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

Understanding the realm of  IT Staffing In 2022

Digital technology use surged across the board, and more organizations adapted their company strategy to reflect the new normal. It is considered that most firms and organizations focus their staffing teams, as well as other last-phase operations, on formulating strategies for the following year’s conclusion. Last year saw a substantial percentage of resignations as people sought better chances, changed careers, and upskilled themselves to keep up with current trends and technology. The essential point about employing the best and unsuitable applicants according to the industry and company must be understood. Employee retention and efficiency will improve if a suitable individual is hired. On the other hand, hiring the wrong applicant for the proper job would have an indirect influence on the industry’s workplace environment aesthetically and waste resources such as temporary employee training.

We understand that every recruiter is going through a personal battle. According to the candidate sourcing guide, the five difficulties that most recruiters face are budget constraints, extended hiring cycles, a lack of diversity in teams, building virtual teams, and dealing with hard-to-fill positions. Talent sourcing is the process of consistently seeking out qualified employees. As a result of this process, your team will interact with potential applicants who will be added to your recruitment plan to fill current and future opportunities. One of these forms of outbound recruitment examples is creating a corporate brand so that applicants understand the benefits of working for your company.

Several organizations and start-ups have been reported to spend a considerable amount of money to acquire their applicants the appropriate training to update their level of expertise, which is required. This is one of the primary issues that every corporation in the industry has been dealing with for a long time. Organizations are approaching an innovative service called HTD- Hire, Train, and Deploy to solve this difficulty and save a significant amount of time and cost. The HTD service providers prepare the individuals and deploy them to their clients once the training is completed, and this model is specially built and based on the exact skills and experience needed by the organization.

Corporate training and development can significantly contribute to an industry’s success and development. These corporate training programs are designed to provide all employees with the most up-to-date knowledge and skills in business functions such as marketing and revenues, digital marketing, mentorship, market analysis, and business planning, from trainees to top management. Training is available in a variety of areas, including strategic planning, IT services, data science, and other business analytics. It benefits both employers and employees since it requires employees to learn and use skills that will help them advance professionally and personally.

According to the Bureau of Labor Statistics, 2.9 percent of working people quit their jobs, which is a new high. HackerEarth’s 2021 State of Developer Recruitment Report is based on survey data from 2,500 engineering managers and HR experts working in industries such as technology, pharmaceuticals, retail, automotive, infrastructural facilities, financial support, communications, government, and insurance from 79 countries. The report’s purpose is to lay out the best methods for employing skilled and future opportunities, as well as to examine the recruiting situation post-pandemic.

It’s vital to understand that the comprehensive approach of 2010 will be obsolete by 2022. Nowadays, companies have the information and infrastructure to quickly discover skilled and high-performing employees. All of the data required for any profile will be provided by machine learning and hiring networks, digital social networking sites, and data-driven evaluation criteria are all examples of artificial intelligence. After that, you build a custom profile based on data that includes comprehensive clarity on the role’s goal, expected outcome, required competencies, and presumed interests and needs. According to industry estimates, AI/machine learning investments in India would expand at a CAGR of 33.49 percent until 2023.

For a time, Covid made it impossible for professionals to leave their homes, much less go to work. Working from home, on the other hand, has grown increasingly widespread. Organizations were able to operate remotely thanks to collaboration technologies like Zoom, Slack, Microsoft Teams, and others, which allowed employees to work from the comfort and security of their own homes.

When organizations began on-premise activities in 2021, not everyone was excited to return to the traditional work paradigm. On the other hand, organizations have nothing more to gripe about. Several organizations claim that their remote employees’ overall productivity has grown. Several folks, on the other hand, experienced melancholy, concern, and insecurity without the routine and normalcy of going to work.

The recruitment and selection process is one of the most important aspects of today’s modern business organization. To obtain the greatest personnel, organizations must remain on top of the most current recruitment trends. As a result, Maintec assists companies and corporations in identifying and hiring qualified employees with the specific skill set that the company requires, as well as deploying them to clients. As a result, organizations can save money and time by using these services to find suitable resources.

Feel free to visit IT Staffing in India for further information.

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

Corporate Training in India | Maintec

Corporate training and development can help an industry’s success and development greatly. These corporate training programs are designed to provide all staff members, from trainees to top management, with the most current knowledge and competencies in business functions such as marketing and revenues, digital marketing, mentorship, market analysis, and business planning. Strategic planning, IT services, data science, and other business analytics are just a few examples of domains where training is available. It benefits both organizations and employees since it requires people to learn and practice knowledge that will assist them to improve professionally and personally.

The training requirements are determined by a group of industry specialists, and most of the training sessions are focused on the research process.

●     Training and development are intended to assist you in becoming a better person.

●     Productivity, quality enhancement, safety regulations, learning time, and the capacity to retain an effective management structure are all goals that every company strives for. Any training program should have these as its key goals.

●     To impart project expertise to your employees.

●     Enhancing personal and organizational productivity by methodically offering skills and data.

Visit: Corporate Training in India 

Tech Hiring Tips for 2022 | Maintec

Technology usage increased across industries, and more companies modified their organizational plans and goals to accommodate the new normal. Most corporations and organizations, it is believed, focus their staffing teams, along with other last-phase operations, on developing strategies for the following the end of the year. Last year was the year for a huge number of resignations to seek better opportunities and change of profiles and upskilling once a career and becoming more known to latest trends and technologies. There was a record-breaking 2.9% of the working individuals quit their jobs according to the Bureau of labor statistics. The 2021 State of Developer Recruitment Report by HackerEarth is based on survey data from 2,500 engineering managers and HR experts from 79 countries employed in the sector such as technology, pharmaceuticals, retail, automobiles, infrastructure, financing, media, government, and insurance. The goal of the report is to lay out the best practices for hiring experts and development prospects, as well as to assess the post-pandemic hiring landscape.

It’s important to realize that the generalist strategy from 2010 will not work in 2022. Today, one has the resources and technology to assist them in quickly acquiring qualified and top employees. Machine learning and artificial intelligence, as well as hiring platforms, online social media platforms, and data-driven assessment tools, will supply all of the data needed for any profile. Following that, you create a customized profile based on data with complete clarity on the role’s aim, desired outcome, required competencies, and assumed interests and needs for that role. AI/Machine Learning investments in India are expected to grow at a CAGR of 33.49 percent until 2023, according to industry predictions.

After all, power structures have evolved in the aftermath of the Great Resignation. Potential applicants after 2020 expect companies to consider their well-being even at the job posting stage, and that they will not be forced to undertake excessive labor to receive a job application. Some IT businesses have abandoned cover letters in favor of video at least for a while. Some hiring supervisors still vouch for them. However, this isn’t about job descriptions. It’s about how businesses must stand out and demonstrate to employees that they’re worth working for.

One-click applied employment sites, for example, allow job seekers to apply for an unlimited number of jobs in a week, potentially flooding a company’s inbox with hundreds of applications. In such a competitive recruiting marketplace, that seems fantastic — until you, the hiring manager, have to filter through dozens of applications to discover a couple of exceptional, or at the very least, legitimately pertinent, prospects.

How might professional hiring change in the coming year to suit the demands of a new environment? Based on expertise in the sector, here are some predictions that business owners should be aware of to keep up with the competition when it comes to acquiring the top personnel.

  • Location-based recruiting constraints began to make less sense in many firms that went remote this year. It doesn’t matter where you are if we can simply meet via Zoom. As a result, hiring outside of typical U.S. tech hubs grew dramatically in 2021. Even so, many businesses are still cautious to hire people from other countries. There are plenty of highly qualified workers all around the world, even in synchronized time zones if necessary. Recruiters,we believe, will begin to take advantage of this fact with the upcoming year. They’ll find exceptional prospects in places they hadn’t considered before by removing international borders from their talent search.
  • Recruiters had more job opportunities on LinkedIn in June 2021 than software developers. After hearing reports of corporations mass-firing their recruiting teams in 2020, it’s no surprise that recruiters are hard to come by right now. It’s difficult to sell a job that’s first on the chopping block during a downturn, especially one where success is often assessed by the number of positions filled rather than the quality of the people hired. In the future, IT companies may need to rethink how they aim to keep and strengthen their recruiting teams. Organizations will be far better positioned to attract and retain talented recruiters if they intentionally choose to make recruiting a constant and predictable activity, developing dedicated systems and workflows around a core team.
  • With such significant changes on both sides of the talent market by 2022, it’ll be vital for businesses to play a more active role in teaching future recruiters. The pace of technological progress is surpassing that of our current educational system, and most major organizations require recruiters and engineers to learn crucial skills on the job. Companies have mitigated this issue on the engineering side by financing boot camps and university programs, but they haven’t put nearly as much work into teaching recruits. As companies recognize the significance of high-level practical expertise in their personnel pools, boot camps, courses, certifications, and even dedicated college majors for technical recruiting may develop in the coming year.
  • The scarcity of qualified technologists isn’t going away anytime soon. With the market so skewed in favor of candidates, hiring procedures will likely prioritize the candidate experience even more. When candidates have a lot of options for where they want to interview, firms that don’t value their time and effort will be rapidly rejected. Recruiters are already searching for tools and tactics to help them improve the interview process and free up time to focus on creating personal connections with prospects. The world of tech recruiting is still in change as we enter the new year, and these four options are only a small sample of what we could see. What’s apparent is that businesses that reject the realities of the new employment landscape in 2022 will soon find themselves unable to compete for talent with those who have embraced change.

When hiring in such huge numbers, it is on HR directors to uphold diversity standards and retain the focus on skills. Statistics from the last two years show that the epidemic had a disproportionate impact on minority groups’ work outcomes. Companies should update their brand research and outreach initiatives, as well as interact with grassroots groups, as priority areas. There is a pressing need to adopt policies, benefits, and messaging to the present market, and to prioritize DEI in talent attraction and retention.

Visit: Staffing Services in India

A 5-point sourcing guide for every recruiter

Recruiting for any big enterprise, organization, or personal venture has never been simple, one has to face many challenges from the current tight job market. It proves to be difficult for the recruiters to find and recruit a special skilled individual required by the employers in the sector. With this, all the HR professionals and recruiters have to use a wide array of tactics and strategies that will help them to bridge the skills gap and gain in the competition. Any organization’s ultimate success hinges on its ability to attract and retain outstanding employees. If you want to maintain its leading position, you’ll need to acquire the best-skilled individual (and use the best recruitment tactics) to help you get there. Establishing a talent pool as part of your workforce sourcing operations boosts your chances of employing the best employees for future expansion. With Millennials and Generation Z increasingly becoming the workforce’s foundation, finding the perfect applicant for a job has never been more vital.

One has to understand the fundamental thing about hiring the right and wrong candidate according to the industry and sector. Hiring the right candidate will increase employee retention and better productivity. On the other hand, if one hires the wrong candidate for the right company it will indirectly affect the company’s work culture aesthetics and result in wasting the resources such as training of a temporary employee.

Candidate Sourcing

We recognize that every recruiter is fighting a struggle of his or her own. Budget limits, long hiring cycles, lack of diversity in teams, developing virtual teams, and dealing with hard-to-fill positions are the five issues that most recruiters confront, according to this candidate sourcing guide. The strategy of constantly pursuing competent individuals is known as talent sourcing. Your team will interact with potential applicants who will be added to your recruitment strategy to fill existing and future openings as a result of this process. Creating a corporate identity so applicants realize the advantages of working for your firm is one of these types of outbound recruitment examples.

We’ll walk you through some of the most common issues faced by modern sources and recruiters, followed by 5-Points you can simply adopt in your employment sourcing strategy to find the best prospects.

Understand the difference between sourcing and recruitment.

If you’re working in a small team, your sourcing and recruiting responsibilities should be well defined. If your company has a larger capacity, dividing the positions may be more efficient. This ensures that each role is held to a higher standard of accountability. The strategy of locating, recognizing, and contacting potential applicants is known as candidate sourcing. This aspect of the discovery step is critical because if you source the finest people, you will almost always end up with the best staff.

Increase the number of online candidate sourcing outlets you use.

Most employers have a preferred method of locating applicants. More than half of respondents (52%) say they go to their professional network first, while another 28% say they go to LinkedIn first. But why should we stop there? The most typical approaches for candidate sourcing are popular for a reason — they work! — but don’t forget to include some lesser-known sources.

Plan long-term recruitment sourcing strategy

A significant component on your journey to sourcing success will be developing and implementing a long-term plan for your sourcing strategy as part of a larger strategic plan. The most effective recruiting sourcing methods always start with a well-defined and long-term recruitment strategy. You won’t be feverishly worrying yourself about how to fill a position the next time one comes.

Discovery of objectives — It’s important to understand what your firm wants to accomplish and when/how it intends to do it.

Define precise sourcing and recruitment requirements — Make sure to properly define your approach so that it outlines exactly what is required to achieve the intended outcome. Talent management or competence structuring your organization is one technique to do this. Address this to authorities as soon as possible.

Understanding how to seek and where to explore — What resources can be taken advantage of? What is the most effective strategy to approach potential candidates? Recognizing this will assist you in identifying the top candidates.

Set assessment checkpoints — Having benchmarks for your organization to examine what criteria can be monitored to study the adequacy of your applicant sourcing strategy (depending on dates or events) might be beneficial.

For the recruiter on a shoestring budget

Choosing the optimal talent at the correct time is a monumental task in and of itself. When you combine this with a tight budget, recruiting becomes even more challenging. If you’ve been in the recruiting industry for a while, you’re probably using freebie job boards like Glassdoor and indeed to post open opportunities. However, that is the most you can accomplish without spending a lot of money, as running promoted job advertising can be costly. The use of social media platforms to generate interest in your organization is beneficial. Most potential employees are engaged on these platforms, So adding interesting content about enhancing your career prospects, such as a video of a staff interview and films of major projects that your company is working on, would be beneficial. And exciting career representations and posts, can go a fair distance in attracting potential talent.

Developing brand image

Your company brand could play a crucial part in whether or not a prospect responds to your approach. Applicants are less inclined to answer to your engagement if they have a poor perception of your corporate image, and an unfamiliar corporate identity might also hinder your endeavors.

Begin your sourcing process

Once you evaluate these unsatisfactory prospects, you should have recorded their data on your applicant tracking system (ATS), candidate relationship management system (CRM), or a comparable database. That’s where you’ll do your sourcing. Understand that you’ve already put in the effort to locate and engage these individuals; there’s no need to do it repeatedly.

Visit: Staffing Solutions in India

Top Mistakes – Game developers Should Avoid in 2022 | Maintec Gaming Studio

So you’ve come up with a concept for your first game. You believe in its potential, and many others do as well. Even while a small portion of your mind believes your game will fail, another part of your mind is confident it will turn out to be a great one. If you are making these mistakes being a rookie or a senior game developer, then it’s time for you to get over these common mistakes. Which sometimes are made without any realization by the experienced game developer and which are unknown to the rookie. Once you decide to design and develop the game for any platform, one should figure out the right approach and also create a clear road map for the execution and its success. There are many experienced game developers like Mylsaak, Ed Boon, Eric Homes from whose experience we can learn and avoid making the common game development mistakes. It is sometimes difficult to spot the mistakes easily and further on we make those mistakes without even realizing them.

Lack of cultural references

Many developers create a storyline or the plot which helps them to keep the gamers engaged. If the plot misses the point in directing the importance and essence of the storyline, they could lose the users at the very first engagement. Furthermore, it is also important for you to use references, slang, and cross-cultural differences or it will make you an outsider. You risk missing out on opportunities to interact with your audience, establish a dedicated following, and become a part of the community.

Ignoring Cultural references

The developing team also needs to consider the cultural references that are not sensitive with their promotional materials, content, title, and In-game events. If the content is not according to the user persona, it might create problems and there are chances of getting your game banned by the authorities. Consult with local experts to ensure you’re using the correct terminology. You can also do a pre-launch test with a localized focus group to confirm that the cultural allusions are accurate.

Going Big at the early stage

One of the simplest mistakes that developers make is that they want to learn and do everything and overwhelm themselves with a wide array of things, which is not productive. There are many programming languages, technologies, domains, platforms, online stores, and software. One should not get confused with all this. It is obvious to dream and urge to go paramount with the idea of making your first game. With all the epic games you came across with your journey till today and decided to design and create just like one of them. Once the design and development state is completed, it is possible that you won’t get the satisfactory result or the best product you might have thought of. All this occurs because of a lack of experience, which is crucial in the game development industry. It can be said that you start directly with running in the marathon before you start with short sprints. When you’re a starter, the trick is to start with simpler games. Take your large idea and limit it down in scope, preserving only the most essential elements. Once the game is a sensation, you can scale it up. In these final phases, you can include all of the functionality you missed at the outset.

Lack of business model

No matter what product or service you are creating who is targeting a large customer persona it is one of the most important things to have a business model. One has to understand only marketing strategies or advertising campaigns will not work if you lack a solid business model. Today the game development industry is one of the top-notch industries. Without proper infrastructure, your product may fail in the market. Regardless of how excellent the marketing is, without a robust support structure to sustain your game, it will be a damp squib or a non-starter. Don’t forget that users are becoming more tech-savvy every day.

Not Approaching Potential Clients

It is important to find the targeted clients when you are creating the game. It is one of the fundamental steps. No matter what you create, there will be someone who is not going to like your game in the world. Developers usually lack this idea, they try to create a game that will be globally appreciated, as a result, the game ends up a big disaster and no one gets attracted and hence they get no users. All the games have different users and a specific audience. Epic RPG games for instance generally target dedicated gamers. Hyper Casual games, on the other hand, are mainly aimed at folks who use gaming to pass the time when they are bored. Once the target audience is identified, it is now time to curate the game and start working on the game from the user’s perspective. The features the gamers will find the most exciting and fun and how to make them even better for them.

Platform Differences

From the very initial stage of the game development process, the difference in the platforms takes place. Every company has to update their game development team to be well entrenched in the process of designing and creating the game keeping in mind the wide array of possibilities and elements of various platforms. Furthermore, in today’s time, smartphone/ Android/iOS-based gaming is the topmost platform for the wider playing area to create, design, process, and market the techniques for the game. Aside from technical variations, you’ll need to account for variances in the various stores where your game or app will be available. This has a significant impact on the monetization of your game.

Launching incomplete game

This is very common with the rookie/first-time developers, with their overwhelming and over-excitement they are too eager to release the game too early even before it is completed. A proper go-through and quality test is required once the game is finished. Have a look at your creation whether it is up to the expectations and whether it makes you feel confident to release in the world of gamers. No matter how the game seems to be complete, there will still be complaints from the very first day about the bugs within the games which you have no idea that they even existed. By the time you realize and wonder what happened there is a possibility of losing a few of the users at the very same time. Game development is like an art, and every masterpiece needs time and patience. Few studios and individuals take years to finish their games. One of the main reasons you require this time is for testing. Testing is an important step in the development process since it allows you to detect and fix faults and errors in your game. You can ensure that your gamers have a seamless gaming experience with no complaints by following this approach. By following this procedure, you can ensure that your game will be completely ready for release.

Downloads should not be charged for.

Most game development companies make this error when it comes to Android apps and games. Users are less likely to buy a game download, according to market research, and will only do so for excellent reasons. Adopting the freemium model, where the fundamental game is free but there are charges throughout the game or app, is the best option. It’s also possible to charge a subscription fee.

When it comes to producing your first game, you must avoid the faults listed above. Committing them will ruin your game’s potential. If you’re a new developer, you can be taken aback by everything. You may even believe that you are incapable of completing the assignment. If so, you may simply design your first game without making any of these blunders by hiring a top game development firm, such as Maintec Gaming Studio. A mobile game development company with lots of potential, creativity, skilled- professionals under its belt will make your game just the way you want it.

Visit: Mobile Game Development Company

What Should Employers Expect From Staffing Companies?

Organizations and employers opt for a staffing company to hire the candidates on behalf of their company. These staffing agencies fill the job openings and help the freshers and job seekers to find the best career opportunities relevant to their field, these positions can be full-time, part-time, temporary, contract-based, or direct-hire. If your business or enterprise requires additional hands or labor or candidates related to any field as required for a particular project, staffing agencies can help your business to save time, and provide other benefits like flexibility and lower the possible legal risks. Enterprises and organizations pay these staffing agencies for recruiting the matching candidates of different levels of skilled job vacancies. These recruiting companies don’t charge the candidates for their services. This is important to remember since, while hiring firms may call themselves recruiters, they will charge you for their services.

This article is for company owners and prospective employers who have never collaborated with a placement agency before but want to engage with one to expand their company’s team.

HIRING COST OF A STAFFING AGENCY?

Staffing companies often charge between 25% and 100% of the salary of the recruited person. For example, if you and the recruitment agency agree on a 50% charge and the new hire makes $10 per hour, you will pay the recruiting agency $15 per hour for their services. If you hire a contract worker permanently, you may be required to pay additional fees for filling the position or contract buyout fees in addition to the markup.

WHAT TO EXPECT FROM A STAFFING AGENCY?

In today’s time with the increase in shifting of the candidates more towards the part-time, freelance, and temporary work profile, staffing agencies have proved to be a crucial part to fill in the workforce spaces by finding the right talent efficiently and quickly.

A FEW POINTS TO EXPECT FROM THE STAFFING AGENCY ARE LISTED BELOW:

Fast Hiring

Over the past years, the job market and work profiles have changed and this has made the recruiting process longer and more challenging than before. One has to understand that along with the day-to-day chores, managers have to work even harder to find the best-fitted talent by reviewing tons of resumes and conducting interviews which become extremely time-consuming for them. A recruitment agency is well equipped with the resources and tools to prescreen and qualify the candidates and ensure the executives are continuously interviewing the candidates that are fit for the role. Any organization before engaging with any staffing agency must invest their time to search for a better and trustworthy staffing agency and also have industry experience.

Saves Time and Increase ROI

Companies looking for credentials may occasionally have initiatives that demand a specialist or someone with specific knowledge. It makes no sense to recruit someone on a full-time basis for a temporary job that will only take a certain length of time to finish.  A recruitment company can match a business with a certified staffing specialist and save them time by sorting through numbers of resumes, checking references, and fielding calls from individuals who may or may not be competent. Professional staffing firms assist organizations in locating temporary personnel while saving them energy/cost so they can focus on other elements of their operations.

Flexibility

For a variety of reasons, many organizations are delaying hiring full-time employees. An emphasis on leaner operations, on the other hand, has a lot to do with it. Companies are working to increase productivity and only hire people when they are really necessary. They need to figure out how to make sure that every penny they spend benefits the company. Temp staffing allows them to hire workers only when they are needed, and those employees are productive. Today most enterprises and businesses are following and going for the options such as a fluid workforce, that one can easily alter and adjust to the requirements on an ongoing basis. This flexibility becomes the priority nowadays in the process of bringing recruits that can easily adapt to the peaks and troughs of the company’s demands.

Reduced risk

Any business and enterprises that are involved are also surrounded with lots of liabilities and legal responsibilities for being an employer, such as paying taxes, covering insurance, and following all the applicable labor laws. From a financial and operational sense, hiring personnel entails costly risks, particularly if someone is sacked or quits unexpectedly. When you use a recruiting agency, they take on many of these responsibilities for you.  Furthermore, when it comes to contractual associates, the staffing agencies are often considered to be keeping business afloat. It’s important to recognize that, for the most part, the staffing firm retains all accountability for the person while they’re on assignment.

MISCONCEPTION ABOUT STAFFING AGENCY

One of the most common misconceptions about working with a hiring agency is that it is too costly to be worth it. Many of the businesses and organizations, especially small business owners, think why pay this much amount of money when we can do the recruiting by ourselves. You may believe you’re saving money upfront, but utilizing a staffing agency may save your organization money in the long term.

The other myth that swirls around in the industry about staffing agencies is the quality of the employees and job seekers. Some of the businesses and enterprises think that the candidates that are channeled through the staffing agency lack the quality gene in them, they come through these agencies as they are not hired anywhere else in the industry.

You must first select a staffing firm that is appropriate for your company before you can recruit qualified individuals. Collaborating with an organization that has a strong reputation for abiding by ethical business standards is critical.

Finding the ideal Staffing company in india for your enterprise may take some trial and error, but once you’ve discovered one that offers excellent service and well-qualified individuals, stay with it. Furthermore, communicating with your agency representative about new employees might benefit you and the organization with current and future workforce searches.

Recognize that not every staffing firm is the same. Inquire about referrals. Concentrate your search on agencies that specialize in the positions you’re looking to fill. When qualified workers are freed up from other jobs, agency representatives will contact you if you build solid relationships with them.

Using a recruitment agency to recruit employees allows an organization to emphasize its growth, take on new short-term projects without adding to its long-term workforce, and reduce workforce and overhead when the initiatives are completed.

There is no such thing as a one-size-fits-all solution when it comes to Recruitment Solutions. So whether you require temporary or permanent staffing, executive search, or payroll services, we can help. Our team is dispersed across globe with a single goal in mind: to identify the best personnel to match your specific requirements. Your business may demand a specialized level of expertise and a precise position; regardless of the requirement, Maintec Technologies’ Staffing Solutions will support you in locating the best workforce for your company’s specific needs.

Visit: IT Staffing in India

Which is the Best Choice for Gaming? A Mobile Browser or an Mobile App?

One has to be up to date and follow the latest trends with all the advancements in technology in today’s time to be well versed and successful. Talking about the gaming world from Atari, arcade parlors to television video games came to computer games, consoles, and now to smartphone gaming. Today smartphone gaming comes with the option of application gaming and mobile browser gaming, and which one is best or most preferable to users. With all of the alternatives and choices that we see and like in our daily lives, the decision between a mobile application and a mobile browser for gaming purposes is based on a number of variables including cost, usability, user interface, functionality, and, most importantly, personal desire. With a few of the insights and surveys, it is seen that most of the users prefer mobile application gaming in comparison to mobile browsers. While it provides for a strong narrative in favor of mobile apps, so-called insiders aren’t always right.

So, let’s take a deeper look at both technologies to evaluate which one is better for gaming.

Any individual or a company can create and develop a mobile application and website which can prove to be costly. Both the platforms have their pros and cons. One can specifically be clearer about the mobile applications as one can have better personalization and operational efficiency with all the required exclusive features. It’s also apparent that casual games perform much better in a web browser, and casual games make up the majority of mobile games. People aren’t as engrossed in them as they are in multi-player games on computers or PCs. Mobile browser games are an excellent solution for players looking for rapid action and simply accessible amusement that does not require commitment. Simply pick up and play, no strings attached. This style of gameplay is more of a snack than a main course.

Functionality

A fully efficient mobile game app is simple for developers. When it comes to mobile web games, however, more effort and resources are needed to implement the same capabilities. You may also get a mobile phone with excellent features for a reasonable price these days. Across the spectrum, today’s mobile and tablet gadgets are superior to what they were in the past. They are more complex, with features like fast refresh rates, large and sensitive panels, better battery life, and large memory. When using applications, the upgraded nature of today’s mobile phones and tablets allows for smooth gaming. Because of the prevalence, even non-techie players can enjoy gaming on their mobile devices. Most gadgets are capable of handling 3D games, as well as virtual and augmented reality in some cases.

Performance

Previously, Flash was used to create browser games, rendering them incompatible with mobile devices. However, HTML5 is currently in use, allowing web games to be played in any web browser on any device. As a result, when it comes to performance, the gameplay experience in mobile browsers has considerably enhanced. However, when trying to compare browser games to mobile apps, mobile apps continue to beat browser games. Therefore, unlike browsing, mobile apps keep data locally and make it accessible quickly. As a result, mobile apps have a distinct functional edge.

user interface (UI)

When it comes to visual limits, there are none in the case of mobile apps. Every browser program, for instance, requires a navigation bar. It’s impossible to avoid. When creating a mobile app, though, this isn’t necessary. Simply said, you have more versatility with a mobile app than you have with a mobile browser.

Compatibility & Installation

Before you may engage in mobile games, you must first install them. It’s a little inconvenient, even though it seems natural. After all, some mobile games can be up to 2GB in size. Furthermore, when you install the game, it can take up to 6-10GB of space, which is pretty inconvenient. After logging in, you can instantly start playing the web game. And this is very practical. Some mobile app games have special hardware requirements, such as 8GB of RAM, a quad-core processor, and VR compatibility, among others. Additionally, not every smartphone has these hardware specifications. Endgame: Syria, for example, runs smoothly on laptops, mobile phones, smartphones, PCs, and any other device with a web browser. Overall, browser games can avoid installation and can run on all devices. As a result, mobile web games have an advantage.

Updates

One has to download and update the application once it is available for better experience. The updates range in size from a few MBs to 2 or more GBs. For example, every time a new season of the PUBG mobile game is released, the update is always above 1GB in size, which is annoying. The updates are downloaded and installed immediately as soon as you log in or refresh the page. That’s very stylish. As a result, internet games have the upper hand over applications when it comes to updates.

When using a mobile phone or tablet browser, you must first visit the site, sign in, locate the game, and begin playing. A smartphone app’s ease implies that all you have to do is tap it to engage it, and the game you’ve chosen will start immediately in front of you. You’ll still have to check-in, but it’ll be a much faster and more focused procedure. Additionally, if you, like many others, tend to launch a new browser window every time you visit the Internet, your phone will eventually slow down. It also means you can lose count of which window you’re in and eventually wind up with a bunch of them open or doing the same thing. Although applications are dedicated to a particular purpose, barely 20 to 30 percent of casino gamblers use them. It may take a little longer to catch on in that business since mobile gamers have realized how valuable applications are. On a regular basis a huge number of games are downloaded from different app stores and platforms available in this sector.

Let’s not forget the practical aspect of all this analysis: if you don’t have a good enough gadget to run the game on, the entire exercise is pointless.

Visit: Game development company in Raleigh