Does shuffling employees improve productivity?
There is no official research done to claim whether or not shuffling employees has improved productivity. Productivity can be assessed at team levels only. Each team has its own chemistry. Individual team performance vectors cumulatively add up to organizations progress. Despite shuffling to other teams, an employee’s productivity depends upon his/her new boss, colleague’s team […]
Why corporate background checks are overrated
Corporate background-checks are a waste of time and money. This is not a justification for hiring people who lie about their credentials. But it is wiser for an organization to restructure their talent scouting policies in a manner that tests candidate-competence during interviews. · A web-designer can be asked to build a website in 4 […]
3 Lessons to learn from successful Head Hunters
Successful recruiters go entrepreneurial by establishing their own head-hunting business. Most recruiter’s objective within companies, is to fill designations at the earliest. Worse, many organizations incentivize such quantitative metrics instead of qualitative assessments. 3 lessons young recruiters can learn from head-hunters: 1. Build long-term relationships – Over the years, they built lasting relationships with many […]
Is your company over or under hired?
It’s a sign of bad management if the company is over or under hired. Exceptions are fine for a short intervals. But is has become norm for most companies to hire during economic boom and fire during bust. There no correlation between revenues and work-force strength, and neither is attrition a good measure to judge […]
The Power of Recruiter – Hiring Manager collaboration
In most organizations, the recruiter – hiring manger (HM) relationship do not go beyond resume sharing and calendar appointments for interviews. This is a recipe for disaster. The relationships between HMs and recruiters are as critical as pilot and airport control tower. Miscommunication and ignorance can cause flight (company) crash. It is imperative that recruiters […]
Younger people managing teams with older people – Is it a good idea?
Barring exceptions, it is NOT a good idea to let younger people manage older workforce. Consider these 2 scenarios: 1. The ideal case – Where a younger person is in charge, however, things sail smoothly. 2. Experience justifies numerous cases of ego clashes, where older people were NOT in agreement with young leadership execution. This […]
ATTN Recruiters: Career Gaps are not a sin
Resumes do not tell full truth. Inexperienced recruiters avoid profiles with gaps in career progress. They correlate work-experience gaps with unreliability, bad performance, incompetence, etc. This is not only unfair to the candidate in review – for being penalized with wrong judgement despite the latter being honest – but they lose the opportunity of possibly […]
MUST read book for all, especially HR folks
It’s no coincidence this book remained in Top 100 best-sellers list from 1936 to this day! Dale Carnegie’s “How to win friends and influence people” is a MUST read for everyone, however, it is those representing HR department that will benefit most. What the book teaches can be summarized as follows: 1. How to become […]
Why searching and applying for jobs is a waste of time
You won’t get responses to even a fraction of your job applications (except automated emails thanking you for applying). Ever wondered why? It does not matter what credentials you possess. What matters is that you possess those specific credentials that recruiters are looking for. This is why applicant tracking systems (ATS) have been colossal failures […]
Recruiters: Do not get chained to the specific industry bias
Dear Recruiters, the assumption that prospective candidates must come from the same industry as your own, is detrimental to quality hiring. Majority of job roles are industry agnostic. For example: • A relationship executive’s priority is client satisfaction – this is personality centric • An engineer’s responsibility is fail-proof function – this is knowledge centric […]