Recruiting is an art, the more you do the more you learn to make it perfect. Recently there was a webinar 🔊on Hiring and there were questions asked by recruiters … Continue reading Top 7 Questions From #Recruiters
The latest recruiting data shows what passive job candidates really think of your recruiting emails, and how to get them to respond.
Language Impacts Good response Rate.
What makes good writing? The answer, as you might expect, is: “It depends.” Even just within the talent
acquisition field, there are wide variations in what language is most effective for different locations and
different job types—and the patterns that work are always changing over time.
Download the free ebook by Textio to have a detailed guide on how to make impact in writing Sourcing Emails.
It gives a guide on What Works and What Do NOT.
Sourcing is evolving with technology and is positioning itself as a more strategic role in the entire Hiring Cycle.
Pin-code Sourcing is a the strategic hiring approach which focuses on sourcing candidates from a specific Pin-code area
In recent times Workplaces is shifting its base to suburban area and candidate too prefer to stay nearby to avoid travel and save time.
Pin-code Sourcing in getting acceptance from sourcer’s and recruiters as it help them to strategies their souring approach in getting the right talent from near by area only.
Usually a Pin-code covers a area of 3 to 9 km’s and travelling such distance is feasible for candidates.
How does Pin-code Sourcing helps
1. Focuses on candidates from same pincode area
2. Reduces travelling time for employees
3. Can help in Improving diversity hiring.
4. Less operational cost and increases productivity. and many more.
Pin-code Sourcing is usually successful if
1. Infrastructure for such specific area / Pin-code is developed with good connectivity, Residential area & Public amenities.
2. If candidate mention pin-code on his/ her residential address in CV. Usually sourcer’s search on Portals with Pin-code or Area name.
How to Search
Usually Sourcer’s use keywords such as Skills + Pin-code OR Area name which searching CV’s on Job Portals. The search will be restricted to candidates who mentioned either Pin-code or area name on CV.
I am sure many sourcer’s have used such approach and it might have worked
The above approach can be helpful for all firms.
Try it..and Share your feedback/ Learning.
Wishing all a Happy and Prosperous Ganesh Chaturthi.
May Lord ganesha brings great wisdom to all.
Acqui-sourcing meaning (acquisition + sourcing) translates to sourcing for acquisition; is a newly coined term, word or phrase, that is in the process of entering common use.
Acquisourcing is a solution for companies that are interested in acqui-hiring ( Refer Wiki Link). There is a school of thought that as demand increases for talent (especially technical talent) it becomes harder and harder to recruit (acquire) that talent.
Some companies are turning to a technique called [acquihiring] wherein they acquire whole workforces by purchasing a company just to acquire that company’s workforce. Many times product lines and market verticals are discarded in this process – the (only) objective being to acquire a talented workforce. acqui-hiring (acquisition + hiring) translates to hiring by acquisition.
Acquisourcing is the function of searching out (sourcing) those companies to be purchased (specifically for their workforces) by identifying and speaking with their owners about their willingness to be acquired by another company. It is new terminology in the recruiting, market development, competitive intelligence and mergers & acquisitions (M&A) space.
One feature that is driving acquihiring and the need for acquisourcing is the desire to acquire whole teams inside companies because there is recognition emerging that development efforts are many times enhanced by a team that already works well together.
Acquisourcing is a process that identifies a potential acquisition candidate followed by a live approach to the owner(s) with an inquiry as to their interest in being acquired by (or partnering with) another company.
Source : Wiki
Host country effect is the change that a company has to adopt in terms of hr practices, legal bindings, business policies etc when it sets up its business in another country or the host country.
Host country is the country where a multinational company establishes its subsidiaries to grow its business.
Every country has its own culture and legal bindings which shapes the business operations in that country.
A company formulates its strategy based on the origin country. If a company expands its business in other countries, it has basically 3 strategic choices to adopt: Ethnocentric, Polycentric and Geocentric.
Human resource management system is largely influenced by the host country culture, practices and legal bindings.
The 3 strategic choices are explained below in terms of human resource management:
Ethnocentric: Here the company does not changes its workforce as well as keep its practices and culture same as parent country. Here the employees are of the parent country origin and are called as expatriates in the host country. In this strategic approach, it becomes easy for the company to maintain integration of operations to the headquarters in the parent country.
Polycentric: In this strategic choice, the company in host country hires employees of the same country. It saves them cost that they spend on expatriates. This approach helps better to understand the culture of host country. There could be some officers in the top management in host country which could be expatriates but majorly the workforce is of host country.
Geocentric: This strategic choice is used by multinational companies when they do not care about the origin country of the employees while hiring them. The employees are hired based upon their skills, talent and suitability to the role.
Maintaining the integration among the businesses may be difficult but it leads to high productivity and creating a global culture.
- Some of the countries adopt hybrid structure and human resource practices. The host country generally have different legal influence and culture effecting the MNCs. For management of human resources of the host country, MNCs have to infuse the local practices
Golden handcuffs, a phrase first recorded in 1976, refers to financial allurements and benefits that have the objective to encourage highly compensated employees to remain within a company or organization instead of moving from company to company (or organization to organization)
Golden Handcuff is financial incentive & other benefits offered to key employee as measure to retain them in the organization.
Golden Handcuff is a method of motivating the employee into staying in the job because of his/her expertise for the company.
Golden handcuff cab be offered in various ways
– Different contractual arrangements
Employer sign contract with individual employee which will give him certain special benefits. These contracts are tailored made for each employee.
-Employee Stock Option
These are long term stock option given to high performing employee which are exercised after certain predetermined period of employee service.
Golden Handcuff as the name suggest are similar to parrot in golden cage. Though financial benefits are lucrative, these are mostly deferred payments. These can be encashed if employee stays with the organization for sufficiently long period of time. In this way employer ensures employee stays with carrot of long term gain.
Penalty for early exist by employees
In case employee leave company after agreeing to contract of golden handcuff, there is penalty clause in these contracts. Penalty clause could be end of employment or leaving stock options offered.
Golden Handcuff on one hand offer big financial benefits such as stock options and on other side bind employee by non-compete clause ,non-disclosure agreement.
Also financial gains offered are available after sufficiently long period. Golden handcuff in this way offers no immediate lucrative financial gain but if employee retains for long period and performs well, he can gain from golden handcuff.
Functional Flexibility is a concept in companies where employees can work in different functions or can be deployed purposely to various functions with different roles and responsibilities. This can be accomplished by making the employees multi-skilled so that they can perform various types of tasks whenever required.
There are no fixed or same set of tasks which employees have to perform regularly.
Their tasks or functional areas can change depending upon requirement and conditions, for example, if a project has short deadline. This approach is cost saving to the companies because employees are multi-skilled, so they can be used whenever more workforce is required in a particular functional area.
Why companies are moving towards functional flexibility:
Demography: Due to increase in life expectancy rate and age limit for retirement, employees work for longer time in the companies. If they are doing same kind of job, it can lead to functional redundancy. For efficient use of man power, they can be deployed to various functions.
Technology: Due to changes in technology, the manual efforts which were required in jobs had reduced. Now the work is done faster with more creativity. To stay competitive, companies try to as flexible as they can and have more creative work force. This makes the functional flexibility important in the companies.
Economy: If a person can do more than one type of work, it is more economic for a company as that person can be deployed in any of the jobs whenever required. Functional flexibility saves cost to the company and gives long term benefits.
Example of functional flexibility:
Suppose a person named as John is working in function X (per se, Recruitment/Performance management/ Employee engagement etc.) and he knows the work of function Y also. A project has recently come up for function Y and man power is less over there. In function X, man power is abundant. Then instead of hiring anyone new for function Y, John will be deployed to work in function Y till the completion of work.