It is well known that today’s job market is candidate driven. Finding and attracting high skilled talent has never been more difficult. Traditional recruitment methods are all good, but there is also this digital revolution going on, which must be adopted by the companies globally to make their recruitment process much more effective. We have examples where the companies are using these innovative techniques effectively.Continue reading “Innovative Recruitment Techniques adopted by The Most Innovative Companies”
Initially we weren’t happy being forced to work from home for months. But, now that it has become the new normal, most of us would hate to give up our ability to control location or working hours. There are advantages and disadvantages. First let’s take a look at the advantages.
Covid-19 pandemic has pushed many companies beyond the tipping point to adopt remote working as the new normal. Remote working is quite easy and natural for the knowledge workers – especially those working in the field of software development. This article focuses on how remote working has impacted hiring software engineers and the demands that it puts on the hiring tool being used by the companies.
Companies that rely on data expect a better financial performance. A Harvard Business Review study, “The Evolution of Decision Making: How Leading Organizations Are Adopting a Data-Driven Culture,” reveals.
“Yes the storm will pass, humankind will survive, most of us will still be alive – but we will inhabit a different world. ” – Yuval Noah Harari
“Coronavirus will change the world permanently.” – The Politico Magazine
After reading these articles I had my own thoughts – these are random as thoughts often are!
Many experts including Bill Gates have been warning us.
This is probably the most exciting time to work in Tech. Technology industry generates the most number of jobs globally. You will find a lot of studies and surveys on the internet, which suggests that jobs in computer and IT space will grow with each passing year. Despite that, companies around the world struggle to attract top tech talent to drive their business forward.
It is commonly believed that AI will empower the employees who are willing to learn – others will find it hard to keep their jobs. But there’s an even bigger opportunity for the subject matter experts. They will not only learn the changes being brought about by AI , but permanently enrich their jobs by becoming the trainers and administrators of the AI apps.
In this part, we will propose a solution to the problems perceived by the hiring managers as concluded in part 1 of this article. Ideally, there’s no need to have such an elaborate solution if the hiring manager did everything from writing the job description, determining and communicating the selection criteria to conducting the interviews. Practically as we have learned, only 50% of the hiring managers write the job descriptions. Only 64% of them are engaged in determining and communicating the selection criteria and most of the interviews are conducted by interviewers who are not the hiring managers. Hence the need to have a solution that facilitates collaboration and communication.
In a recent survey conducted by the author, the majority of the interviewers said that the hiring process was wasting a lot of their time. More than 20% felt the need to complain as they could use that time for more important project-related work. About 50% didn’t complain, although they felt that their time was being wasted.
If you’re busy doing your job, a long time might have passed since you’ve checked to see whether you’re fairly paid or not. Salary sites are helpful to getting a general sense for salaries. But there are so many nuances with geography, job title, functional area and more that get lost in aggregate data. You really need data specific to your job at your level in your town. One of the best ways to get the salary data is to talk to people, but how can you get people to freely talk about salary?