Brooks - A Payroll Specialist, Since 1999

According to a report published in Harvard Business Review, out of 20,000 hires during a three year research period, 46 percent had failed in the first 18 months and only 19 percent achieved success. The primary reason given for failure was “poor interpersonal skills” which 82 percent of managers admitted to having overlooked in the recruitment process. If people are hired and subsequently fail down the track, then the first thing to review is the recruitment process. How you interview candidates   and their referees  is crucial to ensuring you get the “right people on the bus” as Jim Collins put it in his article “Good to Great”. Global research continually confirms that the most effective approach when employing someone is to conduct a behavioural interview with all candidates. Yet, more than half of the managers we surveyed were not able to describe what a behavioural interview is, let alone conduct one. So what is a behavioural interview? Put simply, it is a style of inte

Every company either small, big or a startup needs to enforce  human resource  laws and policies to secure their employees. So, does this mean the organization should have an HR department implemented inside the entity? For fast growing businesses the major problem for them might be managing the needs of their workforce in time.  A popular trend in many of the business organizations today is outsourcing of the HR department for managing hiring and recruitment process.   According to Jan Kruchoski, principal-in-charge, CliftonLarsonAllen Search LLC in an article by Dan Emerson on finance-commerce.com stated that it entirely depends on an organization when they want to hire an HR leader. Jan also said that a highly focused professional service firm may want to make that calculation earlier than a small manufacturing business with shift workers, who may not want a full-time HR specialist. A Minneapolis based HR consultant, Arlene Vernon highlighted the need for companies that often hi

  In the snazzy world of startups that offers better challenges, bigger growth opportunities and now, even a payment package to match the fat pockets of the big companies, traditional organisations are finding it hard to hold on to their talent.  What's worse the size of a traditional company often makes it difficult for the HR managers to keep a tab on the individualistic requirements, thus making it hard to plug disenchantment and .... It is in this environment that technology has come  to the aid of the organisations like HCL to not just retain the talent the companies worked hard to groom, but to also help employees reinvent themselves. HCL TechnologiesBSE -0.51 %, Global Head of People Practices, R Anand speaks to Economic Times.com about the changing times. ET: Have the challenges that a HR manager faces, changed over the years? What are some of key imperatives that an HR professional like you and HCL as a company need to stay ahead?  R Anand (RA):  Technolog

The future of job interviews is here and it looks influenced by on-demand ride service Uber.  The model, created by startup Monjin Interviews, is built around a video database and a platform where candidates meet interviewers purely basis their skills.  This is how it works: A candidate joins Monjin. Intelligent scheduling allows the candidate to get scheduled with the right interviewer on the network on basis of their skills. The interview happens virtually, and is video-recorded, indexed, tagged and rated. The video is streamed across devices and is immediately available for subscribing employers. Employers can rate the candidate and interviewer just like on Uber, or Airbnb where users can rate a property.  An employer looking to hire can see for himself how a candidate performed during the interview. The company gets its revenue from employers subscribing to the service. Monjin is founded by Abhijit Kashyape, former lead-talent at Accenture, and entrepreneur Ashutosh Kulk

Janaki Shantharam, founder of tech-enabled placement services firm Dexter Talent Labs in Bengaluru, is happy that Karnataka, under its startup policy, reimburses service tax paid by emerging companies.  She paid service tax last year but has been trying to figure how to get it reimbursed from the government. Many startup entrepreneurs like Shantharam are looking for clarifications to policy-related questions or assistance to overcome implementation hurdles, which a new state initiative should help resolve.  Karnataka's new information technology minister, Priyank Kharge, is giving the finishing touches to a programme that promises to address various problems that startups encounter, including ones such as the one before Shantharam.  Kharge is expected to announce the finer details of the programme in a couple of days. Startup entrepreneurs face a host of problems and the state government intends to address these through its proposed Startup Booster Kits, Kharge, told ET

There are a lot of challenges of hiring a quality talent. Hiring best candidates are one of the major problems often faced by organizations. It is seriously a challenge for recruiters who work day in and day out to filter out the quality candidates from a number of applicants. Recruiters would need to place advertisements, sort out resumes, interview process and finally the hiring process. We have a list of obstacles often faced by recruiters while hiring a candidate. In order to increase the probability of campaign success, you should apply right strategies at the right time otherwise you may end up attracting wrong candidates and that is totally waste of time. Ensure your hiring strategies encompass quality candidate data and appropriate recruitment avenues to reach and connect with the right talent. Use a  recruitment solution  that is tailored to your needs and can be scaled up or down based on the candidates you need when you need them. Use an integrated process for recr