Friday, June 20, 2014

Exciting opportunity for finance professionals in MNC Auto Major

Would you know any Qualified Chartered Accountants & Cost Accountants-with experience in manufacturing companies?

Our client, a leading passenger car manufacturer is looking out for topnotch professionals for their manufacturing plant based at Chennai, Tamilnadu.

Opportunities exist for
GL & Reporting - Senior Manager & Assistant Manager
Inventory - Manager & Deputy Manager
Material Control (Costing) - Manager & Deputy Manager
Costing - Asst Manager
Custom - Senior Manager & Deputy Manager & Asst Manager
Taxation - Senior Manager & Manager & Deputy Manager
Manufacturing Control (Costing & Budgeting) -Manager
Treasury - Manager & Asst Manager

Please feel free to reach out to me and I shall be glad to provide more inputs for helping you take the right career decision

Have a great weekend!

Monday, June 16, 2014

Is Recruitment trending towards Marketing?

A question that is asked by most recruiters is if recruitment as a skills needs to be treated as a marketing subset. Answers to this question have been provided by a panel on India HRLive. While answering this question the panel also shared their insights on building a career site, lessons for recruiters and marketeers and a path for recruiters to build their career.

10 key take aways for recruiters is a best mix from Google Hangout hosted by #IndiaHRLive.
Building a career site

@theHRbuddy points that people just “window shop” when they get onto a career site. So what are the ingredients required to brew the right talent combo for the organization.

@Mattcharney says that there is no passive candidate for a company. (there is no such person as a passive candidate..everyone today is open to opportunities)

@Sharlyn_lauby recommends to have a career site that is easy to engage, easy to use with simple navigation and great user experience and easy to share.

@Achyutmenon Don't expect too much out of a career site. Fish where the fish are and hence go find the candidates where they are. Bring in the human element and don’t be too overwhelmed by the technology aspect.

@GlobeSlother mentions with her experience that the whole idea to bring in social media is to be social hence send out your recruitment manager in that world to go and engage with talent communities. Bring in the need for recruitment for the not so active candidate instead of calling them passive candidates.

Lessons for Recruiters from Marketeers

Know your audience and learn to communicate with them in the way that they want.

Listen more! Avoid assuming a lot of things about the candidate. Listen to them before we say we understood them.

Make the Employer brand story exciting enough for the candidate to be a part of it. Core product has to be good but the communication has to be equally engaging.

Get to the basics of marketing of applying the 4Ps to the recruitment process.

Advice to recruitment professionals to build their career

Unfortunately the recruitment industry in India is nascent than other western countries. This has made people choose recruitment as a stop gap instead of pursuing it as a serious profession. To avoid this approach and to take up recruitment as a serious profession what is your advice:

@Mattcharney A recruiter needs to have basic understanding about ‘business’. Most times recruitment is not to be made opportunity centric making it sound more like it is about getting value to the organization than to the candidate, but it should be about genuinely knowing more about the person.

@Sharlyn_lauby Irrespective of the recruiter being a generalist or a specialist, they need to know everything about recruitment. Recruitment process is not just about interviewing it is more about strategy.

As a recruiter you may also want to know what are the ways a job seeker uses social media and where would you find him. Here is an e-book about Social Media Recruitment for Job Seekers that would help you understand a job seeker’s hub for recruitment action.

Wednesday, June 11, 2014

Minutes from a tweet jammed session on #RecruitmentMarketing

Dated April 2014

We had gathered tips and tidbits about social media recruitment for Job Seekers in one of our recent e-book. Some of the themes we didn’t deal in the book are showcased and discussed in a Google Hangout hosted by #IndiaHRLive that brought into light the evolution of recruitment marketing, use of social media in recruitment, candidate experience during the recruitment process and mobile recruitment.

What still remains esoteric and yet to be discovered in how to define quality of candidates and the ROI out of the social / mobile recruitment process. Each of the panelists shared their views on the following topics:

@Sharlyn_lauby How did the role of recruitment marketing role evolve over the past five years?

The strong connection between recruitment and marketing has always existed but it is only over the past 5 years that the industry has seen a specialization take place.

Recruitment Marketing. What’s the buzz all about?

@Achyutmenon Recruitment marketing is it a jargon?

People are using the term ‘recruitment marketing’ more as a jargon than as a valuable, tactical process to find talent. There is a talent war out there among companies to get the best talent. Now the recruitment globe is moving all over where employers are hunting for jobs and at the same time candidates are trying to find the best deal out of the opportunities expressed in the market.

@Sharlyn_lauby What are people doing about the talent war?

You see websites of companies where they define more and more about their corporate culture and create better definition is describing a job role. Recruitment marketing is setting out as a strategic pattern rather than a simple process introduced in an organization.

@GlobeSlother What is the challenge that recruiters face while marketing?

The challenge is to find the right talent and to interact and engage with talent communities which have passive talent. People who might be a great fit but with whom there is a need to create a sense of excitement for the opportunity.

When does the candidate experience start and end?

@Mattcharney Social media could be a terrible place to look for candidates but would a great place to advertise and let people know about the emerging opportunities. Track the difference between use of an ATS and social media for the purpose of recruitment.

@Sharlyn_lauby Candidate experience never starts or ends. Candidates are like customers. Candidate experience is not just about with reference to full time employee, but also is applicable to part timers, seasonal employees and interns. Because what they think is how the employer brand is affected. Candidate experience is about consumer marketing.

Use of an ATS and the flow of it.

@Achyutmenon ATS enables the recruitment process from a technical role but it the person who is using the technology that matter because recruitment is more about human interaction than use of technology. ATS depends on the ability to match keywords.

Mobile Recruitment, how big is it?

@Mattcharney Mobile recruitment is very different in USA than in India because of the saturation of mobile market here. All the buzz about mobile recruitment may soon fizzle out here in US.

@Achyutmenon Mobile penetration in India is about 73% with 1.2 billion in population. However there is not great use of smartphones where mobile recruitment can be deployed. It is still nascent in India and we are yet to see the growth.

With these insights you may be asking for some key takeaways. We will have another post that would have a condensed version of building a career site, lessons for recruiters from marketeers and advice to recruitment professional to build their career.

Tuesday, June 03, 2014

As a Recruiter, are you looking for Internship experience?

Before 2012, internship was a choice for a student but now it has turned out to be a eligibility criteria on their fresh resumes. This statement is supported by facts released by a survey conducted by an Indian internship firm, Twenty19. This report reveals a growing trend in hiring interns for temporary and experimental projects where cost is a high quotient determinant. Internships are more like a test drive for students to figure out which roles are most comfortable to them.

Here is a quick note for recruiters applicable to two different phases:

Recruiting Interns for a project

Objective based internship programs: It really matters if you are bringing an intern on board to evaluate them as a full timer or get some mechanical and operational work done to complete a project. Recruiters need an objective to have an intern on board. Without much value being added to the intern’s experience as well as to the organization, it remains as just another recruitment menace. No matter what the intern’s role is, it needs to be driven by a basic objective of employability, which has been extensively dealt in another article on our blog. The objective for an intern needs to be big. Steven Spielberg started his career in the movie industry as an unpaid full time intern at Universal Studios and now we all watch his movies.

Time tested process: Though interns are required for experimental and innovative projects, ensure that you are handing over an intern to a mentor who has already worked with time tested processes. The need or project could be innovative but not the process. Pre-existing supervision and redirection over a process always helps is better resource management.

Manual with a Mentor: The survey revealed the need of assigning a mentor to a group of interns and we reiterate the need. Apart from a cohesive job description, operational manuals for the intern’s study  during the internship is equally important. These job guides and manuals are to be documented, managed and known by the mentor who would interact with the intern.

Evaluating Interns as a full time employer

Do you have this is your agenda?: As mentioned earlier, do you have the objective of absorbing an intern into a full time employee at the end of the project. If yes, then the internship should be designed around HR KPIs for the specific job, you intend to recruit them for.

Trends turn into Process: The report reveals top roles for which interns are being hired. Some of them being content writing, marketing, SEO, research, app development and so on. This just shows that companies want to try out the happening trends with interns and eventually establish these trends into value added processes for the organization’s growth. The so called new projects are hence being created upon identifying an industry trend or an unexplored process. It re-emphasizes that, hiring interns is not just about experimenting new processes but about bringing in new, trained talent onboard.

Initial screening of interns and creating an employable talent pool enables creation of strong team at the base of the organizational team pyramid. In this era, this recruitment model most helps the companies operating in engineering, mobile app and marketing space. The most promising tenor is about letting interns grow with the expansion of your startup. This can be supported by how Xerox CEO Ursula Burns started out as an intern -- years later she became the first black woman to head a Fortune 500 company.