Recruitment has widely been described as an art. The art of searching and finding the right talent candidates before interviewing them and screening the fitment, not only for the requirement but also a culture of the Company. The art lies in the fact that the recruitment consultant knows in his/her gut that a person is a good fit for the company or not. However, technology is taking all over the world the work and life of the recruitment are in the forefront of going through a makeover with the advent of AI, Machine Learning, Analytics, big data, etc.

While there is a lot of science involved in the process of the recruitment, and technology only emphasizes that side of recruitment, recruitment is a high touch portfolio which involves coaxing, negotiating, nurturing in order to match the right talent candidates with the right Organization.

To have a universal approach to recruitment, the best recruitment agencies in India have always tried to find the right balance of science and art in recruitment.

What is the ‘art’ factor in Recruitment?

Well, recruitment is nothing but building people according to the requirement! And endurance is the innate trait that one needs along with the external supporting aids to back up the gut feeling and human judgment, the other basic traits of a successful recruitment consultant.

Innovation and creativity in recruitment lie in the way a recruitment consultant determines who will be a motivating leader or an aspiring team member. There is no scientific formula to that! Candidates are humans and their response varies with situations and at times are quite unstable, which can be only gauged humanly.

Recruitment agencies in India have enveloped technology in order to automate a certain set of assignments that will save a lot of time of the recruitment consultants while they can focus more on the ones where human judgment is required.

In the face of automation and Artificial Intelligence, any placement company with a strong team of skilled recruitment consultants who follow their gut instinct, and determine with modernization and creativity will still stand out against those who entirely bank on technology!

While the science of Recruitment can be outsourced to the Technological augmentation, the art of Recruitment will continue to remain in Human hands, the artistic Recruitment consultants.

Identifying the hiring need according to client requirement :

Before a job position can be filled, it must be identified as available. Job Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate arrange the list of job requirements including special qualifications, characteristics, and experience wanted from a candidate.

Planing :

The most important thing what we do is planning, that involves in the hiring decision agree to the hiring process, steps, and communication channels to be used. Our planning includes the timeline, recruitment plan, criteria for initial candidate screening, selection committee, interview questions, and instructions for taking notes.

Creating Job description based on the position :

We recognize the job requirements form the basis for the job description. Other necessary information includes necessary functions to be performed in the role and the advantages of working for the company (i.e., workplace environment, compensation and benefits, perks, etc.).

Promoting the job opening through Social media :

The job listing should be advertised internally through social media like facebook, twitter, Linkedin & Instagram so that current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, job seekers groups, and industry publications.

Recruiting :

Beyond passive recruitment via job posts, the hiring staff should follow out the qualified candidates via LinkedIn, social media, and industry events. This will ensure that some applications from possible candidates who are not actively searching for new jobs but who may be perfect for the role are received.

Application screening :

As job applications arrive by social media platforms or email or via an applicant tracking system (ATS), the hiring staff reviews résumés/CVs and cover letters based on the criteria established in the planning step. The Unqualified candidates’ applications are withdrawn from the applicant pool. The Qualified candidates are informed of the next steps beginning with a screening interview.

Screening interview :

Initial interviews with applicants through phone calls with HR representatives. These interviews complete if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step by step.

Interviews :

Depending upon the team size of the selection committee, several interviews are scheduled for each candidate.

• Early interviews are typical with one person, face to face interviews with applicants and the hiring manager and focus on applicants’ based on experience, skills, work history, and availability.
• Additional meetings are conducted with management, staff, executives, and other members of the organization can be face to face or panel interviews, formal or relaxed, on-site, off-site, or online (Skype, Google Hangouts). These interviews are more in-depth; in some organizations, each interviewer focuses on a specific subject or aspect of the job being filled to avoid overlap between interviews and to discover more about the applicants.
• The final round of interviews might be conducted by the company’s senior leadership or an interviewer from a previous round of interviews. These latter-stage interviews are generally extended to a very small pool of top candidates.

Applicant talent assessment :

Before, during, or after interviews, hiring staffoften assign applicants one or more standardized tests to assess personality type, talent also called pre-employment tests, physical suitability for the job position, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open job position based on the job requirement.

Background verification :

One of the final steps forwarded in making a job offer is conducting background checks to review the candidates’ criminal record, to verify the history of the candidate and eligibility, and to run credit checks and Some big organizations also check social media accounts like Facebook, Twitter, etc. to make sure the potential employees are likely to represent the company in aprofessional way. Drug the testing may also be warranted depends upon the nature of the job.

Decision Making :

The hiring staff confers and evaluates the applications of candidates based on the interviews, job experience, skills and talent assessments, and all other related information of the candidate (recommendations, e.g.). The top choice should be identified and agreed on. A backup candidate selection & hiring process should be made, as well. If no candidates meet the hiring criteria, the hiring process should start over.

Reference checks :

The candidate has been selected for the position once, his or her professional references should be contacted. Reference checks can verify candidates’ job performance and also the employment details his/her performance, strengths, and weaknesses. The important question to ask references is “Would you rehire this person?”

Offering a Job :

Offering the job details including an offer letter stating the position’s salary, start date, and other terms and conditions of employment that are based on the agreement between the company and the candidate. It should be clear that the candidate understands the terms of the offer. The candidate may agree and sign, initiate negotiations (typically focusing on salary), or turn down the offer

Hiring :

Once the candidate accepts the job offer LETTER, he or she is hired. This kicks off a phase of filling out and filing paperwork related to employment including eligibility to work forms, tax withholding forms, and company-specific forms.

On-boarding :

A comprehensive step in the onboarding process is a crucial step in the hiring process. This should involve making the new employee feel welcome even before he or she officially joins the organization. Preparing his or her workspace, providing necessary access credentials for work applications and networks, and outlining an orientation and training schedule can significantly speed up the new things to the hired candidate.

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   Successful Story of Google CEO – Sundar Pichai

• Born: Pichai Sundararajan, July 12, 1972 (age 46), Madurai, Tamil Nadu, India
• Citizenship: United States
• Alma mater: Indian Institute of Technology Kharagpur, Stanford University, University of  Pennsylvania
• Occupation:    CEO of Google
• Employer:   Google (2004–present)
•  Salary: US$199.7 million (2016)
• Net worth: US$1.2 billion (2017)
• Spouse(s): Anjali Pichai
• Children: 2

Pichai is the chief executive officer (CEO) of Google Inc. Formerly the Product Chief of Google, Pichai’s current role was announced on August 10, 2015, as part of the restructuring process that made Alphabet Inc. into Google’s parent company, and he assumed the position on October 2, 2015.
Pichai Sundararajan (born July 12, 1972), also known as Sundar Pichai, is an Indian American business executive.

Childhood & Early Life : 

• He was born as Pichai Sundararajan on July 12, 1972, in Madurai, Tamil Nadu, India. His father, Regunatha Pichai, worked as an electrical engineer for the British conglomerate GEC and managed a factory that made electrical components. His mother used to be a stenographer before having children. He has one brother.

• Pichai grew up in a middle-class home and was a bright student. He excelled academically at his school, Padma Seshadri Bala Bhavan, and earned a seat in the Indian Institute of Technology in Kharagpur, one of the most prestigious engineering institutions in India.
• He did his B.Tech in Metallurgical Engineering from IIT Kharagpur and then won a scholarship to study materials science and semiconductor physics from Stanford University from where he eventually earned his M.S

  Career : 

Pichai worked in engineering and product management at Applied Materials and in management consulting at McKinsey & Company. Pichai joined Google in 2004, where he led the product management and innovation efforts for a suite of Google’s client software products, including Google Chrome and Chrome OS, as well as being largely responsible for Google Drive. He went on to oversee the development of different applications such as Gmail and Google Maps. On November 19, 2009, Pichai gave a demonstration of Chrome OS; the Chromebook was released for trial and testing in 2011 and released to the public in 2012. On May 20, 2010, he announced the open-sourcing of the new video codec VP8 by Google and introduced the new video format, WebM.

On March 13, 2013, Pichai added Android to the list of Google products that he oversees. Android was formerly managed by Andy Rubin. He was a director of Jive Software from April 2011 to July 30, 2013. Pichai was selected to become the next CEO of Google on August 10, 2015, after previously being appointed Product Chief by CEO, Larry Page. On October 24, 2015, he stepped into the new position at the completion of the formation of Alphabet Inc., the new holding company for the Google company family.

Pichai had been suggested as a contender for Microsoft‘s CEO in 2014, a position that was eventually given to Satya Nadella.

In August 2017, Pichai drew publicity for firing a Google employee who wrote a ten-page manifesto criticizing the company’s diversity policies and arguing that “distribution of preferences and abilities of men and women differ in part due to biological causes and … these differences may explain why we don’t see equal representation of women in tech and leadership”.While noting that the manifesto raised a number of issues that are open to debate, Pichai said in a memo to Google employees that “to suggest a group of our colleagues has traits that make them less biologically suited to that work is offensive and not OK”.

In December 2017, Pichai was a speaker at the World Internet Conference in China, where he stated that “a lot of work Google does is to help Chinese companies. There are many small and medium-sized businesses in China who take advantage of Google to get their products to many other countries outside of China.”

Major Works :

    Choose Right Staffing Agency To Start Your Career 

Every Staffing Agency has a unique quality,  but that quality can only give the best results when they applied in real life. The same thing is applicable in our real life when we are looking for a job or job change as he \she might have the right skills for that job, but whether they would find a job which requires those skills depends on the methodology they use for job -search. however, the candidate is fresher or experience, he/she needs to use a mix of online and offline to reach the right job looking out for a job change.

Core Skills plays a major role in getting a job. Along with the core skills, candidates must have had good communication skills since ‘right communication’ is the key to any business. There are so many staffing agencies in India but you need to choose the right one who can support in the placement consultant you in your job search. There is a growing tendency where small-time staffing agencies demand money from candidates by promising a job. You should always check the trustworthiness of the HR placement agencies that approach you and take a detailed look at their history. Don’t believe blindly by seeing their website well – designed it does not make a staffing company is genuine!

Bloom consulting services is a leader in innovative workforce solutions has been addressing the talent needs of their partner organizations by assisting them with temporary staffing, permanent staffing, leadership search, Recruitment Process Outsourcing (RPO). Bloom is a pioneer as far as staffing solutions worldwide. It is considered as it has clients spanning multiple geographies, multiple businesses (IT Services, IT Products, Manufacturing, etc.) and provides expert staffing services to Fortune 500 companies, as well as a start-up. It is not important for finding the candidate-facing placement agency, but having been in the business of ‘staffing’ for many years, the staffing agency experts have a deep-level of understanding about the ‘jobs & skills’ that are in demand according to their requirements. As per their research, they are looking for the candidates that they have the right mix of skills & attitude. Simply having a good academic background does not help, a job candidate should have the extinguish for the knowledge.

As per a report by the group of a staffing agency, 56% of the employees say that they can’t find the skills they need. This is because the job market is very uncomfortable and skills that were in demand a couple of years back have not lost relevance. As a job candidate, you need to constantly up-skill yourself since ‘up-skilling’ is the only way that helps to stay ‘relevant’ in the job industry. Now-a-days Digital Technologies are playing a major role in creating new jobs that never existed, a couple of years from now. It is preferable that job candidates utilize the surplus of free material relevant to their ‘domain & expertise’ on the internet so that they are up-to-date with the latest trends in their domain. When it comes to job search, candidates should utilize the power of ‘online business networks’ since they can connect with other professionals having similar expertise. There are many employees in an organization that have leadership skills but are yet to take the lead. This is where a Staffing agency can bring the transformational change in your organization by identifying next-generation leaders from within the organization and imparting management training programs.

In a nutshell, there is a talent shortage in every industry and organizations try to fill the talent-gap either by grooming internal employees to make them future-ready or hire external talent when they are unable to meet the talent demand from within the organization. As a job seeker, it is advisable to stay ‘relevant’ and employ the right mix of ‘online & offline’ when you plan to make the next ‘big move’!

Visit Our Website For More Information: www.bloomsolutions.com