Tackle Past Mis-Hires with Behavioral Interviews

Tackle Past Mis-Hires with Behavioral Interviews

Have you ever crossed paths with a situation where you successfully closed the hiring process only to find the candidate stuck in a hole of dilemma? Most organizations, recognize the fact that identifying, hiring & retaining the top talent pool is one of the most important components of scaling a business. According to an interview coach, Carole Martin, “Hiring is done with little more than a passing thought about skills, abilities, and knowledge required for a position.” This strategy might backfire with 90% to 200% of annual salary as a replacement cost, states SHRM Foundation. Before diving deep into the mechanics of best interviewing practices, it is important to understand the core components of an effective interviewing process, which are candidate’s responsibility, interview process style & interview format. What is behavioral interviewing? Think beyond traditional hiring techniques. The behavioral interviewing process demands an interviewee to respond to specific situations which goes a long way in justifying his position for the role. Make the Monjin switch where modern hiring techniques, like behavioral interviewing, are practiced to ensure mis-hires remain at bay. How does it help overcome the hiring challenges? Behavioral interviewing is the near-perfect predictor of a candidate’s future performance. HR specialists don’t just take the candidate’s word on skills and expertise but offer a platform for him to prove his worth, which is impossible with traditional hiring techniques due to its open style of questioning. Questions like “tell me about yourself” or “tell me about your previous work experience” don’t assist you with accurate data to evaluate a candidate as each can choose to answer the same question differently....
EPFO Survey Stats 3.11 Million Job Opportunities Created in Last 6 months

EPFO Survey Stats 3.11 Million Job Opportunities Created in Last 6 months

A survey report by Employees’ Provident Fund Organisation (EPFO) shows at least 3.11 million formal job opportunities have been added in India across different age groups over the period of six months ending February 2018. This is the first time that estimates of payroll count, based on a database maintained by EPFO, has been shared by the Central government. The Ministry of Labour and Employment stated in a press statement, “It has now been decided to publish the age-band wise estimate of all new subscribers as declared by their employers. This data can be helpful in policymaking, planning and research work as the planners may have an idea as to what is the estimate of employees in different age band.” Also Read: How to succeed at your new job! The provisional figures released by the EPFO for six months showed 3.11 million workers joined the workforce in the formal sector during September 2017-February 2018. On a pro-rata basis, this would mean that 6.22 million additional jobs were created in 2017-18. However, this may be a generalization as the pattern of jobs every month was quite erratic from September to February. For instance, addition to jobs slowed in three months out of the six months under review. The slowdown was steepest for February on a monthly basis. Madan Sabnavis, Chief Economist with CARE Ratings, said, “Definitely some jobs are being created. The last few months of a financial year are never really a recruiting https://www.pass4lead.com/400-101.html time, if you are looking at the organized sector. Also, people may exit during the end of the financial year. That is why February figures might be...
There’s Unconscious Bias at Work & AI Can Change That!

There’s Unconscious Bias at Work & AI Can Change That!

There’s Unconscious Bias at Work & AI Can Change That! Do you think you’re a biased person? At the top of your head, you probably aren’t. But each one of us imitates some degree of unconscious bias, especially in the workplace. Unconscious bias is when we judge, assess or form opinions of other individuals based on their name, race, gender, and other factors; without realizing it. This concept holds true for a lot of us, but it’s not really our fault. Rather, it’s a result of values, beliefs, and the culture that we have been accustomed to. While most of us are aware of gender disparity in the corporate world, very few know or fully comprehend the unconscious bias that exists. Numbers Don’t Lie In a study conducted by MIT & the University of Chicago, 5000 resumes with Caucasian & African-American names were sent to 1,250 employers, with each person receiving four resumes. The study discovered that resumes with typically ‘white’ names received a 50% call-back as compared to the African-American names who were, in fact, more qualified. In 2014, Google admitted that their male staff consisted only 3% Latino men & 2% African-American men. They acknowledged that the lack of diversity was a result of unconscious bias and in response, Google introduced bias-busting initiatives & workshops to educate their employees on the subject. Similarly, the Royal Bank of Canada provided sessions for roughly 1,000 executives to help them address unconscious bias. Related Read: Develop Great Work Culture, Hire Neutrally Assessed Candidates with monjin! Where AI Fits In AI has brought drastic improvements to the HR process. From automating everyday functions...
Upgrade Your Skills to Strive at Your Job!

Upgrade Your Skills to Strive at Your Job!

Skills and knowledge are the driving forces of economic growth and social development for any organization. Organizations with higher and better levels of skills adjust more effectively to the challenges and opportunities of the world of work. The growing competition to be the best at the workplace makes developing your skillset inevitable. Nowadays, it is essential to upgrade yourself similar to how OS updates every few months. So, what does skill development mean? Skill Development means developing yourself and your skill sets to add value for the organization and for your own career development. Developing your skills begins with assessing which skills are important for your desired career development. By doing so, you will have a clarity on what skills you need to add to your arsenal to get ahead in your job. And finally, an utmost important thing in one’s career is to understand how your value applies to opportunities within your organization and the wider world of work. Related Read: Biggest Mistake of My Life was when I Took that Job! These days, the organizations are making sure to do what it takes and make sure the employee is up for the task. There are lots of courses online and offline which employees can enroll for. In-house mentoring is one such program where the expert company veteran passes on the important knowledge to keep up in the organization. You can learn a lot by attending roundtable events and panel discussions as well. It will help you understand the ongoing trends in your competitive organizations. Such discussion will shape your thought process and will help you to get on...
Nupur Mallick to Replace S Padmanabhan as new HR Chief of Tata Sons

Nupur Mallick to Replace S Padmanabhan as new HR Chief of Tata Sons

Nupur Mallick is all set to take over as the new HR Chief of Tata Sons as per the report by Times of India. Mallick is working with Tata Sons from past 21 years. She will replace industry https://www.pass4lead.com/600-460.html veteran S Padmanabhan who had been heading the HR function for past 18 months. He would be turning 60 this May and hence would be retiring as per the company policy. Mallick joined TCS as a campus placement hire in 1997, later joined as HR Officer in Mumbai. She was responsible for driving performance-oriented culture, career and succession planning, employee engagement and establishing world class induction process in her tenure in Mumbai. Later, in December 2005 she was appointed as the HR Director for UK and Ireland. Her excellent people and change management skills https://www.pass4lead.com/500-005.html have helped TCS grow substantially in the geography. Nupur Mallick is an alumnus of XISS, Ranchi, where she pursued her masters in Personnel Management and Industrial Relations. Her areas of expertise include integrating teams in culturally diverse set-ups, driving operational excellence, retaining and developing talent and structuring compensation & benefits. Mallick’s proposed appointment highlights Tata Sons chairman N Chandrasekaran’s move to strengthen his leadership team. Chandrasekaran has been building up a support system comprising external hires and candidates from TCS where he was the CEO before becoming the chairman of Tata Sons in February 2017. Tata Sons Limited is the holding company of the Tata Group and holds the bulk of shareholding in group companies. It was established as a trading enterprise in 1868. About 66% of the equity capital of Tata Sons is held by...
Biggest Mistake of My Life was when I Took that Job!

Biggest Mistake of My Life was when I Took that Job!

Taking up that job was the biggest mistake of my life. Let’s rewind the story to a couple of months back. I got selected in a renowned, classic multinational company. I was offered a hefty package which included my travel, food, even Gym! I was galvanized and said yes! I was earning while my other friends were still searching for the job. Dad was overjoyed. I was in the spotlight, my girlfriend, friends and even relatives were happy and wished me. Then, self-realization hit me hard! I was hardly 25 odd days into the job and only thing I was hoping for, were Saturdays and Sundays. I never enjoyed the work I was assigned. I started bunking, (like- school) I literally lost interest in the job and took longer breaks, like the one right now, sitting in the canteen- writing a blog! Related Read: I chose the life my father wanted for me! The only thing which was going through my mind every day was how to get rid of this job. So many times, I thought of quitting the job but all those who wished me, laughed at me in my thoughts. I didn’t want to put my future in jeopardy by doing something silly. My conscience reminded me of all the lies, fake behavior during my interview. Why would anybody agree with all the things the interviewer says?! I was the only one to be blamed. I decided to speak with my colleague who was with the company since last 4 years. He explained, “You know most of the candidates these days do what you did in your...
Standard Chartered Appoints Sachin Gupte as Head of Human Resources India

Standard Chartered Appoints Sachin Gupte as Head of Human Resources India

One of the largest British multinational banking and financial services company Standard Chartered Bank recently appointed Sachin Gupte as its new Head of Human Resources (HR) in India as per the report by Business World. Gupte will succeed William Paul, who retired after having a stint of almost a decade with the Bank. Prior to this appointment, Sachin was the Head of Human Resources, Global Banking (GB) and Transaction Banking (TB) at Standard Chartered. He has 16 years of service in the Bank holding various HR roles in Mumbai, London, Chennai and Singapore and has been instrumental in the restructure within GB and TB and also designed and implemented the talent strategy for TB. In his new role, Sachin will report to Zarin Daruwala, the Bank’s India CEO and Peter Hatt, Regional Head, HR, ASEAN and South Asia and Global Head, HR, Private and Commercial Banking for Standard Chartered. Standard Chartered Bank is one of India’s largest international banks with over 100 branches in more than 43 cities, a combined customer base of around 2 million retail customers and around 2500 corporate and institutional relationships. (Image- yimg.com) Related Read: I Never Looked Back after Setting Work...
I chose the life my father wanted for me!

I chose the life my father wanted for me!

I successfully completed my graduation and one of the top company was visiting the campus for a recruitment drive. Having scored 81%, I was super confident on cracking that interview. It was always expected out of me to be an engineer hence I took up B.E. I felt a little out of place in the beginning but eventually, friends, games, hostel life and the competitive streak filled the crack. In the fourth year, I started inclining a little towards Data Structure and Algorithms. And since I invested my four precious years trying to score good marks, getting a job was an ideal thing to do. Related Read: Drama at work cost the average worker 2.5 hours a day! Finally, that day arrived, I wore the best shirt and put on a nice perfume, dad walked into the room and gave me his vintage watch as a lucky charm. He said, “This is it! This job will make your career. It is a kickstart to your long-term goal of being absolute best at everything!” His words encouraged me, I always fancied that watch. “Its time,” said my friend as we went inside the room. There were 13 others like me who were keen to get the “dream job”. Finally, my turn came, I started off in style. The interviewer seemed happy with all my answers but somehow it felt that the closer I got to that job, the further away I was drifting from myself. I agreed to everything the employer said. He said, “There are no fix work hours, you might have to extend as well.” I said YES! “You...
How to succeed at your new job!

How to succeed at your new job!

Gone are the days when people use to struggle to get a job. There are lots of platforms like Naukri, Monster and what not to help you get one quick! Sending resume to top MNCs have played the part now it is time for video interviews.  But the real struggle now is to keep the job. In order to survive at your workplace, there are few things which need to be amended. First few months are enough for your employer to understand your potential, strength and weaknesses. To make sure you succeed at your new job, here are few things which will help you thrive. Know your employer: Utmost important point, to begin with, Some employees work without really knowing or understanding their employer. Taking the time to understand the organization’s mission, goals, strategies, and products/services will help you better understand your role within it — and the value of the job you provide. Be Goal Driven:  To be goal driven, you need to set the goals first. Work with your boss, determine what success looks like for you in this role. Set clear, quantifiable goals to achieve within the first three months and six months, and plot a path to tackle them. No matter what your job is, it’s important to be serious and stay focused on what you do —act professionally in all situations. Always remember, you are not being paid to ‘stay busy’ or even to ‘work hard’ but to strategically deliver on clearly defined goals that materially impact the mission. This is true no matter where you are on the corporate ladder. Meet and Greet...
Drama at work cost the average worker 2.5 hours a day!

Drama at work cost the average worker 2.5 hours a day!

Your company is wasting a lot of time on drama—according to my estimate, as much as 2.5 hours per employee every day. I know what you’re thinking. I speak with leaders from over 200 companies per year, and at almost every event I have, after I share this thought, someone comments: “2.5 hours of drama per employee per day? I just don’t see that in my organization.” That is because when most people hear the word “drama,” it conjures up pictures of a few highly emotional employees, heated team discussions and arguments, or heated watercooler conversations. My workplace drama definition includes anything that creates what I call “emotional waste,” mentally wasteful thought processes or unproductive behaviors that keep leaders or their teams from delivering the highest level of results. Drama includes complaining, judging, creating stories, gossiping, blaming, jumping to conclusions, meddling in others’ business, and simply put: arguing with reality. In 2015, I partnered with the Kantar Futures Company  to survey 800 leaders from more than 100 organizations that represent medical, technology, manufacturing and financial organizations about the time that they spend on drama. They reported spending 2.5 hours per day, per employee on drama. And here is what we learned about the percentage of time, per day, leaders were spending dealing with specific non-productive workplace behaviors:     32% – Addressing Ego Behaviors. These include your daily, “Got a minute?” conversations, which turn into 45 minutes of employee venting, much of which addresses things that have never happened or never will happen. It’s your time spent exhausted in mitigating workplace gossip, scorekeeping, and the energy invested in soothing employee...