Human Resource Prespective While Recruiting

HR Prespective

HR officials go through a lot of pain to find the right candidate for a particular requirement. Let’s discuss the perspective of two individuals who work in the same field but have a different approach to the same requirement. The success or failure of a company initially lies on the HR as they are the ones who venture out in the market in search of the best hirable candidate in the market.

Let’s shed some light on the various viewpoints of HR related queries or issues that an HR executive faces in their line of work.


There is a team of HR executives who have a requirement of hiring 200 employees for a process in which they need people with different abilities for the process to work smoothly and start yielding a profit for the company soon.

(The requirements remains the same in both the scenarios)


1 Voice-based people

2 IT people

3 Team leader

4 Floor manager

5 Process manager

If we look at the requirements we can easily understand that we would require people with the different skill set to be able to fill in the vacancies in the company. Now the HR individual gets a line up ready for the interviews. The process of hiring starts by calling a group of people and gives them a topic for group discussion. The group starts to debate, while this process is on The HR executive shortlists few people out of the group for the next round.

Now, this seems like a simple process but it is way more complicated than it looks. The process starts by shortlisting and then analyzing by looking at the CV’s to see which profile is adequate to the prerequisite

Then they contact the candidate for another round of interview to analyze the skill sets by assessing them on a one to one basis, which means that we have to invest more time in this activity. The HR executive needs to ask job title specific questions to understand the skill set of the candidate, once the HR executive has interviewed the applicant then they shortlist the candidates depending on their skill set. The next round could be a one on one round with the candidate, which many people would say is really important. But as there as two faces to every coin, the disadvantage in this scenario is that the HR official could get biased after meeting the candidate due to his personal assumptions or factors that affect him.

We need to understand that earlier we didn’t have the convenience of today’s technology and this was the only way to take interviews.


There is a team of HR executives who have a requirement of hiring 200 employees for a process in which they need people with different abilities for the process to work smoothly and start yielding a profit for the company soon.

(The requirements remains the same in both the scenarios)


1 Voice-based people

2 IT people

3 Team leader

4 Floor manager

5 Process manager

The HR executive gets the requirement to hire candidates for a new process but this team uses a software to shortlist the first tier of candidates depending on a psychological analysis by using the software. The online test takes approximately 15 minutes for the candidate to complete. Once the analysis is done the HR goes on the online site and gets a detailed report of all the candidates with the section wherein the online tests reveal the most intricate details about the candidate. Just imagine the delight of the HR executive that time, money and resources all saved by just one addition in the workplace and that too a click away.


Technology can improve your company’s efficiency and decrease human error by developing automated processes. It improves the process of screening, recruiting and hiring new employees. Targeted candidates will be in the position to apply for these positions online by submitting their resumes to the human resource manager.  Information Technology has multiplied their abilities to process all sorts of information accurately and with lightning fast speed. It’s time to start something new and trust the magic of beginnings.

“The number one benefit of information technology is that it empowers people to do what they want to do. It lets people be creative. It lets people learn things they didn’t think they could learn before and so in a sense it is all about potential. (-Steve Balmer)





5 Essential Things to Know About Recruiting for Newbie


Actually, the term ‘Recruiting’ is a professional or office-appropriate word for what I used to call ‘head-hunting’.  No doubt, it is a challenging job.  But it is a great job to have,  once you get command over it. If you are a newbie, getting the things is a long way off. Recruiting field is vast and as a newbie, there are a lot of things you need to consider. Here are five top most important things you should know to become a pro.

  1. You need to know real people

The whole concept of recruiting is based on how well you get into the real world. The best recruiters are those who are interested in meeting new and real people. Knowing and learning about them are some essential part of building a network of real people. If you are a solitary creature, it will be difficult for you survive in the world of recruiting. Improve your connections with real people.

  1. You have to help

Hiring candidates is a recruiters job but apart from hiring, his/her job includes taking care of the hired employees, helping them in knowing their job etc. The most important job of a recruiter is to place the right candidate at the right job position.

  1. You should use technical tools

Technology is helping us in every field. As a recruiter, it is very important for you to follow the latest trends in recruiting. For example, you can seek help  AI-based self-assessment tool to analyze candidates’ technical and other skills. The tool also helps you in judging candidates’ behavior and work ethics.

  1. You should be a social butterfly

I already stated above, if you like to work alone and don’t like to make new connections, recruiting is not a great profession for you. To sustain in this industry you must be a social butterfly. You have to build a huge network of contacts.

  1. You should be genuine

You should be genuine. It is one of the most important characters you must possess. You have to genuinely appreciate, have affection and enjoy with co-workers.

The hiring profession is simply a lifestyle more than a prominent job. One needs to understand this if he/she wants to make a bright career in recruitment.

So, friends, these are some of the essential things you must know if you are planning to build a career in recruiting.  All the best guys!

5 Must-Have Features of a Recruitment Software


Before diving into the article, I have a quick question. How do you hire the best pool of talent?

I know its uphill battle to answer the question. Hiring the best talent has never been easy.

Do you know 75 % of the hiring managers believed that hiring and managing potential candidates has become more difficult than a year ago!

Recruiters have to face hundreds of problems. They must spend hours in scanning the resumes (manually- in most of the cases), connect, track, administer, and at the end onboard only the quality candidates. Apart from this, they also act as a social glue which keeps the management and the employees together.

In short, recruiters’ job is full of Burdensome. Isn’t it?

And this is the major reason of why recruiting software came into the existence. The software automates several HR tasks (screening, scheduling interviews, on-boarding, managing payroll and a lot more).  

But with so many software options available in the market, it becomes hard for recruiters to select the right one. Most of the time they choose the platform without looking at some must-have features.

To help you out in selecting the right software, I have list down 5 important features that a good recruiting software must possess.

1. Automates time-taking tasks


As I stated earlier, resume screening, candidate outreach, scheduling interviews are not only repetitive but also time-consuming tasks. That is why automating such tasks is a top priority.

Make sure, your software is capable to perform such tasks for you and drive the best results.

2. Web-based accessibility


It is not possible for us to take our desktop for a walk (I mean everywhere). People like to access services when they are traveling or even when they are not available in the office. It simply indicates the demand for services that are web-based.

It doesn’t matter whether the data is hosted on the clients’ server or the SaaS/cloud-based supplier, the service should be web-based. It must be remotely accessible.

3. Easy to integrate


Integration is a very important factor to check out while selecting a recruiting software. It is good to hear that the software you selected is good in screening candidates. But does it integrated with job posting sites?

Make sure that your software is integrated with job loads like LinkedIn, Indeed, Monster etc. Integration saves your time. You only need to publish your job vacancy on one platform and it will be automatically posted on others.

4. Scalable in nature


For a business, scalability means your system is ready to handle exponential growth in data, resources, and work. It is a very crucial quality to look in HR recruiting software.

The software must automatically scale to accommodate the addition of new data, changes in data storage. This feature avoids the seasonal peak loads and contributes to the better user experience.

5. User-friendly


Complexity confuses users. Therefore, the software should be easy to understand and access. In short, it should be user-friendly.

A great recruiting software includes unlimited options for customization. Try to go with a software which automates the data entry as much as possible.

The purpose of HR recruiting software is to save HR recruiters time by simplifying many of their tasks (I already mentioned some of them). The software improves recruiters’ productivity and helps them in hiring the best possible talent.

With the advancement in the technology, both the recruiters and candidates have several options to connect with each other. And the recruiting software plays a vital role for recruiters in connecting with the right talent.

Next time, when you are in rush to opt a recruiting software, look for the mentioned features.

Recruiters! Be smart and go with the best (for both HR software and talent).

Let me know the features you are looking for in the comment section.

Continuous Feedback Strengthens a Culture of High Performance

feedback to employees

Talent acquisition strategies take away so much of the organizations time — every organization is on a regular lookout for best talent with the skills and mindset. No doubt this good strategy to be on top as an employer but the strategy would make no sense if organizations are unable to manage the top talent once you have it.

It is as crucial as hiring the best candidate to make sure they are engaged, continue to learn and exceed the expected performance to drive growth. And if the organization is not investing enough in their continuous development and then they are not tapping the most important resource.

They would soon start thinking about leaving the organization once they realize that there is no room for their individual growth and development opportunities they want.

An employee-centric approach can prove really great in driving the overall performance of the organization and making the company culture high performing and highly productive.To make sure that they accomplish this goal of getting a high performing team employee development has become one of the major agenda. Let’s find out the ways

Using feedback to promote positive behavior

Learning & development:

Learning and development is an ongoing process – and most of the skills that you learn during your job become redundant in 5 years. This makes it very important for all of us to keep learning new things. Managers feedback can actually help to learn and acquire new skills that can be utilized in future projects that are upcoming. This will enable them to prepare for future roles also help build a good retention number.


Traditional approaches to performance management have been shown to have an enormous cost, both in terms of employee and manager time and in the way that they erode feelings of goodwill. To put it a little less delicately: Most people consider traditional performance reviews to be a waste of time. When harnessed correctly, feedback is anything but a waste. In fact, 78% of employees said receiving recognition motivated them in their job. If employees regularly receive feedback that reinforces positive things they’ve done, they’ll be more likely to do so in the future.


The majority of American workers feel under-appreciated, and this has a big impact on morale. Gallup reports that only one out of three American workers received recognition or praise in the past week, but when companies build a “recognition-rich culture,” they enjoy 31% lower turnover rates. By using feedback to show appreciation and recognition, you can positively influence how employees feel about your company and their job.

Using feedback to change undesirable behavior

Giving feedback is not an easy task, people may get offended initially when you tell them that their efforts are not contributing in the way they expected. Managers do complain that it is one of the most difficult tasks for them. But this is a very crucial part of the feedback.


Regular feedback reduces the wound

A culture of regular feedback and the expectation setting of receiving a constructive criticism sets an expectation of the employees and may not hurt them much on as it becomes an ongoing process. Also, in long-term, they will get into the growth mindset and will understand the need for constructive feedback for their professional development.

Fewer surprises for underperformers

Regular feedback sessions help bosses know the performance of each and every employee in a detailed manner. If the employee is not meeting expectations then appropriate measures like training, regular monitoring of work etc. can be taken to bring him up to the learning curve. And even after all the measures are taken the employee is not performing as per the standards the manages to get signals to make appropriate changes.


Helps redirect employees’ attention and focus

Frequent feedback helps you to know and regulate where and how employees are spending their productive time and effort. Supervisor and managers can use this to help their employees to work as per the priority of the regular tasks and project on an ongoing basis.


Career & Development Feedback Tools are a great way of motivating employees. It shows how much an organisation is keen in developing and taking measures for employee development. This increases employee engagement resulting productive and high performing teams.