To be an effective manager, it is important to be responsible enough to oversee and supervise the company’s actions and employees. Besides completely understanding your business, you need to be a leader. There are many books on leadership and management but choosing the best among them is an important thing. No matter whether you are already a manager or want to be one, books can help you to move towards your goal. Let us check out some of the top books on leadership and management.

14 Best Books on Leadership and Management

1. Corporate Chanakya by Radhakrishnan Pillai

It is an amazing not just about management but the successful living. The book has certain principals of Chanakya about management, leadership, advice, training, qualities of a strong leader, teamwork, and finance. Right from the start, the book takes your attention and once you go ahead it won’t be the same as there are around 175 chapters in the book, and each chapter deals with the different issues but more like the instruction manual.

2. Start With Why by Simon Sinek

Start With Why is one of the best book from the popular author Simon Sinek, posits that people will not possibly buy any product, movement, or idea until they know the WHY in it. Drawing over a range of the real-life stories, Simon weaves together the clear vision on what it takes to lead & inspire.

3. How to Win Friends and Influence People By Dale Carnegie

One of the oldest books and classic books that helps you to go after your dream job and get it! This is one very good book for the managers, employees, or anybody. The book is the timeless bestseller and packed with some great advice, which has carried many now popular people up a ladder of success on their business & personal lives.

4. Bhagavad Gita A.C. Bhaktivedanta Swami Prabhupāda

The book Bhagavad Gita by A. C. Bhaktivedanta and Swami Prabhupada are very much respected by the students, laymen, and scholars. His works are widely used in college courses & seminars in different subjects, which include religion, philosophy, history, world literature, and social sciences.

5. From Values to Action by Harry M. Kraemer 

Buying From Values to Action will make a strong impact, as the author of the book Harry Kraemer will donate his proceeds from the book to One Acre Fund, the organization, which carries out the values-based management and leadership in the support of African farmers. At times “doing the right thing” while delivering long-lasting and outstanding results will be tough for the leaders to achieve, however, Kraemer knows that it can be easily done.

6. Leaders Make the Future by Bob Johansen

This is one book that provides insights into Johansen on how leaders will cope with the changes coming in the next some years. He states in his book that the world where leaders should operate will be volatile, complex, uncertain, and ambiguous and leaders have to apply their vision, clarity, understanding, and agility to go ahead effectively.

7. Leaders Eat Last

The book starts with the organization’s premise that responsibility lies with a leader and proceeds on benefits of the old-fashioned values of empathy & esprit de corps. The author talks about human merits and compassionate leadership, which operates with the view of long-term happiness & prosperity than selfish and risky short-term goals.

8. The 5 Levels Of Leadership by John C. Maxwell

What you think makes a good leader? Is it the position, skills, or getting the work done? In Maxwell’s new book on leadership, he explains in detail what he calls the 5 Levels of Leadership – permission, position, people development, production, and pinnacle – and some tips to achieve all of the different levels in your leadership roles.

9. The Secret of Leadership by Rahul Dravid, Prakash Iyer

This book is full of anecdotes that can give you a real-like lesson worth learning and charge you up. It is one highly recommended book for anyone who is on a path of building, becoming, and achieving something in their life. The right set of leadership skills will help you to smoothly attain your goals. This eases the execution and the book can help you to collect the perfect leadership mindset!

10. Leadership Wisdom by Robin Sharma  

The primary part of this book is overmastering eight rituals practiced by the visionary leaders. In a way, the rituals are presented in front of the audience and are quite unique. Yes, as a book title recommends, rituals will be delivered from Monk.

11. The New One Minute Manager By Kenneth Blanchard & Spencer Johnson 

For years, managers in the big & small businesses have followed The New One Minute Manager’s methods and increasing their job satisfaction, productivity, and prosperity. These real results were attained through learning management methods that spell out profitability for an organization and its employees.

12. The Ride of a Lifetime by Robert Iger  

If you are running a small business or managing the whole team and collaborate with people to find the common goal, the Ride of a Lifetime is the right book for you. You can watch Bob develop some of his core values to stay the same as his skills develop & his challenges increase with time.

13. Trillion Dollar Coach by Eric Schmidt, Jonathan Rosenberg, and Alan Eagle 

The most practical and inspiring lessons on business success are presented in the Trillion Dollar Coach. To honor the business coach as well as inspire future generations, authors have codified Bill’s wisdom in the guidebook. This material draws on the interviews with more than 80 people who have worked with him.

14. Conversational Intelligence by Judith Glaser

This guide on building up the C-IQ is quit relevant to various kinds of relationships. Text is filled with examples and approaches to unpacking the conversational structures. This book can be used for the C-IQ audit for anybody in the leadership position. For the people working in education, this book is the best model to deal with incessant changes in the curriculum, policy, tech-integration, and staffing.

Wrapping Up 

It is quite clear that each leader and manager should read top books to widen their horizons, get perspective, and –take imaginative, bold, and enlightened decisions. Making a little time to read every single day and selecting the best books will help you to become a better leader.

Recruitment and Talent Acquisition are two important terms that are many times used interchangeably and appeared to be the same thing. Still, talent acquisition and recruitment isn’t a same thing. Knowing the differences between both of them and adapting the hiring procedure accordingly will help you to hire the top talent better. However, what is talent acquisition & how is this different from the recruitment? To know this, we must refresh our knowledge over what the traditional recruitment involves.

What is Recruitment?

Recruitment is a process of evaluating, searching, and hiring qualified and experienced people to fill the existing vacancy at the company or organization. Generally, it follows the specific and pre-defined recruitment procedure that is standardized and generally implemented in the periods of expansion or because of staff turnover.

There are many factors that will influence specific cycles and rhythms of the recruitment in different workplaces. The staff turnover figures tell us that the events or publishing sector had a very high turnover rate, whereas general management & admin had a lowest.

Recruitment is highly fundamental in running any kind of business, but it’s essentially the short-term process, which seeks to fill the company’s instant needs. Thus, how’s talent acquisition different?

What is Talent Acquisition?

The talent acquisition is quite similar to the recruitment in a sense it shares similar aim in finding the right people for your company. However, recruitment generally tends to be quite standardized, and reactive process, alternatively talent acquisition is about a long game of the company. This involves the dynamic and flexible approach from the recruitment team and broad understanding of long-term strategic goals of your business.

Importance of Recruitment for Business

When there is the job opening, companies will find new employees by the recruitment process. The hiring managers and HR professionals create the job descriptions, and promote it on their websites and job search platforms like Glassdoor, Indeed, and LinkedIn. Next step will be sifting through the applications, choosing the ones that are worthy of screenings and scheduling the follow-up interviews with most promising ones.

Recruitment vs Talent Acquisition – Difference between Recruitment and Talent Acquisition

One biggest difference between recruitment and talent acquisition is recruitment is momentary and reactive, but, talent acquisition is continuous and proactive. Another important difference about recruitment and talent acquisition is in mindset of a company & HR.

Recruitment	Talent Acquisition
One time process for vacancies	Long term process to align people with roles
Reactive measures for immediate business needs	Protective strategy aligned with business goals
Main focus on short-term performance metrics	Focus on short-term and long-term performance metrics

When Do You Recruit?

The recruitment is all about filling any immediate vacancies. If you recruit, you’re likely to know clearly what or who you are searching for. The position is left vacant or produced, there is already the list of tasks that new employee have to perform, and clear idea about the knowledge and skill requirements for a new employee.

In recruiting, focus generally tends to be over the current requirements of a company. The recruitment procedure raises questions of “can a person perform the required job” or “who will perform the tasks better in the given job position”.

You do not have to scrap recruitment & focus only on the talent acquisition. But, recruitment & talent acquisition must be the separate processes with various goals.

When Do You Require Talent Acquisition?

On the other hand, talent acquisition is the continuous process, which seeks to bring awareness of a right talent to the company, and attract best employees who are engaged and motivated.

Talent acquisition is the long-term HR strategy that is linked with the growth strategy of a company. In the talent acquisition, focus must be more to answer the questions on “how can we attract best talent” or “what to offer to the top talent”.

Consider talent acquisition strategy particularly…

When You Want Niche Talent

The talent acquisition strategy often is required if a company operates in the niche market and needs people with the specialized skill sets, which might be tough to come across. The industries and corresponding posts deal more with technology, like cloud infrastructure, cybersecurity, AI, software development, and Virtual Reality.

Looking for Continuous Growth

All companies searching for growth will benefit from having the talent acquisition strategy. Companies look for the new ideas, talent, and levels of the employee engagement to a particular company.

Getting to Know You Better

If you’re competing best talent, then getting job applications on your way will be tough if the potential employees do not know you and cannot figure this out by visiting the website and social media networks. If it is a case, employer branding will be very important part of the talent acquisition strategy. Thus, it becomes very important for external and in-house recruiters and the HR specialists to know and agree with the employer brand. The talent acquisition is simple and straightforward, if people know your company & view it in the positive light so when they’re approached by your firm, you will fast forward the details.

Make Sure What You Need

Recruitment is all about filling the current or created job post, but with the talent acquisition, you will be sourcing for the right talent without being totally sure about their task on job would be. It’s important to find the people and make them do their best work than tying them in the specific task, and performed in the specific way.

Once you start, you will find road to success providing people you hire share your values, perform exceptional work as well as bring their vision and talent in-house, it’s important they see & support a big picture than ensuring they know to use a program or have years of experience to perform the specific task.

What You Learned?

One important thing you need to note here is that the recruitment is one part of the talent acquisition. But, to just engage in the recruitment is like putting a cart before its horse. All elements listed are essential to implement the strategy that can allow the companies to attract, maintain and recruit only the best talent. As industries continue to expand and populate as a preferred career goal, hiring managers are simultaneously looking out for the right candidates with the top talent, who are highly qualified, and can both ameliorate and benefit from working for a company.

Register here on our platform to hire top talents for your company.

Artificial Intelligence is gaining huge attention each year. Self-learning and intelligent tools are used in the software development and other IT areas. Obviously, AI is yet far from the human cognitive capabilities, but most of the modern machines will learn, makes tough decisions, and important thing. Even in the field of recruitment, Artificial Intelligence will speed up the process just by removing the manual tasks and makes recruiter time more productive.

Need for Artificial Intelligence

The HR processes include recruitment, onboarding, benefits, compensation, payroll, and more. But, automation is required in the recruitment process. Let us look at the reason:

• AI decreases workload of the hiring managers and experts by automating various tasks.
• The job position attracts many resumes. Thus, sorting it out and finding the relevant ones will be a tough task. In such process, recruiters may ignore or misplace several resumes and results in bad hires.
• When recruiters need to fill in the vacancy in given time, manual resume processing does not work, this technology come in handy.
• With its usage, recruiters will save time and pay more attention to different business activities.

Solve Sourcing and Screening Process

The current study state that around 46% of the companies struggle in finding the best candidates for their positions. Artificial Intelligence programs will search resumes or social profiles online to find the right candidates for every job based over specific features. They also will relay personalized messages for aspiring candidates and do this in scale — and something that human recruiters can’t do it alone.

Artificial Intelligence will overcome human biases at sourcing and screening process. The solution is training the software for data, which presents as the gender-neutral and teaching it to ignore any identifying information that may trigger biased decisions. So, organizations will find a wide range of applicants than if the recruiters had sourced it.

Benefits of using Artificial Intelligence for Recruiters

Saving time by automating difficult tasks

The report by talent acquisition leader state that the hiring volume may increase in the coming year, but their HR teams will stay the same size or contract. It means recruiters are expected to become a bit more efficient by AI technology.

Screening resumes manually is one of the most time-consuming processes in recruiting, particularly when around 75% – 88% of resumes received for the role are incompetent. Screening resumes & shortlisting candidates for interview will be estimated to take over 23 hours of the recruiter’s time.

Improving hiring quality by standardized job matching

Hiring quality is a recruiting black box because of an inability of closing the data loop (that is, checking what happens when candidates get hired). Since HR data has got simple to collect, analyze and access over the years, hiring quality has become the top KPI of recruiting.

AI promises to improve hiring quality lies in the capability of using data to normalize the right matching between experience, skills and knowledge and requirements of a job.

How Can AI Change The Role Of A Recruiter?

The experts in the industry believe that future of Artificial Intelligence in recruiting is the Augmented Intelligence. It is a belief that you can’t complete replace the human abilities with technology. But, augmented intelligence recommends we create technology to improve human efficiency and aptitude.  An ability to use AI to automate administrative and repetitive tasks can be very valuable. There’re 3 primary ways the technology can change the recruiter role:

• Recruiters will get time to evaluate the candidates personally and build relationships that will help to determine the cultural fit.
• Recruiters can conduct the proactive strategic of hiring instead spend their productive time with the reactive backfilling.
• Recruiters can close a loop with the hiring managers as Artificial Intelligence allows them use data that will show recruiting KPIs that includes hiring quality.

Help in Interviewing

Artificial Intelligence in HR offers one simple way of not just reaching out to the possible candidates, but rank, screen, and shortlist the resumes based over the traits highly relevant to your firm. Then, when you have the complete list of people that you want to interview, chatbot will act as a scheduler.

There are some AI tools that will help you to conduct the later-stage interview before you invite the candidate to visit personally. Conducting the video interview with some of the preset questions, you may run the AI software to analyze the candidates’ facial expressions, voice tone, mannerisms, as well as choice of word.

The technology can make it more likely you may end up with the new employees that will fit your organization culture that is why big brands like Facebook, Apple and Google are making use of this technology for many years. Many companies are using this technology and improving their productivity.

Challenges of Applying Artificial Intelligence in Recruiting

AI Needs Plenty of Data

Generally, AI needs plenty of data to understand how to mimic human intelligence. AI that utilizes machine learning requires plenty of data to know how to screen the resumes as rightly as human recruiter. It will mean going through plenty of resumes for one specific role.

AI Can Understand Human Biases

Artificial Intelligence for recruiting assures to decrease unconscious bias just by ignoring information like candidate’s age, race and gender. But, AI is trained in finding patterns in earlier behavior. This means any human bias, which might be in your process – even though it is unconscious –will be learned by Artificial Intelligence.

So, to avoid replicating such biases that might exist, ensure that AI software vendor that you use is totally aware about such issues and have taken the right steps to remove the clear patterns of the potential bias (like hiring graduates from some college).

Skepticism of Using New Technology

The HR professionals are regularly bombarded with the greatest and latest trend that disappears as quickly. Reasonably, talent acquisition and recruiting leaders are a bit skeptical about using any technology, which assures to make these jobs easier. Reason is they would like to make sure that any program that can automate their work tasks will do as better job as they will.

Finding good employees is not very simple today. If you are searching for the best solution for your organization, it is important you hire an employee that has the potential and talents required. And for this, you need to do extensive research and experienced people will manage your projects and deadlines in a right way.

Let us know how you can get more applicants for the job with unique and proven tips so you are not only filling positions, but, you are filling it with the right people.

How to Hire Employees in India?

Look for the Job Board

There’re many incredible job portals in India. The majority of them provide essential features such as wide reach and reasonable costing, and employees from different fields. Suppose you are not able to find good job boards, you can try listing the position of industry-specific website, such as IT job boards, healthcare job boards, and remote job boards. Some best job boards are:

• Zigsaw
• Indeed
• Glassdoor
• Monster
• LinkedIn
• And more

Check Out With Top Universities

It is common practice for many universities to establish good relationship with businesses as a part of the career services program. These universities host events regularly like the career fairs where the partner companies come and set up their booths and have exhibits and talks. So, contact colleges and universities and set up the partnership to ensure you have an access to best prospects entering at your workplace. There are some universities that also advertise on the college newspapers and website, thus you can find the students there.

Ask Your Employees & Customers for Any Referrals

You can take help of your existing employees for sourcing new hires. As they have their network of colleagues and friends that you can tap into. Furthermore, your current employees know your business very well, so they may know who from the network can be suitable for this job. These kinds of referrals generally tend to improve morale and retention rates.

One good source for the recruitment is a customer database. Recruitment from the customer database is perfect as they will be aware about with your business and know you as professionals.

Taking Help of Professional Consultancy

Another best way to hire employees in India will be linking up with the professional HR consultancy like Zigsaw Consultancy. They have got databases of many candidates. So, let them do an initial filtration and choose from those left. They will help you find the right job candidates, if their profile is good.

Network on Social Media Channels

Social media will work like the free job boards; you can share the current job openings as well as reach out to many potential candidates out there. You may start with LinkedIn; and being the professional social media network, it is where people will learn about the job opportunities. You can post the open roles on LinkedIn page & let the coworkers share this job with their friend networks, and more.

Important Criteria When Choosing To Hire Employees in India

Bringing somebody into your company is perhaps the most important decisions that you can ever make. Each employee is the extension of your product or brand & how they will represent your business reflects your company. Thus, what’s the prospective employee have to do? Firstly, companies must establish & enforce some strict guidelines of what their employee’s converse about their lives on social media. You must never control their private lives, however, how they represent themselves—or, your organization—certainly is one big concern. When you want a highly qualified person, you do not want one who can misrepresent your company and its core values.

The point is, hiring the best employee is much more important than anything else. So, here are some 3 criteria for making the right hiring decision.

Capabilities: Obviously, any prospective employee should have qualifications and ability to do this job that you’re hiring a person to do. To be nice and helping any friend won’t do any good to you in this department. It must go a bit beyond college degrees. What real hands-on experience does a person has? What is the person trained and educated to do? And as each organization is very different, you have to consider learning curve involved in the process.

Value: You have to look over what value a person brings to your organization. There’re two ways to do this. Firstly, what is the investment or salary you are keen to make in this person? Will you get the expertise for your money? Bringing somebody aboard at the fair salary is important. Suppose you are getting somebody in a cheap just because they are looking for the job, then that person may end up leaving very soon whenever any better offer comes.

You need to pay people what the jobs are worth. Look at their potential & network. Are they having any expertise in some other areas where the company needs to grow? Are they having an amazing network of contacts and individuals you will tap in the future? Some of these factors play in value equation as well as go beyond the current salary.

Cultural Fit: Lastly, there has to be the cultural fit. It has become quite important nowadays. The disruptive employee will cause huge damage to morale inside an organization and customer relationships. The culture you establish can dictate who fit in & thrive. Suppose the employees are allowed to wear jeans & t-shirts in the office and a particular person shows up in the suit & tie daily, he can end up causing a little friction. Suppose you promote teamwork and partnership and your particular candidate is a lone wolf that loves to work alone, then there can be the friction.

People spend several hours in the work environment. Suppose that environment is uncomfortable or threatening, you may lose good employees over the period of time. You will find out so much about an individual through an interview process & their social channels.

Conclusion

Hiring the right employees is an important decision that any organization makes, particularly smaller businesses. You need to use each possible tool to ensure that person you bring in will be your asset and not  liability.

Looking to hire best talents? Register on our platfrom here.