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RECRUITMENT PLANNING – TRENDS SHAPED BY THE PANDEMIC - ANZY GLOBAL

https://blog.anzyglobal.com/blog/recruitment-planning/

Building a successful business requires diligent planning & patience.

The recruitment landscape is constantly evolving, and 2023 is no exception. One of the most significant factors shaping these trends is the pandemic. In this blog post, we will take a look at the key recruitment trends for the tech industry and delve deeper into creating an impactful recruitment plan.

Recruitment planning is the process of creating hiring steps & strategies that will help you find and hire the best talent for your company. It is important to create a detailed plan because hiring the wrong employee can be costly and damaging to your business.

You can read the detailed 10-step guide we’ve prepared on how to create the best recruitment plan for your tech company here.

Recruitment trends to watch out for

The rise of remote work:

With the pandemic still raging on in many parts of the world, businesses have had to adapt and move to a remote working model. This has led to a rise in the number of people working remotely. HR professionals must find efficient methods for remote recruitment and onboarding, which will take additional training and learning.

The importance of employer branding:

In a tight labour market, employer branding is more important than ever. A great employer brand makes it easier to recruit and impacts the business’ bottom line. Learn if your’s is a company people want to work for here.

The need for employee wellbeing

People worked more hours during the pandemic, causing resignation due to burnout. They are less likely to compromise on their mental health. This has become a principal hiring trend thanks to the pandemic.

The war for talent:

The pandemic has led to an increase in unemployment, which means that there is a larger pool of candidates to choose from. However, with so many people out of work, businesses need to be more strategic in their recruitment efforts.

The power of data:

Data is becoming increasingly important in the recruitment process. With so much information available, businesses can use data to their advantage to target the right candidates and make better hiring decisions.

In the name of diversity:

A homogenous workforce can limit creativity and innovation. Instead, recruitment planning should focus on diversity and inclusion not only helps to promote a positive corporate image but also allows companies to tap into a wider pool of talent. Ultimately, diversity and inclusion should be at the heart of any recruitment planning strategy.

The rise of AI

This is a major trend taking over recruitment. From reviewing resumés to tracking keywords, AI also helps in minimising bias in candidate identification, selection & hiring. AI is a powerful tool that can help businesses to streamline their recruitment process and find the best candidates for the job.

Read more:- https://blog.anzyglobal.com/blog/recruitment-planning/

#recruitment plan #recruitment planning #recruitment planning process #what is a recruitment plan #anzy global

ATTRITION CONTROL: 7 EMPLOYEE RETENTION STRATEGIES - ANZY GLOBAL

Companies, during and after Covid-19, have had to deal with countless predicaments. Sadly, things will not get better any time soon, as the reports of an oncoming recession have already clouded the various sectors.

Taking notes from the Great Depression (1920) and Great Recession (2008), necessary measures are being adopted by organisations across the world.

Terms like layoffs, furloughs, mass firings, et. al headlined every 3 in 5 news articles published in the last year. The most recent example could be Unacademy layoffs, where the company let go ~600 employees. What could be the reason behind this? Do companies really not need human capital anymore?

There could be many reasons behind this but organisations at this point should be focused on only one thing i.e. Making every penny count, and making every bet a winner. In other words, deploying a unique combination of attrition and retention.

Familiarising with Attrition and Retention

Attrition:

Attrition, in simple terms, refers to a deliberate but gradual reduction of human capital. This normally happens due to resignations or retirements without replacements. The ‘Attrition Rate’ or ‘Churn Rate’ defines the number of employees leaving or being let go by organisations during a given period.

While dealing with major issues, organisations have tried every spell in the book to maintain a healthy Churn Rate. This is to prevent the impact an unhealthy churn rate can have on future hiring and growth of the organisation.

Retention:

Companies are not bothered about the churn rate as much as they are about the organisation’s future. But, there’s one important thing, they need to consider viz. Retaining the right people.

A large chunk of the Indian working population has exited the workforce. In the last quarter of FY2022, IT service companies reported 20% attrition, whereas, an organisation like Wipro reported an attrition rate of 23.8%.

Even when firms are offering high salaries, it’s becoming difficult to retain employees. Let’s take a look at why employees are quitting their jobs.

Read more:- https://blog.anzyglobal.com/blog/7-effective-employee-retention-strategies/

#attrition control #how to reduce attrition rate #how to control attrition #anzy global

COO JOB DESCRIPTION: ROLES & RESPONSIBILITIES [TEMPLATE INCLUDED] - ANZY GLOBAL

https://blog.anzyglobal.com/blog/coo-job-description-roles-and-responsibilities-template/Who is a Chief Operating Officer?

The traditional Chief Operating Officer is a member of executive management responsible for maintaining and driving operational results within a company. The COO works closely with the CEO, the CFO and other upper management.

As one of the most critical and essential positions within a company, the COO must be a skilled communicator, an effective leader, and a driven business person. They must propel company growth, maintain key operational procedures, create new processes and ensure day-to-day operational excellence.

COOs have a strong educational background combined with extensive work experience. An experienced COO has worked in various positions to understand all the different facets of a business and how they work together cohesively.

Why write a job description?

Job descriptions are helpful for candidates and employers alike.

They attract prospective candidates qualified for the role from various sources. The ability to post & share jobs on platforms like LinkedIn, Meta, Twitter & email provides exponential reachability.

A clear job description sets the right expectations for potential applicants. This gives them a chance to self-select themselves from applying, saving everybody’s time & resources. And qualified professionals who eventually apply are better equipped for interviews.

The job descriptions are often the first point of contact professionals will have with your firm & this can significantly shape their first impression. Any grammatical errors, factually incorrect detail, usage of empty jargon, or even the tone of voice can put them off, leaving a lasting impression.

Lastly, the list of roles & responsibilities can stand as a baseline once the candidate is hired. A reference to measure their growth, performance reviews & appraisals.

Read More:- https://blog.anzyglobal.com/blog/coo-job-description-roles-and-responsibilities-template/

#coo job description #chief operation officer job description #coo roles and responsibilities #chief operation officer responsibilities #anzy global

EMPLOYEE MORALE MYTHS DEBUNKED - Anzy Global

Employee morale is key to the success of any organization. When employees are happy and feel appreciated, they are more productive and more likely to stay with the company.

In this blog post, we will discuss what employee morale is, how to measure it, and what affects it. We will also discuss ways to boost employee morale and make your workplace a happier place!

What is employee morale?

Employee morale definition is the overall attitude and satisfaction of employees with their job. When employees are happy and satisfied with their work, they are more likely to be productive and engaged in their work. On the other hand, when employee morale is low, it can lead to absenteeism, a decrease in productivity and an increase in turnover.

It is arrogant to assume that the employee boosting strategy is one-size-fits-all. The key is understanding what motivates each employee. Every employee is different and the best way to motivate — is the one desired by them.

Let’s keep reading.

Is it measurable?

One way is to conduct surveys or Employee Satisfaction Surveys (ESATs). This allows you to collect data from employees about their satisfaction with their job, workload, co-workers, and other factors that affect morale.

Another way to measure workplace morale is to observe employees and look for signs of low morale, such as increased absenteeism, poor work quality, negative attitudes or friction among team members.

An effective and direct way is to conduct one-on-one interviews to see what employees think about their work, co-workers, managers, and the organization. Document the information from the interviews and look for patterns and trends over time.

What causes employee morale to dwindle?

Low job satisfaction

Increased workload

Unfair pay & benefits

Misaligned company values

Abrasive relationships with co-workers

Lack of recognition or incentives

Lack of growth or opportunities

Toxic work culture

Poor leadership

When any of these factors are not up to par, it can lead to a drop in employee morale.

Read more :- https://blog.anzyglobal.com/blog/employee-morale-myths/

#employee morale #employee motivation #workplace culture #anzy global

WHAT NOT TO DO WHEN HIRING EMPLOYEES - Anzy Global

The tech industry is booming, and companies are scrambling to find the best talent. But how do you go about hiring employees for the tech industry? It can be a daunting task, especially if you’re not familiar with the field. In this article, we’ll discuss some tips for hiring employees for the tech industry, regardless of your company size or stage of development. Let’s get started!

Your plan for employee hiring

While hiring strategies may differ from company to company, they typically include the following steps:

Identify a need. Especially at a startup, you don’t hire an employee without having a clear need. Determine what role is most important to fill.

Craft a job description. Once you have a title, a list of responsibilities, and skill gaps to close, carefully write a job description to attract suitable candidates.

Check our guide on writing the perfect job description here.

Source candidates. Publish your job description & advert to job portals, recruitment sites, & social media networks. Also, consider referrals & peer-to-peer networks as a method of sourcing candidates.

Review & screen. Review applications & resumés and start filtering your list to the top candidates you want to consider for the open role.

Hold interviews. Conduct interviews with shortlisted candidates. Determine in advance the number of rounds of interviews you plan on holding.

Check references. If you don’t already have references from your candidate(s), request & check them as a final measure.

Make an offer. Extend an offer to the top candidate. This letter should include the position’s salary, benefits, and start date.

Onboard the new employee. The onboarding process is often overlooked but can make or break the employee experience. Provide proper orientation & training for your new employee.

We have written a comprehensive 10-step guide on the best recruitment strategy for making intelligent hires swiftly & successfully here.

Read more :- https://blog.anzyglobal.com/blog/what-not-to-do-when-hiring-employees/

#employee hiring #dos and donts #anzyglobal #employee hiring problems

DATA ENGINEER JOB DESCRIPTION [TEMPLATE INCLUDED]

Who is a Data Engineer?

We create new data every second.

Big Data has changed the way business is done and created a need for professionals who can collect and manage the data available in such great quantities. And these professionals are your data engineers.

Your company collects massive amounts of data but you need the right people and technology to use it to your advantage. Data engineers have the skills to build systems that collect, manage and convert raw data into usable information for data analysts & scientists to interpret. They make data accessible so that you can evaluate your business & optimise its performance.

Keep reading to understand what a data engineer’s role entails.

Why write Job Descriptions?

Job descriptions are helpful for candidates and employers alike.

They attract prospective candidates qualified for the role from various sources. The ability to post & share jobs on platforms like LinkedIn, Meta, Twitter & email provides exponential reachability.

A clear job description sets the right expectations for potential applicants. This gives them a chance to self-select themselves from applying, conserving everybody’s time & resources. And qualified professionals who eventually apply are better equipped for interviews.

The job descriptions are often the first point of contact professionals will have with your firm & this can significantly shape their first impression. Any grammatical errors, factually incorrect detail, usage of empty or excessive jargon, or even the tone of voice can put them off, leaving a lasting impression.

Lastly, the list of roles & responsibilities can stand as a baseline once the candidate is hired. A reference to measure their growth, performance reviews & appraisals.

Data Engineer Job Description Template

Data engineers fall into three categories— generalists, pipeline-centric, or database-centric. So you may modify and customize this free template based on the exact need of the role.

Read more :- https://blog.anzyglobal.com/blog/data-engineer-job-description-template/

#data engineers #job description #job description template php developer job description template #dataengineerjobdescription #anzyglobal

DATA SCIENTIST JOB DESCRIPTION [TEMPLATE INCLUDED]

Who is a Data Scientist?

The sudden rise in popularity of Data Scientists in the last decade reflects how businesses now think about big data. They are mathematicians & computer scientists rolled into one, and dominate the world of big data. The virtual goldmine of unstructured information needs someone to dig deep & decipher. Data scientists help boost revenue by sifting through the fluff & finding valuable business insights.

Data scientists typically have formal training in statistics, math, computer science, and economics. They have a wide range of technical competencies, including coding languages, databases, machine learning, and reporting technologies.

They work cross-functionally with other teams, such as operations, marketing, and customer success. They are highly sought after in today’s data & tech-heavy economy, and their paychecks & job growth clearly reflect that.

Whether it’s the thrill of problem-solving or the sizeable paychecks, the perks of being a data scientist are luring many IT professionals to choose this career path.

If you’re looking to hire one, this article has everything you need to know about acquiring a data scientist. We’ve covered a data scientist’s job description, the skills & qualifications, and the roles & responsibilities.

The work of a data scientist can be intellectually challenging, analytically satisfying, and puts them at the forefront of new advances in technology. Data scientists have become more prevalent, and in demand, as big data continues to be increasingly crucial to the way companies make decisions.

Why write job descriptions?

Job descriptions are helpful for candidates and employers alike.

They attract prospective candidates qualified for the role from various sources. The ability to post & share jobs on platforms like LinkedIn, Meta, Twitter & email provides exponential reachability.

A clear job description sets the right expectations for potential candidates. This gives them a chance to self-filter themselves from applying, saving everybody’s time. And qualified professionals who eventually apply are better equipped to prepare for interviews.

The job descriptions are often the first point of contact candidates will have with your firm & this can greatly shape their first impression. Any grammatical errors, factually incorrect detail, unnecessary usage of jargon, or even the tone of voice can put them off, leaving a lasting impression.

Lastly, the list of roles & responsibilities can stand as a baseline once the candidate is hired. A reference to measure their growth, performance reviews & appraisals.

Companies around the world are hiring Data Scientists in droves, but the competition is fierce. The first step to hiring a great Data Scientist is writing a great job description.

Here is a free sample of a Data Scientist’s job description for you to alter and customize to include essential responsibilities and requirements while reflecting your unique company mission and culture.

Read more: https://blog.anzyglobal.com/blog/data-scientist-job-description-template/

#data scientist #job description #job description template php developer job description template #hiring strategy

DATA ANALYSTS JOB DESCRIPTIONS [TEMPLATE INCLUDED]

The Job of a Data Analyst

Imagine Data Analysts as storytellers. That makes Data their language of expression.

Data has changed the way the world operates in the last decade. Businesses, large and small, deal with massive data volumes, and a lot depends on their ability to glean meaningful insights from them. A data analyst does precisely that. They interpret & transform raw data into insightful information crucial for better decision-making.

With the emergence of Big Data, Data Analysts have become inevitable in almost every industry. These skilled professionals are trained in mathematics, statistics, and computer science, which allow them to take on many different roles — such as operations analyst, financial analyst, marketing analyst, and more.

The process of analyzing data typically moves through five iterative phases:

Identify the data you want to analyze

Collect the data

Clean the data in preparation for analysis

Analyze the data

Interpret the results of the analysis

Data analysis has become one of the highest in-demand jobs worldwide, and data analysts are sought after by organizations far & wide. And the demand for this role is likely to grow by leaps and bounds.

Why write job descriptions?

Job descriptions are helpful for candidates and employers alike.

They attract prospective candidates qualified for the role from various sources. The ability to post & share jobs on platforms like LinkedIn, Meta, Twitter & email provides exponential reachability.

Lastly, the list of roles & responsibilities can stand as a baseline once the candidate is hired. A reference to measure their growth, performance reviews & appraisals.

Data Analyst Job Description

When reading a job description, candidates want to know how it can benefit them: the work they will do, the compensation, and whether they can realistically get the job. To write an impactful job description and attract top Data Analyst candidates, you’ll need to understand their role more precisely, and we’re here to help.

Data by LinkedIn shows that shorter job posts (up to 300 words) have significantly higher application rates than the average. More specifically, candidates applied 8.4% more than average for shorter job posts, while medium-length job descriptions (301-600 words) performed 3.4% below average

Here is a free sample of a job description for a Data Analyst for you to alter and customize to include essential responsibilities and requirements while reflecting your unique company mission and culture.

Speaking of company overview, another LinkedIn survey suggested that the company info was the coldest part of the job description. Candidates tend to skim right past it. So we recommend no more than 3-4 sentences to capture the riveting details about your company.

https://blog.anzyglobal.com/blog/data-analyst-job-descriptions-template/

#data analyst #data analyst jobs #job description #hiring talent

Java Developer Job Description Template - Anzy Global

Who is a Java Developer?

A programming language going by the slogan Write Once, Run Anywhere, Java codes written on one system can be run on other Java-enabled systems without adjustments – truly illustrating the cross-platform benefits of this renowned computer language.

Designing, developing and managing Java-based applications and software is a Java Developer’s forte. These specialized programmers are highly sought-after in all industries worldwide. From startups to conglomerates, businesses always need Java developers to develop, test and refine applications.

This highly-regarded skill is in incredible demand and your search for a specialist must start with a well-crafted job post.

Why write Job Descriptions?

Job descriptions are helpful for candidates and employers alike.

They attract prospective candidates qualified for the role from various sources. The ability to post & share jobs on platforms like LinkedIn, Meta, Twitter & email provides exponential reachability.

The job descriptions are often the first point of contact professionals will have with your firm & this can significantly shape their first impression. Any grammatical errors, factually incorrect detail, usage of empty or excessive jargon, or even the tone of voice can put them off, leaving a lasting impression.

Lastly, the list of roles & responsibilities can stand as a baseline once the candidate is hired. A reference to measure their growth, performance reviews & appraisals.

Java Developer Job Description Sample

It is especially difficult to attract expert candidates with a generic job advertisement. Java developers are some of the most coveted talents in the tech industry. And since the search begins with a job ad, it bodes well to make your advert meticulous and specific to your company’s needs.

A java developer’s role varies depending on companies and job positions. Here is a sample java developer job description with a few typical roles and responsibilities listed that will help you write the perfect job ad. This template may be modified and customized per your specific business needs.

Read now - https://blog.anzyglobal.com/blog/php-developer-job-description-template/

PHP Developer Job Description Template - Anzy Global

Who is a PHP Developer?

PHP is an acronym for Hypertext Preprocessor and is one of the most common programming languages used today. It’s used to create dynamic content for websites that allows for easy editing and customization.

This is why many companies hire PHP developers to create custom-based websites, applications or programs for their business. They also ensure that things like security and optimization are being taken care of. Other skills required by a PHP developer are being able to work in a team environment, being organized, and having good communication skills.

While some specialize in back-end development, others focus on front-end development.

These days, most PHP developers have at least a basic understanding of both back-end and front-end development. In fact, many are proficient in several programming languages, including HTML, CSS, JavaScript and SQL.

Why write Job Descriptions?

Job descriptions are helpful for candidates and employers alike.

They attract prospective candidates qualified for the role from various sources. The ability to post & share jobs on platforms like LinkedIn, Meta, Twitter & email provides exponential reachability.

The job descriptions are often the first point of contact professionals will have with your firm & this can significantly shape their first impression. Any grammatical errors, factually incorrect detail, usage of empty or excessive jargon, or even the tone of voice can put them off, leaving a lasting impression.

Lastly, the list of roles & responsibilities can stand as a baseline once the candidate is hired. A reference to measure their growth, performance reviews & appraisals.

Read now - https://blog.anzyglobal.com/blog/php-developer-job-description-template/

#job description template php developer job description template

Software Developer Job Description [Template Included] - Anzy Global

Who is a Software Developer?

Software developers are the creative conjurers behind various computer programs. There are two main classifications of developers: applications software developers and systems software developers.

While application software developers focus on a specific program or app, the systems software developers create giant networks or underlying systems that help trigger and power other programs.

High-performing software developers have a healthy balance of hard and soft skills. Not only are software developers responsible for outlining and creating the code and design for a program, but this career generally involves a lot of collaboration between various stakeholders.

Why write job descriptions?

Job descriptions are helpful for candidates and employers alike.

They attract prospective candidates qualified for the role from various sources. The ability to post & share jobs on platforms like LinkedIn, Meta, Twitter & email provides exponential reachability.

Lastly, the list of roles & responsibilities can stand as a baseline once the candidate is hired. A reference to measure their growth, performance reviews & appraisals.

Job Description sample for a Software Developer

Developers can work in systems software or in applications, but their duties are similar in many cases. If your position is specialized, consider including the specialization in the job title as well. But avoid using internal titles, abbreviations or acronyms to ensure candidates understand your job advertisement.

This job description describes the responsibilities and requirements of a software developer. The template may be modified or re-created to accommodate your company’s specific needs of a Software Developer.

Read more - https://blog.anzyglobal.com/blog/software-developer-job-description-template-included/

#software developer job description software developer templates

How To Write a Perfect Job Description? - Anzy Global

Before you hire great talent, you must first attract the right talent.

An effective, engaging & inclusive job description is pivotal in landing the choicest of people. With some advance preparation, you can craft the right description to drive a wide range of top-tier candidates into your pipeline.

The best job posts combine a bit of marketing, an accurate overview of the role, necessary skills & competencies, and your firm’s culture. All these factors come together to present an open role to the market. Emphasis must be placed on company culture, mission & values to avoid making a wrong hire.

It’s no secret that diverse teams perform better. To ensure you attract a diverse pool of quality applicants, your description mustn’t alienate women, differently-abled or the LGBTQ+ community. Give all applicants an equal, unbiased opportunity to showcase themselves. This ensures you get the best talent from all walks of life.

Let’s read further to understand how to write a job description.

The right job title

Your search for that Data ‘guru’, DevOps ‘ninja’ or PHP ‘rockstar’ is probably hitting a dead end. Using these terms can confuse candidates & put them off from applying – especially women and underrepresented minorities. Job seekers search for roles that match their skills & experience, so include the universally accepted job titles when you craft your job description.

Make sure you pick a title that is free of gender or age implications, and generic enough to be compared to other similar jobs in the industry. Sounding too technical or exaggerated in your job description can cause more harm than good. Keep your job description easy to read and understand.

Keep it skimmable

In an attempt to include all necessary information, your description runs the risk of being overly stuffed with text. By making it lengthy, and complex to read, you are pushing the candidates away. To attract high-quality applicants, we suggest you keep your job descriptions skimmable.

Use short paragraphs, bullets & headers to distinguish critical information. This makes it quick & easy to peruse and helps applicants self-filter themselves out in case they’re not fit for the position – improving the quality of the applications you receive.

Read now - https://blog.anzyglobal.com/blog/how-to-write-a-job-description/

#Job description learn how to write job descriptions

7 Must have HR Policies in India

Every corporation objectives to create a secure and innovative place of business. To gain this, it desires to hold up with the evolving place of business traits around the arena and make reforms to its very own HR regulations accordingly.

Organizations adhering to the age-antique regulations that don't observe the present day occasions which include adverse paintings tradition, gradual growth, and in the end decline in human capital. Now that we’re acquainted with the outcomes, let’s apprehend and analyze greater HR regulations – their cause and those that must be part of your coverage handbook.

Purpose of HR regulations

HR coverage reforms created and amended for the welfare of the personnel, permit corporations to set up barriers and keep away from conflicts at the same time as fostering a healthy place of business environment. They assist corporations to manipulate their human capital successfully and gain favored growth. HR regulations additionally assist corporations meet the prison compliance necessities.

In a few cases, correct HR regulations can deliver the corporations an aggressive edge. Organizations with regulations that facilitate healthcare, economic aid, worker welfare, etc. are quite in demand withinside the labor marketplace and have a tendency to have drastically low attrition rates.

A corporation with complete HR regulations is capable of meeting training, variety, regulation, and ethics necessities seamlessly.

How does a corporation decide whether or not its HR regulations are beneficial for them and its personnel? There are many alternatives that a corporation should move for, one in every of which incorporates hiring a street-clever staffing corporation in their area or searching on the regulations to look in the event that they have protected any of the need-to-have regulations in India.

Read more about HR policies in India - https://blog.anzyglobal.com/blog/hr-policies-in-india/

How to Hire Employees for Startup

A startup desires multi-faceted hassle-solvers.

However, in case you lease the incorrect person, the achievement of your complete project might be at risk.

One of the primary demanding situations in startup hiring is recruiting the proper human beings in your company. It’s crucial to craft a hiring approach for a startup, because the first personnel frequently fill greater distinguished roles and are charged with laying the rules for the business.

Although who you lease relies upon in your business’s particular desires, any worker you recruit must be flexible, passionate, and trustworthy. Hire individuals who can tackle numerous duties till you may amplify in addition.

A widespread consciousness in startup roles is strengthening your inner relationships (among personnel) and outside connections (among different groups and clients or clients).

Read more about startup hiring - https://blog.anzyglobal.com/blog/how-to-hire-employees-for-startups/

How to Create a Recruitment Plan?

An in-residence HR supervisor or an out of doors recruitment corporation can execute a recruitment approach. This plan serves as a blueprint. A clean and actionable method is accompanied regardless of who's hiring on your business enterprise.

A hiring plan is indispensable & it clarifies business enterprise wishes.

With a hiring plan, you'll have a clean feel of whether or not you want to lease (or not), the candidate you're searching out specifically, and whether or not the “who” already exists to your organisation. The proper profile can also additionally already be to your business enterprise, don’t pass on searching into your personal applicant pool.

So, how does a business enterprise formulate a practical, intelligent, impactful recruitment plan?

Read more here: https://blog.anzyglobal.com/blog/how-to-create-a-recruitment-plan-a-step-by-step-guide/

#hiring strategy #hr #Recruitment

What is Tech Recruitment?

A simplified definition is that technical recruitment is hiring for technical roles. Discovering and attracting superb personnel is in no way simple, specifically for IT & technical roles. And the assignment of expertly locating those tech professionals for corporations falls upon tech recruiters.

As technical recruiters, they have got the training, expertise, and sources had to discover, screen, and entice all-big name applicants.

These IT or generation recruiters are gifted at sourcing, reviewing, and expertise your enterprise’s wishes. In addition, they use their income cappotential to put themselves as an answer issuer to the demanding situations confronted via way of means of corporations & applicants. And relationship-constructing talents to be a depended on marketing consultant to the hiring managers & lengthy-time period profession sellers to the applicants.

Read more here: https://blog.anzyglobal.com/blog/technical-recruitment/

#Recruitment #hiring strategy

WHY HAS HIRING BECOME DIFFICULT?

If jobs are in demand, why is it so hard to fill them?

Over the past year, several industries have observed an increase in hiring difficulty. This significant change in recruitment has even caused companies to exit contracts by paying penalties as they cannot find the right workers to uphold their end of the deal.

Talent availability, or lack thereof, overtakes implementation costs or security risks as a top hindrance to establishing new technology. Firms believe that the talent shortage is the biggest snag to adopting new technologies. IT leaders who want to deploy new tools & resources to boost their business anticipate that the lack of qualified talent will prove problematic at some point.

This has helped spark a massive hunt for talent as companies loosen their purse strings to fill their ranks with skilled people.

Read on to know more about the hiring problems companies are facing.

People are questioning if they even like their jobs

In the last couple of years, many employees have felt their relationships with their once-loved jobs deteriorate, as work has become remarkably different. Some found pre-existing disinterest amplified, while others discovered a new level of distaste for their positions or entire fields. The pandemic made them realize that life is too short to stay in a job they aren’t passionate about.

Business Insider India reports that from a pool of 1200, 4 in 10 people from tech backgrounds said that limited career progressions, inflexible working hours, and toxic work environments are some of the top reasons causing them to resign.

Read how you can provide favorable conditions and retain your employees here.

Employment paradox

On the one hand, firms can’t seem to find candidates, and on the other hand, people can’t seem to find decent jobs. What is this dichotomy?

Sure, there are many vacant roles, but that doesn’t automatically mean they are perfect for job seekers. This reflects the lingering issue in the labor market – the mismatch between the workforce and the open jobs.

Despite the talent shortage, employers continue to demand ‘several’ years of experience. Workers who have an employment gap of over six months, either because they switched fields or dropped out to care for a child or an elderly, are not even coming by the hiring manager’s desk. And using automated hiring software is filtering out qualified applicants that may be fit for the role.

This rigidity in wanting a candidate with precisely the proper education, years of experience, or range of qualifications that perfectly fits a job’s requirements might be leaving behind an untapped group – the applicants who are ‘STARs’ – Skilled Through Alternative Routes. Not recognizing skills gained through alternative ways is failing these workers and failing you from finding the talent your company needs.

Another mismatch is people wanting remote working options and firms wanting them available in person. Candidates are exercising their right to work in a safe environment, and with COVID playing peek-a-boo, businesses are gradually opening their office doors. Candidates are open to expanding their job search for remote flexibility over attractive salaries, and 17% would consider quitting their job if they’re required to return to the office five days a week, according to Glassdoor.

People are stressed and burnt out

After an unprecedented 2020, employees are focused more than ever on their well-being, work-life balance, and finding meaning in their work. Data shows that 45% of people worked more hours during the pandemic, causing resignation due to burnout.

This puts added stress on your remaining employees as they take on extra duties while you struggle to fill positions, making them spread too thin & burn out.

Working your existing workforce harder is not sustainable and certainly not the answer. If all your strategies to hire fresh talent have proven obsolete, it may be time you partner with a recruitment agency.

People want to be their own boss

With more people looking for flexibility, anxious about covid exposure, or simply disenchanted with pre-pandemic office life, it aggravates labour shortages in some industries and adds pressure on companies to revamp their employment policies.

Professionals today have multiple choices, which don’t include joining another company but starting on their own. Some top talents prefer to lead a more nomadic life, work remotely as consultants, and are drawn to gig work rather than being pigeonholed in one organization. This is also one of the reasons why the job rejection rate has seen an upward graph.

Thanks to the pandemic, people had the chance to pause and re-evaluate their priorities. They are no longer settling for mediocrity; they don’t want to be rushed, they want time with their families, and they’re making some bold changes to achieve that.

The rise of the gig economy

Unstable employment and low job growth are the big reasons that most workers are getting job opportunities through freelance or contractual work. Our workforce is changing. Traditional employment lacks lustre. Millions are leaving their jobs daily. Contract-based roles are more attractive to millennials than permanent roles. Gig workers are in huge demand, and companies must adapt to this rising change.

ASSOCHAM reports that India’s gig sector is expected to touch $455 billion at a CAGR of 17% by 2024. The startup ecosystem in India has seen rapid development, and hiring full-time employees lead to high fixed costs. Startups are hiring skilled technology freelancers on a per-project basis in engineering, product development, data science, and machine learning to bolster their tech platforms.

60% of tech-based companies are predicted to hire gig workers in 2-5 years. MNCs are adopting flexi-hiring options, especially for niche projects, to reduce operational expenses after the pandemic. This tendency is significantly contributing to the gig culture in India.

Stiff competition

Competition is fierce for high-skilled professionals right now. Quality tech talent is hard to come by, and everyone is fighting over the same candidate pool.

Once you’ve proven your company’s mission and vision, think about other ways to attract talent. Think beyond salary and perks. It’s more than about money. You want to focus on what matters to your candidates and give them a clear direction, career progression, and rewarding work.

It’s valid that you want the right employee but what makes you the right employer? Think about that, and your chances of acquiring the best talent will increase exponentially.

Offer-shopping is the new norm

Today’s labour market favours the candidate. With abundant opportunities, job seekers are increasingly choosy. They are highly cautious about the new roles they are choosing. Most candidates are prepared to wait a few months longer to avoid making a desperate move.

The fear of job losses has diminished due to the upbeat mood of tech startups. The candidates maximize their salary offers by putting one offer against another offer. Offer shopping has become quite the norm and has been a massive challenge for organizations to onboard candidates.

Candidates in technical industries like IT are rejecting more offers than any other industry. These applicants are in high demand and can compare competing offers.

Every company is offering a maximum salary hike, but it often boils down to other factors.

Ineffective interview process

The internet is awash with stories of job seekers becoming frustrated with companies that turn the interview process into a marathon. Candidates are pulling their names from consideration at firms with interview rounds as high as nine! Drawn out interview processes can negatively impact their interest in the role. This experience drives them to leave distasteful comments about your company on review sites anonymously.

If your recruitment process makes the applicants feel like they are being strung along, this could potentially harm the chances of attracting future talent. This indecisiveness provides the people with crucial insight into your company culture and drives them further away.

Final thoughts

Employees across all industries re-evaluated their relationships to their jobs after the pandemic briefly caused a global economic shutdown. People have largely decided they don’t wish to return to the old ways of working.

Your best strategy for winning today’s war on talent is to retain your skilled employees by fighting the top causes of employee turnover. The more you control the churn rate among your top players, the more robust your bench strength of home-grown talent who will bring long-term value to your enterprise.

With millennials mainly making up the global workforce, organizations will face increasingly transactional personnel, not hesitating to request greater flexibility in their working arrangements.

Now is also an excellent opportunity to reassess your employer branding. The pandemic drove firms to lay off employees without batting an eye, which left a bad taste. You must prove to the candidates again that you have their best interest.

Another method to get ahead of the talent shortage is proactive hiring. Not waiting until you have a vacant role but promptly filling your pipeline for rainy days. Establish meaningful connections with passive candidates, and your company will likely be the first they will consider when it’s time to change jobs.

At Anzy Global, we nurture innovation and configure our hiring techniques based on the need of the hour. With a significant reduction in search time, we can provide you with a team that boosts your business growth in the long run.

#hiring problems #recruitment problems #hiring difficulties

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