by Raghu Nandhan | Nov 14, 2018 | Blog, Industry Trends, Talent Acquisition
Who Fits In A Start-Up
A start-up is a company working to solve a problem where the solution is not obvious and success is not guaranteed. There’s something incredibly adventurous to work in start-up companies. Maybe it’s the lack of bureaucracy and office politics, or the freedom to create ideas and make decisions. Either way, many job candidates are attracted to the start-up environment. But this doesn’t mean that start-up companies are right for everyone. Who fits in a start-up or MNC’s lets see.
Are you considering a jump into the start-up industry, then there is a series of questions you must answer to yourself to find out “Actually Who fits in a Start-up?”
1. How Can You Solve the Company’s Problems?
Start-ups have too much work to do and not enough people. So if you are capable of solving the specific problems a company faces and get results, many other concerns go the side way. The main one left is cost, and your interest in the job shouldn’t be about money, but rather fulfilling specific personal goals or mere learning.
2. Does your Passion connect to the Company’s Mission?
Convictions and motivation are way more important in a candidate than experience. Wanting to work at a start-up is a terrible motivation for applying. A good motivation is finding a company whose mission resonates with you, whose values align with yours, and whose goals work perfectly with your skill set.
3. Are you a Multitasker?
Since most start-ups financially aren’t able to fill all the positions they need. They expect to do significant savings by combining two or many staff positions into one. That way, the cost of benefits can drop significantly. So if you are capable of wearing multiple hats without taking a toll on your focus and productivity, then you are the right fit.
4. What are your Intrinsic and Extrinsic Motivations?
It’s significant to figure out your motivations before you start working in a start-up. Inevitably, your start-up career will go through extreme challenges, and this understanding will be called upon. Extrinsic motivations could be salary and benefits and intrinsic motivations could be purpose, mission and learning. But it’s significant for you to articulate your motivations and have clarity on what it really means.
5. Do you tend to push the Boundaries?
If you are a person who likes to be in your own comfort zone, then think twice before joining a start-up. Start-up environment seeks candidates who put continuous efforts to achieve a task and tend to experiment new, pushing their boundaries every time.
6. Do you have the Entrepreneurial Spirit?
The best start-up employees think like entrepreneurs and are prepared for the challenges. They have been creating something from nothing attitude. Working at a start-up involves working with different types of personalities, keeping an open mind, always staying true to yourself and speaking up when you have an opinion.
7. Are you Accountable or Do you have a sense of Responsibility?
Successful start-ups have no place for sycophants. You have to show that you are willing and able to not only come up with ideas, but also defend those ideas and implement them. You can adapt and think on your feet.
So analyze yourself before thinking to start your career in a start-up. If you have a “YES” for all the above questions, then you are the right fit. If not, kindly drop the idea and focus on improving your Entrepreneurial skills, which could help you in many other ways.
If you’re looking for top tech talent to power your start-up and strengthen your culture, try Pragna Solutions today.
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 | Oct 25, 2018 | Blog, Industry Trends, Sales and Marketing
We often come across a statement, “The hiring manager doesn’t have to sell the job to candidates. It’s the candidate’s job to sell him- or herself to the hiring manager”.
In the 21st Century, if you go by this statement, then that means your hiring engine is designed to attract people with enough low self-esteem that they don’t need to be sold. They’re desperate. They’ll take anything. You’ve got an open position? Great. I want the job. I don’t need to know anything about your company. Likewise, I just want to get hired!
But if you wish to recruit top candidates, you have to be on top of your game too. Just imagine you are sitting in an interview room with the job description in front of you, and your usual line of questioning. Then a smart, well-presented candidate walks in, and hits you with a question: “What happened to the last person in the role? What’s a typical day in this office?”
Good candidates know that hiring is a two-way process. Particularly in this market, with unemployment rates near historic lows, it’s tougher than ever to win a candidate’s attention and get them to apply to your positions as they have a lot of options. Interviewers have to be prepared to sell the job and the company just as much as candidates have to sell themselves.
Below are the best ways to make your company attractive to exceptional candidates and selling your employment opportunity to them during the interview:
- Social Media Tricks– It is important to post jobs on social media platforms but this doesn’t mean you do it in the most boring way. Instead of uploading a dull and boring list of job description, post a video or photo of someone actually doing the work. When a candidate sees the work being performed, it’s easy for him to imagine himself in the role.
- Make each Job Irresistible– When you post jobs, promote the upsides of your opportunity. Think like a candidate, in addition to earning a competitive wage, what else would attract you towards this job? Few things which are just as important as money:
- Exceptional benefits
- Challenging work
- Opportunities for learning and advancement
- Convenient location
- Flexible work options
- Early or frequent performance / salary reviews
- Mentoring opportunities
- Improve Communication- Take great care of candidates and be proactive at every step of sourcing and recruiting process. Ensure it’s convenient and quick for candidates to submit an inquiry or apply to a job – especially from mobile devices. Keep them informed about timelines and next steps, from the moment they upload a resume or respond to the job posting. If you tend to remove a candidate from consideration, inform them as soon as possible. Being “left hanging” is a chief complaint among jobseekers – and may drive them to post negative reviews on sites like Glassdoor.
- Be Friendly, Organized and Prepared- Hiring Manager is the only link between the company and the candidate, everything they know about the job they know from you, so put on your best smile and sell the job. An excited interviewer will transfer their passion to the candidate. Make sure you have studied the candidate’s resume and cover letter in detail to understand their motivations for putting themselves forward for the role. Try to show that just as they have been researching your company, you have spent as much time researching them, and the companies they have worked for.
- The Position- This makes the most sense but talking just about the job description can be monotonous and boring. If this is a top candidate, he/she already meets the criteria. Instead, make it compelling.
- The Company’s Potential for Growth- Take them through the company’s journey from incubation and share the vision of the company’s potential for achieving growth within the marketplace. Top candidates want to be part of an achiever, so show them how your company already is a winner and will continue to be in the future.
- The Company’s Culture- Every company has its own work culture, and not every candidate fits or feels comfortable working in the same. This point is often overlooked, but doing so can be a serious mistake. The candidate wants to know how they fit into the company’s culture. You must be able to communicate that to them.
- The Position’s Potential for Growth- Top level candidates are always curious to know more, so go beyond the position in its current form and discusses what growth potential the position offers and explain how the position ties into the company’s plans for the future.
- The Candidate’s Potential for Growth- The whole process is about the candidate, they want to know how making the leap to a new company is going to benefit them, especially in regard to the growth and overall well-being of their career. A-level candidates thrive on vision, so share that vision with them.
So pull up your socks and get inspired with the tips discussed above, sell your jobs and get the best candidates on boarded.
Pragna Solutions is always been in fore front of technological development. Helped several clients about our innovative methods of Recruiting using AI and scalable models. Contact us to learn more.
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 | Jul 10, 2018 | Blog, Company Insights, Industry Trends
Small Teams Big Ambition
All that a merely successful organization needs is a bunch of employees with great flair. There is no much veracity in the saying “unity in diversity” as a work team would be formed with differences in forte yet striving for a distinct vision.
Here are Eleven ways small businesses can compete with big companies and find the right talent
1. Focus – People know what they do, they have complete focus on that. They have cause and mission, and they build team faster, so they are performing faster and more focused.
2. Clarity – in a smaller team, everyone has a line of sight to everyone else. Everyone is aware of the circumstances, the successes, the failures, and the expectations.
3. Cohesion – smaller teams have a greater chance to be more cohesive.
4. Administration – You don’t need any. Of course, only if you have that constellation, that some higher management don’t want any. But for team management, you don’t need any tool or any reporting. Everyone has tracked what has to be done and what is done.
5. Interaction – I can interact more easily with each individual and gain a sense of their commitment level
6. Visibility – Since it is harder to “hide” on a small team, I can quickly weed out those who aren’t up to snuff or just aren’t bought in to the program.
7. Energy— The energy in a small team, if you pick the right players, can be extremely high and focused. You can all march enthusiastically to the same beat.
8. Flexibility is a must in a small team, which is a huge positive. You don’t have people who must be extremely specialized in one core skill, as you have to have in a large team. And because of that, you can really move the team in a new direction if that’s where the market takes you. Larger teams are much more locked into a path that is hard to detour from.
9. Passion — In a small team, you can pick people who are passionate about the direction your team is headed.
10. Personal growth — Allowing people to work on many things in order to help the team achieve its goals is extremely empowering and allows people to really grow.
11. Being close to each other — It’s amazing how important it is to be close to each other when working on a team
However, the synergy of individuals is a powerful and strong; don’t be fooled by the idea that working alone brings glory. Working alone may help your ego sometimes, however, will not necessarily make you a regular winner!
This exemplifies the crucial difference between a group of talented people and an effective team.
All successful companies are built on strong talent. However, Mapping the right talent can be quite challenging for small businesses.
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 | Jan 28, 2013 | Blog, Industry Trends
Introduction
In the fast-paced business world, partnering with a staffing agency like Pragna Solutions can revolutionize your recruitment process. This strategic decision grants access to top-tier talent and significantly enhances your hiring efficiency.
Why Choose Pragna Solutions as Your Staffing Partner?
Access to an Elite Talent Pool
Pragna Solutions boasts an extensive network of candidates. They can connect you with exceptional talent, including passive jobseekers who are not actively looking but are open to new opportunities.
Cost-Effective Recruitment Solutions
Outsourcing recruitment to Pragna Solutions can lead to substantial cost savings, up to 60% less compare to your In-House recruiter. You avoid expenses related to advertising, recruitment software, and maintaining an in-house HR team.
Accelerated Hiring Process
Pragna Solutions streamlines the hiring process. Their expertise and efficient methodologies reduce the time-to-fill positions, ensuring you secure the best candidates swiftly.
Scalability and Flexibility
Pragna Solutions offers unmatched flexibility. Whether you need temporary staff for short-term projects or permanent hires for long-term growth, they can scale their services to meet your specific needs.
Superior Candidate Quality
Pragna Solutions prioritizes quality. Their rigorous screening and vetting processes guarantee candidates who are not only qualified but also the perfect fit for your organization’s culture.
Key Benefits of Partnering with Pragna Solutions
Industry Expertise and Specialized Knowledge
Pragna Solutions specializes in recruitment across various industries. Their deep understanding of industry trends and best practices ensures high-quality hires that align with your business objectives.
Cutting-Edge Recruitment Tools and Technologies
Pragna Solutions utilizes advanced recruitment technologies. These tools enhance the efficiency and accuracy of the hiring process, ensuring you access the best talent available.
Enhanced Employer Branding
Providing a positive candidate experience is crucial. Pragna Solutions helps enhance your employer brand by ensuring a seamless, professional, and engaging recruitment journey for all candidates.
Focus on Core Business Operations
By outsourcing your recruitment needs to Pragna Solutions, your internal team can concentrate on core business activities. This leads to increased productivity and overall business performance improvement.
Global Talent Reach
Pragna Solutions operates on a global scale. This allows you to tap into a diverse talent pool from various regions, enriching your workforce with diverse skills and perspectives.
How to Choose the Right Staffing Partner
Identify Your Recruitment Needs
Clearly define your recruitment requirements before selecting a staffing partner. Consider the volume of hires, specific roles, and the expertise needed for your organization.
Evaluate Potential Partners Thoroughly
Conduct comprehensive research on potential staffing agencies. Look for those with a proven track record, relevant industry experience, and positive client testimonials.
Assess Recruitment Processes and Technologies
Ensure the staffing agency uses advanced recruitment technologies and methodologies. Their processes should align with your company’s values and hiring objectives.
Verify Compliance and Data Security
Confirm that the staffing agency complies with relevant regulations and has robust data security measures in place. Protecting your company’s information is essential in any outsourcing arrangement.
Why Pragna Solutions Stands Out
Proven Track Record
Pragna Solutions has a history of successful placements across various industries. Their client testimonials and case studies demonstrate their ability to deliver exceptional recruitment solutions.
Customized Recruitment Strategies
Pragna Solutions tailors its recruitment strategies to meet your specific needs. They understand that every business is unique and adapt their approach accordingly.
Commitment to Quality
Quality is at the core of Pragna Solutions’ operations. Their rigorous candidate screening ensures that you receive the best talent that aligns with your organizational goals.
Innovative and Forward-Thinking
Pragna Solutions stays ahead of industry trends. Their commitment to continuous improvement and innovation ensures they provide cutting-edge recruitment solutions.
Conclusion
Partnering with Pragna Solutions is a smart business move. It offers access to top-tier talent, reduces recruitment costs, and enhances hiring efficiency. By choosing Pragna Solutions, you gain a strategic partner dedicated to meeting your recruitment needs and helping your business thrive.
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