Benefits of Permanent Hiring | Maintec

Permanent hiring, also known as full-time employment, refers to hiring an employee on a long-term basis, typically with the intention of retaining them for an extended period of time.

Here are some of the benefits of permanent hiring:

Stability: Hiring permanent employees provides stability for both the employer and employee. The employee is assured of a steady job, with a regular salary, benefits, and job security, while the employer has a reliable workforce with a committed staff that understands the organization’s culture and goals.

Skill development: With permanent hiring, employers can invest in the training and development of their staff, leading to a more skilled workforce. This results in increased productivity, better quality work, and improved efficiency.

Loyalty: Permanent employees often have a sense of loyalty towards their employer, leading to better job satisfaction and commitment. This leads to better job performance, lower turnover rates, and lower recruitment and training costs for the employer.

Collaboration: Permanent employees work together more closely and develop stronger working relationships, which leads to better collaboration and teamwork. This can result in improved problem-solving, more creative ideas, and better decision-making.

Better benefits: Permanent employees typically receive better benefits, such as health insurance, retirement plans, and paid time off, than temporary or contract workers. This is because the employer has a long-term commitment to the employee and wants to provide incentives to retain them.

Overall, permanent hiring offers numerous benefits to both employers and employees. It provides stability, skill development, loyalty, collaboration, and better benefits, resulting in a more committed and productive workforce.

Visit: Permanent Hiring in India

Top Staffing tips To prepare your business for Christmas | Maintec

Whether you love Christmas or are a little bit of a Grump, the holiday season is here! And the lead-up to Christmas is the ideal time to attract additional attention to your recruiting brand by creating a good brand image that makes you stand out from the competition. Office parties are frequently thought of when personnel and the holiday season are being considered. There are other crucial things to arrange for in addition to the Christmas party, which is always a good idea. Now is the best time to start preparing. To prevent a disagreement with employees during the holiday season when feelings are at their peak, you must manage expectations for both the business and the workforce. December may be a frustratingly slow time for recruiters, so now is the ideal time to polish your branding strategy. Of course, it depends on the industry. For individuals in the retail and hotel industries, hiring in December—unquestionably their busiest season—would not be recommended because all attention is likely to be focused on making sure the company can meet the increased demand.

Here are our top suggestions for getting your employees and company ready for Christmas.

Notify your workforce of any anticipated disruption.

This does not entail informing them of the business’s closure dates. It’s merely the first part. Additionally, you must describe how it will impact them. For instance, is the company closed entirely or merely to customers? Are employees required to use some of their paid yearly leave if they are not compelled to work during the shutdown? Is it unpaid leave, then? If you are asking someone to take time off, you must establish that you have the right to do so following any applicable awards.

Publish some celebrations on your webpage.

Like with any branding, you should start by looking at your website since this is effectively your branding and is where you want to direct both clients and applicants. One quick and simple way to make people happy is to just update your website’s logo to incorporate something holiday-related. Even a Santa hat photo-shopped onto your brand can give your site a festive touch. If you want to make your customers feel extra cozy inside every time they visit your website, you could even download a snowfall plugin. Don’t forget to update your social network profile pictures and cover photos!

Create Christmas bonus arrangements for the team

Christmas bonuses are frequently given to employees in several sectors. This is a fantastic demonstration of teamwork and respect. However, be sure to ask your accountant for advice. For instance, there is a strong chance that giving the same sum of money to every employee at Christmas may be perceived as a routine payment (rather than a bonus) and may qualify for superannuation.

The lineup for peak/off-peak times

For certain businesses, December and January can be a very slow (or very busy) time of year. Give some thought to your personnel needs in advance if your company experiences seasonal major increases or decreases in demand. Maybe you won’t even need a full crew to handle the few possible client calls. Or maybe your company does a lot of business around the holidays, especially on Boxing Day, necessitating the hiring of more workers to handle the increased demand. Whatever the situation, ensure staff rosters are established in advance so that employees may schedule their holiday commitments around work and are not caught off guard or disappointed by their lack of work hours (or holiday time). Additionally, you want to ensure that there are enough employees available so that the company is not left in the dark.

Promote Christmas posts on social media that are worthwhile.

In December, almost all of the information that shows up in our social media feeds is tied to Christmas, and for good reason—Christmas sells! Considering that December is a very busy month for most individuals (apart from recruiters), it might be quite difficult to get any engagement on material that isn’t amusing and holiday-related. Sharing holiday-themed content that is pertinent to your brand will therefore earn much more interaction than posting stuff that is “business as usual.” For instance, Advent countdowns are always popular because they serve as a countdown to some much-needed downtime! However, you must continue to offer content that is beneficial to your users and relevant to them. Additionally, you can take advantage of the holiday season to enhance your company’s social media employer branding. It will be a good approach to personify your business and make you stand out from the competition to post a photo of Christmas jumper day at work, the workplace Christmas party, or any other indicator that you’re getting into the holiday spirit.

A quick tip to wrap things up! Make sure you have a contingency plan in place, preferably two. Is there a senior employee who can be on call, for instance, if you plan to take a day off over the holiday season? Christmas is a time for gatherings with loved ones and friends. Make sure your company is ready so you and your employees may enjoy the season without being distracted by work and commercial concerns.

Visit: Staffing Solutions in Bangalore

Top Tips and Tricks for Reducing Time to Hire During Recruitment

Working with the right personnel is the finest plan for managing a successful firm. This is the secret component, without which you cannot achieve. No matter how great your product or business concept is, you can’t succeed unless you work with people who can and are sincerely devoted to helping you do it. In today’s frenetic and competitive workplace, every firm aims to hire the best and most qualified candidates. Their companies’ survival and profitability depend on it. As a result, finding new staff is the most crucial part of running a business.

Aside from the rising cost per employee, waiting too long to fill vacancies risks losing out on suitable prospects. Hiring managers with experience do everything possible to speed up the hiring process despite the risk involved in acquiring top talent. It’s important to remember that the KPIs for time to fill and time to hire are different.

Create a detailed hiring strategy.

Understanding what you need in the long term is necessary before selecting an employee. A lack of a recruiting strategy could leave recruiters in the thick of passionate musings. Without a detailed plan, one is more likely to build their hiring process on a weaker foundation. Create a road map for your strategic hiring to shorten the hiring process.

Writing a superb job description

It may not even be clear that your company is having problems finding qualified candidates to fill open positions. Researchers from the US and Canada contend that low application rates are primarily caused by subpar job advertisements. According to researchers, job postings ought to provide more details than just a lengthy list of requirements. They should also inspire people. Above all things, a good job description should outline why joining this specific company would be a great career and personal choice.

Use software for employee onboarding

Recruits are proactively welcomed into your organization via onboarding software, which sends paperwork for them to sign, collects the originals, and sends reminders or notifications as needed. The software offers new hires and stakeholder’s regular updates on all pertinent information. Implement an ATS-integrated onboarding system with a company brand to further streamline the procedure.

Create a talent pipeline in advance

One of the most effective ways to shorten the hiring process is to have a talent pipeline or a collection of applicants you’ve already pre-screened for a certain position. You don’t need to post a position, wait for applications to pour in, or spend time interviewing prospects when you have a lot of qualified people on speed dial. All you have to do is inform these individuals about the open position.

Utilize social media networks and specialized employment sites to find talent.

Think outside the box and come up with creative ways to post job advertisements if you want to streamline the hiring process and identify the best prospects. Avoid the major American employment websites and job boards and opt to search for candidates on smaller websites. If you’re looking to hire remote workers, consider posting job openings on websites like FlexJobs or We Work Remotely, for example. Look deeper into the talent pool if popular career websites haven’t helped you find eligible candidates. Along with Facebook job advertisements, LinkedIn is one of the best job posting platforms for finding applicants who match your requirements.

To start with, hire for attitude and train for skills.

As a result of placing higher importance on work ethics, adaptability, and teamwork than on knowledge and technical skills, this recently accepted hiring strategy helps to create dynamic teams.

Passing the aptitude test could lead to candidates becoming better employees. They possess the mindset required to pick up new skills, learn new things, and add to the long-term success of your company.

Additionally, in the modern period, essential skills are evolving swiftly; in three years, the equipment your crew is using today will be out of date.

Automate Interview Planning To Speed Up The Process

Give applicant communication top priority to retain top-notch hiring. There is a strong likelihood that shortlisted candidates will lose interest or pursue other job opportunities if the interview process takes too long or there is a delay in getting in touch with them. By engaging in an automated interview scheduling solution, you may avoid delays, save time, and ease employee dissatisfaction. By instantly connecting applicants to available managers when you receive applications, these technologies condense performing procedures to a few minutes.

Streamline your sourcing methods

The majority of recruiters have a particular technique for finding candidates. More than half of those surveyed (52%) start with their professional network, while 28% start with LinkedIn (Lever). The most popular candidate sourcing strategies are well-liked since they are effective; nonetheless, don’t forget to add some less well-known sources. On non-traditional websites, candidates may be more receptive to outreach messages, and such websites’ profiles may produce distinctive data that can be used for individualized outreach. The goal is to comprehend your target candidates better so you can anticipate where they will be found online. If you’ve never looked for a job before, ask your coworkers for advice on where to look.

For businesses that lose production and income for each day a position is available, one of the most important recruitment KPIs to monitor is the time to hire. A wise decision would be to use an ideal recruiting software to generate a consistent flow of qualified applicant referrals, thus decreasing the need for cold calls. Assessing a candidate’s cultural fit before the initial interview process is helpful.

Visit: Recruitment Company in India

How Many Consultants Will Your Business need In 2022 To Be A Winner In Talent acquisition?

The recruitment team is essential for locating, engaging, and choosing the best candidates in terms of talent acquisition. We’ll examine the recruitment team in greater detail in this post, including its appropriate size and the perfect number of recruiters your business needs to succeed in hiring. There are several considerations when choosing the best applicant for an open position. Before going any further, you should be aware that the requirement to expand the recruiters’ team size is greatly influenced by the workload and periodic requests they receive.

In addition to improving candidate experiences and creating a positive perception of the brand, recruiting technologies also help recruitment teams work more efficiently. People who found a job and like the hiring process are more likely to tell others about it online or in person. Although there are so many variables that the list might go on forever, according to Sackett, the following are the most important considerations to take into account when estimating the workload of recruiters:

The time and effort required to recruit for the requisite roles. “Applicant flow per opportunity, the quantity of outside sourcing required to discover the proper applicants, and the level of screening and interviewing required to fill the position all play a role,” he explained.
The recruiter’s level of skills and experience.
The tools at the recruiter’s disposal to finish the job. Recruiters can work more effectively and manage more requisitions with the aid of sophisticated social media recruiting programs, internal employee referral systems, and various technical tools.

The intended number of recruiters you hire may vary depending on the size of your business and the number of prospects you approach. As per Talent Growth Advisers, maintaining a delicate balance between recruiters and requisitions—a state that can be fluid—is the key to success.

Recruiters are required at different levels of business.

For new and growing companies (Up to Ten Openings per Year)

In small businesses, a committed HR person is far more valuable than a recruiter. An employee engaged in HR and recruitment may handle recruitment in such businesses. The CEO and president of the company will, however, typically be deeply engaged in the recruiting process.

The most cost-effective option is to hire an independent recruiter or an agency if the company is having trouble finding and attracting top talent on its own.

10 to 20 openings in medium-sized businesses occur annually.

There are several options for this kind of business in terms of hiring. The HR generalist who was previously employed by the company is often in charge of managing a recruiting team of one or two people. As a result, they will primarily be involved in all phases of the hiring process, including sourcing, screening, making offers, and salary negotiations. A part-time or freelance recruiter can be hired or the hiring process can be outsourced if the organization doesn’t yet have an HR generalist or if this individual is too busy with other HR duties.

Fast-growing businesses have 20 to 80 open positions each year.

Once you get to this point, you’ll need a recruiter who works full-time. This can be a part-time or full-time job, depending on the real number of openings and the scarcity of your target demographic.

Finding candidates and creating job descriptions for a job board can be done in several ways.

Imagine your HR generalist and recruiter are too busy or don’t have the knowledge to handle some areas of the hiring process. You have the option of doing it yourself or hiring specialized outside freelancers or companies.

Larger Companies Have Between 80 and 1,000 Vacant positions Per Year.

The need for a dedicated recruitment staff is essential. Depending on the actual number of openings and the rarity of your target group, you’ll need a lot of recruiters in addition to a team lead or recruiting manager to guide the team, provide management information, engage active job seekers, target passive candidates effectively, coordinate the use of recruitment tools, and conduct some data analysis. With 500 open positions, you already have at least 10,000+ applicants, assuming at least 20 aspirants for each opening. This gives up numerous opportunities for recruitment teams employing recruitment technologies to do actionable market research.

How to Estimate the Required Number of Recruiters for Your Team/department.

Look at their prior development and operational bandwidth to determine whether those indications are sufficient for the hiring speed required. This will help you determine whether your recruiting team can meet your company’s hiring objectives.

Determine how many excess capabilities you’ll need to fill the gap.

You’ll need to determine whether it’s feasible for your company to acquire 100 people the next year if there are now only two recruiters on staff. So, the crucial query is: How many recruiters overall are required to acquire 100 workers annually?

One method for solving this problem is to determine how many candidates one recruiter can bring in at any one time.

Finding a figure that applies to your firm, on the other hand, will rely on your sector, industry, team size, location, important role, and other aspects.

The best thing to do would be to review historical internal indicators of recruiter workload and performance. Obtain averages for each month and evaluate them against the following:

The percentage of candidates employing executives for each job posting is known as the interview-to-hire ratio. Duration rates refer to how long and difficult it is to find candidates for the positions your business requires. Proposal acceptance rates are the proportions of candidates who accepted your job offer. Through the information obtained on your applicant tracking system, this can be easily tracked.

The quality of the hire is how valuable a recruit is to your company. The percentages of employees who remain or leave a company over a specific period are known as turnover/retention rates. How many difficult-to-fill positions has the hiring team been successful in filling?

Best Staffing Tools For 2022 | Maintec

The selection of the ideal candidate for an open post involves many factors. According to The Undercover Recruiter, 52% of hiring managers struggle to pick out top prospects from the plethora of available names, and 46% of talent leaders feel that discovering high-skill individuals is challenging in and of itself. Software and other digital hiring tools can greatly streamline the hiring process. For instance, LinkedIn mentions that they use hiring algorithms to locate the most effective candidate and reduce the time it takes to make an offer. I’ll share with you the best recruiting tools and staffing agency software in this piece, as well as some of their best features.

The process of posting a job, finding candidates, and reviewing resumes is managed and streamlined with the aid of recruiting software by both internal hiring managers and recruitment firms. The majority of recruiting solutions are designed to automate the hiring process and the tiresome, repetitive chores that invariably accompany it. Human resources professionals have more time and resources to devote to both improving the hiring process and self-development after typical paperwork is replaced by modern technology.

Recruiting tools aid in enhancing candidate experiences and ensuring a favorable perception of the brand, in addition to increasing the productivity of recruitment teams. LinkedIn claims that organizations with great employer brands experience a 28 percent decrease in organizational turnover and attract 50 percent more suitable applicants. Job searchers who enjoyed the hiring process are inclined to share their positive experiences with others online or in person.

Workable

Workable is an all-in-one recruiting platform that provides simple features to simplify the hiring process. You may use the system to advertise job openings, find prospects using a built-in candidate search engine, schedule interviews and filter resumes using a smartphone, keep track of applicants, manage talent pools, and create budgets. Quick and simple onboarding is one of Workable key advantages. On their first day, most new users are able to post their first entry without the need for training classes or user guides.

Smart Recruiters

An enterprise-grade recruitment software solution called Smart Recruiters is used to find, attract, and hire the best individuals. It provides the finest experience for both job seekers and recruiters, resulting in successful hiring. In addition, Smart Recruiters provides a number of add-ons to their core product, with Smart Assistant being one of them. Smart Assistant screens resumes with artificial intelligence (AI) technology to quickly identify top candidates.

Amazing Hiring

An AI-driven talent recruiting platform is called Amazing Hiring. With a focus on technical sourcing, it offers the best user experience by giving users one-click access to the largest tech candidate pool, the most comprehensive tech stack information, and extensive customized communication tools to stand out from the competition.

Hacker Rank

Hacker Rank is a thorough tech skill assessment platform that aids in technical recruiting standardization and offers applicants engaging real-world exams and interviews. It will assist you in automating your tasks and streamlining the hiring process by being seamlessly integrated with your ATS.

Deskilled

A tech sourcing, screening, and talent mapping software called Devskiller can handle the entire evaluation procedure. By designing difficult and understandable examinations, it enables businesses to use tech skills testing as a competitive advantage.

Textio

With the help of the enhanced writing tool Textio, you can instantly strengthen the messaging of your job descriptions and add strong language suggestions to all of your employer brand content. The platform has the power to engage inactive prospects, draw in active job seekers, and even build augmented hiring teams within an organization.

Calendly

With Calendly, you can connect with your best connections without exchanging emails back and forth because it integrates with your calendar to automatically check for availability. The most beneficial elements required for the typical application process are included in the free pricing plan. A premium plan would be a better choice, though, if more than one hiring party is involved in the procedure.

Zoom

Zoom is an intuitive video conferencing tool with free features for private meetings. Organizing and conducting online video interviews with high-quality video and audio, recording, screen sharing, and other features may be done in a very easy way.

ZAPinfo

ZAPinfo is a Chrome plugin that may automate all processes associated with communicating with applicants. With one-click data sharing capabilities with more than 100 sites that may be utilized for candidate sourcing, it reduces the outreach time.

Mixmax

Mixmax is a well-liked Gmail email automation application that boosts the efficiency of conversations with applicants. When Mixmax is integrated with the most popular ATS and CRM, it will properly complement and improve your recruitment stack.

Lemlist

Lemlist is an email outreach platform that enables recruiters to track email performance, personalize messages, and automate follow-up. Additionally, it is an email automation platform that enables customers to create personalized images, such as the corporate logo, company name, employee names, etc., automatically.

Enboarder

A platform for onboarding that is experience-driven, Enboarder aims to make your new hires feel at home. Tech recruiters can create interesting digital content that is automatically provided to prospective hires on an easily customizable timeframe.

BambooHr

Software for handling the onboarding of new employees is called BambooHR. It enables recruiters to give new workers an enjoyable onboarding experience that increases productivity. With the platform, paperwork is eliminated, and you can create welcome emails and IT checklists in advance for more thorough introductions.

The preceding list demonstrates the size and diversity of the recruiting software market. We are living in the era of AI, chatbots, and social recruiting, and maybe greater things are still on the way for the hiring process.

Even while not every organization needs the same tools or levels of automation, we are convinced that every recruiter will benefit from this list in some way. If you are unsure which recruitment tool is best for your situation, we advise starting by determining your goals and the essential characteristics that will help you achieve them.

Visit: IT Staffing in India

How to Recruit for Startups: A Guide for Employers

Recruitment is a tricky process for both companies and candidates. Today, the number of startups – small- to medium-sized businesses has grown tremendously in the last two decades. It is difficult for employers to find qualified candidates who can help their company grow. Recruiting has become an integral part of the hiring process and a job that people want to do. If you are an employer struggling to find talent, there are some things you can do to make sure you have enough employees on your team.

Why Recruit for Startups?

Recruiting for startups can seem like a daunting task, but it should be treated as a necessary part of the hiring process. A startup is an emerging company, organization, or activity. The term is most commonly used to refer to a new business or one that has been newly started. Recruitment plays an important role in the hiring process because it allows employers and candidates to get to know each other.

How to Recruit for Startups

There are several strategies you can use to recruit for a startup. For example, posting job listings on your company website or social media pages is a good idea as it is easy for candidates to apply to the position that interests them. Other strategies include utilizing an applicant tracking system that helps you organize and sort through resumes, or creating a candidate pool of potential hires by using online talent platforms.

Use these tips to make sure you have enough employees on your team so your company can grow.

How to recruit the right candidate

The first thing employers need to do is make sure they have a recruiting strategy. Then, it is time for them to hire someone with recruiting experience or at least have someone who will support the recruitment process and be knowledgeable about its intricacies. The next step is finding out where your prospective employees hang out online so that you can advertise your open positions there as well as on more traditional sites like Monster or Indeed.

Next up, employers should be prepared for the interview questions they may ask potential hires. They should know what they’re looking for before interviewing anyone and always remain mindful of their hiring mantra: “hire slow but fire fast.” You don’t want to rush into anything when it comes to hiring someone new because it’s one of the most important decisions you’ll ever make; however, if you spend too long deciding on someone without any other offers coming in then they’ll find another position quicker than expected, so be mindful of how much time you invest.

The recruitment process

The recruitment process starts by collecting job descriptions and drafting job descriptions. The recruitment process is made up of three steps: advertisement, screening, and interviewing.

You have to know how much a potential employee will cost your startup and what benefits it will offer before you start recruiting.

Include the following in your cost calculation:

Cost of hiring
Salary
Taxes Benefits
Equipment Space
Training
Onboarding

To determine the advantages of this hire, consider the following:

Sales
Expansion
Relief
Development

The new employee you hire must be able to contribute to the success of your company. Because your business is still modest and developing, it’s critical to bring in resources that can provide concrete value to the firm in a reasonable amount of time.

Furthermore, once you have decided on the position you are looking to fill, it’s time to advertise the position. There are many ways to do this – use social media, post jobs on websites like LinkedIn, or post ads in newspapers, magazines, and local networks. You can also create an online form where people can submit their resumes.

Once you receive applications and resumes, you must screen them all thoroughly before moving on to the next step.

Screening involves checking the qualifications, experience, and references of a potential candidate. It is important to be thorough when screening because bad hires can cost a company time and money which could have been spent elsewhere if someone had done their research better.

Once you start receiving high-quality leads, you have to call them right away, as they are always in demand, so you don’t want to miss the opportunity in acquiring the skilled individual. You also have to categorize and prioritize the candidates and make their time worth your hiring experience. The acquisition is one of the most important aspects of your business because each new employee you hire can propel your company forward.

There are many tools available for employers that make screening easier; for example, Greenhouse allows employers to remotely screen candidates and take notes during interviews.

Interviewing is the final step in the recruitment process before making a hiring decision. Interviewers should ask questions that will help them determine if candidates would be good fits for the job at hand.

Employers should keep in mind that hiring someone who doesn’t work out can be costly – they might need to find another candidate quickly, spend more time training them, or spend more money advertising their position again soon after firing them.

Conclusion

Recruiting freelancers and remote staffing is all the rage these days and for good reason! It’s a great way to find talented people without the commitment of hiring someone full-time. And since there’s no payroll, no benefits, and no job interview process, it’s doable on your own.

Visit: Recruitment Company in India

How your first job out of college can change your life?

Everybody remembers their first job and struggles with creating the perfect resume right after college. It’s like a parallel universe outside the college, one has to be an avenger with the skills. For any fresher, the entry-level job means the first step towards the door of the company and not the position. At first, it’s not about the skills but the disciplines and ethics that you present to the team and the company. It is the first stage or the training days for the interns or the freshers working for any company no matter the size, sector, or location. But one has to understand the competition can be steep, so one should not assume, you will achieve the goal or be the first to land the job because you have your shiny degree with you.

According to recent surveys, universities and colleges should take initiatives to provide students with the skills necessary for jobs and long-term success in any field. In some cases, credentials are less significant than talents. If a candidate has the necessary credentials but lacks the necessary abilities, their degree will be of little utility. Corporations fund training for freshers to help them update their skill sets to meet the company’s needs. One has to start planning and think carefully about what accomplishments achieved in the college outside the classroom and put it down in the resume perfectly. Start typing something that mentions that you have learned the discipline and leadership skills that will give you an edge over the competition in the resume.

The fundamental thing is to have an edge and efficiency both in person and writing, which is the essential part of most of the work culture. Recruiter looks for that in candidates, especially for the entry-level freshers and interns. A candidate with a great resume but with weak communication skills won’t scale the ocean and chances get less of being selected. One should have a clear understanding and way of putting their point. It is not about the job, but the path of progress and learning which will take you to places during this experience out of your college. Always have a plan for the future, let me elaborate, what you want to do in the next three years or five years? Because recruiters and employers will ask and they want to know about your plans. Every day, technology evolves and is upgraded, demanding a similar set of skills and resources. It is creating difficulties for tech enterprises to upgrade and train their personnel every other month in order to keep up with the latest technologies. This is where the Hire-Train-Deploy model or service comes in handy for businesses. Companies can employ qualified resources for any technology they desire with the help of this service/model.

At the entry-level work profile, sometimes it is going to be hard as you are going to get a lower-end task, secondly, you must understand that you are being tested. If you want to succeed with the more exciting task to handle at your new job, you have to pass through those trivial ones out of the stadium. Don’t just finish the task by any means but take care of the assignments and explore new ways to complete them. Once you show them that you can handle these little jobs and do it a fine way, you’ll have the opportunity to get better and cool assignments on your way. Even if it seems trivial, or not relevant to your studies it can be challenging and frustrating but at this very stage of your career, you can learn and do a big favor by accepting these diverse work assignments. You must be thinking why? Because by making yourself involved in this variety of assignments you will find a way to do what you like to do. Even better than what you thought was good for you.

The work culture is completely different from college and the workforce, once you enter the workforce there’s more to it and unlike college, you complete the work, and it’s done. In the workforce, it’s not just what you do or how good it is but it is how you do it. It’s not a good or progressive sign if seem uninterested or not paying attention in the meetings and busy with your phone all time. Once you are in, it is important to find better ways of doing things and remain engaged and enthusiastic. The Hire-Train-Deploy model works well with freshers and helps them get employed at top tech organizations that are looking for resources with suitable skillsets. Freshmen and applicants fresh out of college are likely to have only rudimentary knowledge and awareness of current work culture and boardroom methods, as well as a lack of execution skills. The hire-train-deploy model can help prepare young freshmen for their first employment.

Furthermore, never stop learning, even after coming out of college, it doesn’t mean you’re done learning. Be smart and know that it is just the beginning. Starting your first job out of college, pay is not great, not able to love the work assignments you are doing and everything is a test. But one has to accept the challenge and start working for your dream career. Talent acquisition is one of the most important aspects of today’s business or organization. To obtain the best possible personnel, organizations must remain on top of the most recent talent acquisition trends. As a result, Maintec Hire Train Deploy assists companies and corporations in identifying and hiring qualified employees with the specific skill set that the company requires.

Please visit our website at www.maintec.in for further information.

Why consider Hire, Train & Deploy Program from Maintec?

In a world where digital technology is evolving every day, so is the demand for skilled individuals in the IT Terrain. The most recent university graduates lack the hands-on skill training that could minimise the gap between the recruiter and the job seeker. At the same time, every necessary training and guidance to all the individuals provided their career, skillset and earning potential also increases.

Nowadays many companies and organizations invest a lot of time and money in getting their candidates to upgrade their skills and bring them to the level that is required by most of the organizations. This is the ongoing challenge for every corporate working environment in the world for a very long time. To provide solutions for these constant emerging problems, and to save time and considerable amount of money for the organizations, there is a service which helps these corporate enterprises with a service by the name HTD model- that is Hire, Train and Deploy.

Maintec being one of the fastest-growing IT staffing giants. It offers comprehensive services like HTD- Hire, Train & Deploy to its clients globally. We are equipped with world-class infrastructure and seasoned with all the latest technologies required for delivering the training and the team that understands the client’s requirements, technologies and services. In an instance, your company can be benefitted from the Hire, Train, and Deploy model, feel free to get in touch.

How to Convert Your Temporary Job to Direct Hire

A temporary assignment will typically act as trial for each you and your leader. Throughout Associate in Nursing assignment you learn the maximum amount concerning the corporation because the company learns concerning you an Associate in Nursing worker. If there’s a decent slot in temperament and culture, and you stand out in your temporary role, your possibilities of landing a right away rent job square measure high. Whereas a decent IT staffing agency ought to tell you direct whether or not or not a right away rent is feasible, it slow with the corporation is accustomed prove yourself priceless and increase your possibilities. Scan our recommendations on what you-all liquidates an endeavor to convert your temporary job to a right away rent roll.

Maintain Communication with Staffing Agency
A good staffing agency ought to be honest with you concerning the likelihood of changing to direct rent before you settle for Associate in Nursing assignment, and your commencement ought to be to verify that it’s even doable. We’ve detected from candidates that this doesn’t invariably happen at the start of the assignment. It’s conjointly extraordinarily necessary to stay in the grips along with your staffing agency so as to receive updates on however things square measure progressing. Your recruiter ought to be ready to tell you the way you’re activity and whether or not or not a right away rent chance may be at risk. It’s best to not push your managers for this data and work along with your staffing agency instead. Asking over and over is distracting for managers and may conjointly provide the impression that you just square measure ambitious or desperate. It’s necessary to twiddling my thumbs and to stay targeted on your job performance.

An Act, such as you Work There
When you begin your temporary assignment, it’s necessary to place in your best work if you hope to secure a foothold once your assignment ends. Typically a short lived assignment is a protracted employment interview. It’s necessary to be 100% reliable, take an Associate in Nursing interest in your work, and to approach the assignment with enthusiasm and commitment. Suspending your job search and taking your resume offline shows that you just square measure committed to the corporation which you’re not curious about seeking opportunities elsewhere. Instead, use that energy towards your job performance throughout your temporary assignment to essentially impress your managers. This might increase the chances of receiving a proposal once your assignment involves Associate in Nursing finish.

Go on top of and on the far side
Taking on further tasks will assist you establish your role at intervals the corporate. Not solely square measure you are going on top of and on the far side in your job duties, you’re conjointly showing your worth as a possible permanent worker. Going into employment with the attitude that you just square measure solely briefly helpful can limit the impact you’ll wear the corporate. Instead, think about what you’ll liquidate order to become an Associate in Nursing worker that may be tough to lose. You wish to create certain that you just square measure creating a big enough impact on the corporate so your absence would be felt. Going on top of and on the far side will assist you establish a job for yourself so you become somebody who would be tough to exchange.

Build Relationships
Treat a short lived assignment as a networking chance. Building robust skilled relationships along with your colleagues and managers may assist you to secure your position. By building relationships, you’re positioning yourself at intervals the corporate and showing that you just work well with the culture. It’s necessary to be visible at intervals the corporate, create friends, and show that you just get on well along with your team. The additional friendly and well-known you’re,the additional incomprehensible you’d be at the top of your assignment. It’s invariably valuable to create relationships and confine bit for future opportunities.

Converting a short lived assignment into a right away rent position needs heaps of exertions. It’s essential to go away your company with an enduring impressive and a sense that you just would be tough to exchange. By going on top of and on the far side throughout your temporary assignment, you would possibly have an opportunity of receiving a proposal once your assignment ends. Your staffing agency will assist in your efforts and assist you to realize your goal of changing to a right away rent position.

Maintec Technologies is a full-service staffing firm based in Bangalore, India. We are committed to matching A-level talent with best-in-class businesses. Our knowledgeable and well-trained staff brings a combined 20+ years of staffing experience to our clients and candidates alike Contract staffing

Staff Augmentation— What is it? Why do you need it?

What is Staff Augmentation? Your internal thesaurus may be thinking “consulting” or “outsourcing” are good synonyms, but Staff Augmentation has a few key differences that you want to be familiar with before you embark on your next big project.

If your company needs help managing or executing a project, you need to begin with dedicated, competent staff to get the job done right. The problem is, you may not be able to afford to move your existing resources from their current projects. So maybe you’ve considered hiring. If your project is short, or hyper-focused, that may be a mistake. Why go through all the new-hire paperwork plus a lengthy onboarding process that requires training, especially if this work won’t last forever?

Does any of this sound familiar? Then you might want to consider your alternatives. Staff Augmentation is for organizations who need to bolster their existing resources to support projects that require expertise outside of their wheelhouse or consist of mostly temporary, highly-skilled work.

Cost savings is first on this list because it should be first on yours. Staff Augmentation with Maintec can save you opportunity costs you may have wasted by allocating your existing resources to the project, or to training new employees to do the job. It can also save real dollars you would have spent on boarding salaried employees with benefits. Staff Augmentation requires no benefits, no overtime, and no training time. You could even have your augmented staff only come to the job site when they’re needed, so there’s no need to shuffle your existing resources around or pay employees when they’re not needed.

Speaking of opportunity costs, how much time would you say your organization would spend looking for the perfect candidate or candidates for your project staff? Tack on the amount of time it would take to onboard and train them, and suddenly the hiring process has eaten up a lot of your time and energy that could have been used more efficiently. If efficiency is part of your company culture (and it should be), then Staff Augmentation should be on your radar.

Staff Augmentation is not outsourcing. With outsourcing, you hand over the project responsibilities and tasks to another organization, which can bring risk and unforeseen challenges. By augmenting your staff with Maintec, you can bring highly-skilled and well-trained individuals to work directly under your current leadership. This puts your organization in the driver’s seat (and you can think of your augmented staff as the friends in the backseat who hand you snacks and remind you when you have to turn). With an augmented staff from Maintec, you have full control of the project and direct oversight of your new, highly-skilled resources.