A common practice followed in most organisations is shifting the current roles of employees to other roles in different departments. Although, a good option the turnover poses challenges for companies trying to hold on to their best and brightest. For innovative organisations implementing Job Rotation Programs can be a promising retention strategy but the real question is; its success in India.

In an attempt to find out about the success of properly implemented Job Rotation Programs we @SourcingAdda decided to get a practical approach from Talent Acquisitionists like yourselves for a better perspective. And thanks to one of our Bangalore group member’s Rajiv who suggested we discuss on the, Pros & Cons of shifting to roles other than the one hired for; while employed in the current company and its success in India.” With that being said, let’s find out more about it by following the discussion below:

After reviewing the discussion above it was a good discussion as the insights shared were interesting and thought provoking. I think it’s safe to say that for the Job Rotation Programs to be a success in India will take some time.  Nevertheless, it still remains to be a good technique to retain the best and brightest employees given the changing trends in business as well as employment. A great way to try and get a better perspective is for it to be implemented by most organisations as it adds to one’s experience and knowledge. Besides going forward the more skills one has the better are the opportunities available for multi skilled individuals.

We are certain that you’ve got most of your queries answered and are sure you’d like to know more about Industry Ratio for Closures, Screening, Validation, Interview Schedules, Offer & On Boarding. Additionally, if you like to get first- hand and up to date information about such concerns then here’s how you too can gain such insights in 2 simple steps; namely,

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

Recruitment is hard work; add to that the limited availability of Top Tier Talent wherein the competition for the same talent is already high without competitors competing for the same talent acquisition. Moreover, most Recruiters are expected to do reactive hiring which cut shorts the time required to source purple squirrels; as you are unable to focus on developing strategic initiatives such as candidate experience and team collaboration.

Considering this scenario we @SourcingAdda have tried to find out other hiring challenges like product hiring and have come up with possible solutions to overcome them. And we are able to do that thanks to one of our Pune group member’s Milind for suggesting we discuss on, Product Hiring Challenges, Solutions & Difference between Product and Services Hiring. We have even highlighted the insights we arrived at during the discussion which are mentioned under for your review

From the discussion above we can conclude that you need to do your research about the role, gather knowledge about the job role from hiring managers and operational heads to get a general and basic idea about it and proceed to Source Talent appropriately. Also focus on getting information about the product functionality, what are the different end customers, if it’s a large scale or an enterprise product and who may be the competitors for this product.

Once all of this is in place you can then attain Product hiring talent through employee referrals, job portals and social media channels which are a good source for sourcing talent. Some other means of attracting talent is by creating alerts on different channels based on your strings and the logic you applied, posting in different types of Whats App groups that cater to specific or all types of talent, following similar companies, creating and presenting attractive job specs and sharing them through different channels, events and meetups are good options to consider when meeting your requirements.

Moreover, a lot of the hiring decisions are made by hiring managers and operational heads. And although you think you’ve got the right talent and a great hire; you need to realize that a candidate is only as good as a hire provided the decision-maker selects the talent presented. This is another aspect most Talent Acquisitionists like you tend to overlook.

Additionally, we’ve discovered another equally challenging profile is hiring for a Product Design team. The talent available for this profile is very less in quantity but with great quality. And these folks are more aligned towards the B2C space thus it makes B2B a difficult terrain to find talent inclined to this stream. The general difference between Product and Services Hiring is quite simple the focus is on quantity rather than quality.

Along similar lines, we are certain that you would like to know more about the Different Ways to Conduct Post Offer Candidate Engagement having found this information helpful. And if you want to get first- hand and up to date information about such concerns then here’s how you too can gain the upper hand with such insights in 2 simple steps; namely,

1. Follow us @Sourcingadda to gain real-time updates to our upcoming activities and events
2. a) Leave your views requests to join these groups in our comments section below

OR

1. b) DM us @Sourcingaddawith your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

Recruitment is hard work; add to that the limited availability of Top Tier Talent wherein the competition for the same talent is already high without competitors competing for the same talent acquisition. Moreover most Recruiters are expected to do reactive hiring which cut shorts the time required to source purple squirrels; as you are unable to focus on developing strategic initiatives such as candidate experience and team collaboration.

Considering this scenario we @SourcingAdda have tried to find out other hiring challenges like product hiring and have come up with possible solutions to overcoming them. And we are able to do that thanks to one of our Pune group member’s Milind for suggesting we discuss on, Product Hiring Challenges, Solutions & Difference between Product and Services Hiring. We have even highlighted the insights we arrived at during the discussion which are mentioned under for your review….

From the discussion above we can conclude that you need to do your research about the role, gather knowledge about the job role from hiring managers and operational heads to get a general and basic idea about it and proceed to Sourcing Talent appropriately. Also focus on getting information about the product functionality, what are the different end customers, if it’s a large scale or an enterprise product and who may be the competitors for this product.

Once all of this is in place you can then attain Product hiring talent through employee referrals, job portals and social media channels which are a good source for sourcing talent. Some other means of attracting talent is by creating alerts on different channels based on your strings and the logic you applied, posting in different types of Whats App groups that cater to specific or all types of talent, following similar companies, creating and presenting attractive job specs and sharing them through different channels, events and meet ups are good options to consider when meeting your requirements.

Moreover, a lot of the hiring decisions are made by hiring managers and operational heads. And although you think you’ve got the right talent and a great hire; you need to realise that a candidate is only as good as a hire provided the decision maker selects the talent presented. This is another aspect most Talent Acquisitionists like you tend to overlook.

Additionally, we’ve discovered another equally challenging profile being hiring for a Product Design team. The talent available for this profile is very less in quantity but with great quality. And these folks are more aligned towards the B2C space thus it makes B2B a difficult terrain to find talent inclined to this stream. The general difference between Product and Services Hiring is quite simple the focus is on quantity rather than quality.

Along similar lines we are certain that you would like to know more about the Different Ways to Conduct Post Offer Candidate Engagement having found this information helpful. And  if you want to get first- hand and up to date information about such concerns then here’s how you too can gain the upper hand with such insights in 2 simple steps; namely,

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

Talent Acquisitions usually encounter individuals not conforming to the organisations acceptable behaviour and their professional expectations. It’s easy to inform Employees not adhering to the organization’s expectations of punctuality but when it comes to senior-level individuals; that’s the challenge. Whether to allow flexible timing options or different rules for different levels is a difficult one to answer hence a discussion is probably the best way to arrive at a conclusion that can be practically implemented.

Therefore we @SourcingAdda try to help Talent Magnets like your-selves to derive conclusions and come up with a game plan that works for everyone. And we are able to do that thanks to one of our Mumbai group members i.e. Sheeba who suggested we discuss the topic, Opinions on trends followed for office timing and late mark rules for senior employees. And you’d be glad to learn that we’ll be disclosing what we’ve uncovered below so here’s what we’ve come up with…

The discussion above had some very interesting insights to share about how to deal with good or Sr.  Level employees with flexible timings, tweak the timings for certain individuals on a case to case basis and give a timing that is suitable to such individuals especially long-distance travellers. And most of all you need to realize that a lot depends on what type of business your organization is into.

If you’ve found these inputs helpful then you might be interested in learning more about the future of HR as well. And if you’d like to be a proactive learner and would like to know how then here’s what you can do in just 2 simple steps i.e.

1. Follow us @Sourcingadda to gain real-time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

Talent Acquisitionists usually encounter individuals not conforming to the organisations acceptable behaviour and their professional expectations. It’s easy to inform Employees not adhering to the organisations expectations of punctuality but when it comes to senior level individuals; that’s the challenge. Whether to allow flexible timing options or different rules for different levels is a difficult one to answer hence a discussion is probably the best way to arrive at a conclusion that can be practically implemented.

Therefore we @SourcingAdda try to help Talent Magnets like your-selves to derive conclusions and come up with a game plan that works for everyone. And we are able to do that thanks to one of our Mumbai group members i.e. Sheeba who suggested we discuss the topic, Opinions on trends followed for office timing and late mark rules for senior employees. And you’d be glad to learn that we’ll be disclosing what we’ve uncovered below so here’s what we’ve come up with….

The discussion above had some very interesting insights to share about how to deal with good or Sr.  Level employees with flexible timings, tweak the timings for certain individuals on a case to case basis and give a timing that is suitable to such individuals especially long distance travellers. And most of all you need to realise that a lot depends on what type of business your organisation is into.

If you’ve found these inputs helpful then you might be interested in learning more about the future of HR as well. And if you’d like to be a proactive learner and would like to know how then here’s what you can do in just 2 simple steps i.e.

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.