Look beyond ‘Just in time hiring’, Let Monjin Solve your Hiring problems

Ask any recruiter and they all will have one problem in common, Hiring! It is one of the most underrated words but plays an utmost important part of every successful organization. Recruiting, sifting through resumes, and interviewing to find the perfect candidate can take months, and it isn’t cheap. What is Just in Time hiring (JIT)? Just-In-Time recruiting is based on the Lean, pull-based strategy of providing hiring managers/clients with candidates that exactly match their needs, when they want them, in the amount they want, without the safety net of a traditional candidate pipeline/WIP inventory. Top MNCs usually implement just-in-time recruitment to avoid a bench and to optimize resources, in a bid to increase competitiveness in tough market conditions. As per the report by NASSCOM, ‘Just-in-time’ hiring came into picture due to the uncertain market conditions, industry adapted different hiring patterns with increasing emphasis on just-in-time recruitment rather than the conventional campus hiring. Related Read: 5 HR Trends To Watch Out For In 2018! Is Just in Time still in trend? Gone are the days when hiring managers used Just in time hiring, it requires high initial investment and long-term commitment from a company determined to implement it, and it comes with some risks and few guarantees of success. A lesser number of organizations are opting for JIT as the hiring solution as there are various brand new technological advances. Monjin is one of them which will help you get to achieve your hiring goals. Monjin is a video interviewing and assessment platform, it allows the candidates to harness the power of digital interviewing to reach hiring companies faster, showcase themselves better while...

The Marketing Revolution No One Predicted

Think back to the revolutions throughout history that shaped the world. The advent of machinery, then information technology and then the internet all had a profound impact on the way we do business. But first, let’s consider how these historical revolutions impacted businesses over time. With the industrial revolution the emergence of industrial technology and its new tools allowed businesses to scale. One machine did the work of 100 men. Trucks and tractors took over from horses and transformed agriculture, mining and construction forever. However, as we transitioned into knowledge industries, it was the scaling of information and its management that became the challenge. That’s where the software revolution came in. The emergence of computers allowed business software to be applied to the workplace. Keyboards on the desk replaced pens behind the ears and messy hand-written ledgers. As the cost of computing fell and personal computers became ubiquitous, enterprise software platforms started to spread through the fabric o the business. The rise of the internet also produced another twist in the tale – the emergence of cloud computing and Software as a Service (SaaS). However, marketing, despite being a core function of business, was left in the dark in the early days of this software revolution. But this is now changing. At Dreamforce 2017 I sat down with Cambell Holt, Chief Customer Officer, at Mercer to discuss how Mercer is harnessing this new marketing revolution to engage customers and boost sales. They are transforming what is happening in their business right now. The marketing revolution Marketing was always an art. You hired an agency, gave them a brief and they went off into their creative dens to brainstorm and...

Why You Should Invest In Employee Experience In 2018

“The way management treats associates is exactly how the associates will treat the customers”- Sam Walton, Founder of Walmart  Consider the most note-worthy brands in the world. Google, Facebook, Apple, Cisco, and more. You can guarantee that these organizations have an Employee Experience strategy in place. Google, for instance, ensures a transparent culture where employees are at a liberty to pursue their creative ideas. This brings a sense of ownership and improves employee participation. Beauty brand L’Oréal is another great example. They are credited to have started the world’s first onboarding app – the Fit Culture App, that helps employees decode and understand the company culture. That’s not all. Denise Lee Yohan, a brand expert, speaker, and author, has called 2018 the year of Employee Experience in her recent article published at Forbes. So, why is Employee Experience all that important? Before we go any further, it will be wise to address what Employee Experience is. So Much Ado About Employee Experience It’s common to see people use the words Employee Engagement & Employee Experience interchangeably. But that shouldn’t be the case. Employee Engagement is only a fraction of the net Employee Experience that individuals go through. Once upon a time, companies experienced stiff-neck competition and a rising demand for dedicated and talented human resource. This led to organizations to come with ideas that would benefit employees at the workplace, provide value, and gain their loyalty. Thus, began the concept of Employee Engagement. Ideally, Employee Engagement is the practice of providing short-term perks or fixes at work. These could be giving the office a makeover, bringing in a foosball table,...

Upgrade Your Skills to Strive at Your Workplace!

Upgrade Your Skills to Strive at Your Workplace! 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, the 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. 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 round table 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 the path of...

Quick Tips on How to Succeed at Your New Job!

Quick Tips on 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 a 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...

5 HR Trends To Watch Out For In 2018!

As companies gear up for yearly reviews to track progress, it’s best to be updated. With a host of innovations & technological changes knocking on metaphorical industry doors, recruiters can hope to welcome 2018 with an upturn of new HR Trends that are soon to hit the industry. Let’s dive into the details. The Rise of AI It’s official — Artificial Intelligence is here to stay. While Siri & Alexa are popular among Apple & Amazon users, word has it that AI is soon to make its place in the HR industry. In fact, Unilever already uses AI to hire entry-level positions. A far cry from the traditional method of scanning resumes, arranging interviews, and taking weeks together to finalize a candidate; the use of smart systems drastically cut the time-to-hire. The use of algorithms and data-driven insights also helps reduce biased hires by solely focusing on candidates’ skills. Offsite Working Stations According to a survey by FlexJobs, 85% millennials prefer a job with telecommuting options. As organizations look for talent beyond their home countries, the need to have remote working options. A secure technological solution is imperative. The rise of a culturally diverse workforce has also propelled the need for telecommuting options. Thankfully, the use of Augmented Reality and video-interviewing tools such as Monjin provide seamless solutions to realize remote working options. Superior Candidate-Experiences Here’s the thing — The Human Resource industry is candidate-driven! While the number of graduates and qualified individuals are on the rise, it has become equally difficult to find applicants who identify with an organization’s culture and brand values. According to a survey by...

You Should Be Hiring at Beginning of New Year. Here’s Why!

You Should Be Hiring at Beginning of New Year. Why wait until March or April when you can Hire the right candidates right from the beginning of the New Year! It’s the festive season. There’s fun in the air. And the corporate world is tuning down for the holidays. Or so we think. One of the world’s leading toy brands, Toys R Us has plans underway to hire over 3000 seasonal team members. Target also announced plans to hire over 4000 employees across various distribution centers. While many of these are seasonal/temporary hires, there’s no reason why organizations shouldn’t hire full-time employees, especially during the holiday season. Surprised? Here are four good reasons why should hire during the festivities. Candidates are always looking Think job seekers aren’t looking during the holidays? It couldn’t be further from the truth. Here’s why. Holidays, especially the time during Christmas and leading up to the New Year’s is an important time for individuals to take stock of the year and outline career prospects for the future. So, highly talented employees who aren’t comfortable with their current job or who’re looking for more challenging opportunities will start sending warm leads and look out for jobs around this time. The best yet? While most recruiters are ‘away-from-work’, there will be fewer organizations trying to hire, making this the perfect time to place an offer! Get Half the Work Done While peak hiring takes place between January to March, there’s no reason you shouldn’t start a little early. In fact, you could get half the job done early in December. Rather than wading through a pool of...

Introducing Monjin Basics: Find Talent Beyond the Parameter

Introducing a brand-new plug-in to expand your reach: Monjin Basics A 2015 study by Deloitte reported that it takes an average of 70 days to hire skilled production workers & 94 days, in case of highly skilled roles. Rome wasn’t built in a day and hiring good talent for an organization is no different. From putting out calls for vacancies to sifting through numerous resumes, identifying the right candidate, negotiating, and more – the recruitment process is quite elaborate. And that’s not the only problem! Unfilled positions are costing your company right now! For any job that’s vacant, the organization loses in terms of productivity, lack of timely actions taken, and lost opportunity costs. In fact, according to a study by Glassdoor, unfilled IT jobs in the US alone adds up to a whopping $20.1 billion. At Monjin – the world’s top video-interviewing and assessment platform, we understand HR requirements like no one else. Our hiring tools and services help recruiters finalize the right fit within 72 hours, increase hiring accuracy by 86%, reduce the net time-to-hire, cut down recruiting costs and enjoy a slew of benefits. In a bid to further streamline the recruiting process, we’ve introduced another exciting feature. Here’s presenting Monjin Basics – a plug-in that allows individuals (particularly candidates and interviewers) hold virtual interactions and interviews on Monjin with zero sign-ups. Monjin Basics can be used by organizations, irrespective of their chosen service model (OCOI/ YCOI/ YCYI).  The process is rather simple. Once recruiters add the email ids of their preferred candidates & industry experts into the plug-in, Monjin sends out automated emails with a...