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...