Category Archives: staffing services

How does the future look like in IT Outsourcing Industry

           How does the future look like in  IT Outsourcing Industry

Outsourcing has always been forced by –only for it to rise to new levels of scale and innovation. with the development of the user of cloud computing, companies will very unlikely to prefer having their own set of IT assets and infrastructure. A simple “Sublet and use” model is something which helps them to be free for maintaining &  handling the problems of their own related  IT infrastructure and the very same time, it is available at a cost-effective price too.  In fact, that the revenue for a majority of outsourcing service providers came from application development, application maintenance, and implementation, and the fact that there was no software to install, maintain or develop in the cloud computing model – the cloud computing was seen as a threat to the outsourcing model. Today, outsourcing service providers have been converted the cloud threat to an opportunity by offering services to organizations who want to build their own private clouds or those who want to migrate from traditional on-premise solutions to the cloud computing. In summary, outsourcing will remain the same and will continue to remain with an imposing force – through the scale and the types of services to be offered in the future it may differ extra-ordinary.

Do you want to see them, how would be the future of outsourcing really look like? The speed with which we see a shift in trends and technologies in the IT industry, it is really tough to take a viewpoint and comment on the IT sector where is IT Outsourcing heading to? Still few macro trends are there that we can see on the horizon, and which can form the core components of outsourcing business models in the near upcoming trends. In below there are some of the few trends, which we feel would play a very important role in deciding the future of IT outsourcing industry.

Trend1: A technology changes to “Everything as a Service” :

Started with “Software-as-a-service” to”Infrastructure-as-a-service” to “Platform-as-a-service”, thanks to the cloud, we have reached a state where the model has been changed to “Everything-as-a-service”. Today, most of the services are offering in a virtual way. So hence Customers, will not worry where the service is coming from. The word ‘offshore outsourcing’ may lose its relevance and a more appropriate word such as ‘virtual sourcing’ may eventually take its place. Services are consumed by a self-service model and will require minimum intervention from the service provider. While today we already have Storage-as-a-service, Communications-as-a-service, Network-as-a-service, and monitoring-as-a-service, the future will represent a catalog-driven model, where customers will pick and choose services off the shelf with defined expiry dates.

Trend 2: Future belongs to automated self-service platforms : 

Most IT Services are now commutated and this trend is most likely to stay in the future. We will define outsourcing service providers has the ability to offer automated self-service platforms which will allow customers to use the platforms of the service providers for performing tasks such as testing or development. Organizations will have the option of creating their own tasks on these self-service platforms, and monitor them using practical tools which are provided by service providers. For example, a customer may use a standard platform of a service provider to centralize processes and apply common standards and rules to ensure consistent practices across global locations. Using steps and processes clearly defined in the platform, global organizations can apply automated technologies to enforce enterprise policies.

Trend 3: Coming together with an “Investor-Venture” mindset :

In the upcoming generation, we may see organizations take an investor like to reach and fund joint initially with outsourcing service providers, where both sides invest to create a favorable risk-reward ratio. The co-creation can be in the form of products or service-led modernization, where the client organization looks to make investments to boost up the business to the service provider’s capability to develop products or modernized services and reduce time to market. This will not be similar to marketing alliances but will involve the significant amount to improve the processor system innovation. The same product or service may then be offered to other clients of the service providers, the service provider and client gets equally shared the revenues and profits. For example, a large airline can be used to its knowledge and expertise to a cloud hosting company to build a core solution for other small airlines to built frameworks., in association with a technology service providers.

Trend 4: Crowd Sourcing :

While crowdsourcing refers to the art of using the power of the crowd to solve problems or tasks, it has not been harnessed to its full potential in the world of outsourcing. Going beyond the usual tasks of crowdsourcing, outsourcers will seek the help of the community in developing an algorithm, code a new program or create a new method to build a better IT architecture. To do this, outsourcers may set up a managed crowdsourcing model with the help of service providers, who may define the way the process must work through a well-defined workflow or template. Crowdsourcing has the potential to dramatically alter the way outsourcing is done today, as it allows outsourcers to tap individual talent located in disparate corners of the world. Crowdsourcing can also help outsourcers develop quality solutions, as the community can rank the best solution for a particular issue or problem.

Trend 5: Outcome-oriented models :

With the growing adoption of cloud computing and the popularity of the “pay for what you use’ to reach, One can expect outsourcing agreements to be defined by outcome-based models where the service provider gets a huge opportunity to demonstrate its capability based on the level of efficiencies to achieve or the market share gained. This is a win-win situation for both the service provider and the client, as it focuses on the value generated by the deal.
However, as customer value is not a static asset, service providers will need to continuously reinvent themselves as markets emerge, technologies change, economies rise or fall and most importantly change based on what customers want and expect. If they succeed in doing so, they can easily convert small projects into engagements and engagements into long-term relationships.

For More Information  Please Visit Our Website: http://www.bloomsolutions.com

 

Future of IT Staffing in India

       Future of IT Staffing in India  

The Rapid growth of MNC’s is double raised with a great domestic organization’s ventures. Our Country India has placed in highest Position for the demand for staffing is like never before in the past decades. The whispers in the Indian market are that the staffing & recruitment in India is expected to grow more significantly by upcoming years.

Recently, Indian Staffing Federation (ISF), The top body of flexible-staffing industry in India comprising of about 30 members from the staffing industry, organized a National Conclave on Staffing – ‘The future of Employment to energize the recognition of staffing as a choice of employment both by employers and society’. It was noted that at a time of prospering the economy back, staffing could be a strategic and cost-effective approach taken by the companies.

In Staffing, India is one of the top countries among the five top nations in Staffing Services. “By the Economic Survival report, it becomes the more viable to make necessary provisions, like setting up guidelines to encourage the contract staffing in areas of roles, industries where it can add topmost value”.

India has been predicting to be among in the all largest staffing countries along with Brazil, China, and South Africa by the global staffing market. Staffing in India, like other developing countries, is at a very vital juncture as a large proportion of the workforce belongs to the unorganized sector having low or almost no social security. From current global experience, the demand for flexible staffing (for providing flexible solutions to both workers and employers) would increase predominantly in the coming years. In 2013, a modest growth rate was noted in the Indian Job market, owing to the increasing number of executive search firms and large-scale hiring by the public sector.

According to a report by Staffing Industry Analysts, the Indian staffing industry is estimated at Rs 26,650 crore, wherein flex (flexible) staffing accounts for 75% and is worth Rs 19,900 crore, permanent recruitment accounts for 12%  (worth Rs 3,250 crore) and other services 13 % (Rs 3,500 crore).

Nowadays the contract staffing increasing day-by-day.! The main reason for incessant contract staffing is to reduce risk factors and as a strategy to extenuate the risk uncertainty associated with the inflow of projects. It is something to do with the way the companies do their project costing. In real Life, contract staffing is lavish than the regular staffing except that the overhead in expenditure is less & Also, most of the contract staffing is for short-term assignments. Generally, no company wants to have regular staff for their 100 %requirements, and go for contract staff for 30 – 40 % of the total capacity requirement. This trend will continue irrespective of the quality issue because no company will be completely sure of their project inflows. Hence, contract staffing will continue to flourish.

Staffing Services by Bloom Software Consulting, Contract Staffing, temporary staffing.

 

 

Recruitment in the Social Media Platforms: Moving Toward an Intelligent Future

          Social Media Platforms: Moving Toward an Intelligent Future in Hiring

 

The rise of the social media platform is rapidly changing the rules of the recruitment game. Employee loyalty is on them degeneration, leading to growing talent attrition. This is also in part due to changing workforce demographics such as greater participation from a demanding millennial population. At the same time, unrestricted online marketing of jobs and ubiquitous connectivity have led to resume overload – recruiters are inundated with resumes, making it challenging to identify quality candidates. With more than 40% of all global employers reporting a shortage of talent, competition for human resources has become fierce – a situation further aggravated by the emergence of small and agile companies.

The result: Increased cost of hire without a corresponding increase in key performance indicators (KPIs) such as time-to-hire or quality of hire. It’s becoming increasingly clear to staffing organizations that they will need to move away from traditional decision-making models and adopt data-driven decision making to deliver greater value and efficiency.

How Social Media Platforms Helps Recruiters in Hiring : 

Several staffing leaders at global companies are making the digital (Social Media Platforms) transformation of their recruitment function a strategic priority. According to Global Recruiting Trends 2017, 39% of participants are looking to invest in new technologies while another 34% want to focus on innovative recruitment tools for assessment and interviews. Rapidly and creatively deploying innovative solutions leveraging next-gen technologies can help drive recruitment success in the new digital world.

  • Mobiles & Social Media Platforms underpinned by analytics for recruiting on the move.
  • Sharpening market and candidate intelligence to identify and target top candidates.
  • Enabling data-driven recruitment to achieve superior efficiencies and agility.
  • Deploying artificial intelligence and automation for competitive advantage.

To stay ahead, constantly look for ways to future-proof recruitment : 

As a purely information-driven function, recruitment is being impacted by digital disruption more than any other industry. Emerging technologies such as blockchain have the potential to further transform the industry. The candidate database, which has so far been a source of competitive advantage to staffing organizations, can come under threat as all essential information about candidates can be shared on a secure immutable blockchain network. This, in turn, can make candidate resumes redundant and disintermediate the entire value chain! However, the situation would be better if blockchain and smart contract based autonomous recruitment systems are explored as new revenue streams. It’s time to reinvent business models and make these technologies the engines of future growth and success.

 

Keeping up with the changing trends in Hiring

The IPL 2018 series has become the topic of conversation at every table all the way from office desks to dinner tables. I am taken a back from the time my grandfather would actually invest days in following test match cricket series. Things certainly changed and for the better with a younger generation getting one day series. But for someone like me T20 is perfect.

I still remember watching the first session of cricketers auction at the beginning of this yearly Cricket Fest that swept over the nation. It seems like change is a part of human existence. After all, even the Kardashian’s know that you need to keep up with them. Why should hiring be monotonous?

Generations change, technology develops so does the way people think and polish their personalities. Its’ time the recruitment world kept up with the changing trends in Hiring.

If you are updating yourself with the changing trends or looking to get a foothold as a recruiter, then take a quick read into the new trends.

  1. Accommodating the New Comers:

Every year you will find graduates and post graduates getting launched into different industries. Always, remember that there is plenty of jobs and new projects in the market and all you need to do is get those requirements. So that, there is room enough for the experienced and the freshers to grow and promote the projects, skills and development simultaneously. So, don’t rule out on freshers yet, at least not unless the requirement specifies.

 

  1. Global change in Trends:

It’s common notion that you either have to think and plan either local, global and at times glocal. In this case, it’s something similar, unless there is a clear niche skilled technical requirement it is important that you be flexible that people with certain education can multi task and end up with a thriving career in another field. A, B.Com graduate can end up being a Sr. recruiter for an IT consulting firm. This is because that individual can understand technical requirements better than someone with an engineering background. This is the new trend simply because it is more about following your interest rather than just going by the norm. So, be accommodative when you are hiring after all this is the global change in trend.

 

  1. Keep a check on the conversion rates from sourcing to offers:

With the growing number of freshers each year and people changing careers, it is important that you keep the ratio of conversion rates clear, when you are hiring. Remember, it is always in the ratio of 10:1, i.e. for every 10 candidates that turn up for the interview it is just 1 that gets offered. When you are looking at 10 candidates turning up for the interview, it strolls back to 45 profiles sourced for a single position to 25 profiles shortlisted to 15 – 18 interview scheduled. So, if you are new or are struggling with the changing trends and are unable to close maximum positions on a deadline, Don’t Stress! You can always reach out to staffing solutions firm for assistance and support.

 

If you are finding it hard to close some niche positions or are unable to have a good turn up at interview drives than staffing services can be you timely help. In my career the difficult positions in recruitment were the niche skilled requirements that need to be closed under a deadline of few days and contract positions that are project based. In such situations it is always important to play it safe by looking into contract staffing and permanent staffing solutions.

If you are passionate about recruitment or are returning to career after a sabbatical or simply looking for a change of career then, you can always try being an HR Recruiter. If you are from IT background then, a career as an IT Recruiter can be your option.

Hiring the right people can change your company’s productivity!

It’s a cold pinch feeling when you come across a resignation mail of an employee you invested in training for the last year. Thoughts of self-reflection, whether I made a wrong judgement call in hiring the per

son. The questioning round of the senior management, the cold stare of the team and the coming short of explanations for loss of time, efforts and resources invested simply in a wrong hire.

On the other hand hiring a right person can result in enhancement of your company’s culture, team building and the productivity of the company. While, it is a dream to make sure that every person hired is the right one for the company, job role and designation. Getting it 100% accurate every time – well is a dream. But along the way there is no rule against getting close to accuracy most of the time.

Every successful person will tell you that hiring the right people for the right job is the key to increasing your company’s productivity. So, how do you know that the one you are interviewing is the right person for your company?

Here are few tips to keep in mind while sourcing, screening or interviewing.

  1. Make a note on their commitment level:

When approaching a deadline we find ourselves focussing more on skill and availability for job change among the crowds of people on job portals. Then its location – city, area, travelling distance, salary, etc… No doubt all these points hold importance but in between all this make sure to note on their commitment level to each company.

 

  1. Look beyond CV into personality:

During the interview process try looking beyond the CV into the individual’s personality. Notice their communication skill, check if it is a strong or a week point. Observe their attitude – try hiring happy people. Among the stress of daily routine it is important that you try hiring happy people who will find reasons to show up at work more often than the obvious burdened individuals.

 

  1. Think outside the box:

Statistics does report that most individuals interview at least 2 or 3 companies before they take up a new job. If you are going to go with the generic questions and I don’t mean the technical one’s but a round of questioning which shows the level of temperament, commitment and an insight into an individual’s background that is not on the resume. The pros of this is when you hire the person, you would have already set a bond or a connect with them. This will help you when it comes to employee engagement.

 

  1. Passionate Individuals is an added advantage:

While, it is a growing trend in the IT industry to look for a job change every 2 years for a salary hike. It gets difficult to hire someone you know might continue with the trend. In such a situation, look for people who are not looking only for a salary hike but are passionate about a particular skill that comes naturally to them. Look for people whose skill set has been growing and are not in the constant job change trend.

 

It is not easy to keep these small intricate details in memory when you are under pressure of completing your work, trying to meet deadlines and looking to hire someone with the exact skill set as per requirement. In cases like that, it is always best to go to a pro, i.e. rely on staffing services to help you with the requirement. One of the best features of utilizing the assistance of staffing services is that if your project requires contract staffing or permanent staffing. These recruitment agencies make it possible with their dedicated team of individuals who are trained to look into every facet of a candidate to make the entire hiring process an easy and reliable one.