imrindia

International Manpower Resources (imrindia) New Delhi, India, to provide a channel for the organized outflow of Indian manpower to the Middle East, Africa and Europe. The sudden upsurge in the economic activity of that region through discovery of oil and subsequent development of commerce and industry gave the further boost to the IMR philosophy. We realize that despite the numerous recruitment agencies in India, there was a need for a professionally managed recruitment agency and that the need was urgent. It is this very concern that brought IMR into existence. Indian Engineers and Technicians are sought-after, the world over, for their technical skills, hard work and the ability to work under trying conditions. They have good knowledge of English and settle down fast in any Multi-cultural & Multi-National environment.

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How to Successfully Hire a Highly Trained Support Staff?

There are few things worse than providing terrible customer support. A badly trained support staff will not only tarnish your reputation but also leave you at a disadvantage as negative experiences spread like wildfire via word-of-mouth and social media channels.

That’s why hiring a well-qualified and highly trained support staff is paramount to growing your business and building a strong online reputation. Here’s how you can successfully hire the right people to join your support staff -

1. Look for emotional intelligence

Emotional Intelligence (EQ) isn’t simply a buzzword but a requirement for effective support staff. The support staff is always under a lot of pressure to get things done and satisfy everybody. High-pressure environments with a lot of stress cause an employee to lash out or come across as apathetic, which can easily do more harm than good to your business.

No matter the situation, the support staff must remain calm, composed and compassionate at all times and provide excellent service, which is only possible if their EQ is high.

2. Test the communication skills

The best support staff consists of excellent communicators as their job is very people-centric. Effective communication skills -- both spoken and written -- are vital for resolving problems, keeping customers satisfied, establishing trust and building long-term loyalty. Additionally, if you’re servicing global clients, your support staff must be skilled in communicating in the local languages too.

3. Check whether they are team players

Providing continuous and high-quality support requires effective and efficient teamwork. It’s isn’t a single person’s job. Team players are professionals capable of building a fast and strong rapport with their team members. They’re quite comfortable collaborating and communicating frequently to get the job done as their main priority is to provide effective solutions in the quickest possible manner.

4. Go beyond the resumes

Finding the right talent often requires you to look beyond the resumes and probe further into the candidate’s work experience, domain knowledge, attitude, mindset and problem-solving abilities.

Look for someone who’s willing to go the extra mile to solve problems and provide service that exceeds all expectations. Understand their approach to tackling problems and gauge whether their methods, views, values and opinions resonate with what your company stands for.

5. Work with a recruitment partner

While recruiting support staff, it’s important to hire only the best of the best. A shoddy recruit can cost you a lot of business and also badly impact your reputation -- a mistake you cannot afford to make.

Working with a recruitment partner like International Manpower Resources can help you make the right hiring decisions and avoid bad hires. Recruitment firms are in the business of finding and hiring top talent. As a result, they have built vast networks and huge talent pools over the years to find the right candidates for their clients. If you’re short on time, resources and have your business to grow, you can consider working with a recruitment partner who will handle all your recruiting needs and find the best people for your business.

Finding the right support staff that will deliver truly outstanding service isn’t an easy task. Follow these tips to successfully hire a highly trained support staff. Also, consider working with an established recruiting firm like International Manpower Resources Private Limited, New Delhi, India with several high-profile clients and decades of experience in recruitment. Get in touch right away to discover how we can take care of your hiring needs.

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How to Find the Right International Manpower Recruiter for Your Business?

Good talent is scarce. If your company is suffering due to the talent crunch and finds it hard to recruit great employees, then you should consider working with an international manpower recruiter. Their vast expertise and industry insights can help you recruit the best candidates for your company. However, it’s important that you work with the right recruiting agency for your business. A bad agency, just like a bad hire, will do more harm than good. Here are some factors to assess whether an international manpower recruiter is right for your business:

1. Do your homework

When you’re hiring a candidate, you make sure that you look them up on LinkedIn and other candidate portals, check out their work experience and look into their credibility. You should do the same for an international manpower recruiter. Do extensive research to understand how they solve their client’s hiring needs. Validate and cross-check their accomplishments and success stories.

2. Enquire about their recruitment processes

Outsourcing recruitment to an external agency involves a giant leap of faith. If you aren’t able to trust the agency, then the project is doomed even before it begins. Make sure you have detailed conversations with the recruiter to understand how they recruit. Ask questions surrounding their sourcing and screening processes, communication style with potential candidates, candidate background check process and key recruitment KPIs. If you’re in doubt or have concerns regarding a certain process, get those clarified. Only proceed further if you’re fully satisfied with how the recruiter handles the entire recruiting process.

3. Check their expertise

Look up their recruiting experience, clients (both past and present) and their track record. Especially look for testimonials from their previous clients whose businesses are similar or comparable to yours. Check their online reputation and reviews, professional associations and track record.

4. Go through their terms and conditions carefully

Understand their terms, conditions and pricing. Comb through their terms of engagement carefully and don’t hesitate to ask questions wherever needed. The last thing you need is to feel cheated and deal with a legal dispute over the recruiter’s fees and contract.

5. Try their services before making a decision

When you find a recruiter that you really like, ask whether they have a trial program where you can take their services for a test drive before making any decision. While doing your homework and research can only provide you with information that looks good on paper, trying out their services will offer you a glimpse into how they work. You’ll get practical insights into their communication style, work culture and decision-making. When hiring a manpower recruiter, you’re going to entrust them with one of the most crucial aspects of your business -- building a highly skilled and productive workforce. It’s important to find the right recruiter for your business. Work with a reputed and well-established agency like International Manpower Resources Private Limited, New Delhi, India. We don’t simply recruit top talent. We build partnerships with our clients and work with them to find talent that will have the greatest impact on their business.

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Why Should You Hire Indian Workers to Grow Your Business?

The greatest asset a company has is its workforce. Therefore, hiring the best talent available worldwide is crucial to a company’s business growth.

With extensive domain knowledge, the ability to multi-task, familiarity with the complex Indian market, versatile experience and strong work ethics, Indian workers are highly sought after by global businesses. Their professional competence and track record have been demonstrated and proven, beyond doubt, especially in recent years.

Here are some of the top reasons to hire Indian workers to grow your business:

They are fluent in English

India is the world’s second-largest English speaking country, just behind the USA. The top Indian talent has been trained over the years to communicate concisely and effectively in English. This is where Indian workers have a significant advantage over their counterparts from South America and Eastern Europe. As a result, communication is hassle-free with no linguistic or cultural barriers.

They are well-educated and highly trained

Indians place great importance on education and aim to earn post-graduate degrees from top-notch universities to build an impressive portfolio and set of skills. By 2020, the pool of skilled professional Indian workers is set to reach 160 million.

Hiring from India gives you access to this massive pool of talented, passionate and highly trained Indian workers with extensive experience working in the Indian market.

They are extremely customer-centric

Every business thrives on customer satisfaction as that’s the key to getting repeat business and maintaining a powerful brand. Indian workers excel in customer satisfaction and are trained to attribute the highest priority to customers.

Their friendly approach coupled with a desire to help solve problems makes them extremely customer-centric. Hiring such talent is great for business.

They come from a culture and attitude geared for success

Creative thinking, problem-solving, a ‘never give up’ attitude and the strong desire to succeed and satisfy the client is deeply ingrained within the Indian culture. Indian workers are not only highly educated and expert polyglots, but also extremely hardworking, persistent and dedicated to their jobs. They constantly brainstorm creative and innovative solutions to solve problems and succeed, no matter the circumstances.

They don’t burn a hole in your pocket

Last but not least, even the best Indian talent doesn’t cost much. For example, you would pay an American developer $ 150/hour to develop a piece of code. An Indian developer would develop that same piece of code for $ 45/hour without compromising the quality or missing the deadline. Hiring Indian workers gives you access to high quality, affordable talent that’s dedicated to meeting deadlines and succeeding.

India is one of the fastest-growing economies worldwide with a vast pool of highly skilled, trained and brilliant talent. Hiring Indian workers to grow your business is the logical thing to do.

To hire the best, partnering with an Indian manpower consultancy like International Manpower Resources Private Limited, New Delhi, India  is the best way forward. With extensive knowledge of the Indian economic landscape and job market and powerful networks, we are uniquely positioned to cater to your recruitment needs. Get in touch to understand how we can best serve your requirements.

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Why Demand for Skilled Talent Is Growing Across the World?

According to a recent study, by 2030, there will be a global human talent shortage of more than 85 million people. With rapid advances in technology, companies have increasing demands for skilled talent to perform a variety of newly created roles. Unfortunately, in an increasingly tight labour market, finding skilled talent is a challenge for employers worldwide and they can feel the pinch. Let’s take a look at the top reasons why the demand for skilled talent is growing across the world -

Shifting demographics

For some countries, low birth rates for decades imply that the talent pool keeps getting shorter every year. In other countries, the baby boomers or Generation X is on the verge of retiring and the younger generation might not have had the time or training to take many of the high-skilled jobs that get left behind. However, there are countries like India that aren’t expected to face a talent crunch. In fact, studies show that there might be a surplus of more than 1 million high-skilled Indian workers by 2030. A potential solution for shifting demographics would be recruiting professional and highly qualified Indian workers to meet the rising demand for skilled talent.

Increasing digitalisation

We live in a digital economy and as a result, most organisations worldwide engage in a battle for digital talent. They struggle to fill their digital jobs due to an acute shortage of skilled digital talent. Also, most of the existing digital talent prefers to work for tech giants and unless your company belongs to this category, your chances of finding skilled digital talent aren’t that great. According to a

joint study

conducted by Capgemini and LinkedIn, India has the highest proportion of digital talent. Hiring highly skilled Indian workers by partnering up with an Indian manpower recruiting firm can help companies hire top talent, meet their talent demands and stay ahead of the competition.

Changing technologies

With advances in engineering, cloud computing and data processing, there has been a surge in new age professions such as cyber-security, data science, data engineering, machine learning, deep learning and artificial intelligence. To keep up with the technological advancements and maintain their competitive edge, companies are racing to find skilled talent with specialized skill sets. 

However, since a lot of these new technologies aren’t taught in traditional educational institutions, companies face a talent shortage as they cannot find talent with the right set of skills to successfully help them adopt and use these emerging technologies. As a potential solution, companies could take the onus of training their future employees themselves by investing heavily in excellent training and development programs. This will help them bridge the skills divide and meet their talent demands.

Hiring at a time where the demand for skilled talent trumps the supply, companies need to look beyond traditional recruiting and talent acquisition strategies to find, attract and hire top talent. Working with an established manpower recruiting firm such as International Manpower Resources Private Limited, New Delhi, India that excels in finding talent with specialized skill sets quickly will help you fill your critical vacancies and build a modern workforce that will supercharge your business.

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Key Reasons to Outsource Recruitment Services in India

In an increasingly competitive world, recruiting and retaining top talent is crucial to achieving success for any business.

Outsourcing recruitment services to agencies well-versed with the job market, industry trends and access to vast talent pools will help companies hire better, cut costs, and maintain their competitive edge. With recruitment process outsourcing being one of the fastest growing industries in India, here are some of the top reasons why you should outsource recruitment services -

Recruit top talent

The constant changes and fluctuations in the job market and employment expectations have made it harder for companies to hire top talent. It gets even harder when recruiting for specific, complex or niche skills in a time bound manner.

But with recruitment agencies, this isn’t an issue. They have constant access to a vast and extensive talent pool of both active as well as passive job seekers. They employ their skills, knowledge, and expertise to screen and shortlist candidates that not only satisfy your business requirements but are also a great fit for your company culture and values.

Reduce operating costs

If you outsource recruitment services, you can see a 20-25% reduction in the total cost of hiring. This includes reducing marketing costs spent on advertising job vacancies, sourcing costs, costs per hire and overhead costs, among others. Outsourcing helps you streamline recruitment processes, use the best recruitment practices and employ technology to hire better, faster and cut costs.

Focus on your core business activities

When end-to-end recruitment is taken care of by a specialist, your internal HR team has more time to focus on strategic HR activities and optimizing employee skills, experience and making the best use of their talents. This keeps your employees focused, motivated and engaged, which in turn boosts productivity and boosts business growth.

Stay ahead of the competition

Recruitment tasks and activities aren’t a part of your core business. Handling recruiting while also trying to grow your business gets tedious, cumbersome and exhausting.

Unlike you, a recruitment service provider is in the business of recruiting the right people for the right organisations. Such agencies invest their time, energy and resources into sourcing, screening and presenting the cream of the crop in terms of available talent to businesses. Thus, they hire the right talent for your organisation quickly and efficiently. This will provide you with the right resources to build and scale your business and stay ahead of your competition.

Over 70% of a recruiter’s time is spent in finding the right candidate, leaving them with little or no time to focus on strategy, onboarding, employee experience, workforce management and other such key HR activities. Outsourcing your hiring needs to a recruitment service provider like International Manpower Resources will provide you with financial, operational, and strategic benefits.

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How to Improve Your Recruiting Process?

Attracting and retaining talent is a top priority for any business. While recruiting can be hectic, having an effective recruiting process in place helps you choose the right candidates, reduce employee turnover and maintain your competitive edge.

If you already have a recruiting process in place, you should constantly evaluate and improve it as it’s the key to building a productive and loyal workforce. Here’s how you can improve your recruiting process -

Develop a well-defined hiring process for each role

Take time to understand the job vacancy and the type of candidate required and map out a hiring process that’s tailored to evaluate potential candidates for that particular vacancy. Define the types of evaluations required, the job application process, the screening criteria, the rounds of interviews and the questions to be asked during these interviews.

Create straightforward and attractive job descriptions

A job description is your chance to make a great first impression, express how your company is truly unique and what you have to offer. Effective job postings ensure that you attract the right types of candidates and weed out the rest.

Be honest and clear about your expectations and job duties and responsibilities. List the skills that truly matter to the vacancy and not just the ones that are “good to have”. Make sure that your work culture reflects in your job description.

Invest in technology to make better and smarter hiring decisions

Technology such as ATS (Applicant Tracking System), candidate sourcing tools, chatbots and analytics tools save your company a lot of time and money and equip you with the right data to make more informed and smarter hiring decisions. It helps you filter qualified candidates from a sea of resumes, perform thorough background checks, schedule interviews and periodically communicate with the candidates.

There are plenty of options available. So do your research and choose the right tools based on your recruitment needs, company size and budget.

Keep the recruiting processes simple and candidate-centric

Job seekers want to get placed in a company as soon as possible. They tend to lose interest and look for other options when the recruiting process is lengthy and drawn out. Make sure that your recruiting process is simple, simple and not extremely time-consuming.

Take time to explain the entire process to the candidates right in the beginning. Keep communicating with them periodically throughout the recruiting process to maintain their interest and keep them engaged. Answer any doubts or questions that they might have quickly and don’t leave them hanging.

Don’t forget about employee onboarding

The first step in talent retention is to keep your new employees excited about working for you and managing their expectations right from the beginning. Ensure that they feel welcome and have all the tools, resources and training necessary to be productive and independent at their jobs. Motivated and satisfied employees are dedicated, highly productive and loyal to your company.

Recruiting the right people is critical for the success of any organisation. International Manpower Resources can help you shape and optimise your recruiting process to eliminate any weaknesses and loopholes and make the right recruiting decisions.

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6 Tips to Hire Top Engineers for Your Organisation

While engineers are some of the most in-demand professionals worldwide and there is also a huge supply of candidates, hiring the best engineers for your organisation is hard. According to a recent survey by Lever, it takes 39% more candidates, 26% more on-site interviews and 13% more offers to hire the right engineer, as compared to hiring a candidate for other roles. Here are six tips to hire the top engineers for your organisation -

1. Build your employer brand

Unless you’re a tech giant like Amazon or Google, your company isn’t that well-known amongest engineers and you need to build a brand that appeals to top engineers.

According to Greg Brockman, the CEO of Stripe, you should approach recruiting just like marketing. The goal should be to make your company more desirable and build a brand. Showcase your company’s culture, values and philosophy.

2. Constantly source for great talent

Sourcing top candidates should be a continuous process so that you can set up a talent pipeline, ready to come and work for you should there be a vacancy. Invest in digital platforms where your potential candidates will be available. \

For example, if you’re hiring a software developer, make sure that you’re advertising on platforms such as Stack Overflow. Also invest time and efforts manually prospecting the right talent for your organisation.

3. Emphasise on employee referrals

The best way to find great engineers is by reaching out to engineers in your existing teams. Set up referral programs and get your employees invested in the idea of finding top talent for growing your organisation. Employee referrals are a great way of engaging your employees and tapping into their networks to find top engineers for your organisation.

4. Incorporate problem-solving in your assessments and interviews

Don’t rely on classic interview questions that only test the candidate’s concepts and knowledge. Focus on testing their skills in action. Since you require your engineers to solve problems for your organisation, incorporate problem-solving in your assessments and interviews.

Create scenarios/situations that will resemble the problems they will be solving in your organisation and shortlist them based on their performance.

5. Provide an excellent candidate experience

Engineering candidates have a plethora of opportunities to consider and they will only continue investing their time and efforts with you if you provide them with a positive candidate experience. A survey by LinkedIn states that 83% of candidates change their minds about an opportunity that they once liked due to a negative interview experience.

Show genuine interest in the candidates you source, treat them with respect, constantly engage with them and keep them updated throughout the recruitment life cycle -- regardless of whether or not you hire them.

6. Make fast hiring decisions

There’s a lot of competition for engineering talent and if your potential candidate receives a better offer from your competitor, they’ll definitely take the better offer and move on. Optimize your hiring procedures and strategies to be faster, simpler and more efficient. Also understand your candidate’s motivations and expectations well in advance to craft an offer that will appeal to them and increase their chances of taking your offer.

While finding the right engineering talent for your organisation can be tedious and overwhelming, these tips can greatly help with your recruitment efforts. To find the top engineering talent quickly, consider working with International Manpower Resources Private Limited, an agency that specialises in recruiting engineers for companies worldwide.

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Why Hire Outsourced Recruiting Services Agency?

Hiring top talent involves understanding and navigating through a complex and dynamic labour market, being proficient with technologies, analysing and interpreting data and maintaining good professional relationships with candidates. While this might prove to be overwhelming for your internal HR team, it’s what a recruitment services agency does. They are experts in recruiting and talent acquisition is their core competency. Here’s why you should hire outsourced recruiting services agency -

Cut operating costs

Whether you’re an small medium company or a huge multinational company, cutting costs is always a priority. Recruiting becomes quite expensive if you’re managing everything in-house as you have to consider several costs such as job advertisements and buying recruiting technology and software such as sourcing tools, ATS and analytics tools.If you work with a recruiting services agency, all these expenses are turned into a single expense. Working with these agencies effectively helps you cut down on operating costs as well as reduce cost-per-hire.

Reap the benefits of a vast talent pool

If yours is a fast-growing business, there’s a constant demand for skilled talent. Looking for candidates as and when you have a vacancy makes the process lengthier, tedious and hectic. Outsourcing hiring to a recruiting services agency ensures that you have continuous access to its vast talent pool. As they’re in the business of recruiting, these agencies maintain a vast and continually updated database of active and passive candidates who are highly qualified and ready to work for you, hitting the ground running.

Recruit efficiently

It’s quite challenging for your in-house recruiting team to deal with a competitive job market, current skills shortage and optimise recruiting processes and practices. As a result, work starts piling up and raises questions on hiring accountability. When you outsource recruiting, you benefit from the ability of the recruiting services agency to reach out to a wider candidate pool, access passive candidates that your in-house team might not have been aware of, mitigating risks associated with hiring and reduce time-to-hire by finding skilled talent quickly.

Focus on your core business

When your internal HR team is tasked with recruiting, they’re unable to effectively perform their core activities such as payroll, compliance, performing employee assessments and providing training and support to your employees. On outsourcing hiring to a recruitment services agency which employs recruiting experts, you free up your internal resources so that they can focus on their core activities and keep your workforce motivated, engaged and productive. Hiring a reliable outsourced recruiting services agency like International Manpower Resources Private Limited allows you to meet your recruiting needs, hire better, save time and resources and reduce expenses. International Manpower Resources will dedicate their time and resources to sourcing, engaging, screening, hiring, and onboarding right talent which is beyond the reach of most organizations.

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How to Recruit Top Talent in the Manufacturing Sector?

According to a recent survey by LinkedIn, the global manufacturing sector is set to face a deficit of more than two million workers by 2020 and the resulting revenue loss can be as high as 607.1 billion USD.

An aging workforce and lack of interest amongest young millennials and generation Z regarding manufacturing jobs is a major reason for this talent crunch. That’s why recruiters in the manufacturing sector need to plan brilliant talent acquisition strategies to avoid talent shortage. Here are a few recruitment strategies that the manufacturing sector can adopt -

1. Hire for talent and fit, not for skills

People enjoy what they do when they have the talent to perform that activity. They tend to stick around with an organisation that shares similar values and ambitions. Your recruitment strategies should focus on finding and attracting talent with the right attitude, not skills. Look for traits such as long-term career goals, ability to communicate, willingness to learn and grow, motivation factors and personal ethics.

Hiring the right talent with the right cultural and organisational fit will help you grow your business and retain your workforce longer. Skills can always be taught through extensive training programs.

2. Offer non-traditional benefits appealing to young talent

It’s no secret that young millennials and don’t find the manufacturing sector to be an appealing career choice. Appealing to this generation of young talent requires recruiters to think of creative ways to grab their attention. Go beyond the basics and try to incorporate lifestyle benefits that your younger employees will appreciate.

Some unique benefits include flexible work timings, career growth opportunities, continuous training and education, scholarships to further educational qualifications, CSR activities, recreational activities and bonuses, among others.

3. Partner with local government and universities

Working with local governments, universities and communities is one of the most effective ways to change the perception regarding the manufacturing sector and attract fresh, young talent to your company.

Organise tours to your manufacturing plants and conduct workshops to educate potential candidates about your industry and the different job roles available. Offer apprenticeships and internships in collaboration with the local universities to scout for young talent. Showcase your work environment and how you value your employees. All these efforts go a long way in making your industry appealing to the younger generations, establishing your employer brand and making your company a top choice amongest the best talent available.

4. Make faster hiring decisions

The best candidates are in the market only for a very short time. If you don’t make a move and hire them, you’ll lose them to your competition. Keep your recruitment processes and strategies simple, seamless and make faster hiring decisions. Adopt measures that will help you reduce the time-to-hire and time-to-fill vacancies. Have a talent pipeline ready so that you have quick access to qualified candidates whenever there’s a requirement in your organisation.

Recruiting top talent in a tight labour market isn’t easy and requires recruiters to be innovative and more efficient with their talent acquisition strategies. Consider partnering with a recruiting firm like International Manpower Resources that specialises in recruiting for manufacturing jobs.  

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How Do Manpower Agencies Work?

Great qualified talent is hard to find, especially those that not only satisfy your technical requirements but also identify with your corporate vision, values and culture. That’s why many companies rely on manpower agencies to fulfill their recruitment needs. A manpower agency acts as a middleman between a company and a candidate. Manpower agencies find skilled talent to fill all kinds of jobs, from temporary to full-time, in a number of career fields.

How does a manpower agency work?

A manpower agency can take the grunt work out of recruitment by acting as an extension of your internal HR or recruiting team.

When a company has a vacancy, it reaches out to a manpower agency. The manpower agency understands the vacancy, job description and the desired candidate profile to find the right people for the company. It works with its team of seasoned recruiters to source candidates through ads, job postings, candidate sourcing portals (LinkedIn, Indeed.com) and social media. It also reaches out to its extensive networks and taps into its vast candidate database to find potential candidates.

The next step is to screen potential candidates by performing thorough and extensive background checks and reference checks, shortlisting the best ones and scheduling interviews.

Throughout the candidate recruitment process, the manpower agency constantly communicates with the candidates as well as the companies to keep them updated regarding the hiring process and provide regular updates. Many manpower agencies also assist with the final steps in the recruitment process such as negotiating job offers and finalising the recruitment process.

Why should you hire a manpower agency?

A manpower agency helps businesses analyse and understand their manpower needs and quickly find talent that is a perfect fit for their organisations. The biggest reasons why companies hire manpower agencies are to save time and resources spent scouring for talent. Most recruiters spend over 80% of their time finding and attracting talent. Working with a manpower agency will save this time that can be put to better use. Also, since manpower agencies are in the business of recruiting, they are experts at finding, screening, scanning, assessing, and interviewing the right candidates for your business. They’re constantly in touch with the latest trends in employment and the job market, salaries, hiring trends, and skills in demand. Working with them can help you make better, faster and more informed hiring decisions.

A manpower agency can greatly improve the quality of candidates you recruit and speed up your recruitment process. Working with a manpower consultancy firm like International Manpower Resources with vast expertise in recruiting is a smart business decision to growing your business and achieving your business goals.

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Educational and regulatory reforms, a buoyant economy and a culture that places importance on higher education and international work experience are the top reasons why companies consider recruiting Indians. This is reflected by the increasing trend of large multinationals recruiting Indians in executive positions. In addition to excellent educational qualifications, Indians also bring a multicultural work experience to the table. Here are four reasons why you should recruit a skilled workforce from India -

1. Vast talent pools

India has the largest youth population in the world, with roughly two-thirds of its population under the age of 35. According to a recent report, India is likely to have the world’s largest workforce by 2027, with a billion people aged between 15 and 64. As a result, the country is one of the largest global markets with vast talent pools that cannot be ignored. Recruiting from India gives companies vast talent pools to tap into and plenty of options to choose from.

2. High educational qualifications

According to the statistics shared by the Ministry of Human Resources Development in India, the Indian education sector is the third largest in the world with over 790 universities, 39,071 colleges and 9 million graduates. The country is home to world-class engineering and business schools such as the IITs and IIMs, that produce some of the best talent worldwide.

Both the government and the corporate sector in India continue to invest heavily in education through several skill initiatives to increase employ ability. The Indian culture also places heavy emphasis on quality education. As a result, Indian graduates are highly educated with great qualifications and skills sought by most companies worldwide.

3. Excellent English-speaking skills

Based on several reports, 10% of India’s population -- 125 million -- speaks fluent English. College-educated Indians are comfortable communicating in English. The emphasis on teaching English in schools is an outcome of the colonial British rule.

Also, a large percentage of the Indian population is multilingual and as a result, Indians are also quite adept at picking up other languages easily. These language skills make recruiting from India far more attractive and appealing to international companies as compared to recruiting from other emerging economies such as China and Brazil.

4. Willingness to work in different countries with diverse cultures

The Indian culture values a work experience abroad. As a result, Indians are more willing to work in different countries, adapt to multicultural work environments and navigate through diverse cultures at the workplace. Most senior-level Indian executives have a rich experience working in such environments, which makes them more qualified and preferable for upper management and executive level positions -- yet another reason for companies why companies consider recruiting Indians.

Recruiting from India is quite popular due to easy access to vast talent pools, excellent educational qualifications, diversified work experience and great English-speaking skills. If you’re considering recruiting from India, reach out to International Manpower Resources -- we offer world-class recruiting solutions across several industries to companies all over the world and deliver great services at competitive prices.

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Top Recruitment Trends in the Renewable Energy Industry

According to the International Renewable Energy Agency (IRENA), the number of people being employed by the renewable energy industry could reach 24 million by 2030. According to the World Economic Forum, the renewable energy sector is a $1.4 trillion global industry -- almost twice the size of the global airline industry, and nearly equal to worldwide apparel revenue.

The falling costs of renewable energy sources, favorable government policies and increasing investments by corporations and governments are reasons for the increase in employment. For such a rapidly growing sector, here are the top recruitment trends in 2019 -

1. Asia accounts for most jobs in the renewable energy industry

As per IRENA, the majority of renewable energy job markets were China, Brazil, the United States, India, Japan and Germany. But the overall employment is accounted for by Asian countries -- over 60% of the jobs. The region offers strong manufacturing capabilities, deployment and favourable government policies such as preferential credit and land policies and feed-in tariffs.

2. Solar and liquid biofuels energy sectors are the largest employers

The global solar PV (photovoltaics) industry accounts for 3.37 million jobs with China, Japan, USA, India and Bangladesh being the top markets. These top nations account for more than 90% of solar PV jobs worldwide.

The liquid biofuels industry employs 1.93 million people -- 12% of the renewable energy sector. Latin America (led by Brazil) account for half of these jobs worldwide, followed by Asia and North America.

3. Salaries for professionals in the renewable energy industry will continue to rise

According to a 2019 report by the Global Energy Talent Index (GETI), 71% of hiring managers expect salaries in the renewable energy industry to rise. To change the perception amongest job seekers that the sector doesn’t pay well and to compete with the other energy sectors (such as oil and gas and fossil fuels) for top talent, the salaries are projected to go up. The demand for engineering and project management talent is quite high, and as such these jobs are supposed to witness the biggest salary hikes.

4. Renewable energy industry is a top destination for young talent

Due to its popularity with young talent, the renewable energy industry isn’t about to face any looming talent crunch, as compared to some of the other energy sectors. Renewable is considered as a young sector and is a top destination for young talent as the industry appeals to their sense of idealism and purpose. The industry also prefers young professionals as they’re more adept at training and working with automated and digital technologies.

5. Talent retention is a major challenge for the renewable energy industry

While the renewable energy industry is capable of attracting top talent, it isn’t doing well at retaining top talent. Over 77% of existing professionals in the renewable energy industry indicated shifting jobs and moving to the more lucrative oil and gas and power sectors. The top reasons cited were lack of clear career projection trajectories and inadequate opportunities to innovate and grow. 

While the renewable energy industry is thriving and doesn’t face any talent crunch, it needs to focus on better talent retention strategies to not lose its best and brightest to other competitors. Working with a recruitment specialist like International Manpower Resources that specialises in acquiring talent for the renewable energy sector is a great way to build efficient work forces for businesses in this industry.

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Top Recruitment Trends in the Global Power Industry

With rising concerns such as climate change and population growth, there’s also a huge pressure on the global power industry to innovate, search for cleaner energy solutions and upgrade the ageing infrastructure. This has resulted in an increasing demand for vast numbers of skilled talent and raised the value of top talent in this sector. Hiring managers should take note of the recent recruitment trends in the global power industry to find, attract and retain top talent -

1. Training and career progression opportunities crucial to attract top talent

The changing demands placed upon the power industry make it essential for the companies in the sector to offer ample internships, training and career progression opportunities to attract top talent. According to a survey

by GETI (Global Energy Talent Index) in 2019, 58% of the professionals surveyed believe better training to be the key to attracting and retaining top talent, whereas 47% believe a clearer career progression path is crucial.

2. The demand for engineers is on the rise

The GETI survey reports that 62% of the professionals in the global power industry believe engineering to be the sector most affected by talent shortages. With the rise of automation, digitalisation and emphasis on cleaner and renewable energy sources, there is a huge demand for engineers to successfully innovate and come up with the demands placed upon the industry. This shortage has led to decreased efficiency, increased operating costs and reduced productivity.

3. Europe, Asia, the Middle East and Africa are the key hot spots

The power industry in Europe, Asia, the Middle East and Africa are booming, resulting in an increasing demand for talented professionals from these regions. The rise in demand can be attributed to industrialization in these countries and the development of their economies, projecting these regions to be important epicenters in the coming years of the energy industry.

4. The salaries in the power sector are projected to rise

Compared to the renewable energy sector and the oil and gas industry, the power industry is considered to be less vulnerable to market fluctuations and government subsidies and as a result, is more stable. The stability has translated to high pay and a steady increase in remuneration worldwide, especially in Asia and Africa.

5. Young millennials don’t see the energy sector as exciting

The global power industry might be facing a looming talent shortage as young, digitally-skilled graduates don’t see the industry as an exciting career option. Instead, they’re drawn by the idealism and appeal of the renewable energy sector. While the industry has been innovating, young people see the power industry as dull and old-fashioned. Hiring managers should consider branding their companies and job opportunities as modern and place extra emphasis on opportunities to innovate, use creativity and create more meaningful solutions if they wish to appeal to the young millennials. While rising energy demands, the threat of global warming and the increasing pressure to find more reliable energy sources has made it difficult to find top talent, it’s not completely impossible. International Manpower Resources is a well-known recruitment partner for several companies in the power industry. Get in touch with us to fulfill your recruitment needs and hire the best talent available.

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6 Communication Tips for Recruiting Millennials to Oil and Gas Sector

According to report, 75 percent of the global workplace will be in their 20s and 30s by 2025. The oil and gas sector is facing the double burden of millennial employment, which includes finding talent and retaining them. Fewer people are seeking jobs in the energy industry sector because of more attractive opportunities in other industries. With more than half a million jobs coming up in the oil and gas industry in the next five years, companies should start retaining employees and training young graduates immediately.

Here are six communication tips that will help the oil and gas sector in recruiting millennials:

1. Find what motivates them

A survey done on 10,000 millennials revealed that money doesn’t motivate them as much as it encouraged the previous generations. They want to work in a company that helps them to develop new professional and interpersonal skills, gain experience, and demonstrate talent. When you are recruiting employees, portray how working with your company will have a positive impact on the industry and society at large.

2. Offer a blend of technology and innovation

To make the oil and gas industry appealing to millennials, it is important to offer them a mix of advanced technology and a chance to develop innovative ideas. Companies can use various social media platforms including YouTube to send across the message that their original ideas will be valued and provided a space to cultivate into something concrete.

3. Show them testimonials from other employees

Millennials were raised using social media and it still has a huge impact on them. When you upload a job requirement on job boards, social media platforms, or the company website, supplement it with video testimonials of your top employees or those who have been with you for a long time.

4. Be playful and confident to catch their attention

Anyone can mention job requirements and get applications but if you want the best of the talent pool, you need to put in some efforts. Millennials love to read content that is confident and goofy at the same time. You can be whimsical with the content as long as you are genuine. The serious language tone that companies used with baby boomers won’t work with millennials as they are more outgoing and not afraid to take risks.

5. Help them grow professionally and personally

According to a Bentley University study, 84 percent millennials want to positively change the world and they gave it more preference than getting professional fame. If your company participates in such activities, mention it in the job description and on the website to attract millennials.

6. Use different social media platforms

Millennials spend most of their on social media platforms including Instagram, Twitter, and Facebook. As a company, you should be active on their platforms and pass bits and pieces of information to catch their attention. Millennials who would want to work with you will visit your profile and if it is updated regularly, they will apply for the job opening. Encourage your current employees to share and retweet the posts to spread the word.

Communication is a continuous effort and has proven to be an efficient way in attracting the right talent. Consider working with a recruiting expert like International Manpower Resources that specializes for recruiting great employees for Oil and Gas Sector.

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Recruiting Metrics You Should Know About in 2019

By analysing the recruiting metrics of your organisation, you are able to get a better understanding of the hiring process. You are also able to understand what’s working for your company and what just isn’t.

Apart from telling you more about the quality of hire, these metrics give you information about how the team and your company is doing after the recruit. There are a number of metrics, which when you combine together, give you valuable insights about the recruitment process.

Here are six recruiting metrics you should know about in 2019:

1. Time to fill

This metric uses the number of days spent between uploading the job requirement to hiring a candidate to determine business planning. It encourages managers to optimise the process and find creative ways to find a candidate after a former employee leaves the office.

2. Source stats

Companies use different sources to find employees including employee referrals, job boards, social media, and cold calling. One source can be more effective for company B but not for you. You will get source statistics on Urchin Tracking Module, which your marketing manager can describe and track for you. Use Google Analytics to track your converted-to-applicants visitors to know whether the job advertising is working or not.

3. First-year attribution

Calculate the number of applicants that leave your company within a year of employment as it takes at least a year to achieve complete productivity and break even with the recruitment costs. If the employer fires the employee, it indicates that they were a bad fit for the company. If the employee leaves, it indicates that the job description created unrealistic expectations, which were fulfilled by the company.

4. Applicants per opening

A high number of applicants per opening indicate two things -- there is high demand for the job or the description is too vague for several candidates to apply. The less number of applicants you receive, the less time and resources you spend on hiring the ideal candidate. Narrow down the description to create a hard-to-fit job opening.

5. Cost per hire

Cost per hire is a technical metric that divides total hiring cost by the number of hires. You need to include advertising costs, agency fees, candidate expenses, training cost, and any other cost in the total hiring cost. Then there are internal costs like time spent by the recruiter and the manager. Lower the money you spend, the more efficient your recruitment process is.

6. Candidate job satisfaction

Run a survey among your employees and keep their identity anonymous so that they can express their true opinions. A low score indicates that they aren’t satisfied at work, had unrealistic expectations, or the job description doesn’t match their qualification. When you present the job to them, you should inform about the positive and negative aspects to help them create realistic expectations.

Always set goals as it gives a target to team leaders to work on. There is always a room for improvement, so analysing the recruitment process against these metrics regularly is essential for your company’s growth. At International Manpower Resources, we can help analyse and understand the recruiting metrics for your firm.

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How Renewable Energy Sector Can Hire the Best Talent?

More and more people are becoming aware of the importance of renewable energy and its positive impact on the environment. The renewal energy sector is growing, it has become important to hire the best talent, so that the available resources are used in the most efficient way possible.

Here are five ways the renewable energy sector can find the most eligible talent:

1. Attracting young talent

The renewable energy sector is a growing industry in India and other countries across the globe. For it to sustain throughout the years, it is important for companies to interact with young graduates who bring with them new ideas, passionate thinking, and advanced skill set. According to the Renewable Global Status Report 2017, India’s renewable energy sector was worth only $9.7 billion in 2017, which is five percent of the global total.

With the International Renewable Energy Agency confirming that the jobs related to this sector, directly or indirectly, are shifting towards South Asian markets, finding young talent through social media, college and university job fairs, and job boards is a need of the hour.

2. Focus on use of technology

Millennial's have grown using technology and are still very much in touch through their mobile phones and other fancy gadgets. As a company belonging to the renewable energy sector, you must stay active on social media as a way to portray your acceptance of technology. The company can host training or information sessions for those interested in working in the sector as a way to reach out to new talent.

Emphasize on the use of advanced technology, show videos of the equipment you utilize, and stay connected with the attendees through emails. You can send emails regarding new plant openings and their views on latest developments in the industry.

3. Align company goals with employee goals

Candidates wanting to work in the renewable energy sector, especially the youth, aren’t motivated by money and want to utilize their skills and knowledge in benefiting the society. Your company can offer programs that help them interact with communities, create jobs in rural areas, and other ways to give back to the society. By aligning your business goals with employee goals, you enter a longstanding relationship, which is mutually benefiting. They can perform these roles with their departmental jobs to promote a satisfying career.

4. Focus on the recruitment process

Instead of asking generic questions, ask about things that you are more interested to know. Don’t ask why the candidate wants to work with your company but what motivated them to join the renewable energy sector. Test their capabilities, skills, and knowledge and check their potential against the job description.

By 2026, 64 percent of the Indian population will fall between 15-59 years age group. Make sure to make the best of this golden opportunity and promote sustainable living.

Partnering with a recruiting firm like International Manpower Resources New Delhi, India can definitely help to acquire the best talent for your organisation as India is an ocean of skilled and talented people and IMR is a very reputed and professional recruiting firm.

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Recruiting and Job Search Trends That Will Change The Hiring Process

Advances in technology and the rise of social media has not only impacted the way businesses work but also the way they hire. As a result, they have heavily influenced and redefined the hiring process. Here are some of the top recruiting and job search trends that you should be adopting to attract and retain top talent and stay ahead of the competition -

The impact of AI on hiring

One of the top recruiting trends is Artificial Intelligence (AI), which has been changing the way companies recruit. We already have the technology to automate candidate searches and find better prospects. Now there is also technology that helps pre-screen candidates and even engages in initial conversations with them so that you don’t have to. AI is helping recruiters reduce the time to hire, engage and maintain communication with the candidates, improve the quality of hire and eliminate bias.

The use of video and virtual reality in assessing candidate skills

Virtual Reality (VR) helps companies immerse the candidates in a realistic 3D simulation to assess their skills in a standardized manner. Several companies have already started using video interviews to gauge the candidates on their skills, character, and personality. VR is only going to make this assessment more accurate and find the right talent for organisations.

Videos and VR are also a major job search trend as companies use them to advertise their brands better and candidates use them to distinguish themselves from their competition.

Focus on the candidate experience

Candidate experience is how candidates perceive your organisation’s recruitment process. Increasing access to the internet and the use of social media and job review portals play a significant role in influencing a candidate’s decision and job search process.

Providing a positive candidate experience will increase the chances of a candidate accepting your job offer and spreading the word about your company, thereby leading more qualified talent to pursue opportunities with you. A negative candidate experience will not only cost you talent but also ruin your reputation and image for future hires.

Data is power

Data heavily influencing hiring and the job market. With the volume, speed, and ease at which data is available, companies and recruiters are using it to not just to analyse their processes but also to predict hiring outcomes. From building data powered machines to managing vast talent pools of qualified candidates, data is another major recruiting and job search trend that’s reshaping the hiring process.

The rise and rise of the gig economy

The rise of the gig economy is yet another major recruiting trend that has been changing the hiring process and redefining the employee-employer relationship. More and more candidates are attributing more importance to flexibility and freedom. Technology and apps have only made it easier for candidates to work on a short-term or contract basis. As a result, even companies are staffing their organisations with ‘temp’ workers to save their resources and drive growth.

The field of human resources is constantly changing and evolving. To stay ahead, you must keep an eye on all the major recruiting trends influencing the hiring process and decisions. While staying on top of things isn’t easy, working with an organisation like International Manpower Resources can help you take your recruiting strategy to new heights and greatly simplify the process of finding, attracting and hiring the best candidates out there.