by admin | Mar 26, 2011 | Blog, Talent Acquisition
What’s the worth of a resume anyway? The answer depends on whether its “A” resume or “The” resume.
Let me explain – Majority of recruiters tend to send back as many resumes as they can find which kind of matches the text of the job description. Well – that’s what is called “A” resume. And I think it would be worth about $1. Adding up all the cost of access to job boards (probably 30 cents per resume) and labor costs of sending it along, it won’t be more than $1 especially with many shops worldwide competing to find and dump these.
“The” Resume, on the other hand, is easily worth $10,000. Taking an average of recruiter fees (if any) or internal recruiting costs, it worth that much if not more. Big difference ha?
Now the art of finding “The” resume is what makes the recruiters and recruiting projects to succeed. The true skill and value of a recruiter are to increase the value from $1 to $10,000 or more through a careful understanding of the job, domain, candidate skills, motivation, and interest, presenting the candidate profile and managing the selection process. Its time to ask the question when you engage a company whether they are in the business of finding “A” resume or “The” resume.
by admin | Dec 22, 2010 | Blog, Company Insights
Working in a Start-up is always exciting, challenging and at times can be frustrating as well. People who have come from a corporate world can see a huge difference if they enter into a start-up. Well, both have its pros and cons.
Having been in Start-ups most of the time, the main challenge I see is to motivate and retain employees. Employees need to be happy and satisfied more than any monetary compensation. The employees who always feel fulfilled are more productive in their work and can be an asset to the organization, and definitely stay longer with the organization. By implementing simple tips for retaining employees, you can keep your employees satisfied and can also be able to build lasting loyalty.
1. Share and Set Expectations- By sharing your expectations with the employees, they feel comfortable and stress-free. You as an employer need to make them clear about the goals and objectives of the organization. You need to delegate authorities to them and assign responsibilities. Retain Employees who really understand the importance of work can produce better results and really they enjoy being a part of a growing organization. Setting the right expectations will reduce misunderstandings and helps both employers and employee to achieve their goals.
2. Growth Opportunities- Employees join start-ups mainly to have good recognition and faster growth by taking risks. You can offer your employees different ways to grow ahead of their current position. It is very important to tap their skills and assign right task and opportunities that yield recognition and promotion. The other way also can be by providing them ongoing education and training and also an option to learn while they are earning by providing extra and advance courses in your organization itself.
3. Feedback (360 degree): It is significant to share feedback with employees. If your employees are doing good work, then reward them by good words and extra perks. Incentives could also be monetary. Another significant thing is also to listen to their feedback, which always helps a growing company in implementing new policies or procedures and for effective functioning.
4. Give Ownership: Ownership leads to responsibility and accountability. Motivate your employees to make good and better decisions that concern their job in the organization. If you throw your decisions on them, they may react negatively to it. You should consider their ability to make decision and this will send the sense of responsibility among them and they can even perform better.
5. Work Culture: Retain Employees to spend a good amount of their time at their work. The work culture and atmosphere matters the most. Treat them as your extended family and be sensitive to their needs. Create a fun filled atmosphere and have a weekly gathering and a monthly outing. These things are morale boosters and it helps them to get to know their colleagues, to have a healthy working environment. “We” culture always works than “I”. Set a reminder for employee birthdays and have a small celebration, it makes them feel special.
At the end of the day, Retain Employees are our invaluable assets, and retaining good ones helps an organization to grow into new heights. Follow these simple tips and techniques to make your organization a good place to work where everyone is supportive and full of energy.
by admin | Nov 30, 2010 | Blog, Offshore Recruitment
It’s been sometime since I wrote Pragna blogs. I got a little busy working on some new product ideas. However, it’s been an exciting time here at Pragna where we have just launched new products. The economy has improved and new jobs are trickling in… But finding the “best” candidates for your job is still quite hard. Though there are new social technologies to assist hiring in the past few years; the hiring consultancies and commissions have not quite changed.
Tired of high recruiting fees and commissions?
The average commission rates in the recruiting industry are 20% of the salary, and that adds up to quite a large amount for a handful of hires. In my view, such high placement fees and difficulty in hiring the right candidates is resulting in lost opportunities in putting more people to work.
So we thought let’s challenge this practice of commission rates and come up with new products that helps our clients to hire faster and cheaper.
Fixed Price RPO – Flat $1800 monthly fee for any # of hires
How does it work? We assign a dedicated recruiter to work alongside your internal staff with specific weekly milestones for screening and sourcing. Typically, they would source a minimum of 30-50 fully qualified candidates that meet all your criteria using job boards, social networking sites such as LinkedIn and zoom info and direct head-hunting.
Results: On an average the recruiters will help our clients close between 1-3 FTE positions monthly. That’s savings of 85% for our clients – Even if you assume only ONE hire a month using our Fixed Price RPO model
Typical consultancy cost = $ 16k (@20% commission on $80k salary)
Pragna cost = < $ 2k
Our Commitment: We assign trained and highly qualified people who source candidates. They are typically engineers, graduates in your area, who can understand your domain quickly to source high quality candidates. If you are not satisfied with the quality of our work and sourcing, we offer no obligation warranty.
We look forward to saving a bundle of money for our clients and lower the unemployment rate!
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by admin | Aug 10, 2010 | Ace the Interview
Passion vs Skill which is important?
In numerous enterprises, the attribute of “Passion” is heralded as an indispensable element in the recruitment process. My personal observations and experiences have demonstrated that performance fluctuates markedly based on an individual’s fervor and innate motivation towards a particular task Passion vs Skill.
This factor gains heightened significance in leadership positions, where one must perpetually delineate and chase a vision. Recently, I had the privilege of listening to Dr. Vivek Mansingh (currently the head of R&D at Dell in India) at a Leadership summit, where he discoursed on a topic intriguingly titled – Leadership begins where Logic ends. He posits that the majority of our brain is governed by emotions, with a mere fraction dedicated to logic (a claim corroborated by certain scientific findings I encountered online). Regarding the oft-cited claim that Einstein utilized only 4% of his brain, I found no substantial evidence to support this and most literature I reviewed suggests that this figure is more myth than fact. Nonetheless, one observation stood out from both his experiences and mine: individuals typically employ a limited portion of their brain, and it is the emotional impetus that mobilizes the remainder.
When we seek individuals who exhibit passion for a specific task or role, it activates the emotional sector of their brain, channeling all their vigor towards the objective. This is the mechanism through which ordinary individuals achieve extraordinary feats that once seemed insurmountable. It is the unwavering drive, fervor, vitality, and dedication that “Passion” infuses which propels them towards superior outcomes.
This elucidates the rationale behind the imperative to discern “Passion” for a mission/task/project. Albeit gauging it may be nebulous, it becomes as pivotal as evaluating skills in the hiring process for key roles within a company.
by admin | Jul 13, 2010 | Blog, Talent Acquisition
So far, we have looked at imaginative searching of active jobseeker profiles and being a good LinkedIn Recruiter. Now we will look at another strategy to get more inbound leads for your open jobs through internet marketing using metasearch engines.
There are quite a few such job search engines (specific to jobs only) that are pretty popular on the internet. In fact, I was surprised that the most popular job metasearch engine (www.indeed.com) has higher traffic ranking than Monster.com (Indeed is ranked 110 and Monster 135 per Alexa for US traffic / popularity). Here are a list of such job search engines that I have come across:
- Indeed.com
- SimplyHired.com
- Juju.com
- Workcircle.com
- jobs.oodle.com (classified site)
- vast.com/jobs (classified site)
- Sites for freshers like Jobsphere and Startuply.
Now let’s examine how to use these resources on your way to being a smart recruiter. Note that some of these are more suited for full-time jobs than contract jobs, especially those that require very fast turnaround. It may take 24 hrs for the jobs to be live on the site and since it’s inbound and advertising based, it could take sometime for you to generate good quality candidates (2-4 days or more). But definitely works for job positions that have 1 week or more turnaround time.
Here are some of the steps to utilize this resource:
- Create an account or profile: Suggest creating an account in about 3 of these sites to start with (Indeed and Simply Hired are most popular and some others are stronger in specific domains/industry)
- Build a job feed: These job search engines are more structure driven than the typical search engine like Google. So they expect data in certain format on your website, or you will need to build a specific XML feed for each engine. The guidelines for XML formats are available for each engine. We need to verify these jobs are picked up the search engine. This will ensure that your jobs are shown in search results.
- Advertising: This part works similar to Google advertising. You can specify a budget (say $50/job) and also the cost per click (say $0.50 per click). This will generate a few inbound leads to your open jobs. The art of managing this advertising dollars will require a separate post to understand how to maximize the value through right choice of advertisement, keywords, CPC etc. We will cover that separately.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
