The Recruitment process in IT industry is highly complex involving various stages from screening to several rounds of interview and finally on-boarding. Longer the hiring cycle, the pressure on the HR and company increases due to loss of time, work and money. Hence viable measures should be taken to reduce hiring time and save valuable time and money for your company. Let us see some effective measures that can be adopted to reduce the hiring cycle:

 

Make the Hiring Process Simple

The hiring process can be simplified by combining both internal and external hire cycles into a unified process with a single point of contact or group belonging to talent acquisition. This team can augment the internal talents if any and can also look for external candidates at the same time. Depute specific hiring managers to specific roles and prevent any miscommunication and increase the confidence of the employees.

 

Effective Planning of Hiring Process

You need to ensure that your hiring team is informed and well trained. Each member should be clear in his role from screening, taking the interview, selection, giving a final offer and finally appointing the candidate. The recruiters must know what to ask, how to give feedback and all finer aspects of recruitment. And if these things are not properly defined, the hiring process will be cumbersome and confusing, which will drag the hiring cycle, to long periods.

 

Initial Screening and Selection

Try to pool in as many candidates as possible from all possible channels for the particular position. More candidates in the kitty mean higher the option of getting the right candidate. While doing so, care must be taken that only such candidates who match the requirements of the job must be considered. If recruiting is of very high importance, then always be recruiting and follow an effective social hiring process.

 

Role of Social Media Channels in Hiring

Social media channels can be an effective tool in hiring. The social media networks like LinkedIn, Facebook and others can be effectively used for sourcing talents for varied requirements. Today’s generation is internet savvy and they will be active across all social media. Candidates sourced from social channels are also backed by the connections that they have across the social network. Hence one can reduce time in sourcing time during hiring cycle.

 

Use of Automated Software in Hiring

Use of automated software for assisting in screening, document maintenance, and selection will effectively reduce the time factor involved in the hiring process. The recruitment staff needs to be trained well in handling this software for achieving faster results. Scientific methods of skill mapping and behavioral analysis are incorporated in this software to ensure fruitful candidate selection.

 

Introduce Staff Referral Scheme

You can always introduce an internal staff referral scheme, which will ensure higher sourcing of candidates for a particular position. The referrals will also be of high quality as the employee's reputation is at stake in the concerned company.  A token of complement in form of money or a gift can be given to an employee making a useful referral.

 

Write a Good Job Description

Always write a benefit laden job description, which precisely tells about the roles, responsibilities, skills required and experience needed for the required job position. The JD should be informative, precise and should tell in detail regarding the concerned company’s job benefits and salary. Such JD will attract more genuine candidates and thus will reduce the hiring time in selecting the eligible candidate among the vast pool of candidates.

  

I want to conclude by saying that reducing the hiring cycle time will not only save valuable time and resources but also will impact on achieving the long-term business goals for a company.

 

Since the IT revolution in the mid-1990’s, women have played an imperative role in the growth of IT sector in India. Indian women face social bias, gender discrimination, and work-life balance issues, which haunt them and stop them from reaching higher positions in the IT sector. Today, companies are providing a conducive environment for women employees to increase their participation in the workforce. The responsibility of children, family, and household chores drive the women folk away from taking senior positions in IT field.

 

The lucrative salary and on desk nature of the job makes IT sector an impressive option for employment for women. Nearly 40% of tech students comprises of women in the engineering colleges. According to a NASSCOM report, nearly 35% of the IT workforce comprises of women in India as against 21% in U.S.

 

Challenges Faced by Women in Indian IT Industry

On the onset of women’s day let us see some of the challenges faced by women in Indian IT industry:

 

  1. Gender bias is a major hindrance to the progress of women in IT industry. When it comes to the selection of candidates for higher cadre in IT establishments, men are preferred more than women. Hence, we see very less number of women technologists at senior positions in IT companies.

  2. Pregnancy, having children and other household responsibilities prevent women from taking higher responsibilities. Many women technologists leave the job at junior and mid-level positions. According to a study, 50% of women leave jobs at junior or mid-level positions in IT industry in India.

  3. The ‘Glass cliff’ factor works against women. It refers to a situation where women are offered the senior positions in IT sector during the time of crisis when they are bound to fail. It works against the confidence of senior women technologists.

  4. The female foeticide and imbalance in gender ratio have resulted in significant decrease in women population, which will directly affect the number of women workforce entering Indian IT industry.

  5. According to a report, only 5.3% of Indian women are in the senior level cadre in the top Indian IT companies, which needs to improve.

 

Remedial Measures to Help Women in IT Industry

The challenges faced by women technologists in Indian IT industry can be overcome by some remedial measures like:

  1. Women technologists must be given provisions like one-year maternity leave, work from home option and crèche facility for babies in the office. Such facilities will help her in continuing in the job in the concerned company and will help in her career growth.

  2. The gender bias must be prevented at all levels of staffing from junior level to senior positions. The companies should ensure that women employees are taken in the hiring positions, managerial positions and senior level positions.

  3. Social evils like female foeticide, dowry and others must be effectively dealt with, so that there is no decrease in the female population. Gender discrimination, which is at the core of our social structure must be removed from the roots to ensure bright future of women folk in the Indian IT industry.

  4. The IT companies should devise common measurements of success and should ensure that the women advance through the ranks in the company.

  5. Returnee programs for women who left IT job due to family responsibilities will bring back the lost talent in IT companies. Necessary training and coherent conditions must be provided for such women techies, who want a fresh start in their career.

 

Whatever may be the constraints, women have been victorious in all walks of life, since ages in India. Likewise, women are here to prosper in IT industry. On the occasion of women’s day, I would like to congratulate women in IT industry and wish them to continue their good work and reach new heights.

 

 

 

The recruitment process in IT industry is an elaborate procedure right from selection, through screening and finally the placement. Criteria of selection in the IT sector primarily depends on skill set and years of expertise in the related field. Though communication skills, behaviour traits and overall personality of the candidate also plays an important role, in this scenario it takes a back seat. Candidates with shorter notice periods, a broad skill set, experience and proper credentials tend to get higher pay check and fetch better opportunities. Let us now explore one of the traits of recruitment in IT industry called as cooling period and analyse it.

 

What is Cooling Period with Respect to IT Companies?

Many IT giants like Infosys, TCS, Wipro, IBM and other smaller companies have a stipulated time frame called as the cooling period before one can try for a position in the particular company after a previous failed attempt. Cooling period varies from three months to one year depending on the company policy. Companies device cooling period depending on the time required by the candidate to brush up what is lacking in him with respect to his skills or any other aspect before again attempting for the position in their company.

 

Effects of Cooling Period on Talent Acquisition

In many cases the basis of rejection may be highly marginal for a given candidate. It might be his lacking in one among the required skill sets or due to absence of any required document or a required communication skill. Such cases tend to be biased towards the aspiring candidates due to the concept of cooling period. The candidate might be highly competent and skilled but he gets into the vicious circle of cooling period. IT companies are prone to losing their best talents due to the constraint of cooling period. The duration of cooling period must be kept at minimum by even the renowned companies for preventing loss of best talent pool, the recommended cooling period must be kept at a minimum of three months. One of the consequences of cooling period is that the candidates who are in the middle of interview process lose out to the position due to position being closed or dropped or there is a change in job requirement.



Remedies for Preventing Loss of Talent Pool due to Cooling Period

The best option is to analyse the rejection of a candidate by a particular company and to find out the real reason behind the rejection. If the rejection has happened due to minor drawbacks or unavailability of any documents, then the cooling period can be kept at one to three months. In case of candidates really lacking an important skill in the skill set, then the cooling period may be set at six months to one year depending on the case. Broadly speaking, if the concept of cooling period itself is nullified and the candidates are allowed for fresh attempts again and again, then chances of acquiring better candidates is brighter and there is no chance of loss of talent pool. It’s always easy to retain the candidate who is much interested to join the organization rather than offering the job to uninterested candidate and waiting for him to come onboard.

 

Whatever might be the constraint, whether it is cooling period or any other, candidates are expected to cross all the hurdles to acquire a best job for themselves. Hence, the candidates must be thorough with the job description and make sure that they possess all the required skill set and carry all the required documents for the interview. By these measures then can avoid the wrath of rejection. So best of luck guys and be really at your best in the next job interview.

 

Employers, employees and the recruiters are bullish to understand the trends to differentiate and be visible.

 

Surprisingly the few trends which was predicted last year Employer branding, Talent Analytics, candidate experience management and new hiring model exploration will continue to lead. 

 

With more and more glass doors its increasingly difficult for recruiters to find the quality, skilled candidates to fulfil their resource needs. 

 

Employer Branding leads the show

More active candidates who seek the right opportunity always seek for more information to understand about the organisation and its people practices. If organisations has poor digital presence then they loose the brightest candidates. 

In a connected world the job seekers are connected well in the internet through various social and the company culture review sites. Companies are exploring ways to make candidates understand why they have to apply to work at their organisation

 

Recruiters are expected have robust and honest conversations about the job. It has be in detail and should cover all aspects of the opportunity (Job). Failing to adhere to the expectations of the Candidates will just make them loose the talent. 

 

It’s the real employees than the poster boys and girls who engage the prospective candidates. 

 

 

 

Exploring more places to find a perfect Candidate

A boom of apprenticeships, skill development programs at the educational institutions, in house training programs are still not meeting the needs of the recruiters. A decade old cross- industry hiring is picking up dramatically avoid loosing the potential hires by narrowed approach. 

 

Hiring for behaviour, culture, ability to learn and implement are replacing the skill based hiring approach. This has been derived form the posting hiring learning from the HR department which has understood that its hard to change a person’s behaviour and culture. But the skill can be changed as many times as you want. 

This has also given opportunity to explore the hiring within the organisation from cross-function. 

 

 

The buzz word Talent Analytics

As sited above the lessons learned from the past experiences are the best way to change the course of the fundamental work models. Going beyond the HR operational needs is the prime focus of the Talent Analytics. Gathering and mining the data on value of the competitors talent, Outsourced Vs hired talent, ROI on the hired resource, etc. 

 Talent Analytics builds an unbiased decision support system which can make the decision a science which is one of the major challenge for HR leaders. 

Keep watching us for the latest trends in hiring.