How you can make interviews less stressful for the candidates?

As an employer, you keep organizing interviews to close various vacancies. But, have you ever thought about how important it is to care for the candidates who appear for the interview? Interviews are quite stressful for the candidates, therefore, it is always better to make the complete process a lot friendlier, and this can be done by avoiding the situation where the candidates have to wait for long hours without purpose. Mostly, the recruiters never deliberately create a situation where the candidate has to wait for long, but at times, automatically, just because there are so many candidates or any other genuine situation, the candidates might be asked to wait. But, there are a few instances, where candidates are meant to wait for some invalid reasons as well, and this is where the recruiters have to work!

Here’s how you can make interviews less stressful for the candidates:

  • Lessen the wait time

More waiting time automatically stresses the candidates more. As, they are waiting for long, and a thousand types of thoughts are running through their mind. They also keep seeing the other candidates who are constantly coming out of the interview room, and then their level of nervousness automatically increases. Hence, it is better to manage the interviews in such a way that doesn’t allow the candidate to wait for too long.  Sometimes, if the candidate is asked to wait for long, without any genuine reason that this will surely create a negative image of the company. The candidate will think that the recruiters or rather the company does not value the candidates or even their future probable employees. It is surely pretty harmful to your company’s reputation. As a candidate might spread his or her disappointment or bad experience will others as well.

  • Indulge them in discussions

One of the best ways to destress the candidates is by asking them to indulge in some kind of conversations. Also, you may want to give them some magazines to read or show them your company videos while they are waiting. Some recruiters who are not that busy on that day might come and spend some time with the candidate as well. This will not only distress them, but this will also create a great impression about the culture of your company.

Interviews are nerve-wracking, but with various techniques, we can definitely make the whole process less stressful for the candidates.





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Goals for 2019: A focus on employee wellness and happiness

No matter how cliché this statement becomes; (employees are the assets of the company) the message that it conveys stays strong. So, if you also consider employees as the assets of your company, then you should definitely care about the wellbeing of your employees. At the same time, you should surely focus on how your employees are feeling in the office, how happy or satisfied they are. As, at the end of the day, your employees are the face of your company to the world.

Here’s why you should surely focus on the happiness and wellbeing of your employees:

  • Healthy and happy employees are more productive

With this statement that healthy employees are the more productive ones, we don’t want to sound like we only care about the company. But, to an extent, it is true that the company would like their employees to be more productive. Therefore, it is important to take care of the health and happiness of your employees. As, employees who like to do their work, and are happy working with your firm, will surely perform better. Therefore, it is extremely important to make sure that you are considering the happiness level of your employees as an important stat.

  • Healthy and happy employees become your indirect ambassadors

Every company knows how much money they need to spend in order to perform marketing actives. What better than someone marketing your brand for free? This is what your happy employees will do for you! They will intentionally or unintentionally heap praises on your firm in front of others or even on social media platforms. This will not only help you at the time of recruitment, but it can have considerably good benefits on your marketing strategies as well.

  • Employees’ happiness boosts retention rate

Satisfied employees will think twice before leaving your firm. One of the reasons is that they like working with you, so why they won’t want to continue. And, the second key reason is that if your employees are happy that means you are definitely doing something for them, and employees will find it difficult to expect the same kind of treatment from any other firm. Hence, they would not really like to move without any solid reason. So, eventually, this will lead to a high rate of retention.

Employees are an important part of your business. They are the ones who are working hard so that the company can grow. Therefore, it is the responsibility of every good employer to take good care of their employees. And, one of the key elements to consider while planning your ‘employee benefit’ strategies is focusing on the health and happiness of your employees.

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Setting Goals for an Efficient Team in 2019

New Year is here, and this is the perfect time to plan well for this year. Mostly, we have an idea of what the company wants to achieve in this year. Also, we kind of have an understanding of what is expected from us as well.  All we have to do is, make a proper plan to achieve our goals, and if we are leading a team, then we should be planning for the team as a whole.

By setting goals, you are able to convey your expectations to the team. Goals encourage the employees to perform better as they feel more engaged. Goals are basically the team’s roadmap for a New Year. As a leader, it is your responsibility to help each member of your team understand his or her role better, and setting goals allow you to do that.

Here’re a few things to keep in mind while setting goals for your team:

  • Make sure the goals are personalized

One of the most important qualities that define a good leader is that a good leader knows each member of a team well. As a leader, it is important to spend time with every member of the team. You can also choose to indulge in a one-on-one conversation with all the teammates separately before setting their goals. This will really help you to understand your team better, and thus, will help you to assign goals which are more realistic and achievable.

  • Goals should also lead to personal development

If a company is paying you the salary, then your motive should definitely be to work for the betterment of the company. However, while we are working, we also gain a certain amount of personal and professional experience that helps us with our corporate journey (sometimes, even in our personal journey as well). Your team sees you as a mentor. So, while setting goals, make sure you also include some points which will help your team members to learn and grow. Even if any of your team members handle the most mechanical type of work, still, it is important to add something in his or her KRAs that leads to both professional and personal development of the individual. With this, you are not only helping an employee grow, but also motivating him or her to perform better.

  • Try and attach a reward to goals

The process of achieving goals becomes all the more exciting if there is some reward attached to it. For example, let’s assume you manage a team of writers and the goal that you’ve set for them is to complete 10 blogs a month. Now, how about declaring that whosoever is the first one to complete 10 blogs will get a book as a reward? Won’t that make the whole process a lot more fun? This is just one example, even a personalized email of recognition, a shout out of any kind etc. can be very uplifting.

Goal setting is a superb practice to follow. It not only gives a direction but also encourages the team to perform well. Also, while setting the goals, you can even recommend a plan of actions. Although it would be highly encouraging to let the employee make his or her own plan of action, some recommendation will surely help.







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Don’t judge the candidate so early

No matter how much we hear that judging is bad, but when it comes to the process of recruitment, not judging becomes a challenge. Though, ideally, recruiters and the hiring managers are trained to carefully asses the skills of the candidate. And, based on the outcome of the assessments, one has to take a final decision. But, sometimes, it becomes very difficult to get to a solution without judging. Now, ‘judging’ here doesn’t just have negative connotations to it. Judgments during the hiring process can sometimes turn out to be beneficial for the company or even for the candidate as well. But, here’s why you should take some time before making judgments:

  • Initial judgments can be wrong

One of the most prominent reasons for not passing judgments on candidates easily on is the fact that early judgments might lead to unfavorable results. No recruiter or hiring manager would like to hire the undeserving candidate or not hire the best candidate. Therefore, in order to make sure that you are only focusing on hiring the best candidate, you should think through. Take your time, don’t hurry up, and only come to a conclusion when you have carefully reviewed all the important points.

  • Initial Judgements can lead to bias

Well, it is absolutely right that no good recruiter would like to be biased during the interview process. In fact, every hiring expert tries to select the candidate only based on the true abilities of the candidate. But, sometimes, some points in your head might lead to unintentional prejudice during the recruitment process. Therefore, make sure you complete refrain yourself from holding any strong thoughts about a candidate.

  • Initial Judgements can lead to unpleasant behavior

Though, if you will ever judge the candidate very early in the recruitment process, it is certain that you will keep your views only to you. You won’t like to speak about your judgments to the candidate. But at times, if our views about someone are very strong, then unintentionally we may act a little different with the candidate. For example, if you have started disliking the candidate because of how he or she spoke to you, then automatically your attitude towards him or he won’t be good. However, as a recruiter, you have to avoid any instance of being rude to the candidate.

Recruitment is a tough job, therefore make sure you are always on the right track to hire only the best candidates for your firm.



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Why should you let your employees do their tasks their way?

Running a business is not a cakewalk. You need a solid team to work together and achieve you get your goals. However, when it comes to motivating the employees to work with the same energy and passion as you do, you might have to try different techniques. Nonetheless, it is extremely important to value your employees and to understand their worth. Continuous appreciation and constant motivation are a few things which are needed to encourage the employees perform better. But, one of the other major things that you need in order to motivate your employees work better is giving them complete freedom.

Here’s why you should let your employees do their tasks their way?

  • To enhance their confidence level

When you tell an employee that they are able to do their work in their own way, and they won’t be micromanaged, then there is a certain sense of confidence that you automatically impart to them. Employees are not only more confident about performing their tasks, but they are also quite stress free. As, they know that their leads or the company is trusting their abilities. This will motivate them to perform with extra surety.

  • To help them devise newer ways of doing work

Once you give the employees the complete freedom to perform their tasks, it is quite certain that they will definitely devise better and smarter ways of doing work. This is not only good for them but also for the company and your team in many ways. You might even end up knowing faster or more efficient ways of accomplishing a task.

  • To motivate them

Whenever you either appreciate an employee or you give them the absolute freedom to do their work, you automatically inspire them to work better. They seem to be more passionate and more dedicated. Also, they will even be a lot more careful of their as no employee would like to misuse the flexibility.

  • They will be inspired to take more initiatives

 Once, the employees will realize that the company, and specifically their manager is confident about their skills, the employees will automatically get a boost. They will take more interest in the work and even in new initiatives. Also, they will enjoy their work a lot more.

All set to find a new job which gives you enough freedom to ‘your work your way’?



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What to do if an employee is confused between leaving the firm or staying a little longer?

Human Resource team of various companies comes across this situation where employees leave the company for various reasons. No HR really likes to see their employees leaving, but it is definitely a generic process that happens in every firm. However, this situation only becomes difficult if the employee who wants to leave is actually ‘wanted’ in the company. As in, the company or the HR doesn’t want the employee to leave as they consider him or her as an asset! This is the situation where the HR executives really have to put up their best show. This is not the only difficult situation; in fact, the HR team face such kind of situations every now and then. And, one of the other tough situations is where even the employee is confused between leaving and staying in the company. If you come across any such situation then, this is what you would be doing to guide the employee to the right path:

  • How badly do you want to retain this employee?

Firstly, you would have to figure out from the respective team, how badly they want this employee to stay. Sometimes, employees can face the dilemma of whether they should continue with their firm or whether they should hop on the new opportunity. This is where the role of the managers and the human resource experts come into play. They have to first figure out whether it is worthy to find out ways to retain the employee or not. As, if the employee is even thinking about staying in the firm, this means that half the battle is already won.

  • Open and transparent discussions

There is simply nothing better than understanding the mindset of the employee by sitting and discussing. The employee may come up with challenges that are easily solvable. Thus, the conversations may pave way for a better employee and company relationship. Therefore, whenever you sense that your employee is facing a dilemma, straightaway plan a conversational session with him or her.

  • Solve the problems

If the employee is thinking of leaving the firm, then he or she must be facing some issue or he or she mustn’t be happy with at least something. This is where you have to figure out the actual problem. Once, you know what the issue is, it will be easy to offer a possible solution to the problem.

Though leaving a company and joining another is a normal process, but at times, employees are confused as to what they are doing is actually right or not. This situation may even arise when the employee is serving notice. Therefore, it is always advised to handle such situations with the utmost care.



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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.





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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.





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4 Ways Technology Is Changing Recruiting.

Workplaces are in the midst of seismic shift due to the ever expanding horizons of technology. Manual HR practises like CV shortlisting, calling up candidates for interviews is en-route to automation and streamlining to make it all more efficient, cost-effective, and high performing.

We, at CAREERMARSHAL – one of the top job sites in India, have jotted down 4 major ways the application of technology is helping de-clutter the process of recruiting and hiring.

AI for recruiting

Almost three-quarter of resumes that an average company received are screened out of contention. Imagine the waste of hundred of hours that a recruiter could have employed somewhere else rather than checking out substandard CVs.

Being the first step towards bringing in fresh workforce into the fold, resume screening is up for a major overhaul to reduce epic wastage of time and resources. This is where AI for recruiting comes into picture. Why AI and recruiting are a natural fit is because AI requires a lot of data to learn and large companies often have millions of resumes in their ATS. After learning about the experience, skills, and qualifications required for the job, the AI software then shortlists, ranks and grade new candidates who are worthy of the job on offer. If the databases such as Indeed and CareerBuilder are used by your company to store information about candidates, even then AI recruiting software can be used to extract relevant information. Owing to all this automation of the processes of resume screening and candidate matching, companies are able to cut down their expenses by 75%.

Automation for candidate scheduling and outreach

Your chances of picking out the best candidates out of a pool of candidates rest on the quality of recruitment automation that your company has undertaken. A human recruiter’s abilities are amplified by the application of Recruitment automation. The ways in which you can improve your candidate outreach is by sending out auto-email and auto-text interview requests to candidates that are identified as good matches by the screening tool that you employ. Time is judiciously used as time to fill is reduced by integrating with major email and calendar providers  and automatically figuring out the time slots when the candidate and interviewer are all free to meet.

VR for job testing and training

Virtual Reality (VR) is another technology that has been making a lot of waves on the HR recruitment industry. VR is a realistic simulation of a three-dimensional environment that you control with your body movements. A survey by Universum states that even though only 3% of people are currently using VR, almost one-third of people surveyed said that they expect VR to make a lot of inroads into their workplace in the next 10 years. Candidate testing and reviewing are the most promising application of VR in the workplace. VR technology can be used to make more realistic job tests to evaluate a candidate’s skills and personality. For example: A hypothetical VR induced scenario testing the real-time and actual world skills of a candidate dealing with an unhappy customer.

A survey by Korn Ferry found that 39% of employers found that new hires leave within their first year because the role was not what they expected. VR could help reduce the ratio of people leaving due to unrealistic expectations by providing the candidate with a more realistic preview of what an average day at the job would entail and what is expected out of them.  New here onboarding and training process can also be streamlined by the use of VR.

Wearable tech for engagement and productivity

Employee Engagement is a recurring theme in the corporate world and finds a lot of debate centred around ways to improve it, according to Deloitte. Employees are now being encouraged to use wearable tech that tracks their behaviour to get a deeper insight about how they communicate and interact at work. Microsoft and Boston Consulting Group are pioneers in using wearable tech such as digital employee badges to keep track of employees’ physical exertion during office hours, how they interact with each other, and how much time is spent in such interactions. Optimization of physical office spaces, understanding employees’ communication styles, and management of team dynamics are some of the many benefits of using wearable tech. All this can translate into better management of team by managers. Wearable tech may also be used to pre-empt a candidate’s emotions and personality during a pre-screen interview.







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What to Know When Hiring Recent College Graduates

The graduation season is on and so is the hiring process for another class of young professionals. Recruiters will have the arduous task of skimming through the resumes of these graduates and recruit them for entry-level jobs and career success.

One stark difference that you’re going to encounter is the generation gap between you and the Millennials and Generation Z. Their behavioral and economic tendencies and sensibilities differ from the older professionals in your workplace. You may have first-hand experience in this matter while working with 20-something interns. Apart from the obvious generational differences, how you approach hiring someone with no work experience should be quite different from how you’re used to doing this process i.e., hiring seasoned professional with loads of work experience. We bring you some pointers on how to better hire among the pool of fresher to accommodate your workplace needs.

Cut some slack for experience requirements

Young graduates cannot have extensive resumes and it is unreasonable on your part if you expect them to have one. Even if a student spends the better part of their 3 or 4 year college experience preparing for a particular career, they still have a lot to learn about your industry and the position. They might not be aware of the nit-picks, the lingo, tools and best practices that the job entails. It is also somewhat unreasonable to expect them to have hands-on experience of the job they are applying for. Try instead to look for candidates who are intelligent, driven and can be moulded into doing the job as per your requirement. Shortlist the ones who have good GPAs and extra-curricular background(debating, social work, internships etc.). If someone has struck the perfect balance between marks, extra-curricular activities and a social life, you just might have struck gold in terms of hiring. Bingo!

Orientation and training is the key

Remember that the person you just hired was until recently living in the closed and protective environment of their college. Hence, you need to buckle up to provide them with some hands-on training and orientation. However, if you find your resources and time stretched thin by the idea of such exercises, you might be better off hiring an experienced person. Let’s just admit one fact straight out. A majority – if not all – companies that hire recent graduates do it to cut costs. One more advantage that you derive out of hiring someone fresh out of school is that they can be thought of as a ball of clay that  can be moulded into an ideal team member. An experienced professional might try to shake things up and do stuff the way they already know best but a fresher is more receptive to learning the exact processes your company requires employees to follow. A subordinate in every sense of the word.

It’s also important to teach a young employee how to conduct themselves at the workplace and deal with the challenges a career present. In addition to a comprehensive training program, a formal mentorship program will help them grow professionally. Consider pairing any recent graduate you hire with a senior employee who can provide guidance and feedback.

A meticulous interview is a must

An interview process forms the backbone of the hiring process. However, when you are placing your bets on a newcomer who has a total blank sheet in terms of past records, the interview process becomes all the more crucial. Try and get to know the pulse of the candidate from the word go. Get them to disclose their professional ambitions and how they perceive your company in the bigger scheme of things. Does the person looks trustworthy or will they jump ship in search of greener pastures as and when the opportunity arises? Gauge their maturity level and try to ascertain whether they are ready for the transition from college life into the cutthroat competitive world of adulthood.

Don’t go too much into the skills and experience domains for reasons already made clear above. Point blank ask them why they applied for the job and how are they planning to tackle it on a day-to-day basis if get hired. Get an idea of their interest in the role and your company since many people with no experience apply to multiple entry-level jobs and hope for the best.

Be fair and legally compliant when hiring interns

A fairly common practice for a company is to hire someone from college as an intern before hiring them as a full-time employee once they graduate. The young professional has the opportunity to get their foot in the door and the company has the chance to train and get to know them before making an employment commitment. Internships are generally mutually beneficial in nature. Most employers make the intern sign an agreement before bringing them on board. Although the internship scenario in India is mostly unregulated, there are safeguards that employers can put in place to ensure workplace harmony, no incidents of harassment or worse and a general protection of self-interest of both the parties involved. The young person should receive training that benefits them as their career starts in exchange for working for free.

Some guidelines that can be put in place:

The intern fully understands they will not be compensated (if they fall under unpaid category) or understands the compensation they will be receiving (for providing enterprise or labour) clearly.

The intern receives training that relates to their field of study.

The internship schedule accommodates the student’s class schedule.

The internship concludes when the intern has completed their company-provided training.

The intern does not replace a full-time, paid employee.

The intern does expect a paid job at the end of their internship.

Never take the intern you hire for granted and as someone who can do your company’s tedious work for free. Instead, create a formal internship program that provides the participants with valuable training and helps get their careers off to the right start.


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