What is Talent Mapping and How Useful Can it be?

Competency mapping or talent mapping is of the biggest tools for recruiting agencies like us. Mapping is a method which is used to augment investments in human capital by matching the identified skills or competencies with an employee’s current skills and knowledge.

In simple terms it is a tool that with the help of which one can ‘map’ or identify a targeted position in a certain company. Such industrial maps can turn out to be very handy and useful for budding business firms who would want to make the most out of their recruitment campaign. Mapping on the other hand can be useful in succession planning which still stands to one of the major headaches for various firms. One can seek for such mapping services for, they work the best in identifying the right employee required for a particular skill.

The process which we can help you in the mapping encompasses, business vision mission statement, process frameworks, HR Planning, Talent Acquisition, Succession Planning, Performance Management and others. 

An Industrial Mapping can help your firm in the following ways:

• Map required candidate skills.
• Objectively evaluate a candidate’s potential
• Generate new business opportunities
• Correctly manage human capital

However mapping is not as easier as it seems, you need to have good reliable sourcing methods which are usually based on good networking and communications. As  a recruiting agency Adler Talent Solutions have all the various communications and sourcing methods to draw in the maps that you want. So if you want any further assistance in any case, feel free to contact us

Preparing for Campus Recruitment - Adler Talent Solutions

Campus recruitment may not be as easy task to handle as it might seem for either the recruiters or the candidate who apply for the same, so to help you with that we have listed down strategies!

We did discuss job description before we’ll discuss the others in here:

Be Innovative with Your Pre-Placement talk

The Pre-placement talk is vital in attracting the right talent. It is what sets the initial idea of your company. While geographical expansion, growth/outreach-related numbers, and stats would be impressive, it is how a person can contribute or make an impact is what matters the most. Your Pre-placement talk should nearly cover the following points:

• How they will fit in as new college graduates
• How they can make an impact
• Work culture
• Hierarchy followed within the organization
• Types of projects
• Interesting market and technology trends

Filter Candidates using Assessments

This step of Campus Recruitment is supposedly the most important for the employer, because filtering the right candidates for interviews is critical to the success of a any campus recruitment.

Simple processes like resume filtering alone cannot help you assess candidates. Due to the sheer volume, it is likely that relevant candidates may fall through the cracks. Preliminary written tests are a more reliable way to assess candidates. The objective of these tests is to filter out those candidates who don’t have that essential skill you require. It is appealing to cover multiple topics, such as technical aptitude, logical reasoning, verbal ability, psychometric quotient, and so on. However, what works best are short and purposeful tests.

We at Adler Talent Solutions can help you with identifying your hiring needs, and help you execute the same with complete ease. So for recruiters who wish to hire specially in the area of Ahmedabad, Gujarat, or also otherwise, or employers, who are located far away from the institute you want to hire, we at Adler talent solution will help you co-ordinate with same, so feel free to contact us!

How should one Prepare for Campus Recruitment

Campus hiring is the most effective way to hire recent graduates. Each year, about 800 organizations hire more than 100,000 graduates from 3500+ colleges in India. While the primary goal of campus hiring is to bring in fresh talent, it also helps to build a brand name among the top colleges in the country.

Despite being one of the most common recruitment practices, the campus hiring process is extemporized and often mismanaged. Traditional Campus Recruitment involves many considerations like a large number of candidates to filter from, stiff competition between companies hiring simultaneously, and so on. There are many things that could go wrong with the same.

Here are a few strategies that can help you make the most of your campus-hiring drive.

They may be in respect to :

• The correct job description
• Pre-placement talks
• Filtering candidates
• Tasks performed
• The mainly the “Interview”

Jitter up the job description

A well-written job description can set the right tuning and expectation that will help you connect better with the candidates. An extension of your brand, a job description needs to give a one- or two-line company overview or description, and mention the right job title, core responsibilities required, minimum requirements, and compensation and benefits.

During campus-recruitment drives, candidates have to choose between multiple opportunities from various companies. This is especially during the first few days of the campus hiring season in any college. Interesting and crisp-yet-informative job descriptions can tip the scales in your good turn.

At Adler Talent Solutions, we`ll help you with narrowing the efforts that you otherwise have to take in accomplishing such tasks like these, for any help feel free to contact us. We shall surely be of help if you have to conduct a recruitment campaign in any institute in Gujarat, we would rather get the job done for you than come all the way if u belong to other faraway places.

And don’t forget to read our next blog update on the campus recruitment!!

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.