Do you want to know the Top Most Attributes of a Great Recruiter?

The attributes of a Great Recruiter!

Are you a recruiter?? Or do have friends who do recruitment?? Or simply would you like to know how recruitment works? If your answer is yes, please read on… you will be able to relate to this write-up.

It is rightly said by Robert Half that “Time spent on hiring and recruiting top talent is a time Well Spent”.  Robert half is the founder of the Robert Half Staffing agencies founded in 1948.

The main target of any recruiter is not just Finding Talent but finding the right person with the right skills suitable for the job opening. This candidate must have the potential to be in sync with the culture, the vibe and the values of the organization as well. When that happens, it is said to be a perfect hire.

Acquiring the right talent is a key to the success and growth of any organisation. And to achieve that, A Good Recruitment Process is implemented. The hiring cycle plays an important role in engaging the candidates until joining. The recruiter has to define the recruitment cycle suitable for that particular company. There may be different interview rounds, technical rounds or even written tests implemented to check the skills required for that job. It’s the responsibility of the recruiter and the interviewers to include suitable selection process before finalising the candidate for that role.

Recruitment is one such function which is very crucial in all types of companies, all domains, all sizes. Every company has its unique challenges in recruitment. All the recruiters strive to find solutions suitable to their environment, their budgets and their timelines. It’s definitely difficult to tick-in all the boxes while hiring a candidate but it’s not impossible. In the end a recruiter is as good as a sales person only selling jobs!!

A passionate recruiter has to develop a lot of skills, communication is one key skill. How one portrays the company and the opportunity to the candidate makes all the difference. One has to be very smart to tap what the candidate is looking for and has to show them how the company promises to offer him just that. The recruiter also has to pick up signs and use them to make candidate want the job they have to offer. Off course one has to be transparent and truthful throughout the process. One tiny false promise can ruin the relationship with the candidate and the company name for a very long time.

Here are 5 attributes which in my view helps make recruitment interesting.

  1.  Sources of the perfect candidate profiles. The primary tool of any recruiter is the sources of good and suitable profiles or resumes. There are recruitment portals, consultants, job postings, Social and professional networking sites and off course the references. References from the potential, current or former employees. The careers page of the company website also gets in a lot of applications. These applications need to be screened. It would be good practice that every applicant receives an email acknowledging their application and that they will be contacted if the profile is suitable. Another great source of good references are the current employees. They have been in the industry for quite long time and they know so many people with the same skillset. The company has to take efforts in engaging the employees and give them good work opportunities. They become the brand ambassadors for the company and get references for the open positions. The best practice here adopted by most of the talent acquisition experts is to ask for employee referrals or a reference from a successfully placed candidate ,as it is rightly said that “People always listen more to people they know”

The recruiters and the HR team has to make sure that they create a rapport with the rest of the office and keep everyone in the company well informed about the open positions. That’s an additional skill a recruiter has to develop.

  1. The Art of Interviewing: The candidates admire companies which give them a great interview experience, even if they get rejected. The experience counts from the first call to the candidate till the feedback of the interview or test they just appeared. The recruiter has to create a bond with the candidates and strive to give them a constructive feedback when they are rejected. How a candidate is treated in the company is remembered for a long time, they tell their friends, the friends tell their friends. So a positive experience gets percolated and there you get a lot of references.
  2. Turning your company into a Brand:Employer branding is useful especially when it is for a growing organization. That’s the job of the PR. What can a recruiter do for branding? Well, they can create their own brand. On the professional or social networking sites, if a recruiter gets associated with a particular type of hiring, for example, a domain like banking or insurance or education, they attract the candidates’ expert in the skills required in those particular domains. This becomes a pool of candidates the recruiter already has connected with and easy reference when the suitable requirements are open.
  3. KYC: What matters to the quality candidates is what value a company will add to their resume, their experience, their personality and lastly their wallets. Few job seekers are keen on brand of the company. The brand or a known company promises those uniform policies, big projects, spacious offices to work at, an opportunity to show off in front of their relatives and friends. Few others give more weightage to challenging projects, more work exposure with more responsibilities, lot of learning. They choose small, mid-size companies or start-ups for their next job.The Recruiters should understand what type of job seeker they are dealing with and converse with the candidates accordingly. The job seeker should be able to trust the recruiter from the first call. This trust, polite communication, good rapport, will help the recruiter convert even a passive job seeker to an active one and a potential hire.

It might happen that there are few technical concerns or queries which the recruiter would not be able to solve. In this situation taking the help of the interviewers or the Managers, the in house experts or decision makers is a great way. This creates confidence about the company in the mind of the job seeker. The recruiter has to understand that a job seeker will also have certain financial responsibilities, ambitions. They need to develop this confidence to risk this their current well settled job to join the new company.

  1. Engaging the New joiners: Once the offer is rolled out to the candidate, the recruiter has to keep the candidate engaged. Calling, emailing or simply sending a message to the new hires keeps them engaged. This continuous contact also serves as a way to know the developments further on the candidate side, like their resignation , their release from the current company, any other offers if they received and more importantly their inclination towards joining our company. The recruiter needs to follow the positive or negative signs to be ready for what might happen on the Day of Joining. Recruitment is all about managing people ultimately. Selling your job to the job seekers and building a great team for your company. Recruiters can make a deep impact on the lives of the job seekers. They have the power to Change lives!!

These were my thoughts on the recruitment tactics that we try to implement at Verinite. If you would like to share your views, I would love to read them in the comments section below 🙂

My First Experience of Onsite being a Fresher at Verinite!

Onsite!! The word in itself gives you a sudden tingle of excitement, doesn’t it?

Starting my career at Verinite was one of the crucial decisions of my life, leaving behind my family and walking into a new city with big dreams in my eyes and today I can proudly feel that it was the right one.

Most of us look at our very first job as a memorable milestone in our young lives. It is when we first experience some independence by earning our own money, entrusted with the adult responsibility of employment and held accountable not only to our family and friends but to project leads & colleagues at work.

After completion of 1 year here, I remember my project lead asking about my passport which gave me mixed feelings. You suddenly feel you are a star, the chosen one. I got my first on-site project and traveled to The Middle East. The duration was for 3 months. That was the first time in my life where I was responsible for successfully delivering the assigned part of the project. I had sound knowledge of the system I was working on, and good enough to implement and showcase it to the next level.

Verinite gave me a wonderful opportunity to travel abroad for my first onsite opportunity. They say firsts are always special, so was this trip for me. I still vividly remember the date i.e. 23rd February 2019, sealing this date forever. I was curious to this first experience.

“Everyone feels the butterflies and anxiety when starting first abroad trip “.

 Unlike all the Indian families, my family didn’t come to drop me to the airport, as they reside in a different city. A sulking feeling dawned into me reaching to the airport while reminding that I have to be all by myself for the next 3 months. I was a little nervous about the security check at the airport for immigration clearance. Nudging myself of the experience that I had to go through during those securities checks.

Kicking away all the thoughts out of my head and looked at the new challenge that awaited for me.Reaching Bahrain & next morning reaching the client’s office location. I met the people with whom I was going to work for the next 3 months. The first day was quite hectic and tiresome as to get certain things done. Working at the client side is completely different than what we do at offshore. I realized this throughout my stay. Clients would often come and ask me about  the work progress, there would be adhoc requirements which you may not be able to avoid, you will be pulled into meetings/discussions which probably you would not attend if at offshore. This is a part and parcel of being there. I understood the requirements of the project and presented it to the different department heads and also attended meetings and discussions from the different business teams from time to time during the project execution. Clients  feels that you know everything about the project and they will come to you with questions from any work stream. Well, the clients are correct on their part because you are the face of the entire offshore team while at onsite. So one must  have a high-level view of the entire project. Not necessary that you must know everything but you must be able to redirect them to the right person. In any situation, if you are not confident about your answer, it is ok to tell them that you will find it out and get back.Its always better than providing incorrect information. Incorrect information can cause more damage than an unanswered question.

The working culture was a little different, as they prefer to start work early and finish early. One thing I realize at the client side – was that productivity increases when you start work early. The challenge was to co-ordinate with multiple teams in order get it aligned. Various tools, interfaces, timings, down time, so many things to be factored in! Another challenge was dependencies as it was not on their priority list but important to our project.

While at onsite , I felt the pressure of more responsibility, accuracy, and achieving the timelines. Even-though it was challenging,  I enjoyed the given responsibility and fulfilled my part.

Who doesn’t like or wait for a weekends?? 😉

After a whole week of challenging work at the office,I used to be very excited to visit Manama City on Friday. I visited the local places on the weekend and found a lot of differences in the traffic discipline of the people. It seems like everything was built to a plan. This trip gave me great a  exposure to one of my hobbies i.e cooking. I love experimenting with a variety of dishes and learning new food cuisine.

Following were the key takeaways for me from this onsite experience :

  1. Dedicated work and getting expertise on the project —Well, I had to work on the project for the next three months and learn many new things about project development. This visit provided me a chance to understand the project from the client’s perspective. Their expectations, business goals, and objectives became crystal clear to me.
  2. Clear communication — This was a huge revelation to me. Though communications happen effectively over emails and other online tools,  my learning was to communicate clear, crisp, to the point and outcome driven will give you the best results. Eliminate the communication gaps out of the picture.
  3. Building a healthy and friendly client relationship —It was first time for me to  personally interact with client team members. During my onsite stay, thoughts were exchanged, interests were learned, not just professional but on a personal level. This turned us into ‘friends’ from just a ‘client’ and a ‘vendor’.

Overall, my onsite trip gave me a lot of exposure and made me a more confident person in dealing with clients. It was a great learning experience. This onsite experience definitely helped me grow a lot both personally and professionally .

Thanks Verinite 🙂 for such a great opportunity.

 

Ways and Importance of Building an Inclusive and Diverse Workforce!

You don’t get Harmony when everybody sings the same note.

The same analogy can be used for the culture of a company. A company is made up of different people from different regions, cultures, religions, age and backgrounds. When these diversities are mixed, a wonderful combination is made. Diversity is beautiful, it’s fun and its informative.

At Verinite, though being a small family, we have colleagues from all parts of India. These colleagues bring their own flavours, habits, history, customs and importantly FOOD. Verinite enjoys the best combination of this blend. This reflects very well in the company culture, the rules and regulations, the various company-wide events and celebrations.

We as a family make sure to celebrate all major festivals of our country. All Indians know the main festivals, customs and traditions of the 29 states. But when we at Verinite celebrate such festivals in office, we come to know the history, the reason of the tradition, the origin of the festivals. These are very interesting facts to understand about any region. During these celebrations, the colleagues from that region come up with innovative ideas to make the audience understand why and what is done on that particular occasion. These events broaden the outlook and mind of an individual and are very essential for personality development. We have also seen associates adapt to each other’s cultures. They learn each other’s languages.

One distinctive feature of one of the Potluck event was interchange of cultures. A person from north India trying to inculcate the tradition of south India. Preparing a dish and getting dressed in their attire. It was a delightful scene of unity in diversity and adaptability.

One very important aspect of Verinite’s culture is that no one feels like a stranger. Any new entrant is always welcomed with warmth. The main thread that binds the Verinitians together is of mutual respect. No one is ever judged on the way one looks, one’s habits or anything else that’s not alike. Everyone is accepted and respected for their uniqueness. This helps all the associates feel like one big family. This open and positive environment encourages work efficiency and team spirit.

Another way to look at diversity is also the ratio of Men and Women at Workplace. Its essential to have a ratio where in there are nearly equal number of Men and Women in office. Not only it helps women empowerment but it’s extremely important to have a women point of view in certain discussions related to resources or projects. Men and Women together make the best combination to find out any solution to any problem. Both are naturally different and have different instincts. They complement each other’s qualities and abilities. This Nature’s offering should be utilised at the workplace.

At Verinite, there are different committees and teams for projects or any events. Over the years we experienced that the things get done in a better way when men and women both are involved in the discussion. So we encourage a lot of women during recruitment. We have women at the leadership level who are indispensable in decision making. This diversity of gender is very interesting and inspiring.

During the annual events at Verinite, we experience another form of Diversity which exists in the company. And that’s of Talent. Each Verinitian is skilled in his own way. Few are champions in various forms of Sports, some in forms of Art like painting, dancing, singing, creative art, event management and others. During recruitment, the HR department always enquires about hobbies, extracurricular activities and achievements. These points are keys to understand what kind of capabilities and set of mind the candidate will bring to the table. These varied personalities make a wonderful union of talents which Verinite generously utilises during the fun activities of the year and all types of annual events. This get together of discrete abilities in itself is a learning and exciting experience for all.

The leaders help the team to work on new projects and new roles. Diversity of work is the USP of Verinite. For. Eg, If an associate is specialised in Quality assurance, he may be given an opportunity to work as a business analyst on the next assignment. We have associates who are looked up to as a role model due their vast and diverse experience of working in Verinite for many years. They are the most valued members of our Verinite Family. They are the pillars of Verinite’s success. They carry the same attitude forward and help their team develop in multiple capacities.

Speaking of work, our associates enjoy one more type of Diversity, changing work locations internationally. They require to travel and stay in another country for ongoing projects. It’s very common in Verinite that one resource needs to travel to 2 to 3 countries within a year for work. The experience of working at client locations has its own perks. On the weekends they explore the city they are currently located at. They make new friends of other nationalities. It’s exemplary to have visited countries other than our own. As an individual, one realises that the world is so big and beautiful. There is so much to see, to learn and do in life. Travel makes one modest, one sees what a tiny space one occupies in this vast world. It adds adventure to life. Travelling turns our associates into storytellers. Every time they are back in the HQ, they tell their travel and work stories and yes it’s a custom at Verinite to bring chocolates for the rest of the team. 🙂

All these diversities make up the very positive and unique culture of Verinite. A great culture which provides the context for people to deliver their best work.

How Millennials brought a Paradigm Shift to HR Department???

Generation X and Millennials, the two generations together now make up most of the workforce, but despite being back-to-back generations, they are separated by some key differences.

The Human Resource Management recommends having a firm understanding of what is important and valued by each of these generations in the recruitment process. Doing so could be invaluable in determining which candidates would reject or accept positions.

Beyond the hiring process, understanding the key differences between each generation offers better insight into how each respective employee thrives. How a new hire fits into the team and change the climate, for good or bad.

The average age of the employees in Verinite is 26 years which make the organisation a millennial organisation. This has become an advantage to Verinite as the employees are always eager to travel to different place for work, they wait late nights and also work on weekdays if required and are always full of energy, they always accommodate new ideas and have the spirit of never giving up and never say never attitude.

They saying “the strongest survives” is no more for us but for Verinite it is “the one who adapts to the changes survives”, the millennials are very flexible and are willing to change and accept the change around them, in fact they are the ones who are making the changes.

And Yes! It is not just difficult but a challenge for the organisation to retain the Millennials, to constantly motivate them and keep them excited and glued to the organisation as they take technology proficiency up a notch, it’s no secret that they currently corner the market in tech prowess, they view technology as an extension of themselves, more than a hobby, technology is a lifestyle for them and they are native tech users.

Verinite has this first-hand experience with the Millennials as to how they look at work, responsibility, ownership, leadership and salary.

Gone are the days when our parents would spend their entire lives in the same organisation and gone are the days where we spent not less than 8-10 years in an organisation, now Millennials switch the job within two years, they want to earn quick bucks in a short span of time hence we have to give them a sense of purpose of work, more challenging duties and on-the-job growth this underscores the importance of breaking with tradition and implementing innovative HR policies to keep them engaged. Higher pay is not the solution to keep attrition under control; the solution that we have started providing is an engaging and exciting culture, innovative benefits and career growth opportunities.

In Verinite the HR’s job is no more Induction and Attendance input, as the Millennials give sleepless nights and make’s the HR department think and make’s it come up with creativity, innovation and constantly the demand and want for something different.

The HR department has to be constantly on its toes to make everything fun at the same time challenging, innovative, creative and make it better than the last time. Employee engagement is no more just “birthday celebrations” in Verinite but it is about team building, extracting learning from each activity, each one takes responsibility and ownership towards the activity and team members.

The Millennials do not prefer taking instructions but they are full of energy and like be part of the activates and want to do it differently. Since they do not like being instructed they come up with their own ideas and like to take responsibility of their own actions which results in ownership mentality thus helping organisation.

The Millennials have little patience and want to see the results quickly as if there is a magic wand in the hand, that’s when the HR team has to step into make them understand and give them a larger picture along with the logical reasoning. They have a question to everything that they are asked to do and the answers have to satisfy them. This nature of the Millennials make’s the work faster as they want to see quick results which help’s the organisation; they come up with new and creative things in the technical world. It is like having a ball of fire and energy and everyone is pushed beyond their limits and that when we all know that our limit is more then what even we can see and feel, it’s like “infinity and beyond”, Verinite team is a coruscating team

The thought process of the Millennials is amazing where they want to grow but along with the organisation, where they want to see themselves at the peak, with each one thinking there is a great competition but a healthy one which makes work fun.

With the Millennials around there is a lot to learn, be updated, innovative and logical and do everything differently keeping the HR department extremely busy and energetic as well. The Millennials have made the HR team to think beyond “Human Resource”, in Verinite we treat our employees as assets & not just resources, in Verinite we go beyond and touch everyone’s life. The Millennials have made the HR team the parents, when required we play that role by taking care of all the needs of the employees and sometimes pushing them beyond their limits, encouraging them to get the best out of them. The Millennials have bought a shift in the HR style of working in Verinite that makes our Human Resource’s team very different and divergent.

The Millennials have not just made the HR department amazing but also contributed in making Verinite an organisation where people would want to work be recognised. Perform, get rewarded, enjoy the freedom that comes along with Verinite culture & its inherent value system.

 

HOW ANJALI LEADS FROM THE TOP!

When we sought a leader to manage couple of customer accounts with renewed vigor, we hadn’t expected someone who identifies herself with ‘Aishwarya Rai’ to be so firmly at the helm in just a month’s time. Verinite was going through a certain transition at that time, and we knew that we had to find a leader with strong fundamentals and ethics to conceptualize and drive the change. Anjali has been the answer!

Some excerpts from our conversation with Anjali Yadav.

  • Before Verinite –

After graduating from Pune University, I worked with Syntel and Applabs as Test Engineer. My 7 years of association with these organizations was mainly into manual and automation testing and test environment support in Healthcare, BFSI domains. The last year of my association with Syntel was managing the testing of 2 applications developed in-house in order to manage multiple projects & support testing for a BFSI client.

  • Joining a small start-up “Verinite” –

After a maternity break of 10 months, I started applying for job and managed to receive an offer from Verinite. After working for 2 established organizations for 7 years, I was little hesitant about joining Verinite as it was just a 2 years old start-up. After doing some research, I finally decided to join Verinite.

  • The initial months –

The initial few days were shocks and surprises for me like the space constraints for sitting, all the work being managed with open source softwares, manual approval process from senior management, facilities like canteen and place for recreational activities were not available. However, the coolest part was the open culture and transparency between the senior management and the other associates which made the life much easier. The atmosphere was very friendly rather than a typical senior-junior relationship.

  • Evolving the story since then till now –

I realized that I had to discard all my notions of omnipresent processes and resources provided to employees for making their job easy. I started getting used to work with the constraints. However, the things which were making me excited was to work out a strategy and to do the things in my own way to accomplish the task. The work environment was simultaneously relaxed and stressful.

During my 7 years of association with previous organizations, I knew the directors only by their names and the broadcast emails they used to send. My roles and responsibilities were limited to handling a very small unit of the project. But, here I have my lunch with director and can discuss my issues directly with him. I am managing two accounts for QA. I have much more authority and visibility into business decisions.

  • The Results –

After working at Verinite for last 10 months, I realized that I am able to wear many hats. I learned to push myself harder than I ever did and take on tasks totally outside my comfort zone. I got best exposure to my skills unlike the previous organizations I worked for. In addition to that, management offered me work from home facility which helped me to achieve work-life balance

  • Where do we go from here? –

After having an exciting journey of 10 months with Verinite and having a wealth of experience, I am honored to be part of this esteemed group. I would love to be with Verinite as it is bringing best out of me and be associated with this family as long as it does continuing so! Now, when I look back, I never regret my decision of joining Verinite – Instead, I take pride while sharing some anecdotes of joining this start-up organization. I feel lucky enough to see Verinite transforming and flourishing like never before, testimony to which is our new state-of-the art office space at one of the booming locality in Pune, our amplifying global outreach and clientele/partner tally and importantly our people – my colleagues with enormous sense of professionalism and unrivalled skill sets which everyday adds energetic vibes around you !! I look forward to see Verinite transforming from a small start-up into a bigger established organization in near future!