Challenges Faced By Employees In Gulf

challenges-faced-employees-gulf-countries

As discussed in the previous blog about the decrease in the attrition rate in Middle East companies, still there are certain challenges faced by the employees of the gulf countries that might increase the attrition rate percentage and are discussed below:

  1. Work-Pressure:
    For the workers who are not content with the job, several areas of their work get affected and their actions can affect the other employees too. Employees who are satisfied with their work are less likely to complaint about the job stress due to natural human tendency. If you are not pleased with the work you are doing then it is more possible you will feel discontent and even the slightest thing at work will make  you feel fatigued out and unhappy.
  1. Less Employee Spirit:
    Remember the proverb – One Bad Fish Can Spoil The Whole Pond. Similarly if an employee is completely disappointed with the job then all the other employees with whom that person is in contact with will sure have an reverse effect of it. Research says that negative attitudes can spread through a workplace like wildfire and, if they are not improved, the overall morale of the employees will take a sharp decline.

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Employment Situation In Middle East

Employment Situation In Middle East

In next 6 months there is an assumption based on research that new jobs will be created in the MENA (Middle East and North Africa). Also there is confidence in the reduction of the attrition rate in the market. Research says, with the total of 130 employers 80% of them are appreciating the 18% attrition rate in their organization. Following are the outcomes of the survey conducted in the Middle-East among 150 recruiters in which 65% were the employers and remaining were the recruitment consultants:

  1. 40% of the responder organizations have appealed to hire for new job positions while 80% of them intend to hire new talent for existing unfilled positions.
  2. 85% of responders have said that the attrition rate in the month of October 2015 is 15% which is much less than the attrition rate happened in the month of March 2015 that is 70%.
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Recruitment Process Outsourcing – 2015

recruitment-process-outsourcing-2015

In 2015, Innumerable Recruitment Techniques has been initiated which leads to hike in Success rate of RPO. There is an estimation of 450 crore RPO business in India with the expected growth of 40-50% every year. Outsourcing the Recruitment Process comes under the brisk business category as most organizations are outsourcing HR services with regard to focus on core businesses. Factors which are increasing the growth rate of RPO in 2015 are: Quality hiring, low turnaround time and also the cost reduction in HR Services. Better understanding of the HR market is essential for RPO projects. Organizations are not only concerned about the specialization in sourcing like earlier years but also in the processing plus technologies involved. With the increasing maturity of the RPO market various peripherals (with respect to recruitment tools) has been added to enhance RPO success rate. RPO Growth rate has been increased by 13% from last year and presumed to get even better in coming years. Roles and positions has become more specified as a result of which to hire the specific talent from the pool has become challenging. Acknowledged with this fact even the hiring managers are being patient to fill out a particular role and are prepared to wait for the right talent.

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Recruitment Techniques In 2015

Recruitment Techniques In 2015

There has been noticeable changes in the traditional approach of Recruitment practices so as to influence the talent from diverse mediums. Today, is the time when recruiting the best talent from the market is considered as the most valuable metric for the organizational success. Earlier like four years down the line, traditional hiring method were the employee referrals or print media but referral program was the best suited method for search of talented candidates at that time. Nowadays job board and social professional networks are preferred for sourcing quality candidates. Recruitment through social practices precedes to successful, talented and retained candidates which makes 70% of recruiters to spend more in Social media. Recruiters tend to spend more on LinkedIn than other social media channels. To segregate 90% recruiters are using LinkedIn while 60 % are more likely to use Facebook platform for Recruitment Practices. Following techniques are used for high level recruitment:

Wide Search Plan

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Recruitment Challenges In 2015

Recruitment Challenges In 2015

There has been a huge difference between supply and demand of the experienced candidates which makes the hiring environment quite competitive in 2015. With the consideration that more talent does not mean employable talent we have been through the candidates with high talent skills but the dearth of employable talent. As per the Morpheus Human Consulting Survey Research, hiring competition is expected to increase by 65% in the coming years. Following Hiring Challenges are faced by Recruitment Consultants in 2015 as compared to previous years:

 Executive Level Hiring:

Recruiting the senior level management has always been a challenge due to the diverse opportunities available in the market. Top talent candidates are always in demand and hence whenever they are out in the market for the job change other employers hire them readily without second thought and they are with the offer letter in hand as quick as wink. HR Recruitment Consultants at Morpheus Human Consulting has put the efforts in overcoming this challenge by making the job postings more SEO friendly compared to other employers so that when high talent is in need of job, the postings done by the recruiters of Morpheus Human Consulting will have good search engine score and this technique has known effective results.

Candidates Persuasion:

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How To Select Best Recruitment Consultancy For Your Organization?

 Select Best Recruitment Consultancy Organization?

The whole criteria of outsourcing the Recruitment process is the introduction of the strong candidates and it is essential for any company to choose recruitment consultancy cautiously failure of which can have huge effect on the brand name not to forget the business loss.  Following are the steps that can be helpful in  Selection of  Best Recruitment Consultancy Organization

Jack of all, Master of One

There are many HR Recruitment Consultancies who claims to have end to end recruitment experience in all the industries but the HR Manager has the responsibility to discover the industry in which the particular consultancy has expertise into. Having the in-depth knowledge in the particular channel adds significant value to the hiring process as the expertise are not only concerned about the job role or job description but also the values, work-culture, passion of the candidates towards the job role while keeping in mind budget as well as tight deadline.

Clientele Portfolio

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Recruitment Franchise Opportunities

Recruitment Franchise Opportunities

Recruitment Franchise Opportunities

Setting up your own HR Recruitment Business from scratch can be tedious, time consuming and also involves huge initial investment. To overcome these pitfalls of starting a new business, Franchise plays a great role. Benefits to start franchise over business are:

  • Franchisees has rights to use the company’s established brand name and logo.
  • Comparatively higher chance of success rate than involving in sole proprietorship.
  • Less amount of time, energy and efforts are required to start franchise.
  • Franchisors provide complete initial training and ongoing support on the software involved in the business.
  • Franchisors takes care of the company’s advertising campaign to build the strong brand name.

Morpheus Human Consulting As a Recruitment Franchisor

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5 Steps To Success As Franchisee

morpheus-human-consulting-franchise-success

Register

Register Here for Morpheus Human Consulting Franchise Meet and fill out the basic information like your name, email-id and contact number. Registrations are considered as you want to have detailed information about our Recruitment Franchise.

Meet

Once registration is done our Franchise team will reach you explaining the prerequisites regarding Morpheus Human Consulting Franchise and the suitable time will be discussed for our face-to-face meet with franchise management team.

Invest

After meeting our franchise empanelment team and management at Morpheus Human Consulting, considerable amount of time is given to the prospect for decision making process regarding investment. Once you have determined the level of investment that works best for your Franchise goal and budget you can continue the payment process either online or offline.

Training

End-to-end Recruitment Training Facility will be provided by our Franchise manager which includes proper keyword search in different job portals, candidate shortlisting as per the resume screening  and other helpful factors. Later in case you have any impediment in using job portals our support team will assist you with the same.

Execute

Franchising is an example of proper Business concept as with minimum risk and low investment you can expect reasonable ROI. Morpheus Human Consulting wants to outsource in order to grow and develop its recruitment business dynamically. We have more than 13 years of experience in recruitment services and provides attractive as well as well rewarded business opportunities to its partners.

 

For Further details contact us on 022-40649800 or email us on franchise@mhc.co.in

Brand Development Strategies Acquired By Morpheus Human Consulting

Brand Development Strategies Acquired Morpheus

Now is the time of social media and every organization is concerned about the company brand. In recruitment process HR not only takes care of interview process but also about the good candidate experience harvesting brand development exercise. Let me explain some strategies that can be helpful in building positive impression among the freshers and also in attracting talents for the recruitment process.

  1. HR Recruitment Consultant or the HR manager should inform the candidate about the tentative time for hiring activity and implement the same to value the time of the job seeker. Candidates can be scheduled in two ways: pre-lunch and post-lunch hence saving valuable time on either side.
  2. In order to understand the interest of the candidate for a particular job profile an initial step of telephonic conversation can be helpful. Furthermore, make candidates understand the whole interview process over phone along with date and time to seek confirmation mail from the candidate.
  3. Selected Candidates from mail confirmation should be treated well by the attendants and front office should also have the information with the list of candidates appearing for the interview. In case of any delay in the recruitment activity due to unavoidable reasons HR should express apologies for the same.
  4. If there is any written test before the personal interview make sure you inform candidates the stipulated time taken to declare results so that it helps candidates to avoid stress for the time being after the rigorous selection rounds.
  5. Congratulation mail should be send to the selected candidates and regret mail to the rejected candidates to encourage them for future openings. Also register the email-ids of all the candidates that have come for the entire recruitment process so as to send them job openings available in the future along with the company update.

Above written points has been discussed with Recruitment Consultants of Morpheus Human Consulting and put it in a frame to provide a good picture of candidate attraction strategies combined with brand development exercise. In case of some other strategies you can think of please express your views in the comment below.

Skills To Be An Ideal Job Candidate

Skills To Be An Ideal Job Candidate

When hiring, companies are 100 per cent sure about what they want. However, unfortunately job seekers are often not sure about what they want, and that stops them from effectively communicating that they might be the best candidate for the job.

Potential

Companies are always on the lookout for long term potential to support their brand.
They want motivated personnel who’re excited about their role in the company and the company’s future.

Creativity

Businesses often run in a set pattern. However, when the tide turns you know who’s been swimming naked. A company knows every time economy changes or the competition introduces a new product/service, the company strategy has to change accordingly. In such cases they need creative people with unique problem solving skills to step in a tweak ongoing processes. Show them how you tackle challenges and opportunities, and they will ask you to come onboard.

Ability to Adjust

Most of us spend a LOT of time at work, and while you may get to choose your friends, you don’t have that option with colleagues.  However, in a workplace there are unwritten rules of being understanding, respectful and reliable.

Ability to add Value

Employers want people who’ll add value to the organization and make money for them. If you’re not able to convince them your skills would help them make money, why should they hire you! After all, a business is not the same as charity. The key here is to quantify your work. Make sure they see value in you.

Brilliant CV

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