5 simple & highly effective steps towards excellent candidate experiences!

While the corporate world fully understands the importance of hiring the right candidate, many fall short when it comes to implementing a sound system in place. For starters, the concept of offering exceptional candidate experiences eludes most of us. And that’s something brands need work on, especially if they want to rope in good talent. Now, ensuring an enjoyable recruitment process is fairly easy. Besides, it also improves the overall brand image and positions your organization as a preferable place to work in, thereby attracting top talent. So, without much ado, here are our top five methods to craft a great candidate experience. KISS (No explanation required) Most organizations’ have an online application process for candidates. And most often, it’s designed to repel rather than impress them. Imagine having to start an application process only to realize that lunch hour is over. Sometimes, candidates find that they need to upload soft copies of work experience certificates, portfolios or other details only when they reach the final leg; something they aren’t prepared for. And that’s where a lot of potential candidates drop out. On the other hand, it isn’t really that hard to create a good candidate experience. You can start by making the application process concise. Also, provide the estimated duration of the process or any details that need to be uploaded. Crystal clear, the JDs It’s true that most job vacancies are posted along with the JDs but just how accurate are they? It’s commonplace to find long-winded job descriptions that are heavy laden with jargons. And usually, candidates end up getting a clear picture of their responsibilities...

Diversity & Inclusivity At Work And Why It Matters!

The term ‘diversity’ is frequently used. It’s used in social campaigns, amongst anthropologists, in fund-raising events, and even in your child’s social science textbook. But how often have you heard it in your workplace, much less employed it? According to the Society for Human Resource Management (SHRM), ‘diversity’ is defined as “the collective mixture of differences and similarities that include, for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviours.” The lines between social, cultural, and more importantly geographical borders, are constantly blurring. This could be for a number of reasons such as migration, inter-racial families, political opinions, cultural amalgamation, and the like. And as this phenomenon continues to evolve, it is important that organizations not just acknowledge it but also proactively accommodate a diverse and inclusive workforce.  In fact, for over a decade, that’s exactly what Fortune 500 companies have been doing. Johnson & Johnson, Deloitte, Procter & Gamble, Mastercard, and Sodexo are a few names that have made it to the 2017 DiversityInc’s Top 50 list. (DiversityInc is a publication that uses sophisticated SAS software to analyze various factors such as workforce breakdown, employee resource groups, philanthropy and supplier diversity among others.) So, why bother about Diversity & Inclusivity Well, the first and most important aspect is that having a diverse and inclusive work culture improves a company’s bottom line. That’s right. A diverse set of employees bring an equally varied skill-set. It represents an opportunity for individuals to complement each other and pickup in areas where others are not as adept. Likewise, the cultural or personal expertise that each person brings to the...

There’s A Dent in The Recruiting Process. And It’s Time To Pay Attention!

The American economy continues to battle a long-standing challenge. And it’s not one you’d quickly guess. In an article published by Bloomberg, the National Federation of Independent Business reported that in the first quarter of 2017, 45% of small businesses were unable to find enough qualified employees. The US has been battling with conventional and ineffective recruitment processes for quite a while now. However, the irony remains that even though more applicants now possess the requisite college degree(s), only a few of them are found to be competent enough.  According to another White Paper by iCIMS, a talent acquisition platform, the Labour Department has reported about 7 million Americans to be unemployed despite 5.8 million job vacancies. This inevitably demands a closer study of the American workforce and an explanation. Here are few reasons that are responsible for the employment gap. Most of the candidates don’t possess the right skill Many may consider more job vacancies to be a sign of a prosperous economy. But what happens when those vacancies can’t be filled despite having a large number of unemployed individuals? This accounts for a serious problem to the US economy. In fact, the cost of unfilled jobs is estimated at a staggering $160 billion annually. It also emphasizes the need for organizations to improve their hiring process and find capable employees more quickly. High costs-per-hire Imagine this. It costs an organization an average of $3,497 to hire a new employee. Now that’s no small number. But often, searching for the right candidate ensues a number of steps that conventional hiring process can’t do without. The solution? High cost-per-hires...

A New Way To Hire New Talent!

Campus recruitment means hiring an individual from a pool of talent, and it is equivalent to finding a needle in a haystack. But as important as campus recruitment is for a company, it is highly expensive, time-consuming, and tedious. Travelling to different universities and colleges leads to exorbitant overhead expenses. Excessive time and effort go in vain in the process as recruiters must spend time with each candidate before shortlisting the right ones. Monjin, a next-generation, disruptive and an unconventional platform for employers and job-seekers is the solution. Recruiting process has come a long way – from a pen and paper format to online job forums, social media, and now virtual interviews. Virtual interviews are the need of the hour as they help organisations to save time, money, and effort and hire the best talent at the click of a button. Monjin lets the organisations automate their campus recruitment process by using Monjin Spotlight. Monjin Spotlight lets the students create digital profiles and upload their video interviews on the web. Monjin Spotlight is a great way to conduct one-way video interviews, wherein the employers set up a questionnaire on the website and the candidates can record their answers over a video interview of sorts. The hiring team of the company then shortlists the desired candidates online and proceeds with the recruitment process. The organisation can select the appropriate candidate from the vast, pre-assessed, and verified database of broadcasted video profiles. Monjin is a great way to cost-effectively streamline the recruitment process and find the right fit for your organisation. So, it is time to say goodbye to vacant workstations...

4 Ways to Streamline HR Operations Using Video Interviewing Network!

Videos are taking over other forms of media and for good reason. It’s convenient, more relatable, and engaging. So, it’s only natural that videos are now being used as the preferred medium of communication in most areas, HR being the latest one. As an HR personnel who’s looking to maximise productivity in the least amount of time and with minimal costs, here are a few ways of streamlining your process by using the power of video for hire. Keep a shortlist Starting anything from scratch is difficult. The same applies to the area of recruitment. It’s cumbersome, putting out a new call for CVs, screening every profile, and repeating the same process over again. So, why not skip the trouble? You could begin by maintaining a short-list of preferred candidates — these could be of individuals who made it to the final rounds of recent interviews, any prospective profiles that may have arrived in your inbox or on your desk. You can always direct them to a video-interview and take it forward. Monjin, for instance, allows you to create a shortlist of profiles that you can revisit whenever required. Stop & Schedule While email communication is great, it takes away a lot of your time. As an HR executive who’s trying to find the right candidate from a rather long list, you end up spending more time setting up interviews and answering questions, than you realize. Cut through the clutter and schedule for a video call or interview. It’s always effective to round up any talking points you have and go over it in one shot. This makes it...

Thinking of turning to video interviews? Here’s what you can expect!

If you’ve been thinking of testing the waters with video interviews, congratulations! You’ve just joined the big league of innovative and disruptive enterprises who are not afraid of taking on new and improved methods. And as the CEO of InterviewStudio, Colleen Aylward, puts it, “cutting down on air and hotel expenses, as well as wasted team interviewing time, is a logical way to save money.” That being said, what exactly consists of video interviews? How does it work? And what can you expect to achieve from this modern technology that has everyone fawning over it? Now, because we don’t believe ignorance is bliss, let’s take you on a quick tour of what video-interviews with Monjin look like. The Talent Portal As an employer signed-up with Monjin, you get access to a database of 50,000 highly vetted and graded candidates. This consists of pre-recorded, real-time interviews conducted by industry veterans with 9+ years of experience. They understand the industry’s requirements. They are a pro at assessing technical and personal skills. They know the right questions to ask. And above all, they have an eye for good talent. And that’s what’s in store for you. Filter Options Are you looking for candidates with specific skill-sets? Simply turn to Monjin’s dashboard analytics. A clear graph indicates the number of profiles available for each skill-set. This allows you to know what sample size is available and also makes for easy retrieval of the interviews. Edit JDs Every job is as unique as the person working on it. So, it doesn’t make sense to have common JDs. With Monjin, you have the option of...

Video-Interviews Serve Only Part of The Hiring Process. So, Who Does the Rest?

You’ve probably heard of the new-fangled interest in video-interviews. Most employers are ditching traditional face-to-face interviews and now prefer e-meeting candidates instead. In fact, a research by Office Team, a global staffing company found that 63% of the hiring managers surveyed preferred to conduct video interviews. And perhaps, you’re one of them. But, here’s the big picture that you’re not seeing. Given its many advantages, video-interviews comprises only a part of the hiring process. It provides suitable tools that make it easier for you – the recruiter or the manager to conduct an interview. And that’s about it. In other words, it does only half the work, leaving you to complete the rest! Let’s assume you’re the founder of an e-commerce start-up? You may be well-versed with retail trends and have an eye for fast-selling products. But to make the business fly, you’ll need support in other areas such as setting up a fully functional website, UI/UX developers, an analytics team, someone to manage blogs, drive SEO, and other similar or varies skilled people. Now, you know you need to hire people. But you just don’t know what kind of profiles you’re looking at. And that’s when you turn to a hiring panel. Monjin, for instance, offers Panel as a Service. This means that we work with you to understand the exact job description and requisites you’re looking for in your candidates. Then, we set out to curate a pool of candidates who fit the bill. How? Monjin has a team of industry veterans who serve as your interview panel. We’re talking about individuals who are experts in their...

The Down-Side of Too Many Choices and What It’s Costing You!

Options are a privilege. But deciding what to choose is a challenge if you have a mixed bag. And that’s what most of us battle with. Think about it – what’s easier? Choosing to eat from a Food Court amidst the noise with more joints than you care for, or from your favourite restaurant with its limited menu and cozy ambience? The answer is easy, isn’t it? But, let’s try again. Shopping for clothes from the local flea market or your preferred retail outlet? One involves having to filter through tons of options – the good and bad. The other has apparel that’s to your liking. All you need to do is pick one. Choices – see what we mean? Now, you’re probably thinking what do choices have to do with finding the right fit for your organization? It goes like this.  The right employee can make a world of difference to your productivity, company morale, ROIs, and YOY growth, then you’ll simply need to find the right person. And there are two ways to do that: You can go the conventional way and spend hours sorting through a long list of candidates. Or you can choose from a concise, yet thorough database that’s assessed and rated by industry veterans (like the one Monjin provides). The best part? With a purpose-driven recruitment model such as ours, you get 86% conversion.  This translates to reduced cost-per-hire by up to 60%, savings in time & effort, and assured results.  At the end of the day, all you care about is making the right choice with minimum time and effort. And that’s...

Tech Firms Are Facing A Huge Skill Gap! But, Is There A Solution?

Fact one: according to a recent report by TOI (Times of India) companies are finding it difficult to fill in vacant positions for data scientists and engineers; UI and UX developers, and software architects. Fact two: based on another report published by India Today, the Human Resource & Development Ministry has pegged the number of engineering and technological institutes at 6,214. This translates to a staggering 1.5 million engineers released into the job market every year! Surprised at the irony? Clearly, there’s a supply and demand gap, particularly in the IT economy. According to Krish Lakshmikanth, CEO of Head Hunters, India, “Of the 100 resumes we get, only 3-4 are qualified”. For companies looking to hire, this amounts to an abysmal 4% success rate. That leaves us with an important question – where are the right candidates? And how do we find them? It’s like separating the wheat from the chaff. The ideal hiring process is long and cumbersome. Starting with scanning CVs and shortlisting it, hiring executives are required to schedule convenient interview slots – one that suits the candidate and other members of the hiring panel. Usually, vacancies at the top-levels are filled by filtering candidates through at least two levels. Post this, the finer details such as compensation and date-of-joining is discussed. A security check is initiated and if all goes well, the vacancies are filled. Thankfully, this laborious process is becoming passé. Owing to time and convenience, both candidates and interviewers are now taking to video interviews. Here’s the thing though. Once developed as a tool that allowed real-time audio and video communication, applications such...

Talent Transformation Specialists Required At Monjin

About Monjin Monjin is a next-gen, transformational platform for Talent Acquisition processes and outcomes. There is no other company globally which offers a combination of an interviewer network and ‘ready-to-view’ videos evaluated by experts along with the video interview platform. So, Monjin is a first-of-its-kind, digital, video assessment platform based out of India, EU and US. The way it works is: – An individual register with us online – Based on the individual’s registered skill/ sub-skill he/ she would be interviewed by an expert (from our expert empanelled interviewers) – The interviewer-rated video is then available to enterprises eliminating their need to source CVs, schedule interviews, find interviewers and take interviews. The client can then accept/ reject the candidate, further interview the candidate and roll out the offer. The benefits are triple-fold: – Enterprise: Reduce time (20-90%), management bandwidth and cost (agency recruitment fee, recruitment team size) by 30-80% – Candidate: His/ her single video is visible to multiple companies – Interviewers: Earn fees and can showcase their expertise to prospective employers The write-up of Monjin appeared in the Economic Times. http://m.economictimes.com/small-biz/startups/startup-brings-next-generation-of-job-interviews-to-india/articleshow/53275295.cms. Monjin was also featured in SMARTCEO http://www.thesmartceo.in/magazine/starting-up/taking-video-recruitments-a-notch-higher.html and YahooFinance http://finance.yahoo.com/news/monjin-launches-successful-video-based-155000133.html About The role Monjin is looking for Incredible, dynamic go-getter Team Leads(Recruitment) in Pune, who will be making a significant impact on people’s lives and help transform the Talent Acquisition ecosystem. We hope to see great networkers here who can aggregate and curate assessment content. When Monjin clients, have to look for good talent, they access Monjin and see the world’s first network of video Interviews, where candidates meet Monjin Interviewers. We help clients as quickly and awesomely...