A New Recruitment Strategy for conducting Confidential search to find the “Best Possible Fit” Passive Candidate.

In today’s competitive talent market, finding and attracting qualified “Best Possible” candidates can be a challenge. Many of the best candidates are already employed and not actively looking for a job change. These are known as passive candidates, and they can be a valuable source of talent for your organization.

However, reaching out to passive candidates requires a different approach than conventional recruitment methods. You cannot just post a job ad and expect them to apply. Conventional recruitment methods will only produce regular “Best Available” candidates. You need to be more discreet and strategic in your outreach to find the “Best Possible Fit” candidates. This is where quiet hiring comes in.

What is Quiet Hiring?

Quiet hiring is a new recruitment strategy that involves discreetly reaching out to passive candidates through referrals or social media. The goal is to build a relationship with them and spark their interest in your company without revealing too much information about the job opportunity.

Quiet hiring has several benefits over conventional hiring methods:

– It reduces the risk of losing your current employees who might get tempted by other job offers if they see you are hiring.

– It prevents your competitors from knowing your hiring plans and stealing your potential candidates.

– It allows you to target specific skills and profiles that match your needs without limiting yourself to active job seekers.

– It creates a positive employer brand image by showing that you value talent and respect privacy.

How to Implement Quiet Hiring?

Here are some steps you can follow to implement quiet hiring in your organization:

1. Identify your ideal candidate persona. Define the skills, experience, personality, and goals of your ideal candidate for the role you are hiring for.
2. Find potential candidates through referrals or social media. Ask your current employees, clients, partners, or network for referrals of people who fit your candidate persona. Alternatively, use social media platforms like LinkedIn or Twitter to search for relevant keywords, hashtags, or groups related to your industry or niche.
3. Reach out to them with a personalized message. Send them a friendly and professional message that introduces yourself and your company. Explain why you are contacting them and what value you can offer them. Avoid mentioning the specific job opening or asking them to apply right away. Instead, focus on building rapport and curiosity.
4. Follow up with them regularly until they express interest in learning more about the opportunity. Keep the conversation going by sharing relevant content, insights, feedback, or compliments with them. Show genuine interest in their work and career goals. Once they show signs of engagement and trust, invite them to have a phone call or video chat with you to discuss the opportunity further.
5. Conduct an informal interview and assess their fit for the role. During the call or video chat, ask open-ended questions that allow you to learn more about their background, skills, motivations, expectations, and fit for the role and culture of your company. Be transparent about the details of the job opportunity and answer any questions they might have.
6. Make an offer if they are interested in joining your team. If they express interest in working with you after the interview process (which may involve additional steps depending on your company’s policies), make them an attractive offer that reflects their value and potential contribution to your organization.

Quiet hiring is not a quick fix for finding talent; it requires time, effort, and patience from both sides the recruiter/hiring manager and the candidate). However, it can be a very effective way of sourcing and attracting passive candidates who might otherwise never hear about or consider your company as an employer of choice.

Blue Genes Research [BGR] specialises in conducting Confidential searches (Quite hiring) lead by well qualified, well experienced Industry experts.

Talk to us if you want to know more about Confidential search / Quite hiring / Targeted search.

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

To Quit or Not to Quit?

A very hard question with millions of possible answers.

Don’t Quit
If you quit, the world might know that you gave up – and maybe that’s a little embarrassing…
But the worst is that *you* will know you gave up. That is the soul crusher.
And that knowledge never goes away.
You will always ask yourself: “what if I continued …”

Quit
But there comes a time where we need to decide that We have to stop otherwise it disrupts our mental state
It’s better to giveup the things that will not workout and focus on the things that works better for you
There is a difference between giving up, and making an informed decision to quit.
The second is far easier to live with.

Knowing when to quit (or at least pivot) when something isn’t working is a valuable skill
The embarrassment of quitting and then publicly saying “I was wrong, here’s why” might keep people going longer than they should
It’s the worst feeling. I call it spiritual death. It’s the death of your spirit. You can always come back to life though.
It is not okay to quit because you simply give up; it is okay to quit because you realize you’ve gone down the wrong path – and you can course- correct now.

This is a common question that many people face at some point in their lives.

Remember – Only you can take this decision.

Try asking yourself below questions:

1. Why did you start?
Why you are not able to remove the reason you started in first place? Will quitting solve that problem? Did you start as an overreaction or a knee jerk reaction? Was the previous situation better than currnet situation? Can you change this in next 3 years?

2. Why are you thinking of Quitting?
Do you see no hope? Are you feeling burned out, stressed out, bored, or unfulfilled? Are you facing ethical dilemmas or personal conflicts? Are you out of cash?

3. What are your options?
What are your plans for the future? Do you have another opportunity? Do a SWOT of all other options available? Do you have enough savings to support yourself until you find a new option? Do you have a clear idea of what kind of job or career you want next? How realistic are your expectations and goals?

4. Seek advice and support.
Seek advice from your mentors, experienced professionals, your seniors, your well wishers, etc

5. Prepare yourselfand your family mentally and emotionally.
You may experience feelings of guilt relief regret anxiety excitement doubt etc as well as reactions from others such as praise criticism support opposition etc You may also face challenges such as adjusting to a new work environment learning new skills dealing with uncertainty coping with rejection etc

Whatever you do – take an informed well-calculated decision.

Never ever compromise on your mental and physical peace and happiness.

I hope this helps!

————

About the Author:

Ratnesh Jain
Managing Partner & Founder – BlueGenesResearch.com | Expert Advisor/Mentor – Zokudo.com Prettislim.com EaseMyHR.com HMGroupIndia.com
Leadership hiring expert and startup mentor. IIM Ahmedabad alumni with 30+ yrs of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

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

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