AI spells better times ahead for the subject matter experts

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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.

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IT Hiring as Seen by Interviewers/Hiring Managers: Part 2

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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.

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IT Hiring as Seen by Interviewers and Hiring Managers: Part 1

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.

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How to Get Salary Data You Can Really Use

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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?

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There’s an Elephant in the Room – Let’s Build a Pragmatic, Objective & Transparent Compensation Policy! PART 2/2

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As stated in part 1, this is an experience report from the author’s company where a more pragmatic, objective and transparent model is being used to determine compensation. For most skills having a sufficient number of jobs and job-seekers, a market mechanism becomes operational. Ruling market rates are the most impartial and objective way to determine compensation.

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There’s an Elephant in the Room – We can’t Ignore Employee Compensation! PART 1/2

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It’s more than obvious to all of us that compensation plays a major part in employees’ level of motivation. Well paid employees will try to do even better as they see their efforts getting rewarded. Employees treat customers, vendors, investors the way they are treated by the company. Well paid employees go out of their way to please the partners in your company’s progress. Poorly paid employees tend to be insensitive to the problems faced by customers, vendors, investors and even other employees.

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Does Winner Take All in the Tech Resume Sourcing Game?

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“ I don’t really search for a job. All I do is to update my profile on Naukri and I wait for the calls – and believe me, I get more calls than I need” – A Developer with 4 years experience.

There are several job boards or web-sites where companies can post the open positions. But candidates – particularly the good ones don’t really “search” – they passively wait to be found by a recruiter. So it can be safely concluded that a developer or a tester with less than 10 years experience would default to this model. I thought that “Naukri” is where most recruiters would go to search for prospective candidates.

To learn the recruiters’ story ; I conducted a survey. Here are some insights based on the responses received from 36 IT recruiters.

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Sourcing & Recruiting Passive Candidates

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What is a passive candidate?

Generally recruiters and those working in the recruitment industry knows who a passive candidate is. For those who still have doubts, let me explain it in very simple words.

Passive candidates are those who are not actively looking for a change in their jobs. They are probably happily employed and have the history of career stability.

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IT Recruitment – Are Companies Walking Their Talk?

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Social hiring, employer branding, using AI, online assessment tools, creative hiring, proactively building hiring pipeline based on forecast, X-ray search … the list of hot topics being discussed by HR and Talent Acquisition professionals is very long. But are we just discussing these in seminars and conferences? How many of us are trying new ways of hiring? Or are we more comfortable with status-quo?

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My Experience of Rezoomex Techathon 2019

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A year ago when I started searching for a job, the most common answer I came across being a candidate was “We will get back to you shortly”. Why is it that the candidates don’t receive proper feedback on their selection or rejection? In the hiring industry, candidate experience and the recruiting performance go hand in hand, making it one of the most significant topics today. The major question that arises here is don’t the candidates deserve a proper feedback?

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