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Working as a recruitment consultant, one gets to meet a lot of people who want to land a dream job. While they may be able to deliver the goods on this dream job, more often than not the are unqualified – at least in the traditional sense – for the position they want to apply for. There is little chance they would even land up the first round of interviews. More often than not, we tell them to be realistic. But many have their minds set – they want that design job at India’s most well-known design firm, even though they are engineers by training. I know many science graduate who want to be developing cutting edge technology.   If you are among them, here…

The procrastinator. The slacker. The disappearing act. The clumsy. They all make your head spin, your blood pressure shoot right up and your forehead crunch, don’t they? What’s their deal?  You think. Why can’t they just do their jobs? As much as you’d like to bombard or sound them off a little bit, DO NOT; because here’s where you could put the art of giving efficient feedback to use. Giving great feedback which is well reciprocated is a knack which once acquired assures a whopping harmony in the workplace. However, hardly ever have I seen managers practice this art. Giving and receiving feedback is a two way process, your associates need it to improve as much as you need to share it with them for great results. It’s tough. It could be harsh. However, it’s inevitable. So how can you help? By ensuring that all your criticisms are constructive! Let’s have a look at how we can achieve this. Use the feedback sandwich A popular technique of offering feedback is PIP or Positive-Improve-Positive. This breaks the feedback down into 3 segments: You start off by emphasizing on a positive achievement or…

This was first posted as an answer on Quora. The exact problems that a company faces while recruiting talent depends on the process they have in place, the size of the team, and the age of the company. Regardless, there are certain problems that cut across industries. These include:   Scarcity of talent -Unless you are hiring from a global workforce and have the clout to move people where you need them, you will find a gap in demand and supply of the talent you are looking for across multiple role. The best of the talent is always retained by the organization who has them – and you would hardly ever get a shot at hiring them. Even if they…

It’s that time of the year- The appraisal phase “Sorry, I wish I could do something, but budgets are frozen until the end of the year.” Sounds like something you dread to hear? As much as you’d like it being postponed or would want to completely avoid it with the fear of not being…

Human endeavour is geared towards setting and achieving goals. Without setting certain goals or objectives, life becomes a series of chaotic happenings you can’t control. Goals and their successful attainment bring meaning and purpose to our lives. However, how often do we find ourselves pondering over how could we achieve our goals with greater efficiency. Or perhaps ponder over what led to unachieved goals. Do you often find yourself in this place? Regardless if you do not or…

If you are not already using video interviews as part of your hiring process, you are already behind the curve. Staffing agencies across the country insist that you should be integrating new technologies like big data and mobile technology into your selection process already. But this does not mean that you can skip the video interview step for now. Video interviewing has been around for a while now, and the benefits to hiring companies are well established – you want to take every advantage you can when it comes to recruiting the right talent for the right role.   Access the top talent faster Top talent is always in demand. They are occupied delivering on their current commitments, and expect your hiring process to be flexible enough to accommodate the time pressure they are under as well. One of the easiest ways to provide them this flexibility is through video interview. This helps you to screen the candidates early and in a non-commmittal way. You get to know each other and can decide…