5 HR Trends To Watch Out For In 2018!

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. 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 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...
The Talent Pipeline & Why It’s The Key To An Efficient Hiring Strategy

The Talent Pipeline & Why It’s The Key To An Efficient Hiring Strategy

What makes companies like Google, Apple, or Microsoft starkly different from the others? There could be a great many factors, but the most important one is, and will always be their employees. According to Bill Gates, “the key for us has always been hiring very smart people”. But do organizations always manage to onboard the best employees? According to a survey by Jobvite, 65% of recruiters claim that they face talent shortage. The same fact is reiterated in a 2016 NFIB report which states that 52% small business believe there’s a lack of qualified applicants. And finding suitable candidates continue to remain a major recruiting obstacle (LinkedIn). In a growing economy, where companies are moving at break-neck speed, having the right people onboard can make or break your business. Given the circumstance, it is imperative that recruiters streamline their hiring strategy and build a ‘talent pipeline’. Talent…what? Glad you asked. Related Read: Biggest Mistake of My Life was when I Took that Job! A Talent Pipeline, also known as ‘Relation Recruiting’ shifts focus from reactive recruiting to passive recruiting. In other words, rather than hunt for talent when a position opens up, hiring managers should build a pipeline of efficient profiles. This includes staying abreast of the human resource landscape, thinking ahead in terms of the organization’s requirements, and connecting the dots. 4 Reasons to Start Building A Talent Pipeline Today 1) Knowing Your Prospects When you choose profiles from the Talent Pipeline, you are invariably selecting candidates that you are acquainted with and are a favorable cultural fit. Because if it weren’t the case, they wouldn’t be in your...
Traditional Hiring Is Like Amateur Fishing and It’s Time To Change

Traditional Hiring Is Like Amateur Fishing and It’s Time To Change

Join the recruiting revolution with one-way video interviews Ever been fishing? You cast a line and wait patiently for the fish to come to you. You hope for that gentle tug on your line, and further hope still, that you find a fish and not some floating piece of scrap. That’s what the amateur fishing process is like. It’s long. It’s time-consuming and it’s done by people whose livelihood doesn’t depend on it. As for professionals, they do it differently. They go to the deep ends where schools of fish swim. They cast a net, they make a good catch, and they do good business. The traditional hiring process, unfortunately, is a lot like amateur fishing. Recruiters outline their offer and wait, and wait, for candidates to come looking for it. They then scan through hundreds of CVs. They schedule multiple rounds of interviews until they filter down to an ideal candidate before they can make an offer. And sure, they hire the best candidate that’s available. But very often, they are not the best hires possible. When it comes to tradition recruiting process, that’s all it is – a prayer and the possibility of the perfect hire. Whereas with new-age video interviews, it’s not just the possibility, but the assurance of the perfect hire. Also Read- 5 simple & highly effective steps towards excellent candidate experiences! The World Of One-Way Video Interviews One-way video interviews have been paramount in changing and improving the recruiting process. This method allows candidates to get in front of the camera and answer pre-assigned interview questions, without the assistance or involvement of any individuals....
Video Interviews: A viable tool to take on large recruitment

Video Interviews: A viable tool to take on large recruitment

With a growing job market, recruiters face several challenges, the main one being finding the right talent without going overboard on their budget. And that often means making a compromise! If recruiters choose to screen volumes of profiles until they find a good hire, there’s a good chance the budget will run short. On the other hand, if they plan to cut down on costs, they can choose from a limited talent pool and hope to get lucky, finding the right fit. Thankfully, video-interviews have changed that. When Novartis Pharmaceuticals Corp., a global healthcare company, saw a rise in their hiring requirements, they decided to give video interviews a shot. They ran a pilot test in hopes of being able to find capable and talented employees at the earliest. By the end of the test run, NPC recorded having conducted 2,700 video interviews with a cost savings of approximately $475,000. TMP is a renowned advertising and communications agency with offices throughout the world from North America to Asia and Europe. When TMP realized that they needed an advanced method that would help them make good global hires, they turned to video-interviews. By deploying video-interviews in the early screening stages, they could scan through maximum profiles in the least amount of time and curate a talented shortlist for further evaluation. This not only helped them avoid expensive screenings in the initial stages but also enabled TMP to curate a list of high-performing candidates in a short time – a process which otherwise would’ve been impossible with the traditional hiring models. And these are just two successful examples of using video-interviews....