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Top 5 Highly Sought After Jobs for Freshers in the City of Hyderabad

Cyberabad as the locals named it, City of Nawabs is a prominent business center of the newly-formed state, Telangana. Popularly known as HITEC city, Hyderabad headquarters few eminent IT & Tech companies and offers various job opportunities.

In this article, we will discuss top 5 highly-demanded jobs in Hyderabad for frehsers. Let’s have a look:

1. Medical Coding

The process of converting text information related to healthcare services into numeric data (medical problems) and the treatment codes using ICD-10 CM and CPT code books is known as Medical Coding.

Job Requirements –

Any Life Science, Paramedical, Medical Graduates and Post Graduate Degree for freshers.

Certification or an associate's degree in medical billing and coding.

2. Software Engineer

An application of engineering responsible for designing, development, implementation, testing and maintenance of software in a systematic method is Software engineering. A professional skilled for the creation of these applications is known as a software engineer.

Job Requirements –

B.Tech/B.E. - Related Specialization, Any Graduate

PG: MCA - Computers, Post Graduation (Not Required)

M.Tech - Any Specialization, M.Sc - Any Specialization (Not Required)

3. PHP Programmer

A server-side scripting language formulated primarily for web development but can also be used as a general-purpose programming language. A professional skilled to develop designs from these scripting languages is known as PHP Programmer.

Job Requirements –

A Graduate with good logical & analytical skill.

Knowledge of programming language including PHP/ MySQL, PHP Frameworks,Jquery, CSS, HTML/DHTML, JavaScript etc.

4. IMS Test Engineer

Information Management System or IMS is a database & transaction management system. This system was first introduced by IBM in 1968 and has witnessed numerous modification since then.

Job Requirements –

Knowledge of high-level LTE protocol testing.

Knowledge of Qualcomm tools such as QXDM, QPST, and Apex.

Skilled with Qualcomm IMS implementation.

Knowledge and skills of developing scripts.

Bachelor's Degree.

5. Technical Support Engineer

Support engineers also known as technical support engineers, address customer questions and concerns regarding their company's products.

Job Requirements –

Any undergraduate/Graduate/Postgraduate.

Basic Computer Skills.

Proficient in English.

Take a look at numerous other jobs in Hyderabad for Freshers, Here: http://www.careerbuilder.co.in/jobs/hyderabad

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6 Strategies to Minimize Employee Erosion within Organization

One of the biggest challenges that HRs face today is onboarding and sustaining good hires. In this article, we will learn why employees leave an organization and 6 effective employee retention strategies to control the talent erosion rate within the firm.

So, why do employees leave?

• “Doesn’t Feel Good” – Such reasons indicates multiple issues starting from corporate culture to physical work environment that leads to high attrition rate.

• “Will They Miss Me When I Will Be Gone” – Most of the employees does not feel personally valued and engaged. Lack of constructive appreciation is another prime reason causing high attrition rate.

• “I Never Get the Support Required to Get the Job Done” – They say that “an employee does not leave their firm, they leave their bosses”. Most of the employees feel that their boss does not let them do a good job. With increasing frustration level, increases the attrition rate.

• “Lack of Advancement Opportunities” – Personal and professional growth is a strong driver of today’s workforce. Lack in learning opportunity leads to a highly disengaged workforce and the attrition.

• “Insufficient Employee Compensation” – Compensation in any form is a morale booster, which most of the employers tend to ignore. Learning Opportunities, Monetary Compensation, Advancement Opportunities, Constructive Feedback, Authority etc. are few factors highly affecting employment decision of every employee.

6 Employee Retention Strategies in Focus:

1. A Benefits Package That Fits Employees’ Needs – Offering a competitive benefit package that your employees’ needs should be the prime focus of employers. Having a package that offers benefits such as health/life insurance, pension/retirement plans, flextime etc. go a long way and show employees that you as an employer is considering their needs.

2. Small Perks – Small perks that can help your employees manage their life better is much appreciated. Be it a weekly lunch, pick up/drop facility or any other facility that help an employee manage his/her life better is well appreciated and rewarded with the high level of engagement.

3. Contests & Incentives for Employee Motivation and Engagement – Contests, incentives are great ways to reward plus engage the workforce. If done right, these kinds of programs keep employees focused and excited about their job.

4. Stay Interviews – While exit interviews are focused on learning why employees are leaving; Stay Interviews are focused on learning 'why have they stayed’. Ask your oldest employee reasons behind their stay and then use this information to strengthen employee retention strategies.

5. A Clear Path of Advancement – Do provide an employee a clear path of advancement within the organization. Providing promotional opportunities develops a clear pathway for an employee within the firm and hence boost their motivation.

6. Employee Development Opportunities – Providing personal growth opportunity is extremely critical with regards to employee engagement. Providing training and skilling opportunity is one of the best ways to keep organizational goal inclined with that of an employee.

Employees are the key to organizational success. If you fail to treat them as a precious resource, then sooner or later they will find another employee who will. However, having a strategic employee retention program in place can help you solve your major HR issues.

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Importance of Having a Good Organizational Behavior

Having a decent, uplifting state of mind, alongside positive considering, at work will think about what you do and make you a more gainful worker. This can decide how well you complete your tasks furthermore how others see you. On the off chance that you show a decent state of mind, you may expand your odds for an advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work.advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work.advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work.advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work..advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work.advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work.advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work.furthermore how others see you. On the off chance that you show a decent state of mind, you may expand your odds for an advancement or a raise on the off chance that you are a positive good example for others inside your specialty at work.

Criticalness

Your state of mind is a type of articulation of yourself. You can be upbeat, positive and idealistic or you can be cynical and basic with a negative attitude toward your workday. The Mayo Center recommends that positive speculation and a decent state of mind better your mental prosperity and help you adapt better under upsetting circumstances at work. On the off chance that you show a decent disposition, your collaborators will too, making it less demanding to convey and get along in the working environment.

Recognizable proof

There are indications of a decent state of mind, and these signs are distinguished by bosses and administration, who search for pioneers in a gathering or those to whom they need to give ventures. Those representatives who are focused on volunteering some of their additional time and are thankful, eager, kind and willing to help other people and work extra minutes with a decent demeanor are frequently perceived in the work environment, clarifies the Payscale site.administration, who search for pioneers in a gathering or those to whom they need to give ventures. Those representatives who are focused on volunteering some of their additional time and are thankful, eager, kind and willing to help other people and work extra minutes with a decent demeanor are frequently perceived in the work environment, clarifies the Payscale site..administration, who search for pioneers in a gathering or those to whom they need to give ventures. Those representatives who are focused on volunteering some of their additional time and are thankful, eager, kind and willing to help other people and work extra minutes with a decent demeanor are frequently perceived in the work environment, clarifies the Payscale site..administration, who search for pioneers in a gathering or those to whom they need to give ventures. Those representatives who are focused on volunteering some of their additional time and are thankful, eager, kind and willing to help other people and work extra minutes with a decent demeanor are frequently perceived in the work environment, clarifies the Payscale site.

Benefits

When you start to show an uplifting state of mind at work, you can hope to see benefits. On the off chance that you need to make a presentation or offer a task discourse with others in your specialty, keep your demeanor cheery and confident for a positive result. Fortify with others the prizes of your objectives and stress less on the negatives. This will keep different workers, including yourself, persuaded and on track.benefits. On the off chance that you need to make a presentation or offer a .benefits. On the off chance that you need to make a presentation or offer a .benefits. On the off chance that you need to make a presentation or offer a .benefits. On the off chance that you need to make a presentation or offer a task discourse with others in your specialty, keep your demeanor cheery and confident for a positive result. Fortify with others the prizes of your objectives and stress less on the negatives. This will keep different workers, including yourself, persuaded and on track.

Environment

It can strive for you to have a decent demeanor in the work environment when the air in the working environment is negative, or different representatives are despondent. Propose approaches to build assurance to your managers. This could be something as straightforward as eating provided food twice per week or courses and withdraws that incorporate a visitor motivational speaker. The key is to change the tone in the workplace to a positive one, clarifies the College of Michigan site. This incites profitability and improve representatives feel.

Impacts

The Entrepreneur website clarifies that when you expect constructive results, you can transform a terrible situation into another open door. This allows you to gain from your experience and research new thoughts on the best way to make the following task or movement a more advantageous one. Responding with a demeanor that you can gain from the negative as opposed to surrender or get frantic will demonstrate that you are a cooperative person and somebody who can skip once again from anxiety.

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How to Create a Humane yet Powerful Employee Recognition Program?

"People work for money, but go that extra mile for recognition, praise and rewards" - Dale Carnegie, American writer

For businesses, money speaks louder than words. Organizations have been practicing old-fashioned employee recognition methods such as bonuses, salary raises and other financial remuneration from ages.

You may ask, “What’s wrong with financial remuneration as rewards?” After all, it’s the financial takeaway that matters the most.

The answer is “Nothing”; but as the work ecology shifts it demands change in traditional practices. Today, money is not the only way to appreciate your employee’s hard work; appreciation goes a long way as a motivator.

Numerous market surveys have found that a personal “Thank You” note or rewards and recognition in front of peers matters a lot to the workers. People like personal appreciation from their superiors. They like to be thanked and praised for their hard work; certainly one of the best methods to create a loyal and engaged workforce. A personalized form of appreciation actually motivates your employees to cover that extra mile.

However, this does not mean businesses must not provide timely financial rewards; after all, it is the ultimate take-out that your workforce is looking for. But inclusion of personalized appreciation and creativity while rewarding good work is also important.

Take a look at below mentioned pointers and encompass an effective employee recognition program for your firm:

1. Don’t be late – Go with the moment, don’t be late to appreciate people doing exemplary work. Timely, specific, descriptive and measured acknowledgment of effort counts the most. Don’t be a knee-jerk while praising your best people.

2. Stay in context – Appreciation, when given in context of the business-oriented activity, is the most effective one. For example, when an employee invests an extra hour to get a big contract; s/he needs to know you noticed and understood his/her efforts that ensured business success. This is what matters the most.

3. Don’t lose the volume/scale – Every employee is responsible for a certain activity contributing to certain business goals. However, it is the appropriate volume and scale of these concentrated efforts that should matter the most. Think yourself, what value would a deficient end-result/appreciation add when there is room for more? Hence, it’s vital for bosses to recognize the volume of efforts given and reward accordingly. This is where you need to put in the creativity required and create that amazing employee reward & recognition program for your firm.

4. Never underestimate the ‘Human Touch’ – Employee rewards and recognition needs to be authentic, not automatic. For those using HRTech software for employee appreciation needs to find a smart balance. After all inclusion of personal touch is secret to creating an effective recognition program.

5. Make your workforce feel valued – People know when they are valued and bosses must be able to provide their people a good idea of their meaningfulness to the firm.  Monitory rewards are appreciated most of the time, but the secret lies in using them wisely.  Treat your employees as a valued member of the team and not just numbers; mostly it is the best way to really appreciate your people.

Having said that, one of the most important things to remember is that businesses need to create a team environment, kindle employee interest and create positive behavior. However, while creating reward and recognition programs its must for bosses to understand universal motivation factor within their firm and communicate proper guideline to their managers so that every employee has a fair chance. Creating proper channels and being consistent is extremely important.

This does not always require lots of money; sometimes all it needs is a bit of creativity, listening skills and ability to say ‘thank you’ to those who deserve and make your company a valuable asset.

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Human Resource Management & Its Core Functions: Managerial & Operative

As per Armstrong (1997) Human resource management is defined as “a strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organization’s key resource — the people who work in and for it.”

In general, human resource management is concerned with hiring, motivating and maintaining workforce within businesses.

Functions of Human Resource Management Includes:

· Managerial Functions

· Operative Functions

Managerial Function Includes:

1. Planning

One of the primary function where number & type of employees needed to accomplish organizational goals are determined. Research forms core HRM planning which also helps management to collect, analyze and identify current plus future needs within the organization.

2. Organizing

Organization of the task is another important step. Task is allocated to every member as per their skills and activities are integrated towards a common goal.

3. Directing

This includes activating employees at different levels and making them contribute maximum towards organizational goal. Tapping maximum potentialities of an employee via constant motivation and command is a prime focus.

4. Controlling

Post planning, organizing and directing, performance of an employee is checked, verified and compared with goals. If actual performance is found deviated from the plan, control measures are taken.

Operative Function Includes:

1. Recruitment/Hiring

Hiring is a process which brings pool of prospective candidates who can help organization achieve their goals and allows managements to select right candidates from the given pool.

2. Job Analysis & Design

Describing nature of the job like qualification, skill, work experience required for specific job position is another important operative task. Whereas, job design includes outlining tasks, duties and responsibilities into a single work unit to achieve certain goal.

3. Performance Appraisal

Checking and analyzing employee performance is another important function that human resource management has to perform.

4. Training & Development

This function allows employees to acquire new skills and knowledge to perform their job effectively. Training and development also prepares employees for higher level responsibilities.

5. Salary Administration

Human Resource Department also determines pays for different job types and incudes compensations, incentives, bonus, benefits etc. related with a job function.

6. Employee Welfare

This function takes care of numerous services, benefits and facilities provided to an employee for their well-being.

7. Maintenance

Minimizing employee turnover and sustaining best performing employees within the organization is the key. Minimizing ROI within HR department is also a key goal for Human resource management team.

8. Labor Relations

Labor relation is regards to the workforce who work within a trade union. Employees in such domain form a union/group to voice their decisions affectively to the higher management.

9. Personal Research

Research is a vital part of human resource management. It is performed to keep a check on employee opinion about wages, promotions, work condition, welfare activities, leadership, employee satisfaction and other key issues.

10. Personal Record

This function involves recording, maintaining and retrieving employee related information including employment history, work hours, earning history etc.

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The Power of an Internal Candidate Resume Database

21st-century recruitment market is a candidate-centric market. Online recruitment technologies have enabled hiring professionals to connect with more candidates at shorter intervals while allowing candidates to look for better career options worldwide. With candidates in power, recruiters are required to buckle up and fight the fierce competition ahead.

Facts You Must Be Aware of:

LinkedIn has crossed over 400 Million user base.

Growth in the number and size of online job portals.

The growth of social media hiring, especially on Twitter & Facebook.

Growth in recruitment technology, especially cloud-based hiring solutions.

Concerns of Recruiters

We are aware of the fact that almost every recruiter use an online recruitment tool such as LinkedIn or a job portal to post jobs and search best-fit candidate. While this was an added benefit few years back, currently it has become the biggest loophole that a recruitment system can have.

In short, if an HR professional depends on the sources used by everyone else, why do you think a candidate should engage with them? What unique value do you provide?

Today, in order to hire top talent a recruiter needs to do something that others don’t – searching and engaging with the top talents for their firm. To do so, a hiring professional must be a specialist of their domain and they should not only be able to understand the job specifics but also where to look for relevant candidates.

Today, a candidate that you are interested in is also being considered by others. How can you be sure that the talent you have finalized is unique?

One of the best ways to do so is by developing an internal candidate resume database. An in-house resume database allows you to create a pool of talent who are not only engaged but have also shown some interest in joining your firm at one point of time. All that you need is to look for a relevant match and connect with them.

An organization can create their own pool of talent with the help of a career site. But, if you don’t have one then buying a ready-to-use candidate resume database should help.

CareerBuilder’s Candidate Resume Database – Overview

This technology has an inbuilt pool of over 45 Million resumes from CareerBuilder’s candidate resume database and Recruitment Edge which instantly provides a recruiter access to a total of over 90 Million profiles with contact information, skill sets and experience level.

Developed through aggregation of over 460 million public profilesextracted from a dozen online sources – this is a unique database that a recruiter can possess. The database comes with a power of Boolean Search and insight/report generation enabled by integrating CareerBuilder’s Talentstream Supply & Demand Tool and Broadbean Resume Search technologies.

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Evaluating an HR Software is No Longer Challenge

According to IDC, a market research firm, “Worldwide revenue for human capital management systems is expected to reach $11 billion by 2016, growing by about 8 percent per year.” More and more firms are likely to invest into an HR software in coming times.

But, how to evaluate the software as per your need and suitability?

While customized dashboards and robust data handling form base of every workforce analytics tool, experts suggest taking a deliberate approach focused on business needs/values while choosing an HR Software.

Here are 4 strategies that can help you evaluate an HR analytics software effectively:

1. The Business-Angle

Bygone are the days when staffing was performed by personnel directors. Today, human resource professionals are business partners who add value to the core business, which means the tools that they use should deliver a business value.

Today, HR sit along with core management and CFOs to find out company’s current & long-term business goals. They figure out the challenges and analyze the future growth of the company with regards to the workforce turnover.

Having a true understanding of how HR analytics can add value to the business growth and help them take better business decisions is the key.

2. Accessing Your Own Abilities

Assigning analytical responsibilities to right people is extremely important. Analyzing in-house expertise and skillset of HR team is a primary need for successful implementation of an HR software. Figure out who can handle data management and HR software effectively or provide a training for the same before investing into any complex HR solution.

3. Check with Your IT Team

With numerous vendors in place, it’s getting harder for HR professionals to navigate and find an apt solution for their organization. However, this challenge can be reduced if HR sits along with their IT department to discuss company’s IT infrastructure.

Every HR software come with different integration, hardware needs and software complexities; having a clear idea of your company’s IT infra helps an HR decide what suits them best and could be installed at minimal additional cost. Consulting with in-house resources will also help you analyze your capabilities and decide ‘whether you should install your analytics software or turn to a third-party’.

4. Run a Pilot Project

If you are all set to deploy your own HR analytics system, before diving into complete implementation, go for a trail run. Trails help you analyze implementation challenges, skill deficiency and allows you to handle them promptly without costing millions.

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All You Need to Know About Employee Attrition

Employee Attrition — the rate at which an organization or company’s hiring and fire employees. It is also known as employee turnover rate.

Types of Attrition

1. Involuntary — This is referred to an employee’s termination by the hands of the employer. There is two basic types of involuntary termination, known as “fired” and “laid off”.

2. Voluntary — This is referred to an employee’s departure on his own. This happens when an employee resigns from an organization for personal or professional reasons. This type of attrition is one of the major pain points for a company in a growing economy.

Reasons of Attrition

Attrition is encourages within the organization if it is a part of a strategic business maneuver to reduce cost. It is also counted when an employee voluntarily leave their jobs. Employees can leave their jobs due to numerous reasons, such as:

· Employees may move, retire or take another job.

· No suitable for the position they were hired to.

· Work-life balance issues.

· Lack of the freedom or autonomy required to perform at expected levels.

Positives of Attrition

Some businesses use attrition as a major part of their recruitment strategy. Rather than carrying out traditional layoffs, businesses choose to cut-off their workforce through more gradual means of attrition. Some business owners and managers work with their HR professionals and use attrition to create positions into which remaining employees can be promoted; thus creating a positive employment option within the firm.

Negatives of Attrition

When attrition occurs within a firm, workload among existing members of the team increases with no increase in pay. This workload is even experienced by an HR professional. The potential for employment promotion may not exist owing to the position retired due to attrition. Employee morale suffers and hence the engagement if not taken care of.

Attrition Rate Calculation

The attrition percentage is calculated by dividing the number of employees who have left their jobs within a specific timeframe by the average number of employees during the same timeframe. Results are calculated on a monthly, quarterly, half-yearly or yearly basis. Constant rate of attrition could be seen as a norm for specific business. While if the rate is high, human resource department need to focus on pain areas to evaluate the cause and find solution.

Attrition rate (%)

Number of employees resigned for the month/Total number of employees at the start of the month + Number of employees joined for that month — Number of employees resigned x 100

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With 16.6% CAGR Global Recruitment Software Market Is At Its Peak

According to TechNavio market survey, global recruitment software market is worth over US$ 1,279.7 million in 2013 with a CAGR of 14.5%.

As per MarketsandMerkets annual forecast, “the global talent management software market is expected to grow from $5,270.3 million in 2014 to $11,367.0 million by 2019, at a Compound Annual Growth Rate (CAGR) of 16.6%.”

In current market scenario, North America is expected to witness a boom in hiring software domain and is predicted to become one of the largest market with regards to spending and adoption of talent management software. The global recruitment software market has seen rapid increase in the implementation by companies looking for cost effective solution. This has also saw increase in availability of software on SaaS service and vendors owing the market growth.

Growing market competition has also encouraged software vendors to offer more integrated and cost-effective recruitment solutions. This on the other hand has resulted in the development of core recruitment solutionsoffering services such as hiring, management and analytics.

As per TechNavio analysts says two trends are responsible for the growing recruitment software market including social media integration with recruitment software and available of SaaS platforms. SaaS has reduced implementation hazards and social media integration has increased efficiency level.With increased hiring cost, employers are now looking for cost-effective solutions that can increase efficiency. These solutions are now gaining demand with small and medium business who find recruitment software extremely user-friendly and efficient.

Recruitment software provides complete set of tools required for efficient hiring and is deployed either in-house or by third-party recruitment channels. The software generally includes features such as job posting, applicant tracking, pre-screening questions, response tracking, scheduling and tracking interviews, and communication with the candidates.  Technological advancement and increased usage of internet has made it easier for vendors to create advanced hiring solution with features including compatibility, accessibility, multiple job posting feature and integration.

Recruiting solution helps organizations to gain a competitive edge in this candidate-focused hiring market. The market is expected to remain competitive with entry level players. Established vendors such as IBM, Oracle, CareerBuilder, Cornerstone on Demand, SAP Success Factor etc are going to provide innovative integrated solutions increasing their market reach among big corporates. In short, recruitment software is going to witness high adoption rate in larger enterprise as they have the hardware and finance to support the investment. However, talent management tools will also witness growth in demand among mid and small-size organizations owing to the cost-effectiveness and benefits.

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RECRUITERS Guide: 4 Reasons to Opt in a Database Management System

How many times has it happened that you applied for a job and uploaded your resume to job boards such as monster, naukri and CareerBuilder, but did not received any response? Have you ever wondered why this happens?

There are chances that the resume you uploaded to these public databases got lost or never fall into the right hands. But, how is this possible?

Let’s take a look at the search function of a database management system.

Suppose an organization has a requirement of operations manager. Management has asked the hiring expert in charge to fill in the position ASAP. The recruiter now logs into the resume database system and searches for “Operation manager” by typing in the keyword. S/he sets filters as per the requirement.

Now the search feature of the database management system reviews all available resumes and ranks them by the frequency of relevant keywords it has. Higher your resume’s ranking, the more likely it will get into the hands of a recruiter. These databases have the capacity to store millions and millions of resumes and most likely a recruiter goes through only top 20 or 50.

Now you know the competition your resume faces when it gets uploaded to a database management system.

Having a Database Management System Enables:

1. Exposure

The resume database makes resume searchable to every recruiter and employer using that particular database management system. Security to personal details, job distribution on multiple platforms and boolean resume search are some of the key features provided by the database system provider.

2. Mobility

What could be better for candidates than applying for jobs on-the-go and for recruiters to work from anywhere, anytime? Mobility allows candidates to apply for jobs via mobile devices and provides recruiters the much-needed flexibility – a win-win deal for both.

3. Resume Scoring

Resume ranking and search gets much easier with the help of these database management solutions. System automatically ranks most relevant resume via Boolean search ability. The tool also determines relevancy of a resume based on their experience, skill and education. In short, although your system has piles of resume a recruiter will always find one which is highly relevant.

4. No Scams

Have you ever seen a job ad offering high compensation for little work and don’t even offer any insight about the company? Most of these jobs are vague and waste a job seeker’s time plus energy. With a database management system in place, all job postings are safe and legitimate. Every job posting is reviewed by a bunch of people before publishing the same on external mediums.

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10 Traits of a Good Recruitment Software

Aim of every recruitment software is to provide support to entire recruitment life-cycle while eliminating the administrative burden especially those carried out by a recruitment professional. A recruitment solution must automate key aspects of recruitment process enabling HR professionals to focus on important aspects of managing clients and candidates.

What pains should be alleviated by a recruitment tool?

Administrative workloads

Backend work

Duplication of Workload

Hazel Involved in Finding Right Candidate

Duplication of Data

Lack of Time

Recruitment software should have the ability to adapt and integrate as per organizational requirement along with supporting the existing business process, culture and approach. Key organizational function that a recruitment software should provide support to, includes:

Applicant Tracking

Candidate Management

E-Recruitment

Dynamic Communication

System Integration

Agency Management

Recruiters Mobility

Recruitment Solution Checklist

A good recruitment software should be able to deliver following key functionalities:

1. Preset or Customizable Workflows

A process in place allows hiring professionals to scale the procedure rapidly and achieve a great output in constrained timeframe.

2. Multichannel Communication with Customers

A good recruitment solution allows recruiters to provide effortless communication to clients and candidates using emails, SMS, calls or website. Instant access of all communication modules at a click is important.

3. Business Intelligence

It is impossible to monitor efficiency without extensive reporting. Reports provide insights and allow HR professionals to access changing requirements and mold their hiring plans accordingly. Providing business intelligence to fine-tune recruiter’s performance is crucial for every recruitment tool.

4. Customization

Flexibility and customization is vital for a recruitment software to fulfill the needs of different organization and user.

5. Online Presence

Having a dynamic online presence is important in present era. Providing a borderless 24/7 service via a cloud based portal is crucial for every good recruitment tool as it allows recruiters to work from everywhere and anywhere.

6. Integration

Recruitment tool offers extensive set of features, but being able to integrate with other backend software allow these solutions to provide a dynamic work module. It must include integration with popular job boards, accounting packages, skill testing software, search functions and parsing.

7. Automation

Automation of communication, backend functions, website updation, content publishing and creating/posting appealing job posts are basic requirements of a hiring solution. Main focus is to cut down time on repetitive recruitment activities.

8. Search

With challenging industry need and competitive talent market, recruiters today want to hire right candidate at a minimal timeframe. Hence, without a good and powerful search engine there is no use of a recruitment database system. Powerful search functionality of a recruitment technology is crucial.

9. Responsive

Modern recruitment solutions use latest technology to ensure compatibility with every computer/mobile device in place.

10. Current & Relevant

Updated database, functionality is mandatory. Modern system offers several ways for timely upgradation of their database by providing resume parsing tools and database cleaning functionality along with web portals for customers to maintain client/user information.

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5 Tips to Efficiently Manage Your Workforce

Efficient workforce management is ability to running a company successfully. If you are a business owner ready to take in new hires, here are 5 effective workforce management tips that can help:

1. A Good Atmosphere

Keeping employees happy is fundamentals of workforce management. However, this is one of the most ignored basic that most of the employers fail to understand and implement. If your employees are dissatisfied, they will not perform better and will also seek employment elsewhere. One of the basic cause of low employee engagement. Including policies such as flex time and paid time off are other benefit that an employer must include within their workforce engagement policy.

2. Open Communication

Having a proper and open line of communication is important. Providing proper training to new hires and keeping them aligned with company culture is the key. Company tanning, skill enhancement training should be prime agenda.

3. Having an Updated Technology and Software in Place

There are numerous software available for efficient workforce management. However, it is important to research your options and find best suited software in place. Look for options such as payroll, benefit, timekeeping system, absence management, performance management, HR administration, scheduling, self-service for employees and applicant tracking system within the software you want to implement in your workforce management system. Having these software in place helps management analyze workforce data and predict plus strategize future of workforce as well.

4. Setting Attainable Business Goals for Employees

When it comes to employees, organizations must work together to allocate goals encouraging personal plus professional growth. Creating relevant goals is important and allowing them to achieve attainable goals is important. Embrace changing market needs to evolve and make them work for you.

5. Research

Gathering relevant data to create a strong business plan is important. Analyze ongoing talent acquisition to evaluate company’s weaknesses and how to transform them into your strengths. Paying attention to pain areas of employees is important and help them foster their growth.

Analyze your workforce management policies to figure out business needs as per your business requirements. Don’t be afraid to seek feedback from your employees and use them to improve engagement policies within your firm.

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Getting Started with Recruitment Analytics – 6 Steps to Getting There

Analytics as per market leaders and recruiting experts has revolutionized the entire hiring process. As per recruitment leaders, analytics is growing immensely and in coming 10 years it will become an important part of recruitment and HR.

As per Nucleus Research Report, average returns from analytics have been increasing and had a turnover of approximately US$ 13.01 in 2014. As per several market search, around 14% of companies have already developed mature people analytics capabilities.

Recruiting analytics is gaining its pace day by day and for aspiring analytically minded talent acquisition leader, here is a guide on ‘How to start with recruitment analytics’.

1. Start with Business Problems

First commandment of recruiting analytics is “thou shalt start with the business problems”. Figuring out the challenges that are keeping CXO and business leaders awaking at night is the key. Analyze how many of these issues can be solved with the help of recruiting data. Ask right questions and identify those questions to have potential impact over businesses.

2. Quick Wins should be Prime Focus

Getting too ambitious too soon is harmful. Start small and focus on smaller but quicker wins. Does it mean you must not focus on bigger impacts – Answer is NO. You must always focus on bigger goals, but identifying smaller attainable goals to achieve end result is crucial.  This approach will also help you secure big analytical budgets.

3. Don’t Be Obsessed With Data

Data processed by the analytics needs to be trusted and when you are able to trust the data, you will be able to address a specific business problem. Data collection, preparation and hygiene needs to be analyzed, processed and recognized.

4. Make IT & Finance Your Friends

When we talk about analytics it is important to get support from finance and IT. It is their experience of obtaining, cleaning and analyzing data that will help you with your recommendations. Combining your recruiting data with business data also provides critical insights required while recommending recruitment analytics software.

5. Storytelling is Vital

Being able to interpret the data and distill it into insights to unlock business problems that you have been trying to address is important and all of this can be done with the help of a compelling story. The quality of data will not matter if you are unable to resonate the same with your business partners.

6. Be Bold

21st century is not about playing safe, it’s about being bold, especially with analytics. You must not be afraid of occasional failures but staying in course is important. At the end, you will succeed more than your failures.

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5 Tips for a Better Talent Acquisition & Retention Program in 2016

Most of the organization know importance of having right candidate for right jobs and keeping that talent engaged for a prolong timeframe. But, the problem with finding right talent is not having a right strategy to accomplish the task owing to the limited resource and budget.

However, organization now know that not having right candidate substantially results in increased hiring budget and decreased organizational efficiency. Hence, talent acquisition and retention strategies have now become an essential part of recruitment policies for most of the organization.

If you are new with talent acquisition and looking for some help, below mentioned are 5 tips that can guide you through the rough path of retention:

1. Understanding of Office Culture

Differentiating between what you think and what you have is important. Often, there is a distinct difference in the culture that your organization has and the culture management thinks they have. Determining that the values that you promote actually exist as a practice or not is crucial.

2. Promoting Talent Brand

Once you have understood you company culture, start focusing on what it is like to work in your organization through constant and honest feedback plus open communication. Finding right talent become easier when you start promoting what it is like to work within your organization. Main goal of promoting your talent brand is to convey candidates why they should be willing to work for your company. Hiring candidates who are a culturally fit for your organization should be your prime goal.

3. Automating the Hiring Process

A smooth and efficient hiring process sets a good impression on the candidates and helps you establish your employer brand. Make sure to have a system in place that automates the communication process and getting right person at the door becomes easier.

4. Onboard Right

How many times have you heard that employee engagement starts from day one. Nothing can be worse than not being prepared for a new hire on day one. It is important for organizations to provide a proper onboarding experience to every new hire. Every employee must feel valued, engaged and motivated which will also set them for upcoming success.

5. Focus on Development

Nothing engages people more than development. Development and Training keeps things fresh and showcases that organization care for their people and also provides long-term benefits. Employees who can visualize growth and learning opportunities are more engaged than those who don’t. Plan proper development plans to ensure employees are aligned with organizational goals and which can set both parties for success.

In current business ecosystem, long-term winners are those employers who focus on attracting right set of talent and work towards keeping them for a longer tenure. For doing so, employers need to have a better understanding of their company culture, development policies and employee engagement tactics.

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Why Human Capital Management System (HCMS) is Important for Businesses?

We keep talking about HR & HR system and how it is going to define recruitment industry in the coming years. But, this time, we are here to talk about ‘Human Capital and Its Management’ and why it is important for the organizations.

What is Human Capital?

“The term Human Capital is an identification that people in organizations that are an important and essential asset who contributes to development and growth, in a similar way as physical assets do like machines and money.” – Solutiondots.com

Over the years, this term has evolved as staff, employee, personnel, human resource and the ‘human capital’.

What is Human Capital Management?

“Human Capital Management or HCM is an approach to employee staffing that perceives people as assets aka human capital whose current value can be measured and whose future value can be enhanced through investment.” – Searchfinancialapplications.techtarget.com

The human resource management system is basically designed to maximize the efficiency of an organization by providing accuracy within the workflow, workforce analysis, performance maintenance and other aspects of human capital management. Back in old days, the human capital management system was a part of enterprise resource planning (ERP) that use to deal with employee records.

Today, when Human Resource Management System is developed, following aspects are taken care of:

Automation & Streamline Flow of Tasks

Single DB System Centralized Managements

Report Generation

Accountability System

Payroll Procedures

Collaboration in Teams

Workforce Management

Performance Management

Learning (Education & Training)

Time and Expense Management

Analytics

Sub Modules of Human Capital Management System

The software is developed to cover all aspects of HCM, such as:

Human Resource Management

Talent Management

Time Tracking

Workforce Planning & Analytics

Absence Management

Payroll Solutions

Recruitment Strategies

Organization Management

Pros of an HCMS:

Human Capital Management System has numerous benefits that are a source of organizational progress. Some of the features are listed below:

Provide automation & streamline flow to all day-to-day tasks.

Single database system provides centralized managements.

Accurate reports generation.

Give accountability system for managing employee performance.

Provide streamline flow of payroll procedures.

Give collaboration in terms of hiring.

Workforce management

Final Words

Having a centralized employee data provides managers an interface to make administration based decisions easily. Human Capital Management System provides ease of customizing all actions related to employee management. These technical innovations in HR systems are focused on minimizing time management issues and adds new features of report generation and data accuracy to higher management.

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3 Hottest Startup Jobs in India in 2016

With over 3000 budding startups, Indian startup ecosystem is one of the fastest growing networks in the world. India ranks 4th after US, UK and Israel in regards to annual startup growth. With constant growth rate, India is expected to have a bandwidth of over 10,000 startups by 2020.

As per NASSCOM latest survey report, around 800 startups emerge every year in India. Escalating entrepreneurship in the country has also led to the growth of jobs in startup domain. Learning opportunity, authority and growth are few factors attracting top talents to startup domain of India.

In this article, we will take a quick look at 3 hot startup jobs in the country with higher intake in 2016.

1. Software Engineer

With growing tech/software startups, Software Engineers are the first ones in the list.

Job Responsibilities:

To determine operational feasibility of the product by performing evaluation, problem-solving, solution development etc.

Documentation and demonstration of solutions, successful installation of the product, checking operations by conducting system analysis and obtaining license for the product developed.

Protecting operations by keeping information confidential and providing development/service information for betterment of the product.

Skills Required:

Sound Analytical Information

Basic Programming Skills

Software Designing Skills

Software Debugging Skills

Software Documentation Skill

Software Testing & Problem Solving Skill

Sound Knowledge of Software Development Fundamentals

2. Account Manager

With salesforce dominating the market, Account Manager is the second highly sought-after job to make in the list.

Job Responsibilities:

Accomplishes accounting human resource objectives such as recruiting, sourcing, training, coaching, counseling, monitoring, appraisals, performance reviews, enforcing policies etc.

Performing accounting operational objectives by contributing accounting information and strategic planning/reviews of the same.

Meeting financial objectives, preparing annual budget, scheduling expenditure, analysis, monitoring etc.

Maintaining proper control over financial flow within the system.

Skills required:

Budget Development

Maintaining Legal Compliance

Monitoring Budget Expenses

SFAS Rules

Accounting & Managing Processes

3. HR and Talent Acquisition Professional

With growing focus over ‘People Analytics’ number of jobs in HR, especially in Talent Acquisition domain have increased. Today, most of the companies are looking for professionals having experience in ‘technology recruiting’ having social media skills.

Job Requirements:

Ensuring business alignment and workforce.

A deep understanding of the domestic plus international labor market.

Articulating and defining employer brand by exploiting key differentiators such as product, services, culture to attract top talent.

Ability to develop strategic recruitment policies and using HR tech to analyze plus define key metrics of recruiting.

Skills Required:

Human Resource planning, development, training, recruitment, selection, retention etc.

Certification in professional talent acquisition programs

Sound knowledge of recruiting technologies & HR process

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When ‘Suryapur’ Became ‘Surat’

Image Credit: Wikipedia

The administrative capital of Gujarat, Surat, previously known as Suryapur, is a city located on the south of Tapti River. With a population of almost 4.6 million as per 2011 census report, the city of Surat is the second largest urban hub of Gujarat. With an annual GDP growth rate of 11.5 percent, Surat is one of the rapidly growing cities of India. With 2.97 million internet user, almost 65% of the current population, it is also an important IT hub of the country.

Peek Into the History

Image Credit: heritageinstitute

Founded in 15th century B.C.E. as Suryapur, Surat holds an important place in the economic development of India. It was an important seaport of the ancient India. The city was renamed as Surat in 1520 by the Portuguese rulers. Surat also served as an important trading ground for the East India Company.

Role in the Growth of 21st Century India

Surat was able to sustain its glory in the post-independence era as well. The manufacturing and SMEs of the city contribute largely towards the growth of the state. One of the cleanest city of India, Surat was also awarded as the ‘Best City’ in 2013 by Annual Survey of India's City-Systems (ASICS). It is also selected as the first smart city of the country and now is being constituted by the Microsoft CityNext Initiative in association with IT giants such as Tata Consultancy Services and Wipro.

Economy of Surat

Image Credit: suratrealestate

With 8th rank, the per capita GDP of Surat was US$ 8,000 in 2010. Known for its diamond, textile and jewelry manufacturing industries, Surat has registered GDP growth of 11.5% for the fiscal year 2-01-2008; one of the fastest in the country.

Key Economic Facts:

City has around 90% of the globe’s total rough diamond cutting and polishing business.

City also has 99.99% of the India’s total rough diamond cutting and polishing business.

It accounts for over 90% of the nation’s overall diamond export business.

Around 40% of the country’s total man made fabric production comes from Surat.

Around 28% of the country’s total man made fiber production comes from Surat, Gujarat.

Approximately 18% of India’s man made fiber export is witnessed in Surat itself.

The city also accounts for 12% of the country’s total fabric production.

City accounts for maximum number of diamond business in the country.

Surat is a land of diamond business in India. The fiber manufacturing, diamond, jewelry manufacturing along with SMEs generate maximum revenue for the state and these sectors are also one of the leading producer of jobs in Surat, Gujarat. Indeed, one of the best city to do business and job in the country.