Third Party Recruitment

As an integral part of the recruitment methods, third-party sources for hiring on the essential roles of management consultants and assist an organisation in the process of scoping and consequently ascertaining the best aspiring applicant that congruously augments the institution. Intrinsically, as the head of an organisation, appointing a third-party recruitment company would warrant higher productivity on account of minimisation and utility of resources that were otherwise allocated services related to hiring. Third-party recruitment companies cultivate an ethos that behoves them to instil proficiency in their work. These companies have profoundly delved into the market, and bring to the table their consulting expertise through the analysis of the strategic needs and parameters that any respective industry would entail with it. This intricate detailing on the company’s part ensures that relationships are rooted, built, and maintained across participating organisations and candidates alike. Since the entire model of these companies is based on hiring and recruitment services, their recommendations, assessments, and evaluations of any candidate would be virtuous and ethical. This model also best enables said companies to scrutinize the requirements of an organisation appropriately and provide the organisation with substantial, credible, and principled results. The paradigms of hiring any prospective candidate could be structured by and for the organisation in order to ensure optimum results. Having stated that, a potential drawback of appointing a third-party recruitment company would be the lack of direct access to the candidate. Conceptualising and composing the involute attributes of the organisation’s requirements could only be conveyed through communication, though thorough, to the third-party company. Despite the level of proficiency, this factor may be viable for due consideration. Should the organisation choose to appoint a third-party recruitment company, the core processes of [...]

By | 2015-05-28T13:11:58+00:00 May 28th, 2015|Blog|0 Comments

Can a Coach generate significant ROI for your Business?

Are you a sports lover? Are you a fan of any particular footballer? No, this isn’t a contest. These questions are just for your own consideration and are intended to take you to another goal altogether. Let’s assume that your favorite footballer is Lionel Messi. You will agree that as a footballer, Messi has exceptional skills. Now think and answer. What factors have gone into making him such a terrific player? Has he acquired his exceptional footwork, dribbles, passes and more all on his own? Your likely answer is that the factors that make Messi such a terrific footballer are his talent, hard work, determination and consistent practice. Indeed, his skills and efforts have played a crucial role in his success. But we cannot overlook the role that his mentors and coaches have played in honing his talent. It is his coach who gives him directions, plans a strategy for him to follow and helps him improve his skills. You see, coaching skills are vital too. So are there any similar business coaching skills too? Can we benefit with coaching from peers? Will it help our business grow? Let us first check what these coaching skills are: The ‘Ask’ approach: A good coach always gives importance to asking powerful questions rather than merely doling out instructions. He allows the employees to come up with far more committed and engaging solutions so that they are motivated to put in extra efforts to reach or exceed their goals. An employee, who generates his own ideas, not only enjoys personal development, he also contributes significantly to his company’s progress. No ready-made answers: A coach is not required to provide ready-made answers or solutions to employees. Instead of spoon-feeding them, [...]

By | 2015-05-27T02:36:58+00:00 May 27th, 2015|Blog|0 Comments

Creating a talent pipeline instead of hiring !

If you were the head of a company, would you not have liked having options of various prospective and probable candidates at the ready? This is exactly what we discuss with the concept of ‘Talent Pipeline’. The idea behind this concept addresses the very issue of hiring people matched against a sort of candidate pipeline that you may maintain and choose from whenever you needed. As a company, it would be comforting to know that you have already shortlisted candidates and kept them at the ready. You could devise the structure of the pipeline in a way that the shortlisted candidate that you choose becomes a part of your company momentarily after being communicated so. The structural integrity of this pipeline could be coherently factored to best serve and suit your organisation’s constitution. Apart from this prominent beneficial factor, you also give your recruiting team a rest for good; you only deploy your recruiting team whenever you have exhausted the shortlisted candidates. While the team is not hiring, they could essentially contribute to the betterment of your company. This would ensure resourceful, economical and judicial usage of your currently employed talent pool, and if any contingent situation were to arise, you always have eventuality measures lined up. As a prospective candidate, it would be reassuring to know that you have a position at a company, albeit the fact that the probability of employment may well be very probable. You could always have the job should the company come across any contingent measures and were to reach you. This factor is comforting since you have a better probability of employment as compared to anyone suffering from the obstinate problem of not being employed, or in this [...]

By | 2015-05-20T05:57:11+00:00 May 20th, 2015|Blog|0 Comments

Feng Shui in Business – A new perspective

Feng Shui is an ancient Chinese discipline that’s employed to usher prosperity and positive energy into your premises. If you are thinking that I am now going to tell you how to apply those Feng Shui elements to bring success to your business, well, you are partially correct! I am going to tell you about the elements, as well as their human representation in your company. One of my friends is a great believer in Feng Shui. He recently invited me to take a look at his remodeled and redesigned office that now incorporated Feng Shui elements. I wondered if any physical modifications could indeed bring in prosperity. When I visited his office, I did find tremendous energy in him and almost all his employees. Impressed and curious, I listened very attentively as he explained the modifications and all the Feng Shui elements that he had brought into his office space. Listening to him, I discovered quite a few interesting and surprising things. The most important thing that I discovered was that while the physical changes were all to his office premises, the corresponding Feng Shui elements were directly related to the people working in his organization. It matched my own beliefs in the sense that I too deem human factors to be more important than the Vastu of the place where we live and work. I am jotting down some of my key observations for the benefit of anyone who wants to utilize Feng Shui for their business. Feng Shui Laughing Buddhas: As per Feng Shui, The Laughing Buddha minimizes stresses and worries and brings joy and happiness to your life. Let’s see it from a human perspective. You can have employees that connote [...]

By | 2015-05-14T05:45:21+00:00 May 13th, 2015|Blog|0 Comments

5 Powerful Habits of ‘A’ Players

Take any B-school book, and you will find that it talks about various aspects, features and requirement of skillful management. Most management books focus on plans, control, leadership, strategy and organizing things. It is quite true that all these factors are of great importance in business. However, no book tells ‘A’ players about how to unlock the energy within the team members. An ‘A’ player cannot just sit in his cabin and run the business through a remote control. He also needs to engage with the employees, his colleagues and the top management people. Plus, of course, nowadays his social network requires attention too. He needs to give them all a vision and also have the capability to unite them for a common goal. A good ‘A’ player brings out the finest qualities of everyone participating in a business goal. So what qualities make a natural-born ‘A’ player? With my decade and a half long recruitment consulting experience, I have discovered that all ‘A’ players have a few key habits in common, and with a little effort in the right direction, anyone can develop these ‘A’ habits in themselves. Here I discuss five most prominent habits of an ‘A’ player that anyone can follow to make a key difference to their team and organization. 1) Be a willing giver Givers prioritize helping others. If the leader of the team is a giver, then it alters the behavior and the norms of the rest of the team as well. The rest of the team members too feel compelled to help others. Thus the givers become role models for other team members and help to change behavior norms of the entire team, ultimately contributing to the organization [...]

By | 2015-05-06T08:07:55+00:00 May 6th, 2015|Blog|0 Comments