Employee Skills Matrix

A Skills Matrix is rightly known as a Competency Matrix as well. It is a visual instrument that allows an HR professional to observe, analyse and map out the various skills and competencies of the employee in an organisation. This matrix is essentially used to find out the required and available skill-set of the employees. For curating a team for any specific project, a skills matrix comes in very handy. For an HR professional with a data-driven mindset, this proves to be an important tool.

In a properly framed skill matrix, namely, three aspects are shown. These are the required set of skills in the employees, the existing set of skills in the employee, and the skill set that is missing in the employees. Ideally, it is used for a small or medium-sized group or team. However, it can be potentially expanded.

Whenever utilized accurately, the Skills Matrix offers a solid review of the information and aptitudes accessible inside a group. It can let you know whether you have the right stuff important to complete explicit errands. In the event that the group is inadequate in certain important aptitudes, we call this an abilities hole. This makes it a basic instrument for any human asset supervisor putting together their choices with respect to the information.

In the left side of the matrix, the required skills in the employees are listed. In the top row, the names of the employees are mentioned. In the intersection of these rows and columns, the proficiencies and skills of the employee are mentioned by level.

Skills Matrix Levels

As mentioned, proficiency and interest are two important parameters of the Skill matrix. “Proficiency” means an employee’s existing credibility in a field. “Interest” shows his/her drive to learn more and develop. High proficiency is no wonder a positive parameter but it is only useful when it comes with a high level of interest. Following described are a few levels in the Skill Matrix:

Proficiency level 0

An employee with a zero level has no skill in an area and cannot be put to activity. The focus is on the introduction of basic concepts to the employees.

Proficiency level 1

An employee with a proficiency level of 1 only possesses the basic concepts of a skill. The focus for this employee would be on the development of those basic skills.

Proficiency level 2

At this level, the employee, not only has basic concepts of skill but also has some practical knowledge about the same in the professional field. At this point, the focus is on acquiring new experiences and extensive training.

Proficiency level 3

Level 3 employees are experts of middle-order. They have the relevant knowledge, skills and experience. Hence they can carry out the activities on their own with average competence. Occasionally, intervention from professionals might be needed. There is however room for development and new experiences.

Proficiency level 4

Employees marked at this level are experts in their field. They do not need help from other professionals. In fact, they are the ones who help other employees with queries and developmental needs. They generally focus on strategic management and problem-solving in their respective domains.

Proficiency level 5

Employees at this level are highly skilled. They work in strategic management. They are experts in problem-solving, coaching and helping other employees.

Interest

Interest has a binary level. It is either 0 or 1. 0 signifies that an employee has no drive or motivation for development and learning. 1 signifies that an employee is highly driven to develop his skills and increase his core competencies.

Skills Matrix Benefits

A skill or competency matrix has varied uses. Also, it does not just benefit the team that it is applied to. It also benefits the organisation, the individual employee, the final stakeholders/clients etc. Below described are the benefits of a skill matrix:

Team

The matrix is most beneficial to the team it is being applied to. With the help of the matrix, all the members of the team are on the same page. It effectively showcases the missing skills which can be attended to by hiring new employees or extensive training of the current spots. It shows the team its strengths and weaknesses and how they can impact the productivity of the team.

Organisation

On a broader perspective, the Skills Matrix analysis benefits the organisation. It gets a clear picture of the Human resource it possesses. It also helps the organisation to allocate its resources for the required training and development process.

Individuals

The skills matrix provides a two-fold benefit to the employees in the team. TO begin with, it makes the employee aware of his/her strengths and weaknesses. The awareness makes it a starting point for a learning process. Also, the requirements shown in the matrix makes the individual employee clear as to what the team/organisation expects or demands of him as output.

Stakeholders/Clients

The increased productivity and efficiency of the team means better output in terms of service. In that sense, it ultimately benefits the stakeholders of the organisation, be it internal or external.

Steps to Create Skills Matrix

The framework of a competency matrix is specific and requires some systematic steps to its creation. The steps are described as following:

Assessment of required skill-set

A Skills Matrix is generally created by an HR professional to assess and increase the productivity of a team. It is also done to prevent intra-team mishaps like conflicts. Hence, the first step would be to list down or assess the required skills necessary for a particular project. These skills would be the foundation upon which current employees would be assessed, new employees would be hired and training and developmental programs would be undertaken.

Assessment of the employees’ current skill-set

The second step in the creation of the matrix is very important and comprehensive. It includes the assessment of the current skill-set of the employees. This can be done by taking direct information from the employee or by asking his colleagues, supervisors, examining reports, etc. Since only asking the employee might not provide an accurate result due to bias, the 180 degree or 360-degree feedback method is used. Upon assessing the skill and experience of the employees, they can be divided into the levels of proficiency as decided by the organisation.

Assessing the interest of the current employees

Based on the skills of the employees, they will be assigned tasks. High proficiency would not ensure high output. The employee must also be interested to implement and develop his skills in his activity in the organisation. Hence assessment of the employees’ interest is very important upon which they will be divided into a 2-point interest scale in the matrix.

Incorporation of the insights

Once all the data has been gathered, they should be incorporated into the template of the matrix and analysis has to be made of the same.

Responding to the result

The last step is the evaluation of the matrix. Here the HR should analyse the data related to each employee. The employees should also be given a chance to make suggestive inputs. If there is any error, they should be rectified immediately. The fact that each employee is assigned to the right job should also be evaluated.

A skill or competency matrix has emerged to be an important tool in a data-driven workplace scenario. In a situation where analytics are taking over rough data, a skills matrix has proved to be a boon to the HR scenario. It has not only benefitted the employer but also the employees as well as the final clients. The multiple benefiting nature and technical approach of this analysis is what had made it so relevant and important in recent times.

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.

Terminating an employee is never an easy job for any employer or HR representative. In the first place, selection, recruitment, training and onboarding is an expensive process as it is. Also, if the termination is not backed up by relevant and adequate reasons, or is not executed properly, it may lead to unpleasant situations. The employee may seek legal discourse for unfair termination or may spread negative word of mouth that may in turn severe the good-will of the company.

Termination of an employee can be attributed to a number of factors. It, however, especially gets gruelling for the employer when the termination is due to poor performance. When various attempts by the employer fail to work and the employee is not very keen to reform his/her performance, the best alternative is to terminate him/her from services.

However difficult it might be, it is legally possible, but only when proper precautions are taken. On the event of the contrary, the employer is most likely to be standing at the losing end of a legal case or stuck with an incompetent employee. On the event that the employer fails to provide proper pieces of evidence, the employee shall receive due compensations by labour laws for unfair dismissal.

But before that, it is important to list the pointers that, in fact, classify as “poor performance”:

• The unwillingness of the employee to be productive.
• Inability to complete tasks.
• Inability to meet deadlines.
• Unwillingness/Inability to correct errors.
• Inability to work in collaboration.
• Inability to learn new skills.
• Inability to come up with a good judgement.

If the above scenarios occur, the employers can fire the employee, but only after giving him/her enough scope for change or reform.

Steps to Effectively Terminate an Employee

1. PROPER JOB DESCRIPTION

At the beginning of the job, the employee shall be provided with a clear description of his/her job and his/her role, the duties to be performed, and the expectations of the organisation.

2. TRAINING

Every employee should be provided systematic training by the organisation. This is to ensure that the employees learn skills as necessary to meet the demands of the job and also work to the best of their ability.

3. PERFORMANCE EVALUATION

Performance evaluation is an important tool for tracking employee productivity. It is two-way communication between the HR representative and the employee. The employer may point out the domains of improvement for the employee, his/her current inefficiencies or immediate goals to be achieved.

4. IDENTIFYING THE PROBLEM

Unsatisfactory performance or inefficiencies can be distinguished during such evaluation or through explicit conduct. At a point, when these inefficiencies are identified, the employer should transparently communicate that to the employee. He/She may also give him a course of action for improvement or tell him/her the need to improve. However, all of these exchanges, and assessments should be properly documented.

5. PERFORMANCE IMPROVEMENT PLAN OR PIP

After the formal assessment, the employer must provide opportunity to the employee for improvement by putting him under a PIP. However, the PIP needs to communicate as such information to the employee as follows:

• Reasons as to why his/her performance seems unsatisfactory
• The expectations of the organisation
• Tangible objectives
• Time-span of PIP evaluation
• Process of the training
• Consequent courses of action if the employee fails to improve

6. EVALUATION POST PIP

The employer needs to evaluate post PIP whether there is any significant change in the performance of the employee. If the employer/HR notices any change but feels it does not meet the present standards, the employer may put him/her under another evaluation period. However, it lies at the discretion of the HR representative himself. In case he/she feels that there is no significant change and no scope for improvement, he/she may resort to the termination of the employee. Any communication taken place shall be unfailingly documented by the employer.

7. KEEPING ALL THE DOCUMENTATION READY

When the decision for termination has been made, the employer must have all the documents ready at his/her fingertips before executing the termination. This is to have a legal upper hand incase the employee claims to file a complaint. Meticulous documentation of reports, evaluations, PIP and other communications and complaints will make the termination process easier for the employer.

8. SCHEDULING A TERMINATION MEETING

It is best to schedule a termination meeting with the employee at the end of the working day when the other co-workers are leaving. In the meeting, the employer should avoid small talk and get to the point directly. He/she should clearly state the reason for termination respectfully and with dignity. All the complaints, evaluations, chances provided should be briefly and clearly stated. It does sound like a tempting idea to carry out a termination over a call, or e-mail but a face-to-face meeting happens to be the most professional way to do it. Upon doing that, let the employee know how his/her previous contributions were credible. The employer should also communicate all the essential details, like leaves, compensatory pay, office equipment that have to be returned, so on and so forth

9. LISTEN

After the news of termination has been broken to the employee, it is most likely that he/she would have things to say. The employer should listen to them, answer any questions that they have. However, if the employee gets a place where he pleads for another chance, the employer must clearly communicate that the decision taken is final and binding and there is no further room for negotiations. Whatever conversation might take place, the employer should exercise a great deal of restraint and professionalism in his behaviour. Also, ideally, a termination meeting should not extend beyond 30 minutes.

10. BE CAREFUL

While terminating an employee an employer must be extremely careful in his discourse. He/she shall not say/do anything that might be used against him/her. For example, while termination the employer should only talk about documented and objective reasons for termination. He/she should not pick at the personal traits of the employee, his/her personal opinion of the employee or comparison with other employees. Such conversations may lead to exchanges that are immaterial and unnecessary. The employee may also use this to put the HR representative under a wrongful discrimination lawsuit.

11. END WELL

The employer should lastly hand a termination letter to the employee. He must also let him know when you expect it to be submitted. He must exercise enough grace and poise and end the meeting with a handshake and escort the employee out of this office.

Sample Termination Letter Template

*Your name*

*Street address*

*Zip code*

*Date*

*Recipient name*

*Title*

*Company name*

*Street address*

*Zip-code*

Dear *recipient name*

We regret to inform you that your employment with *company name* is being terminated, effective *date*. The termination is taking place on account of poor performance as outlined below :

1. *Performance issue*
2. *Performance issue*
3. *Performance issue*

You were issued written warnings of these performance issues on *date*, *date* , *date*. Copies of these warnings signed by you are in your personnel file. Your signature on each warning indicates that you had discussed it with your manager, including steps that might be taken to improve your performance. As stated in your final warning, you were required to improve your performance by *date*. Failure to do so has resulted in your termination.

To appeal this termination, you must return written notification of your intention to appeal to *Name* in HR no later than *time* on *date*.

Sincerely,

*Your name*

*Title*

Cc: *Manager name*

It is important to be noted that even after proper documentation and systematic chances given to the employee, the employer still is susceptible to a risk. This can occur when the offer letter provided to the employee does not state all the clear situations under which an employee is likely to be terminated.

Formulating a proper offer letter is not only professional but also important in future contingencies as such. Hence, for the protection of the employer’s interests, offer- letter should state the clear terms and conditions of termination. This includes clauses for termination under probation, clauses for termination post probation etc. On the acceptance of these shall an employee be able to join the company.

Terminating an employee in most cases seems like one of the most gruelling tasks an employer has to do. However, difficult it might seem, an incompetent and stagnant employee should be terminated nevertheless. However, with proper precautions taken, and systematic steps followed, as mentioned, an employer can easily weed out inefficient employees and also not fall prey to lawsuits that only add to the trouble.

Fired employees and now looking for new talents? Register here on our platform to find highly skilled candidates for your company.

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.

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.

The Information Technology (IT) sector is that sector comprising companies that produce software, hardware or semiconductor equipment, or companies that provide internet or related services. It is an industry consisting of two major components: IT Services and Business Process Outsourcing (BPO).

In the current tough world of pandemic COVID-19 where the job market is drowning each day and emerging up with a new scenario of another epidemic of unemployment, people can see only a ray of hope only with an industry that is INFORMATION TECHNOLOGY (IT). Whether it is to remove boredom in lockdown or highly inculcating the concept of “Work From Home” the only industry working actively during this worldwide battle is the IT Industry.

As the show always goes on with the IT Sector, therefore to play the crucial characters of the show various artists are required and auditioned frequently. This frequent audition for the must going show of IT Sector is known as IT Recruitments which and these precious artists are called IT Talents.

Hence to cater these gems i.e., the IT Talents, recruitment teams of the organization always have to strive hard in order to fit these gems to the right ornament. Below mentioned are the widely accepted and top ten methods to recruit IT Talents.

What is Recruiting IT Talents?

IT Recruitment is recruiting ideally for Software Companies and for other IT relevant components . It generally includes different types of IT requirements i.e. requirements related to different IT skills or technologies such as: Java, .Net, Oracle, SAP, Embedded, Linux, React Native, Angular etc.

Top 10 Ways to Recruit IT Talents

Linkedin

Apart from the other streaming social media platform, the most popular and only platform to socialize for the professionals to share their work experience and achievements with the world is Linkedin. Hence more room to socialize and showcase the talent and experience, Linkedin has now become first and foremost for any IT Recruiter to search for the talent as per the organizational need. Generally there are three measures to look for talents on Linkedin is through:

Personal Post: With the use of popular hashtags through a post on their wall or feed of personal account with mentioning of proper contact details, recruiters cater and invite many talents to come up with their application for the job.

Through Searching People & Connections: People or the prospective candidates can now be easily searched on Linkedin through some appropriate filters and keywords. Linkedin enables their search in such effective manner where by filling up the perfect criteria gives the pool of talents to look for by in just few steps:

Entering Keywords and filter:

Generating Results:

Connecting or Messaging them regarding opportunity:

Through Job Post: In order to go for a paid job post on Linkedin an official company page is required which allows the recruiter for a recruiter login where the official and job posts can be done by entering job overview, company overview, job description, requirements, key skills etc.

You can broaden the candidate search by using options as below

Naukri.com

The mosted trusted job portal in India for both IT & Non IT Recruitment in India is Naukri.com as almost 80% white, gold, pink, popped collar employees can be easily found there. Naukri.com is not as similar to Linkedin as it is not a platform to socialize but talents here can be found through the same two common measures but it also provides the option of mass mailing too.

Through Searching People: Same as Linkedin people or the prospective candidates are easily found on here through some appropriate filters and keywords. An effective search form enables search by filling up the perfect criteria gives the pool of talents to look for by in just few steps:

Through Job Post: In order to go for a paid job post on Naukri an active and paid company account is required which allows the recruiter for a recruiter login where the official and job posts can be done by entering job overview, company overview, job description, requirements, key skills etc.

Mass Mailing: The special feature which Naukri Portal provides is that Mass Mailing. It is not necessary that all the job seeker on the portal has to be active 24*7 which might create possibilities that job seekers miss the relevant opportunity. Hence Naukri portal provides an additional feature of mass mailing where the best fit candidates can be personally mailed to notify them of the relevant job opportunity.

Indeed

Indeed is yet another globally acclaimed and acknowledged job portal for all the white, gold, pink, popped collar employees. Similar to Linkedin and Naukri Portal it requires an active company account which allows the recruiter for a job posts by entering job overview, company overview, job description, requirements, key skills etc to attract and invite applications towards the vacancy.

Internshala

Internshaala is a specialized and acknowledged job portal only for those who are looking for internships after completion or in between their academics. Internship is not only helpful for the candidate towards their bright future but also a great medium to hire fresh blood in the organization in pocket friendly budget through decent stipend. Companies often look for freshers or interns for their highly active projects which leads them towards internshala. Similar to Indeed it requires an active company account which allows the recruiter for a job posts by entering job overview, company overview, job description, requirements, key skills etc to attract and invite applications towards the vacancy.

Upwork

Upwork, formerly Elance-oDesk, is a global freelancing platform where businesses or individuals connect to conduct business. with 14 million users in 180 countries Upwork allows clients to interview, hire and work with freelancers and agencies through the company’s platform. The platform includes a real-time chat aimed towards reducing the time it takes to seek out, vet and hire freelancers. The platform offers a timesheet application that allows freelancers to track their actual time spent working on projects with verified screenshots.

Placement Agencies

Placement Agencies are the biggest help to any recruiter or HR professional because multiple vacancies and activities go around at same time with the HR Department of any organization. Tying up with the renowned placement agencies like Zigsaw Consultancy not only source the best matched candidates but also conduct preliminary background check, company’s brand promotion and saves a huge amount of time.

Social Media (Facebook & WhatsApp)

One of the biggest trends in recruiting over the past few years has been the use of social media to attract and convert talent. This practice even got its own buzzword – “Social Recruiting”. In simple words, social recruiting is using social media channels for recruiting. The term refers to different ways of using social media networks (such as Facebook, WhatsApp etc.) to find, attract and hire talent. Social Recruiting has now become an important part of recruitment marketing. Apart from this it has several benefits like reaching passive candidates, getting more referrals, establishing a more personal connection with potential candidates, and saving money.

Sharing Jobs on WhatsApp

Posting Jobs on Facebook

Campus Placements

Campus placement or campus recruiting is a program conducted within universities or other educational institutions to offer jobs to students nearing completion of their studies in collaboration with corporates. In this type of program, the educational institutions partner with corporations who wish to recruit from the student population which involves finding, engaging and hiring interns and entry-level employees on college campuses. In actuality it is a strategy for sourcing, engaging and hiring young talent for internship and entry-level positions. College recruiting is a tactic for medium- to large-sized companies with high-volume recruiting needs, but can range from small efforts (like working with university career centers to source potential candidates) to large-scale operations (like visiting a wide array of graduating schools and attending recruiting events throughout the spring and fall semester). Campus recruitment often involves working with university career services centers and attending career fairs to interact with college students and new graduates.

Employee Referral

Employee referral has become one of the best and effective methods for finding talent. Employee referral programs are the finest measure for improving the hiring metrics such as time and cost per hire, quality of hire and employee retention. Since a new joiner already found a familiar face within the organization, it gives them a different satisfaction and motivation which helps in improvement of performance and employee finds a cordial and friendly work atmosphere.  Employee referral is basically an internal method for finding job candidates. It is a structured program that companies and organizations use to seek out talented people by asking their existing employees to recommend candidates from their existing networks. In return, companies offer their employees various types of employee referral rewards.

Website Career Page

Nowadays neither company survives without their website. However it won’t be wrong in saying that they do not even enter the market without their personalized and official website. A website comprises the multiple bifurcation to advertise itself with lucrative images, their services, products, work culture, top management etc. But they have a bifurcation attracting potential employees on their current job vacancies. Through the application on websites, companies do not need to bear any additional cost or even don’t have to create multiple accounts on the various portals. Active job seekers easily find the post on a website and apply directly which not helps in brand promotion also enhances the pool of resources towards finding the right candidate.

Conclusion

To conclude, it can be said that resources are many and so do recruiting sources. The agile and vibrant approach and in-depth knowledge of recruitment and job portals along with good social skills within and outside the organization always makes recruitment fun, enjoyable and an easy going task.

Here are 2 videos that will give you a hands-on experience about Sourcing IT Talent at Zigsaw

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.