We’ve covered a whole range of topics related to the full cycle of Recruitment and dealing with the various processes involved right from the immediate contact stage and on-boarding stage. But have you considered the Role of HR in Company Compliances?

But if not then, you’re in luck we @SourcingAdda will be covering this topic soon. Thanks to our Gujarat group member Vaishali who wanted to discuss on, “What is the role of HR in Compliances when HR’s are not involved in company Compliances?” but before we proceed with the discussion remember to view the key take a way pointers right after to facilitate learning. Therefore let’s begin…

Now there you have it, the conversation that took place and after reviewing the information shared you’ll agree that we’ve got interesting insights. So let’s enhance our learning by viewing the key take away pointers so here goes…

What Are Compliances

• It is necessary to go back to the books to find out the aspects that one needs to consider and pay attention to the motivational factors.
• Compliances are hygiene i.e. a set of rules and regulations that all parties involved need to know and follow for instance, the maternity leaves are hygiene but you can add more work from home and other privileges to make it a motivational factor.

Who decide the Compliances and their Purpose

• Compliances are defined by senior HR bodies / HR directors for smooth functioning of the organization.

Role of HR in Compliances

• The role of HR persons is to help in developing a uniform implementation of the same and making everyone aware about the compliances.

Responsibility of Compliances lies with whom?

• Compliance is everyone’s responsibility besides it’s not only for the Head of Finance or Head of HR or MR.

Who should view the Compliances?

• Talent Acquisitionist
• HR
• Head of Finance
• Head of HR
• MR
• Therefore it is important for such individuals as mentioned above to refer to –
• 3.2 and 4.5.2 clauses of 9001:2015

Specific to HR

• As an HR you must have an in depth knowledge about –
• Factory Act 48,
• Minimum Wages 36,
• Maternity 61,
• Child Labour 87,
• Apprentice 61,
• Bonus 65,
• Gratuity 65,
• Contract Labour 70,
• PF 52

HR in factory environment

• Especially if they are into the factory environment there is no harm if corporate HRs additionally know about –
• Company Act 63
• Shop & Establishment Act
• Cyber Security Policy

Current Scenario

• Most companies follow their own rules and regulations
• Most HR functions are usually understaffed hence they are overworked
• From the HR side companies need to implement the rules but majorly sales head and finance heads decide the rules and compliances that companies need to carry out
• Usually the HR is directly involved in such process and they need to realise that this is their cup of tea

Important of Compliances & Non – Compliances

• Non-compliance can have an impact on the financial and reputational risks of organizations
• Besides the HR function is one of the critical components of an organization
• Irrespective of whether there are compliance issues or not, it is important for the HR function leaders (CHRO, VP of HR, etc.) –
• To keep other executives up to date on potential HR compliance risks
• As far as possible recommend remediation where ever applicable

When to conduct Compliance Audits?

• Therefore conducting HR compliance audits at regular intervals should be a part of an organization’s overall strategy to avoid legal liabilities arising.

Beyond Compliance

• Going beyond Compliance HR could play a pivotal role in ensuring that the Organization adheres to the best practices of Corporate Governance.

Well the aspects mentioned above have covered all the aspects that the decision makers need to be aware of to prevent   financial and reputational risks for organizations. If you’ve read this far then you certainly found something worth your while hence let’s ensure that you keep learning by being an Active learner. How? That’s easy; simply follow these 2 simple steps –

1. Follow us @SourcingAdda to get real time updates to our upcoming activities and events especially #TASCON17 after two consecutive years of success with #TASCON15 & #TASCON16
2. Leave your views or requests to join these WhatApp Groups in our comments section

OR

3. Send us a DM on Twitter to @SourcingAdda with your contact no. and location and one of our representatives will get in touch with you.

We’ve covered a whole range of topics related to the full cycle of Recruitment and dealing with the various processes involved right from the immediate contact stage and on-boarding stage. But have you considered the Role of HR in Company Compliances?

But if not then, you’re in luck we @SourcingAdda will be covering this topic soon. Thanks to our Gujarat group member Vaishali who wanted to discuss on, “What is the role of HR in Compliances when HR’s are not involved in company Compliances?” but before we proceed with the discussion remember to view the key take a way pointers right after to facilitate learning. Therefore let’s begin…

Now there you have it, the conversation that took place and after reviewing the information shared you’ll agree that we’ve got interesting insights. So let’s enhance our learning by viewing the key take away pointers so here goes…

What Are Compliances

• It is necessary to go back to the books to find out the aspects that one needs to consider and pay attention to the motivational factors.
• Compliances are hygiene i.e. a set of rules and regulations that all parties involved need to know and follow for instance, the maternity leaves are hygiene but you can add more work from home and other privileges to make it a motivational factor.

Who decide the Compliances and their Purpose

• Compliances are defined by senior HR bodies / HR directors for smooth functioning of the organization.

Role of HR in Compliances

• The role of HR persons is to help in developing a uniform implementation of the same and making everyone aware about the compliances.

Responsibility of Compliances lies with whom?

• Compliance is everyone’s responsibility besides it’s not only for the Head of Finance or Head of HR or MR.

Who should view the Compliances?

• Talent Acquisitionist
• HR
• Head of Finance
• Head of HR
• MR
• Therefore it is important for such individuals as mentioned above to refer to –
• 3.2 and 4.5.2 clauses of 9001:2015

Specific to HR

• As an HR you must have an in depth knowledge about –
• Factory Act 48,
• Minimum Wages 36,
• Maternity 61,
• Child Labour 87,
• Apprentice 61,
• Bonus 65,
• Gratuity 65,
• Contract Labour 70,
• PF 52

HR in factory environment

• Especially if they are into the factory environment there is no harm if corporate HRs additionally know about –
• Company Act 63
• Shop & Establishment Act
• Cyber Security Policy

Current Scenario

• Most companies follow their own rules and regulations
• Most HR functions are usually understaffed hence they are overworked
• From the HR side companies need to implement the rules but majorly sales head and finance heads decide the rules and compliances that companies need to carry out
• Usually the HR is directly involved in such process and they need to realise that this is their cup of tea

Important of Compliances & Non – Compliances

• Non-compliance can have an impact on the financial and reputational risks of organizations
• Besides the HR function is one of the critical components of an organization
• Irrespective of whether there are compliance issues or not, it is important for the HR function leaders (CHRO, VP of HR, etc.) –
• To keep other executives up to date on potential HR compliance risks
• As far as possible recommend remediation where ever applicable

When to conduct Compliance Audits?

• Therefore conducting HR compliance audits at regular intervals should be a part of an organization’s overall strategy to avoid legal liabilities arising.

Beyond Compliance

• Going beyond Compliance HR could play a pivotal role in ensuring that the Organization adheres to the best practices of Corporate Governance.

Well the aspects mentioned above have covered all the aspects that the decision makers need to be aware of to prevent   financial and reputational risks for organizations. If you’ve read this far then you certainly found something worth your while hence let’s ensure that you keep learning by being an Active learner. How? That’s easy; simply follow these 2 simple steps –

1. Follow us @SourcingAdda to get real time updates to our upcoming activities and events especially #TASCON17 after two consecutive years of success with #TASCON15 & #TASCON16
2. Leave your views or requests to join these WhatApp Groups in our comments section

OR

3. Send us a DM on Twitter to @SourcingAdda with your contact no. and location and one of our representatives will get in touch with you.

We’ve spoken so much about catching the needle in the haystack talent and also gone over the aspects of on-boarding Candidates. We’ve discussed the importance of joining goodies and the role it plays in retaining them. But have you ever thought about the company’s hiring policies especially when we’re dealing with relative hires?

If you haven’t yet thought about it then here’s a chance to begin by reviewing the WhatsApp Group chat that we had on, “What are the policies governing the Employment of a HR staff relative in the same company?” upon the suggestion of our Pune group member Shikha. But before we get in to that be sure to view the key take a ways right after.

This brings another conversation to an end with important inputs to add to your learning. Having said that let’s check out the key take away pointers to facilitate learning and review what we’ve learnt so far therefore let’s begin…

How to Prevent Conflicts of Interest (COI) due to Relative hires?

• To prevent conflicts companies should avoid having –
• Related employees involved in a supervisory or reporting relationship with one another,
• Relatives transferred, promoted or hired inside a reporting relationship
• An employee as a part of a hiring committee when there is a relative interviewed for the position
• Follow minimum ethics like not having a relative present within the interview panel
• Don’t have referral bonus for Managers to hire a resource; reporting to them
• Usually mid-sized companies prefer not to hire direct relatives of HR personnel due to the exposure to confidential information.
• Have some checks and balances in place and make sure a person is hired for the role as per their talent.

Well now you know what aspects you need to bear in mind to avoid COI from arising entirely. As long as these measures are put in place and followed; it will definitely prevent COI and facilitate performance. In order for this to work you need to be absolutely sure that the Talent you’re hiring isn’t related to the decision makers. In the event of a situation where you do have a Talent i.e. related to your  HR  personnel then  be sure to follow the above mentioned ethics to avoid COI altogether.

If you’ve found this information relevant to your particular situation then this has certainly answered your questions. In order to get more of your queries resolved you need to be an Active learner rather than a Passive one. To add to your learning on, “WhatsApp Group Chat – Ways to Scout PhD. Talent Holding Multiple Patents be sure to become a part of these WhatsApp groups

To become a Passive learner and join us in these informative discussion; you only need to follow these 2 simple steps, namely –

1. First follow us @SourcingAdda to get real time updates to our upcoming events and activities
   1. Especially for alerts to #TASCON17 that’s going to be held on 27^th April’17 this time at Bengaluru
2. Second leave you views or requests to join these WhatsApp groups in the comments section below

OR

3. DM us on Twitter to @SourcingAdda with your contact details & location and one of our representatives will get back to you

We’ve spoken so much about catching the needle in the haystack talent and also gone over the aspects of on-boarding Candidates. We’ve discussed the importance of joining goodies and the role it plays in retaining them. But have you ever thought about the company’s hiring policies especially when we’re dealing with relative hires?

If you haven’t yet thought about it then here’s a chance to begin by reviewing the WhatsApp Group chat that we had on, “What are the policies governing the Employment of an HR staff relative in the same company?” upon the suggestion of our Pune group member Shikha. But before we get into that be sure to view the key takeaways right after.

This brings another conversation to an end with important inputs to add to your learning. Having said that let’s check out the key take away pointers to facilitate learning and review what we’ve learned so far, therefore, let’s begin…

How to Prevent Conflicts of Interest (COI) due to Relative hires?

• To prevent conflicts companies should avoid having –
• Related employees involved in a supervisory or reporting relationship with one another,
• Relatives transferred, promoted or hired inside a reporting relationship
• An employee as a part of a hiring committee when there is a relative interviewed for the position
• Follow minimum ethics like not having a relative present within the interview panel
• Don’t have a referral bonus for Managers to hire a resource; reporting to them
• Usually, mid-sized companies prefer not to hire direct relatives of HR personnel due to the exposure to confidential information.
• Have some checks and balances in place and make sure a person is hired for the role as per their talent.

Well, now you know what aspects you need to bear in mind to avoid COI from arising entirely. As long as these measures are put in place and followed; it will definitely prevent COI and facilitate performance. In order for this to work you need to be absolutely sure that the Talent you’re hiring isn’t related to the decision-makers. In the event of a situation where you do have a Talent i.e. related to your  HR  personnel then be sure to follow the above-mentioned ethics to avoid COI altogether.

If you’ve found this information relevant to your particular situation then this has certainly answered your questions. In order to get more of your queries resolved you need to be an active learner rather than a Passive one. To add to your learning on, “WhatsApp Group Chat – Ways to Scout PhD. Talent Holding Multiple Patents be sure to become a part of these WhatsApp groups

To become a Passive learner and join us in these informative discussions; you only need to follow these 2 simple steps, namely –

1. First, follow us @SourcingAdda to get real-time updates to our upcoming events and activities
   1. Especially for alerts to #TASCON17, that’s going to be held on 27^th April’17 this time at Bengaluru
2. Second, leave your views or requests to join these WhatsApp groups in the comments section below

OR

3. DM us on Twitter to @SourcingAdda with your contact details & location and one of our representatives will get back to you

We’ve discussed several topics related to the full cycle Recruitment Processes dealt with resolving challenges that most Talent Acquisition professionals face on a regular basis. We’ve even covered the trending hiring techniques that are practiced and so much more. But have you come across a scenario where you constantly make interview calls that are rendered unanswered by Candidates after conducting multiple follow-ups?  Would you like to find out how you can tackle this situation? If yes then you’re in the right place.

We @SourcingAdda  constantly strive to assist our fellow Talent Acquisitions in resolving challenges that they face and thanks to our member Anshul from the Mumbai Group we are able to do so. Hence our discussion was on, “How to deal with Candidates not answering the interview calls even after multiple follow-ups?” wherein we received an outpour of responses which you’ve missed if you weren’t present. Anyway, you can catch up by viewing the conversation which we’ll be disclosing shortly. While you’re at it you might want to check the key takeaways that we’ll be highlighting right after so stay tuned and let’s begin…

Based on the discussion above we’re sure you’d agree with us when we say the discussion was very informative. Besides after reviewing these highlighted key take way pointers, we’ll be disclosing shortly you’d know exactly why.  So let’s stop beating around the bush and get to the point. So here goes…

Possible Solutions

• Drop a message via SMS or email by requesting a read receipt or an acknowledgment
• Engage them via multiple channels by showcasing great stuff about the company and its culture
• If Candidates appear unresponsive it’s prudent to leave them alone & revert back to the backup plan in terms of alternative candidates such as –
  • Dragging the candidate to court is definitely not a wise thought unless it is an extreme case
  • But there are other alternatives that have terms that if they withdraw the offer there will be a financial penalty but they may turn out to be counterproductive.
  • Another alternative is to drop the candidate and move on
• But bear in mind that there could be genuine cases where you need to take their responses into consideration before reacting using drastic measures.

Accept certain facts

• Realize that no one is so busy to not at least drop a message; in such a scenario it is preferable not to consider them for the role instead of worrying whether they will join.
• Even though we’re changing their lives know that you will come across Candidates who don’t value that but that too is perfectly alright.
• Know that you will have candidates who keep you informed that they are exploring other options as well which is perfectly fair, as we too pursue other candidates simultaneously.

Recruiter Perspective

• Ask them if they are really interested or they are exploring counter offers
• Receiving cold responses or even no response affects the relationship with the Recruiter and their impression in the job market.
• In the initial stage try to understand and get to know more about the candidates else there is no point in processing it to the next level.
• Do your research about the potential Candidate through available sources
• Find out whether the Candidate is really Interested in relocating and what aspects can be utilized to facilitate relocation after evaluating these aspects –
  • Salary
  • Job Environment
  • Place of the journey
• Avoid candidates who swap jobs quickly and take a written commitment for everything at the time of acceptance of the offer.
• You can implement ways and means e.g. like sue them in the court of law if you receive an acceptance from them for the same but they, in turn, play up and don’t join the Company within the specified time frame.
• Find out what their motive for Job Search is –
  • Immediate need
  • Just gathering information
  • Future need if haven’t been promoted yet; if yes, then they are looking out for a change
  • If you’re prospective candidate already has an offer in hand but is stalling for better opportunities to compare.
• Based on the above-mentioned categories find out where they fall in and handle it accordingly
• Remember that what you communicate each time you speak to a candidate matters
• Responding back with a Yes, No or Speak later is basic business etiquette which you should know.
• Focus on how forthcoming a candidate is as this matters as well
• If you come across a candidate who evades calls and suddenly picks up from another number then i.e. a big red flag that needs your consideration.
• Learn to face uncomfortable situations in an honest and forthcoming manner in order to be able to manage complex problems once the candidate joins your organization.
• You need not follow up to a very large extent whereas for others follow-ups and selling the position are required on the role and at the organization.
• It depends completely on whether it is a Candidate driven industry or vacancy driven
• If you come across such candidates know that they are not active job seekers; although they may clear the technical test/interview chances are they will not join.
• In such a scenario it is preferable not to spend your time or the panel’s time on such carefree candidates.

Look at the Candidate behavior from a Candidates perspective

• Look at things from a Candidate’s perspective to understand their behavior and possible reasons for it for e.g. think about it, if you had out of 2 or 3 offers at your disposal you’d compare the offers to find out which is the best one to pick? And it’s a given, you’ll always go with the best opportunity.
• As far as possible look at the Candidates perspective before reacting as sometimes there are Candidates who have a genuine reason for their behavior.

This brings the enlightening conversation to an end with a lot of insights to take back with us. One of the most important ones we avoid as Recruiters is looking at things from our perspective.  Sometimes things are best explained when we take the Candidates’ perspective into consideration.  Without considering another’s perspective we get affected fast which wouldn’t be the case if we focus on these aspects as well; as it helps us understand things better. With clarity in the thought, you are able to react in an appropriate manner which makes a big difference in the long term.

With that being said let’s add to our knowledge and become active learners rather than passive learners to gain insights about the industry we are passionate about. How? That’s easy; simply follow these 2 simple steps …

1. Follow us @SourcingAdda to gain real-time updates to our upcoming activities and events especially, #TASCON17 and to find out more please visit – https://goo.gl/qMGDER
2. a) Leave your views and your requests to join these WhatsApp. Groups with your contact and location details in the comments section

OR

       b)DM us on Twitter to @SourcingAdda with your WhatsApp. Contact and location details

And one of our representatives will get back to you. So if you’d like to gain more insights into the trends or recruitment practices that are followed in the Recruitment Industry for instance, How to identify if a Candidate Joins or simply uses the Offer? Then it’s absolutely essential that you join these groups.