This technology is helping firms in speeding up HR functions..!!


A senior manager at lnMobi recently received a popup alert on his computer screen to “catch up” with Ruchi, the company’s newest recruit.

The mechanism, which sought to ensure that the employee could get immediate access to him, is being increasingly used by companies to help human resources managers speed up some routine functions.

The technology being used is a Chabot, a computer programmer designed to simulate conversation with human users, especially over the Internet.

HR companies casually refer to this as a friend who chats with you and helps you with tasks such as booking a flight ticket, reminding you to punch in for your attendance, sending a note to your newly joined team member or even training you for the next job interview.

Besides InMobi, which plans to roll out this function across the company by April, Yes Bank is looking to introduce it by the end of the year. With this, employees can get quick information on compensation breakup, leave, policies and benefits, as well as ask questions that can be answered immediately.

The next step will be for Yes Bank to develop this into a mobile-led application for employees to access anywhere.

“This will reduce the pressure on HR teams as employees can get the information they require without having to personally go to someone for it,” said Ritesh Pai, country head of digital banking at Yes Bank.

Some chatbots can help with employee performance reviews and recognition, and engagement while other applications can simplify the recruitment process through artificial intelligence or even help manage complete on-boarding flow for the new hires through a bot interaction.

“HR chatbots are more like an automated virtual assistant that helps offices and businesses automate critical time-consuming tasks, thus saving them huge money and leading to greater time efficiency,” said Siddharth Shekhawat, co-founder of Engazify, which has developed such a bot.

BankBazaar, which has been using chatbots in its main business for a few months, is now looking to extend it to its employees so that they can raise questions and concerns straight to a chatbot instead of the HR team.

The company wants to resolve issues as quickly as possible, thereby minimizing the 24-hour window of query solving.

“We will test this chatbot with a few employees before rolling it out company-wide towards the end of March,” said Sriram Vaidhyanathan, chief human resources officer at BankBazaar.

This kind of a bot will help HR functions quickly gain scale for a number of routine tasks.

“It will help us collate scores of manager assessments, for instance, on a monthly or quarterly basis and the managers can see by their scores what percentage of people are satisfied or dissatisfied with them,” said Kevin Freitas, HR leader at InMobi.

Hyphen, a company that also designs chatbots, is in the early stages of deploying its bots in companies such as InMobi.

“This will help in real-time management of employees and that will be the next big thing in HR. In the modern workplace, listening to employees once a year just wouldn’t be enough,” said Ranjit Jose, co-founder of the real-time employee engagement solution for co-workers to share their opinions.

This will unlock for HR managers easy access to a range of information and empower them. The next step is for chatbots to integrate with apps and that will enable an even wider application.

People Strong’s Pankaj Bansal said the company is prototyping its bot, which will take care of transaction-related work in HR. It will include any logging of information using a paper and pen by an HR manager and replace it with a chatbot.

In India, Bansal said, the number of organized workers using HR functions will increase to 100 million in the next three years from 30 million at present. By 2020, he said, 30 million Indians will be using chatbots.

BankBazaar is already seeing the benefits of using chatbots. The company has seen a massive improvement in efficiency of managers and speedy resolution of HR-related queries and concerns without making a huge investment, executives said.


13 Most Common Hiring Process Bottlenecks And How To Correct Them !!

Organizations across any industry are faced with bottlenecks in the talent acquisition process, often resulting in lost productivity and business opportunity as the search for the perfect candidate doesn’t always bear fruit.

Quite surprisingly, many of the obstacles to hiring the best talent in a timely manner are caused by the often strained relationship between hiring managers and recruiters. Even though focused on the same goal, their relationships are typically marked by miscommunication and the inability to work closely together, leading to major obstacles in the hiring process. In fact, up to 77% of hiring managers think recruiters are not screening candidates properly, while 51% of recruiters believe hiring managers do not adequately communicate what they are looking for in a candidate, according to a survey of 600 recruiters and 375 hiring managers by talent acquisition software provider iCIMS Hire Expectations Institute
Whether it’s miscommunication among those involved in the hiring process, inadequate candidates or a poor compensation strategy, there are several causes for bottlenecks in the talent sourcing process. Below, 13 members of Forbes Human Resources Council discuss some of the most common roadblocks and how to overcome them.

 Hiring managers often want, or think they need the perfect candidate. These “unicorns,” as they’re more recently known, are rare or not what they seem at first blush. The hunt for this mythical candidate can be a bottleneck. Companies need to identify and agree upon the must-haves and the nice-to-haves for a smoother process. And who knows? You might find a unicorn in the making.

1. Being Unprepared For Talent

Being unprepared is a common bottleneck that occurs in the talent acquisition process. Typically, when an organization finds top talent, they are not prepared to hire immediately due to an undefined process and no sense of urgency. This can be avoided by planning out the acquisition process with hiring managers and informing the candidates of timelines.

2. Indecisive Or Overly Critical Hiring Managers

A top bottleneck would be a hiring manager who is indecisive or worse, too critical. HR must become a true business partner to correct these holdups. If they are indecisive, give them confidence in the process and help them through the weeds to identify top talent. If they are too critical, be frank about the loss of time and productivity that comes with searching for a purple unicorn candidate that doesn’t exist. 

3. Candidates Turning Down The Job

Often a company will get to the end of a recruiting process and offer a candidate a job, only to find that the candidate has turned down the position. A good recruiter is deliberate about making sure there are no surprises at the end of the process and that the response is always yes. Asking questions, setting up that conversation early and responding to the hesitation is key.

Hiring managers often want, or think they need the perfect candidate. These “unicorns,” as they’re more recently known, are rare or not what they seem at first blush. The hunt for this mythical candidate can be a bottleneck. Companies need to identify and agree upon the must-haves and the nice-to-haves for a smoother process. And who knows? You might find a unicorn in the making. 

4. The Unicorn Hunt

Hiring managers often want, or think they need the perfect candidate. These “unicorns,” as they’re more recently known, are rare or not what they seem at first blush. The hunt for this mythical candidate can be a bottleneck. Companies need to identify and agree upon the must-haves and the nice-to-haves for a smoother process. And who knows? You might find a unicorn in the making.

5. Misdirection

Misdirection. Yes, I wrote misdirection, not miscommunication. Talent acquisition impacts the company culture and employees. Sometimes, it is office politics in play which create a “hurry up and wait” wheel. Ask the CEO/COO how and why the position is achieving strategic and business objectives. Once clarified, office politics are negated. Hence, you will have a solid recruitment process.

6. The Infamous Flood Of Applicants

Unqualified applicants bog recruiters down, especially if you’re handling a significant requisition load. As part of an intake process with the hiring manager, get super-clear about what they need. Ensure these requirements are explicit on the posting, and use applicant tracking system knock-out questions against these. This will improve your candidate quality, allowing you to spend less time dispositioning. 

7. Reference Checks

Waiting for responses from a candidate’s references can cause a frustrating bottleneck in the interview process. Avoid the wait by giving references multiple ways to contact you with their response. Inform them that it is okay to email you or leave a voicemail if you are not available. In addition, ask the candidate to follow up with any references you have not heard back from with 24 hours. 

8. Disconnect Between Job Description And Job Duties

Job descriptions tell why a job exists and the duties to accomplish the why. The actual duties performed may have changed over time and the job description has not been updated. A bottleneck occurs when recruitment is done before validating the job description. Solution: Before recruiting, meet with the hiring manager and the current employee to clarify what the duties are and the KSAs (knowledge, skills, abilities) needed.

9. Too Many People Involved

A typical bottleneck that often occurs falls in the interview process. Too many people involved in a process can delay the process and cause the candidate to build reservations. Make your process as simple as possible. Identify the key folks that should be involved and be clear with your candidate upon first contact. You will gain trust once you are clear and set realistic expectations. 

10. Perceived Bottlenecks

Sometimes it’s just a matter of perception. Even the most efficient process will be perceived as “taking forever” if the business wants the position filled with the best candidate and in one day. To help alleviate this, do as much pre-work as possible BEFORE the position is officially open. Get the job description, market data, interview team, etc. ahead of time. Communicate early, then go! 

11. Focusing Too Much On The Paper In Front Of You

Many hiring managers and recruiters spend far too much time reviewing a potential candidate’s resume. Oftentimes, they screen out potentially great employees because candidates don’t fit a certain description or don’t have certain experience. Sometimes your best performers are those right out of school or new to the industry. An open mind is key to identifying and hiring a stellar workforce. 

12. Rigid Compensation Strategy

Inflexible salary bands may limit access to strong candidates. Slow approval process may lose a candidate to another firm. To minimize, manage compensation data before and during process. Set market expectation for skills requested. Besides salary reports, talk to recruiters on current salaries and collect data from every applicant. Before the final selection, start compensation ROI conversation.

13. Generic Job Descriptions

A generic job description can cause major problems in reaching candidates with the required skill set. Employers who only stress such qualifications as “detail-oriented” or “good communication skills” instead of focusing on must-have requirements that are essential to the role will see an influx of unqualified applicants, while candidates who are truly qualified won’t be enticed to apply.


A Google Recruiter Shares Biggest Resume Mistakes !!

Resume mistakes are easy to make. After all there is not standard or a written guide on how various companies like their resume formats as.

But a top Google recruiter shares some of the biggest resume mistakes he sees.

Mistake 1: Typos

Typos are one of the top resume mistakes. It’s widely accepted and in the UK even on graduate application forms there is a 3 strike rule. Make three typos in a 9 page application and your application is rejected.

Mistake 2: Length

If you are a student looking for your first job out of uni, stick to 2 pages at max. Stop making another of the obvious resume mistakes by boring the recruiter with your whole life story. Stick to points relevant to the job. Recruiters skim your resume in 6 seconds – make it worth it.

Mistake 3: Formatting

There are creative resumes and then there are uncreative people attempting to catch the recruiter’s attention by trying to be creative on their resumes. Coloring your resume pink or adding bob the builder to your resume as you are looking for a civil engineering job, has to be a fail. Avoid adding lines and tables to your resume as that is unnecessary formatting.

Mistake 4: Confidential information

This is important and very easy mistake to make on your resume. Avoid showboating my mentioning your clients or company information. What happens if you are going for an interview to be a CEO? Well in that case you are reading the wrong blog, I don’t write for CEO’s …

Mistake 5: Lies

Never lie on your resume. The rest of the 4 mentioned resume mistakes are instant failures, you will get rejected and you can sort it out. When you lie on your resume, you can get away once but you have to live with it and never know when it gets found out. 

5 Tips to Manage an Effective Team for Your Business

Are you planning on hiring remote workers for your business? More and more people are leaning towards home-based businesses — and it’s proving successful. In the 21st century, working from home is considered a normal practice, so it’s natural to want to expand on your ideas.

However, if you are in a position where you need to make your company larger by hiring remote workers, don’t go into it blind. People who succeeded on their own but rushed into the employer bracket too quickly found there’s a lot more to it than barking orders. Here are five great tips you can use to build a great company with great employees. Remember these tips, and you will always find yourself walking in high cotton online.

1. Share your vision.

When you begin on boarding workers, you must share the vision you see for your company. Many employers forget this step, only to find out later that the employee isn’t quite as invested in it as they had hoped.

There are a couple of reasons you want to do this. When you share your vision with someone else, you invite them to take the journey with you. Not only does this make it personal for the employee you just hired, you also offer them a piece of your company because now they are helping you get your business to where you see it in five years. Sharing your vision creates ownership, and ownership creates a great employee work ethic.

2. Understand employee skills.

In order to allow your business to flow organically and naturally, you need to understand the specific skill of each worker. So many employers simply hire new employees and then don’t talk to them for five weeks — that’s an overstatement but I want you to understand the impact. In order to understand each worker’s skill set, you must spend some time with them, learn about their likes and dislikes. They will tell you which areas they need to work on and which areas they excel in.

For example, you don’t want to assign a content writer to work on the back-end of your eCommerce blog writing code. Most employers think when an employee applies for a certain position, that they can only do that specific job. Get to know your employees outside of the interview process. You’ll be surprised what you find out.

Once you decide you want to hire a person, and they have exceeded your expectations for a particular position, set up another meeting to get to know them one-on-one for 15 to 30 minutes. You may find your content writer also has a passion for Word-press coding.

It is beneficial to your business to get to know and understand each employee you place inside of your company. Learn about them and their expertise, and craft jobs specifically around what they’re good at.

3. Maintain effective communication.

Any successful business person with any amount of employees will tell you communication can make or break your company. When everyone is on the same page, when they understand the job and what is required of them — this is where true business success lies.

One of the main responsibilities you have as an employer is to make sure the communication train is running smoothly every day. Make sure your command structure is set in place and your supervisors are helping you guide the employers along.

Since it’s up to you to determine how well your employees communicate, you have to make sure the tools and platforms the company uses meets your criteria for communication. Platforms like Intraboom are perfect examples because they create opportunities for communication, tasks, file sharing and important bulletins you need to share with your employees.

Get your employees used to communicating with you and their coworkers on a daily basis. Have your supervisors set up weekly meetings with their teams to be reported back to you for the day-to-day operations and task handouts. Also, keep in mind the bi-weekly meetings you should have with the whole team. Meetings with everyone in attendance will keep communication top of mind within your company.

4. Set clear expectations.

When employees understand the job and what’s expected of them, it makes for a smooth transition into success with your business. It’s a good practice to have daily and weekly goals set within your company. This allows your employees to get used to achieving those goals and having your expectations met.

It’s also a good practice to allow your workers to set their own goals for the week. Allowing this makes them more productive. You can help this out by setting a reward system within your company. This promotes a healthy working environment, and it teaches your employees to have good work habits every day.

5. Know when to step aside.

There’s tons of articles about business experts who can show you how to manage employees effectively. You should definitely read some of those because they can affect the way your business is run. However, not many people write about the effectiveness of not standing over your employees cracking the whip. Giving them that space shows that you trust them. And that makes them happy. Does it make them happy when you leave the room or stop bugging them every minute of the day? No doubt it does.

When you realize they can handle day-to-day responsibilities, you need to slide out of the way, and make sure they know you’re available when you need them. In fact, employees who are the most motivated to work are the ones who feel autonomous and empowered. You can make this happen by stepping away once they’re comfortable with their responsibility.

HR Technology- Leading trends in India


Human resources is basically the professional field that involves optimizing relationships between employers and employees while simultaneously ensuring that both groups positively contribute to the functioning of the businesses or organizations.

Nowadays, recruiting, scheduling, employee training and the many other HR functions are being transformed by a sea of innovative software platforms and vendors.

Technology is one factor that is impacting the HR department to a great extent. The wave of technological transformation impacts the organizations in two ways- Firstly, it would offer numerous tools to better manage and engage the talent in organizations. Secondly, it is helping HR managers to shift their focus from managing workforce to driving profits to the company. 

The following are a few technological trends that bring a major change in human resources management software and industry

1)   Big Data Powers Organization:

Technology has transformed the monotony through HR platforms that digitize the                  information human resource needs. One such technological trend is Big Data, which is helping HR professionals to understand their customers, market to target audience group and communicate with prospective customers. When integrated with other technologies, Big Data helps to gain a deep insight and allows HR professionals to make decisions powered by vital information.

Big Data gives HR managers a fact-based view of the current workforce, and helps them to identify emerging trends. Moreover, analytics helps recruiters assess potential employees and let you make better risk management decisions.  

2)    Mobile Apps are the Future:

 Smartphone is likely to dominate the HR landscape this year. As the workforce across various operations seeking access to applications via mobile devices, companies are considering to adapt their HR systems. Delivering this kind of functionality implies that organizations will consider HR applications with mobilization process and the interface that employees are looking for. More on, the trend of creating applications that streamlines the basic HR functionality continues to evolve. Today, mobile apps have become essential for every application that a company develops.


3)   Social Media – A powerful tool:

 Social media plays an active in HR today, especially when it comes to recruitment. Around a quarter of employers are using social media channels like Facebook and LinkedIn to recruit staff. HR departments can use social media not only for recruitment and for employee engagement. It is considered as a prime source for companies to reach their HR goals. Enterprises can use social media channels to reach target audience with job postings and other company related information. Few organizations use social media to tell their organization’s success story through photos, blog posts, Tumblr and Pinterest pages. And, job seekers are using these social networks to find about the company. It’s a good source to know what current and potential employees are saying about your company.

  Social media offers countless benefits to HR professionals and lets them to keep up with the news, technology and trends. You can nurture relationships by sharing the industry knowledge. All these reasons have made it an ideal platform to engage employees, build relationships and bolster communications in the work space. More companies will consider integrating applications with LinkedIn or Facebook instead of developing corporate applications in the future.

4)   Cloud based HR systems:

Be it a web application or a native application, SaaS apps play a key role in every sector including the Human Resource Department. Cloud-based applications are inevitable in today’s business environment. Collection and data storage have been so difficult until the evolution of cloud. With the advent of cloud technologies, all the information such as documents and other pertinent information can be easily accessed online. Employee information can be archived and organized in a secure location.

  However, before deploying cloud based solutions, it is required to understand whether the technology fits well for your current requirement and if it can add a real value to your business. One needs to weigh potential challenges against the benefits to understand whether cloud can overcome the business risks. Also, it is important to consider whether the business procedures can migrate with the cloud applications. By centralizing the data, the workflow and operations can be streamlined across the enterprise. Implementing cloud solutions can have a positive impact on various streams of operations ranging from product development, workforce management and business integration. Therefore, most enterprises are switching to cloud based applications.   

Top 10 Reasons To Buy a Franchise

Striving for new goals is a motivating way to get yourself out of the current economic funk. For many people, these goals include the desire to start their own business and become the master of their destiny, and franchising can fit very well into that picture.

Here are the top 10 reasons to select a franchise opportunity if you want to own your own business.

1. Track Record of Success. Any good franchise company has developed a method of doing business that works well and produces successful results. Even better, they’re required to provide you with a great deal of information in their required disclosures so you can investigate and verify the results with existing franchisees prior to making your final decision.

2. Strong Brand. One of the biggest advantages of franchising is that the company is building a brand on a regional or national basis that should have value in the eyes of customers you’re trying to attract.

3. Training Programs. A good franchise company has training programs designed to bring you up to speed on the most successful methods to run the business. They should also have reference materials to assist you in dealing with whatever comes up while you’re running your business.

4. Ongoing Operational Support. Franchise companies have staff dedicated to providing ongoing assistance to franchisees. You’re not alone when you’re building and running your business, and you can always call on experienced people when you hit a rough spot or want to share new ideas for growing the business.

5. Marketing Assistance. The franchise company has marketing assistance to provide you with proven tools and strategies for attracting and retaining customers. Usually, the staff helps you develop the actual marketing plans and budgets for your grand opening as well as your ongoing efforts to market your business effectively.

6. Real Estate Assistance. Most franchises have manuals and other documentation, as well as staff, to help you find the right site and negotiate the best possible deal on your site. This is a very important advantage that can hold costs down and provide the best possible chance of success in any site-driven business.

7. Construction Assistance. Franchise companies can also provide a wonderful benefit in helping you design the layout of the business and select the right contractors to do your build out, as well as making sure you get the exact mix of furniture and equipment you need to maximize the efficiency of your initial investment.

8. Purchasing Power. A good franchise can take advantage of the buying power of the entire system to negotiate prices for everything you need at significantly lower levels than you could achieve as an independent operator. This applies not only to initial furniture and equipment purchases, but also to the supplies, inventory, uniforms and everything else you’ll need on an ongoing basis.

9 & 10. Risk Avoidance. This one is so important that we’ll call it both 9 and 10! The biggest reason to buy a franchise is that, if you’re smart, it will help you avoid much of the risk of starting a new business. Make no mistake–you have to do your due diligence, but if you do, you can determine with a fair amount of certainty what happen if you become a new franchisee.

8 Rules for Succeeding as an Entrepreneur !!

Before I talk about how to succeed, I need to talk a bit about failure. In Silicon Valley, failure is lauded, especially fast failure. The theory is that you learn by your mistakes. Ironically, most of the people who have the created the most successful businesses had no real history in their market and even less so-called experience. Indeed, their very ignorance of the potential pitfalls seems to have been what enabled them to succeed. Walking a high wire, it seems, is much easier when you don’t think there’s a 100-foot drop on either side. Put another way, success is a function of our belief that we will succeed and our determination not to fail.

       Here are the 8 rules as an entrepreneur

1. People are more important than strategy:

If you focus on finding people you want to be with and who you think are talented, chances are you’ll come up with great ideas together that will work. If you start with an idea and then try and find the talent, chances are you will be putting a square peg in a round hole.

2. Know what customers really want:

Business school teaches the importance of listening to customers. That’s great if you know what to listen for. Sometimes customers don’t know what they need but can describe what they really want or what they hate. For example, people don’t want to buy gasoline, but they do want to be able to drive to the beach. Henry Ford has often been quoted as saying, “If I’d asked my customers what they wanted they’d have said faster horses.” Whether he said it or not, the point is a good one. What business you are in is driven by your ability to know what people really want, not what they say they want.

3. Market size is everything:

When VCs look at any investment, they will try to forecast the potential market. If the market is big enough, even a half decent company could get to be a decent size. Dominating a really small market may take ten times the effort. Work out how big your opportunity is and what piece of that market you think you could own.

4. Be the customer:

How many times have you seen employees acting against the interest of their company, because the rules of the company made them act that way? Billions of dollars are lost every year because employees do what they’ve been told to do, not what they think they should do. If you are constantly putting yourself in the shoes of the customer and listening to your staff, you will eliminate the craziness.

5. Don’t chase bad revenue:

When starting out, you want customers, but be wary of taking just anyone’s money. Some customers can be bad for business, especially in the services sector. If you take on customers that pay well but make your employees’ life hell, they’ll rightly quit and then you won’t have a business.

6. Understand your culture:

Businesses are like families; they have values and a way of being. These are often a function of the leader or founder’s values. As you grow, you need to be sure to involve people who share those values. For example, if your company has a laid-back, fun culture where you empower people and don’t take yourselves too seriously, then don’t hire people who want a corner office and an assistant. Culture can make or break a company. If you don’t know what your culture is, you’d better find out.

7. Timing is everything:

One of the biggest reasons businesses succeed or fail is a function of timing. Being in the right place at the right time matters. All of which goes to my first point about not fearing failure; in life, you don’t always know until you try.

8. Think about growth:

We have all wondered what we’d do if we won the lottery. When starting a business, you need to think about what happens if it actually takes off. How will you scale? Who would you hire tomorrow? Would you open up in another city? Would you franchise the business? If you are trying to build the airplane while flying it, don’t be surprised if you crash.

MORPHEUS HUMAN CONSULTING provides an Excellent Business Platform for Recruitment with Low Investment and Minimum Risk along with Reasonable ROI with the benefits of a Household Name and a dedicated Team supporting YOU with timely guidance on how to operate effectively.

Some Of Our Franchise Reviews:

1. All along my life I wanted to become an entrepreneur. Morpheus Human Consultant has given me a chance to accomplish the same. I chose MHC because I think its business model is unique and futuristic. My association with Morpheus is still in infancy. But I am really impressed by the concept behind “Talent Now” and professionalism being displayed by “Support Team”. – (Franchise Partner – Pune)

2. Working with Partner like you makes our business a great joy and to have own business after working for over 25 years in various industries gives satisfaction. The first year was not encouraging and went in loss but with the great provision from support team, Client Relationship Manager, Talent Acquisition Team we were able to understand the business and earned a great profit from our business. One more positive feedback that I would like to add is the total transparency in the work process. Thanks for your support. – (Franchise Partner – Mumbai)

3. I always wanted to balance my career and personal life without sacrificing my professional responsibilities and working with Morpheus helped me manage both the things. Working with Morpheus keeps me updated with the current job market scenario. To be frank, I have not got any financially benefit but haven’t loose also anything instead had great experience to start my own business in HR field. – (Franchise Partner – Delhi)

For Further details contact us on 022-40649800 or

email us on

6 Ways Social Media Can Help Find the Perfect Candidate !!

Gone are the days when posting an ad in a shop window or writing a job description for the local paper were the best ways to find employees. These days, companies have a range of channels for recruiting new talent.

Platforms like Facebook, Twitter, YouTube, Google+ and LinkedIn are ideal for finding  of employees, so here’s how they can help aid your search for the perfect candidates.

1. Social media provides access to millions of job seekers:

Why wait for people to come to you when you can go to them? Millions of highly-educated employees use sites like LinkedIn and there are a number of different ways recruiters can headhunt top talent such as messaging someone who looks to be currently unemployed but seems to have all the qualifications you are looking for or to join industry and skill-based LinkedIn groups to spot those actively involved in intelligent discussions or debates.

2. Social media allows you to target people by geographic location:

Those looking to expand their workforce can also use LinkedIn’s advance search functionalities to find people within a specific geographical radius that possess the right self-identified skills, education or work experience integral to a given search. This means that by using the right keywords, you can quickly identify those who might be interested in working for you before reading their profiles and making contact if you feel it’s right.

3. Social media helps spread the word about a certain role:

In order to find the right candidates it’s a good idea to cast your net wide – and social media can help you do this without any hassle at all. One of the best ways to get the word out is to set up a Facebook account for a business page and to post job ads online which all your followers can see. These job roles will then either be liked by potential candidates or shared with others who may be interested – but don’t forget to include a call to action to make your social media recruitment campaign worthwhile.

 4. Social sites can draw attention to your business:

Similarly, sites like Facebook and Twitter can increase brand awareness and draw attention to your business, particularly if you keep the content updated and make regular posts or tweets. If you make the effort to follow people and build up a good reputation, you may find potential candidates contact you even when you don’t have a vacancy. This means people think your company is worth working for and while a position might not be available you could always hold onto their CV for future use. Get more tips and tricks on how to use Twitter effectively here: 125 Twitter Job Search Tips eBook.

5. Google+ is great for candidate sourcing:

 Google is the largest search engine in the world, it has the biggest free email platform (Gmail) and is now the third biggest social network, making Google+ the ideal place to look for candidates. With over half a billion users, employers can send fellow Google+ users an email to their Gmail account even if they don’t have their email address and can engage with prospective employers via the commenting engine on YouTube and Blogger.

6. Recruitment can be done on the go thanks to social media apps:

We live in an extremely fast-paced world, but social media apps make it easier than ever to log in and look for candidates on the go. The top platforms (Facebook, Twitter and LinkedIn) can be accessed from mobile devices such as smartphones and tablets giving employers much more flexibility than they once had.

Social media can undoubtedly help you to find the right candidate, you just have to use it properly.

10 Ways HR Tech Has Changed Recruiting Forever !!

Finding the right candidate for the right job has always been the Holy Grail of recruiting, but thanks to social recruiting technology it’s easier than ever to succeed in that elusive quest. Sifting through a sea of resumes can be discouraging, especially if none of those resumes hint at the perfect match for the position you need to fill. Social recruiting makes it easier to find the proverbial needle in the haystack because it better equips you to attract and engage the interest of the right candidates.

Here are 10 ways social recruiting technology has changed the recruiting game:

1) Short job postings are in:

Twitter is the new model for job postings. Along with smartphones and up-to-the-minute news feeds have come shorter attention spans. People reading online want their information — including job openings — in bite-sized pieces.

If it’s difficult to tell your job postings from full-blown job descriptions, you’re probably missing out on great candidates because you’re not grabbing their attention. Apply Twitter’s 140-character rule to your job postings and see an increase in interest from the type of candidates you’re seeking.

2) Mobile is a must:

People are no longer waiting for the Sunday paper to browse the help wanted section for jobs. Smartphones and tablets have made it possible for job seekers to look for new openings no matter where they are — whether they are waiting in line at the DMV or on their lunch break. If you don’t have a mobile option for candidates, you’re missing out.

3) Response time is faster:

Social recruiting technology has made it possible to interact with candidates the moment they complete their application. Eighty-two percent of candidates expect to hear back from a company after applying, but 29 percent never even get acknowledgment that their application was received.

Not only does this hurt a company’s reputation, but it can turn people off from doing any kind of business with an organization. Cutting down the time from submission to review and contact saves time, money, and sanity (for you and your candidates). Enable email, text, and instant messaging alerts to make your recruiting process quick and painless.

4) Access to candidates is better:

Professional networking sites like LinkedIn and social media platforms like Facebook help you reach qualified candidates across the country and the world. Social recruiting also helps you capitalize on referrals from current and former employees: thanks to the Internet, you can now work your way through a trusted source’s network in a matter of minutes. And the viral nature of social media helps you get the word out to the right people at the speed of a mouse click.

5) There is more to go on than a resume:

That one-page summary of a person’s talents, accomplishments, and experience is still a valuable recruiting tool, but you can find out so much more about a candidate through social recruiting. Job seekers with profiles on professional social networks or online job boards are able to post virtual portfolios that highlight their real-world skills, share examples of their work, and establish a more well-rounded presentation of who they are as a professional.

Using social networks also helps you get an idea of how candidates would fit in with your current team and company culture. This saves you time by weeding out the ones who don’t really have the right body of work (or temperament) for your needs — and you can do it all without having to call them in for an interview.

6) References are just a click away:

Gone are the days of chasing down references for every candidate. Most online profiles include a place for candidates to include recommendations and reviews of their work. Being able to access that information up front helps you identify the best candidates more efficiently.

That’s not to say it’s time to throw the traditional method of reference checks out the window, but this gives you greater insight during the initial recruitment phase. Published recommendations can assist you in identifying the candidates most worth calling in for an interview.

7) Reviews work both ways:

Companies are under as much scrutiny as candidates these days. Job seekers are more savvy than ever, and they’re taking the time to research companies before applying — so it’s important to pay attention to your organization’s online presence.

Include more than just the current opening when posting jobs and creating your company’s profile. Paint a picture of the whole company, why employees love working there, and what makes you a great organization to join.

8) Making the perfect match is easier:

Just as online dating sites use algorithms to bring compatible people together, social recruiting technology can match your organization with the best candidates. This goes beyond checking off qualifications and credentials and helps you find people who match your company culture. You can add culture-related questions to your online application process to sort out those who are most likely to fit in.

9) More data means better recruiting practices:

Identifying the recruiting practices that bring you the best results has always been a challenge. Recruiting technology gathers data that you can use to optimize your recruiting strategy. Bounty Jobs, for example, partners with employment agencies to establish benchmark data that organizations can use to see how their recruiting practices compare to industry standards.

Real-time data lets you know where to expend your energy, whether it’s streamlining job descriptions, changing up the interview process, or adjusting your compensation and benefits packages. Make sure you’re utilizing the data and analysis capabilities of any recruitment technology you use, from internal websites to mobile applications and social recruiting sites.

10) The compliance process is improved:

The hiring and recruitment process is rife with rules and regulations, and noncompliance is a human resource department’s worst nightmare. Social recruiting tools with features like application-tracking systems can help you stay in compliance and build a documented record of that compliance. Automated forms and digital acknowledgment of certain policies and procedures is another way to make sure no compliance items fall through the cracks.


How Online Company Reviews Can Impact Recruiting !!

Job candidates have never been in a better position to research potential employers, and employees have never been more empowered to spill it all when it comes to reviewing their current workplace. Sites like Glass doorIndeed give interview candidates and employees the unprecedented opportunity to share the inside scoop on what it’s really like to interview or work at a particular workplace; and this is leaving many employers feeling more than a little uncomfortable at the prospect of receiving public negative reviews.

One recent example of a company getting blasted on Glass door, after a recent decision by its CEO to close its contributed content program in an effort to re-brand. According to multiple reviews on Glass door, Indeed many long-time contributors of that company were abruptly terminated, without thanks, respect, or appreciation. Many reviews from these employees and contributors reference that CEO as the reason the company is “a sinking ship” and “taking a rapid nose dive.”

So, how does this sort of feedback affect future recruiting and business growth? According to research into consumers’ use of online reviews, 88% of people have been influenced by an online customer service review. And while the research into how online company reviews impact employee job decisions doesn’t reveal quite the same degree of influence, we do know that a significant number of job seekers rely on these sites when evaluating a potential workplace.

In one study, for instance, out of 4,633 random job seekers surveyed, 48% had used Glass door, Indeed at some point in their job search. The study also found that 60% of job seekers would not apply to a company with a one-star rating (on a five-point scale). This suggests that many job seekers do seem to use workplace review sites, and negative reviews can dissuade them from applying to a particular company. 

How to Deal with Negative Reviews:

If you’re an employer who has received negative online reviews or complaints , you’re likely to feel powerless; there aren’t a lot of options to defend yourself. There are steps you can take, however, to salvage your reputation and get the ball swinging back in your court. Here’s how.

1.   Ask your current employees and interview candidates to leave reviews:

Since disgruntled employees are much more likely to leave reviews, actively requesting reviews company wide may help by increasing your overall ratio of positive to negative reviews. You may want to include links to the review site in your employee newsletters, verbally ask job applicants to leave a review following an interview, or periodically have managers remind employees of the opportunity they have to give feedback to management.

 2.   Respond to all reviews – positive or negative:

Review sites give employers the opportunity to respond to reviews, and the value of this opportunity shouldn’t be underestimated. No one wants negative reviews, but the more optimistic among us believe these can be harnessed for good – if dealt with properly.

If you receive a negative review, respond as quickly as you can. Job seekers will not only be reading the reviews, they’ll be looking to see how businesses respond to these reviews. Responding promptly and politely will show you care about the opinions of your employees; and this can go a long way to minimizing the impact of a negative review.

3. Request that defamatory reviews be removed:

If a review is defamatory or you suspect it’s been left by a troll, you do have some recourse. While you can’t delete a review, you can sometimes request that the post be reviewed by a member of the publisher’s team. From what I can tell, the burden of proof is then on the reviewer to show that the review is in fact legitimate.

Limitations of Company Review Sites

While company review sites are an excellent tool for getting insider data like salary reports and for getting a feel for the general landscape of a workplace, job seekers should be aware of the potential limitations of these sites.

1. Negativity Bias:

Our brains are wired to be more sensitive to negative news – in this case negative reviews – than to positive ones. It takes many more positive reviews to outweigh the effect of negative ones; and this means that even though a company may have an overall positive employee satisfaction rating, negative reviews are more likely to influence us.

In fact, some researchers estimate that it takes five positive interactions to make up for 1 negative one; and if we put this in the context of online job reviews, five positive reviews to make up for one negative one. And given that unhappy employees are far more likely to leave reviews, these review sites are likely disproportionately slanted toward the negative. Which leads us to point number two:

 2. Inaccurate Data.

Research carried out by employee survey company Workplace Dynamics set out to determine how accurate Glass-door reviews were for evaluating workplace satisfaction. They compared results from detailed surveys they had done with 406 companies to the corresponding Glass door ratings. The plan was to test the accuracy of the Glass door employee satisfaction scores with the much larger sample they had collected. The results? Almost no consistency between the two sources. They write: “We found that there was virtually no correlation—the overall Glass door star rating was a very poor indicator of what it is really like to work at a company.”

They pinpointed two main reasons for this: The number of reviews on Glass door only accounted for a very small percentage of total employees, and the reviews were disproportionately from “grumpy” employees. In fact, they found that unhappy employees were five to eight times more likely to leave a review on Glass door than happy ones.

Final Thoughts

Company review sites do help provide some important insights into company culture and employee satisfaction. For this reason, it’s critical that employers take negative reviews seriously, and respond to them in way that showcases their commitment to employee satisfaction and a positive work environment. While the ratings aren’t necessarily an accurate representation of overall job satisfaction, individual reviews  – and perhaps more importantly, employer responses to these reviews – do hold weight when it comes to evaluating potential employers.