HR challenges can be genuine prevention to your business’ development. It’s simple to miss key revenue-generating opportunities when you’re expended together with your HR to-dos. Perhaps that’s why in a PEO course of action, businesses have been appeared to (National Association of Professional Employer Organizations). Grow 7 to 9 percent faster Have 10 to 14 percent lower turnover Be 50 percent less likely to desist operations When you connect strengths with a PEO, they can provide you the framework, assets, and time so you’ll be able to center on developing your trade.

PEO is the truncation for proficient boss organization. A PEO may be a company simply can outsource your business’s finance and HR errands to. PEOs can run finance, pay charges, keep up workers’ stipend protections, and give benefits. Your workers are recorded beneath the PEO for charge purposes, making the PEO a co-employer. The PEO will charge you a rate of your employees’ compensations. The cost ranges from 2% to 11% of what you pay representatives. For case, in case you’ve got five workers who gain $30,000 each per year and your PEO charges 2%, you’ll pay the PEO $3,000 per year for its services. A PEO ordinarily requires you to sign a long-term contract for their administrations, such as a one-year contract.

Why do companies use PEO? :

Work law is complex and always changing. Not keeping up with the most recent HR directions and rules that your business falls beneath can be hindering both monetarily and personally. A PEO evacuates the steady and expanding burden of HR-related capacities that are required to effectively grow into worldwide advertising.

The burdens a PEO can diminish from HR incorporate the following: Benefits administration. Recruiting and hiring. Payroll administration. Unemployment administration. Workers’ emolument administration. Compliance assistance. Drug testing programs. Family and Restorative Take off Act organization.

Decrease risk Through a co-employment relationship with a PEO – your company can successfully and productively moderate a considerable parcel of the hazard and obligation related to having workers, counting dangers related to things like Correctly announcing, collecting, and storing charges with the state and government authorities requirements EEO detailing and claim resolution Management of certain employee-related claims and arrangement of Employment Practice Liability Insurance (EPLI) Most PEOs utilize pros who are dependable for observing numerous employer-related state and government laws. Equipped with this information, the master remains side by side of always moving laws, directions and announcing necessities that affect the administrations the PEO gives to your business. To assist you to decrease dangers, PEOs regularly provide.

Workers’ compensation Joining a company gives you workers’ recompense protections scope. The service moreover oversees and settles harmed representative claims within the occasion of on-site harm. To avoid wounds sometimes recently they indeed happen, PEOs frequently offer misfortune anticipation pros who can survey your security hones and plan return-to-work programs. Payroll processing Paying your employees Payroll record keeping and compliance Online paystubs and W-2s Payroll administration reports Garnishment and conclusion administration PTO accruals HR administration Supporting your inside HR group, a PEO makes a difference you oversee your liabilities as a manager, giving: Employee handbooks New contract onboarding Termination assistance Leave of nonappearance ask management Employee relations support Drug testing services Liability administration training Employment confirmation.

Why Vipany Global Is The Best Choice For PEO/EOR?

Without a doubt, India is one of the greatest markets for any universal company, an enormous geological zone with endless potential. The nation is an advancing world trade country with multiple societies over its length and breadth. Vipany Global knows the Indian best and gets it how to coordinate it with the necessity of universal trade substances. Be its laws, culture, or socio-economic concerns; we convey the most excellent choice for Secure, Secured, and Fruitful business operations. 

Solutions We Offer:

1. HR compliance
2. Tax Efficiency
3. Steady recruitment process
4. Employer branding
5. Reduced administrative works
6. Lesser cost
7. Payroll management
8. Lawsuit protection

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What is Gamification in HR all about?

Gamification in HR constitutes the following attributes: Game algorithm, structure and feasibility to keep their employees actively engaged within their organization. Gamification isn’t all about just a game, there can be tests, assignments, puzzle-solving and many more that are exercised creatively using digital mediums.

The need of Gamification in Recruitment

Due to the COVID pandemic, gamification in recruitment is becoming popular day by day. This has been a popular way to engage with employees by building trust and loyalty. While in this digitally congested world, it’s hard to find the right medium to engage with employees virtually. Gamification has taken an active role in developing programs which have the abilities to keep the employees highly motivated and help them in achieving their goals.

In order to find the right employee the recruiters tend to know more of a candidate at both professional and intellectual level. Apart from academic achievements and technical skills, it is crucial to understand behavioral abilities and decision making of a candidate before proceeding with onboarding them. The testing for such skills and abilities becomes more convenient when Gamification is integrated into the conventional hiring process. It provides clarity on the candidate’s intelligence, aptitude, creativity etc. Not just the selection process, but it is also favorable to motivate and engage the existing employees to improve productivity.

Gamification in Companies

There are various companies that are adopting this process, and gamification in recruitment is not new. There are several pieces of research that show that gamification has scaled businesses on a large scale. It has helped to solve difficult issues in the recruitment process and improvise employees’ abilities. One such research report from Gallup tells us that there are just 1 in 10 employees who are actively engaged with their job, and the rest of them are disengaged. It has also helped companies to align their business objectives with recruitment by hiring deserving candidates.

Applications of Gamification in the Recruitment process:

1. For Selection of Candidates

Gamification helped many recruitment companies to find the right employees for their organization with an innovative, attractive, and more interactive approach. There are several apps being developed based on the nature of the job that company desires, according to that the game is deployed in order to filter out the candidates. With the company’s vision and culture aligned, the game is designed in order to engage with their prospective employees. There are even several ways which a company can engage with by using gamification, like the utilization of complex puzzles to find out the candidates who can think out of the box. In recruitment it has proved to be engaging, result-oriented, and productive for companies.

2. For Employee Training

Gamification helps to eliminate redundant and repetitive tasks in employee training. It can even help to develop a methodical structure for employee onboarding and training purposes. This can be utilised for every employee who is onboarded to the company in future. With this process being implemented, a company can save time and money invested in this process. Another creative technique that is utilised for employee training would be an online simulation. The real-time simulator can prove to be a great collaboration tool with their intuitive measures being adopted to make the candidate participate in the team and excel their objectives.

3. For Employee Engagement

There are several gamification tools which are used by companies to engage with their employees. These tools help to assess workplace conditions and meet the expectations of their employees. It has helped companies in solving complex problems creatively using gamification. This also helps in contributing to the health and wellness of an employee. Gamification for Employee engagement doesn’t only limit to engaging employees, it also helps companies to retain them. The methods that are utilized to retain their employees would be through GAP analysis and meet their expectations accordingly for an efficient employee management using gamification.

Summing it up

This latest tech trend is growing significantly year on year. Researchers state that implementing innovative techniques in the recruitment process has proven to be a promising area for organizations as well as staffing agencies to actively engage with their employees and achieve higher ROI. As gamification is highly interactive, it helps HRs to reward deserving employees without any prejudice.

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More and more organizations are adopting alternative ways of working. This has led to nearly 66% of them suspending their hiring schedules. This has led to a rethink of the recruitment strategies by the organizations in the post Covid scenario. 

Future of recruitment:

• AI leads the way. 

Integration of AI in recruitment along with more traditional processes will bring more power, strength and freedom to the recruitment companies. AI can help in HR in several ways. 

1. HR bots can be utilized for recruitment assistance. 
2. HR automation tools help to speed up the recruitment process and bring in more consistency and accuracy in picking the right candidate for the organization. 
3. HR automation helps in increasing productivity and saves time and money. 

• Re-imagined Talent Acquisition strategy. 

1. Organizations will be required to shift to the new normal and reform their workplace strategies alongside evolving workplace dynamics. 
2. Flexible workforce: A blended, lean and flexible workforce is the need of the future. Recruiters need to focus on a mix of permanent as well as gig and contractual workers.  Therefore hiring strategies need to evolve to access the right talent pools and the different assessment procedures required. 
3. Fluid workforce: Organizations will require a liquid workforce which is skilled in adapting across horizontal and complementary skills and talents. Post Covid scenario is such that employees need to be highly adaptable to working in different areas of expertise with minimal impact on productivity. 

• Ramping up the IT infrastructure. 

During the acute economic crisis, post Covid, those companies which did not have adequate IT infrastructure were caught off guard. Those companies which already had the necessary IT infrastructure already in place could face the challenge successfully. 

The inference is obvious and that is the need to establish a digitally and virtually enabled recruitment process across all areas to usher in an era of smart hiring. 

• Digitalization of sourcing, screening, interviews and onboarding. 

1. Post Covid businesses need to upgrade their assessment tools to make them online for swift results. 
2. Adoption of Teleconferencing technologies and enabling of virtual interactions is a must if businesses need to surge ahead on the curve. 
3. Virtual onboarding and engagement strategies riding on digitalization will replace the current recruitment methods. 

To sum up:

Agility will be the new world order.  Post Covid organizations that survive this onslaught will benefit from revitalized and energetically renewed HR services. An agile and nimble recruitment model will emerge due to the transforming employee life cycle and this will pave the way for the organization’s success in the future. 

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Not just the candidates, but it’s a mystery for the employer too as to what criteria they observe in those 7 seconds to screen out the top resumes. Some suggest it’s the educational qualification, while some believe it is the experience. Well, it can vary from recruiter to recruiter but with few attributes in common.

To answer one of the biggest queries of the initial stage of the hiring process i.e. candidate sourcing, we asked the same question to our talent acquisition specialists and here is what they seek for in any profile –

Relevant Technical Skills is a Must

For approx 90% of recruiters, relevant skills are the first thing to look at while sourcing for any requirement. The technical skills mentioned in any profile is a must to observe carefully. Also,  the roles and responsibilities are one of the major things to be considered before forwarding the profile and helps to know better about the candidate’s suitability with the client’s requirement.

Educational Qualification & Academics Scores Matter 

Most of the recruiters first check the educational qualification in any resume to find out whether they will be suitable or not. Veena with her personal experience told that the academics score matters as the client will be conducting aptitude test, hence she analyses their abilities whether the candidate has better grades in his/her academic career to clear the aptitude test organized by the client.

Stability

It can also be termed as the average tenure the candidate’s experience throughout their employment career. Stability was one of the highest weighted criteria that most of the recruiters go with. So if a candidate has switched multiple jobs in a year contributes to the stability factor. The candidate’s nature of changing jobs frequently can be a problem for both the employer and the recruiter. 

Domain Expertise

For instance, while hiring for any product based companies, recruiters look for candidates who have similar experience in the past and vice versa with service-based companies. In simple words, the candidate’s experience with a common domain gives has upper-hand to be chosen by the recruiter along with their total work experience.

Authenticity of Candidate

It is also necessary to go through the company’s profile which has been mentioned in the resume as it is observed that sometimes a candidate falsify about the company’s business in order to get a job. For instance, candidates change the domain of the company to match the relevancy. 

Compensation & Remuneration

No, we are not talking about current and expected CTC. According to Swathi’s personal experience, if a candidate is earning more than the average industry norms with experience tenure in comparison to other candidates then there can be some exceptional criteria behind candidate’s performance from others.

Not Just Total Experience But Relevant Experience

When recruiters find a candidate having 10 years of experience but not even 1 year of relevant experience that the client requires. No recruiter would like to shortlist the application. When they find a candidate with 3 years of relevant experience in technical skills that they were seeking, then the talent experts will proceed to shortlist them.

Projects & Summary

For a couple of recruiters, the previous and recent projects also make an impact on how they see the candidate. Arun from his experience believes that the real-time hands-on working experience on projects makes the candidate more suitable to fulfill the client’s requirements. Also, the job summary gives an insight into the candidate’s past work routine which is a deciding factor in order to shortlist them.

Candidates need to understand the employer’s point of view before applying for a job. This is what our talent acquisition specialists had to share. You can benefit from their views and techniques for candidate sourcing and ensure that your resume is created to fit the job requirement. By keeping all these points in mind, our team helps to hire the perfect candidate as per the requirements of our clients. We have made this a practice to build the best workforce in the industry.

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Candidate sourcing is termed to be the process of identifying and finding the potential talent who are not the active applicants to any job at your company. It is one of the most prominent ways of hiring which also adds around 30% of the total hiring process which can be for both current and future openings at your organization.

In this era, when the market is so competitive about quality hiring, you should be well prepared with contemporary strategies for recruitment of future employment and fulfilling the manpower needs by taking the help from the best candidate sourcing service.

Since the sourced candidates are not always the active applicants, it’s up to you to ascertain how well you can describe the job and your company to the candidates convincing them to join you. Sourcing of candidates helps you in recruiting by creating a pipeline of possible future employees.

Here are 5 elements that you should keep in mind if you are into candidate sourcing –

1. The skill set of the candidate

When you reach out to a candidate to source him or her for your company, the first thing that needs to be clear is that what exactly you are looking for in them. The core skills need to be documented according to the job role, and then the search should start. When you finally reach out to a candidate observe keenly if they are able to understand the roles and responsibilities.

2. Budget

When you have the requirement for hiring new candidates to your company, you need to plan and track all expenses which are involved in the recruitment process. From hospitality to advertising, this is an important step to finalize before the process starts. Every organization has its own financial terms that need to be sorted before you decide to source or hire a candidate. An ideal way would be using the latest technology to keep the budget simple and conduct the hiring process in a productive way.

3. Transparency and Response Time

While talking to the candidate make sure that your perspective is taken in the same way from the candidate. It’s your duty to give them a job description from which they can easily understand. There shouldn’t be any delay in communication with the candidates. No response from you for a longer time makes the candidate skeptical about your organization which is clearly bad for your company’s reputation.

4. Existing Employee’s Referrals

Involving your current workforce to create a future team is always a good idea. Your employees know about the business very well and they understand what qualities a candidate should have to join the organization. They can refer candidates who will match with your needs, it will also reduce the time taken in the complete hiring process.

5. Branding

Ignoring your company’s branding can affect the quality and standard of your employees. When your company’s reputation is favorable then it becomes easy for you to convince candidates to join you. Keep track of how your company’s performance on Glassdoor, Crunchbase, Epinions, etc and take an active role in engaging with them.

Here is a piece of bonus information for you –

Social Sourcing

Social sourcing is when you go through a social media platform like LinkedIn, Facebook and Twitter to get the desired employee. The platforms contain information about both active and passive candidates. And hence it becomes more convenient to find the candidate with essential skills. From social sourcing tool, you can create a database of such candidates with their contact and work details so that you can reach out to them whenever it’s needed.

Candidate sourcing may look effortless but in reality, it involves an intense process that requires a talent acquisition specialist with substantial expertise. Going wrong with sourcing can lead to instability or unethical or counterproductive staff, which is definitely a nightmare for any organization. To prevent yourself from this act, opt for candidate sourcing services that are skilled in the fields of providing the best fit employees to your organization.  

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Critical hiring basically terms as the recruitment of top-level executives at your organization. These individuals are going to be the pride and backbone of your company’s success. To achieve a business goal, you need people who are dedicated to your company, hence it is a job that demands keen observation, expertise, and bullseye approach to hire such candidates who will be associated with your company for a long time to ensure growth.

Quality triumphs over quantity, the hiring manager shouldn’t be in a rush when it comes to CXO level recruitment. A small ignorance can lead to huge damage to the company. You need to research well and understand the business requirements to get the best talent for your company.

Here is a step by step guide to help you with professional critical hiring –

Data Mapping

Scouting for an executive search is not easy, you need research extensively as they are not going to be the active applicants. You need to find a way towards them and for that, you need a core and incredible research team equipped with technology which is trending. Head-hunting will provide you with the best results only when it is done strategically and by keeping accuracy as the goal. At Vipany Global, our team ensures this by doing a proper competitor’s research and understand the need of your domain to get you the potential candidate through talent mapping.

Shortlisting

Unlike other designations for candidates, there are very few for executive search positions. So once you get the data about candidates, don’t lose yourself in a pool of talent. Instead, select the ones who are meeting your first and second level of qualification criteria. It will provide you with shortlisted candidates who are eligible according to the job requirement and can be the perfect fit and shift your focus to them only.

Passive Candidate Conversions

Now it’s not only the candidate’s test but also yours as to how well you can explain your need to them and how your company’s policies will benefit them both personally and professionally. Become their advisor and talk about the better opportunities they’ll be getting if they join you.

Screening and Interview

After the telephonic interview is done, you are left with a narrow target to evaluate in person. Let the first round be a short screening with someone from the HR team, let them crosscheck the provided details and proceed further if they find the candidate suitable for the organization. After this move to technical rounds and let the interview panel decide if the candidate is able to handle the position or not.

Facts to keep in mind –

• Before you contact the candidate, you need to have a strong brand and reputation so that it becomes easy to leave an impression on them.
• Make a scoring plan and then rate all the candidates to shortlist the top talents.
• To convert the passive candidate into a potential employee, work on your communication skills and present your organization in such a way that he can’t say no for the opportunity.
• When you are having face to face interaction with the candidate, observe if they are curious and taking interest in your business? If the candidate is not paying attention to what you are saying and they don’t have any questions to ask, then probably you are wasting your time on that particular employee.
• Since you will be hiring someone who is not only going to manage a team under him but also going to hold things together for the betterment of the company, they need to be a team player with inspirational interpersonal skills to motivate other employees to work hard and happily for the organization.
• While having a personal interview, you need to evaluate whether they are enthusiastic about the work and not. Remember that the top level of authority needs to be great with people and relationships along with his technical qualifications.
• As the candidate will be responsible for both the success and failure of the company, he should be a person who shares the credit among the team and is ready to accept his mistakes.

When you opt for critical hiring solutions, our research team works with the recruiters and together they perform the required talent intelligence methods to come out with the right input which further helps you to build the highly professional and potential workforce.

 

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As per the recent study, Businesses are investing more to deliver an exceptional customer experience. CXO professionals don’t only limit to satisfy the needs of customers, they even reflect employees work culture and branding of the respective business. Be it an MNC or a startup, nobody wants to go wrong with the recruitment of their core leadership team. Any deviation in the professional skills or any violation in the behavior of a CXO level person can do damage to the company that may take years to rebuild the reputation in the industry.

The higher the position, the tougher the decision making is. CXO hiring is a vigorous job and involves a complex process of recruitment, which is totally an expert’s job. Because you need an expert person who understands your business and is able to extract the best from the team.

Here are some of the challenges faced in CXO level hiring with their possible solutions –

Failure Rate

You will be surprised to know that the failure rate in CXO hiring is approx 40%. Which means you may have to hire a candidate for the same post every 12-18 months. This will not only affect the running projects but also the future contracts as a high number of companies go through your team profile and frequent change in high-level authority will impact an atrocious impression.

Finding and Convincing an Experienced Person

A post that requires so much of sincerity and responsibility definitely needs an experienced person. But the challenge lies in finding such a candidate. Forget about the candidate’s talent, first, you need to find and reach out to the correct expert in the right way. For that, you need to have that potential in yourself that you can convince the right resource to join your organization at the CXO level. Because when a person is working in the corporate industry for a long time it’s not easy to get him to where you want.

Interpersonal Skills

It’s not only the professional accomplishments that matter but also the person’s emotional intelligence. He/She needs to be a quick decision maker along with the understanding of how to make the team give their best in work. To judge all these qualities the recruiter must have a keen observation while looking at the past records. Apart from this many organizations rely upon the psychometric test to validate the candidate’s mental abilities and intuition to ensure if the individual is suitable for the role and is going to be the right hire.

Proactive Approach

Most of the organizations lack when it comes to a constant search for any hiring. Seeking the right one out needs your active search in both inside and outside your company. Different criteria are needed to find the promising candidate for Manager or CXO post. And you need to design it carefully in a way where you can evaluate the candidate from all aspects which are required for your business’ growth.

Authenticity and Vision

While hiring any CXO level personnel what you need to remember is this hiring is not just for now, but it’s going to give your company a long term result. The authenticity of the candidate should match the vision for your business. How to check that? Well, a candidate can win you over with just the right answer but only an expert recruiting executive will find out the truth beneath the answers.

The right candidate is found with the proper talent mapping and benchmarking which can be done by a professional executive firm. Hire a recruitment consulting firm that understands your business and follow a customized strategy for the perfect selection.

Want to know more about how the right recruitment is done? Sign up for our blogs and get all the recruitment solutions with the latest industry updates.

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To be successful in a changing market environment, when half of the year has passed and we have seen many ups and downs in the recruitment industry. Some of the trends made their way from 2018 to 2019 whereas some were newly introduced. Here is a list of such trends to help you in case you are still lacking to go with the tech flow –

Artificial Intelligence

Now when AI is ruling almost the whole corporate industry, the recruitment sector is no exception. This is one of those trends which continued from 2018. The difference is that now a large number of companies are depending in front end AI.

“Employers are using AI to filter and prescreen candidates and to reduce recruiters’ workload—not to find the ideal candidate” – Susan Ferebee, professor at the information technology program at Purdue University Global.

Some of the elite organizations are using AI to conduct interviews and test the candidate’s behavior if its truthful or not.

Data

Data-driven metrics and strategies such as ATS and recruitment tools are ruling 2019 in which organizations are using data as the base for talent mapping and sourcing. Not just initial stages but also throughout the process, data is being used as a powerful mechanism in which a company can depend on to get better accurate results when it comes to doing the right hire. It also lets one analyze if at what point the plan is working well and where it is not.

Referrals

This trend actually is not new but always effective and saves the employer a lot of time, energy and money. It is observed that when referral programs are used to fill any openings it takes the shortest time in onboarding with a lesser amount of money spent.

Futuristic soft skills

According to LinkedIn, Company success is increasingly depending on the soft skills of any candidate, says 80% of talent professionals. And 89% of professionals agreed that bad hires are the result where the candidates lack soft skills. This clearly points out that you need to start hiring candidates with soft skills like flexibility, empathy, and critical thinking. This will a bonus for your organization as technical skills can be taught but soft skills come from within.

Recruitment marketing

Attracting the top talents in the industry by recruitment marketing is one of those trends which has emerged immensely. It is all about making an organization and job opening interesting and appealing to the candidates so that they will be influenced to join the particular company.

Inbound recruiting

Instead of contacting the candidates regarding a job opportunity, inbound recruiting uses digital marketing techniques and focuses on establishing a relationship with the professionals by leaving a positive impact, so whenever they turn into a job seeker they know to whom they should head to.

Social Recruiting

Using social media platforms to search for the right talent who may and may not be an active job seeker is one of those trends which sparked the recruitment industry. It goes with the thought of proactive search in which one keeps looking for a potential candidate across social media for current and future needs with the help of social recruitment tools.

As per reports from the Talent now, 45% of the recruiters are facing difficulties in closing the positions as there is a shortage of talent. To stay updated with technology, it is important that recruitment managers should understand the importance of emerging trends in the following areas.

If you still feel that this is out of your reach, you can even reach out to experts in recruiting by getting your requirements outsourced with the best recruitment consulting firm.

So this was our take on the recruitment trends, you may have other predictions to add which we would love to know about it. Do share your thoughts with us in comments below.

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