We’ve spoken a lot about trending HR practices for Employee benefit or Engagement in general and haven’t limited our thinking to any specific field. Therefore, in an attempt to get a better understanding as to the possible solutions for Employees we’ve conducted our popular WhatsApp discussions in relation to the IT sector.

Thus upon the request of our Gujarat group member Kirti the discussion was on, “Best unique HR practices for employee benefit or engagement or working for start – ups and especially for IT sector” and we’ll be highlighting the key take away pointers right after we disclose the discussion shortly hence be sure to review them so here’s what we’ve discussed…

The above informative and insightful conversation ends with a lot of points to take back and review. So if you’re wondering what these interesting titbits of information is then you’re in the right place as we’ll be highlighting them below. So let’s check what we’ve taken back by cross checking them with the ones mentioned below…

Possible Solutions

Positive Aspects

• Have Career Counsellors assigned to employees who are not from the same team / managerial level enables one to plan, track the progress and map the Career interests in the job.
• Create a system that embraces all the complex process a candidate goes through when deciding whether to apply to the vacancy.
• The system created should simultaneously map out the commonly used methods that Talents use to satisfy their curiosity which help them make an informed decision about your company.
• Consider the factors involved such as the workload of technical people within the IT sector and the start – up financial limitations when engaging Candidates.
• Due to the IT sector being a booming industry with many new companies cropping up; giving Employees more options to choose from and find out whether a start-up is a good option which decreases the number of takers hence engagement is very important.
• As an HR working for a start – up IT company; a major part of the employees are out stationed Candidates i.e. region or states hence Recruiters can help them in areas like accommodation, food and some level of communication which benefit a potential Employee are good practices to follow.
• You can set aside a day that mainly focusses on Employee engagement such as hold meetings on a Saturday and let Employees discuss how they find the company culture and work given can be another good practice to follow.
• The above mentioned practices that were decided on and implemented have been found to be successful in leading companies in India hence they are good practices to follow.
• Rewarding them with 2 leaves in addition to their leave balance on completion of one year with the organisation, can be an incentive to retain Talent.
• Organising regular meetings or once in 3 months with Talent without the involvement of managers or management people helps to understand their grievance or issues which can be related to managers or HR,  IT, Finance, Admin etc. can be a good incentive to retain Talent since it shows that you care.
• Even sending e-mails to the respective of the function to resolve any issues Talent face well before the next meeting and keeping a close check on the completion of tasks can also help engage Talent and retain them.

Negative Aspects

• Work culture can engage present employees but there’s a harsh reality that it may rarely work on any interviewee.

Current Scenario Challenges

• In the present competitive world companies face a lot of skill shortage, talent crunch and attrition that have reached historical heights which makes companies realise that the existing internal customer base is equally important as with external customers.
• Given the competitive scenario companies are required to devise innovative HR practices to attract best Talent.
• It has been found that convergence of practices of different companies in different HR areas, where other companies have applied such practices that are beneficial to the company requires them to become more competitive in the global market.
• Engaging employees whether Junior or Middle level are of utmost importance as they are usually the ones that work a lot.

Well this brings an end to another insightful session and we’re sure that you have found something worth your while. And you’re probably wondering how you can contribute to these discussions so here’s what you can do…

Simply, follow these 2 simple steps to become an Active learner rather than a Passive one; namely,

1. Follow us @SourcingAdda to gain real time updates to our upcoming events like #TASCON17 and activities like #TweetChat #TASCON17 having Two consecutive years of success with #TASCON15, #TASCON16  & #TASCON17, Bengaluru now Sourcing ADDA presents #TASCON17 Pune!
2. a) Leave your views or your requests to join these WhatsApp groups in our comments section below

OR

1. b) Send us a DM to @SourcingAdda with your contact and location details and our representative will get back to you.

There has been a lot of talk on Candidate Engagement and its importance but do you know the Best Practices in Candidate Engagement and Tools utilised?

If you’re not completely sure then here’s an opportunity to confirm it; thanks to one of the Bangalore group members Surajbhan who suggested having a discussion on, “Best Practices in Candidate Engagement and Tools utilised”. We’ll be disclosing the WhatsApp Chat shortly and thereafter we’ll be highlighting the key take away pointers to assist retention. Therefore here’s what was discussed…

Well this concludes the discussion that we’re sure was informative. Candidate Engagement is an on- going process that requires one to be quick at Engagement hence utilising tools that speed up the process is important. Enough of this, let’s get down to the key take away pointers to help retain what you’ve learnt. So here goes…

Candidate Engagement

• Engagement is actually half the battle the latter half comprises of –
  • Finding candidates
  • Present the business to them
  • If they show are no interested in your business then it’s all a bit of a waste
• Therefore spend time thinking about what your message and engagement strategy in the market will be over the next 6-12 months and measure the impact simultaneously.
• For successful Candidate Engagement, communication is the key, hence tools / apps for mass mailing / or messaging are required.

Candidate Engagement Scenario

• Based on Research most emails (91%), if they are going to be opened, are opened within a 24 hour period.
• 90% of the e-mails that receive replies, receive replies within 24 hours of being opened hence the fate of your first e-mail contact will definitely be decided within that time period.
• Recruiters must create opportunities for Candidate conversation, curiosity and research long before a Job opening becomes available where they fit the bill.
• Good candidates aren’t looking for one and done job opportunities and they don’t want just a pay – check. They want training, advancement and a work experience that leads to new things.
• Do your research before you approach a candidate about his career graph, current employer, their interest, expertise and you’ll get the answers for Candidates Engagement.

Processes followed for successful Candidate Engagement

• From Marketing (Recruitment in this case) perspective, everything starts from knowing your audience (Candidates in this case) through the funnel – Attract > Engage / Nurture > Convert

Tools

Content Tools

• Blinkist
• Link Humans

Follow up Tools

• Sidekick HubSpot Add-ons for Outlook and Gmail
• MailChip
• Sourcing ADDA community tips or tools and use them at least one time and monitor the impact it creates on your Candidates engagements.

Software

• TechnologyAdvice
• Software Advice

Well these are the key take away pointers that can assist you in establishing good candidate engagement. So if you haven’t yet applied these pointers in your Candidate Engagement strategy then it’s high time you did. And if you’d like to receive these tips then that’s easy, simply follow these 2 steps, namely,

1. Follow us @SourcingAdda to gain real time updates about our upcoming events especially the annual event #TASCON17 Pune & activities.
2. a) Leave your views or requests to join these WhatsApp groups in the comments section

OR

1. b) Send us a DM to @SourcingAdda with your name and contact details and one of our representatives will get in touch with you.

We’ve covered a wide range of topics related to Full Cycle Recruitment processes which have been well received by the WhatsApp group members and followers alike.  The out pour of responses we’ve received clearly indicates the popularity of these WhatsApp groups.

Thanks to the participation of members we @SourcingAdda are really glad that we are able to be of assistance to our fellow Talent Acquisitionist’s.  Having said that, the discussion that took place was on, “Skills Recruiters need to attain to meet Employer Expectations, on 2 parameters namely,

1. What will be the expectations from the employer from a recruiter in 2017?
2. What up skilling a Recruiter should do?” Based upon the suggestion of our Bangalore group member Senthil ; we’ll be disclosing the conversation we had shortly and right after we’ll be highlighting the key take a way pointers. So let’s begin…
3. This very insightful discussion ends here and as usual we’ve received a lot of inputs that are sure to come handy.  Let’s have a closer look to find out what we’ve added to our learning so here goes…

Skills to Develop

• Recruiters should look at unconventional cost effective methods like meet-ups
• Learn advanced methods of Recruiting via Social Media platforms which may involve costs but are surely worth a try.
• Learning new hiring trends like Social Media hiring
• To Get more Talent or Candidates Recruiters need to upgrade to
  • New groups
  • Social pages, etc.
• Follow non – conventional methods to increase the database and contacts
• Proactiveness is the popular skill employers are seeking
• Learning and remaining updated on new hiring trends is the key like,
  • Recruitment skills
  • new tool knowledge
  • new domain knowledge
  • team leading skills
  • business development
• Utilizing the right opportunity from the employer and hitting the right candidate at the right place makes a Recruiter’s life easier and employee oriented.
• Recruitment is predominantly a sales role, which is not everyone’s Cup of Tea
• While we have access to lot of newer Sourcing tools today (which is Fantastic); Selling is a Skill which will continue to remain the key factor.
• 2017 recruiters need to be data driven
• Handling big data from digital resources is the need today
• Must be tech savvy with latest technologies; to improve
  • Lead generation
  • Advanced negotiation
  • Improved marketing skills and if need be enrol for a training
• Apart from filling positions with minimal submissions within the deadlines Recruiters are expected to achieve new heights with –
  • The next level of capabilities i.e. be equipped and deliver –
  •   Market trends and insights around Talent

• Upcoming and existing competition around technology hiring’s etc.
• Formally educate yourself around perennial technologies being hired
• Talent attraction initiatives
• Consultative hiring approach in conjunction with the best of traditional methods
• Creating, discovering and evangelising more low cost, sustainable and qualitative sourcing avenues
• Also be involved in the business teams E.g. Be the Host of or attend a niche tech-talk programs with industry peers at a high tea.

Employer Expectations from Recruiters

• Act as a HR partner in Hiring with more transparency from both sides
• Build a talent pipeline for future hiring
• Employers are counting on Recruiters to play a strategic role
• Recruiters are expected to be good in stackholder management
• Excellent in recruitment plan / number game
• Good in sales and account management

Now don’t you agree with us when we conclude with the statement that we’ve received quite a lot of insights that are worth a try?

If you’ve read this far; we’re sure that you’ve found something interesting and even added to your knowledge by just being a passive learner. Well you need to come out of your comfort zone and move ahead. How? By becoming an active learner and to realise the difference in yourself and know what you’ve accomplished and are capable of.

Become an active learner in 2 simple steps,

1. Follow us @SourcingAdda to get real time updates to our upcoming events and activities
2. Leave us your views or request’s to join these WhatsApp groups in our comments section

OR

3. Send us a DM to @SourcingAdda with your contact and location details and our representative will get back to you.

In conclusion we’d just like to end with a quote that summarises the conversation best. As Greg Savage has put it perfectly, “Sourcing is a Science, while Persuasion is an Art” and don’t forget to visit – http://tascon.in to get more information about our upcoming most awaited annual event #TASCON17 and to gain a clear idea about our past events of #TASCON15 & 16.

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.