Tag: talent management

  • How many rounds of interviews are enough?

     As you know, LinkedIn is my go-to social media outlet because it’s the only platform that makes sense*. And I love it when professionals generously share their points of view, hoping to make an impact in their little way.   But if I were, to be honest, the juice is in the conversations that follow these […]

  • You don’t need 8 hours to hire a potential candidate!

    I spoke to someone the other day about the need for efficient recruitment and selection processes. She mentioned how her company (a major global player in… I’ll leave it at that) make the candidates go through 6-8 rounds of interviews and assessments to vet out the cream of the crop. It was puzzling yet painful […]

  • Why not make performance parameters transparent?

    Following my rant of CTC and how passionately I despise the term and the concept, I would be remiss if I didn’t express how I feel about “performance bonuses.” The component is one of the most highlighted and inaccurate figures in your compensation and benefits package. In almost all cases, performance bonuses are listed as […]

  • Performance profiles over job descriptions

    I hate reading job descriptions because most suck. And I hated writing one even more because they failed to give a clear picture of what the job will be like for the candidate. Although, I must say, 99% of all job descriptions have an obsessive focus on the ideal candidate they would like to get […]

  • It’s not about those ping-pong or foosball tables…

    Each time I bring up “culture” into my conversations with my peers, friends, and industry experts, I get to hear a list of facilities and equipments on offer to the employees. That’s like trying selling me on features and benefits. I’m just not going to buy it! Of course, they also talk about the values […]

  • Your biggest asset is your talent pool

    Irrespective of the size of your organization, it’s future will always depend on the talent that you bring onboard. As leaders/recruiters/hiring managers we know this but have barely paid attention to do something about it. By that, I specifically mean, building a talent pipeline that’s ready to join forces when needed. The challenge is that […]

  • A hiring process without assessments is a recipe for disaster

    As you can tell, I’m saying that from experience. Having interviewed countless candidates, I’m convinced that people have become good with interviews. And irrespective of your thoroughness as a recruiter or an HR professional, the smarter candidates can boast their way into a vital position. You don’t want that to happen, do you? I believe […]

  • Just because it says “easy apply” doesn’t mean you have to

    One thing that I absolutely hate about Job Boards and LinkedIn is that they’ve made the candidate’s application process damn simpler! If you’re confused, let me clarify — it’s simpler for the candidate but a living hell for a recruiter who’s determined (or desperate) to find the right candidate for the role in question. Sure, […]

  • The real reason why recruiters don’t ever call back

    You thought you rocked the interview. The recruiter whom you’ve been in touch with for the past 6 weeks even confirmed that everyone ‘liked’ you and think that you’re a great fit for the profile! That was 3 weeks back and you haven’t heard anything yet. You’ve sent the recruiter an email and called her […]

  • The right resources to the right roles

    In 2019, it’s sort of embarrassing to say that we still take things all too literally at times. Consider the vital function of a talent acquisition strategist. In a nutshell, it’s to bring in the right people for the right jobs. And how do they determine the right match? The good old interview. A handful […]