by Raghu Nandhan | May 31, 2019 | Blog, Industry Trends, Recruitment Technology
The Internet of Things is called “the mother of all infrastructures” and it’s a revolution that has arrived and is no longer just a niche solution for a handful of businesses however a core technology that is basically reworking how we work and live. And apparently, it’s encouraging a whole new computing model known as Edge Computing, which promises to forever alter how businesses interact with the physical world.
Edge computing refers to processing power at the sting of the network, nearer to the supply of knowledge. With edge computing, every new generation device like a smartphone, various kinds of sensor, robots or other intelligent device takes some of the data processing performed by the cloud and packages it up for processing and analyzing at the edge.
Several factors are fueling the expansion of edge computing. As the price of sensors and processors decreases, the quantity of intelligent devices has been skyrocketing. By 2020, it’s foreseen that 50 billion things are going to be connected to the Internet. These devices can send trillions of messages-exponentially increasing hundreds across the network additionally because of the amount of knowledge which will become insights.
What is Edge Computing?
Edge computing refers to a network that advocates decentralized processing power. It allows data processing at the edge of a network, rather than holding that processing power during a cloud or a central information warehouse. The name “edge” in edge computing indicates that it processes data at the source or the point at which traffic enters or exits the network.
Edge computing allows data generated by devices to be processed closer to its source instead of sending it across storage networks. This helps organizations to analyze the data in near real-time. So, in edge computing, data is processed by the connected device by itself or by a local server, rather than being transmitted to a data center. The local edge computing system can send daily reports to the central network instead of directing the data as soon as it’s generated.
Role of Edge Computing
The main role of edge computing is to ingest, store, filter, and send information to cloud systems. Edge computing becomes ideal in many circumstances. Edge computing reduces latency as a result of information doesn’t need to travel over a network to any information center. This is ideal for many industries such as financial services or manufacturing. Though the Internet of things is the key driver of edge computing, many other technologies and uses are accelerating the pace of adoption of the edge computing environment. It becomes an essential component of data-driven applications.
A valuable strategic advantage
As edge computing goes thought, it provides a major strategic benefit for a wide range of industries. Here are five ways that edge computing can remodel businesses within the close to future:
- Lowering Internet of things solution costs: Edge computing allows you to process and analyze-mission critical data closer to the device itself, reducing the amount of data that flows back and forth between the cloud and also the edge of the network. Businesses can select which services run at the edge and what data gets sent to the cloud, lowering the Internet of things solution costs and obtaining the most value from their overall Internet of things solution.
- Added security and compliance: Edge computing helps to address the security and compliance requirements that have prevented some industries from using the cloud. With edge computing, firms will filter sensitive personal info and process it regionally, causing the non-sensitive info to the cloud for the additional process.
- Faster response times: Without a round-trip to the cloud, data latency is reduced, lowering the time it takes to glean actionable insights from that data. In this manner, edge computing is poised to assist autonomous vehicles to avoid collisions, stop industrial plant operations before instrumentation fails and improve any scenario requiring instant analysis of knowledge.
- The dependable operation even with intermittent connectivity: Edge computing enables manufacturing equipment and other smart devices to operate without disruption even when they’re offline or Internet connectivity is intermittent. This makes it a perfect computing model for businesses that calculate the power to quickly analyze information in remote locations like ships, airplanes, and rural areas—for instance, detecting equipment failures even when it’s not connected to the cloud.
- Interoperability between new and legacy devices: Edge computing converts the communication protocols used by legacy devices into a language that modern smart devices and the cloud can understand, making it easier to connect legacy industrial equipment with the modern Internet of things platforms. As a result, businesses can get started with the internet of things without investing in expensive new equipment—and immediately capture advanced insights across their operations.
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by Raghu Nandhan | May 14, 2019 | Blog, Industry Trends
Navigating the Complexities of Modern Hiring Teams
Recruiting today is more complex than ever. One of the fundamental principles of Hiring Teams is that it’s a two-way decision. The candidate selects the company as much as the company selects the jobseeker. This process requires careful consideration from both sides.
The Importance of Employee Referrals and Technology
Candidates are thorough in their research, seeking information and recommendations from friends and colleagues. Consequently, employee referrals remain the most common source of hires. Additionally, technology plays a significant role. Websites like Glassdoor, Indeed, and various social media platforms are popular for candidates researching company reputations.
Embracing Collaborative Hiring Teams
Given that jobseekers use multiple sources to evaluate companies, organizations should adopt a similar approach. Collaborative hiring involves multiple people in the hiring process, beyond just HR and the hiring manager. This team includes individuals from various departments with whom the candidate would frequently interact.
5 Reasons to Consider Using Hiring Teams in Recruiting
1. Diverse Viewpoints Enhance Decision-Making
Collaborative hiring brings diverse and wide-ranging perspectives on the new role. This approach assesses how potential candidates measure up to expectations and identifies potential future challenges. It drastically reduces the chance of bad hires and ensures new hires fit well with the team culture. Moreover, it highlights the value a quality new hire adds to the team.
2. Realistic Job Previews for Candidates
Recruiters and hiring managers may unintentionally sugarcoat job details or leave out information. They often do not perform the job they’re Hiring Teams for, which can lead to different impressions of the work. Including other team members in the process allows candidates to get an accurate “inside scoop” about the job.
3. Increased Buy-In for Candidate Success
Involving more people in the hiring process increases buy-in for the candidate’s success. Sometimes, companies hire individuals that colleagues do not support. Peers might say, “If we had interviewed Leonard, we could have told the company he wasn’t a good fit.” Allowing co-workers to meet the candidate ensures they support the final hiring decision.
4. Larger Informal Network for New Hires
Every organization has unwritten rules that new hires need to navigate. They may not want to ask their boss or HR about these informal aspects. A network of colleagues can provide “off the record” answers about policies or company culture. Some organizations address this with a new hire buddy program, which can be integrated into the interview process.
5. Enhanced Employee Engagement
The last thing a company wants is to hire an employee who leaves after six months. Positive, trusting working relationships are crucial for employee engagement, productivity, and retention. Collaborative hiring allows candidates to start building these relationships with co-workers from day one.
Conclusion
Collaborative Hiring Teams is a strategic approach that benefits both the company and the candidate. It ensures diverse perspectives, provides realistic job previews, increases buy-in, offers a larger informal network, and enhances employee engagement. Adopting this method enables companies to make more informed hiring decisions and fosters a cohesive and supportive work environment.
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 | Apr 24, 2019 | Blog, Industry Trends, Talent Acquisition
Hiring talent has become highly transactional. The candidate searches, the endless planning, and therefore the repetitive screening are inefficient and mind-numbing for Recruitment Trends. It’s time for a brand-new era of recruiting that focuses on the additional gratifying components of the job — the human part, the strategic part.
And the lowest unemployment numbers recorded in decades are impacting those trying to recruit the most effective and brightest and forcing them to undertake new concepts once it involves hiring.
Here are a few recruitment trends impacting hiring and how they can impact you:
Diversity is the new global mindset
78% of talent professionals and hiring managers say that diversity is one of the high recruitment trends impacting however they hire.
Diversity used to be a box that the organization checked. But today, diversity is directly tied to organizational culture and financial performance. Our data shows that 78% of organizations prioritize diversity to improve culture and 62% do so to boost financial performance.
Key forces are at play here: ever-changing demographics are diversifying our communities, shrinking talent pools for companies that don’t adapt. Growing proof that a diverse group is additional productive, additional innovative, and more engaged also makes it hard to ignore.
Encouraging a candidate to accept a job offer
During an associate degree, candidates would accept almost any job offer. However, within the market during which candidates receive various offers, the recruitment process changes dramatically. This means that the main focus can shift to grabbing offers in terms of remuneration packages, as well as to individual criteria of a particular candidate.
Social network pages will replace CVs
The reality is that only a few candidates have time to update their resume. And whereas you’re utilized, you are doing not update it in the least. It seems that it’s not impossible to become a candidate in principle until you update and send out a current resume. However, these days in place of a resume, it’s enough to appear through profiles on LinkedIn and realize open vacancies. LinkedIn profiles are typically a lot of specifics than a resume, and they are viewed by an outsized variety of people.
Employee referrals
Employee referral programs are definitively one among the foremost productive ways that hiring talent and filling open positions. Employee referrals should never stop. Referrals offer quality hire, not as results they recognize someone; however as a result of the most effective worker will usually even outperform recruiters in building relationships, evaluating and selling extremely qualified professionals who are not active in the labor market. In top companies, more than 50% of employees are hired through a referral program.
That being aforementioned, we tend to put employee referrals to our list of the best recruitment trends for 2021!
Artificial Intelligence is becoming your secret workhorse as a part of Recruitment Trends
Admittedly, this can be one of each of the trends that everyone talks regarding, however only very few organizations or professionals understand its impact or what it really means.
The truth is that Artificial Intelligence (AI) has taken a powerful foothold in recruiting and can possibly still continue to take over a number of the repetitive aspects of your job. For example, there’s already software (including LinkedIn Recruiter) that permits you to modify candidate searches and quickly notice prospects that match your criteria. Other technology will assist you screen these candidates before you even speak to them. Cabot’s will reply to candidate queries, thus you don’t need to.
Multiply the effects of these examples and the time savings is huge. For the more additional advance aspects of your job — engaging and interviewing candidates — it’s no surprise that AI is seen as less useful.
The HR and recruitment field is evolving every day and with a global workforce transforming, it is time to elevate your company’s recruitment strategy to a whole new level this year.
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 | Apr 8, 2019 | Blog, Industry Trends, Recruitment Technology
Eliminate Bias in Hiring :
The staffing industry thrives on finding the perfect fit: matching a candidate’s skills and experience with an employer’s specific needs. But unconscious bias, a persistent challenge in traditional hiring, can skew this process, leading to the exclusion of talented individuals. This is where Artificial Intelligence (AI) steps in as a game-changer, offering the potential to revolutionize hiring by eliminating bias and creating a more equitable playing field. Here you can find few steps to how AI Eliminate Bias in Hiring.
The Pervasiveness of Bias in Hiring
Unconscious bias, also known as implicit bias, refers to stereotypes and assumptions that unconsciously influence our judgments. These biases can creep into every stage of the hiring process, from resume screening to interviewing. Here’s a glimpse into how bias manifests:
- Resume Screening: Recruiters, bombarded with applications, may make snap judgments based on names, schools, or previous employers, unintentionally passing over qualified candidates.
- Language in Job Descriptions: Words like “aggressive” or “dominant” might deter female applicants, while phrases like “rockstar” or “ninja” skew towards younger generations.
- Interviewing: Interviewers might unconsciously gravitate towards candidates who resemble themselves or share similar backgrounds, leading to a homogenous workforce.
The consequences of bias are far-reaching. It leads to the exclusion of diverse talent pools, hindering innovation and creativity within organizations. Studies show that companies with a more diverse workforce outperform their less diverse counterparts. A report by McKinsey & Company found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their national industry medians.
AI as the Antidote to Bias will AI Eliminate Bias in Hiring?
AI offers a glimmer of hope by introducing objectivity and data-driven analysis into the hiring process. Here are some ways AI can combat bias:
- Skills-Based Screening: AI algorithms can scan resumes and applications for keywords and experiences relevant to the job description, filtering candidates based on objective criteria rather than subjective impressions.
- Blind Screening: AI can anonymize resumes by removing names, genders, and universities, ensuring recruiters focus solely on skills and experience.
- Language Analysis: AI can identify potentially biased language in job descriptions, prompting employers to rewrite them using more inclusive and neutral terms.
- Standardized Interviewing: AI-powered chatbots can conduct initial interviews, asking standardized questions and evaluating responses based on pre-defined criteria. This removes the influence of personal biases interviewers might have.
- Predictive Analytics: AI can analyze past hiring data to identify patterns of bias and suggest ways to mitigate them.
AI in Action: Proven Results
The potential of AI in reducing bias isn’t just theoretical. Here are some real-world examples:
- Atlassian: This software company used AI to remove gendered language from job descriptions and implemented blind screening. As a result, they increased the percentage of female applicants from 10% to 57%.
- PwC: PricewaterhouseCoopers used an AI-powered platform to assess candidates’ written communication skills. This approach ensured a more objective evaluation and reduced unconscious bias based on writing style.
- Sodexo: The food services and facilities management company leveraged AI to analyze resumes for skills and experience, leading to a more diverse pool of qualified candidates for open positions.
These success stories demonstrate that AI can be a powerful tool for promoting fairness and inclusivity in hiring. However, it’s important to remember that AI is not a silver bullet.
The Human Factor: Collaboration is Key
Here’s why a human-in-the-loop approach is crucial:
- Data Quality: AI algorithms are only as good as the data they are trained on. Biased data sets can lead to biased results. Human oversight is essential to ensure data quality and identify potential biases within the AI system.
- Ethical Considerations: AI developers and users must be mindful of ethical considerations. Ensuring transparency and fairness in the development and deployment of AI hiring tools is paramount.
- Final Decisions: AI should be used to enhance the hiring process, not replace human judgment entirely. Hiring managers should leverage AI insights while utilizing their expertise and experience to make the final hiring decisions.
By combining the power of AI with human expertise, staffing professionals can create a more objective and inclusive hiring process, leading to a more diverse and successful workforce.
The Future of AI-Powered Hiring
As AI technology continues to evolve, we can expect even more sophisticated tools to emerge, further reducing bias and streamlining the hiring process. Here are some exciting possibilities on the horizon:
- AI-powered skills assessments: AI can go beyond resumes and cover letters, evaluating candidates’ skills through simulations, coding challenges, or other interactive assessments.
- Virtual Reality (VR) Interviews (continued): VR simulations can create standardized interview environments, minimizing the influence of personal biases during in-person interactions.
- Neurodiversity Recognition: AI could potentially analyze speech patterns and behavioral data to identify candidates with neurodiversity, like autism, who might possess valuable skills and perspectives often overlooked in traditional hiring.
The Staffing Industry’s Role in Leading the Change
The staffing industry has a critical role to play in championing the use of AI for bias-free hiring. Here’s how staffing agencies can take the lead:
- Partnering with AI Developers: Staffing agencies can collaborate with AI developers to create and implement fair and unbiased hiring tools specifically tailored to the needs of the industries they serve.
- Educating Clients: Staffing professionals can educate clients about the benefits of AI-powered hiring and address any concerns they might have regarding technology replacing human judgment.
- Building Diverse Talent Pools: By leveraging AI for skills-based screening and outreach, staffing agencies can expand their talent pools and connect employers with a wider range of qualified candidates.
Conclusion: Embracing the Future of Hiring
The potential of AI to eliminate bias in hiring is undeniable. By embracing AI and using it responsibly, the staffing industry can usher in a new era of fair and equitable hiring practices. This will not only benefit diverse talent seeking opportunities, but also empower businesses to build stronger, more innovative workforces.
Remember, AI is a tool, and like any tool, its effectiveness depends on how we use it. By fostering a culture of collaboration, continuous learning, and ethical considerations, the staffing industry can leverage the power of AI to create a more inclusive and successful future of work.
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 | Apr 1, 2019 | Blog, Industry Trends, Recruitment Technology
What is Analytics in Staffing
Today, most of the organizations are leveraging the power of new technologies to streamline the hiring process to identify the best fit for a company. No doubt that big data represents a challenge and an opportunity for recruitment teams and staffing companies, and power analytics is turning into a key part to make a successful talent management process.
At Pragna, we look at the exciting opportunity to determine big data and use effectively. We look forward to working with our clients to leverage the ability of staffing and big data intelligence technology to improvise their talent pipeline and resource investments.
What Power Analytics Means to the Staffing Industry
Here are the primary impact areas of Power Analytics in Staffing
Traditionally, predictive analytics has helped the staffing firm to deal with the essential business queries of “who, when and why.” However, once applied to the staffing firm, predictive analytics helps to anticipate and optimize
Talent acquisition: helps to identify who is the top best? When should they be contacted? Why is this requisition/ job change opportunity attractive to this top talent?
Talent planning: Predictive analytics will optimize a talent pipeline by investing talent information to establish key factors that may result in higher resource allocation. For instance, identifying the simplest locations to speculate on recruitment campaigns for certain skills.
Job-response optimization: Throughout the recruitment process, power predictive analytics helps organizations optimize their job-postings response. Data analysis will give staffing firms with custom recommendations and tailored best practices to assist firms to overcome with higher responses to their job postings based upon primary factors such as period duration, location, occupation, and industry.
Client acquisition: A staffing firm’s talent database is its proprietary competitive advantage and sales tool. Therefore, with the facility of power analytics to harness a staffing firm’s massive knowledge and provide valuable insight into the talent existing on hand, a firm is empowered to drive future sales conversations directly aligned to the talent they need.
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 | Jan 21, 2019 | Blog, Industry Trends
The startup journey is exhilarating, but fraught with challenges. In the fiercely competitive Staffing Startup Growth in industry, maintaining steady growth is paramount to success. Here, we’ll explore common pitfalls that can stall your progress and offer actionable strategies to keep your staffing agency thriving.
1. Prioritize Customer Needs: Your Formula for Success
In the Staffing Startup Growth world, your customers are twofold: talented candidates and businesses seeking top talent. Overlooking either group is a recipe for disaster. While profitability is crucial, prioritize strategies that deliver value to both parties.
- Exceptional Candidate Experience: Build a reputation as a champion for qualified candidates. Streamline your application process, provide clear communication, and offer valuable career resources. Positive candidate experiences translate into a steady stream of top talent and positive online reviews, a major trust factor for businesses.
- Unwavering Client Focus: Understand the unique needs of each client company. Conduct in-depth consultations to pinpoint their ideal candidate profile, company culture, and long-term hiring goals. Deliver high-quality placements that ensure a strong fit, fostering long-term client relationships.
2. Embrace Data-Driven Recruitment
Metrics are the lifeblood of any successful business. In Staffing Startup Growth, key data points provide invaluable insights to optimize your operations:
- Website Traffic & Conversion Rates: Track website visitors and measure how many convert into qualified applicants. Analyze which sources drive the most traffic and focus your marketing efforts accordingly. A/B test landing pages and application forms to identify the most user-friendly formats.
- Job Board Performance: Monitor the effectiveness of different job boards. Analyze which platforms generate the most qualified applicants and the best return on investment (ROI) for your client budgets.
- Candidate Funnel Analysis: Track candidate progress through the application process. Identify bottlenecks that cause drop-off and streamline your process to improve efficiency.
- Client Satisfaction Surveys: Regularly solicit feedback from clients regarding their satisfaction with the quality of placements and your overall communication. Analyze the data to identify areas for improvement and demonstrate your commitment to client success.
3. Leverage Technology to Streamline Operations
The Staffing Startup Growth in industry is rapidly evolving. Staying ahead of the curve requires embracing innovative technologies:
- Applicant Tracking Systems (ATS): An ATS simplifies your recruitment process by automating tasks like resume screening, interview scheduling, and candidate communication.
- Artificial Intelligence (AI): AI-powered tools can automate resume parsing, identify top talent based on skills and experience, and personalize the candidate journey.
- Video Interviewing: Offer remote video interviewing options to attract a wider talent pool and enhance candidate convenience.
- Social Media Recruiting: Actively engage with potential candidates on relevant social media platforms. Build relationships, showcase your company culture, and identify passive candidates who may be a perfect fit for your client’s needs.
4. Become a Competitive Intelligence Expert
Never operate in a vacuum. Stay informed about your competitors’ activities:
- Market Research: Conduct regular competitor analyzes to understand their service offerings, pricing strategies, and marketing tactics. Identify areas where you can differentiate your agency and deliver superior value.
- Industry Benchmarks: Track industry trends and best practices. Utilize recruitment industry reports and publications to stay abreast of emerging technologies and talent acquisition strategies.
- Monitor Online Presence: Analyze your competitors’ websites, social media profiles, and online reviews to identify their strengths and weaknesses. Learn from their successes and adapt their winning strategies (while adhering to ethical practices) for your own business.
5. Embrace the Power of Online Reputation Management
In today’s digital age, online reviews are a critical trust factor for potential clients and candidates alike. Here’s how to leverage online reputation management:
- Actively Solicit Reviews: Encourage satisfied clients and placed candidates to leave positive reviews on your Google My Business listing, industry-specific platforms, and social media pages. Respond promptly and professionally to all reviews, both positive and negative.
- Address Negative Reviews: Don’t shy away from negative reviews. Take them as an opportunity to demonstrate your commitment to customer service. Acknowledge the feedback, apologize for any shortcomings, and outline the steps you are taking to address the issue.
- Showcase Success Stories: Publish success stories on your website and social media platforms. Highlight positive client experiences and testimonials from happy candidates you’ve placed.
6. Offer Diverse Payment Options
Today’s clients expect flexibility in payment options. Cater to their preferences by offering a variety of secure payment methods:
- Secure Payment Gateways: Partner with reputable payment processors to ensure secure and reliable transactions.
- Electronic Funds Transfer (EFT): Offer the option of EFT for clients who prefer this method.
- Subscription-Based Services: Consider offering subscription-based service packages for clients with high-volume hiring needs.
7. Invest in Your Team’s Growth
Your team is your most valuable asset. Investing in their professional development is an investment in your company’s future:
- Ongoing Training: Provide your recruiters with ongoing training on the latest industry trends, recruitment methodologies, and technological advancements.
- Mentorship Programs: Establish mentorship programs where experienced recruiters can guide and support newer team members.
- Performance Incentives: Implement performance-based incentives to motivate your team and reward top performers.
- Positive Work Culture: Foster a positive and collaborative work environment where your team feels valued, respected, and empowered to succeed.
8. Content Marketing: A Powerful Tool for Lead Generation
Content marketing is a strategic approach to attracting potential clients and candidates through valuable, informative content.
- Industry Blog: Establish yourself as a thought leader by publishing informative blog posts on industry trends, hiring best practices, and career advice for jobseekers.
- Targeted Social Media Content: Share engaging content on social media platforms like LinkedIn and Twitter. This could include industry insights, employee spotlights, and job postings.
- Case Studies and White Papers: Develop case studies that showcase your success stories and white papers that address common challenges faced by businesses in hiring top talent.
9. Network Like a Pro
Building strong industry relationships is crucial for long-term success. Actively participate in industry events, conferences, and online communities.
- Professional Associations: Join relevant professional associations to connect with industry peers and potential clients.
- Networking Events: Attend industry networking events to build relationships with potential clients, candidates, and referral partners.
- Strategic Partnerships: Explore strategic partnerships with complementary businesses that can expand your reach and generate referrals.
10. Embrace Continuous Improvement
The staffing and recruitment industry is dynamic. Staying ahead of the curve requires a culture of continuous improvement.
- Regular Team Meetings: Hold regular team meetings to discuss challenges, brainstorm solutions, and share best practices.
- Client Feedback Sessions: Schedule regular feedback sessions with clients to understand their evolving needs and satisfaction levels.
- Track Industry Trends: Stay up-to-date on industry trends by attending webinars, reading industry publications, and participating in online forums.
Conclusion
By implementing these strategies and fostering a culture of innovation and continuous improvement, your staffing, and recruitment startup can navigate the competitive landscape and achieve sustained growth. Remember, success in this industry hinges on delivering exceptional value to both talented candidates and the businesses seeking their expertise.
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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