Recruiting errors – How to Hire Smarter and Save Time and Money | Maintec

A study by the Center for American Progress found that replacing an employee costs around 20% of their compensation. A high personnel turnover rate can be quite expensive for your company. These are just a few of the factors that make it challenging to locate, entice, and keep top talent even when your hiring process is efficient. There is no ideal hiring procedure. Additionally, numerous teams experience the effects of frequent hiring errors.

Recruiting new employees can occasionally seem like a difficult chore, and choosing the wrong technique and hiring procedure can be expensive and time-consuming. By avoiding few hiring errors, you can develop a recruitment strategy that is strong, effective, and fair. This will give you an advantage over rivals, allow you to secure the greatest and most diverse talent available, and, most importantly, enhance the candidate’s experience and journey.

Interview questions that aren’t appropriate

The interviewing process is an effective technique for gathering the information you need to choose the top applicants for your position. By substituting new, organized, and job-related interview questions for tired, predictable ones, you level the playing field, eliminate bias, and provide candidates with a welcoming environment.

Establish a planned interview procedure in advance, making sure that all candidates for the position are asked the same questions to ensure consistency, and fairness, and to reduce the possibility of unconscious bias. Remember to integrate behavioral interviewing in your format as well. This is a very effective method for gauging a candidate’s potential performance in a position. For each competency, you should strive to ask two to three behavioral questions to gather enough data to accurately assess the candidate’s aptitude. Allow candidates to show behavioral competency or transferrable abilities when possible, even if they are not directly related to prior relevant experience.

Eliminating an excessively qualified candidate

HR professionals may be tempted to pass over a candidate who seems overqualified if they fear being outdone by them or if they believe the candidate will get bored in a lower position and leave the company soon after starting. Regardless of how long they remain with the organization, these individuals can grow your team and make it better. Additionally, take into account suggesting chances for advancement, bonuses, or bonuses that could result in employee retention.

Early interview termination

Sometimes companies have called off interviews because they could see the candidate wasn’t a good fit. However, this could backfire since the person might become irritated or the interview might change and the hiring managers might be taken aback by what additional inquiries would uncover. In any event, if your company frequently wraps up interviews early, candidates should be made aware of this in advance to avoid any unpleasant surprises when the time comes.

Entering a deal too quickly

We’ve all been there, so listen. Maybe a long-term worker opted to quit midway through a challenging assignment because the pressure was too high. Perhaps an unreasonably short deadline has been placed on you, and you are unable to complete it on your own. There are a lot of reasons why you shouldn’t hire a candidate right away. While we do understand, we kindly ask that you pause and use common sense. Rushing almost always results in several blunders. Yes, you might be fortunate and land a fantastic employee. However, you can also discover that you hired your candidate out of desperation and that you later regret it.

Causing a radio silence after the offer

Your ideal hire has been accepted, and they are prepared to start working for your organization. They are just left with working their one-month notice period. Your recruitment work is finished! Another good hire, signed, sealed, and delivered—they belong to you! … right? Wrong… This is one of the most frequent and straightforward hiring errors. It’s normal to skip from one process to the next when you have so many hires on your plate. Unfortunately, just because a candidate accepts an offer doesn’t guarantee they will show up for their start date. Numerous applicants go on to conduct in-person interviews and may even get calls from recruiters. They may still receive more alluring offers even after they’ve signed yours.

The problem is made worse by your post-offer silence, which breeds skepticism and uncertainty on the part of the candidate. Naturally, if there is no contact during this waiting period, you may lose some candidates.

Putting excessive emphasis on references

References, whether positive or negative, shouldn’t be taken too seriously. A favorable experience elsewhere does not guarantee a similar outcome at your company, and a negative experience on another team does not preclude the possibility that the candidate will perform better in your team. Use references to substantiate some of the information on their resume, but place more emphasis on tests or exercises that will demonstrate how well the applicant will do in your position.

Make thoughtful choices to prevent hiring errors

If you have the appropriate business tools in place for a successful recruitment process, you may simply prevent hiring errors. Great Recruiters, an experience and reputation management platform, can assist you in gathering all the data required to provide the finest candidate experience.

Visit: Staffing Solutions in India

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

The benefits of social media for employment agencies

With all the recent technological advancements and innovations whether in the product sector or management sectors. Social media marketing is proving itself as one of the game-changers for all professionals, individuals, and all business sectors. It has made a 180-degree change in the perspective of every marketer and customer. Social media has made it easy and more effective when it comes to networking, research, purchase decisions, and business outcomes.

Socializing, communicating, and expressing views are all possible through social media. Using social media to identify qualified individuals and establish genuine connections can help with recruitment. Every internet user, on average, has more than 5 social media accounts, including those on Twitter, LinkedIn, Facebook, and other platforms.

Here are some of the facts that you should know as a recruiter if you are not using any social media platforms as one of the major parts of your placement or recruiting strategy:

According to a TOI report, 92% of businesses already use social media for hiring.
According to a survey by ASSOCHAM, nearly 68% of interviewers look at a person’s LinkedIn, Facebook, or Twitter profile before making a selection.
The most favored social media platform for hiring talent is LinkedIn, which tops the list.
Since there are already 42 million LinkedIn users in India, any company’s strategic plan must include it.

How is social media helpful for recruiting?

With ever-increasing demand by recruiters and employers, using social media platforms like LinkedIn, Facebook, and Twitter for posting the requirements and approaching candidates and organizations has become easy, time efficient, and also profitable. Recruiting consultants regard social media as a key contributor to their process and are an essential factor in it. It has contributed to and helped in every aspect of acquisition and hiring. Whether it is sourcing, initial screening, setting up or managing interviews, or getting references. Social networking is a brilliant and practical tool for empowering the process.

It enhances brand image:

With millions of users on Facebook, Twitter, Linkedin, Pinterest, and Google+, your firm’s visibility will undoubtedly improve, as will the exposure of the vacancies, which will be seen by many eligible individuals. Additionally, it will demonstrate to the virtual audience that the business is keeping up with social networking trends.

It is cost-efficient:

The recruiting-related operational expenses are reduced compared to other conventional job adverts. A business might use the money saved by not using traditional recruitment channels to fund the development of social media recruitment methods and other campaigns.

It raises hiring standards:

Social media-aware individuals are seen as early adopters and are in high demand on the job market nowadays since they are seen as more technically astute and creative.

It provides a chance to contact passive applicants:

When they come across an intriguing job ad online, candidates who aren’t actively looking for work (so-called “passive candidates”) might think about changing their positions. Candidates who you may not have found and who may not have found you using other conventional recruitment tactics could be contacted.

It boosts recommendations:

Why not incorporate references into the hiring process if they are successful in business? Using various social media platforms to disseminate the news about available employment opportunities is a very effective strategy.

Gives Opportunity For Participation

Imagine a brand that has worked hard to build its following on social media, even employing tools like Growr to do so, but is now finding it difficult to interact with the fans it has amassed. An announcement of a job opportunity on social media can help a brand like this.

Your social media page receives greater interaction as interested people look for more details about the job opportunity. Others will share with their friends and followers, while still others will send you a direct message to your mailbox. Some interested parties will post in the comments section.

These discussions keep your page alive and present you with a chance to interact with possible hires. Some of these are folks who, if you had chosen another recruitment platform, would never have applied for a job at your organization. Some of these social interactions, according to recruiters who know how to make the most of social media’s recruitment prospects, are superior to one-on-one interviews.

In any case, you can speak with a variety of possible applicants over the phone and only call a select few to continue the conversation in person at your company’s location. Additionally, there are several social recruitment tools you can utilize to make the process quick and stress-free. These include LinkUp, Jobvite, Bullhorn Reach, Work4 Labs, and Jobcast.

Advice for using social media to post job listings:

Be precise. Social media users scan quickly and rarely stop to read actual posts, so your marketing needs to get its point in a snap.
Include all pertinent details. Similar to this, social media users frequently hesitate to click on links that lead to additional information, so be sure that crucial information like pay and job criteria is all included in the post itself.
Promote your brand rather than just a job. You have the opportunity to showcase your company culture through advertising on social media, so make an effort to do so in your post.
Select the appropriate audience. A job announcement shouldn’t be precisely the same on Twitter and Facebook; instead, it should be placed where the relevant candidates will see it. Also, make sure to customize your advertisement for the platform you’re utilizing.

Visit: Staffing Solutions in Bangalore

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

Virtual Training in India | Maintec

The recent transition to work from home affected delivering the training to the employee who is suddenly now working remotely. Making Virtual Training a vital part of the organizations. This training method utilizes the virtual environment by a trainer/coach to train and clarify certain abilities to help candidates/employees learn. Delivering training in this configuration meets that consideration and interest levels of candidates kept high and through our brain-friendly learning strategies the data and the topic sticks.

Maintec trainers are experienced in training the candidates through virtual medium and make sure the classes are interesting and interactive. Our classes are live hence the participants take part in the decisions and clarify their doubts then and there.

Benefits

While travel and group sessions can be a challenge, Virtual Training permits your association to keep improving a ways off.

Facilitator Led

Just like an ordinary workshop your online class will be expertly run by an experienced trainer.

Cost-Effective

Save money on day rates and likewise on delegate costs like travel, hotels, mileage, and meals.

Easy Access

Online courses are extremely advantageous to attend. You can get the training from work.

Saves Time

No travel time. No days spent out of the workplace or stuck in traffic travelling to and from the venue.

No Build Up Of Workload

Time out of the workplace implies a backlog of emails and work when you return. Virtual training avoids this.

Higher Attention Rates

Bite-sized chunks of training conveyed in a fun and intuitive way implies more consideration and energy.

Maintec Virtual Training

Whether you’re looking to assist your educators to understand CLASS, develop CLASS observers for your organization, train coaches, or improve existing CLASS abilities, Maintec have virtual training options for you. Including:

1. CLASS Group Coaching (MMCI)

2. CLASS 1-on-1 Video Coaching (MTP)

3. A CLASS Primer for Teachers

4. CLASS Observation Training

Visit: Virtual Training in India

Recruit the most qualified candidate by avoiding these errors.

The Human resource / recruiting department plays a critical part in any organization or business. Being a part of an HR team helps to understand the strengths and weaknesses of any enterprise compared to others and strive to fill the gaps. However, finding the proper individuals to fill those vacancies can be difficult. It’s like a giant complex puzzle, with the HR department tasked with putting the pieces together. Incompatibility hiring can result in both financial and manpower losses. You must know where to publish your job opening(s), develop a persuasive technique for attracting qualified candidates, set aside time to review applications and organize interviews and ensure that you are communicating with and following up with preferred candidates. After such a process, you must either analyze your capacity to make a successful recruit or start over from the top. It’s a paramount amount of time and effort!

Regardless of your company’s size, it’s critical to establish a successful hiring strategy and minimize potential mistakes.

Creating job advertisements that aren’t precise or purposeful

It is a very common thing for the team and the employees to make such mistakes while creating the job positions and descriptions. They may, for example, fail to identify and explain their organization’s values, offer ambiguous or deceptive job responsibilities, or target their search entirely on unsuitable skills and abilities. Because job listings are how a potential applicant forms their first impression of a company, such errors may be extremely costly – not only in terms of the time and money spent on a potentially unsuccessful hiring effort but also in terms of the potential talent missed.

Technology Ignorance

Utilize affordable technologies to make the job easier rather than combing through a stack of applications. Only 40% of businesses give Cognitive and generic aptitude testing to potential employees. You can also up your game by hiring with AI and gamification as Google has done. All job searchers are required to play a game version of their actual job by Google. The goal is to see if the applicant’s promises reflect the job’s reality. When they view resumes from huge, reputable firms, a lot of recruiters get star-struck. However, it is always possible that someone with minimal credentials will be more skillful than someone with a long list of degrees.

Silent treatment after the job post

It’s easy to bounce from one hiring process to the next when you have so many on your plate. Nevertheless, just because an offer has been accepted does not guarantee that the applicant will be engaged on the first day. Many applicants will continue to have field interviews and may even receive phone calls from recruitment agencies. Just because they accepted your offer doesn’t ensure they won’t get more appealing offers in the future. Your post-offer quite deepens the problem by instilling confusion and uncertainty in the prospect. If no communication is made during this time, you will undoubtedly lose some prospects.

Referrals Power Is Underplayed

Some hiring managers often request recommendations from candidates. According to Jobvite’s research, it’s a good practice because 70% of employers believe referrals fit the organization better than others. According to some surveys, their improved success is attributed to referees taking them under their care and actively integrating them. Whatever the situation may be, you are gaining valuable hires once they have been screened by your existing workforce.

You implement a sketchy recruitment policy

Failure to outline a firm’s employment policies before commencing an employment search is one of the most crucial blunders it can undertake. An imprecise policy can confuse recruiting managers and applicants at best, and it can lead to legal issues at worst, especially when it comes to contract employees and privileged vs. non-exempt personnel.

Interviewing with the wrong questions

Another common recruiting blunder is asking interview questions that don’t get to the heart of who a candidate is and what they can accomplish. When this happens, it’s usually because the recruiter isn’t sure what they’re searching for, so they resort to standard questions that the applicant has most likely already encountered and prepared responses for. As a result, the recruiter is unable to obtain the necessary ability to make an informed recruiting conclusion.

When hiring prospective employees, avoid these questions.

When did you come into this world?

Do you have any special needs?

What is your nationality?

Is a birth certificate available?

How long have you been married?

Are you expecting a child?

Have you got any kids?

What are your plans for childcare?

What are your sexual preferences?

What religion do you follow?

What kind of veteran are you?

Have you ever claimed workers’ compensation?

Ignoring the significance of soft skills

In today’s workforce, soft skills are highly valued, with 92 percent of CEOs thinking that they are just as vital as technical skills. Despite this, failing to evaluate a candidate’s soft skills remains one of the most common hiring blunders, leading to low-quality hires and higher turnover rates.

Although soft talents are not as easily identified as hard abilities, personality testing can help you gain a better idea of how an applicant thinks and operates. You’ll be able to discern whether they’re introverted or extroverted if they like working alone or in groups, and how they approach problem-solving and analytical thinking. This can help you anticipate the candidate’s on-the-job performance and chances of success more precisely.

DO YOU WANT TO AVOID HIRING MISTAKES? WE ARE ON YOUR SIDE.

By filling important roles with excellent people from our talent pool, Maintec Staffing can help you avoid these recruiting blunders. You will save money, have greater access to the right talent for the job, save time on recruiting and hiring, and build a stronger team by employing our staffing services.

Visit: Staffing Solutions in Bangalore

Onboarding Remote Employees Made Easy!

One can see the increase in the growth and demand in the remote workforce since early 2019, the pandemic. But the change in tides can be seen way before the pandemic. From 2005 for the large number of individuals who opted for remote working the stats were at the peak and still growing according to some surveys till today. With the number increasing with remote workers, the companies have to make some changes to onboard the new candidates with ease. An effective and better way of onboarding new employees helps in improving retention. There are many employees out there who feel their onboarding experience was not great or they might get tangled more with the administrative and pepper work than needed. Any organization or company has to understand that they should focus more on the people than pushing papers around.

A responsible recruiter knows about the challenges and will try to work out the best possible outcomes without any constraints to the company or the candidates. A recruiter knows that it is the option of going to the new employee’s desk and starting introducing them to other colleagues.

If you’re responsible for recruiting new and integrating remote workers, you’re well aware of the difficulties. You can’t simply accompany them to their workstation and present them to the rest of the employees. Orientation and training of remote staff, luckily, do not have to be complicated. You can easily integrate your new remote employee and assist them to become a perfect match for your workplace culture with a little planning and providing details.

Commence with the pre-boarding process

When you are recruiting for the remote work profile, you must start with the best possible pre-boarding strategies and processes. Pre-boarding is a procedure that begins with the acceptance of a contract. Ascertain that your new hire has access to the network, emails or chats, project execution, instructional sessions, and anything else they would need on a routine basis. Communication is the key role for remote onboarding as you want your new hire to feel welcomed and connected with the (remote)workplace. The right and best practices applied for the pre-boarding help your new employee thinks that his/her decision is right to work for your company.

Recruits should be online as soon as possible

Once the candidate is on board and starts his/her day with the team, it is important to make him/her online ASAP and connect him/her with other colleagues through the web and digital workplace, i.e. company’s network/intranet. The remote workplace requires certain tech and hardware for the employees for communicating such as messaging apps, video conferencing tools and software, if any of the things are not provided to the new hire, he/she might feel cut off from asking questions and connecting with the team. Initiate your onboarding with IT. Set up a system straight on to provide your recruits with their credentials and accessibility right away.

Keep the onboarding process interactive

Having a career for any recruit to any company is one of the most important parts of his life. Now without any exchange of ideas and mutual understanding, this could create chaos between the management and the newly hired recruit. The recruiting executive or the manager can surely avoid this chaos by developing a collaborative approach and developing a remote-virtual profile training platform for a better outcome. During the virtual orientation program, communication and interaction enable a new individual to grasp the business functions and establish a sense of connection. To significantly improve engagement and educate virtual staff, Hr professionals could also provide product demo videos, user-friendly games, and assessments.

One-on-one conversations should be done regularly

All across the orientation program, constant, purposeful interaction is critical for establishing a relationship with the new employee’s team and the organization as a whole, as well as ensuring that they have the skill and equipment they need to succeed. To make meetings more personalized and encourage team engagement, ask staff to engage over their video when conferencing. Schedule one-on-one meetings with new employees once a week to check in and give encouragement. Executives management should follow up with new personnel frequently. Since working from home inhibits the organic connections that occur when individuals work together in a workplace, more frequent check-ins may be required than in a typical onboarding procedure.

Get your recruits into your review system as soon as possible so you can tailor the onboarding process to their specific needs, develop better the orientation and training process for future recruits, and assist new workers in successfully adapting to and developing their responsibilities.

Visit: Remote Staffing Services

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 Managers Can Look After Their Own Mental Health?

Workforce well-being is typically a top priority for forward-thinking companies. In actuality, it is your obligation as a professional manager to ensure that your staff are engaged. This is important not just for their personal physical and mental health, but it can also enhance the company’s productivity and efficiency. People in higher positions of responsibility, on the other hand, are prone to forgetting or neglecting their own well-being. This should not occur since it is important to keep in mind that we are all people, and responsibilities can be challenging for everyone. Of course, everyone is unique, and we all respond to stressful situations in different ways, but your mental health should never be disregarded.

We explore how vital it is as a leader or a manager to look after your employees’ well-being, as well as how to regulate your impulses and act accordingly.

UNPLUG ONCE IN A WHILE.

When your laptop disagrees, what should you do? The first step is to turn it off and let it rest for a few minutes before seeking assistance. As the computer reboots, software and programmers normally resume normal operation.

In the same manner, humans, like animals, deserve to unplug from time to time. With all of the stress and obstacles that come with managing a group of people, it’s critical to take a few breaks during the day. Extricating from your chores for a brief span of time, whether to listen to music or perhaps to enjoy a minute of solitude, will benefit your mental health greatly.

WORK SCHEDULES SHOULD BE EVENLY DISTRIBUTED.

It’s easy to feel compelled to work long hours as a business owner or manager. In fact, operating a business may be all-consuming and completely consume your life.

You may enjoy cultivating your business, and its growth may provide a great deal of enjoyment, but that doesn’t mean you can’t do other things. Longer work hours, in fact, can lead to poor mental health, burnout, and tiredness.

Spending time with family and friends is equally important, and carving out time to pursue a pastime will do wonders for your mental health. This will allow you to maintain contact with the outside world while also effectively combating emotions of solitude.

COMPILE A DETAILED LIST OF YOUR IDEAS.

Each day at work presents its unique set of difficulties. What’s new with you today? Overloaded? Disturbed? Frustrated? Do you want to be joyful, or do you want to be glad? It’s sometimes fair to ignore your feelings in order to focus on your work.

Taking regular breaks to reflect on your mood and feelings, can help you navigate your impulses. Keeping a personalized journal at work, for example, can help you overcome anxiety and gain a better knowledge of your thoughts. You can quickly become aware of your sentiments by writing down your thoughts in a diary and identifying patterns relating to various events. This is an excellent idea that you must share with your organization.

GET THOSE LEGS PUMPING.

Exercising to clear your head is typically a good idea. Office hours might be demanding, but frequent episodes of workout can help you restore your wellness.

A 10-minute activity or a quick walk will suffice. Encourage your coworkers to join you in being active and improving your physical and emotional health.

STAY HYDRATED AND CONSUME A HEALTHFUL DIET.

If you’re having a pretty hectic day, it can be hard to prevent skipping your break from work. The truth is that no matter how much work you have, you should always have a healthy lunch to keep yourself going. Why shouldn’t you take a well-deserved meal and drink break as your employees do? The very same effort is necessary by leaders and managers as it is by their workforce.

Healthy snacks throughout the day will help you maintain your concentration levels. Consume plenty of water and consume a variety of fruits. A well-hydrated body and a full stomach will keep you pleased and ready to take on your responsibilities.

STAY UPDATED OUT FOR ANY CAUTIONARY SIGNS.

Another piece of advice is to pay attention to your body’s signals and act on them. In fact, ignoring signals of stress and burnout can cause your mental and physical health to deteriorate over time.

Instead, pay attention to possible warning signals, comprehend what’s going on, and take preventative measures. It’s possible that your various work duties are making it difficult for you to sleep at night. Finally, you have a lot on your plate as a business owner or manager. If this is the scenario, get help or try some meditation sessions to calm your nerves off your task.

The right to be happy at work is a fundamental right. Along with looking after their employees, business owners and managers must also look after their own mental health. Composing down your thoughts and feelings, meditating, and relaxing at periodic intervals are just a few ways to prioritize your mental and physical wellness.

Visit: Employee Training and Development in India