Getting a job itself has become quite a challenge in this competitive world. One has to have a caliber to get a dream job amidst vast competition. Some may think searching for a job is a cake walk, which is a big misconception. However, those who delve into the market and do a lot of homework get a fruitful result.
When I was a tad, People often used to ask me what do you want to become and my answer would change based on my imagination. Sometimes, I thought I would become a painter, sometimes a singer or a dancer, a scientist or an astronaut, didn’t really know what these people actually do. SO my choices were many and it seemed easy to pursue.
As we grow old, we realize that there is a vast difference between dream and reality. As a job seeker, one has to either bridge this gap or just compromise with the reality.
Having said that, there are these basic guidelines to follow if you are seeking a dream job you always wanted to pursue:
- Research : The first and foremost thing one has to do is research a lot before you jump into any conclusion or before you take over a job which you know is not your dream job. This includes, what are your primary skills and which companies hire exclusively for that particular skills. Note down the name of the companies and research on what are their hiring strategies. By doing this you get a clear picture on what kind of employees they hire and what is it that you can do in order to get into those companies. If necessary, try to learn some more skills which you think is mandatory to get into these big companies. Remember apart from your primary skills learning over and above that, is always an added advantage and the more skills you have in your resume the more weightage your resume would hold over other candidates.
- Prepare multiple resumes: Earlier, one resume was sufficient to apply for multiple jobs. But with the growing competition, one has to create multiple resumes based on the job you are applying for. With small changes here and there one can apply for different positions simultaneously. Having said that, you don’t have to add fake experiences, it’s just that some jobs require brief about your experiences and some requires details. SO based on the need of the job description you can alter.
- Connect with people: Networking is very important these days. SO connect with people and involve in group discussions, Q&A sessions and enquiries about the job you are looking for. When you connect with people from the same field, you get to know a lot about the market and the companies and things which you wouldn’t have known if you do research on your own. SO research with networking makes your job search complete.
- Make a strategy: Before applying for any job in any company, you have to prepare a strategy for yourself like what if you get rejected? What will be your next move? If you get selected in more than one companies? How will you decide on which job to take up? Instead of panicking at the last moment, always prepare a strategy and keep a backup plan for either of the cases.
When searching a job in a systematic and planned manner, you will always hit the bull’s eye. That’s why they say there has to be a proper planning and strategy in any walk of life, be it in job search, or in your current job or in your future endeavours. SO follow these simple guidelines and you will surely end up in your dream job or dream company in no time.
Spending hours together in the portals and other sites to search for the best candidate for a particular position and once hired, if the candidate backs off at the last moment, it’s the most disquieting thing in the world. 80 % of the candidates do this. And when any such thing happens, the recruiter is back to square one and has to start from the scratch. At the same time escalations from the hiring manager and your boss is an inexplicable feeling. You just can’t help it but start all over again.
But, as a recruiter, when you have faced the situation N number of times, it is important that you take some measures to curb the last moment backing offs. Let’s discuss some of the measures that can be taken on this front, but before that lets point out the reasons of the last minute changes or backing offs:
- Better Offer: If a candidate has many offers in hand, it is up to them to decide on which offer they would go for and this could be one reason of backing off at the last moment. May be they got a better offer from a better company.
- No follow-up from the recruiter: The major reason could be, after the interview, if the recruiter doesn’t follow-up or be in touch and then at the last moment come out with the offer. The candidate gets pissed off, at the same time, makes up his/her mind to back off.
- Market conditions and salary offered: Any candidate when searching for the job also evaluates the market conditions and their market value and accordingly negotiates the salary. So if they feel that the salary offered is not as per their market value, they can take the offer but do not join.
- Unprofessional behaviour: An unprofessional behaviour on the recruiter’s side is also a reason for last moment changes. Talking to the candidate rudely, showing apathy, not responding to their mails or calls, could make the candidate feel disappointed and can reject the offer upfront.
It’s not always that the recruiters are to be blamed, because, there are times, when the feedback from the client itself is delayed and that in turn forces the recruiter to back off from any follow-ups.
Having said that, the recruiter has to go ahead and take some necessary steps to pacify the candidate:
- Back up: When you are not sure about a particular candidate’s joining status, always keep a backup of the same and any last moment changes will help you close the position on time without you being affected by the escalations and thrashings from your boss. So be proactive and always keep a backup of any position you are sourcing for.
- Follow-up: As discussed above, the major reason of the last minute changes of any candidate can be lack of follow up from your end. A smart recruiter should always keep in touch with the candidate and the client and always follow up on the status of the candidate as well as the status of the position. If any client or candidate for that matter insinuates their status as negative, inform the same to the either party.
- Building a Rapport: The major factor which can hold back a candidate to accept any other offer could be your building a rapport with them. Keep talking to the candidate frequently and ask them what’s going on, just initiate a casual talk and build a rapport which will hold back the candidate.
- Build a network: At the same time, get other contacts from your candidate and build a strong network, so that any such opening related to the same skill, will help you close the position fast.
The recruiter is the backbone of any company and so it’s your responsibility to meet the expectations of the client, your boss as well as the candidates. A proactive recruiter always follows a proper procedure and helps close the position on time. However, the last minute backing offs or changes from the candidate is mundane and one has to be careful and take measures to curb the same.
Building an effective talent pool
The recruitment industry or any other industry for that matter has initiated a smart move when searching for the best available resources in the market. There is a plethora of talent available outside, it is just that they have to be identified and hired. However, it has become indispensable to stand away from the crowd and so the corporate have started building a pool of talent to utilize it when necessary. And this is when An RPO’s role comes into picture. RPO is recruitment process outsourcing. They build a pool of talent and based on the requisitions and skill sets, they provide the best talent from their database. They have a dedicated workforce available to map the talent and select the best resources available in the market and add in their database for present and future needs.
With the growing competition in the market and people heading towards different options to source a candidate, it has become a need of an hour to build a pool of talent. Talent pooling is nothing but creating a database of the candidates and employees based on their skill sets. At the time of downturn, this is of great importance. Having said that, there has to be some important things to be considered when building an effective pool:
- Talent mapping: It is necessary to first determine the talent and try to find out, which roles are niche, have higher attrition rates, and has greater demand in the market. SO a proper talent mapping is necessary before we go ahead and build a talent pool. Remember these are the candidates who are in much demand and so all the companies would target them. So be the first to contact them, add them in your database and keep in touch with them.
- Create a nomenclature: A proper step has to be followed, when creating a pipeline of candidates. SO once talent mapping is done, next step would be to classify the candidates based on their skills, experiences, roles, and other criteria. So create a nomenclature and detailed background of the candidate, so that anyone who has access to the database can actually get a clear picture of every candidate added in the database and it would be easy for them to contact the right person for the right job.
- Keep in touch: As already mentioned, to build an effective pool, it is indispensable that you contact the candidate frequently and check the status of his/her employment. This also helps in building a rapport and gives them the message loud and clear that “Dude! We are considering you anytime.”
- Update the database: Also, as and when you speak to the candidates, keep updating the status in the database, so it will be easy for the other person to identify what is what about the candidate.
Earlier there were no proper tools to maintain a pool of the candidates and so recruiters relied on traditional method of maintaining the data of the candidates which was time consuming and not up to date and one might lose the whole data if not maintained properly. SO to rule out any such inadvertent deletion of data, companies have opted for a more advanced technology of maintaining database and there are also third party vendors who provide with such tools which are easy, effective and quick.
With the growing competition in the market and a glut of opportunities and talents available, the demand for fresher has also increased. There was a time when corporate used to hire only experienced candidates and I used to feel, how a fresher can stand the competition with no experience at all. I guess this was also one reason why people opted for fake experiences and get the job by hook or by crook. But with an unstable market conditions, not all can afford an experienced candidate for reasons like: they are way too costly; they have their tantrums and many more reasons. So the big companies and even the small ones for that matter realized that a fresher is an investment for the future. And so the trend of hiring fresher is in the boom.
IBM, TCS, Infosys, Mphasis, Microsoft and the list continues. All the big daddy’s of the IT world hire fresher these days. There are lot of advantages of the same and that is one reason they have gone extra mile to give equal opportunity to the fresher at the same time get the maximum benefit out of it. After all no company runs philanthropy and so they see their benefit as well. Some of the benefits are:
1. They are less expensive: Freshers as compared to experienced candidates are inexpensive because they are new to the market and they are hungry for a job and to learn new things. Also the corporate doesn’t benchmark the fresh candidates unlike experienced where they have a benchmark for the best candidate available in the market.
2. Can be moulded: Because they are right out of college, they show interest to learn and can be moulded as per the corporate culture. At the same time, they have a passion towards new job and so they try to give their best.
3. Stay long: The crunch of the matter is that any company big or small hires a candidate to build a long term pact with each other which is quite notional in the present scenario and people tend to hop jobs as per their comfort. And with a fresher the risk factor is less for reason that they would stay with the company for long duration. Because they need a platform to prove, they would definitely make the best use of the platform and continue to be.
4. It’s a win-win situation: Hiring fresher is a win –win situation for both the candidate and the employer for all the above reasons discussed. Apart from that, the fresh faces itself make the office environment lively and fun. Their excitement is inexplicable and they thrive to dive deeper into the subject to prove their credibility and performance. And this is quite evident in their behavior. They are sincere to whatever they do and this in turn reflects in your business.
These are the reasons why corporates are going for campus placements and hiring freshers. When it comes to hiring fresher’s the hiring cost also is quite thrifty. Unlike experienced resources where the hiring cost touches the sky and on top of that the compensation paid to them. With such an unstable market, there is always a budget constraint for any company and that is another reason fresher’s are given more leeway than experienced candidates. There was a time when a corporate used to hire the best resource available in the market with the compensation best in the industry or whatever the candidate demanded. But in the last few decades there has been a sudden plunge in the market and is shaky till today and so they are playing safe and hiring fresher’s to keep the business running at a minimal cost and maximum benefit.
Talent acquisition plays a vital role in an organization. There are great talents which goes unnoticed and emaciated at the time of downturn. But, it’s not at the time of economic crisis that an organization has to pursuit great talent. Every organization big or small needs the best of resources. However, at the time of recession, it becomes a need of an hour to hire the best talent. Because, only when you have great resources you stand high in the market but if your root itself is shaky and weak it would be an apocalypse. The whole organization gets affected
The role of the talent acquisition team becomes more prominent because, they have to withstand the economical condition and hire the best available Talent. However, there has to a strategy on recruiting great talent:
- Social Media: This as we all know is a source of recruiting. SO always keep updating your professional site and get in touch with the people and join discussions. This is the best way to look for great talents because, when you start a discussion and based on how candidate participate and what’s their take on the topic, half your work is done. Also, it helps to minimize the hiring cost.
- Database: At the time of crisis, this is the best strategy. Always maintain a database of active as well as passive candidates at the time upturn or otherwise, and during recession, make the best use of the database in hiring the best resource in your budget.
- Employee retention: making the best possible use of the existing employees is also important, so try to retain the existing employees and train them where necessary and convert them in a potential talent for the organization.
- Headhunting: If you want to get the best talent in your organization, headhunting is another option. Look for the big companies, who specialize in a specific skill and do a cold calling and try to talk to the potential candidate. There are different techniques of headhunting. This again is economical and you hire the best candidate available in the market.
- Think out of the box: This is a strategy which almost every big and small company apply. What different can you do to attract the talent and hire them. Get out of your comfort level and initiate something new and different. This attracts a large pool of talent.
- Campus Hiring: Again best of the talents you get in campuses, because they are out of college and passionate, at the same time hard working. You can mould them according to you and make them the greatest resource available in your organization.
- Leveraging the recession: Ideally, recession is the time, an employer can make the best use. You have all the time for company as well as talent mapping. Without giving your search a hiatus, keep contacting the best talent and because everyone has the fear of recession, you might get the best resources upfront.
SO grab an opportunity as soon as it comes, to hire the best talent and make your organization stand alone in the crowd