As fellow Talent Acquisitionists we’re constantly focused on meeting our targets by recruiting the needles from the haystack with the desired calibre. While that’s good we also need to be aware of the changing scenario across the Globe and how it can affect the Indian Market.

Staying updated about such developments poses a problem when we’re constantly flooded with information.  Even a simple process of selective attention is hindered and choosing what information to retain becomes difficult. Sometimes just having a simple discussion like our popular Wednesday discussions becomes the perfect outlet to gain clarity of aspects that concerns us. With that being highlighted our discussion was on, “Impact of Brexit on the Indian IT industry and its Effects on on-site opportunities available in European countries” as suggested by our Pune Group member Amruta. And here’s what we discovered…

To draw conclusions is still too early without any base besides a lot depends on how the negotiations take place, the decisions made, the policies and trade agreements drafted thereafter as pointed out by several members resulting in the negative aspects out-weighing the positive ones. More importantly India’s gateway to EU being Britain can have a drastic effect on everything as we know it so read on to find out what these Pros and Cons are…

Pros

1. The Industry miniscule in terms of the overall ratio minimising the effects
2. The probability for major changes taking place immediately is less due to the 2 year delay
3. On-site opportunities will increase for other EU countries
4. Indian companies will focus more on other countries like Nordics & Scandinavian countries
5. Indian organisations are more likely to renegotiate rates with the Brit organisation

Cons

1. IT firms with headquarters in UK are more likely to get affected first
2. Volatility of the British pound is expected if the decision pulls through
3. 15% of India’s total IT revenue comes from UK
4. Major changes in the financial and banking system are expected
5. Companies to set up their offices in Britain
6. Conduct trade elsewhere in Europe
7. Entry to other EUs being problematic can be a setback thus affecting the above two aspects
8. Uncertainty about future policies & agreements between UK and Europe increase

Well the future seems grim but we’re optimistic so who knows the tables might just turn anytime, so stay connected with us @SourcingAdda to receive real time updates to our upcoming sessions, events and activities. In the meantime you’ve got lots to think about so we’re leaving you to your thoughts do let us know what aspects you’ve covered we’d like to hear from you.

As fellow Talent Acquisitionists, we’re constantly focused on meeting our targets by recruiting the needles from the haystack with the desired caliber. While that’s good we also need to be aware of the changing scenario across the Globe and how it can affect the Indian Market.

Staying updated about such developments poses a problem when we’re constantly flooded with information.  Even a simple process of selective attention is hindered and choosing what information to retain becomes difficult. Sometimes just having a simple discussion like our popular Wednesday discussions becomes the perfect outlet to gain clarity of aspects that concerns us. With that being highlighted our discussion was on, “Impact of Brexit on the Indian IT industry and its Effects on on-site opportunities available in European countries” as suggested by our Pune Group member Amruta. And here’s what we discovered…

To draw conclusions is still too early without any base besides a lot depends on how the negotiations take place, the decisions made, the policies and trade agreements drafted thereafter as pointed out by several members resulting in the negative aspects out-weighing the positive ones. More importantly, India’s gateway to EU being Britain can have a drastic effect on everything as we know it so read on to find out what these Pros and Cons are…

Pros

1. The Industry minuscule in terms of the overall ratio minimizing the effects
2. The probability for major changes taking place immediately is less due to the 2-year delay
3. On-site opportunities will increase for other EU countries
4. Indian companies will focus more on other countries like Nordics & Scandinavian countries
5. Indian organizations are more likely to renegotiate rates with the Brit organization

Cons

1. IT firms with headquarters in the UK are more likely to get affected first
2. The volatility of the British pound is expected if the decision pulls through
3. 15% of India’s total IT revenue comes from the UK
4. Major changes in the financial and banking system are expected
5. Companies to set up their offices in Britain
6. Conduct trade elsewhere in Europe
7. Entry to other EU being problematic can be a setback thus affecting the above two aspects
8. Uncertainty about future policies & agreements between the UK and Europe increase

Well, the future seems grim but we’re optimistic so who knows the tables might just turn anytime, so stay connected with us @SourcingAdda to receive real-time updates to our upcoming sessions, events, and activities. In the meantime, you’ve got lots to think about so we’re leaving you to your thoughts do let us know what aspects you’ve covered we’d like to hear from you.

Digitalisation has always been a favourite topic for discussions and as Talent Acquisitionist’s we constantly hear of Digitalisation in HR and its effects. But have you stopped to think for yourself about digitalisation?

If not then here’s a chance to express your views because we @SourcingAdda are one step ahead. We’ve had a discussion on, “Digitalisation in HR” for our popular Wednesday discussions upon the suggestion of our Mumbai Group member Ravi and here’s what we uncovered…

Based on the conversation above we can conclude that there are few things that we still haven’t implemented even though we’re in the digital age. I’m sure that if you’ve read this far you too will be able to identify the improvement areas for the Talent Acquisitions at your organisation.

Here are the key take a ways on several aspects that matter i.e. from a Recruiter’s and Corporate’s perspectives including the challenges faced and the pros of digitalisation. Now you too can be up to date with the current trends that are followed.

HRs

1. Candidates and Employees are more tech savvy than us as Recruiters
2. Have a mix of online and offline activities to connect with employees and candidates
3. HRs cannot be completely digitalised due to the human element
4. Most processes are automated and Job postings are put in digital forms
5. HRs as the backbone of any company need to be on Social Media
6. HRs are at the forefront in the move to digital and the cloud in the workplace

Employers Level

1. Company’s growth depends on their Social Media presence
2. Business’ realised the importance of digitalisation and formed dedicated teams to manage Social Channels
3. There are digitalisation stages for organisations
4. Utilising Digitalization effectively and productively is the key to an organisations success

Challenges Faced

1. Creating a streamlined process approach
2. Maintain the human element in the digitalisation era
3. Check if digitalisation is being utilised in a way that creates an impact

Pros of Digitalisation

1. Digitalisation saves time
2. Information is stored in the right place to access at the right time or anytime
3. Makes it easier to progress or stay competitive in a fast paced digital society or environment

Digitalization has always been a favorite topic for discussions and as Talent Acquisitionist’s we constantly hear of Digitalisation in HR and its effects. But have you stopped to think for yourself about digitalization?

If not then here’s a chance to express your views because we @SourcingAdda are one step ahead. We’ve had a discussion on, “Digitalisation in HR” for our popular Wednesday discussions upon the suggestion of our Mumbai Group member Ravi and here’s what we uncovered…

Based on the conversation above we can conclude that there are few things that we still haven’t implemented even though we’re in the digital age. I’m sure that if you’ve read this far you too will be able to identify the improvement areas for the Talent Acquisitions at your organization.

Here is the key takeaways on several aspects that matter i.e. from a Recruiter’s and Corporate’s perspectives including the challenges faced and the pros of digitalization. Now you too can be up to date with the current trends that are followed.

HRs

1. Candidates and Employees are more tech-savvy than us as Recruiters
2. Have a mix of online and offline activities to connect with employees and candidates
3. HRs cannot be completely digitalised due to the human element
4. Most processes are automated and Job postings are put in digital forms
5. HRs as the backbone of any company need to be on Social Media
6. HRs are at the forefront in the move to digital and the cloud in the workplace

Employers Level

1. Company’s growth depends on their Social Media presence
2. Business’ realised the importance of digitalisation and formed dedicated teams to manage Social Channels
3. There are digitalisation stages for organisations
4. Utilising Digitalization effectively and productively is the key to an organisations success

Challenges Faced

1. Creating a streamlined process approach
2. Maintain the human element in the digitalisation era
3. Check if digitalization is being utilized in a way that creates an impact

Pros of Digitalisation

1. Digitalisation saves time
2. Information is stored in the right place to access at the right time or anytime
3. Makes it easier to progress or stay competitive in a fast-paced digital society or environment

The WhatsApp Group Chat addressed a common challenge that Talent Acquisitionists, Recruiters and of course HRs face currently when it comes to MNC hires. Sourcing ADDA being a community for   Talent Acquisitionists, Recruiters and HRs with a focus on the Indian Recruitment sphere we’re glad to host our popular Wednesday discussion sessions that address such challenges.

The most important aspect of such sessions is when members have questions that they would like to get answers too. And what better way is there to achieve this then an interactive session with the best Thought Leaders of the Recruitment Industry sharing their perspectives.  In view of this scenario our Pune group member Laxmi suggested to have a discussion on, “Why HRs & Recruiters from small Companies don’t get hired in MNC’s due to less experience in bulk hiring such as 200+ hires?” and here’s what we discovered…

Based on the interesting conversation above we can conclude that the discussion was insightful with a lot of takeaways. Since you’ve read this far then I’m sure you’d like to go that extra mile to find out what are the key takeaways of the discussion which can be highlighted on 2 aspects i.e. at an individual and employer level.

Individual Level

• Hiring Criteria
• Right attitude, with/out specialised skills but a willingness to learn
• Smart, knowledge, resourceful, strong references & Personal Branding
• It’s value vs volume and mind-set

Employer Level

• Remember 200+hires require a huge talent acquisition cost, strategic planning and strong HR mobilisation
• Set realistic and achievable targets
• Create JDs that highlight the requirements correctly
• Avoid selection bias towards brand, scale experience, drawing conclusions based on exposure alone, stereotype errors and interview biasness.
• Have the right attitude and the knowledge at the time of hiring the candidate
• Difference between Recruiters from Small & Big Organisations and Consultancies and the Recruitment Process
• Provide Recruiters from small companies training on bulk hiring instead of rejecting them
• Provide Recruiters with the right set of tools and resources to execute their plan

All of these aspects should be taken in to consideration by the interviewers and the interviewees when it comes down to hiring and to ensure that you achieve your objectives successfully.  If you’d like to be part of these discussions then make sure you follow us @SourcingAdda.