October 2018

2018 Recruiting Trends: Top 7 Hiring Trends to Watch

2018, like most years in current remembrance, is shaping up to be a game changer of sorts in the recruiting area. New trends are being introduced and established trends are experiencing seismic shifts. In a bid to hire the best, companies are vying to get the attention of all the candidates who are highly skilled.

Emerging technologies like AI and Virtual Reality are proving instrumental in solving the challenges faced by the hiring industry. Revolutionising technology in such a way that the human interaction is preserved and amplified for everyone involved in the process. Technology is just the medium and most innovators are looking to find ways so that it doesn’t make most human jobs obsolete.

Top 7 hiring trends to watch this year:

  1. Talent Relationship Management will be a key factor in hiring.

Most companies are now convinced that having a software tool like Candidate Relationship Management (CRM) to sustain relationships with candidates is a sure shot way to effective employee management and retention. But an experienced recruiter is well aware that talent trumps all on any given day. What they have instead brought into the picture is Talent Relationship Management (TRM).

TRM is an umbrella term that includes contingent workers (external talent networks) and current employees (internal talent pools) in a holistic approach to identifying, engaging and building talent networks.

Companies are increasingly looking inwards and giving testimonies to the fact that the best hires they have are candidates who have risen through their own ranks and trained by internal elements. There has been a large shift in most company’s outlook as they invest in people from their internal crop and give them resources to become the best they can be. Also, many studies indicate that recruiters who employ TRM and associated technology enjoy a higher candidate conversion rate than those who didn’t.

  1. Strategizing a social media path should take precedence

The companies who are able to engage talent through social media (LinkedIn, Twitter, Facebook) are more likely to be able to hire them. Even companies who have traditionally steered clear of social media recruitment practices will find themselves absorbed into this vortex and to engage. Companies are increasingly investing in strategies centred around social media hiring, marketing and other forms of social listening and surveillance tools. The scope for pretension in terms of utopian working conditions, salaries etc are instantly and systematically dismantled over social media. Companies agree that rejuvenating their brand value is their topmost concern. Companies are increasingly aware and hence beware of the fact that almost every good potential employee and client is reading reviews about them through glassdoor and other sites. Entire discourses on companies are being formed on the basis of it.

In a bid to attract the eyeballs of the younger demographic, companies are abandoning the bastion of Facebook, LinkedIn in favour of Instagram, Pinterest and Quora.

  1. Adaptability trumping experience

As the average lifespan has improved drastically in most of the world, emphasis on long term careers with one person doing that job for the better part of their life has reduced too. Recruitment strategies are centred around hiring people who are flexible enough to adapt to new technologies and economic shifts. As a result more people are experimenting with their role and position rather than having similar to least the same company for a longer period. More and more top executives are investing in a workforce which is highly malleable and expert in the current technology with a high rate of adoption into the current platform.

  1. Mobile, finally

The sheer number of mobiles on Earth has made it mandatory for most people to use it as an effective medium to enable people to be hired on a more microcosmic basis. Most people spend a large amount of their day staring at this semi-metallic box, do it makes sense to use it to hire people as well. It is also mentionable that still a majority of companies are lagging behind in terms of marketing effectively. Most people rely on mobile phones for every stage of hiring – searching for one, making an application, applying and seeking out the result. In spite of all this, many large companies don’t have fully optimised mobile websites. The figure stands at around 30% in most countries. So this year, more companies are going to get on the bandwagon of mobile-based job application process, streamlining it for more and more people who are applying for jobs through their Smartphone. Almost half of the current crop of job-seekers firmly believe that in the span of a few years most people are going to use phones for applying for a job.

  1. Artificial Intelligence will impact the capacity and skills required

HR teams need to get ahead of the curve here and understand not only the impacts of AI on their workforces but also the benefit of incorporating new and exciting tools into their workflows, especially for recruitment. With a plethora of start-ups out there in this space, it’s easy for talent acquisition teams to experiment and find what works for them. Across the board, AI and bots will have an impact on how people work, and the skills required. Gartner predicts that by 2030, 50% of high-performing employees will regularly and seamlessly redistribute workloads across personalised portfolios of talent bots. This future seems especially likely given Adobe’s prediction that 66% of UK office workers say they already want an AI assistant to help get work done. Further surveys by Deloitte indicate that 50% of companies plan to retrain staff for this eventuality. But then why is it that at 65% of those companies, HR is not involved in this process?

  1. More people to be part of the gig economy and contractual work

Most job-seekers aspire to be classified as ‘Self-employed’. Almost 65% of people would work on the contractual basis if they had the choice. Flexibility is the key aspect that is admired about being employed on your own. The freedom to work on their own whims and fancy is the icing on the cake that most people are really after. It is not a new trend at all but it is worth explaining about as the current expansion is on an unprecedented scale. Even the managers are swearing by the competitive advantage that their company enjoys when they employ workers in a freelance sort of gig. Cost-cutting, better work are some of the immediate and obvious pros of using the above method.

  1. Augmented and virtual reality

Augmented and Virtual Reality is the real emerging technologies that are positively disrupting the whole hiring ecosystem in 2018 and beyond. Already Amazon is using it to design better and sleeker models of Alexa and Google, Facebook and Apple are only going to fasten up the war for the bigger piece of the pie of this lucrative technology. Candidate attraction and experience will see early innovation with examples including VR workplace experiences, VR assessments, and interactive job advertisements – using AR apps like Blippar, and Wallame.

 

 

 

 

Rinky2018 Recruiting Trends: Top 7 Hiring Trends to Watch
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Top 7 Ways to Find Your Career Path

For those who are yet to decide what career path to tread on, for those who are at the crossroads and want to change paths and those who aspire to achieve a sense of feeling fulfilled these tips on how to make the right choice by Careermarshal may come in handy.

In an ideal world, everyone is aware of their passion and hence career path and go on to become reasonably successful and highly content with what they have chosen to pursue in life. Unfortunately an ideal world doesn’t exist. There has been a seismic change in mentality towards embarking on ‘the road less taken’ and as a result many people are okay with the fact that they might change careers multiple times in their life.

Rather than just blindly following what your parents say ; “Engineer बन जाओ, बहुत scope है।“ ,you need to analyse any path that you’re going to choose carefully before proceeding.

Here are some ideas to knock around

  1. What makes you stay awake at night

Since you’re going to be doing it for the major part of your day, a career should be in something you find yourself enjoying. On the other end of the spectrum are people who dread talking about their jobs. If you don’t want to end up like that, think carefully about what excites you and try to convert it into a viable career option. Food for thought: is there something you would do for free that is economically productive and fetch you compensation?

  1. What is your skill set?

After going through the first step, two situations can arise; You may find yourself not passionate about any specific thing ― or you have multiple passions and are confused between the two. Then your skill set forms the basic differentiator between what you should choose.

  1. There are tests available

If you are not able to figure out what you’re good at or passionate about, you might find yourself feeling dejected and morose at the aspect of thinking about the future. You can avail tests at college or maybe even school level. You can also take tests like Myers-briggs personality test to figure out what career path suits you. There are also skill specific tests that can narrow down a profile from a career (think: coding), extrapolate salary according to your skills and the time you invest in a job and basically help you a lot in the pursuit of a happy career.

  1. Pick out an internship

An internship is like the trial version of a multiplayer game. Just so that you don’t have to pay for a full-version game, you can try your hand at a shorter and free simulation of it. Similarly, if you want to try out whether a field works for you, try doing an internship in it. For a duration of about 2-3 months you’ll be able to learn about what it’s like to be in a particular career and how well you can adapt to it. Internships can be paid or unpaid. Even in the worst-case scenario (if you feel that the career is a bad choice) you can always build your network which can help you later on.

  1. Look for a mentor

A mentor can form the bridge between you and your dream job by providing you insights on all steps along the way. Make sure it’s someone from the field that you wish to proceed into. If there is a particular company or job you’re eyeing, you can find out who does it and politely ask if you can shadow them for a few days to see what it is like.

  1. Ask around

A way to discover something new and interesting in terms of career is to simply ask people what they do. A big assumption whose liberty we take is that you do meet up with people from a heterogeneous sets of careers. LinkedIn is the best place to start looking for such people.

  1. Follow a plan

A search will only bear fruit if you have got a clear set of objectives and timeline for it. Have a detailed blueprint of where you want to be in next 5 years and how you are going to get there.

 

 

 

 

 

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Ways to Attract the Best Talent to Your Startup.

One of the key ingredients for a start-up to become successful is a passionate, dedicated and skilled workforce in which everyone is willing to contribute their 100%. But most start-ups are not really very famous or established enough that they can attract the best in business on just there name. Hence the dilemma that most start-ups face is attracting the right kind of crowd for hiring. Well, that’s where Careermarshal swoops in. We, at Careermarshal have curated a list of suggestions on how to attract the best when you are a start-up only.

With the new wave of AI coming through, attracting and retaining a talented workforce becomes imperative. To hire the best, some companies offer huge packages while others have a fun and relaxed work environment up their arsenal. Candidates with skill and potential for growth are the basic requirements of every company. Given below are some tips to get the best in business.

 

  1. Modern Work Environment is a must

Companies which offer a relaxed and fun work environment combined with challenging work for entry-level jobs are the cynosure of all eyes. You have heard of them as being described as ‘the place to be’. Employers have to be highly flexible when hiring freshers. A new hire brings along with them fresh perspective, high energy and a zeal to prove themselves.

A workplace that is more accepting of new ideas necessitates a quick flow of information. By collaboration with others, newcomers are able to effectively percolate ideas throughout the organization and into the right ears. All of this creates a sense of acceptance in the newcomers’ mind owing to which they area able to work more freely.

 

  1. Take the time to cultivate relationships

For an employee to feel a sense of belonging and loyalty to the cause of a company, he/she should be treated with respect and instead of simply being delegated work they should be made to feel like they are being given an opportunity that they should do. Care should be taken to give them a patient set of ear during difficult time, to celebrate with them in happier times and do thoughtful things for them. This also works as the best employee retention strategy. When salary and perks offered are largely the same, cultivating a personal relationships with employees is the greatest differentiator. Trust and creativity are upheld. The whole company benefits from such cathartic relationships and innovation is promoted.

 

  1. Don’t let Feedback be just one way

Giving constructive feedback is the best way to improve the performance of a new employee. They immediately benefit from such interactions. But the real key to getting and retaining the top talent is to give them space to offer a feedback to the company as well. This makes them feel that their opinion is heard and is very valuable. This also is a good way to improve your start-up as the best advice can be given by someone from the inside. To consistently up your game as a start-up, encourage your employees to give feedback every month or quarter. In this way a benchmark is set for both employees and the company which they both are motivated to top.

 

  1. Offer Benefits & Rewards

A strict management system coupled with poor and lethargic working environment can wreak havoc on the employees’ lives. An incentive based system where the high-achievers are rewarded is the best way forward for any start-up worth its salt.

A flexible work schedule is a must have for sure. In an ideal world, a flexible workplace, an employee need not waste their paid leaves for petty reasons. Offer monetary and in-kind incentives like free meals etc.  Entertainment options, free gifts, health and wellness programs including mental health care are some ways employee feel welcomed. Time offs, vacations, childcare leave, parental leave and also services and tuition reimbursements are instrumental to access and retain the best workforces which will eventually earn it all back for you in the long run.

 

  1. Offer ample scope for advancement in career

To get the benefit of a highly engaged and high-performance workforce, you have to do many manoeuvres and whatnots. Introduce and sustain training and educational programs for your employees to develop their human resources capital. Keep a survey to choose the courses according to what the employees want. If the employee sees a future with your company, they’ll automatically be retained. Make sure they do.

 

 

 

 

RinkyWays to Attract the Best Talent to Your Startup.
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