Madhav Vamsi Speaks about the Role of Assimilation in HR Success

hr success

Consistently in organisations over the globe, HR managers are employed and given new roles. Building compatibility and trust being the paramount requisites, managers in the recruitment department are more challenged to create a structure that brings fruitful results for the organization. In a similar discussion with Mr. Madhav Vamsi, the newly appointed University Recruitment Head Microsoft India, we were acquainted with the role of assimilation and how it leads to HR success. Crisp and clear, the HR leader has put forth his words of wisdom in a step by step format to help the industry comprehend the basics of assimilation and execute them at an early stage.

Excerpts of the discussion with Mr. Madhav Vamsi – University Recruitment Head- Microsoft, India

hr success

Underneath are points that summarize how HR managers can complement the role of assimilation and ensure their success in the organization.

  1. Planning: It is vital to meticulously plan the assimilation process that would strongly determine whether a new hire succeeds or fails.
  2. Prioritize: What are the most important things to learn and what is their dependency on your role. Prioritize your work in way that you can manage to grasp a lot of information and set your mind in terms of delivering the desired results.
  3. Ownership: It is a two-way process. Successful professionals equally take responsibility & ownership of their assimilation process.
  4. Honest Relationships: Look up to build honest relationships with your team, peers & most importantly build you coaches and mentors.
  5. Buddy: Few organizations allocate a buddy. He is someone who isn’t your new manager, but allows you to freely ask those embarrassing questions without a hitch.
  6. Listening: Super important this point is. Do not worry about what you speak, but be a great listener and listen to what others have to say.
  7. Culture: Every firm has its own environment & culture, so understand the culture. It is important for every professional to learn, unlearn & relearn concepts based on the environment. Remember you accepted this new offer, you signed in for change.
  8. Adaptive Skills: Those everyday skills required for you to adapt into your new firm, I rate this skill right up there on that board. (I know its point 6 hereJ – practicing art of being unbiased)
  9. Quick Wins: We all know as a kid your job is to learn as much as possible but do ensure to moderate your pace. It’s
  10. Expectations: Do understand what is expected out of you, yes your 1:1’s with your manager, your job becomes easier when you know how to deliver out of your role. Therefore have clear expectations about what you should aim for.

Having your manager with you is super critical as you onboard & followed by an International Trip meeting other leaders is epic.

So, Smile big, keep learning, we all are learning, so it’s ok to do mistakes & fail.

 My first 2 Weeks @Microsoft – Totally Loved it

Opinions mentioned here are purely my own thoughts.

The tips shared by the Hyderabad recruiter at Microsoft can go a long way in helping out HR managers and recruitment leaders plan, strategize and execute their assimilation process in a well-defined way.

 About the Author

Madhav Vamsi HR Head MicrosoftMadhav Vamsi M, is University Recruitment Head at Microsoft, Hyderabad Area, India. The talent leader has moved from Flipkart to Microsoft after and still manages all entry level recruitments while taking a strong interest in people analytics. Madhav frequently travels to campuses to lead presentations, networking events and conduct awesome coffee chats. The HR blogger has made headlines with HT media & Career 360. Known for his knowledge bank by his ex-colleagues, Madhav keeps outstanding sharing knowledge pieces on his social media platforms.

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Best Employee Onboarding Practices To Wao Your New Hires

Best-Employee-Onboarding-Practices

Employee onboarding can be complex, but following best onboarding practices when bringing on new recruits can be more than helpful.

It is indispensable for your business.

An employer never gets a second chance to make a first impression on its new recruits. Investing wisely in employee onboarding practices warrants that organization is committed and prepared for positioning its new hires for success in their job roles.

It is useful to set up new hires to start contributing as soon as possible as no one chooses to feel like they are not getting anything done at work.

5 Best Practices to Improve your Employee Onboarding Program

Best-Employee-Onboarding-Practices
Img.Src. YouTube.com

1. Be Clear

Following onboarding best practices also entails outlining clear expectations and goals for what new hires should be able to achieve at different phases of the process. This includes being well-defined about company policy.

2. Be Organized

Make a plan. There are several organizations out there that do not put much focus on getting ready for a new employee’s first day. This includes setting new hire’s workstation and ensuring all paper works is completed.

3. Verify the Paperwork

One of the essential parts of following the flawless onboarding process is, apparently, complying with the relevant labor laws and employment standards. Before filling double check all the information.

4. Get the Entire Company Involved

To understand the new organizational culture it is imperative to get in touch with the big picture – empowering your team and sharing core values. Help new hire understands how every facet of the business process connects with your organization’s goals and mission.

5. Let your New Employee Shine

Create an engaging onboarding program that supports new hire to contribute right away, instead tossing a ton of information at the wall and expecting some of it sticks.

Employee Onboarding – Checklist

CheckBefore the First Day

 

~ To ensure effective onboarding start by completing the agenda for the 1st week on the job. As a part of the plan, schedule times for the recruit to get acquainted with the leading staff members.

~ Create a contented workstation for the new hire. Stock her or his work desk with all necessary tools required to hit the ground and to run, including – paper, pens, phones, keys, business cards and computer, etc.

~ Make sure email and voice mail accounts are set up before new hire joins.

~ Provide key staff members with new hire’s resume and job description and advise them to follow the meeting format. It will bring more clarity on job role to the new hire as well the key personnel.

~ Finally, make him or her comfortable with streets directions and office culture by communicating about small things like parking, expected arrival time, dress code, lunch or other services.

Check

During the First Week

 

~ Conduct an office tour on the new hire’s first day. Be sure to include simple, but necessary information such as, where the workstation is located, where to find the mailbox and copier and where the break rooms or restrooms are located.

~ Introduce new employee to other staff members and encourage questions as you go.

~ It is a bad practice to throw a new employee into projects as soon as he or she joins. It is wise to use employee’s first day as an orientation day instead a work day.

~ If possible then encourage team members to take the new hire out for lunch.

~ Plan a meeting with a reporting manager sometime during the first week. It is an excellent opportunity for a manager to explain future expectations, and share their management style.

~ Now, as the first week progresses, have the manager and new employee meet a few more times as necessary to discuss essential workflow.

Check

The First 30-90 Days

 

~ It is the right phase to invest in new employee training. At this period, you cannot expect some productivity loss but these initial 30 to 90 days of a new employee is crucial as training days.

~ Build prospects for feedback. Encourage new recruits to new ideas and make sure they are free to share their opinions.

~ It has been observed that industry experts that “Job Shadowing” is one of the best ways to train employees. This activity also includes “Cross Training”, where you can place your new employee across every department of your organization will give better comprehension of how your system works.

~ Conduct your First Review. As soon as the new employee completes his or her 90 days on the job, the manager should provide new employee their first evaluation. It is an ideal time to identify the weak links, where a new hire is lacking. Also, it allow you to either understand the potential problem or terminate new hire’s employment agreement before too many resources have been invested.

A final word

Though all of these steps and activities require a substantial investment of resources and time, it is an outlay whose cost-benefit analysis is evident.

Implementing these propositions will increase speed of accomplishment to full performance levels, long-term employee retention and quality of ultimate performance. Effective employee onboarding is a fantastic way to show your employees that you want them to succeed and value their happiness.

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Emerging Trends in Staffing Software

Applicant Tracking System

Previous years have witnessed various important changes and evolution in the recruitment industry. Platforms such as social and mobile recruitment have evolved and changed the face of recruitment space. Furthermore, Applicant Tracking Software (ATS) and other recruitment tools have expanded their roots and made a successful entry into the recruiter’s experience, while sourcing candidates. Enlisted are the top 5 emerging trends in staffing software that will pave a new way into the recruitment industry, in 2016:

 

Emerging Trends in Staffing Software
Staffing Software

5 Emerging Trends in Staffing Software

 1. Social Media Recruitment

Social media is becoming the new job search platform. Consistent researches reveal that 69% of  candidates go to a company’s professional networking site profile page to search for a job while 56% prefer company’s Facebook page. Twitter, Pinterest and other social media platforms come next after professional networking sites and Facebook when it comes to job search.  Considering these tedious ways of job search, various ATS’s have evolved with an integration of social media search feature to search candidates, share jobs and even conduct interviews. “Talentstream Recruit” by CareerBuilder India is one such example that offers ATS integration with multiple websites including social media and job sites. In coming days, this process will further accelerate to become smarter and support personalized outreach, targeted messaging and gamification on social media platforms.

  2. Mobile Recruitment

Mobile apps are becoming a necessity in almost every sector be it Retail, Hospitality, Banking, Health Care or Human  Resources. The availability of mobile apps has made it easy for both candidates and recruiters to look for jobs or prospective candidates respectively. Companies can easily turn their ATSs and website into mobile responsive sites to make them easily accessible via mobile. According to a study, 77% job seekers now use smart phones to search for their desired jobs. Companies such as, CareerBuilder is proving to be a game changer for emerging trends in staffing software that is also devising advanced methodologies that make the resume submission and job application through mobile devices easier and smoother.

3. Smart ATS

ATS systems that come with inbuilt selection tools such as, online skill testing are becoming more popular common. With more and more companies willing to embrace automatic recruitment tools, major recruitment technology firms have started to adopt proprietary algorithms and selection tools to screen the candidates way before any face to face interaction takes place between the recruiter and the candidate.

4. Automatic Candidate Assessment Tools

These emerging trends in staffing software enable a candidate to show its abilities and suitability for the position without actually getting interviewed with multiple recruiters to begin with. It will help both the candidates and recruiters save their time and efforts in interviews. As recruiters gutted in an avalanche of candidate resume find it difficult to shortlist suitable candidates they will demand more of this functionality from the recruitment software.

5. Cloud-Based Systems

There was a time when Applicant Tracking Systems were used to be utilized by only the top-notch organizations and it used to be installed on premises. The trend is changing dramatically now and most small and mid-level organizations are adapting to the growing number of cloud-based ATSs designed specifically for them. It is estimated that in the coming year, cloud-based systems will completely take over their hosted and installed counterparts.

In the era, wherein  companies are competing against each other to grab the best of the talent, the growth of automatic recruitment software is evident.  These systems are not just robust, faster and time saving but also offer an organization a competitive edge over its competitors.

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Missing Learning & Development Elements of Your Organization

Missing Learning & Development Elements of Your Organization

Today, recruitment challenges are not the sole cause of HR manager’s anxiety. They also struggle with organizational productivity or growth because of inefficiency to adjust their training and development requirements &strategies.

Missing Learning & Development Elements of Your Organization
Missing Learning & Development Elements of Your Organization

This scenario calls for a proactive approach where HR managers are abandoning their traditional learning methods and favor more effective solutions. New Human Resource learning & development strategies focus primarily on better talent engagement and performance improvement, often involving “technology innovation”.

Begin with prioritizing the individual

Issues with employee turnover, short supply of leaders and the need to develop and engage employees are some of the critical issues experienced by organizations. Finding and keeping the talent is no longer just HR managers’ responsibility but has now become an organization’s priority.

Most organizations often fail to build healthy relationships with their employees to overcome these challenges.

With the rise in the independent working population and emergence of a younger generation, companies need to re-think their talent management strategies. It is high time that the organizations start to prioritize the “individual”.

Objective of Employee training and development: 

  • One can adapt to prerequisites of changing workforce
  • Align as closely as possible with organizational goals

How organizations should focus on the systematic evaluation of efficiency & effectiveness of training and development?

For years, the field of HR development is focused on performance evaluations. The scope and emphasis has now shifted significantly. Most companies apply more logical, strategic and systematic approach going forward.

In an article published by Phillips, Jack J.; Pulliam, Patti F, they have mentioned precisely, at what level HR developments should be measured. Here is a highlight of the publication –

Five levels of evaluation

  1. Quantify participant satisfaction with program and capture planned actions
  2. Quantify changes in knowledge, attitude and skills (Learning)
  3. Measure changes in on-job behavior (Job Applications)
  4. Compare program benefits to the costs (ROI)
  5. Measure variations in business impact variables (Business Results)

Recommendations and trends

When we talk about different elements of talent management, then learning comes out to be the most innovative and a mature area. If we take a quick glimpse of HR development, then it is justified to say, learning and development has come a long way. The credit for this upsurge in talent management field goes to quick adoption to social collaboration and technology advancements.

Strategizing the  is a daunting task for organizations. Though, it can be put on the easier path by following four best practices and trends.

  1. Understanding Social

To foster a learning culture, companies are investing in social collaborating tools and embracing social media tools. With every passing year, companies are adapting to latest technology but lacks in insight and knowledge to use these tools effectively.

The fact that user generated content is gaining maximum traction, Companies should also focus on micro-blogs and videos along discussion forums, document sharing, and blogs.

  1. Aligning with business objectives

Companies required to plan their future programs in perfect alignment with overall strategic goals.

Before making any technology investment, valuable inputs from business leaders must be taken. This will ensure that learning is able to drive – engagement, performance, and retention.

  1. Going Mobile

Mobile technology has transformed the entire picture of how companies interact, work and collaborate. Though organizations still finds it challenging to adapt mobile web-based learning solutions, companies must start to look beyond this barrier and make mobile learning solutions as a part of this equation.

  1. Considering adaptive learning

Organizations are now focusing towards adaptive learning instead traditional learning models. To learn at their own pace, is known as an “adaptive learning” approach.

This methodology is proven quite beneficial in employee engagement and retention as it builds employee confidence and overall domain expertise.

Nowadays, businesses do not hesitate in introducing a new technology or method in their organization. Nevertheless, they are reluctant in using these learning and development tools in its full capacity. It is essential that good insight and knowledge must be disseminated among HR leaders to overcome the challenges of talent management.

Hope you enjoyed reading this blog. Please feel free to share your feedback at ankur.tandon@careerbuilder.com

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Reinvent HR Practices for Better Talent Management

Reinvent HR Practices for Better Talent Management

Organizations are thriving today for better Human Resource practices to navigate smoothly on “new world of work”. A better talent management scenario demands a dramatic change in strategies for talent, leadership, and human resources.

Reinvent HR Practices for Better Talent Management
                               CareerBuilder-Reinvent HR Practices for Better Talent Management

Now a million dollar question is “what these new approaches are and how organizations should embrace them effectively?” The traditional postulations about talent management turned upside down with the advent of “new era of work”.

In a modern business scenario, the gap between HR skills and growing business requirements is becoming evidently wide. Hence, several organizations struggle to keep up. It makes essential for companies and recruitment leaders to identify the demands of modern business trends initially. Areas that needs the attention most to fill this trend management gap include –

  1. Learning and development
  2. Talent analytics
  3. Human Resource and business innovation
  4. Expansion needed on HR and data strategies
  5. Simplifying work environment
  6. Hire candidates with required skill sets only
  7. Performance management

In a broad spectrum, companies need to be innovative, engaging, reinventing and reimagining to overcome the challenges of talent management.

In the past, we have had strategies to focus on better talent acquisition and management. Now, times have changed; people and businesses focused more on smart and quality work. Therefore, HR policies also need a major upgrade to deal with this technology-driven environment.

HR perspective on Top Global Trends

  1. Leadership

Recently published trend analysis reports indicate, Indian organizations experiencing a worrisome capability& skills gap. It is analyzed, companies in India fails to develop leaders at all levels. However, keeps on investing in accelerated new leadership models without reviewing its long-term benefits and current HR issues. When enquired, most CHROs admit not pursuing an active succession plan for all top positions.

  1. Learning and development

The area of learning and development is another challenge experience by HR leaders in Indian organizations. Instead focusing on snowballing skill gaps, organizations tends to explore new learning and development approaches.

  1. Performance management

The strategies formulated to achieve better performance management must be scrutinized periodically. Gradually but definitively, the traditional strategies must be replaced by innovative performance solutions.

  1. Culture and engagement

Today, organizations face looming crises in employee retention and engagement. Progressively, organizations identified the need to emphasis on work culture and improve employee engagement.

  1. Human Resource

Overall, HR policies related to talent acquisition and management, work environment, leadership and employee retention need a foremost reinvention. These periodic HR upgrades assist the organizations to deliver greater business impact.

Trends analysis – past and present

Every year organizations are embracing new technologies just to be one step ahead of their competitors and to deliver better product and services to their customers. However, in this progressive scenario recruitment leaders loose their focus on desired skill sets to fill the capability gap between technology and employee learning and development.

In the past, there were enough handful HR practices to have had better talent acquisition, management, employee engagement and retention. This happens due to the fact, people in those time had limited career options that made them committed to one organization. Hence, HR managers do not see the significance of innovating their HR policies in those times.

Nowadays, organizations moving forward with technology advancements but unable to match their progressive thinking with required skill sets, i.e. inability to hire the right person for right job. Henceforth, a capability gap has widened at different HR levels.

Conclusion – A substantial progression observed in the area of learning and development and performance management in last few years. Now is the right time, when HR managers and recruitment leaders start focusing on gap analysis at different organizational levels. And then, start formulating innovative HR strategies to overcome these challenges in a better way.

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5 indispensable recruitment and selection tools

Recruitment Tools

In every organization, employee recruitment is a key responsibility for human resource professionals and, plausibly, one of their foremost contribution to the company they work for. The entire process of talent acquisition is simplified for organizations with the arrival of innovative technology.

Recruitment Tools

Fortunately, there is a great number of Human Resource tools including pre-hire and Post-hire available at their disposal to warrant success in this very critical area of practice.

As HR departments are expanding their responsibility for resourcing, it is vital to get grip of the innumerable recruiting tools, channels and technologies that have emerged in recent years.

Along traditional recruiting tools, the mobile and social recruiting are growing in importance. However, Human Resource professionals are still in the process to identify where their true value lies. Nowadays, everyone one is found somewhere over the internet; the question is what to do next?

There is a plethora of social recruiting tools widely used by the organizations regardless their size of operation and nature of the business. The real challenge for recruitment leaders and HR managers is – how to best communicate and engage the candidates you find in time effective way.

With, these many recruitment channels available, HR managers not only need to find the best for their requirements. But at the same time, they must know how to use these channels efficiently and effectively.

The gamification and video interviewing social recruiting channels considerably improved the recruitment process. Though, areas like mobile space when put in use by HR Managers then a need for coherent and thought-through strategies emerges in organizations. These strategies will assist them to deliver exceptional candidate experience.

Myriad of HR technologies and tools developed that can enhance the effectiveness of existing and emerging recruitment channels.

3 recruitment tools that have the potential to change the way recruitment leaders work

  1. Mobile recruiting tools

Today Go Mobile” is the slogan of the generation where mobile usage is leapfrogging desktop browsing. It pushed the idea of mobile recruiting forefront and in coming year’s mobile recruiting tool predicted as “a key channel” for hiring.

The mobile recruitment channel has taken the recruitment in entirely new space. This scenario demands a better understanding of HR managers on how candidate behave in the mobile environment. Mobile recruiting tools further classified into 4 main areas –

  • Text alerts
  • Applications
  • Quick Response (QR) Codes
  • Mobile optimized website

 

  1. Talent Network

Talent Network is another tool designed to assist HR Managers in managing their entire recruitment activities. This tool primarily reduces HR manager’s dependency on an external media platform. Also, help in re-engaging the candidates by sending recommendation emails without any manual interference.

In addition to benefits mentioned above, recruiters are allowed to filter down easily their target audience. They can also track, rate and manage their candidates through Talent Network.

  1. Gamification

Gradually, the recruitment industry adopting the trend of gamification in their recruitment process. The idea of this innovative plan is to apply gaming mechanism to a non-gaming environment, for instance, recruitment.

The gamified applications have the power to convey substantial efficiencies at the front end of talent acquisition process. It is one of the fastest means to identify the right people with right skills for a particular role.

In the talent pool, the gamified applications proven better to communicate, connect and build relationships with candidates.

These three recruitment tools, mentioned above, simply represent a small picture of modern recruitment tools and channels. There is a diversified range of talent acquisition and management tools available at HR managers’ disposal. The question is how efficient they are, in utilizing them for hiring “right person for the right job” in time effective way.

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Quick Guide for Recruiters before they take Interview: Best of Career Muse tips for Interviewers

recruiters guide for hiring

Like interviewee has to prepare for the interview, interviewer too needs to prepare. Here is a quick guide for interviewer that would help you prepare for the interview (obviously for hiring) and bring make a team of great talent.

recruiters guide for hiring

Bringing top talent onboard:

Hiring talent isn’t easy and so is the recruitment process. Well, in such a situation, there can be a possibility that the candidate you had just interviewed & found average could be the next Steve Jobs. Yes, possibilities are that you might have overlooked the potential that makes him the game changer. How about if Steve Jobs’ first boss himself shares his experience of hiring & working with him?

You Should Read: Bringing the next Steve Jobs Onboard: Recruitment Tips

 

Dilemma of choosing between experience & personality:

Personality or Experience! From where does this comparison even came from? It is so obvious that these two qualities go hand in hand when it comes to hiring a candidate. So, what is it all about? It’s true that recruiter’s job isn’t easy, and one has to consider a lot of aspects to know if the candidate is the right fit for the company or not. And one of the most common concerns of recruiters today is when a candidate is either a resource rich in experience or in personality. What is to be done under certain situations?

You Should Read: Personality or Experience : What to look for while hiring candidates?

 

Mistakes can be deadly:

Hiring is a great responsibility and requires a certain amount of careful planning. A bad hire can cost the company a significant amount of money, not to mention the damage that it does to the company’s reputation as well as the employee morale. Being a recruiter, the responsibility of a bad hire falls to you. You were the one who took the decision to take someone onboard. Each bad hire is a mark against you. So, beware of the hiring mistakes that you need to avoid at all costs.

You Should Read: Most common hiring mistakes that you need to avoid

Most common hiring mistakes that you need to avoid Part 2

 

Last minute goof ups can affect your hiring strategy. So, along with these tips, avoid committing any last minute mistakes. You Should Read: The Best Of #CBTips For Recruiters

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How managers and employees should perceive their organizational training and development exercise?

training and development

Attitude matters a lot, regardless what job you are into and for whom you are performing that job. Today, both employees and HR managers work shoulder to shoulder to overcome the talent management challenges to enhance company’s productivity.

HR personnel are not solely responsible for creating a healthy work culture, but it is a shared responsibility of both, employees, and HR managers. It is essential that every person who is a part of the organization must contribute to achieving an overall productive outcome.

training and development

Helping managers help employees

One of the biggest concerns among employees is their organization or managers are not efficiently assisting them in managing their career. A solid career support system is expected by employees when they become a part of an organization. Due to some reasons, managers or HR personnel fail to do so. Hence, an environment of ambiguity is developed affecting employee engagement and retention.

According to2013-2014 Talent Management and Rewards Study, only 26% employees agreed that their managers are effective in providing career guidance. However, only 16% employees mentioned that their managers conduct career development discussions periodically.

Let’s first understand why managers seem to be lacking in this department?

The simple answer is, most managers do not see “guiding career” of their team members (employees) as part of their job profile. They hold on to an invalid belief that career management is the personal responsibility.

Here, managers are not a sole reason to blame. To some extent, organizations are also responsible for creating this kind of attitude among managers. In recent HR survey, it is highlighted that most organizations fail to equip their managers with right training and development tools. Hence, managers fail to address the key elements of career management with their employees.

Regardless, the fact every organization assigns a value to career management program for their employees and some extent this resulted in effective career discussions. However, in a long term, the importance of right training and tools fails to translate into accountability or action.

How do employees play a significant role in assisting their organizations’ Human Resource Practices?

Whether, we talk about talent management or learning and development practices, all keep “employees” in priority followed by company goals. Thus, employees can perform the job with required quality and efficiency and with the right attitude.

In other words, it is a simple rule of “reciprocation”, when you give something to another person without asking, this act puts that person under obligation to return a favor whenever possible.

Similarly, it is with business organizations and their employees. When an employee is adding an extra value to the organization, in addition to effective utilization of training given to him or her, then he or she is putting the organization under the rule of “reciprocation”. Therefore, the organization will start focusing on their employee engagement activities and innovate better career development plan for them.

Hence, when an employee is willing to learn and feels committed to his or her organization,along, managers who are willing to include career development of their employees in their job description. And, then there is organization ready to provide necessary tools and training to managers. At last, it will be justified to say, such organizations would not hassle at any level and overcome the Human Resource Challenges as a piece of cake.

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