Category Archives: staffing services

HR Recruitment Trends in 2020

2019 has already shown that digital transformation is bringing about many changes and innovations in HR. What are the most important recruiting trends you will face in 2020? What do new recruiting methods bring? And how can you implement them so that your HR department can fully reap the benefits of digital opportunities?

“Candidate Experience” Places the Applicant in the Spotlight

You may remember the times when the HR department had freedom of choice in the search for talent. The “war for talent” has well and truly ended that era. Today, applicants have far more power when looking for a job. As a result, attracting potential candidates is increasingly difficult, time-consuming and costly.

While in the past the company’s requirements were the determining factor in the application process, today it is the expectations that potential employees may have. Given this shift, recruiters are beginning to treat job seekers like customers. It is only the companies that respond to individual candidates and their needs that will be able to recruit and retain the best talent.

Placement Agency in Bangalore

HR Recruitment Trends in 2020

 

The majority of business leaders surveyed stated that they wanted to focus more on the candidate as an individual in the future. Adopting a people-centric approach and having a positive candidate experience are clear trends that are expected to gain more traction in 2020.

1.Advertising Job-Opening through digital media:

The trend towards individualization is also bringing a breath of fresh air into classic job advertisements. HR departments have long been unable to reach the majority of candidates in a paper-based manner, yet “the first contact” is now an integral part of the candidate experience. Recruiters want to make sure that the candidate really feels like they are being treated in a personal way. For the recruiting of the future, individuality is the key to success.

But how does an individual approach work if you don’t even know the applicant yet? In the best case, the recruiter has an exact picture of the ideal candidate in their head and describes them in the job advertisement. It is important to speak the candidate’s language and describe precisely which skills are important to qualify for the position. In addition, the ad should be authentic and reflect the image of your company.

2.Multiposting in all Social media networks to reach maximum Candidates:

It’s not only the ‘what’ and ‘how’ that plays an important role in your job advertisement; the ‘where’ also plays a crucial role. After all, what use is it to have the perfect job description if no one actually sees it? You want to reach the best candidates, no matter where they are situated.

For this reason, place your job advertisements on every job portal you can find! Multiposting makes this possible with just a few clicks. By the way, you don’t have to achieve maximum reach everywhere. Try searching locally, especially in the region where your company operates. If you can reach a large number of candidates who don’t need to move location for the job, the likelihood of a successful match increases automatically.

3. Google for Jobs Promotes Search Engine Optimization for Recruiting:

Google for Jobs was launched in several European countries in 2018/2019, jobs from job portals and career websites of German companies were indexed for months before the launch. Job Search on Google is an optimized job search within the normal Google search. Google changes what the user sees in the search results depending on the information they enter regarding the type of job and location.

To do this, Google uses data from job advertisements that are already available in digital formats in job portals or career websites and displays the three most relevant search results together with the source. Find out what companies need to do to have job advertisements appear in Google for Jobs. Included is a checklist for your own job advertisements!

4.Best Candidate with Active Sourcing :

Active sourcing means proactively approaching candidates and engaging them in a direct and personalized way. This recruiting trend requires HR employees to contact high-potential candidates themselves and to forge professional relationships through a variety of channels. Even if there is no current interest, you can keep in touch with strong candidates in this manner.

The big advantage of active sourcing is that recruiters can get in touch with candidates that other companies don’t even know about. Unless a potential employee applies for a vacancy, they will go unnoticed by most companies. As a result, HR departments often forego great opportunities because candidates with high potential are less active in their job search and are thus excluded from the recruitment process.

5.Use of Social Media networks with Social Sourcing:

The internet has radically changed the recruitment process in recent years. Who would have thought that one day Facebook or Twitter would help connect recruiters and jobseekers?

It is not only social recruitment and placing jobs on your company’s social media channels that play a role; companies now use their social networks to proactively search for potential candidates. This is known as “social sourcing”.

How does it work? For example, you could post job ads in industry-specific Facebook groups. Or you could use Twitter hashtags to narrow the search and make it easier for candidates to find what they’re looking for. What’s more, you could place your ads on LinkedIn so that candidates can apply using their profile, or, alternatively, you could send direct messages to promising candidates on the LinkedIn platform.

This way, recruiters can also actively forge relationships with interested applicants and encourage them to apply. This is particularly effective if you want to appeal to the younger generation of employees.

6.Skill Matching for the Right Candidate:

Skill matching allows you to narrow down applicants in a quick and efficient manner. Instead of viewing and comparing CVs manually and weighing up how plausible they are, you can use an applicant management software to help you with your skill matching.

Define criteria for the ideal candidate that precisely match the requirements for the job. The recruiting software automatically retrieves data and uses matching algorithms to match the skills required for a job with the candidate’s credentials.

The result is an immediate, high-quality forecast as to whether the applicant is suitable for the job. After pre-selection, the applicant data is automatically shared with the specialist department. This enables all relevant stakeholders in the recruiting process to get a first-hand impression of the candidates.

7. Understanding of Human Nature Meets Technology :

Future-oriented recruiting is digitally supported but is still dependent on human beings. Without capable recruiters, there can be no successful recruiting. After all, data and modern technologies are only a means to an end. The recruiting process continues to be characterized primarily by interpersonal relationships. In order to use the data and new technology to optimize the recruiting process, people and their judgment are also very much required.

Nevertheless, digitalization has fundamentally changed the skills profile of HR employees. Recruiters still need an understanding of human nature in order to act as a successful mediator between a candidate and the company. In addition, recruiters today need to have a digital mindset, possess analytical skills and feel comfortable using HR software and new tools. As a matter of fact, successful HR managers are already using software-based HR solutions for applicant management.

The training and development of the HR department is, therefore, a foundational element for successful recruiting in a company. Accordingly, the HR team should be supported by management and specialist departments and receive ongoing training. Training on how to use digital HR solutions and new technologies should take place on a regular basis. This is why successful HR managers use personnel development software to screen the qualification status of their employees.

The more companies use data analysis, the more the HR department can influence the company-wide strategy. The recruiting of the future requires measurability and data-based decisions to be made in HR departments. According to an IT Study, 71% of the companies surveyed gave priority to employee analysis. However, only 29% know which aspect of talent management actually affects performance in their organization.

Perhaps you’ve already heard of Recruiting Analytics and Big Data? Thanks to Recruiting Analytics, recruiters can now use their own data to find out which recruiting steps affect performance.

In addition, Recruiting Analytics help to narrow down the selection of candidates and enable you to find the best candidate more quickly within the framework of talent analysis. Big Data is generated from existing company data and is transformed into insights about your company using machine learning algorithms.

 

Know What Happened With ISRO’s Chandrayaan-2 Landing Mission

 

Know what happened with ISRO's Chandrayaan-2 landing mission.As the nation waited with bated breath, India’s Chandrayaan 2 mission edged closer to the Moon’s surface in a bid to script history. After being sent into space from ISRO’s launch pad in Sriharikota on July 22, India’s most ambitious deep-space mission to date traveled 3,84,400kms, before eventually being undone merely 2.1kms from the lunar surface.

According to ISRO, the Vikram lander had successfully completed the rough braking phase after descending on to the Moon’s surface. It then started off its fine braking procedure and as ISRO awaited final confirmation of the fine braking procedure, we were informed shortly after that ISRO has indeed lost communication with the Vikram Lander.

As per the space agency, ISRO was trying to establish contact with Vikram Lander during the final phase of descent on the lunar surface. Crucially, this happened just when ISRO started plans for the absolute navigation — when the lander would reach around 400 meters above the landing site to commence vertical landing procedure.

However, at an altitude of 2.1km, Vikram lander went dark and all data communications were lost. Although ISRO canceled a press conference it had to hold after the mission’s unexpected end, it did, however, explain what had transpired.

As such, there is no concrete information about the fate of the Vikram lander. However, considering that the signal from the equipment has gone dark, it is quite possible that we may have lost it to the most crucial and difficult phase of the mission — something that was also described by K Sivan as “the 15 minutes of terror” a while ago.

While many of us are still trying to understand what had transpired, India’s Prime Minister Narendra Modi did leave the scientists and the nation with some words of optimism.

Addressing the scientists after the link with Chandrayaan-2 lander was snapped, Prime Minister Narendra Modi said, “Nation is proud of you, be courageous.” Congratulating team Chandrayaan 2 on their achievement, In every accomplishment “There are ups and downs in life. This is not a small achievement. The nation is proud of you. Hope for the best. We congratulate all of you. You all have done a big service for our nation, science, and mankind. All Indians are with you all the way, move forward bravely.”All the best ISRO.All Indians Proud were of Indian Scientist.

                                                          *** JAI HIND ***

7 Tips for Creating a Positive Work Environment at Office:

7 Tips for Creating a Positive Work Environment at Office:

One of the great things about working in a small business environment is that everything feels more personal and people have the chance to feel seen. This, however, can create some troubles if special care is not being taken to maintain positivity amongst the team. As you prepare your staffing plan for your small business, it is important to consider how those being interviewed will contribute to the team’s motivation and happiness.

As much as the team members play a role, so does management.

MAINTAINING MOTIVATION FOR A HAPPY TEAM :

Communication between management and their team, as well as between team members, is essential if things are going to run smoothly. Management can promote this by have an open-door policy, which will make everyone automatically feel more comfortable expressing their ideas and concerns.

Employee Empowerment. If employees feel empowered they will be more comfortable making decisions and taking action when it is necessary. Managers cannot be the only ones responsible for doing this all of the time, and if they give enough strong guidance, employees will be able to confidently take the appropriate matters into their own hands.

Working As A Team. Team spirit is a leading positivity motivator. It brings people together and makes them feel good about the goals that they are collectively working toward. Give them a reason to celebrate these victories when they reach them with rewards (like parties or gift cards).

Pleasant Surroundings. People want to look forward to being inside the space that they work. The physical environment is created by the business owner, but manicured and maintained by management and the employees themselves. Plants, seasonal decorations and cleanliness will help keep things warm and inviting so that everyone can enjoy their time and feel comfortable at work.

Showing Appreciation. Knowing that their efforts are recognized and appreciated motivates individuals to continue working hard. A simple “nice job” or “you really helped me today” will show a person that, though the day may have been challenging, that it was worth it. If an employee really goes above and beyond, this can be an opportunity to reward them, which will motivate others to work in the same way.

Keeping Things Fun. There are many ways that people have fun. You can go bowling or have parties every so often to take the edge off of outside a tight working environment, but there are also other ways to have fun while working. This kind of fun comes out of good connections with coworkers and when people truly feel respected and appreciated for who they are. When teams work together and are allowed to enjoy their work, the fun will happen naturally.

Celebrate Milestones. It is important to show appreciation in small ways here and there as people continue to grow and make achievements. Take this even further by celebrating your team when they have a birthday, received a promotion within the company, or have been with the company for a number of years. This gives everyone a feeling of true belonging and worth.

IN CONCLUSION :
Positivity is contagious. People want to look forward to going to work, and the more positive each person is when they do so, the more it will spread. It is a leader’s job to instigate and promote this positivity, but it is also up to the team to carry it through. For more information on how you can staff your small business with people that will truly contribute to the positivity of your team, reach out to us here.

Advantages of Hiring through A Placement Agency

so many jobs being advertised in Naukri, Monster, Shine & many more advertising channels may be overwhelming to consider the best approach, to attract candidates with the right qualifications.

Whether you’re looking to hire an experienced Manager, a junior employee, or bolster up an entire team, specialist placement agencies offer a range of benefits, including an effective and streamlined process. Engage a placement agency to ensure results and grow your business through placement Agency.

Why Should You Use A Placement Agency?

There are many reasons that a Placement agency helps you in finding and securing the right talent candidates for your requirements. The reasons outlined below, highlight the benefits of hiring an external Placement agency, in selecting the best candidate for your requirement to join your team.

Interview Process of BLOOM

Knowledge in IT Industry :

When it comes to searching for the right talent candidates, businesses have specific requirements across each industry. An experienced placement consultant who specializes in an IT industry to candidates who have the right set of qualifications. Specialist recruiters will provide a shortlist of candidates who are appropriate for the role, whereas internal teams may have to sift through countless resumes of unqualified applicants.

The Placement agency should understand the relevant & active requirements and legalities surrounding the industry they’re in. placement agencies who specialize in the medical, financial and legal industries will be able to issue expert advice about employee legislation that applies to these niches.

Access To An Extended Talent Pool:

As the saying goes, it’s not what you know, but whom you know, and specialist agencies are more likely to attract qualified candidates than other recruitment channels.

Agencies with knowledge in the placement sector have access to promotional tools that will ensure their job advertisements reach extended audiences. People who are actively seeking employment are more likely to see these placements and submit their application.

Understanding & Improving Employer  Brand:

Employer brand is key to finding great talented candidates for the requirement and placement agencies understand its importance. A fully briefed recruitment consultant can provide candidates with a feel for the company culture and insights behind what it’s like to work in your business.

 Validation of Candidates quality :

It is within the recruitment agency’s interest to verify the candidate’s qualities and ensure they are suitable for the role. Placement agencies have the resources and tools to validate an applicants credentials, seek references and perform the appropriate checks.

These processes often take time to execute and may not be completed by smaller businesses or internal HR teams who are inundated with new staff.

Assistance With Negotiation:

Placement agency who understand the needs of their clients have a better ability to negotiate with applicants than internal HR teams.

Experienced placement consultants with a strong understanding of niche industries are positioned to provide advice on market rates for salaries and conditions across specific industries & in the market.

Efficiency & Speed :

A placement agency saves your time sifting through applications so that you only have to spend time looking at people who are worth considering for the requirement.Placement consultants will take care of the administration that goes into finding great people. These tasks include communicating with applicants, notifying unsuccessful candidates, providing feedback, and verifying candidate information.Your consultant will collate all of the candidates’ queries so that you can deal with them in one go. This often helps businesses to save significant amounts of time during the hiring process.

Find the right talent for your business through Placement Agency:

www.bloomsolutions.com

 

How to Grow your business with contract staffing Service Company:

There are 5 basic steps to start and grow your business with a staffing agency. Following these five main important steps that will help you start and steer the agency in the right direction.

Placement Agency in Bangalore

Grow your business by Staffing Agency

1. Evaluate your skill set:

You must have four specific skills to be successful in this industry. You must know how to:

*  Find the right employees
*  Find clients based on our services
*  Match clients and employees
*  Manage personnel/employees

All of these skills are equally important. If you don’t have one, your company will fail. Examine your skill set and determine if there are any gaps. Fill any gaps by hiring (or partnering with) the appropriate people.

2.Support the right industry :

The main & important thing about running a successful agency is supporting the right industry. Determine the market needs and ensure that your company fulfills them. Understand the supply/demand cycles of your selected industry.

Generally, the staffing industry includes three segments:

  • Office/clerical
  • Industrial
  • Professional/technical
  • However, focusing on an industry segment is not enough. Develop a very specific niche within your based on your services then It’s easier to start within a small sub-specialty and grow from there.

3. Determine startup costs: Startup costs can be divided into two categories: establishment and operational. Many of these are one-time costs and must be paid before you can take on your first client. They include:

* Legal setup expenses (entity formation & contracts)
* Computers
*Software (HR)
* Insurance

Operational costs are the costs you pay to find employees, clients, and to deliver your first months of services. Generally, higher-skilled job assignments require higher startup costs because salaries are higher, testing needs are more complex, and you must present a polished image.

4.Determine where to find your employees :

Finding employees is hard – very hard. Before contacting candidates, ask yourself, “Why someone would want to work with my company?” Why are you different and better than your competitors?

If you don’t have a good answer, don’t proceed. Fix the issue first. Differentiate yourself from other staffing agencies.

You can recruit employees through the usual means. You can use job boards, LinkedIn, contacts, referrals, and so on. There is one catch, though.

5. Find clients (marketing and sales strategy):

Now -a -days finding Employee & finding Client is very difficult. Competition is very high in the market for all the business. From a client’s interpretation, your company is “just another staffing agency.”

Why should clients work with you – instead of with your competitors? What does makes you different? Better or best? Do not look for clients until you have good answers to these questions.

The common places where staffing agencies look for clients include :

* Internet
* Newspaper
* Trade publications
* Word of mouth
* Networking
* Cold calling

All these methods are fine. The problem is that everybody uses them. You will be hard to spot in a crowded and competitive market.

Develop creative ways to get clients in your selected industry. But that is only half the work. What can you give them that your competitors can’t?