7 Questions To Ensure You Are Hiring Right!

The answers give you an insight into a potential employee’spersonality and whether he would fit in the cultural environment of the workplace

Employers today aren’t necessarily only looking for candidateswith the right set of technical skills and years of experience under their belt. They want to hire those who also have something unique to offer ¬ like a great personality or strong set of soft skills.

“In fact, if they find a candidate who has less experience than their competition, but has stronger growth potential and seems to be a better cultural fit, the employer may feel encouraged to hire that person,“ says Edward Fleischman, chief executive officer of Execu Search, a full-service recruitment, temporary staffing, and retained search firm in the US.

To figure out if candidates possess the soft skills or personality fit that they are lookingfor, employers often ask these seven interview questions that aim to get a closer glimpse at one’s personality:

1. If your best friend was sitting here, what would they say is the best part about being your friend?

The question is to bring out a sense of candour in a candidate. “Learning what makes an applicant a good friend allows employers to get a feel of whether or not they would fit in with the company culture,“ Fleischman says.

2. About the way you approach challenges. If you could change one thing, what would it be?

This question allows hiring managers to evaluate a candidate’s self-awareness and ability to admit there are some aspects of their professional life they would like to improve, Fleischman explains. “Since humility is an important quality to many employers, a response to this question is something they listen closely to.“

3. If you were an animal, what would you be and why?

This inquiry is a favourite amongst hiring managers because it allows them to not only evaluate how quickly someone can think on their feet, but it also requires candidates to exercise some degree of creativity in a relatively short amount of time, hesays.

4. What drives you in your professional life?

Employers ask this question to gain insight into what motivates a candidate both in their career and as a potential employee. “As cultural fit becomes more important to employers and their business as a whole, many look for candidates whose goals align with theirs, and asking this question allows them to assess what exactly a candidate’s goals are,“ Fleischman says.

5. What drives you in your personal life?

Similarly, this question aims to delve into a candidate’s personality and better assess their cultural fit. “By developing a better understanding of a job seeker’s non-worklife, and by learning about what drives them personally, an employer can get a better grasp of the type of personality they’d be bringing to the company,“ he says.

6. If you could meet a celebrity, who would it be and why?

Many people admire certain celebrities and public figures. Learning about who a candidate would be most excited to meet offers another interesting viewpoint into their personality and their values -two important factors of cultural fit.

7. Have you ever played on a sports team?

This can reveal personality traits that are important to certain companies, depending on the nature of their business. “For example, a former athlete could be a great team player or, depending on the sport or position they played may thrive best while working on their own,“ Fleischman explains

Source: The Economic Times
Date: July 30, 2014

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14 tips that are designed to help you succeed in interviews

Savvy hiring managers have honed their ability to ask the least amount of questions yielding the greatest depth of information. One way they do this is by asking seemingly simple questions that get you to reveal information you may have been trying to conceal. In other words: questions designed to trick you.

“To uncover areas that may reflect inconsistencies, hiring managers sometimes ask these tricky questions,” says Tina Nicolai, executive career coach and founder of Resume Writers’ Ink.

Lynn Taylor, a national workplace expert and the author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job,” says they use these queries to break through the “traditional interview noise and clutter,” and to get to the “raw you.”

“While some of these questions may seem as if they’re designed to put you on the defensive, the intent is usually to evaluate candidate responses on multiple levels – not just at face value,” Taylor explains. “Hiring managers can discern a great deal about job seekers with thought provoking, challenging questions. If they cross the line by being too tricky, unfair, or irrelevant, they can easily lose excellent talent.”

1) How would you describe yourself in one word?

Why do they ask this? The question is likely being asked to elicit several data points: your personality type, how confident you are in your self perception, and whether your work style is a good fit for the job, Taylor explains.

What makes it tricky? This question can be a challenge, particularly early on in the interview, because you don really know what personality type the manager is seeking. “There is a fine line between sounding self-congratulatory versus confident, and humble versus timid,” Taylor says. “And people are multifaceted, so putting a short label on oneself can seem nearly impossible.”

What response are they looking for? Proceed cautiously, warns Taylor. “If you know you are reliable and dedicated, but love the fact that your friends praise your clever humor, stick with the conservative route.” If you are applying for an accounting job, the one word descriptor should not be “creative,” and if its an art director position, you don want it to be, “punctual,” for example. “Most employers today are seeking team players that are levelheaded under pressure, upbeat, honest, reliable, and dedicated. However, it would be a mistake to rattle off adjectives that you think will be well received. This is your opportunity to describe how your best attributes are a great match for the job as you see it.”

2) How does this position compare to others you are applying for?

Why do they ask this? They are basically asking: “Are you applying for other jobs?” “The hiring manager is first trying to figure out how active you are in your job search,” Nicolai says. Then, once you open up, they want to see how to speak about other companies or positions you are interested in — and how honest you are.

What makes it tricky? If you say, “This is the only job I’m applying for,” that’ll send up a red flag. Very few job applicants only apply to the one single job — so they may assume you are being dishonest. However, if you openly speak about other positions you are pursuing, and you speak favourably about them, the hiring manager may worry that you’ll end up taking another job elsewhere, and they won want to waste their time. “Speaking negatively about other jobs or employers isn’t good either,” she says.

What response are they looking for? It is appropriate to say, “There are several organizations with whom I am interviewing, however, I not yet decided the best fit for my next career move.” “This is positive and protects the competitors,” says Nicolai. “No reason to pit companies or to brag.”

3) Can you name three of your strengths and weaknesses?

Why do they ask this? The interviewer is looking for red flags and deal breakers, such as inability to work well with coworkers and/or an inability to meet deadlines. “Each job has its unique requirements, so your answers should showcase applicable strengths, and your weaknesses should have a silver lining,” Taylor says. “At the very least, you should indicate that negative attributes have diminished because of positive actions you have taken.”

What makes it tricky? You can sabotage yourself addressing either. Exposing your weaknesses can hurt you if not ultimately turned into positives, she says. “Your strengths may not align with the skill set or work style required for the job. It’s best to prepare for this question in advance, or risk landing in a minefield.”

What response are they looking for? Hiring managers want to know that your strengths will be a direct asset to the new position and none of your weaknesses would hurt your ability to perform. “They are also looking for your ability to self assess with maturity and confidence,” says Taylor.

4) Why do you want to work here?

Why do they ask this? Interviewers ask this because they want to know what drives you the most, how well you researched them, and how much you want the job.

What makes it tricky? “Clearly you want to work for the firm for several reasons,” Taylor says. “But just how you prioritize them reveals a lot about what is important to you.” You may be thinking to yourself, “I’m not getting paid what I’m worth,” or, “I have a terrible boss,” or, “All things being equal, this commute is incredibly short” — none of which endears you to the hiring manager. “You are also being tested on your level of interest for the job,” she says.

What response are they looking for? Hiring managers want to see that you have taken the time to research the company and understand the industry.

They also want to know that you actually want this job (and not just any job); that you have a can-do attitude; that you are high energy; that you can make a significant contribution; that you understand their mission and goals; and that you want to be part of that mission.

5) Why do you want to leave your current job?

Why do they ask this? “Your prospective boss is looking for patterns or anything negative, especially if your positions are many and short-term,” Taylor explains. They may try to determine if you currently have or had issues working with others leading to termination, if you get bored quickly in a job, or other red flags.

What makes it tricky? No one likes talking about a job they dislike and why. If not answered diplomatically, your answer could raise further questions and doubts, or sink your chances entirely.

What response are they looking for? They are hoping that you are seeking a more challenging position that is a better fit for your current skill set. “Know that hiring managers don mind hearing that you are particularly excited about the growth opportunity at their company.”

6) What are you most proud of in your career?

Why do they ask this? Interviewers ask this because they want to understand what you are passionate about, what you feel you excel at, and whether you take pride in your work. “How you describe your favourite project, for example, is almost as important as the project itself,” Taylor says. “It’s assumed that if you can speak with conviction and pride about your past work, you can do the same during important presentations at the new employer.”

What makes it tricky? Managers may assume that this type of work is what you really want to do most or focus on in the future. It can make you sound one-dimensional if you don put it in the context of a larger range of skills and interests.

What response are they looking for? Hiring managers want to see your ability to articulate well, foster enthusiasm in others, and your positive energy. “But one note of caution: In all your zeal to share your successes, remain concise,” Taylor suggests. “You want to showcase your ability to present well once on the job.”

7) What kind of boss and coworkers have you had the most and least success with, and why?

Why do they ask this? Interviewers are trying to ascertain if you generally have conflicts with people and/or personality types. “Secondarily, they want to know how you can work at your best,” says Taylor.

What makes it tricky? You run the risk of appearing difficult by admitting to unsuccessful interactions with others, unless you keep emotions out of it. You may also inadvertently describe some of the attributes of your prospective boss. If you say, “I had a boss who held so many meetings that it was hard to get my work done,” and your interviewer turns beet red — you might have hit a nerve.

What response are they looking for? “They want to hear more good than bad news,” Taylor explains. “It’s always best to start out with the positive and downplay the negatives.” You don want to be evasive, but this is not the time to outline all your personality shortcomings either. Here you have an opportunity to speak generally about traits that you admire in others, yet appear flexible enough to work with a variety of personality types. For example: “I think I work well with a wide gamut of personalities. Some of my most successful relationships have been where both people communicated very well and set mutual expectations upfront.”

8) Have you ever considered being an entrepreneur?

Why do they ask this? The interviewer is testing to see if you still have the hidden desire to run your own company, thus abandoning ship, Taylor says. “No firm wants to sense this, as they will begin to ponder whether their valuable training time and money could vanish.”

What makes it tricky? Most everyone has considered being an entrepreneur at some point in their lives, but to varying degrees. This question is tricky because you can unwittingly be lured into talking about your one-time desire to be your own boss with too much perceived enthusiasm. An employer may fear that you still hope to eventually go out on your own, and they’ll consider you a flight risk.

What response are they looking for? It’s okay to tell a prospective manager that you once considered entrepreneurship or have worked as an independent contractor. It can easily be turned into a positive by stating that you already experienced it or thought about it, and its not for you. That might be more convincing than saying, “No, I never considered that.”

This is an opportunity to discuss why working in a corporate environment as part of a team is most fulfilling to you. You may also enjoy the specialized work in your field more than the operational, financial, or administrative aspects of entrepreneurship. You can further allay their fears by explaining exactly why their company appeals to you.

9) If you could work for any company, where would you work?

Why do they ask this? Hiring managers want to ascertain how serious you are about working for them in particular, versus the competition, as well as your level of loyalty, Taylor says. “It also helps them weed out candidates who may veer from the core career. You may have heard thatGoogle is a great place to work, but that off-road strategy would spell doom, as you have being given the opportunity to theoretically work at your dream job. The interviewer isn’t making conversation here, so stay focused on the job at hand.”

What makes it tricky? You might get caught up in the casual flow of the discussion and inadvertently leak out some well-respected firms, but this is counterproductive and only instils some doubt about your objectives.

What are they seeking? “Your interviewer wants to know that you are interviewing at your first company of choice.” A response to this might be, “Actually, I have been heavily researching target firms, and [your company] seems like the ideal fit for my credentials. It’s exciting to me that [your company] is doing XYZ in the industry, for example, and I’d like to contribute my part.”

10) What would you do if you won $5 million tomorrow?

Why do they ask this? They want to know whether you’d still work if you didn’t need the money. Your response to this question tells the employer about your motivation and work ethic. They may also want to know what you’d spend the money on, or whether you’d invest it. This tells them how responsible you are with your money, and how mature you are as a person.

What makes it tricky? Questions that are out of left field can ambush you, causing you to lose composure. “They have nothing to do with the job at hand, and you may wonder if there is any significance to them,” Taylor says. “Whether there is or not, the fact remains that you can easily lose your cool if you don pause and gather your thoughts before you respond to a question like this.”

What response are they looking for? They want to hear that you’d continue working because you are passionate about what you do — and they want to know you’d make smart financial decisions. If you’d do something irresponsible with your own money, they’ll worry you’ll be careless with theirs.

11) Have you ever been asked to compromise your integrity by your supervisor or colleague? Tell us about it.

Why do they ask this? Your prospective boss is evaluating your moral compass. They want to know how you handled a delicate situation that put your integrity to the test, Taylor explains. “They may also dig too deeply to test your level of discretion.” Essentially they want to know: Did you use diplomacy? Did you publicly blow the whistle? Did a backlash ensue? What was your thought process?

What makes it tricky? Interviewers want to know how you manage sensitive matters, and are also wary of those who badmouth former employers, no matter how serious the misdeed. “They will be concerned if you share too much proprietary information with the interviewer,” she says. “So it is tricky because you must carefully choose your words, using the utmost diplomacy.”

What response are they looking for? It’s wise to be clear, concise, and professional in your answer, without revealing any internal practices of prior employers. “You have nothing to gain by divulging private corporation information.”

Something like this might work: “There was one time where a fellow worker asked me to get involved in a project that seemed unethical, but the problem resolved itself. I try to be as honest as possible early on if a project creates concern for me about the company, as I’m very dedicated to its success.”

12) Can you give us a reason someone may not like working with you?
Why do they ask this? Prospective bosses want to know if there are any glaring personality issues, and what better way that to go direct to the source? “They figure that the worst that can happen is you will lie, and they may feel they are still adept at detecting mistruths,” Taylor explains. “The negative tone of the question is bound to test the mettle of even the most seasoned business professionals.”

What makes it tricky? You can easily shoot yourself in the foot with this question. If you flip and say, “I can think of a reason anyone wouldn’t like working with me,” you are subtly insulting the interviewer by trivializing the question. So you have to frame the question in a way that gets at the intent without being self-effacing. “Hiring managers are not seeking job candidates who have self-pity,” she says.

What response are they looking for? You don want to say, “Well I’m not always the easiest person to be around, particularly when under deadlines. I sometimes lose my temper too easily.” You might as well pack up and look for the nearest exit. “Conversely, you can lead with the positive and go from there: Generally I havee been fortunate to have great relationships at all my jobs. The only times I have been disliked — and it was temporary — was when I needed to challenge my staff to perform better. Sometimes I feel we must make unpopular decisions that are for the larger good of the company,” Taylor suggests.

13) Why have you been out of work for so long?

Why do they ask this? “Interviewers are sceptical by design,” Taylor says. “Sometimes you are guilty until proven innocent — until all the perceived skeletons in the closet have been removed.” This is a daunting question in particular because it can seem offensive. The implication is that you might not be motivated enough to secure a job; you are being distracted by other pursuits; your skills set may not be up to date; there is an issue with your past employers, or a host of other concerns.

What makes it tricky? The way its worded is naturally designed to test your resilience. The key is not to take the bait and just answer the intent of the question in a calm, factual manner.

What response are they looking for? The hiring manager wants be assured that you possess initiative even when unemployed, as this drive and tenacity will translate well in a corporate setting. Sample responses: “I have been interviewing steadily, but want to find the ideal fit before I jump in and give my typical 110%,” or, “I’m active in my job search, and I keep my skills current through [courses, volunteering, social media, business networking groups].” “If you took off time to take care of a personal matter, you can certainly state that without giving a lot of detail,” Taylor says.

Make sure you are accountable. Don’t blame the unemployment rate, your market, industry, or anything else. This is about how active and excited you are to be making a contribution to the employer.

14) How did you make time for this interview? Where does your boss think you are right now?

Why do they ask this? Hiring managers want to find out if your priorities are in the right place: current job first, interviews second. “They know that the habits you follow now speak to your integrity and how you will treat your job at their company should you undertake a future job search,” says Taylor. “They also want to know how you handle awkward situations where you cannot be truthful to your boss. Ideally your interview is during a break that is your time, which is important to point out.”

What makes it tricky? The implication is, “How is it searching for a job behind your bosses back?” For most employed job seekers, it’s uncomfortable to lie about their whereabouts. So they are vague and treat it like any other personal matter they handle on their time.

What response are they looking for? It’s wise to explain that you always put your job first, and schedule interviews before or after work, at lunchtime, during weekends if appropriate, and during personal time off. If asked pointedly, “Where does your boss think you are right now?” be vague. Don say: “I took a sick day.” Instead, Taylor suggests you try something like: “My boss understands that I have certain break periods and personal time — he doesn’t ask for details. He’s most interested in my results.”

Source: Times of India
Date: 29th July 2014

ROSY PICTURE – Tech workers set to get double-digit hike this year Chennai: TIMES NEWS NETWORK

Riding on the back of better operational performance, tech companies are likely to dole out higher wage increases for employees in the current year. After an average 8-10% hikes last year, the IT staff can expect a double-digit increase in emoluments this year, industry body Nasscom said on Wednesday . The assessment, based on an internal survey of Nasscom members, indicates that attrition levels and lateral hiring will also increase.
India’s $118 billion infotech industry ¬¬ the largest private sector employer in the country with more than 3.1 million on rolls ¬¬ is projected to grow 1315% as against 13.2% last year. “Industry average hikes will be slightly higher than last year,“ Sangeeta Gupta, VP research at NASSCOM, said on the sidelines of an HR summit in Chennai. She said effective middle managers will get the best rewards through increased variable pay and incentives. Middle management techies will get 11 15% hikes while entry and senior management will receive 510% increases. “These projections are made based on an internal survey which we did of our members. We received responses from over 100 firms which account for over 42 to 45% of IT revenues,“ she said.
The IT industry has instituted innovative incentive schemes to reward performance this year. Some of these includes skill bonus, zero attrition unit incentive and project-based incentives, she said.
There will also be a shift in recruitment methodologies undertaken by companies. “The estimates are we will recruit 1.80 lakh employees this year (or a 6% increase) of which lateral hiring will be more than last year,“ she said. A back of the envelope calculation shows nearly 3out of every 10 are lateral hires in the tech industry . “We see a shift in this. There will be a 10% increase in lateral hires and reduced intake from campuses,“ Gupta said. Referrals and recruitments through job portals will rise.

Source : The Times of India
Date : 24/7/2014

Hike in FDI cap to 49% in insurance, pension may bring $7bn inflows – New Delhi

The government is looking to push the Insurance Amendment Bill, to allow 49% foreign investment in the sector, during the current session of Parliament, in what is being seen as a move to signal its eagerness to get on with business.
An increase in the ceiling for the insurance sector will automatically translate into a similar limit for the pension business. The government expects inflows of $6-7 billion into the two businesses, which are seen as key to generating long term funds to finance infrastructure projects. Typically , individuals invest in insurance and pension schemes with a 2030 year horizon and this money is then invested in long-term instruments such as government securities and corporate bonds with a small portion also flowing into the stock markets.
Sources said the Union cabinet is scheduled to discuss the Bill on Thursday and with the Congress too pledging its support, the long-overdue move will increase the ceiling from the current level of 26%. While the BJP has a majority in the Lok Sabha, it needs support from the Opposition parties in the Rajya Sabha where it lacks the numbers.
The move comes even as the Centre is finalizing the proposals for higher foreign investment in several sectors, including defence, construction and railways. The sources also said that the government is considering Congress’ suggestion for a vetting of foreign investment proposals by the cabinet committee on security , in addition to FIPB, while allowing 49% FDI.
Finance minister Arun Jaitley had announced the government’s move to increase the limit in his Budget speech but there was speculation around certain clauses in the Bill, including a cap on voting rights. But, officials had indicated that Jaitley is against putting too many restrictions and only wants proposals to be vetted by the Foreign Investment Promotion Board (FIPB) to ensure that control remains in Indian hands.
The insurance industry has been critical of the government’s move to move from the automatic route -which requires foreign companies to merely inform the Reserve Bank of India after making an investment -to FIPB, saying it will increase the burden.
But, going by its experience over the past 14 years, the government has now decided to actually enforce the rules. Most foreign players, which have entered India through the joint venture route, have put in place clauses that give them greater say in board-level decisions as well as on key appointments, including the managing director and CEO.
Similarly , they had built in a pricing mechanism for shares to deal with the situation of an increase in the FDI cap. The government is now keen to avoid a scenario where the control actually is with the foreign investor despite it being a smaller partner in the venture.

Source : The Times of India
Date : 24/7/2014

Friendships at work a hit for job happiness: Survey

Many of the working youngsters in the country feel that having friendships with colleagues at work place contributes positively to happiness and success in their jobs, says a survey.

The findings of the survey conducted by professional networking site LinkedIn also revealed that their closest colleagues understand them better than their partners.
As many as 62 per cent of the millenials in the age group of 18 to 24 years felt that friendships at work place made them feel happy, while 56 per cent said it motivated them. About 44 per cent of the respondents opined that friendships at work place made them more productive.

Citing the survey, LinkedIn India Communications-head Deepa Sapatnekar said there is a clear shift in how personal these relationships get, with 67 per cent of millenials saying that they were likely to share personal details with co-workers.
“Our survey reveals that interpersonal relationships at work can contribute in subtle yet visible ways to career and job success,” Sapatnekar said in a statement today.
Throwing more light on the behavioural aspects of millenials, nearly one out of three who participated in the survey believe that socialising with colleagues in person would help them advance their career.

“Three out of five millenials workers in India report that socializing in-person with coworkers makes their working environment better,” the statement said.

Further, 45 per cent of the millenials surveyed in the country said that they have confided in a colleague instead of a friend or partner for relationship advice.
Besides, 45 per cent professionals in India reported that friendships with colleagues made them more productive at work as compared to a global average of 34 per cent.
Interestingly, 19 per cent of millenials would sacrifice friendship with a colleague for a promotion, the survey said.

On the other hand, about 28 per cent of those aged between 55-65 years opined that friendship with colleagues did not have any bearing on their performance at work.
The survey ‘Relationships @ Work’ covered more than 11,500 full-time professionals around the world.

Respondents between the ages of 18-65 were surveyed in 14 countries including the US, India, Australia and Hong Kong.

Source: The Economic Times
Date: July 10, 2014

Corporates Log into Mobile Apps, Social Media to Rope in Best Talent – RICA BHATTACHARYYA Mumbai

RECRUITERS INC Companies such as Citi India, Accenture, HCL Tech are updating their talent sourcing strategy for better results

Polishing your CV for that dream job?
Brushing up your social media profile and practising online interviewing may help more. As employers compete intensely for scarce talent, companies such as Citi India, Accenture and HCL Technologies are turning to new apps, big data tools and social networking websites to acquire talent.

Citi India recently adopted apps Blue Jeans and Video Recruit to enable business managers to interview candidates remotely from across locations. These apps eliminate the need for traditional video conferencing facilities, enabling candidates to connect to the interviewer via their mobiles or tablets.

“Apart from being cost-effective, such technology enables us to keep pace with the growing talent requirements by closing open positions in a timely manner,“ said Sarab Preet Singh, head of recruitment, learning and development at Citi India.

Others such as Accenture are using a mobile app that has a digital interview tool with an automatic interviewer that picks random questions to interview a cross-section and collects data on the talent base. “By using this app the catchment area of our hiring reduces dramatically. It will also help us when we want to explore a new market for talent in a new city ,“ said Manoj Biswas, ýmanaging director, human resources at Accenture.

A recent global survey by professional services firm Deloitte on human capital trends shows that 60% of respondents have just updated or are currently updating or revamping their talent sourcing strategy while another 27% are considering changes.

“Employees today have different expectations…creative companies are today discovering new ways to attract talent,“ said Jeff Schwartz, global human capital leader, Deloitte USI. Recruiters realise they have to do things differently to attract and manage talent than what they were doing seven-eight years ago to expect better results.

The study shows that nearly 45% of candi dates now apply for jobs on mobile devices. Most compa nies today use social net working websites to post job openings while the more in novative ones also leverag social media to build net works of people interested in the company that might turn into high-quality recruits.

The report also suggests tha organisations can now lever age big data tools from ven dors such as LinkedIn, Face book, Entelo, Gild, TalentBin ied and others to identify and Work4, Identified and others to identify and source quality candidates around the world.

Information technology company HCL Tech nologies has used in certain locations a video based interview through a secure connection that can be conducted from a desktop and al lows the interview to be recorded and assessed later. “We also make sure that we are availabl for conversation and engagement with the po tential candidate on FB, Twitter and Glass door,“ said Naveen Narayanan, global head talent acquisition at HCL Technologies. r The company has also started using gaming tools to engage people who have accepted their job offer but are yet to join the organisation. It gives them a platform to engage with their peer group and others in a gaming format. “The socalled ready talent available has not really ris en. In such a scenario companies are using the social space more and more to network with t groups of potential candidates on the basis of their skills and engaging more to be seen as an employer of choice. Also, employees today are expecting a lot more engagement on mobile,“ said Narayanan.
DCB Bank is also changing its talent acquisi tion strategy to be able to do mass hiring efficiently . It is evaluating recruiting process oute sourcing, use of social media, working with partners who provide the `hire and train’ mod el and new campus hiring initiatives.

The bank has adopted a unique strategy to combat the challenge of candidates opting out t after accepting offers and before joining, said Hamsaz Vasunia, HR head at DCB Bank. “We are launching an induction app with superhero avtaars through which we will be able to at, tract the GenY and Millennial Gen. This tool will increase the engagement of the candidates with the bank and will definitely improve our selection-joining ratio,“ said Vasunia.
Besides, companies such as Citi India and HCL have integrated marketing with recruiting. At CitiPhones, for instance, the company reaches out to candidates with the help of its e marketing team through Facebook for walk-in interviews and also offers iPhones to its employees for maximum number of referrals.

Source : The Economics Times

Date : 1/7/2014