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  In Recruitment, screening the candidate’s skill, personality and their adaptability to the company’s culture is undoubtedly important. In this competitive business world, not only the employees are seeking the best opportunity, the business firms are in tremendous need of hiring the smart brains too. If your objective is to hire only the best resources, then your recruiter shouldn’t hire based on Subjective Analysis. When the recruitment happens based on clever assessment methodology and smart screening tools, the likeliness of the desired output is definite. There are lots of ways to assess a candidates’ technical skill and, it is not very complicated to measure one’s technical knowledge. But, just a technical knowledge is not the whole of it. A candidate’s personality, attitude towards designated responsibilities and adaptability to company’s culture are other equally important elements. In fact, in the age of e-recruitment, industry experts use modern day tools and techniques ...

In the face of technology disruption and initiatives such as “Make in India” and StartUpIndia, there is a focus on job creation. With multiple avenues opening up, recruiting managers are pressurised to make the right hiring decisions in quick time while ensuring the organisational goals for hiring and retaining are met. The importance of background verification — Risk mitigation and building trust Given the time and resource crunch in HR teams, many resort to shortcuts in the hiring process. Bad hires have been proven to cost up to five times the annual salary of an employee besides denting the image and reputation of the company. Resume frauds are also common with a 15.21% discrepancy rates in 2017. One in six candidates lie on their resume with a majority of them misrepresenting their employment tenure during background verification. HR companies rely on a background verification partner to conduct due diligence on behalf of the company. Since critical hiring decisions are made based...

Small companies or Businesses are flourishing in the present economy and ostensibly are the soul of numerous Industries. As rivalry in the workforce heats up, it significant for entrepreneurs to shield their foundations from risk and pick applicants who fit the novel culture of their work environments. This can be done by tying up your businesses with the best   Top 10 Background Verification Companies In Chennai, Mumbai, and Bangalore   or wherever your company is located. While the economy and occupation market is up and applicants are flooding their resumes, the job market has turned into a significant focus for CEOs at organizations of all sizes to find quality and well-fit employees that increase the value for their organization. Employee background verification companies in India  are extremely basic advance for private ventures. These checks won’t simply inform you if the potential candidate has anything sketchy from quite their past, yet can likely assist you with...

Since my father worked in the Personnel Department of an MNC, I knew what his work was. His department used to collect and file details regarding new hires and handle the paperwork. However, recently when I joined him to visit his previous office to collect some details, I noticed that the department has transformed into Human Resources Department. My daughter, working with a global tech giant, says they don’t have an HR but have Employee Experience and People Operations Leaders. HR has been evolving quite fast, and from the dictatorial past of the department, they have become friendlier and agile. They have been growing to offer a better experience to the employees. From ‘we used to do this way,’ HR is moving to subject matter experts and consultants. The hi-tech revolution has transformed organizations into an agile and inventive ecosystem connecting all areas of intelligence. This has put the Human Resources department’s role to develop a new version for them. HR professionals will ...

Jane was sitting in the window side of the train, about to leave her hometown railway station. Her eyes welled with tears. She came to her hometown to meet uncle Rex who was ailing. Uncle Rex was a loyal Accountant in their family business, and her father wanted to meet and spend some time with him and hand over some money for his treatment. Jane saw the station through the rustic grills of the train, the same old newspaper stands waiting for the customers, and the occasional breeze bringing the stinking smell of dry fish. Not much has changed in the railway station. But the people have changed. When she left her hometown 20 years ago, her gang of friends, her cousins, and relatives all came to send her off. Now everyone is busy in their world. And where are the relationships going? Jane knows she will be back in her busy world tomorrow. She doesn’t know what is going to explode in her office. As she was thinking about her office, her mobile was beeping with a new email, and she felt s...

  Overview Data Analytics in HR is a relatively new tool. Pretty unexplored, the definition given by Heuvel & Bondarouk is widely used as a scientific one.  HR analytics , according to them, is the systematic identification and quantification of the people drivers of business outcomes. (Heuvel & Bondarouk, 2016). According to a 2021 People Analytics Trends report, almost 90% of CHROs concluded that data and analytics are essential. Many leading companies are investing more in people analytics, with a 61% growth from the previous year. Significance Of Data Analytics in HR Human Resource Management, or HR, is considered soft and old-fashioned. For example, many say HR decisions are based on ‘gut feeling,’ or they follow things that have been in practice. Since HR is not a revenue-bringing department, they often don’t have numbers to substantiate their side. However, in the past decade, HR has changed radically. From an operational discipline, it has moved to a strategic ...

Business organizations with negligent or outdated hiring processes are likely exposed to the risk of disrupting their company’s reputation with issues like sexual harassment incidents. Even one incident has the potential to make irreversible damages to both the company and the victim. Hence, recruiters must do everything possible to screen out the candidates in the hiring process itself with the notion to ensure a safe workplace. Unfortunately, most of the companies lack a specific approach to identify toxic minded candidates with the usual screening procedures. Here, I’m introducing the approaches that best proved to be effective in assessing the candidates’ toxic mentality. Following are the best approaches to screen out sexual harassers during a hiring process, Employee Referrals:  This procedure should be incorporated in all the organization’s recruitment processes to avoid hiring toxic candidates. This method is proven to be the greatest contributor in the decision-making proc...