Connect with us
mPower HR > Recruitment > Hire an Attitude, Not just Experience and Qualification

Recruitment

Hire an Attitude, Not just Experience and Qualification

Ravi Panchal

Published

on

Hiring Attitude

“HIRE AN ATTITUDE, NOT JUST EXPERIENCE AND QUALIFICATION” – GREG SAVAGE

Hiring, an important aspect of human resources without which an organization ceases to exist. Recruitment has undergone tremendous change in the past decade with new innovations in technology, artificial intelligence, RPO (Recruitment Process Outsourcing) and the like. With all the tools, technology and automation in place, the need to hire the right people is still crucial and challenging. Below are a few lessons learnt while in recruitment

Passion over experience: A candidate who is passionate and has the basic skills about the role in question can be considered for an initial interaction even with little or no experience. Passion drives performance and hence leads to success. A passionate employee will go out of the way to make things happen, will come up with out of the box solutions, ideas & initiatives, is self-driven and motivated. Hence is ‘fully engaged’ and that makes up for an excellent performer.

Will is more than Skill: An employer comes across a lot of candidates who have the right skills but lack the WILL. As the leaders say ‘Skills can be learned but what about the WILL’. Such candidates may fair very well in the interview but fail to perform their roles & responsibilities. They need constant supervision and are not self-driven. On the contrary candidates who have the WILL to learn and win end up developing more skills.

The skill vs will quadrant would be like: If the candidate’s skill and will are high, go for him. If his will is high, but skill is low, consider him. If his skill is high but will is low, place him on hold. If both are low, reject him.

Career Break is Not a Crime: Most candidatures with a gap in employment are rejected outright. It is important to know and understand the reasons for such gaps. A failed business idea, family reasons, health issues, lay off and trouble finding job after are some of the many reasons of being unemployed. Past experience and potential of such candidates should be considered while hiring.

Cross Sector Talent: A typical job post would read “Candidates from similar industry and experience only”. The rule of ALWAYS looking for people with similar experience and industry is irrational. This doesn’t mean industry and experience identical to the job don’t matter. It definitely does but not looking at others is like missing on a potential pool of talent. Companies should hire talent that has proven its flexibility and adaptability by switching industries. They should also look outside their own industry for innovation in the area of processes and technologies. Cross sector talent provides room for new ideas and fresh approaches. That’s what makes diversity both a key driver and an associated benefit of hiring out of sector.

Age is just a Number: The many not so young yet highly talented and well experienced candidates struggle to get their desired jobs because of ageism. Most of the organizations are inclined towards younger talent. Typical job specifications would read “Candidates below 30 only.” The importance of age in the selection process varies across sectors. For eg: India’s entertainment industry has long been accused of being ageist, with older models, actors, and performers losing out roles to their younger counterparts. While age factor is important and essential for certain job roles, candidates with good experience and high potential should not be overlooked. Instituting opportunities for intergenerational or multi-generational teams to work together is a brilliant way to dismantle myths and stereotypes while engendering respect and goodwill among all employees.

 

The above are a few but important parameters that are overlooked while hiring. Recruitment is an integral part of HRM. It is the deciding factor on the right candidates being chosen in the selection process. Hence while following a structured recruitment format, LOOKING BEYOND proves to be extremely beneficial.

Continue Reading
Click to comment

Leave a Reply

Your email address will not be published.

Recruitment

Importance of Background Verification Checks for Employees

Ravi Panchal

Published

on

Importance of Background Verification Checks for Employees

A company’s investment in a new employee is significant. The hope is that they will stay with the company for a long time and continue to provide excellent work with a favourable influence on the bottom line.

Regrettably, poor hires do occur. In the best-case situation, you swiftly realise your error, and the person moves on before causing severe injury. In the worst-case scenario, they fail to complete the task, impair workplace morale, or cause other significant issues for your business. In any case, you’ll have to deal with a bad issue and go through the laborious process of rehiring for the position.

Because of a lack of background checks, 43% of employers have made a bad hire. In addition, according to a CareerBuilder poll, 75 percent of HR managers have spotted a falsehood on a CV out of the verified cases.

Conducting background checks before making employment offers to candidates can help you avoid making disastrous hiring. In addition, it will expose any information the person withheld or lied about throughout the interview process, ensuring that your organisation only invests in respectable individuals.

What does a pre-employment background check entail?

A normal background check collects information about a person based on their name, birthday, and social security number from public and commercial databases. A reputable background check company can search all relevant databases and produce an easy-to-understand report on the applicant for the employer to peruse.

A pre-employment background check often includes the following areas:

  • Identity verification
  • Criminal history
  • Employment history
  • Education background
  • Government-issued licenses
  • Motor vehicle records
  • Credit check

Why is it necessary to do pre-employment background checks?

Employers frequently do a background check as a final step to make a sound hiring decision and protect themselves from various potential threats.

  1. Competence on the job : A background check is a reliable tool for many businesses to verify claims made by job applicants throughout the recruiting process. However, in a tight labour market, the appeal of exaggerating school credentials or embellishing work records, for example, can grow.Wouldn’t it make you feel more secure as a potential employee to know that your coworkers have been tested to guarantee that they are competent for the positions they hold?
  2. Safety in the Workplace :Employers are responsible for the well-being of their staff and the safety of customers, vendors, and visitors.For example, suppose an employer hires someone who harms another employee; in that case, the employer may be held liable for negligent hiring if the employer had reasonable cause to believe the employee was dangerous to others or failed to conduct a proper investigation to determine whether the employee was unfit for the position or could harm others.
  3. Theft in the Workplace : Insiders, as we all know, are responsible for the majority of business theft nowadays. Employers may use a background check to make more educated hiring decisions, which can help them lower their theft risk.
  4. Integrity and honesty :A candidate’s confirmed mistake or fabrication during the hiring process is typically enough for an employer to doubt the candidate’s honesty or integrity and potentially exclude them from a job.Look no further than the very public examples of CEOs, high-profile professors, and coaches who embellished their credentials, only to harm the reputation of the employers who failed to conduct a (or a sufficient) background check on them to see how important it is for employers to confirm candidate credentials.

 

To summarise

For startups and developing businesses, employment verification is critical. Candidates’ backgrounds are revealed through background checks. It also aids organisations in establishing and maintaining confidence with their customers. Using background verification services will help you screen out the bad and keep the good, which is essential for a happy workplace and consistent business growth.

Continue Reading

Recruitment

Factors to incorporate for effective workforce planning

Ravi Panchal

Published

on

Factors to incorporate for effective workforce planning

Strategic workforce planning is essential for an organization as it helps ensure that the organization has the right people with desired skills at the desired timing. An accurate workforce planning model is essential to help the HRs examine all the gaps available in the current workforce and understand the needs for the future.

 

Answer these questions for effective workforce planning:

  • What is the plan?
  • Who do we have now?
  • What do we need next?
  • Gaps
  • Fixes
  • Results

 

Here are some questions, answering which will help you conclude the required changes.

  1. How was the last year for your organization? Review the previous months and understand whether you are heading the right way or not.
  2. Does the strategic plan meet the company’s current needs? Please take a look at the current planning and whether or not it is meeting the desired goals. If not, analyze what else to change for a better growth rate.
  3. What is your budget flexibility? Departments can manage more with lesser resources, but you must be aware of how far you can go with that.
  4. What talent do you need to get an effective strategic plan? Understand the proper skill requirement that you have for getting a better workforce.

 

Steps to help you get effective workforce planning –

  • Set the planning: In this stage, collect all the necessary information for the workforce planning action. Ask your agency’s diplomatic planners for the time required for exploring and understanding or setting the plan. You can question the official team to give annual and business plans. This might target the extended needs for taking out goals’ process, including the number of employees required.
  • Analyze the current workplace profile: Classify tacts to help close some gaps you learn in the initial two steps. Think of investing in real-time reporting software to track employee productivity correctly. This might be a particular problem within some organizations. Restructuring and outsourcing can give provident clarifications.
  • Implement the action plan: This step needs working with several teams and agencies to take the workforce strategy to life. Consult the given budget with the accounting team or financial analyst. Tend to Talk and exchange new positions open to the aspired parties. Get assured that all the things run well at this point.
  • Monitor and revise your plan: Keep an eye on implementing the plan to learn its effectiveness and faults. This step enables modifications to enhance the effects of the workforce planning project.
  • Be prepared for different scenarios: The future is unpredictable. But, that doesn’t mean you can’t prepare for various uncertainties. Stay updated and prepared for anything sudden which goes behind industry-specific developments. This step also involves scenarios such as an unexpected, notable shift in a financial situation and a global budgetary strike of the company.
  • Do not forget your organization’s culture: Okay, gaining specific skills is essential to meet the organization’s business goals, and they might change too. Additionally, technology plays a vital role in what future skills you must focus on. Don’t forget the culture of the company in tricky workforce planning. Like the people and facilities required, the organizational history is continually unfolding, and it must also stay as your priority concern like the other factors.

 

Conclusion –

Effective workforce planning always comes as a priority concept in any organization. For organizations of different sizes, there are varying ways to have an effective workforce. However, the above-mentioned steps are the best fit to incorporate better plans for the workforce and have a good overall performance and results.

Continue Reading

Recruitment

Top hiring trends in 2021

admin

Published

on

By

Top hiring trends in 2021

“Time spent on hiring is time well spent”– Robert Half

The year 2020 saw a commotion take over, one that no one had any control over, and one that had everyone rethinking their strategies both for survival and existence. As the world united in fighting against the pandemic, organizations and business structures saw a sudden slump.

Now, that things are going back to a certain level of normalcy, the demands for hiring talent is gaining momentum as well. As per a survey conducted by CareerNet Technologies, 50% of the organizations will hire to get completely functional.   Though things are returning to normal, there are certain changes that we all have to accept. There are several future trends in recruitment that will dominate hiring in 2021.

With more organizations understanding the perks of remote working, employees are getting empowered by being given the option of working from anywhere. As remote working is one of the talent acquisition trends 2021, that needs to be met talent hunters and HR recruiters will need to meet the numbers keeping in mind these radical 2021 hiring trends. In this blog, we will take a closer look at some of the prominent 2021 staffing trends that will shape the future of recruitment.

  • Evolution in the working patterns: The one big evolution in the working patterns is that location is no longer a key factor that affects the hiring norms. Businesses now have the option of hiring talented people from different cities and even  countries. Digital recruitment trends are more technology-driven so that they can rely on communication models that help them plan remote working in a better way.
  • Artificially Intelligent Recruitment: The ways of hiring may have changed but the need to hire the right people is still crucial. In order to save time and hire more efficiently, recruitment is more driven on data and facts. Hiring 2021 focuses more on the quality and talent of the people rather than being driven by biases. With the help of AI analytics, they can also predict the upcoming future trends in recruitment.
  • Digitally powered Employees: Being technologically secured is the only way of powering in the right direction as organizations that are looking to look beyond the cliched norms of hiring. HR hiring trends 2021 has more organizations powering their team with the power of digital enhancement that allows them to work from absolutely anywhere.
  • Opportunities for Freelancers: One of the biggest changes that can be seen in the world 2021 hiring trends is that businesses are concentrating more on project-based hiring than focusing on bulk and long term hire.  This has been a big boon for all those people who are in the field of freelancing. The rise in the trend of giving more opportunities to freelancers is another thing that is set to be the future trend in recruitment.
  • Retention is the new policy: Most people feel that HR means hiring and firing people, but that definition is about to change. Going forward, HR trends 2021 will focus more on retaining people, than focusing on letting go of people. In challenging times like this, it has become crucial to retain all the good people who can work towards the common goal of achieving your business goals.

The times ahead are going to be more challenging and it is a must that 2021 staffing trends are focussed on so that both businesses and manpower can thrive and work together in a positive direction.

Continue Reading

Trending

Let's grow together

Our Vision is to Empower HR professionals working in Small and Medium Enterprises by publishing authentic and validated content related to Human Resource management. This will help HR professionals to have access of authentic documents across complete employee life cycle management published by HR subject matter experts. Pls. put across your questions to team of experts and learn from the best in the business and Lets grow together.