Uncategorized

The work landscape is on the brink of significant shifts in 2024, influenced by economic dynamics, the rise of new technologies, and the ever-changing priorities of the modern workplace. In 2024, the Indian job market is anticipated to maintain its upward momentum, with forecasts pointing towards ongoing expansions in hiring. Fueled by rapid industry growth and a consequent surge in demand for skilled professionals, technology is at the forefront of this expansion. Success depends on upskilling to adapt to the new roles that are emerging now. Diversity and inclusivity will play a more prominent role this year and the employee experience will be tailored and personalised. In the evolving landscape of hiring, there’s a growing emphasis on prioritizing specific skills over traditional qualifications. This strategic shift enables organizations to align talent more effectively with their unique needs, fostering a workforce that is both dynamic and adaptable. AI and Automation in HR Looking ahead, the incorporation of artificial intelligence (AI) into HR processes stands out as a transformative trend. The utilization of AI bots for technical screening not only enhances efficiency but also creates comprehensive databases, streamlining the entire recruitment process. Additionally, technical interview outsourcing to companies that will focus on the adoption of skill score-based hiring offers a nuanced understanding of candidates’ potential success within a given organization, ensuring their capabilities align seamlessly with specific requirements. As we step into 2024, Gen AI is expected to play a pivotal role in various HR functions. The deployment and utilization of this technology are anticipated to showcase more wisdom and discretion compared to the previous year. The spotlight on Generative AI gained prominence in the past year, revolutionizing HR functions by automating tasks and offering support in talent sourcing, screening, selection, onboarding, career development, payroll, and performance management. Numerous Indian companies have already integrated Generative AI into their operations for applications such as chatbots for HR queries, resume analysis for hiring, online technical interviews, and mapping employee engagement. However, as Generative AI gains momentum, the focus on ethics and compliance becomes increasingly vital. Establishing governance guidelines for data privacy, security, and regulatory compliance becomes an essential aspect for organizations leveraging Generative AI. The Indian Tech industry is witnessing a profound transformation in talent acquisition through the integration of artificial intelligence, automation, and data-driven insights. These technologies streamline recruitment processes and enhance candidate matching, personalize experiences, promote diversity and inclusion, and contribute to improved candidate retention. Companies have started to outsource technical screenings so that virtual recruiters powered by AI along with human experts address candidate queries and get a personalized understanding, while data-driven insights help identify early signs of turnover. The ongoing advancements in AI, automation, and data-driven insights are poised to introduce even more innovative applications, further revolutionizing talent acquisition and elevating candidate experiences in the industry. Solving the Labour Shortage Many companies in India struggle to find the right people for jobs, even though more people are looking for work. This problem might be because there’s a mismatch between what people learn and what businesses need. Some companies prefer to hire people with the skills they need instead of training them. This has created a shortage of experienced workers, especially in jobs that require knowledge of new technologies. To solve this problem, companies will focus on “reskilling,” which means helping current employees learn new skills. This way, employers can better deal with the shortage of workers by focusing on skill-based hiring rather than banking on the position-based model. Pay Transparency and Pay Equity The gender pay gap has often been neglected in most organisations and there used to be an attempt to conceal pay from employees by most employers. But as more laws and expectations around pay transparency emerge, employers will be unable to do this going further and will have to adhere to the laws, which are likely to address the issue of gender pay gap and promote gender-neutral pay. It is also seen that candidates show more interest in a position if the salary is displayed, which is what most HR professionals are going to do moving forward. Focus on Employee Experience Stepping into this year, companies want to focus on new ways to maintain and enhance employee experience and engagement. This also becomes imperative as we see a notable shift in the workforce with Gen Z increasingly becoming a part of it. With Gen Z coming into the workforce, the importance is not only given to financial incentives but also to job satisfaction and having a productive and positive environment. Also seeing how most companies have shifted to hybrid, there needs to be innovation to keep the workforce motivated while focusing on the physical and mental wellbeing. Integration of DE&I DE&I has been a part of the companies for a while but it is likely to see a growth in its force where inclusion will be a priority in new hirings. DE&I initiatives are imperative for any company, especially to make employees feel accepted in an environment. There have been instances of employees feeling alienated or divided because of the company’s dispassionate DE&I efforts. Therefore, in 2024 companies are likely to take steps for better incorporation of DE&I initiatives. The market is likely to see a rise in its hiring. With a focus on reskilling, upskilling, and enhancing the talent pool by making sure the employees want to put in their hard work for the companies, and with a human-AI alliance, the job market is ready to bloom in 2024.

In recent times, AI has taken the world by storm and has highly impacted the job market. It is now undeniably a part of our everyday lives. While the debate continues whether or not AI will take over jobs rendering people jobless left, right, and centre, it is highly important to understand that we are striving for a balance between AI and human skills. As we are set to step into 2024, AI is expected to be an integral part of the job market, especially tech recruitment. AI redefining jobs and creating new opportunities Unlike the common perception of AI killing jobs, in reality, it will take the time-consuming, repetitive work away from humans and leave them with time to focus on highly productive and high-value jobs. This will lead to tweaking of the existing jobs into ones that would require nuanced skills while the minute, time-consuming parts of the job are left to AI. Most companies have started investing in AI and in order to make use of the investment to the fullest, there will be new jobs created with specific skill sets that will help enhance the efficiency of AI. It will need the human touch in order to capitalize on the profitability that would accompany the investment in AI. Transforming the Tech Recruitment Process AI will supposedly change the hiring process, not only for the employers but also for the job seekers. With the help of AI tools, candidates can now get an edge in their job search journey. And for the employers too, implementing AI tools will help them smoothen the process without much hard work. Use of AI can transform the recruitment process by pacing up the initial stages of hiring. Different AI tools can be used to sift through thousands of resumes in minutes and search for candidates with specific skills with the help of keywords. This can make sure that the separation of the eligible candidates from the ineligible ones is done faster without wasting human effort on it. Automated technical screening services : For Tech recruitment, AI can conduct automated technical screening services which will help the employers figure out if the candidates have the necessary technical skills and know-how which are imperative for the job. There are various effective and pre-screening one-way video interview tools like Interview Bites of VProPle, which helps to further churn out the creamy layers of talents from the pre-screen profiles before they appear for L1. The amalgamation of Ai & human mind: While using AI can help employers sort through the initial stage of a hiring process, it is highly important to incorporate human intelligence in the process. To measure the intangibles that are extremely important in the recruitment process, employers can outsource technical interviews where interview experts can come in and carry out the steps after AI does the job of finding the eligible candidates to choose from. These experts can then analyze the candidates on different soft skills that are required to join the company and be valuable employees. Experts would not only assess their technical skills but will make sure that the candidate is a good fit for the company’s values and work culture, and has appropriate communication skills. This will add a personal touch which is very difficult for AI to replicate. AI and Interview as a Service: India has been and is a hub for tech talent. The incorporation of AI with interviews as a service in India is only going to make it a forerunner in these trends where companies can outsource the hiring candidates process and make sure that the top candidates are given priority consideration for hiring. Outsourcing interviews can help companies access a global talent pool which would ensure diverse skill sets and experiences. Using interviews as a service will also prove to be cost-effective for companies as they can focus on their core operations and let experts handle the recruitment process with the help of AI. This balance of industry experts alongside AI tools can be beneficial to make sure the technical interviews are insightful. As we look ahead into the future, India can be at the forefront by integrating AI and human-led interviews as a service for tech recruitment in 2024. If the synergy between AI and human expertise is utilized to its potential, the companies will be ahead of this competitive world in terms of tech talent acquisition. Everybody is in the race to hire the perfect candidate and as the process evolves, integrating AI and human expertise can lead to an effective, efficient recruitment process in the coming years.

In a world where people often work together and exchange ideas, group thinking is pretty common. It means that when a bunch of people collaborate, they can come up with cool ideas and feel more connected. However, there’s a downside too. Group thinking can sometimes stop individual creativity and careful thinking. In this blog post, we’ll talk about group thinking, looking at both the good and bad sides, and discuss ways how to overcome groupthink pitfalls. Group thinking occurs when individuals within a group prioritize harmony and conformity over independent thought. The desire for acceptance and a fear of dissent can lead group members to conform to prevailing opinions, potentially limiting the diversity of perspectives. Benefits Pitfalls Collaborative Synergy: fosters a sense of unity and collective purpose, pooling their strengths and insights to generate innovative ideas and solutions that may not have emerged through individual efforts alone Conformity Over Creativity: When individuals prioritize consensus over original thought, the group may miss out on unconventional and groundbreaking ideas, thereby suppressing creativity Social Cohesion: Shared beliefs and values create a sense of belonging, promoting a collaborative environment where individuals feel supported and understood. Confirmation Bias: Group thinking often perpetuates confirmation bias, where individuals seek information that confirms their existing beliefs and dismiss dissenting opinions. This can lead to flawed decision-making and a lack of critical evaluation Diverse Perspectives: Groups bring together individuals with different backgrounds, skills, and perspectives, which can lead to well-rounded solutions. Dominance of Strong Personalities: In some groups, individuals with strong personalities may dominate discussions, hindering input from quieter or less assertive members. Enhanced Creativity: Brainstorming within a group setting can spark creative ideas and innovation through the combination of various insights. Conflict and Disagreement: While diversity of thought is beneficial, excessive conflict and unresolved disagreements within a group can lead to tension and hinder progress Increased Efficiency: Tasks can be divided among group members, making it possible to accomplish goals more efficiently. Lack of Accountability: In a group, it’s easier for individuals to avoid taking responsibility for the outcome, assuming that others will pick up the slack Breaking Free from Group Thinking: 1. Encourage Diverse Perspectives: Actively seek out and welcome diverse perspectives within the group. Create an environment where individuals feel comfortable expressing dissenting opinions without fear of retribution. 2. Foster a Culture of Open Communication: Establish a culture that values open communication and constructive feedback. Encourage individuals to voice their thoughts and concerns, even if they differ from the majority. 3. Assign Devil’s Advocates: Designate someone within the group to play the role of a devil’s advocate. This individual can challenge prevailing opinions and stimulate critical thinking, helping the group avoid complacency. In the complicated world of start-ups, it’s essential to strike the right balance. Working together can result in impressive accomplishments, but it’s just as vital to encourage different ways of thinking. By grasping how group thinking works and using strategies to avoid its limitations, we can create a path for decision-making that is more creative, welcoming, and successful.

Choosing the right technical screening service provider for your business is a critical decision that can impact your hiring process and the quality of your technical hires. Here are some key factors to consider when selecting a technical screening service provider: 1. Technical Expertise: Ensure that the Interview service provider has the required understanding of the technologies relevant to your job description and the specific skills required for the positions you’re hiring for. It is essential to have a calibration call regarding the skill requirements, and expectations of a particular Job position with the technical panel of the service provider before the interviews are scheduled. This step is very significant and it should be part of the Interview service provider operation process. Verify that their technical assessments are up-to-date and aligned with the industry standards. 2. Customization and Flexibility: Look for a service provider that offers customizable assessments tailored to your company’s needs. Flexibility is crucial as your technical requirements may change over time; ensure the provider can adapt to these changes. 3. Scalability Consider the scalability of the screening process. A good interview service provider should be able to handle assessments for a growing number of candidates without compromising quality. Check if the provider has experience working with businesses of similar size and growth trajectory. 4. Data Security and Compliance: Data security is paramount, especially when dealing with sensitive information about candidates and your company. Ensure the provider complies with data protection regulations. Request information about their data security measures and policies. 5. User-Friendly Platform: Evaluate the usability of the technical screening platform. It should be intuitive for both candidates and your internal team. A user-friendly interface can enhance the overall experience and efficiency of the hiring process. 6. Quality of Assessments: Assess the quality of the assessments provided by the service. They should accurately reflect the skills required for the job and help you identify top candidates. Request sample assessments or case studies to gauge the effectiveness of their screening process. 7. Integration with Existing Systems: If you already use applicant tracking systems ensure that the technical screening service can eamlessly streamline with the technical screening platform. Streamlines your hiring process and reduces administrative overhead. 8. Reporting and Analytics: Look for a provider that offers detailed reporting and analytics. This can help you gain insights into candidate performance, identify trends, and continuously improve your hiring process. Analytical tools can be valuable in assessing the effectiveness of your technical screening efforts. 9. Candidate Experience: Consider the candidate experience during the technical screening process. A positive experience can contribute to your employer brand. Seek feedback from candidates who have gone through the screening process to understand their perspective. 10. Customer Support: Assess the level of customer support provided by the service provider. Responsive and knowledgeable support can be crucial, especially during the implementation phase and ongoing usage. 11. References and Reviews: Request references from other companies that have used the service. This can provide valuable insights into the provider’s track record and customer satisfaction. Look for reviews and testimonials online to gather additional feedback. By carefully considering these factors, you can choose a technical screening service provider that aligns with your business needs and helps you identify and hire top technical screening services. To make the candidate evaluation process faster, better, and more effective, applying the right selection methodology and keeping it updated with current trends is essential. It is essential to select an interview partner who is aligned with your requirements so that you can enhance the efficiency and effectiveness of candidate evaluation.

The art of JD’ing Writing a job description (JD) well as for any job opening, not every piece would fit the puzzle. The JD would bring the right missing piece to fix the puzzle. A clear Job description (JD), shaped by interview experts, is half the process done. It’s a map for multiple audiences, including interview panels, candidates, and screening teams. It’s meant to address diverse requirements, as advised by interview experts. For whom is the JD prepared for? JD is addressed to three categories of people. So, when a JD is prepared, we must make sure that all three following teams’ perspective is addressed: 1. For the panel who takes the interview, it’s the direction on how to take the interview. It’s not always the person who writes the JD who takes the interview are same; one may describe the requirements others would join in the selection process. Unless the requirement is very generic; the JD should give the complete picture of the right candidate. The questions or the approach can vary from panel to panel, but the evaluation criteria must not be compromised. 2. For the candidate, It’s the face of the prospective role/organization. Every candidate when approached for a position; first looks at the organization then the JD. JD also serves as the face of the company and the project that the candidate would be a part of. Complete precise JD with all detailed parameters and expectations gives the candidate a clear picture of the roles and responsibilities of the candidate for the job position. Such precise JD helped the candidates make an informed decision about it. Furthermore, it fosters confidence on the candidate towards the new position thereby giving him the motivation to prepare for the interview diligently. In many cases, candidates skips the interviews at the last moment because they are not sure about the job role and scope. This issue can be easily avoided with a  precise JD.  While going through the JD if the candidate feels that it is a perfect fit, then the candidate will come to the interview with the appropriate intent and confidence. On the other hand, for the organization, it means it is able to attract the right profiles.  In such circumstances, the chances of candidates accepting the offers become higher. 3. The HR team does the initial screening, it’s the guideline to screen the profiles. An HR team, that deals with multiple domains and skills, uses keywords from JD as the filter to screen the candidates. A glance at the JD absorbing the keywords and key requirements is the move to search for the needle in the haystack. Unless the pointers are evident, they would end up in fishing out a wrong set of profiles bound to be rejected and thus a waste of time for multiple teams. Who prepares the  JD for a job position ? A perfect JD brings the right candidate one step closer to the open position. Ideally, it should be prepared by a person while taking in the candidate for his team. But in most of the cases, a template is sourced and then modified/ tailored to the requirement. It’s never easy bringing every little nuance of the job requirement into the description. But this is the first and foremost step of any recruitment process. Candidates are filtered based on the keywords; candidates apply based on the requirements interviews are conducted mostly with the JD as the reference against the CV and performance of the candidate. How to create a JD and what a JD should cover? Since it’s not always the same person who prepares the JD takes the interviews the job description must be precise but should cover all the expectations. Irrespective of how good the interview Expert may be, if the parameters of evaluation are not stated clearly, it is difficult for them to make a good assessment for selection.  On the other hand, an average interview panel can make an accurate selection if the parameters are well-defined. It should ideally speak about; The organization: A well-rounded job description not only outlines the specific job responsibilities and qualifications but also paints a vivid picture of the organization itself. This helps candidates make an informed decision about whether the company aligns with their values, career goals, and work preferences. The relevant experience: The required experience if broken down skill based on a higher level; with the relevancy would nail the JD. Work mode: With the online mode setting in, any candidate first looks in the mode and that is often the question in the list from candidate to HR after ticking the other aspects, it is covered in the JD; the candidate would have an easier decision to make. At time the interview progresses to many a level and gets stopped at the end as the candidate’s expectation of the work mode doesn’t match. If a clear stance is taken a conveyed can avoid many missed-when-almost-hired situations thus saving a lot of time and energy for the stakeholders. Work from home Offline Hybrid Work type: This again is another point in most of the candidates’ checklists; if the expectations and offerings are made clear it would save a lot of bandwidth for the hiring team. Permanent role Contract role Freelance role Role type: These details of the type would help the candidate to understand if he is moving forward in a similar role or if he is being offered more. Also, the panel would understand the type of interview he is expected to conduct Individual contributor Lead Role in project Client facing Internal Methodologies Agile Scrum etc. Skill type: These details account for the maximum weightage on the JD for the interviewer, candidate, and screening team alike followed by its weightage. Mandatory Desirable Added advantage Skill weightage Basic knowledge Exposure Experience Proficiency. These are a few categories, not the exhaustive list. Each detail should help the candidate attain a better picture of the requirement. Even topics like culture, ethics, and

Hiring is an important part of a company’s growth, whether by yourself or by outsourcing the interview services and once it’s done, the new employees must get properly introduced to the unique work culture that every organization carries within itself. This part of the process is known as onboarding. This is where new team members of a department inside the organization get integrated with the existing team whilst also getting familiar with the operations and structure of the organization itself. So, from the employer’s side, they must execute this process very effectively as it helps to build a foundation for a strong retention rate amongst new employees that will eventually help the overall productivity & brand image as well. In this day and age of the post-pandemic era, the Work From Home (WFH) model still lives up to its hype for many companies. This is primarily because it saves the costs of owning or renting a workspace, cuts off the time taken to arrange it, and saves energy that would otherwise go into maintaining it. For the employees, they save a lot of time and energy that is otherwise consumed commuting from home to office. This has led employers to adopt online interview assessments as well. With the work-from-home model, it is often not feasible to proceed with onboarding physically. That’s where remote onboarding comes in. This blog will take you through a lot more about onboarding for remote teams and how you can elevate the quality of the remote onboarding experience for new employees. What is remote onboarding? Remote onboarding is the process of carrying out onboarding via technology. After hiring new employees either by yourself or by outsourcing technical interview services, a fully successful process of physical onboarding may take up to 2 weeks with the beginning of professional training from the third week onwards. In the case of remote onboarding, the process can be wrapped in a shorter period of time. Requirements to complete onboarding for remote teams There are 3 kinds of requirements to complete onboarding at both physical and virtual workspace, they are organizational requirements, technical requirements, and social requirements. A good onboarding experience involves catering to all three requirements. Let’s learn about them more elaborately. Organizational Requirements: Providing access to information through handbooks or documentation about the various structural facilities present in the office. In terms of remote onboarding, the organization is responsible for guiding about their virtual office platform. Technical Requirements: This involves providing new hires with tools that are to be used in their work profile and motivating them to get familiar with the tools as soon as possible. This helps the employees to start getting productive in a new space on time, therefore creating genuine empowerment within them. Social Requirements: There are a couple of ways in which you can fulfill social requirements and each one is necessary on its own. A Singular Point of Contact (SPOC) or an onboarding buddy from the organization is important to set expectations on how to build good relationships with old team members. Also, there must be opportunities planned out for informal interactions between new and existing employees. Why consider onboarding of remote teams? Multiple organizations have found remote onboarding very important for a multitude of reasons. As stated before, remote onboarding assures better team member retention and promises more productivity. Other reasons include- Flexibility: Remote onboarding helps companies hire talent from anywhere in the world, either by themselves or by outsourcing technical interview services, especially if the location of their physical workspace is in a distant region from the candidate’s residence. This expands the number of potential candidates and also promotes diverse representation in the corporation. Cost-Efficiency: Just like the benefits of operating in a work-from-home model as discussed before, onboarding also eliminates the need for physical office space, travel, and even relocation expenses for new hires.  Safety: In pandemic-like situations, remote onboarding ensures the safety of employees by cutting down on physical interaction. Scalability: Remote onboarding advances scaling immediately to accommodate a growing workforce with infrastructural limitations. Technology Integration: Remote onboarding encourages using technology with the latest digital tools for training and communication, therefore promoting tech-savviness among new hires. Competitive Advantage: Companies that excel in remote onboarding gain a competitive edge by attracting qualified professionals because it provides them the freedom to work from the confines of their places, especially when they are looking for flexible arrangements. Best Practices for Onboarding Remote Teams To help you pull off a great, remote onboarding experience for the new employees we present you with some useful practices that can streamline the entire process much more efficiently. Curate a detailed onboarding plan: It is a must to create an extensive onboarding plan for clarity in the process, to achieve onboarding goals, and to successfully set expectations for the employees without any communication issues.   Have an experienced mentor: The aforementioned onboarding buddy or the SPOC must have sufficient knowledge of the role they are in. They should also be thorough with the rules or policies that need to be explained to the new employees.  Keep checking regularly: It is important to realize that doubt-clearance in onboarding is not a one-and-done process and therefore, one needs to stay in contact with new employees at all times to clear their queries apart from the work, even when they are past their probationary period. Hence, it is important to establish an active communication channel between both the employee and the employer. Help in setting an ideal workspace at home: This practice can be applied in various ways, you can send over the required furniture or equipment needed by the employee directly to their residence, or you might provide some allowance to aid them in setting up their home office. Encourage open communication: Create opportunities where new employees can feel comfortable in their unique way of expressing themselves through their ideas and concerns. Adjust your approach accordingly based on the different personalities of all the new hires. Seek feedback for