How Should one get ready for Campus Recruitment

Welcome back, having read the older blogs on Campus Recruitment we basically have an idea of the basic Dos and Don’ts of campus recruitment. We discussed how correct job description, pre placement talks, and the right filtering process would aid the campus recruitment.

Now we will discuss how the correct process of interview would help crack the right talent you are looking for!

Interview Smartly

Before the interview is conducted, usually a paper and pen questionnaire is conducted, for basic understanding of the candidate. But usually such tests are not fit enough to have the candidates clear the screening parameters, so a detailed interview is usually more preferable.

The final decision however, can be made via personal interviews. Taking back-to-back interviews can be tiring and this could result in errors. Following are a few ways in which you can minimize interviews hick-ups:

• Conduct at least 2 interviews for each candidate, so that one messed up interview should not be the basis of rejection.
• Do not judge a candidate solely on the basis of technical aptitude alone. A lot of candidates have more applicative aptitude than the technical aptitude. This in fact is more important.
• Have a large bank of questions for the interviews to minimize the repetition of questions during interviews. As, Candidates discuss their interview experiences with each other.
• Manage interview time slabbing to ensure that candidates don’t have to wait long hours. Waiting can be exhausting and demotivating, which in turn can affect performance.

Traditional Campus Recruitment approaches are time exhaustive and not intelligent enough to assure top-quality hires. If you have talents that are diverse, candidates spread across multiple colleges, that is how you will end up having a better hire!

But, also having said that Campus Recruitment is not as easy a process as it might seem, it involves operating strenuous processes so if you want to our source campus recruitment to a reliable source, especially in and around Gujarat, Adler Talent Solutions team may serve you with the same. So feel free to contact us.

What is lateral hiring? Is it what your company should look for? - Part 2

This is an update from the previous blog, in which we had understood the basic needs of what an incoming candidate looks for and what to target, like we need to understand as to if they want a better pay, looking for a change, looking for leadership, or be it nearly anything .In this log we will deal with what an employer of an organization can offer to the incoming recruits.

What can your Organisation Offer?

When you understand the daily issues and problems of someone that you want to hire, you are in a much better position when you have to pitch your organisation to them.

The best way to go ahead is by developing a set of offers and highlight specific areas of business of interest that you feel could benefit them in the long-term.

These benefits may be:

• A Flexible working day shows that your organisation is considerate of employee well being and happiness.

• Lots of Opportunities for training and developing new skills.

• Exciting new projects to work on and the chance to access leadership roles.

• Projects that suit a lateral hires’ specific skill set and allows them to use their expertise.

• A Mentor-Ship program that allows healthy progression into more advanced roles.

• More involvement in the direction of your organisation.

• A Collaborative working culture that values the input and ideas of all employees.

Lateral hires can be certainly effective in terms of recruitment, as they can bring new outlook and dexterity to your organisation.

We at Adler Talent Solutions will help you narrow down the efforts of going through the constraints of Lateral hiring which on the other hand would be our forte to deal in.

So, hesitate not thou, and feel free to contact us!

What is Lateral Hiring? Is it what your Company should look for? - Part 1

In the previous blog, we discussed about Lateral Hiring, and how exactly does the concept of lateral hiring fits in the hiring process of any HR Strategy. This blog would focus more on what candidates look for during lateral hiring process.

What are the Employees looking for?

Well, it’s always a difficult question to gauge as to what a candidate may look for, but usually starting a conversation directly asking for involvement would be a bold move to make, rather if they are asked first if they want a job change or otherwise should smoothen out the process.

Often serve them something of value and their issues may be answered:

• Undervalued - Candidates may feel it in their jobs, may be looking for better career opportunities.

• Fresh Ideas -  Looking for fresher, more appealing perspectives

• Flexibility - May be the previous job may have very stringent timing so looking for bettering that.

• Leadership - A few people are meant to lead may be they shall not be getting o express themselves much.

• Skill - May be the candidates are looking to expand their skill sets.

• Work Culture - Candidates are often a fan of good work culture, so if such a need is catered to, lateral hiring might crack it! There are people who like working in a diverse culture, more ethical, more progressive cultures!

• Wages - An Employee may be looking for better incentives and pay benefits from work.

These were the few of the many things which a candidate may look for, so if you are in search of a recruitment agency, we here at Adler talent solution offer one of the best customized HR Services, specializing in all kinds of recruitment.

For further support, contact us at Adler Talent Solutions Pvt Ltd.

Stay tuned in for further updates on this blog!

What is Lateral Hiring? Is it What your Company should Look for?

What is Lateral Hiring?

When a company (the hiring one) hires a new employee on a very similar to the one ‘preceding’ on the basis of work experience, the pay and other things, so basically finding a fit for the empty space is what is called as Lateral Hiring.

So, it’s the process of hiring a "skilled and Professional candidate" for the job that needs to be filled. Lateral hiring is said to be the one of the most widely used tools my most HR professionals, often by recruitment agencies, but it’s said that you must do it right to get it right!

Lateral Hiring can sound almost like a hefty job to match, but what follows proper lateral hiring is nearly exceptional, having just the same amount of expertise, the knowledge, it may be worth it!

Let the job to us and you can focus on your business!

We at Adler Talent Solution, have fared among the top 10 Non-Tech HR Service Providers, provide variety of customized HR services tailor-made for every clients, we have marked our feat in lateral hiring which we have been doing well, for the past 4 years!

When a company (the hiring one) hires a new employee on a very similar to the one ‘preceding’ on the basis of work experience, the pay and other things, so basically finding a fit for the empty space is what is called as lateral hiring.

For further information, contact us at Adler Talent Solutions.

Stay tuned in for further updates on this blog about lateral hiring.

Engaging your work force - Tips to consider

We discussed previously in the previous blogs that how we can foster our workforce into better directed work engagement right from better planning, to a getting the best hired candidates to building a positive work culture!

But for all of that we need to make sure that whatever it is that we put on the plate, it should be toothsome, something that the employees like, not something that make them feel burdened! So in this blog, we`d give you tips to consider their side of the court!

5. Ask for feedback, changes!

Support career management by providing regular performance review. This helps not only the employer but also the employee, it ensures connection with the culture of the organisation, On the other hand also giving an employee for scope of correction and learning.

Also lay aside space to recognize and celebrate success, achievements, progress and accomplishments. This is in fact one of the best kind of engagement of employees, colleagues.

Train supervisors to use conversations which are oriented in dealing with the staff for a deeper understanding of the team’s motivators, drivers and talents. these conversations, have a deeper meaning, it would motivate employees work harder, stay longer and exceed expectations of what was expected of them

6. Build good relationships!

Positive, proactive relationships Initiatives might just break the ice!

What to consider:

• Coaching and mentoring

• Celebrate employee birthdays and employment anniversaries

• Help managers hold career conversations with their team members

The relationship between employee and manager will impact largely on the engagement level of an employee towards any organization. It makes them believe how important they are equally to the organization, as the organization is to them!.

These are a few tips, which our Adler team never fails to practice in the first place, stay tuned to our blogs for how we follow such tips to bring out the best of employees!. For more information contact us at Adler Talent Solutions. 

How to engage your work force for enhanced work production 2

In continuation from where we left, in the last blog, we discussed how getting the first step right makes things easier, like hiring the right fits for the job, individual who are motivated and equally pumped for working hard and being engaged than a swarm of employees who need a push every day to keep themselves equipped and productive.

Ofcourse, with hiring right one must also have things panned out as to what should be the plan for the employees to keep them working all along. There are also other tips as listed below. 

3. Share the ‘big picture’

Always, an engaged employee is proud of the role he plays in an organization. But remember we don’t have to manufacture donkeys working day and night with no purpose or motivation. Give them the ‘larger picture’ address the organization’s vision and strategy. This helps them get an overall sense of organization’s goals and progress.

Also, keep them in the loop about how the company fared in a certain test, how well things are progressing, also when company goes through a rough phase , “let them know” it not only builds trust, it makes employees more inclined towards doing work more productively.  

4. Build a culture of collaboration 

It’s an old adage that a bunch of sticks are harder to break than an individual stick. So goes the case for collaboration in any work space, collaboration is said to be one of the main pillars of employee engagement. 

Allow and promote group activities, always combined brain power looms large over individual talent all the way, share ideas, incorporate suggestions, use talent to the correct use and not to forget creativity, which fosters more when there is collaborated efforts. Researchers have often proved that organizations, which have more group activity and those which promote collaboration fare well on the productivity scale than otherwise!

There is more to this blogs, for further reading on the same stay tuned in to our blogs!

Aiming to provide simple recruitment tips to issues one can deal with on daily basis. At Adler Talent Solution, we also offer variety of customized HR Solutions, Ranging right from Recruitment, Payroll Management, to Training and Statutory Compliance.

How to Engage your Workforce for Enhanced Work Production 1

It is always assumed that if you engage employees just in the right way, it pays off with higher levels of performances, motivated commitment, and loyalty. But for that, you need to build an engaged work culture, for which there are multiple ways to promote such mechanisms of action. Besides, there are a lot of studies which prove the fact that having an engaged workforce aids better work promotion, and there is more sense of motivation in such scenarios.

These scenarios however are not very difficult to create, in fact they can just be managed with the considerations listed below.

1. Hire right

Recruitment is the first step, and you cannot have your first step taken wrong! Always one must recruit an employee who seems to better align with the values and beliefs of the organization. Because its not very easy instilling a kind of motivation if it is any way absent. Besides if we get the first step right the later problem ease out themselves. One should look out  for candidates with a sense of purpose, interest, and importantly passion. Use the recruiting process in the apt way to discover a candidate’s interests and you will always hire right!

2. Analyzing measures 

If you want to cultivate a culture in your office which involves the employees to be engaged first for that u need a bold plan with an solid implementation and secondly you need a proper evaluation method to analyze it.

Not everything that is thought out mentally is well implemented, you need to check its degree of application by various staff surveys, group discussions, to keep the engagement just optimal. However, we cannot forget the regularity here because once in 6 months survey will not crack the pot, the surveys, other evaluation must need to be regular to identify issues, for correcting them for better promotion of work.

These were just the two methods, for further reading on the same stay tuned in to our blogs!

Aiming to provide simple recruitment tips to  issues one can deal with on daily basis. At Adler Talent Solutions, we also offer variety of customized HR solutions, ranging  right from Recruitment Solutions, Payroll Solutions, to Training and Statutory Compliance.