Targeting Your Next Opportunity

It is good to be ambitious but in the world of business and fortune is that enough?

Well, it maybe partially true, but yes, what sets an employee off from her peers, colleagues and friends is when she can combine ambition with opportunity.

In today’s world of business, what drives staffs and management, is, in fact, a combination of technical knowledge and competence to do better at what you do? This has both, qualitative as well as quantitative sides to it. Quantitative in terms of more salary and qualitatively speaking, a new profile or a new industry with the more or less the same functional areas. In both the scenarios, what remains common is the fact that you are making a move towards career advancement.

So, it is important to know WHAT YOU HAVE and WHAT YOU NEED before you sit down to target companies and apply for a new job. It is best to first count what you have:

• Experience: It grows with you and the time spent with a company. It is reflective of your ability to absorb as much as you can in any and every profile. It is also indicative of your professional capacities: what are your strengths and weaknesses; your interpersonal skills with colleagues; how you are as a team player and what are your professional limitations.
• Talent: This comes to people more naturally. Some are passionate about their work because they enjoy what they do; while others learn it over a period of time as a matter of requirement. Both are essential in the business space.
• Skills: You have worked in a particular profile and understood the operations, financial and technical part of it. You are home then! In today’s times, even technical knowledge is available at your finger-tips. It is important to be technologically aware and familiar with certain basic skill sets.

Opportunities will come to you and you will be able to make the most of it when you have all the above with you. It is also equally important to understand what you need and intend to gain when you plan your next career move. Know what you need:

• Willingness: You must allow yourself to be assessed by the market on a regular basis and appear for interviews to get an insight of the current trends. Do not let yourself go in complacency.
• Location: Geographically, to identify a job nearby is an important point to look out for.
• Remuneration: It is obvious that a hike in the existing pay package can make the offer even more exciting.
• Choice of company/sector: To go up the ladder is the norm of the day. You would want to continue in the same sector or industry with some familiarity of faces and names unless you want to switch for a different career in some other industry.
• Reference/recommendation: A repository of endorsements coming from colleagues and senior management with who you have worked can do wonder to your resume. This is built only when you have proven yourself in your previous assignments.

Some get employment opportunities quickly around them because they have the required skill sets and some strive each day. Make sure that you are not in the latter category.

Role of Employees in an Organization

Employees are the most valuable part and they are the key to success of an organization. For a company, it is extremely important to hire as well as retain the right kind of candidates. It works as a two-way procedure for the company. It is important to recruit apt candidates for your company because the employees are the face of your organization. It is the employees who are responsible for the profit earning motive of the company. They fulfil a company’s goals and motives. Another vital thing is that a company must pay much attention towards retaining skilled and experienced employees. Skilled employees attract other candidates to apply for particular job roles and they also enhance the company’s image in the society.

If you want to get an idea about the changing roles of employees these days and how they help in increasing the brand value of your company, then have a look at the following points.

• Add to the profit-earning motive of the company-One of the main role of employees is that they add to the profit-earning motive of the company. If you hire experienced and professional candidates to work for your organization, they will take care of the goals and targets set by the company efficiently. Hiring and retaining able and experienced employees will be beneficial towards your organization’s success.
• Contribute towards a positive market reputation of the company-The employees are the most important part of an organization. They represent the organization and they contribute towards a positive reputation of the company in the market. Employees build the brand. Employers are social net workers who are seen as a source of information about the company. They are the ones who interact with clients and customers, build a rapport with them and increases brand loyalty. They are the best advocates for retaining and acquiring customers.
• Deal efficiently with a crisis situation-Another important job role of employees is that they help in dealing with a crisis situation very efficiently. Having positive minded and hard working employees will help your organization come out of a crisis situation in a much lesser time. When you have skilled employees working for you, the chances of facing a crisis situation is also less.
• Maintain a good work culture within your organization-The employees also help in building a good working ambience within the company. Their leadership skills, cooperative nature and ability to work as a team make the office a better place to work in. A good and healthy work culture is very important these days. Maintaining a good work culture in office will not only increase the productivity of the employees but it will also attract other highly qualified candidates to apply for jobs in your organization.

Hiring the right kind of employees have become an integral job of every company. You can take the help of a recruitment consultancy while hiring candidates for your organization. Prior to hiring such a consultancy to make sure you go for the ones who are experienced and are reputable.

Candidate Experience And Employee Branding

Whether it is the experience of a candidate or the employee branding, the company works in this two way process to achieve the target goal of the company. Today, the experience and branding play an important role in finding the right candidate for the company and it will help the company to achieve the desired goal. A recruitment consultancy also follows the same method to find the right candidate and use the employee branding to find the right candidate. So, let’s see how these two important factors play an important role for a company.

1. Candidate Experience- Poor experience of a candidate during the time of an interview actually shook the employer. It is more likely that he or she will not able to regain the same trust because of poor experience. Hence, it is always good for a candidate to prepare well before an interview and show the best experience to actually achieve the target to bag the job in your kitty.
2. Experience candidate branding- Branding is very important for a company and when it comes to employee branding then it is the best way to express the company growth. Good and experience candidates utilize this method to even attract new candidates for a company. This actually enhance reputation of the job role and quite popularize in the job market.

Hence, the placement consultancy follow the above mentioned ideas to fetch good candidates and always remain the in the good books of the company to ensure the best result.

Tips To Choose An Effective Recruitment Consultancy For A Company

Recruitment Consultancy can be considered as an intermediary between the business and candidate. The client company benefits from the better staff hiring that contributes towards workforce stabilization, performance and achievement of business goals while job seekers benefit from a boost in the career graph in the right direction. However, choosing a recruitment consultancy can be challenging task for every company. There are certain pointers that needs to be kept in mind while partnering with such a consultancy.

• The first and foremost measure to be taken is to perform an in-depth research on the consultancy. It is better to go through the profiles for at least 10 to 15 consultancies before short listing a few from the list. Then it is necessary to go through their profiles and expertise and preferably the client list. Most of these information is readily available in the website of the consultancies. The client company can also look for reviews from the previous partnering companies as well. This gives a good insight about the functioning performance of the consultancy.
• It is better to hold up a face to face interview with the consultancy representatives. This helps in understanding the scope of services of the consultancy along with the prime industries for which the services have been provided. This makes the understanding more relatable and fruitful at the same time. It also aids in understanding whether the consultancy has been involved in hiring niche technical professionals which are more advanced and rare at the same time.
• It is also better to consider the profile of the workforce the consultancy has. It can be in terms of number of senior recruiters present in the consultancy, any recruiter associated with specific field level recruitment expertise, specific recruitment services and such like.
• If the company is in need for specific type of labor requirement, then it should for a consultancy that provides the same. In certain cases, the company is in need of contractual labor, temporary workforce or freelancers and consultants. Then it is better to opt for consultancies who are experienced in providing such type of labor within a limited time frame for better project and business management.
• If the company plans to go ahead with the service of the consultancy, then it always advisable to ask for the procedure and details of the service well in advance. It is important to know the process in which the consultancy will undertake the recruitment process and to what extent will assist in the selection procedure. Based on this the further decision on the service can be taken up. Also other details related to the service delivery, payment and legal terms need to be penned down in a written agreement for clarity.

Lastly, the communication channel between the company and the consultancy should be predefined and followed by word. The point of communication should also be decided so as to avoid multiple communication confusion among various individuals regarding the updates and proceedings of the recruitment process.

Planning Human Capital Management Roadmap: Ask an Expert

Human Capital management (HCM) is the remodeled form of workforce management that has influenced the corporate world in recent years. The companies are increasingly investing towards human capital management in order to build a strong and efficient workforce that ensures company’s future growth and revenue inflow. Hence it is very important to plan the human capital management by understanding its drivers.

• Technological advancement is the most active trend happening across every industry. Keeping track of such developments and implementing them within business aids better production, operation and customer management which influences profit and gives an upper hand in the competition. Thus the management needs to train its employees from time to time to keep them informed regarding the same to develop their knowledge base.
• Performance monitoring at regular intervals is a major contributor towards human capital. Keeping track of individual performance matrix of the employees is important. A structured reporting system is very helpful in this regard. The scope of feedback should be open at both ends between the manager and the employees.
• Proper communication channel opens up doors for suggestions and feedback. Management and employees having a common platform to express their viewpoints is a positive approach towards developing human capital. Also this should be followed up by necessary measures and inputs from both ends.
• Clearly defined job responsibilities are necessary to drive the employees towards productivity and a healthy work environment. It helps in better management of resources and maintaining the company objectives in place.
• Lastly encouragement of the employees through appreciation and recognition of efforts goes a long way in developing and managing a stable workforce.

With all these drivers, it becomes necessary to assign the responsibility of human capital management to an expert. A recruitment consultancy is a preferred choice in this case. The role of recruitment consultancy is no more restricted to finding right candidates for the job. It is considered a continuous process by keeping in touch with the client company and taking regular feedback of the recruitment. In terms of human capital management it can prove to be beneficial in many instances.

• First and foremost, the recruitment consultancy knows about any candidate before short listing them for the selection process. Hence they keep track of the skills that candidates possess. Therefore, they can effectively guide the company regarding any required training or interactive session, the person wants for a particular job profile.
• It can act as a platform of communication between the company and the employees as they interact with both from the initial stages. The firm has clear understanding of the business model and other related areas of the company along with employee needs and coordinate accordingly.
• They help in monitoring the entire feedback and evaluation system so that necessary measures can be proposed and implemented from time to time.

With all these benefits, the recruitment consultancy can be a profitable choice for human capital planning and management.