by Raghu Nandhan | Apr 6, 2020 | Blog, Employee Engagement
With the spread of the coronavirus, it has affected everything to any extent, from travel to even the availability of masks and hand sanitizer. Fan out of COVID-19 has shaken the whole world and has become a growing concern for all. To cope up with the present situation, many companies are working remotely until the virus can be slowed.
Many people wish to work from the comfort of their own home. Whether you do it by choice or by necessity, working from home has its own benefits, like foregoing a commute to save time in favor of a few extra minutes of sleep, family time or even exercise. But working remotely also has its own challenges.
It is like a double-edged sword; you have to self-motivate yourself and get going to make as much out of your time as you would in your actual office. Staying Remote Work Productivity at home requires constant extra efforts to be focused on actual working.
Whether it’s household chores or a quick binge of your favorite Netflix show which is more appealing than your to-do list or even the people around who aren’t working, you will find distractions in every corner at home. Also, for some people isolation or sudden cut to socializing at work makes them downer or feel emotionally low thus reducing their Remote Work Productivity.
So before discussing more in detail, sit up straight, pull up your work pants and fill your stomach with healthy breakfast. Here are few tips to make yourself Remote Work Productivity and accountable while staying focused and mentally healthy.
Find Yourself a Comfortable and Dedicated Work Spot
A comfortable workspace is the key. Find yourself a dedicated spot in the house (definitely not your bed or the couch in the living room) which is distraction free and gives you office vibes, like something more structured that you can associate your job to and leave the place when you’re off the clock.
The daily drill of getting ready and going to the office preps your brain for the day. Working remotely cuts off the drill part from your schedule, so to help your mind get work ready create few triggers, following the same routine works before leaving for office like making your coffee or breakfast, reading newspaper, exercising etc.
Also, to keep your brain in the working mode, avoid working on anything non-work-related during office hours. Don’t do laundry and finish work presentation at the same time.
Prepare a To-Do List for Remote Work Productivity
A day planned properly can help keep yourself organized, increase motivation, resulting in enhanced productivity. Prepare a to-do thinking about both short-term and long-term goals, allocating specific time limits to all the tasks. Write or type the list instead of preparing it in your mind.
You shouldn’t waste your time and energy constantly recalling ad remembering the next task. Tick off the tasks as soon as you finish them, this lets you know that you making progress.
Break down bigger tasks into smaller ones, smaller tasks feel more doable instead of a giant one. And crossing smaller tasks one by one off your list gives you the pleasure and satisfaction of achieving something, and being productive also boosts you up with positive energy.
Stay Connected with Your Team
Not everyone is used to working remotely on a regular basis for longer period of time. This might make you feel socially disconnected and lonely effecting your mental and emotional well-being. Try and find innovative methods to stay connected with your colleagues. Video conferencing is one such way to help bridge the gap and talking face to face can build collaboration.
Technology has made our lives easy in many ways and so why not utilize it during this pandemic period. A recent survey tells that many professionals have shifted from telephonic conversations or meetings to video conferencing to increase virtual human touch feel.
Remember to ring sometimes to stay connected and it doesn’t have to be work related always. Sometimes hosting a fun meeting or a virtual coffee or pizza date discussing everything except work can help lighten up everyone’s mood.
Prioritize Your Health
Invest time in your health and wellness as it is crucial and important to happiness and a certain way to steer clear of cabin fever. Be clear and specific about your work timings, decide when your work timings begin and ends. Make some time to stretch in between and take breaks to refresh ad recharge.
Be kind to yourself and understand it takes time to adjust to the new work environment. Don’t over work, switch off completely after working hours to avoid unnecessary straining or burnout. Reach out for healthy juices, water and nuts and ditch regular drinking of soda, cold drinks and chips.
Communicate Effectively
Speaking face to face gives you better understanding of emotions while communicating. Remote conversing is difficult due to removal of a lot of extra information like emotions and visuals. Electronic communications can be misinterpreted easily. So be mindful about the words you choose and your tone while drafting emails or having conversation on instant messaging apps.
Put efforts to make yourself extra clear and concise. If not clear about anything, ask questions to understand better before your reply. You can always opt for screen-sharing to get people on the same page and make them understand during meeting calls.
There are tools available to help you communicate effectively like Zoom, Slack can be used for videoconferencing and chatting, Confluence for internal wiki, Google Suite for sharing spreadsheets, simple docs etc.
Conclusion
Working remotely is the need of the hour during coronavirus outbreak, it is the only way to social distancing and breaking the infection chain. Working from home gives you the opportunity and liberty to develop healthier habits and make extra time for family, while continue being Remote Work Productivity during work hours.
Keep a check on your energy, don’t strain yourself or take things too hard on yourself. Limit your working only during the work hours. After work, leave your cell and laptop outside your bedroom to get peaceful sleep and recharge yourself for the next day.
Managers should also understand that everyone requires different time span to adapt to the new work environment, communicate sometimes give as much information as possible to ease the burden caused by the disruption and help employees struggling with the change.
Don’t force people to add another level of stress. Hope all the above discussed tips help you navigate better in the new remote working environment.
For more info, Contact Pragna Solutions for your all RPO Recruiting needs.
by Raghu Nandhan | Apr 1, 2020 | Blog, Employee Engagement, Talent Acquisition
Hiring the right talent can be game changing for a company. It will either make or break your business. Employee Recruitment Strategy is all about stress management, as your hires will constantly be judged. Hiring highly talented people that match the expected skill set, expertise and personal qualities that align with your company’s goals and values is definitely not an easy task. And job growth and low unemployment across industries have boosted the competition for qualified candidates.
These five Tactics could help an organization entice, identify and secure ideal candidates with the right skills and best culture fit.
Be the Brand Personified
In today’s Recruitment Strategy market, brand is everything. A positive brand image can help a company compel top talent. It’s one of your most valuable assets and one of the main pulling powers that will entice top candidates. You need to think about this in the hiring process. Many candidates would consider leaving their current job if they received an offer from a different company with an excellent reputation.
You need to live up to the candidate’s expectations when working to entice talent. An organization’s brand is its representation to the public, be clear on who you are, consistent in regard to the brand message, and most importantly, be personally representative of the brand values.
Re-Evaluate Job Descriptions
It is essentially important to create unique job descriptions for each open role that reflects all the qualities you seek for in a candidate. Do not rely on standardized job descriptions that could be out-of-date or obsolete. Be clear about what you’re looking for from the very beginning. Include all your values and beliefs in the position description, so every candidate has a clear idea of what you value as a company.
Few tips to consider:
- Make titles as specific as possible
- Write a captivating summary
- Include the core responsibilities
- Keep descriptions succinct
Attend events in addition to job fairs
Job fairs are often industry-based. While job fairs are helpful for finding industry specific candidates, non-recruitment events also provide excellent chances to meet highly motivated and inspiring industry professionals who are always eager to explore, network and advance in their field. To find such group events that are well-attended by professionals’ search forums like Meet up, Facebook, LinkedIn can be utilized. You can interact with qualified people and get them interested in your open position. You can also ask for referrals in other cases.
Get Social with the Candidates
Asking personal questions while interviewing candidates might seem right to few recruiters. But personal questions can typically result in awkward and uncomfortable situations. To analyze a candidate better, it is always better to spend time on candidate’s social media handles. This will definitely help while screening their answers during interview. Also, spending some time with candidates outside the office will get you a better understanding of how they act in social situations. You’ll be amazed to discover minute things about a candidate by researching their social presence. This can be a great strategy to implement.
Hire Potential Future Leaders
It’s not an easy task to figure out leadership qualities while interviewing candidates. But creating a flexible work staff is the way to creating a strong foundation for your company. Promoting people within an organization is a quality of successful company. So, skip any random candidate and look for strong motivation for leadership. These are the ones which you need to get on board first.
Hiring a wrong person does more harm rather than an empty position. Recruitment Strategy has its own risks and pressure. But compromising is not the right way to cope up. Smart people working in a company results in outstanding business and to hire exceptional talent your recruitment strategy should be flawless and progressive. Utilizing above discussed tactics would definitely result in improved hiring rates both in terms of time and money, employee retention and workforce working at maximum speed, thus boosting organization’s bottom line.
For more info, Contact Pragna Solutions for your all RPO Recruiting needs.
by Raghu Nandhan | Mar 31, 2020 | Blog, Industry Trends
The World Health Organization has declared the Covid-19 coronavirus outbreak a pandemic, and lots of firms are taking strict measures against the impact and unfold of the virus. COVID-19 Industry Impact :
The corona outbreak is first and foremost a human disaster, affecting thousands of people across the world. It is additionally resulting in a growing impact on the global economy.
With all businesses and industries across the world in huge chaos, there has been the grave economic impact of coronavirus across various sectors from tourism to airline; from entertainment to education; from finance to healthcare; from retail to hospitality; from cruises to cars; from food to fashion; Luxury industry; staffing and recruitment and so on. Marketers across industries are attempting to revamp their business models.
a) Travel and Tourism
The travel & tourism industry is worst affected by the coronavirus outbreak. With COVID-19 Industry Impact being a pandemic, people are avoiding travelling to different countries and cities, which has created a negative impact on the travel business industry and has affected the tourism welfare of the affected countries.
The U.S. airlines proposed for over $50 billion in federal help due to the dramatic decrease in range of airline passengers.
b) Entertainment
Disney and Universal Studios have planned to close down their theme parks as large gatherings may cause the spread of coronavirus.
The NBA has suspended its season temporarily after a player was tested positive for coronavirus.
The entertainment industry is severely affected and suffering from the coronavirus outbreak. However, as more people stay at home, in self-isolation, and take quarantine measures, there is increased use of alternate entertainment services such as games, videos, etc. According to the Financial Times, the number of app downloads rises in China after the nationwide isolation measures were taken. Video streaming firms like Netflix, Amazon, Disney are expected to have a rise in the number of subscribers in the COVID-19 Industry Impact.
c) Retail & E-Commerce
Malls, shopping centers are temporarily shut down in effect to COVID-19 Industry Impact. Also, since people distance themselves from social gatherings and crowded spaces, they choose to order their needs or necessities online. Similar is the case with the retail business.
On the contrary, digital commerce businesses are trying to make the most of this situation. Regardless, thriving in such an epidemic continues to be a difficult task for e-commerce businesses.
d) Recruitment
Recruitment in the time of the COVID-19 Industry Impact outbreak is a very tough and challenging process.
HR managers are scrambling to regulate recruitment strategies within the wake of this outbreak. Fortunately, technology is out there to assist minimize exposure while still producing quality hires. The time is now to shift to a virtual recruitment — one that protects both employees and candidates and erase risk while continuing to drive hiring efforts.
e) Luxury Shopping Malls
People are staying more at their homes and buying products online instead of going physically to crowded locations. In the long term, this may lead to a permanent change in the behavior of consumers and online luxury buying may become usual.
Therefore, retailers must provide more meaningful online experiences in order to build a good relationship with consumers.
NOTE: Buying luxury things online will become more attractive in the future. This slowdown is the right time for luxury brands to facilitate themselves to digitize the processes and upgrade their systems and technology. This allows them to develop operational efficiencies and provide personalized experiences to the end consumers.
The various ways to deal with it and how we can overcome:
The Covid-19 crisis has currently reached a critical stage where public health systems got to act decisively to control the growth in new places.
Clearly, the most importance is and should be on suppressing and diminish the disease itself. However the economic impacts are vital and plenty of companies are feeling their way towards understanding, reacting to, and learning lessons from rapidly unfolding events. Unforeseen twists and turns are going to be revealed with each news cycle, and that we will only have a complete picture in retrospect.
Yet, given the very different degrees of preparedness across companies, the further potential for disruption, and the value of being better prepared for future crises, it’s worth trying to pull out what we have learned so far. Being supported on our ongoing analysis and help for our clients around the world, we have refined the subsequent lessons for responding to unfolding events, communicating, extracting and implementing learnings.
- Update intelligence on each day.
- Use specialists and gauge carefully.
- Flexible principles in developing policies.
- Prepare now for the next crisis.
- Reflect on what you’ve learned.
- Prepare for a changing world.
The Covid-19 crisis can take time to be solved by medical science. The economic crisis can try to be solved now.
To fix this, the government could offer every American business, large and small, and every self-employed worker with a no-interest “bridge loan” guaranteed for the duration of the crisis to be paid back over five years. The sole condition of the loan to businesses would be that companies still employ a minimum of 90 percent of their manpower at the same wage that they did before the crisis. And it might be retroactive, so any workers who have been laid off in the past two weeks because of the crisis would be reinstated.
The system keeps virtually everyone employed and keeps firms, across different industries from restaurants to airlines in business without picking winners and losers.
Instantly, it would create a sense of confidence and relief during these turbulent times that once the scourge of the coronavirus was contained, life would come back to some semblance of normal. It would additionally help, encourage people to stay home and practice social distancing without feeling that they would risk losing their job — the only way to slow this disease.
Pragna solutions is taking a balanced approach to handle the situation and our first preference is the well being and safety of our clients and employees across the country. We remain committed and believe that our long term vision of business is strong.
Please don’t hesitate to contact us if you want to discuss your hiring needs and challenges. We are here to provide recruitment solutions and help to all your interim and long term requirements.
by Raghu Nandhan | Mar 26, 2020 | Blog, Recruitment Technology, Talent Acquisition
Employee Recruitment
If you are someone who needs to supplement their full-time staff for, for taxation season, the summer, vacation season, or during any other part of the year when business peaks. When you invest so much on a recruiting seasonal workforce, it’s necessary to keep few things in mid to onboard someone who represent your business in all aspects. In this blog, you will get a fresh view to look at your recruitment strategy and see where you can enhance your staffing. Several seasonal employees stand out by contributing more to your team than expected.
The holiday hiring season is always known for a historically-low unemployment rate, thus making it even more challenging to find the right candidates in a very tight labor market.
Here are the 5 key skills to recruit top-notch seasonal employees:
Referrals and Recommendations
Seasonal jobseekers are always fluctuating. It’s difficult to find the right talent on job boards. You got to try different methods to search them. And one of the proven methodologies is utilizing Employee Recruitment referrals. Chances are, your employees know someone who a needs job. Your employee knows what you expect of them. Because of this, they can act as a valuable link between you and the potential new employees who they believe are fit for the position. Referrals always rock and you know in total 7 percent of candidates are hired through referrals, and yet they account for overall 40 percent of hires.
Evaluating the Candidates
In many companies, hiring needs doesn’t go beyond a handful of open roles, however, many companies depend on a seasonal workforce and hire in bulk at once. Altering your interview process to deal with a large inundation of candidates is necessary. Targeting candidates from the local surroundings is an additional method to find candidates faster and making smarter seasonal hiring decisions. You can find many applicants from school or colleges which are off during the summer months, attracting such candidates brings many advantages, as they seek work to gain some work experience meanwhile earn something, also this reduces potential attendance issues due to long commutes and other unexpected circumstances.
Streamlining Your Onboarding Method
It’s a known fact that the majority of seasonal workers won’t be working with you for long, but assuming the same for all might turn out to be foolish. Spending too much time to onboard might look like an unsuccessful cost. Budget wisely for your seasonal hiring. Even though you’re hiring experienced candidates to seasonal roles in your company, you must always provide training. Your company could have totally different rules or policies employees might not be aware of if you don’t. You must always provide an orientation package.
Keep Your End Game in Mind
Many companies that hire seasonal workers see them as a resource pool for potential full-time workers. Never assume that your work staff will last through the season, and there won’t be any need to hire more. No matter how much you plan, you still might have to hire some people toward the end of the season. You can redesign your incentive structure for seasonal and permanent workforce. While it’s not required to provide healthcare benefits to temporary Employee Recruitment, but if you tend to convert your seasonal workers, you may want to offer them some benefits and perks, like health insurance, savings plans, and access to the corporate wellness program etc. Having a healthy candidate pool will make all the difference when it comes time to do rehiring.
Choose “Same time, Next Year” candidates
Recruiting new faces every time during a holiday season can be costly and inefficient. Overall efforts put in, the whole process can be exhausting and difficult. If you are able to figure candidates who will be available next year during the same time period it would definitely ease, you’re your efforts. You can put efforts to build rappo with these candidates and to be in touch throughout the year. Also reserve few spots for the upcoming season for such candidates. This will save both your time and money.
If you haven’t planned your recruitment strategy for the upcoming busy business season, never mind, it’s not too late to utilize some of the above discussed suggestions in place for this year. And after the rush hour, always examine what worked the best for you and what needs to be removed or added to your seasonal recruitment strategy. Never leave things to the last minute.
Utilizing a recruiting plan with key components of effective recruitment budgeting, talent pipelines, Employee Recruitment referrals, streamlined onboarding processes will help you cut costs, save time and still help your business to deliver the best and reach set revenue goals.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Mar 16, 2020 | Blog, Talent Acquisition
Beyond the policy, once your company and an employee part ways, is it ever okay to hire that person back? Did this question intrigue you much? Well then let’s discuss to find out more about it.
This situation is like going to a restaurant and ordering same menu as tried earlier. Most people end up ordering the same instead of trying something new. It’s not uncommon for organizations to own a policy against hiring former employees. Recruiting and hiring a former employee is a method to save both time and costs of sourcing and creating brand-new hires.
Let’s discuss pros and cons to hiring former employees:
Familiar to Company Culture:
They already understand the ins and outs. Not only are they aware of the company culture, however, they’re also likely having previous experience with internal systems and processes. They also understand why some employees or managers do one thing one way and why others do it another way. The procedures are familiar, permitting them to get up and running quickly, that could be a major profit to your business.
Boost to Employee Morale
If the current workforce sees their employer values talent and is putting efforts to bring back people, it can have a positive effect on morale, especially if the rehire was popular and respected. Also, when current employees see an old employee coming back, it makes them realize that their current position is a good one since people are willing to come back to it.
Few companies have initiated alumni programs to stay connected with former employees. These connections are usually a wonderful source of passive candidates who could also be willing to come back to your company. Since the person already has a proven record within the organization, employers have an honest plan of what the employee will do in order that they don’t have to recruit someone new and train them.
New Skills, Experience, and Perspective
When a former employee returns to your organization, they give the benefit of enjoying the skill set they gained while they were away. Whether it has been a few years or just a few months, they will have had experiences that gave them new skills and perspectives. With these newly acquired skills, they may perform better on the job and they also with the new perspective to approach situations; they might be offer fruitful suggestions to improve company procedures.
Reasons to avoid hiring former employees:
Still be in fit of pique
If an employee left your organization with lingering bitterness or relationship problems, it’ll probably be tough for them to feel engaged and productive upon being rehired. If a coworker or manager continues to be there who the boomerang employee had friction within the past, it’s unlikely that they’ll bury the hatchet this point around. Reignited feuds will harm team morale.
Having feelings of entitlement
Although they’re still thought about to be a replacement employee, they’ll not identify themselves that way which may result in feeling that they need seniority and are owed certain perks that accompany being on the job for a longer period of your time. Particularly if they’ve been outside the organization for an extended time. Ex-employees could disagree with perks, seniority or raised compensation from their original tenure.
May not be the best match
Seeing a past employee resume in your inbox might fascinate you enough to really don’t pay enough attention to your pool of candidates that also are contesting for the position. Even though that pool of alternative candidates might contain someone that is more qualified for the role than they are. You will be missing out on the top talent in your candidate pool by unconsciously favoring the ex employee.
Considering all the facts and figures, if you wish to rehire a former employee, make sure they are qualified and fit for the position. Brief your team and also the rehire on the current situation and also your expectations to ensure positive relationship among all. Advantages of hiring former employees are definitely greater considering the tight resource market. So don’t shut your doors for all former employees just because they wanted to explore something new.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | Mar 12, 2020 | Blog, Industry Trends
Attracting great talent is the first step to hiring great talent. And one way to attract great talent is by Effective Job Postings. Effective Job Postings are also called job advertisement, job description, job announcement, job ad, or needed ad. The best job description is a blend of position’s skill set and competencies, little about work culture and of course benefits and perks. Most recruiters fail to understand the main motto of Effective Job Postings; it is to list out things that attract top candidates, instead of just listing requirements and qualifications. In this blog, we are going to discuss few tips to design an engaging and inclusive job advertisement to attract and build a pool of right fit candidates.
Use a Killer Job Title
This is the foremost important part of a job description. Fun or uncommon job titles like Rockstar Developer or Marketing Guru don’t do a lot of to draw jobseeker attention. Using such job titles will turn off candidates from applying to your job ads. Such job titles can confuse jobseekers and often considered as symbolic of insouciant work culture.
The title should be as simple and unambiguous as possible. The main motto of a job title is to show a glimpse of the purpose and scope of the job. Use phrases that accurately describe the Effective Job Postings, and try sticking to standard experience levels like Senior instead of III or IV.
Describing the Position
A good job description usually contains 2 components: summary of the role and job responsibilities. A concise summary on existence of the job? You must solely highlight the important points in these sections in order that the job description is compact and straight forward to digest.
This part of job description introduces your company and your employer brand to the jobseekers, hence don’t forget to include all the details about your company culture to outline why a candidate would desire to work for your company. Though content is significant during a job posting, but stuffing excessive amount of information into one paragraph can easily bore the jobseekers.
Focus on Growth and Development
Listing a bunch of daily tasks and avoiding a bulleted list of responsibilities or qualifications is old style is often boring to read through. Lists like these are typically difficult to absorb until one’s actually doing the Effective Job Postings. Instead, you can group pointers to things under smaller subheadings like “technical skills”, “management skills” and “Interpersonal skills” or may be hard or soft skills. Make the job ad exciting by explaining how the candidate’s growth and achievements will contribute towards business excellence. Also stress enough on the new skills and technologies one can attain with this role. This will definitely attract carrier and action oriented candidates.
Mention Experience, Compensation and Benefits Info
Most job descriptions leave the candidates wondering if they are fit for the position, as they miss out on clearly specifying the minimum qualification standards. This results in getting enormous responses from unqualified candidates. To avoid this, establish clear trails of minimum education, any specific certifications and also the years of the expertise or hands-on experience on a particular skill required to succeed in the role.
And don’t miss out on listing compensation and benefits. Most candidates today are looking to work with employers that fulfill their compensation needs and often turned off if there is no mention of it in the job ad. You need to show that money is a component of the opportunity. Give a salary range rather than a specific dollar amount to allow room for flexibility. Also provide a summary of the advantages like medical, dental, and vision coverage etc.
Express Urgency for the Position
Create the sense of urgency among candidates so that candidates are compelled to apply. This can be done by mentioning last date to apply or may be by mentioning start dates. Mention contact details of a specific person instead of a generic email id. This definitely results in increase in the number of applicants drastically.
Avoid Mention of Behavioral Traits
Most job ads list out personality traits like Proactive, dynamic etc. This encourages candidates to impersonate these behaviors during interview, even if they do not to have them. Also, mention of words like “hardworking,” essentially mean nothing in a job ad as you can never figure out these traits until put to test for a certain number of days. It only implies that a hiring manager wants to consider people who have a strong work ethics, which is often misunderstood by candidates.
Knock Out Biases
If you want to widen your pool of applicants and speed up your recruitment and hiring process, then you should not be limiting your reach to a particular gender or demography. The ultimate goal of a job ad is to encourage the right people to apply for the job, but usage of gender skewing terms within job descriptions turns away many potential candidates. You might be promoting a gender diverse work culture, but your ad speaks on the contrary. This will paint a totally different picture and all your branding efforts will go in vain.
Add Creative Touches
Active jobseekers spend a lot of time going through job descriptions, and reading through lengthy content can be boring and tedious. To attract those eyeballs, add an innovative touch to your job ad like a video attachment explaining the position’s daily responsibilities and employees explaining why it is a fun place to work at. This would create a major difference and your ad will stand out.
Finishing Touches
Consider this a fun task and don’t hesitate to express your creativity. Imagine yourself into the shoes of superstar candidate you want to hire changes and sail your boat in that direction. Job Ads reflects a company’s corporate style, but candidates respond well to job ad that showcases human touch. Boring ads don’t attract strong and vibrant candidates. Don’t forget to proofread your ad before posting it out. Several grammatical errors and misspelled words will not set the best image of yours.
Keep the content of your Effective Job Postings transient and to the point to communicate your point in a streamlined manner. Steer away from fancy and fuzzy terms. Usages of in distinctive terms make it difficult for potential applicants to imagine themselves in a position.
Follow the hit and trial method. If you don’t succeed in the first attempt, change, tweak, and check out again. Each business contains a totally different direction for succeeding; therefore don’t get discouraged if one technique doesn’t prove as effective. Keep fixing and modifying till you discover what works the best for you.
Follow the above tips to craft an effective job ad, and you are assured to stand out among the strongest candidates.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
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