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Month: June 2024

Overcoming Talent Acquisition Challenges in GCC: Strategies for Success

Posted on by vpropel

Global Capability Centres (GCCs) are established by multinational corporations and they serve as hubs for innovation, efficiency and global collaboration. They are essential in modern business operations. From back end support to high value functions such as Artificial Intelligence (AI) and Machine Learning (ML), GCCs provide a wide range of services. That is why they are emerging as key players in the modern business landscape.

However, with the increasing growth of GCCs, their talent acquisition challenges are also increasing. Simply put, due to the rapid growth and increasing demand for skilled talent in emerging technologies, the competition among GCCs for hiring top candidates has increased. In this blog we will discuss the talent acquisition challenges in GCCs and several strategies GCCs can use to overcome these challenges. So let us dive right in!

Understanding the talent landscape in GCCs

GCCs operate in a dynamic environment where there is a high demand for top IT talent. But the recruitment challenge is that there is not enough supply to meet this demand. This is not all! The skill requirements of GCCs are evolving.

As a result, these hubs demand expertise in emerging technologies. Not only does this widen the gap in their talent acquisition process but it ultimately leads to more recruitment challenges like longer recruitment circles and increased hiring costs for
GCCs.

What are the talent acquisition challenges in GCC?

There are many problems in recruitment and selection process that make it difficult for GCCs to identify, attract, hire and retain the right candidates. Here are some:

Shortage of skilled talent

Due to the rapid development and expansion of GCCs, there has become a shortage of skilled talent, especially in the AI, ML and cloud computing areas. This shortage makes it challenging for GCCs to find candidates with the right skills for their open roles.

Competition for the best candidates

Usually, GCCs are always in competition with other GCCs and core IT companies to hire the best talent. This stiff competition makes it difficult for these hubs to attract and retain the best candidates in the competitive job market.

Increased hiring costs

The demand for skilled talent leads to increased recruitment costs. These costs do not only include salaries and other benefits but also expenses related to hiring, onboarding and training.

Effective strategies to overcome talent acquisition challenges in GCC

GCCs can stand out in the business world and can position themselves for long-term success by implementing these effective talent acquisition strategies:


  • Build a strong employer brand

A strong employer brand in the talent market can help GCCs gain a competitive advantage. They can showcase their unique culture, company values and employee benefits to set themselves apart from other GCCs and companies looking to hire top talent. It will increase their chances of finding, hiring and retaining top talent.

  • Develop a robust talent pipeline

Engaging with universities, colleges and technical institutions can help reduce problems faced by recruiters in GCCs by developing a robust talent pipeline. In other words, GCCs can establish partnerships with various institutions as it will give them access to a steady stream of fresh talent. Moreover, they can also take help from an interview outsourcing company for the same.

  • Invest in employee development

Investing in employee development programs such as training and upskilling initiatives is the best way by which GCCs can find, attract and retain top talent. It is because such programs allow employees to enhance their skills and advance their careers. And when candidates get such amazing growth opportunities and benefits, they are more likely to work in that company for the long term.

  • Use the latest technology

As per a report by Tidio, Nearly 67% of hiring professionals believe that AI in recruitment has many benefits.

The recruitment technology has significantly improved over the last few years. In this case, GCCs should use innovative technology to streamline their recruitment process. This can include using AI-powered tools such as interview as a service platform by VProple to screen and find the best candidates more efficiently and quickly.

Related: Why Companies are Investing in Interview Services to Improve Candidate Experience

  • Prioritize diversity and inclusion

Did you know? According to a CNBC survey, 80% of the candidates reported that they want to work for a company that values diversity, equity and inclusion.

Since a more inclusive and diverse workforce attracts a wider pool of candidates, GCCs can enhance their talent acquisition efforts and decrease challenges in recruitment by emphasizing diversity and inclusion in the workplace.

Also Read: The Importance of Diversity in the Workforce: Driving Success, Innovation, and Inclusion

Lastly, if these operational hubs want to ensure that the above talent acquisition strategies align with the broader goals of the parent company, taking proactive measures and implementing some strategies is not enough. They would also need a deep understanding of business objectives and talent market dynamics.

In other words, GCCs must continuously monitor and analyze industry trends, competitor activities and talent availability. This is how they can effectively align their talent acquisition strategies with the business needs to remain competitive.

The bottom line

Finding the best candidates in GCCs is not just about filling positions. Instead, it is about building a team of skilled professionals who can work dedicatedly to help the parent organization meet its goals and objectives. Talent acquisition is indeed a critical challenge for GCCs.

But they can overcome these challenges faced by recruiters and hire the best talent by using the right strategies. That is because as GCCs continue to grow and expand their operations, it is essential for them to develop and implement proactive talent acquisition strategies. It is the only way by which they can emerge as leaders in the global business landscape and secure the talent they need to drive innovation, success and growth.

Frequently asked questions (FAQs)

Q1- What is KPI in talent acquisition?

Ans. Key Performance Indicators (KPIs) and talent acquisition metrics measure the effectiveness and performance of the hiring process. They provide valuable insights to predict the likelihood of achieving different hiring goals.

Q2- What are the key success factors of talent acquisition?

Ans. Strong employer brand, data-driven decisions, efficient and fast hiring process, effective sourcing strategies, skilled recruitment team and positive candidate experience are some key success factors of talent acquisition.

Q3- How can interviews as a service platform help GCCs?

Ans. An interview as a service platform can help GCCs by handling a large volume of interviews efficiently, providing access to expert interviewers for various positions, speeding up the hiring process, reducing the workload of in-house hiring teams and ensuring a standardized interview process and evaluations. 

Why Companies are Investing in Interview Services to Improve Candidate Experience

Posted on by vpropel

The bustling landscape of the job market is continuously changing, and
today, how candidates feel during the recruitment process is super important.
The reason? Positive candidate experience is a critical component of hiring top
talent in the competitive recruitment industry, where the best candidates often
have multiple job offers.

Many companies are adopting new hiring solutions like interview services to offer candidates an exceptional
interviewing experience. These kinds of services not only make interviews
smoother but also make them more personalized for candidates. It is a win-win
because companies also benefit a lot from interview as a service platform.

How? These platforms help them attract ideal candidates while ensuring a
streamlined and fair interviewing process. If interviewing services are news to
you and you are not familiar with the benefits of offering the best candidate
experience, this blog is for you!

Here, we will discuss why candidate experience matters so much in today’s
modern business world. We will also see how technical interview as a service India makes interviews easier and more
convenient for everyone involved. So, let us get started.

What Is Candidate Experience?

Candidate experience includes all the interactions an applicant has with
the organization during the hiring process. From the moment the candidate
applies for the job to the final decision on whether the candidate is hired,
the candidate’s experience includes all the touchpoints.

But one thing to know here is that it is not just about the technical
aspects of the process. Instead, it is also about how the candidate feels
throughout the hiring process. A positive experience might involve smooth and
transparent communication, quick responses, respectful treatment and a
streamlined interview process.

Also read: How to Improve Candidate Experience in Recruitment

How Does Candidate Experience Impact the Hiring
Process?

Candidate experience impacts the hiring process significantly. A positive
interviewing experience is necessary to attract, hire and retain the best
candidates. That is because if you offer a positive experience to candidates,
they are more likely to accept job offers, recommend your company to others and
even consider reapplying in the future.

On the other hand, candidates with a negative experience may withdraw
their applications and give negative feedback about the company to others,
which, in turn, might somehow affect the company’s image in the job market.

Did you know? 79% of job seekers report that they consider the
overall experience when deciding whether to accept the job offer.

What Are the Challenges That Come with
Traditional Hiring?

Now that you know the meaning of candidate experience and its impact on
the hiring process, let us see the challenges that come with traditional
hiring:

Complicated Hiring Process

The traditional hiring process is often lengthy and time consuming.
Simply put, there are multiple rounds of interviews, discussions and online
interview assessment that candidates have to go through. This prolonged process
and late decision making results in candidates losing interest in the job or
looking for other job opportunities.

Strict Scheduling and Locations

Traditional interviews require applicants to follow strict scheduling and
travel to different locations for face-to-face interviews. This rigidity
becomes a problem for candidates who live in different geographical locations
and who are currently working in some company. It will ultimately limit the
talent pool and affect the company’s diversity, equity and inclusion (DEI)
efforts.

Lack of Proper Communication

This is one of the most common issues in traditional hiring practices.
Many candidates experience no updates or feedback from the company regarding
the status of their job application and performance in the interview. This lack
of communication and feedback not only makes candidates feel disconnected from
the recruiting process but also makes them feel frustrated.

Related: Virtual Interviews Vs. Traditional Interviews

Why Should Companies Focus On Candidate
Experience?

Now let us explore the benefits of offering a positive interviewing
experience to candidates:

●      
Offering candidates exceptional hiring experience helps companies build a
strong employer brand in the job market.

●      
When candidates enjoy a positive experience during the hiring process,
they are more likely to engage in word of mouth with others in the job market.
This increases the chances of companies finding the right candidates for future
job openings.

●      
A positive candidate experience helps companies attract top talent. That
is because when candidates feel valued and respected during the hiring process,
they are more likely to consider the company as a desirable place to work.

How Does Interview Services Enhance
Candidate Experience?

Below is a detailed look at how interview services and interviewing
platforms transform the candidate experience:

Streamlined Interview Process

Technical interview as a service in India uses the latest technology to
offer features like on demand video interviews, centralized candidate
evaluation tools and interview recording.

This makes the hiring process more efficient and enjoyable for candidates
as they do not have to deal with a slow and inconsistent hiring process with
unnecessary steps.

Flexibility and Convenience

Interviewing platforms offer candidates unparalleled flexibility
and convenience. These platforms eliminate the need for candidates to travel to
a particular location for interviews.

Not only this, but the platforms allow candidates to self schedule their
interviews from anywhere. All these factors ultimately make the interview
process more accessible for candidates while enhancing the DEI efforts of
companies.

Transparency and Smooth Communication

Transparency and communication is one of the key focuses of technical
interview platforms. As a result, the platform ensures candidates are well
informed with all the latest interview updates and the progress of their
interviews. This results in increased trust and reduced uncertainty, which, in
turn, creates a more positive candidate experience.

VProPle offers a user-friendly interface, tailored interviews, responsive
support, constructive feedback and online interview assessment to ensure a
positive candidate experience. These qualities make our platform stand out from
other interviewing platforms.

Conclusion

Ultimately, it is safe to say that interview outsourcing companies play a
crucial role in helping companies focus on and enhance the candidate experience
during the interviewing process. With the increase in the advent of new
technologies, platforms like technical interview as a service India are sure to
become a necessity.

Besides helping companies improve candidate experience, these platforms
also help them achieve their DEI (diversity, equity and inclusion) goals. If
you want to discover how technical interview platforms can revolutionize
candidate experience, contact VProPle today!

Frequently Asked Questions (FAQs)

Q1- What are interview services?

Ans. Interview services, also called interview
as a service, involve outsourcing technical interviews to interview outsourcing
companies. These companies conduct online interview assessment on behalf of
companies.

Q2- How do interview services work?

Ans. Technical interview services allow
companies to delegate their interviewing process to external service providers.
These providers offer a comprehensive suite of services such as conducting
interviews and assessments, recording interviews and providing feedback to the
hiring organization.

Interviewing platforms also provide access to a wide network of interview
experts to ensure candidates are evaluated by experienced professionals with
relevant technical knowledge.

Q3- Can I customize interview services to
suit my company’s unique needs?

Ans. Yes, you can tailor the interviewing
process based on your specific needs and job requirements by providing the
interview outsourcing company with a set of questions to ask candidates during
the interview.

Moreover, you can also decide the grounds on which you
want the outsourcing company to evaluate candidates. This way, you can ensure
that interview experts assess candidates’ capabilities based on your unique
needs.

Role of Interview as A Service Platform in Eliminating Biases in Interviewing

Posted on by vpropel

Interview as a service platforms are becoming increasingly popular among companies these days.
The reason? Unconscious biases in the hiring process! Yes, you read that right.
No one wants to admit it, but hiring managers and recruiters make a lot of
hiring decisions out of biases.

These decisions are not at all
related to how someone will perform on the job. Instead, they are solely based
on someone’s traits such as looks, social perception and personality. That is
why many companies that do not want to fall victim to the halo or horn effect
and other biases in the interviewing process rely on the interviewing platform to evaluate candidates.

Let us dive deep into this blog and
discuss bias in hiring in detail. We will also discuss how you can avoid it
using a technical interview platform.

What Is Interview Bias?

Interview bias occurs when the interviewer evaluates a candidate on
unspoken criteria and not on their skills and competencies. For example, an
interviewer may reject a candidate based on the fact that they did not greet
properly, kept their hands crossed or did not make enough eye contact during
the interview.

This kind of unconscious bias makes the interview less objective and it
often results in bad hiring decisions and higher turnover rates. Moreover, it
also has a negative impact on the DEI efforts companies make to build a diverse
team and become more inclusive.

Did you know? According to Zippia, 48% of hiring managers agree
that bias affects their candidate choice and women applications are 30% less
likely to receive the interview call.

What Are Types of Bias in Interviews?

Although there are many types of biases in the interviewing process, here
are the three most common ones:

Stereotyping

Stereotyping involves making assumptions and opinions about how people
from a particular region, sex, age, race, etc appear, act, think, feel or
respond. For example, assuming that a female would perform better in a teaching
job rather than a construction job.

First Impression

Sometimes, the interviewer makes decisions based on the first impression
of the candidate. Simply put, the first impression of the candidate can leave a
lasting impression on the interviewer, and this bias may increase or decrease
the candidate’s chances of selection.

Halo/Horn Effect

When the interviewer favors the candidate because of one good trait like
his/her personality, it is called the halo effect. In the same way, when the
interviewer disqualifies a candidate based on one negative trait like body
language, it is called the horn effect. This halo and horn effect is also a
type of interview bias that happens quite frequently in traditional interviews.

Now that we have discussed bias in hiring and types of bias, now is the
time to learn how interview as a service platforms help companies eliminate
these biases.

How Does the Interview as A Service
Platform Eliminate Bias in Hiring?

Here are a few ways in which
interviewing platforms help companies overcome the halo and horn effect during
the interviewing process:

Diverse Interview Panel

If you involve people from diverse
backgrounds in the interviewing and hiring decision making process, you have
more chances to eliminate unconscious bias. That is why interview as a service platform has access to many
interview experts from diverse backgrounds.

It ensures that candidates are
evaluated solely on their capabilities and performance in the online interview
assessment and not anything else such as personal appearance, gender, race,
socioeconomic background, non-verbal cues, etc.

Consistent evaluation criteria

The best interviewing platform like
VProPle offers a consistent interview and online interview assessment process
to ensure all candidates are treated equally and given the opportunity to
demonstrate their skills and expertise. Companies can even give interview
outsourcing companies a list of questions they want to ask the candidates to
analyze specific skills.

It will ultimately create a scoring
system to help interview experts rank candidates fairly and not make hiring
decisions after interrogating candidates about their personal lives and
backgrounds during the interview. 

Feedback mechanisms

The interview as a service providers
use their interviewing platform to record every interview with the candidate’s
consent and creates a feedback report that gives the complete idea of the
candidate’s capabilities and areas for improvement.

This interview recording and
feedback report helps in expert evaluation and decision-making at the next
level. Companies can also use it to identify and address any instances of bias
in the interviewing process.

Also Read: How to Choose the Right
Technical Screening Service Provider for Your Business

Conclusion

You can only eliminate interview bias by taking proactive measures and
implementing various strategies while using innovative solutions like the
interview as a service platform. These platforms will enable you to follow
streamlined and fair interview and evaluation practices.

However, if you do not know which technical interview platform to choose,
worry not and trust VProPle! Our platform helps you foster an
inclusive interview environment, promote fair technical interview assessments
and unlock the true potential of potential candidates. Do not hesitate to contact us if you wish to learn more about our platform and services.

Frequently Asked Questions (FAQs)

Q1- What causes the halo and horn effect?

Ans. Hiring companies usually do not have the
time and resources to properly get to know candidates, collect and analyze all
their information and make informed hiring decisions.

Instead, HRs and recruiters often
fall back on cognitive biases and the halo and horn effect to speed up
recruitment. Although this can happen during any hiring stage, it mostly
happens during the interviewing stage.

Q2- How do biases and stereotypes in
interview impact recruitment and the workplace?

Ans. Once recruiters form a positive first
impression of someone, they may treat those candidates with more kindness in
the further hiring rounds- asking simple questions and engaging with them in a
friendly way. This will result in the recruiters ignoring the potential red
flags the candidate might have, such as lack of relevant skills, not enough
work experience, etc.

And this preferential behavior can
continue even after the candidate is hired. Such candidates might be given more
learning and skill development opportunities or they might get promoted
quickly. All these things will ultimately result in less employee productivity,
reduced retention rates and a negative workplace culture.

Q3- What additional steps can I take to
eliminate biases in hiring?

Ans. In addition to using interview as a service platform, here are some more steps you can take to eliminate biases in
your hiring process:

●      
Introduce comprehensive interviewer
training programs as they will equip interviewers with the necessary skills and
awareness to mitigate unconscious biases.

●      
Provide interviewers with
well-defined interview guides with a set of questions. It will act as a roadmap
to maintain consistency and ensure interviewers evaluate all candidates
effectively based on their skills, experience and qualifications.

Consider monitoring and
giving feedback on the interview process. View interview recordings and online
interview assessment results to address any emerging biases.

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