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Embracing the Future: Optimistic Hiring Trends in 2024

In 2024, how companies hire people is changing. This is because the world’s workforce is changing too. But there’s good news for both employers and people looking for jobs. Unlike last year, when many people lost their jobs to save money, this year looks brighter. Costs are more stable now, and technology like AI ( artificial intelligence) offers new opportunities for companies and job seekers.

Hiring Trends 2024 - BLOOM

  1. Positive News for Hiring Worldwide: Even though recent events made things tough, 2024 looks hopeful for hiring. A study by Google says 39% of bosses plan to spend more on hiring this year. And 70% of Americans feel pretty sure they can find a new job.

As the economy gets better and businesses grow again, they need more skilled workers. This means more job openings in different fields, which is good news for job hunters.

  1. Big Job Websites are the Best: Finding jobs online is the new trend in 2024. More than half of bosses say big job websites are where they find the best candidates, even better than their own company websites or referrals from employees. And almost everyone searching for a job uses these websites regularly.
  2. Both employers and job seekers want hiring websites to be easy and helpful. AI is making this possible.

The hiring outlook for 2024 is optimistic because of these changes. Companies are using online platforms more, and AI is becoming more important in finding the right people. To succeed in finding the best talent, businesses need to adapt and embrace new technology.

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 ***

Visionary – V G Siddhartha

The king of CCD V. G. Siddhartha was Founder & Owner of Cafe Coffee Day. He was born into a family of coffee plantation owners from the Chikmagalur district of Karnataka, who today, have been in the industry for more than 140 years.

Siddhartha was a Master’s in economics from the Mangalore University of Karnataka and has two children from his wife Malavika Krishna – the daughter of S. M. Krishna, former Chief Minister of Karnataka and also Indian Minister for External Affairs and Governor of Maharashtra(India)Siddhartha always had the quality similar to that of a naturally born entrepreneur and to top that, he also had a mysterious ability to sniff out a good deal from every situation, too! Professionally, a restless and an extremely quick decision-maker that he is is a diehard workaholic and prefers to stay put for nothing less than 12-14 hours a day and 7 days a week.

And a collaborative of all of that; is a sum-up of his business empire that bestrides retail (Café Coffee Day), financial services (Way2Wealth Securities), venture capital, hospitality, furniture, logistics (SICAL), and land development. Additionally, today Siddhartha holds a net worth of $1.09 Billion.

How it all began?

Siddhartha’s career started soon after he completed his studies! Now, he could have easily survived off the 350 acres of the coffee estate his family-owned, but instead – the ambitious him, decided to start something that appealed to him, something created by him, something on his own! Agreeing to that; his father gave him Rs.5 lakhs and also told him that in case if he failed, he is always welcome to come back to the family business. After that, he first bought a piece of land for about Rs. 3 lakhs and kept the rest in a bank. Later, he landed in Bombay – the city where dreams came true, in and firstly, walked into a Dhaba Hotel and rented a room with a shared toilet for Rs. 120/day at the fort. And all was done when he was at the age of 21!

The next day; Siddhartha had never seen elevators in his life, climbed up 6 floors, He was daily walking into Mahendra Company of JM Financial’s office and that too without any appointment.

After a short wait and a healthy discussion, he got the lifetime opportunity to join Mr. Naveen Bhai Kampani J M Financial Services (now J M Morgan Stanley) in Mumbai as a management trainee/intern for trading in the Indian Stock Market.

During this whole phase, he learned all about the world of investing and also gained the trust of Kampani. And in no time, Siddhartha was handling the accounts of some really big business houses.

Kampani personally trained him to understand the importance of those tiny pieces of gold on the surface and to grab them first, before diving headfirst in the stream. It was because of these wise words of Kampani, Siddhartha began buying his own coffee estates, by trading out the little pieces of gold he grabbed from the then upward trending stock market (if you know what we mean).

Now even though the job didn’t require him to do much, but being directly under the mind of the company, gained him the knowledge that was simply priceless and in fact, even today he considers himself lucky to get such kind of opportunity and for the valuable advice that he received. After working with JM for almost two years, Siddhartha felt that he was ready to come back to start something of his own. He expressed his gratitude to Kampani and that he owes a lot to him and soon came back to achieve what he desired the most – business!

Formation

After 10 years; Siddhartha happened come across a German business owner, who was interested in buying coffee beans from him for his “leading coffee brand in Germany – Tchibo”.

During that brief discussion with the owner of Tchibo, he happened to spell out his story of how his brand had actually started in a small 10 ft. shop in Hamburg, Germany with a bare minimum investment, and how within a span of nearly 40 years, it had turned into a globally renowned Multi-Million Dollar business & the second largest coffee roaster in Europe.

This inspiring tale of the Tchibo gave Siddhartha an outlook of a different world altogether & opened his eyes. It also gave him a wonderful idea, with the help of which, cup by cup he built his Billion-Dollar empire.

At first; cutting the middleman trend, he quickly started with exporting coffee in 1993, and named it “Amalgamated Bean Coffee” trading company and at the same time also bought a near-to-dying coffee curing unit in Hassan and turned it around.

Gradually, his company grew and within a span of just two years ‘ABC’ was India’s largest coffee exporter.

Challenges:

Having done that; this success also began to scare him, simply because if he could do it then any international player would also be able to do it very easily, and the barrier to entry was absolutely nothing.

The visionary that he was; for a fact knew that, whenever the investment climate in India would improve, these big-fat European and US trade houses that he dealt with, would come running and would quickly put up big factories next to theirs, giving a big threat to him.

This forced him to look for long-term survival and dominance in the industry! He thought that building up a brand which had Ground outlets would actually create an unsolvable business model and would make his idea less prone to external threats.

Now at the same time back in the 20th century, South Indians were more driven towards filtered coffee than the rest, and coffee was mainly popular amongst the classes than the masses of Bangalore.

To add to that; the Government policies & the soaring high import and export duties made it even more difficult for Indian Coffee Planters, to keep low prices or to venture out into the International coffee cartel.

Hence, he picked up the task with an aim to change the present scenario!

Siddhartha headed to New Delhi, to convince the union government to end their monopoly over coffee, and returned back with nothing but success. And in a snap, the highly inflated taxes on coffee trade were drastically cut down.

Soon after that; he asked a girl who worked at his office to do some deep market research on the possibilities and opportunities were available to set up stores to sell branded coffee powder.

She studied the market and came back with results after a week. And clearly, her result indicated that she didn’t want him to waste his time and money because the idea had no potential!

Having an internal target of 500 tonnes, this feedback was indeed scary for him, and also because everything of his was at stake, but nevertheless, he decided to take the leap and go ahead with it!

In 1994, they set up 20-25 stores across Bangalore and 20 stores across Chennai which only sold coffee powder.

But soon after the start itself, he realized that margins were very limited in this business and that he would need a better option to survive. That is when luck played its part and in 1995, the café culture globally, picked up and he decided to transform!

It was just the perfect opportunity for him! It was a lifestyle business and a great way to build a brand.

He called in his management team and told them that he wanted to put up cafés across India. Within a budget of Rs.1.5 Cr; he told them to build a nice concept store and to attract audiences to his cafe and pay Rs.25 for a cup (at a time when people paid Rs.5), he decided to make it a Cyber Cafe with Coffee and Internet together.

This idea was even more bankable because, those days the Internet was still a luxury product limited only to the riches, posh places, and cafes.

And with that, in 1996 he set up Cafe Coffee Day!

After two years Siddhartha moved back to Bangalore and with the remaining Rs. 2 lakhs decided to start his own financial firm. During that time, the stock market had crashed & he was looking around for a new investment opportunity that would gain him good returns and thus began Sivan Securities. At first, he bought a stock market card for Rs. 30,000, and then along with that, he also took over a company called Sivan Securities which later went on to be known as Way2wealth Securities Ltd in 2000.

And Siddhartha successfully transformed the venture into a highly successful investment banking and stockbroking company.

Business Expansion

The word about an Internet cum Coffee Cafe went viral and soon his place was the first choice for a hangout, amongst the youth. Witnessing this short success, Siddhartha also went on to open several outlets all over the globe.

And today, “Amalgamated Bean Coffee” trading company (ABC) grows its own coffee in its own estates of 12,000 acres. It is also the largest producer of Arabica beans in Asia and also exports the same to various countries like USA, Europe, and Japan.

As of 2015; CCD makes revenues worth $450 Million approx., employees 5000+ people, and has 1530 outlets across India, Austria, Czech Republic, Dubai & Karachi.

In Addition, Cafe Coffee Day also holds multiple divisions which include:

Coffee Day Fresh ‘n’ Ground
Coffee Day Square
Coffee Day Xpress
Coffee Day Beverages
Coffee Day Exports
Coffee Day Perfect
Coffee Day B2C Plant
Once a man who feared of achieving a target of 500 tonnes, today sells 6,500-7,000 tonnes of branded coffee, exports about 28,000 tonnes of coffee and sells another 2,000 tonnes locally each year, and has a curing capacity of 75,000 tonnes (largest in the country). Additionally; his cafes attract at least 40,000 to 50,000 visitors per week.

Other ventures that he is a part of!

Global Technology Ventures Ltd. – GTV is the venture capital division of Siddhartha’s Sivan & owns 80% of the stake of it. It is a firm that targets, invests and mentors Indian companies which are engaged in cutting edge technologies.
Dark Forest Furniture Company (Daffco) – It is a furniture company which aims to venture into the furniture market by building a 600,000 sq. ft. the factory in his hometown. The company is also in the process of setting up one of India’s largest “Integrated Wood Processing” technologically advanced Plant.
SOCIAL Logistics – The firm is a specialist in transportation and logistics, which includes cargo management, warehousing, ship agency services, and clearing. Recently, they also acquired coal mines in New Jersey.
Other than that; he has also planted banana trees spread across 3,000 acres and plans to export bananas and make almost INR 200 crores out of it.
Lastly, he also part of the board in GTV, Mindtree, Liquid Krystal, Way2Wealth and Ittiam.

Achievements :

Ranked as India’s 2nd most trusted brand in the Food Services segment
Awarded as the ‘NextGen Entrepreneur’ by Forbes (2011)
Won the Brand Equity survey by The Economic Times (2008)
Awarded as the “Best Coffee Bar” by Times Food Guide (2007 – Delhi)
Awarded as the “Best Coffee Shop” by Times Food Guide (2007 – Mumbai)
Received the “Awaaz Consumer Awards” (2006)
Awarded as the “Entrepreneur of the year” by The Economic Times (2003)

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.