leadership hiring.

Below are top 10 ways your company can drive Executive search / Leadership hiring efficiencies:

1. Clearly define the job requirements and desired candidate qualifications before starting the search process. This will help narrow the pool of potential candidates and save time in the long run.

2. Engage an executive search firm or headhunter specialising in leadership hiring to assist with the recruitment process. These professionals have extensive knowledge, networks and resources that can help identify and attract top talent more efficiently.

3. Leverage employee referrals. Employees often have connections in their personal and professional networks that could be strong candidates for open positions.

4. Utilize social media and professional networking sites, such as LinkedIn, to reach a wider pool of potential candidates. Of course this is a long drawn process if you don’t have ready communities / network.

5. Utilize resume databases and job boards to efficiently identify and reach out to a large number of potential candidates.

6. Consider using a skills assessment tool to pre-screen candidates and ensure that they have the necessary qualifications for the role and save everyone’s precious time.

7. Have a clear and efficient interview process in place, including well-defined evaluation criteria, a structured interview guide and a internal TAT.

8. Utilize video conferencing tools, such as Zoom or Skype, to conduct the initial rounds of interviews, saving time and resources on travel.

9. Consider offering a sign-on bonus or other incentives to attract top talent more quickly.

10. Communicate regularly with candidates throughout the recruitment process to keep them informed and engaged, and to ensure that the process moves efficiently.
______________________________________________________________________________________________________________________
Talk to us if:

• You are unable to close a position in spite of all efforts

• You have a confidential / critical position to be closed fast

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: ratnesh@bgr.chittlesoft.net

Top 10 ways Technology will disrupt Recruiting in 2023.

Are your organization and people ready for these?

1. Automation: Technology will continue to automate and streamline many tasks within the recruiting process, such as resume sorting and job posting. This will allow recruiters to focus on more high-level tasks, such as building relationships with candidates and conducting interviews.
2. Artificial intelligence: AI algorithms will be able to analyze data from job applicants, such as resumes and social media profiles, to identify the most qualified candidates. This will save recruiters time and effort in sifting through large pools of applicants.
3. Virtual interviews:With the proliferation of video conferencing platforms, recruiters will be able to conduct virtual interviews with candidates from anywhere in the world. This will allow companies to expand their talent pool and reduce the need for in-person interviews.
4. Predictive analytics: Recruitment software will use data analytics to predict the likelihood of a candidate being a successful hire, based on factors such as past performance and skillset. This will help recruiters make more informed hiring decisions.
5. Social media:Social media platforms will continue to be a key tool for recruiters to find and connect with potential candidates. Recruiters will also be able to use social media to showcase company culture and values, attracting the right fit for their organization.
6. Personalized job recommendations: Recruitment software will be able to use data on an individual’s skills, experience, and career goals to recommend relevant job openings. This will help candidates find opportunities that align with their goals and make the job search process more efficient.
7. Virtual reality: Virtual reality technology will allow recruiters to give candidates virtual tours of their office and work environment, helping them get a better sense of the company culture before deciding whether to apply for a job.
8. Predictive hiring:Technology will be able to analyze data on a company’s current employees and identify the skills and traits that lead to success within the organization. This will help recruiters predict which candidates are most likely to thrive in a specific role.
9. Gamification: Recruitment software will use gamification techniques to engage and assess candidates through interactive challenges and assessments. This will give recruiters a more accurate understanding of a candidate’s skills and abilities.
10. Candidate self-selection: Candidates will be able to use technology to identify and apply for job openings that align with their skills and career goals. This will allow recruiters to focus on building relationships with the most qualified candidates, rather than spending time on initial screening.

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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 2016.

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 recruiting challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

After the great resignation, quite quitting, and moonlighting now comes Quick Quitting.

#ratneshjain

Met a CA fresher who joined the Big 4 with much zeal and then left them in less than 6 months and joined a corporate.

Another CEO with 20+ years experience joined a listed company with great reputation, but left in less than 3 quarters.

#quickquitting is a new trend where recently joined employees leave the employer quicker – in less than 2-3 quarters.

REASONS?

Few of the key reasons these new employees leave the employer are:

– Mismatch in expected culture

– Mismatch in promised job profile

– Undue work pressure

– No work life balance

– No challenges or excitement

– Poor onboarding & training

– No/Low connection and engagement

– Got better offers

ROOT CAUSE

1. Bad references

Your existing employees, vendors and ex employees – all are now easily accessible on the replica suiza rolex lady datejust 31 mm acero inoxidable esfera plateada y bisel liso 178240 social media – if you do not treat them properly and they are not satisfied with you – then you are already dead.

2. Bad recruitment practices

The problem starts with the recruitment process and communication – inhouse teams and inexperienced recruitment consultants are unable to communicate the value proposition appropriately. Remember recruitment is sales & marketing more than HR. The best recruiters in the world have sales background not HR. Internal recruitment teams are normally ok for junior positions but you must engage experienced specialist recruiters for mid/senior level positions.

3. Bad Employee experience

Employees these days are expecting a lot from their employers. You need to keep them excited, challenged and engaged – you need to provide a first-class experience.This again starts with bad recruitment practices – miscommunication, overselling & false commitments – creates the base for dissatisfaction, and when they join the rolex daytona 40mm uomo 116589 silver dial employer everything comes out in open.

4. Bad Leadership engagement

Engage senior leadership more frequently – it could be in form of physical meets, formal meetings, casual chats, online meets, video messages, text messages – any form or factor but active engagement is very important for the new employee to feel connected and part of the dream.

5. Bad peer group experience

This again goes back to how you treat your existing employees, what culture you have developed and how satisfied your existing employees are. People like to stay where they have warm and welcoming relationships with colleagues. No team connect no sense of belonging.

6. Bad Reporting Manager

Please please please – train your managers in people management and employee experience A manager’s role is huge and can make a big difference. A manager must not behave like a boss, rather must behave like a friend, mentor, coach – someone whom the new mployee can trust and learn from.

7. Bad processes

Design your processes with minimum friction points and intuitive – like a iphone is designed. Don’t have a long beaurocratic boring processes that no one likes. Cut all your existng processes into half. The more you restrict (especially the new generation) the more they feel repelled to your organization.

Remember – Employee Experience is as much (If not more) important than Customer Experience. Happy People = Happy Business

SOLUTION?

You must immediately engage external experts to conduct an audit of your recruitment and employee wholesale celine experience process.

Identify the gaps and find a solution to patch up the gaps.

WE CAN HELP

Blue Genes Research is a HR & Recruitment Consulting firm established in 2006, run by a group of IIM, IIT, TISS, JBIMS & XLRI alumni Veteran HR practitioners and business consultants with 250 years of cumulative experience.

WHAT WE CAN DO?

We can conduct a unbiased independent audit of your recruitment and employee experience process, identify the gaps and provide a solution and ways to patch up the gaps on short term and long term basis.

Feel free to message me or write to me at ratnesh@bgr.chittlesoft.net



Warren Buffett said – “The Three Things I Look For in a Person – Integrity, Intelligence & Energy”.

Most of us would agree BUT the big challenge is to find out these in an interview or when you meet someone in a limited time.

Below are my thoughts:

Intelligence.

There are a thousand ways to define intelligence – I would define intelligence as the ability to Day Dream, Listen and Appreciate different points of view, Ask without hesitation, Adapt, Compromise, Team approach, Solve, Innovate, Decide, and Act.

Energy

Again there are many ways to judge energy – I would define energy as the ability to be: Confident, Appreciate & Motivate others, Think and talk positive, Curiosity and questions, Easy going, Positive approach, Action-oriented and consistent.

Integrity

This is most difficult to judge. To me, integrity means having a consistent character, keeping promises, being on time, accepting your mistakes, dealing positively, and learning from failures – even when there is pressure or incentive to compromise.

Of course – Aptitude & Psychometric tests and Reference checks help a lot in verifying and deep-diving & correcting your understanding during the interview.

What are your thoughts on this?

Dear Recruiters, HR managers, Hiring managers, Business leaders…

Are you aware that the Candidate Experience you are delivering during the Talent Acquisition process is permanently damaging your Employer Brand and your Personal Brand?

Willingly or unwillingly everyone in talent acquisition is guilty of delivering a bad candidate experience many times and land up damaging your Employer/Personal brand permanently.

And now it is all the more challenging in these challenging times..

Yes, right now the demand-supply is on the other side – there are lesser jobs and overflow candidates – and to deliver a better candidate experience in such situation is all the more important and challenging.

Lack of response. Process delays. Bad Interview experience. Bad or no communication. Unreasonable salary negotiations. Offers renegotiated/withdrawn. and much more…

But don’t forget this situation will not remain the same for lifetime – the tide will change and the demand-supply will reverse – also Good talent is always in demand.

While you are assessing the candidate – the candidate is also assessing you – and making permanent perceptions on your Employer Brand and Personal Brand.

You will need and meet the same talent again in coming years and then the talent won’t be interested in your brand.

Please try your best to deliver the best Candidate experience.

And it takes simple steps like respecting their time, listening, responding, informing, providing feedback and coaching.

Be responsive, professional & empathetic – especially during these difficult times.

Also please note – you are not doing a favor to the candidate by delivering a good experience – this makes a great business sense – Delivering Great Candidate Experience is your smartest Investment.