Collaborative Hiring and its Advantages

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The collaborative hiring process is a different approach to the recruitment from the traditional or conventional hiring methods. In this approach, the hiring managers do not make the entire decision of the recruitment. Instead the employees and other people such as the consultants also present their opinion regarding the process and the potential candidates. In modern times, many multinational and blue chip companies have switched to this initiative of recruitment for certain profitable reasons. The pointers that make such type of hiring beneficial are listed below.

  • There are companies such as Apple, Facebook and Google who have already shifted to this model of hiring and have established the fact that this approach is directly proportional to the profitable innovation. It is an advantageous approach to the business process as a whole.
  • The key selling point of this approach is the existing employee base. Involving them in the recruitment process means increasing the visibility of the process. This augments the transparency and decision making within organization. Due to this benefit, it is usually preferable by a manpower consultancy.
  • In this approach, the employees become the face of recruitment and they are the best sales person in this scenario. Candidates tend to get more convinced about the job role and the company and there is a higher chance of accepting the offer.
  • Since, the candidates interact with the future team members before hand during the interview process; they can understand the team behavior and attitude of the work environment. It reduces the chances of unwanted friction of attitude.
  • Since there are different opinions involved in the recruitment process, it is easier to identify any existing loopholes within the system. In this the evaluation of the candidate is also performed in a more structured and effective manner.
  • The referral program becomes much more effective through this approach. It shows the value addition of the employees in the recruitment process and the efforts are also recognized in the form of rewards. This in turn increases the quality of hire as well as the volume in a positive way.
  • It contributes towards employer branding that gives a significant competitive edge in the market or industry. This initiative showcases the employee involvement in major workforce building initiative and projects an employee centric work culture of the company.
  • This directly contributes towards the productivity of the new recruit. As the team members were involved in the hiring process, they are more involved in training the new recruit and bringing him or her up to the level of essential productivity. It is helpful for the entire business process in the long run.

The collaborative hiring process increases the level of knowledge of existing employees as well. During the interview process, the exchange of questions, answers and queries help in understanding the market conditions as well the company stand point in view of the outside world from the candidate. This aids in better implementation of business strategies.

Employees As The New Age Brand Advocates

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Today’s world is all about connectivity. It defines the presence of an individual or an organization. While there has been a lot going on in terms of brand image creation within the global arena, many new scopes of branding have come up in recent times. The companies and organizations have been working towards expanding the social reach in the recent years. They have opted of placement consultants for this purpose also. Interestingly, this initiative can be greatly supported by employees themselves. Featuring company’s employees as brand advocates is trending in the corporate world. Last year, tech giant IBM had hit the headlines for its #NewWayToWork campaign wherein 1000 employees of the company were enrolled as brand advocates on social media platforms which generated an impressive 141,000 clicks and was also awarded the Viral Marketing Campaign of the Year by Annual American Business Awards of 2015. This campaign had greatly helped the brand to get the word out to masses. Hence the advantages of employees as brand advocates cannot be overlooked.

  • What is inevitably the most advantageous point in this regard is the greater reach among the masses. While a company page in a social platform is expected to have certain enthusiasts, personal employee pages with the employer name reaches out to their corresponding networks. It has been seen that the reach gets amplified by 24 times in this regard.
  • This increases the engagement towards the brand as a whole. While a company page is more formal, an individual page is more of a personal outlook to the people looking at it. Hence, people tend to relate better in this case.
  • It builds in a better trust worthy image. Company profiles as often looked as a toll for selling the product basket. While the employee profiles are more reliable and relatable at the same time as it represents a personal opinion.
  • Building trust directly influences sales figures. It is a normal human tendency that people go for a product when recommended by a friend or a trusted individual. The company can directly benefit from these personal recommendations and information sharing.

While we talk about the advantages of employees as brand advocates, there are a few things that need to be considered and facilitated for such initiative.

  • The basic knowledge is very important in this regard. The employees who are to be put in this initiative have to be educated about the brand in a proper way. This is crucial as in most cases the employees are not fully aware of this information.
  • The objectives and end results of such programmes should be clearly stated before the initiation so that the employees know the final outcome and work on how to achieve it.
  • Knowledge of the various social media platforms in crucial in this regard and in many cases though people know how to use them on personal grounds, they might not be fully aware regarding the same on a professional level. Training sessions might be beneficial in this regard.

Lastly, for better engagement in such activities, a reward system or compensation structure is helpful to keep up the spirits of the employees associated.

Employee Movement to Start-ups Rising From Big Organisations : Experts

Start-upMUMBAI: With start-ups being the buzz word today, industry is witnessing employee movement, especially in mid- to senior-level, from established organisations to new age ventures, say experts.

“There has a lot of movement of employees from well-established companies to startups, primarily because of the value proposition that they get offered in terms of pay-package, roles and responsibilities and future career graph,” PeopleStrong HR Services Co-Founder and CEO Pankaj Bansal told PTI.

“From what we have seen, employees from well established FMCG, consulting firms and IT firms are moving to startups,” he said. This shift in preferences can be clearly attributed to “meaningful aspirations” the young generation has from their work and workplaces, he pointed out.

Michael Page India Regional Director Nicolas Dumoulin said funding for start-ups has increased significantly through private equity and venture capital.

“This results in more ambitious growth plans for start-ups. This is mainly in the technology or e-commerce space. As a result, budgets for hiring have increased significantly.

“Both higher growth prospects and higher budget availability are resulting in these start-ups being empowered to hire more talented people,” he pointed out.

GlobalHunt Managing Director Sunil Goel said in terms of hiring trend, professionals who joined start ups are either at the earlier stage of their career or

the ones those who have done extremely well in large corporations and would have spent almost 15 years in the industry and now willing to risk themselves with the start ups.

People from sectors like e-commerce, IT, services are seen moving to start-ups, he added.

 

Ankit Bansal, Founder of My Kind of Job said after the success of quite a few start-ups lately, the industry is witnessing a positive shift in mindset of people towards working at start ups.

“The other significant trend is start ups being able to attract campus students, which was earlier not even imaginable in India,” he added.

Also, startups are offering stock options in order to attract talent, Dumoulin said, adding this helps them suppress the salaries they offer and engage people for long term.

“The candidate views this as an attractive value addition, as the potential of cashing-in when a company is bought over or announces its Initial Public Offering (IPO) is much larger than if he would start in an already established organisation,” he said.

“While compensation is important for this next generation of employees, an increasing number(almost 65 per cent) is now looking for better growth and career opportunities and start-ups have been able to provide a mix of these factors to a lot of job seekers,” PeopleStrong HR Services’ Bansal said.

The major sectors where we have observed lot of startup hiring are technology specifically – data analytics, mobility, security, cloud and mobile applications, retail, ecommerce, services (travel, real-estate), micro-finance and consulting, Bansal said.

Experts, however, said that largely well-funded startups are witnessing professionals movement.

“On the other hand, non funded start-ups, which are seeded from promoter’s own funds, still have to contend with trying to make best out of talent that fits their budget,” Ankit Bansal said.