Pros And Cons Of Working In An Start-Up Company
Working with a start-up company can be great kick for your career-building experience and especially for the individuals who are planning for their own venture in near future. However, working for a startup can be tough task as research says that 45% startups fail in the first year while 42% fail in the first three years.
Pros:
Experience:
Working with start-up adds up new challenges and dealing with them in best possible way grows the individual as a person as well as professionally. You start learning from your mistakes and also have the hands-on experience in diverse fields instead of getting restricted in specific field. At startups business ideas changes frequently and you need to adapt yourself in that fast changing environment which as an individual will enhance the flexibility within you.
Leadership
Individuals can have direct access to the CEO of the organization for reporting, discussing business ideas or many other factors depending upon the company size and lack of hierarchy. This would help in increasing the visibility, boosting up the confidence level and maintaining a rapport with the high level professionals.
Working Environment
Start-ups avoids the restrictions on working hours. Individuals set their own goals and flexible hours are accepted depending on the variety of roles & tasks an individual is handling. Also it is incredibly satisfying to celebrate the success of the company in an environment where the growth of the organization is valued more than the growth of an individual.
Cons:
Long Hours
Amount of hours you need to put in a start-up can be gruesome after certain point with an added disadvantage that there is no recognition for working overtime. At start-up working late night is considered as expectation rather than exception.
Low Compensation
Initial compensation at start-up can lead to disappointment. Your working hours and the salary nowhere matches each other. Even if you are performing extremely well your appraisal is not guaranteed.
Inadequate Resources
Since income is tight, you most likely won’t have the advantage of having all the most recent devices – from equipment to programming, manufacturing machinery to office equipment or support staff to cleaning supplies. Rather than purchasing new, you wind up fixing up the old.
Pros:
Experience:
Working with start-up adds up new challenges and dealing with them in best possible way grows the individual as a person as well as professionally. You start learning from your mistakes and also have the hands-on experience in diverse fields instead of getting restricted in specific field. At startups business ideas changes frequently and you need to adapt yourself in that fast changing environment which as an individual will enhance the flexibility within you.
Leadership
Individuals can have direct access to the CEO of the organization for reporting, discussing business ideas or many other factors depending upon the company size and lack of hierarchy. This would help in increasing the visibility, boosting up the confidence level and maintaining a rapport with the high level professionals.
Working Environment
Start-ups avoids the restrictions on working hours. Individuals set their own goals and flexible hours are accepted depending on the variety of roles & tasks an individual is handling. Also it is incredibly satisfying to celebrate the success of the company in an environment where the growth of the organization is valued more than the growth of an individual.
Cons:
Long Hours
Amount of hours you need to put in a start-up can be gruesome after certain point with an added disadvantage that there is no recognition for working overtime. At start-up working late night is considered as expectation rather than exception.
Low Compensation
Initial compensation at start-up can lead to disappointment. Your working hours and the salary nowhere matches each other. Even if you are performing extremely well your appraisal is not guaranteed.
Inadequate Resources
Since income is tight, you most likely won’t have the advantage of having all the most recent devices – from equipment to programming, manufacturing machinery to office equipment or support staff to cleaning supplies. Rather than purchasing new, you wind up fixing up the old.
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.
Recruitment Industry in India is encouraged due to numerous factors which includes the entry of the start-up domains and multi-national companies in India. Also the added advantage of attractive growth rate in industries like IT, BFSI and Hospitality which increases the hiring activity and hence benefits the RPO business. In 2015, IT & ITeS being the dominated sectors shares the revenue of 45% while the telecommunication sector with 19.6% share.
Morpheus Human Consulting has been recognized for various sectors like Hospitality, IT, BFSI and many others. As hiring activity has been increased radically since last few years but Morpheus has proven to be successful in delivering high quality candidates to its clients within discussed deadlines.
Recruitment Industry in India is encouraged due to numerous factors which includes the entry of the start-up domains and multi-national companies in India. Also the added advantage of attractive growth rate in industries like IT, BFSI and Hospitality which increases the hiring activity and hence benefits the RPO business. In 2015, IT & ITeS being the dominated sectors shares the revenue of 45% while the telecommunication sector with 19.6% share.
Morpheus Human Consulting has been recognized for various sectors like Hospitality, IT, BFSI and many others. As hiring activity has been increased radically since last few years but Morpheus has proven to be successful in delivering high quality candidates to its clients within discussed deadlines.
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
Recruiters had started with the wide search technique of hunting candidates irrespective of the fact that they are active or passive. Active are the candidates who are presently seeking employment while the passive are the ones who are not in search of job change but willing to speak to recruiters. Such candidates are the key talent that cannot be missed. In-fact on LinkedIn network 70% of the connections are passive but would interested in new job leads. HR Recruitment Consultants should take initiative to capitalize more on the passive talent pool.
Employer Branding
Great working environment alongwith the moral work-culture are the chief factors which candidates hunt for alongwith the job roles and responsibilities. Organizations has seen drastic change in the hiring process with the impact of reputable and recognizable employer brand. With reputable brand name recruitment cost is reduced by 50%. To give an edge to other employers, Morpheus Human Consulting HR Recruitment consultants has started highlighting the company culture of the clients to give the candidates in-depth understanding of the organization.
Mobile Recruitment
Mobile Phones has become the essential device for recruitment with the flow of time. Disproportion between the candidates that uses mobile device for job applications and recruiters who are not willing to invest in mobile sites is huge. It is recommendable for the Recruitment Consultants to mobile-optimize job postings and make the recruitment website mobile friendly. The easier it is for candidates to search and apply, the more applicant’s recruiters will be able to screen.
Wide Search Plan
Recruiters had started with the wide search technique of hunting candidates irrespective of the fact that they are active or passive. Active are the candidates who are presently seeking employment while the passive are the ones who are not in search of job change but willing to speak to recruiters. Such candidates are the key talent that cannot be missed. In-fact on LinkedIn network 70% of the connections are passive but would interested in new job leads. HR Recruitment Consultants should take initiative to capitalize more on the passive talent pool.
Employer Branding
Great working environment alongwith the moral work-culture are the chief factors which candidates hunt for alongwith the job roles and responsibilities. Organizations has seen drastic change in the hiring process with the impact of reputable and recognizable employer brand. With reputable brand name recruitment cost is reduced by 50%. To give an edge to other employers, Morpheus Human Consulting HR Recruitment consultants has started highlighting the company culture of the clients to give the candidates in-depth understanding of the organization.
Mobile Recruitment
Mobile Phones has become the essential device for recruitment with the flow of time. Disproportion between the candidates that uses mobile device for job applications and recruiters who are not willing to invest in mobile sites is huge. It is recommendable for the Recruitment Consultants to mobile-optimize job postings and make the recruitment website mobile friendly. The easier it is for candidates to search and apply, the more applicant’s recruiters will be able to screen.
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. 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 Consulting will have good search engine score and this technique has known effective results.
Candidates Persuasion:
In 2015 market, job hopping is considered as the disability in the resume which no candidate would want to take risk for and hence candidates is reluctant for a job change. This factor also counts as hiring challenge for a recruitment consultant. It becomes tedious for a recruiter to make the candidate understand the job role if he has a pre mindset that it is pointless to change job. To overcome this challenge, it is essential for Recruitment Consultants to explain the job roles and responsibilities in detailed form to the candidates with a short brief on the fact that why it is necessary to interview in this company and leave the current organization. After selection if candidate has joined the organization recruitment consultants should congratulate them with mail, card or phone call.
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. 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 Consulting will have good search engine score and this technique has known effective results.
Candidates Persuasion:
In 2015 market, job hopping is considered as the disability in the resume which no candidate would want to take risk for and hence candidates is reluctant for a job change. This factor also counts as hiring challenge for a recruitment consultant. It becomes tedious for a recruiter to make the candidate understand the job role if he has a pre mindset that it is pointless to change job. To overcome this challenge, it is essential for Recruitment Consultants to explain the job roles and responsibilities in detailed form to the candidates with a short brief on the fact that why it is necessary to interview in this company and leave the current organization. After selection if candidate has joined the organization recruitment consultants should congratulate them with mail, card or phone call.
How To Select Best Recruitment Consultancy For Your 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 the recruitment consultants for your organization:
Jack of all, Master of OneThere are many 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
In this digital world every organization has its presence online and a glance to the website before making any empanelment decision is completely worth. Go through the website – check the client list, research the companies and cross-check if the job vacancies in a particular sector of your organization matches the expertise sector of the client list.
Search MethodologyRecruitment Consultancies follow particular pattern to search the candidates for their clients and many consultancies mention that pattern on the website. Explore that search methodology so as to get an overview how tasks will be handled once they are handed over to the consultancies.
Client & Candidate TestimonialsThere are number of consultancies out there in the market and to select the best one, reviews or testimonials can also be considered as one of the factor. Testimonials from clients can give an idea about their experience with the particular consultancy and some clients also share the help provided by the particular consultants at hard times. Client feedback is also helpful to assure the quality candidates provided by the Recruitment Services. While the candidate feedback or reviews are also helpful to understand the efforts made by the Recruitment Consultants in search of the best candidate.
AccreditationLast but not the least the factor that helps in determining the best recruitment Consultancies is the level of accreditation provided to the consultancies. This information will also be provided on the consultancy’s website and glimpse of it will give you the better understanding of the accreditation that is associated with the consultancy that you might empannel with.
Jack of all, Master of OneThere are many 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
In this digital world every organization has its presence online and a glance to the website before making any empanelment decision is completely worth. Go through the website – check the client list, research the companies and cross-check if the job vacancies in a particular sector of your organization matches the expertise sector of the client list.
Search MethodologyRecruitment Consultancies follow particular pattern to search the candidates for their clients and many consultancies mention that pattern on the website. Explore that search methodology so as to get an overview how tasks will be handled once they are handed over to the consultancies.
Client & Candidate TestimonialsThere are number of consultancies out there in the market and to select the best one, reviews or testimonials can also be considered as one of the factor. Testimonials from clients can give an idea about their experience with the particular consultancy and some clients also share the help provided by the particular consultants at hard times. Client feedback is also helpful to assure the quality candidates provided by the Recruitment Services. While the candidate feedback or reviews are also helpful to understand the efforts made by the Recruitment Consultants in search of the best candidate.
AccreditationLast but not the least the factor that helps in determining the best recruitment Consultancies is the level of accreditation provided to the consultancies. This information will also be provided on the consultancy’s website and glimpse of it will give you the better understanding of the accreditation that is associated with the consultancy that you might empannel with.
11 Things You Should Never Put On Your Resume
Irrelevant work experiencesYes, you might’ve been the “king of making milkshakes” at the restaurant you worked for in high school.
But, unless you’re planning on redeeming that title, it’s time to get rid of all that clutter.
Personal stuffDon’t include your marital status, religious preference, or social security number. This might have been the standard in the past, but all of this information is now illegal for your employer to ask you, so there’s no need to include it.
Your hobbiesNobody cares. If it’s not relevant to the job you’re applying for, then it’s a waste of space and a waste of the company’s time.
ReferencesIf your employers want to speak to your references, they’ll ask you. Also, it’s better if you have a chance to tell your references ahead of time that a future employer might be calling. If you write, “references upon request” at the bottom of your resume, you’re merely wasting a valuable line.
Personal pronounsDon’t write your resume in the third or first person. It’s understood that everything on your resume is about you and your experiences.
A less than professional email accountIf you still use an old email address which doesn’t look professional it’s time to pick a new one. It only takes a minute or two, and it’s free. Email Id which involves your professional name is advisable.
Your current business contact infoThis is not only dangerous, it’s stupid. Do you really want employers calling you at work? How are you going to handle that? Oh, and by the way, your current employer can monitor your emails and phone calls. So if you’re not in the mood to get fired, or potentially charged with theft of services (really), then leave the business info off.
Social media URLs unrelated to the targeted positionLinks to your opinionated blogs, Pinterest page, or Instagram account have no business taking up prime resume real estate. Candidates who tend to think their personal social media sites are valuable are putting themselves at risk of landing in the ‘no’ pile. But you should list relevant URLs, such as your LinkedIn page or any others that are professional and directly relate to the position you are trying to acquire.
Salary informationSome people include past hourly rates for jobs they held in college. This information is completely unnecessary and may send the wrong message. You also shouldn’t address your desired salary in a resume. This document is intended to showcase your professional experience and skills. Salary comes later in the interview process.
Outdated fontsDon’t use Times New Roman and serif fonts, as they’re outdated and old-fashioned. Use a standard, sans-serif font like Arial. Also, be aware of the font size. Your goal should be to make it look nice and sleek — but also easy to read.
Annoying buzzwordsWhat resume terms are the biggest turnoffs?” Words and phrases such as, “best of breed,” “go-getter,” “think outside the box,” “synergy,” and “people pleaser.” are the biggest turn-offs as it’s not professional at all. Terms employers do like to see on resumes include: “achieved,” “managed,” “resolved,” and “launched” — but only if they’re used in moderation.
Reasons why you left a companyOften, candidates think, If I explain why I left the position on my resume, maybe my chances will improve. Wrong! Listing why you left is irrelevant on your resume. It’s not the time or place to bring up transitions from one company to the next. Use your interview to address this.
A photo of yourselfThis may become the norm at some point in the future, but it’s just weird (and tacky and distracting) for the time being.
But, unless you’re planning on redeeming that title, it’s time to get rid of all that clutter.
Personal stuffDon’t include your marital status, religious preference, or social security number. This might have been the standard in the past, but all of this information is now illegal for your employer to ask you, so there’s no need to include it.
Your hobbiesNobody cares. If it’s not relevant to the job you’re applying for, then it’s a waste of space and a waste of the company’s time.
ReferencesIf your employers want to speak to your references, they’ll ask you. Also, it’s better if you have a chance to tell your references ahead of time that a future employer might be calling. If you write, “references upon request” at the bottom of your resume, you’re merely wasting a valuable line.
Personal pronounsDon’t write your resume in the third or first person. It’s understood that everything on your resume is about you and your experiences.
A less than professional email accountIf you still use an old email address which doesn’t look professional it’s time to pick a new one. It only takes a minute or two, and it’s free. Email Id which involves your professional name is advisable.
Your current business contact infoThis is not only dangerous, it’s stupid. Do you really want employers calling you at work? How are you going to handle that? Oh, and by the way, your current employer can monitor your emails and phone calls. So if you’re not in the mood to get fired, or potentially charged with theft of services (really), then leave the business info off.
Social media URLs unrelated to the targeted positionLinks to your opinionated blogs, Pinterest page, or Instagram account have no business taking up prime resume real estate. Candidates who tend to think their personal social media sites are valuable are putting themselves at risk of landing in the ‘no’ pile. But you should list relevant URLs, such as your LinkedIn page or any others that are professional and directly relate to the position you are trying to acquire.
Salary informationSome people include past hourly rates for jobs they held in college. This information is completely unnecessary and may send the wrong message. You also shouldn’t address your desired salary in a resume. This document is intended to showcase your professional experience and skills. Salary comes later in the interview process.
Outdated fontsDon’t use Times New Roman and serif fonts, as they’re outdated and old-fashioned. Use a standard, sans-serif font like Arial. Also, be aware of the font size. Your goal should be to make it look nice and sleek — but also easy to read.
Annoying buzzwordsWhat resume terms are the biggest turnoffs?” Words and phrases such as, “best of breed,” “go-getter,” “think outside the box,” “synergy,” and “people pleaser.” are the biggest turn-offs as it’s not professional at all. Terms employers do like to see on resumes include: “achieved,” “managed,” “resolved,” and “launched” — but only if they’re used in moderation.
Reasons why you left a companyOften, candidates think, If I explain why I left the position on my resume, maybe my chances will improve. Wrong! Listing why you left is irrelevant on your resume. It’s not the time or place to bring up transitions from one company to the next. Use your interview to address this.
A photo of yourselfThis may become the norm at some point in the future, but it’s just weird (and tacky and distracting) for the time being.
Six Things You Should Always Include In Your Resume
To ensure your resume stands out (for the right reasons), there are a few things you’ll want to avoid, and some you’ll definitely want to include. Whether to include things like an objective statement, list of skills, and education will depend on your level of experience and industry.
Here are six simple things you should always include on your resume, no matter what:
Contact InformationThis may seem obvious – but candidates sometimes forget to include basic information, like their email address, or they bury it at the very bottom. Include your name, phone number, email, and URL to your LinkedIn profile right at the top of the page and you don’t need to include your home address. Some people will include their home and cell numbers but multiple contact choices seems to be confusing. Make it easy for your reader to understand how to contact you.
Keywords from the job postingYou’ll want to include (without making it look like you did a lot of “copying” and “pasting”) some keywords and phrases from the job posting. This is especially important if the employer uses a resume scanning system.
Accomplishments and achievementsEmployers need to know what you’ve done to contribute to the growth of your department, team, and company in order to determine if your strengths align with the needs and responsibilities of their company and the job opening
Your career narrativeNo matter if you are constructing a functional resume or a chronological resume, some kind of professional history is critical. But make sure your story makes for a more interesting read.
MetricsEmployers need numbers to be able to fully evaluate the scope of your bandwidth. No position is exempt from measuring results. And metrics help employers determine if a person is capable of leading a team, managing clients, or growing the business. Metrics are also a great way to prove your achievements.
Relevant URLSDepending on the field or position you’re applying for, it may be useful to include links to your work (articles you’ve written, websites you’ve designed, photographs you’ve taken, etc.). Candidates need to show up on paper as though they have already been screened by a recruiter. Today, recruiters and gatekeepers are stretched to the gills and do not have the time to conduct lengthy initial phone screens to understand detailed specific information Knowing that, your goal should be to include enough information using as few words as possible.
Here are six simple things you should always include on your resume, no matter what:
Contact InformationThis may seem obvious – but candidates sometimes forget to include basic information, like their email address, or they bury it at the very bottom. Include your name, phone number, email, and URL to your LinkedIn profile right at the top of the page and you don’t need to include your home address. Some people will include their home and cell numbers but multiple contact choices seems to be confusing. Make it easy for your reader to understand how to contact you.
Keywords from the job postingYou’ll want to include (without making it look like you did a lot of “copying” and “pasting”) some keywords and phrases from the job posting. This is especially important if the employer uses a resume scanning system.
Accomplishments and achievementsEmployers need to know what you’ve done to contribute to the growth of your department, team, and company in order to determine if your strengths align with the needs and responsibilities of their company and the job opening
Your career narrativeNo matter if you are constructing a functional resume or a chronological resume, some kind of professional history is critical. But make sure your story makes for a more interesting read.
MetricsEmployers need numbers to be able to fully evaluate the scope of your bandwidth. No position is exempt from measuring results. And metrics help employers determine if a person is capable of leading a team, managing clients, or growing the business. Metrics are also a great way to prove your achievements.
Relevant URLSDepending on the field or position you’re applying for, it may be useful to include links to your work (articles you’ve written, websites you’ve designed, photographs you’ve taken, etc.). Candidates need to show up on paper as though they have already been screened by a recruiter. Today, recruiters and gatekeepers are stretched to the gills and do not have the time to conduct lengthy initial phone screens to understand detailed specific information Knowing that, your goal should be to include enough information using as few words as possible.
4 Qualities That Recruiter Should Have To Hire Perfect Employees
Communication
The recruiter should be an expert here. Apart from being able to extract every hidden motive of the probable candidate, he should be able to convey clearly the visions of the company. The candidate understands the company through you. The way you say, the way he perceives. Mind It.!
Understanding of roles that company is hiring
For Hiring a candidate for a particular role is no child’s play. The recruiter should first have no doubts about the role he is hiring for. For a candidate who is good at marketing may not be good at promotional sales.
Strong Understanding Of The Domain
Domain knowledge of a recruiter to a job-hunter is like Batmobile to a Batman. No one would take a job if he/she realizes that he knows more than the recruiter. For though one looks for a job to contribute in the growth of a company, he also looks for the scope of learning and his personal growth.
Ability To Empathizes with the candidate
The candidate would be scared to death during the interview session, no matter how many confidence boosting videos he saw. The recruiter should acknowledge that and make him comfortable enough so that he can take the recruiter in confidence enough to show him his true self. And a good employee is always a unique employee, true to his colors.
The recruiter should be an expert here. Apart from being able to extract every hidden motive of the probable candidate, he should be able to convey clearly the visions of the company. The candidate understands the company through you. The way you say, the way he perceives. Mind It.!
Understanding of roles that company is hiring
For Hiring a candidate for a particular role is no child’s play. The recruiter should first have no doubts about the role he is hiring for. For a candidate who is good at marketing may not be good at promotional sales.
Strong Understanding Of The Domain
Domain knowledge of a recruiter to a job-hunter is like Batmobile to a Batman. No one would take a job if he/she realizes that he knows more than the recruiter. For though one looks for a job to contribute in the growth of a company, he also looks for the scope of learning and his personal growth.
Ability To Empathizes with the candidate
The candidate would be scared to death during the interview session, no matter how many confidence boosting videos he saw. The recruiter should acknowledge that and make him comfortable enough so that he can take the recruiter in confidence enough to show him his true self. And a good employee is always a unique employee, true to his colors.
6 Ways To Stand Out From The Job Hunting Crowd
Today in the tough job market, count for job seekers are more as compared to job roles available in the market. This competition makes you aware about the fact that you need to aim your aim the target or achieve your goals you need to stand out from the crowd. Below are the factors that can help you succeed in the next job search.
Give your Resume the ‘x’ factor
Your resume is the first impression before the potential employer so it is essential to put the best foot forward. Keep your resume updated, outline your skills plus include individually the major career achievements intelligently and concisely. Also be sure that the resume has no spelling error and grammatical mistakes. Including QR codes in your resume can turn the CV into info graphic and make the recruiter think that you are aware of the ever-changing tech world.
Team up with Recruitment Consultant Specialist
Narrowing down your search to only online job boards or to send out resumes in different organizations can be tiresome job with less than 40% efficiency. But involving in Recruitment Agency which solely work for your chosen industry can save time and money both. Recruitment Consultant Specialist have contacts in major companies and are aware of the openings before they are out in the market. It has been seen that around 65% of the job vacancies are never advertised and hence to tie up with Recruitment agency is worth as it can do all the groundwork for you.
Be socially Savvy
Research says that now-a-days more than 30% of the employers uses social media tool for screening the candidates. Besides this, more businesses are progressing towards the professional network like LinkedIn in search of potential candidates. It is advisable to keep your online profile updated.
Dress for the Role
You will be judged by the way you look. Try not to go in looking rumpled, with wrinkly, messy garments, untidy hair, or as well easygoing apparel. It’s generally better to be overdressed. Be clean and look proficient. Set up your outfit early.
Do your Research
Feel free to appear, then ask what the organization does and how it is composed. The message: You’re simply searching for a paycheck and couldn’t care where it originates from. The organization you’re going to meet with is going to do their own exploration on you. What do you think about the organization? You’ll need to expert some of that examination in the prospective employee meeting. Verify you’ve checked the organization’s site, yearly reports and some other related data like press releases and news stories. Having some basic information through exploration will serve you well. It’s the exploration you do at early stage that will give you the sort of learning to help you stand out from other candidates.
Be prepared with follow up questions
At the end of every interview the hiring manager asks whether you have any question for him regarding the organization. For most of the candidates this is the end of the interview where you say “NO” in response and walk away. But to stand out in the crowd take this question as an opportunity to make your last impression. Ask questions related to your job role and responsibilities and you can also ask about the work culture of the organization.
4 Best Recruitment Methods
Hire for Attitude and Train for SkillsA valuable employee is one with the right attitude for your organization. Someone with a positive attitude has a tendency to react positively in most situations, whereas someone with a negative attitude has a tendency to react negatively in most situations. Most people will fall somewhere in between positive and negative attitudes. The key is to find someone who is more positive than negative. Smart recruiters look for attitude over skills because most skills can often be gained, while attitude is harder to change.
Thinking Outside the BoxBoth companies and recruiters have started getting more innovative with their hiring process. Sites such as LinkedIn and other niche professional networking sites are absolutely teeming with talent just waiting to be approached.
Employee Referral ProgramsAn organization’s current employees are great sources of knowledge for recruitment. Employees will most likely have friends or acquaintances that are in the same field. Employee referral programs can therefore be effective means for recruitment. Current employees also understand an organization’s workplace better than anyone else; get their opinions on issues surrounding turnover and how to improve retention.
Recruitment ConsultantThere is also option for outsourcing which improves the hiring option. Rather than spending money on job boards and headhunters you can simply hire RPO (Recruitment Process Outsourcing) provider. Outsourcing recruitment is cost-effective and saves time too.
Thinking Outside the BoxBoth companies and recruiters have started getting more innovative with their hiring process. Sites such as LinkedIn and other niche professional networking sites are absolutely teeming with talent just waiting to be approached.
Employee Referral ProgramsAn organization’s current employees are great sources of knowledge for recruitment. Employees will most likely have friends or acquaintances that are in the same field. Employee referral programs can therefore be effective means for recruitment. Current employees also understand an organization’s workplace better than anyone else; get their opinions on issues surrounding turnover and how to improve retention.
Recruitment ConsultantThere is also option for outsourcing which improves the hiring option. Rather than spending money on job boards and headhunters you can simply hire RPO (Recruitment Process Outsourcing) provider. Outsourcing recruitment is cost-effective and saves time too.
Morpheus Human Consulting Franchisee
What is franchising?
Franchising is the legal right to carry out a business in accordance with a particular operational method and under a specific brand. This includes the right to use trademarks, logos, a business system, operating procedures, IT and marketing techniques. It can be seen as you working for yourself and running your own business; however, you go to market with the benefits of a household name and a dedicated team supporting you with advice and guidance on how to operate effectively.
Why are we franchising?
· To maximize shareholders' returns and value.
· To excel in every facet of its operation.
· To provide attractive and well rewarded career and business opportunities for all employees and Franchisees.
· To dynamically grow through pro-active acquisitions, mergers and joint ventures.
Who will the Franchising appeal to?
· Like-minded entrepreneurs who want to build their own HR Services business and want to benefit from established market name and know how.
· Existing independent Recruitment consultants who want to access powerful network technology, a market leading website and retain an element of the goodwill associated with their particular name.
· Existing Recruitment Company or Consultants seeking to fast track their own business, and use their Morpheus name to benefit from an established operating model and system.
Why Should I Sign Up?
Morpheus Consulting Has:
· Experience of more than 10 years in recruitment services and other HR Services.
· Tied up with reputed companies from India and abroad.
· Commercially and technically viable and proven project
· Low investment and minimum risk
· Reasonable ROI (return on investment)
What Support we provide you?
Morpheus will support your business and help you grow with:
· Start-up training and full technical and operational support
· Recruiting the team
· Making Manpower policies.
· Backend support with training, payroll processing, legal and compliance functions.
· Share clients across the country and the world.
· Back office operations - Centralized Invoicing & Collections
· Operational processes (Reporting formats, database management, requirement management, incentives etc.)
· Continuous interaction and guidance on all aspects of running the business including business development, delivery, finance, manpower issues etc.
· Share recruitment software and the online database of the company.
· Share promotional and Branding Material
· Ongoing Business Development guidance and support
· Continuous guidance on sourcing against typical requirements (Sourcing methods, target companies, etc.)
· Cost Optimization.
· Dedicated Access to job portals - at lower cost than market.
· Infrastructure Guidance- Infrastructural equipment, Office layout plan, etc.
What are Franchising Benefits?
· You are granted with a license to trade as a Morpheus Consulting
· You will benefit from being part of our group, including ground representation.
· Back-end support with training, payroll processing, international education.
· You receive front and back office software.
· You receive a national advertising and marketing program that will continually reinforce our distinctive brand image.
· You have all of your processing done through system by our head office, enabling you to focus on generating more sales.
· You receive Staff Training.
What are Pre - Requisites?
· Good reputation and contacts in the area, Suitable office space and computer with internet access
· Initial investment of Rs.80,000/- towards franchise fee for a life time contract.
· Willingness to undertake aggressive local promotions
Where can I open a Franchise Centre?
Anywhere in India, where you get a decent candidate population.
I have an existing Recruitment/Training office; can I get a MHC franchise?
MHC franchise could be granted to you as per the normal qualification process; however, on receiving the same, you will require to continue with only the MHC format & franchise.
The Ideal Franchisee
The perfect franchisee meeting our requirements would be:
· Having the capacity to make an Investment of Rs 3 to 5 lacs depending upon the chosen city
· Self-motivated and having a dynamic personality
· Team player, good communicator and self-disciplined with acumen for setting up efficient systems
· Able to invest 7 to 9 hours on a daily basis
· Passionate about doing something useful and getting recognition in the community
· Preferably with a Sales or HR background and experience
Franchising is the legal right to carry out a business in accordance with a particular operational method and under a specific brand. This includes the right to use trademarks, logos, a business system, operating procedures, IT and marketing techniques. It can be seen as you working for yourself and running your own business; however, you go to market with the benefits of a household name and a dedicated team supporting you with advice and guidance on how to operate effectively.
Why are we franchising?
· To maximize shareholders' returns and value.
· To excel in every facet of its operation.
· To provide attractive and well rewarded career and business opportunities for all employees and Franchisees.
· To dynamically grow through pro-active acquisitions, mergers and joint ventures.
Who will the Franchising appeal to?
· Like-minded entrepreneurs who want to build their own HR Services business and want to benefit from established market name and know how.
· Existing independent Recruitment consultants who want to access powerful network technology, a market leading website and retain an element of the goodwill associated with their particular name.
· Existing Recruitment Company or Consultants seeking to fast track their own business, and use their Morpheus name to benefit from an established operating model and system.
Why Should I Sign Up?
Morpheus Consulting Has:
· Experience of more than 10 years in recruitment services and other HR Services.
· Tied up with reputed companies from India and abroad.
· Commercially and technically viable and proven project
· Low investment and minimum risk
· Reasonable ROI (return on investment)
What Support we provide you?
Morpheus will support your business and help you grow with:
· Start-up training and full technical and operational support
· Recruiting the team
· Making Manpower policies.
· Backend support with training, payroll processing, legal and compliance functions.
· Share clients across the country and the world.
· Back office operations - Centralized Invoicing & Collections
· Operational processes (Reporting formats, database management, requirement management, incentives etc.)
· Continuous interaction and guidance on all aspects of running the business including business development, delivery, finance, manpower issues etc.
· Share recruitment software and the online database of the company.
· Share promotional and Branding Material
· Ongoing Business Development guidance and support
· Continuous guidance on sourcing against typical requirements (Sourcing methods, target companies, etc.)
· Cost Optimization.
· Dedicated Access to job portals - at lower cost than market.
· Infrastructure Guidance- Infrastructural equipment, Office layout plan, etc.
What are Franchising Benefits?
· You are granted with a license to trade as a Morpheus Consulting
· You will benefit from being part of our group, including ground representation.
· Back-end support with training, payroll processing, international education.
· You receive front and back office software.
· You receive a national advertising and marketing program that will continually reinforce our distinctive brand image.
· You have all of your processing done through system by our head office, enabling you to focus on generating more sales.
· You receive Staff Training.
What are Pre - Requisites?
· Good reputation and contacts in the area, Suitable office space and computer with internet access
· Initial investment of Rs.80,000/- towards franchise fee for a life time contract.
· Willingness to undertake aggressive local promotions
Where can I open a Franchise Centre?
Anywhere in India, where you get a decent candidate population.
I have an existing Recruitment/Training office; can I get a MHC franchise?
MHC franchise could be granted to you as per the normal qualification process; however, on receiving the same, you will require to continue with only the MHC format & franchise.
The Ideal Franchisee
The perfect franchisee meeting our requirements would be:
· Having the capacity to make an Investment of Rs 3 to 5 lacs depending upon the chosen city
· Self-motivated and having a dynamic personality
· Team player, good communicator and self-disciplined with acumen for setting up efficient systems
· Able to invest 7 to 9 hours on a daily basis
· Passionate about doing something useful and getting recognition in the community
· Preferably with a Sales or HR background and experience
Recruitment Process At Morpheus Consulting
Client Acquisition
We have detailed discussions with the Client, so that our consultant not only knows the technical requirements of a role but also understand the client organization, its culture, challenges and opportunities to ensure there is a lasting fit and the attractions of the role are fully understood.
Client Briefing
During the discussion with the client we review and agree any target companies or markets of particular interest and address compensation and culture issues.
Candidate Acquisition
Candidates are approached by our consultants in absolute confidence and, where appropriate, they are met to discuss the opportunity, the scope for advancement and their 'fit' for the role. This may necessitate several discussions with the candidates.
Personal Interview/ Behavioral Assessment
Our consultant works with the client to arrange and plan the interview process. We work closely with both the client and the candidates to ensure each party gets feedback and reflections from the other and the post-interview debriefs are an essential and delicate part of the process.
Joining Formalities
We assist the client in the parameters of an offer letter and the offer stage is the most sensitive in the process.
Relationship Management
After the closure, a good relationship is maintained with the client. Due to our in depth market knowledge and close relationships with our clients, our Consultants often arrange preliminary peer-to-peer meetings between clients and candidates where our consultants have identified reciprocal benefits. In this sense they can often find a Candidate the job they want in the absence of a specific mandate.
We have detailed discussions with the Client, so that our consultant not only knows the technical requirements of a role but also understand the client organization, its culture, challenges and opportunities to ensure there is a lasting fit and the attractions of the role are fully understood.
Client Briefing
During the discussion with the client we review and agree any target companies or markets of particular interest and address compensation and culture issues.
Candidate Acquisition
Candidates are approached by our consultants in absolute confidence and, where appropriate, they are met to discuss the opportunity, the scope for advancement and their 'fit' for the role. This may necessitate several discussions with the candidates.
Personal Interview/ Behavioral Assessment
Our consultant works with the client to arrange and plan the interview process. We work closely with both the client and the candidates to ensure each party gets feedback and reflections from the other and the post-interview debriefs are an essential and delicate part of the process.
Joining Formalities
We assist the client in the parameters of an offer letter and the offer stage is the most sensitive in the process.
Relationship Management
After the closure, a good relationship is maintained with the client. Due to our in depth market knowledge and close relationships with our clients, our Consultants often arrange preliminary peer-to-peer meetings between clients and candidates where our consultants have identified reciprocal benefits. In this sense they can often find a Candidate the job they want in the absence of a specific mandate.
Kailash Shahani | Morpheus Consulting Director | Article On Five Things Which Will Help You Land A Job In Start Up
Be Present on Social Media
Startups rely heavily on social platforms like LinkedIn and Twitter to find potential candidates. These days Social media platforms has been an interesting tool for start-up companies for recruitment. So being active on social networks can be helpful.
Sell your Experience
In start-up companies recruiters prefer candidates who can perform independently rather than depending on others for his work. Since you want to be the part of the start-up company you may need to work for various department rather than being specific to one area which can be quite helpful in long run
Give Feedback
Giving feedback to the product or service of the start-up company can be really appreciable. Negative feedback, if you find any, should also be mentioned as it makes you stand out from the crowd and chances of getting in in the startup company increases.
Show Passion for Work
It is not just specific to start-up companies. Passion for work is the most important factor that let recruiter think whether to make you the part of the company or not. In start-up companies, recruiters look more for passion rather than the experience due to the fact that start-ups are growing sectors with a huge potential.
Promote your Creativity
To be the part of the start-up companies you have to think out of the box. Resume or the cover email can also reflect the part of your creativity. Showing some creativity on the resume and spending a reasonable amount of time can be worthy.
Startups rely heavily on social platforms like LinkedIn and Twitter to find potential candidates. These days Social media platforms has been an interesting tool for start-up companies for recruitment. So being active on social networks can be helpful.
Sell your Experience
In start-up companies recruiters prefer candidates who can perform independently rather than depending on others for his work. Since you want to be the part of the start-up company you may need to work for various department rather than being specific to one area which can be quite helpful in long run
Give Feedback
Giving feedback to the product or service of the start-up company can be really appreciable. Negative feedback, if you find any, should also be mentioned as it makes you stand out from the crowd and chances of getting in in the startup company increases.
Show Passion for Work
It is not just specific to start-up companies. Passion for work is the most important factor that let recruiter think whether to make you the part of the company or not. In start-up companies, recruiters look more for passion rather than the experience due to the fact that start-ups are growing sectors with a huge potential.
Promote your Creativity
To be the part of the start-up companies you have to think out of the box. Resume or the cover email can also reflect the part of your creativity. Showing some creativity on the resume and spending a reasonable amount of time can be worthy.
Morpheus Human Consulting Director Kailash Shahani Tips On Recruitment
Recruitment Definition:
Searching the right candidate for the company is the job of the recruiter and the process that the recruiters have to follow for the selection is called recruitment. In other words, Recruiters helps to provide the suitable manpower as per the requirements to the company.
Step by step recruitment process to be followed and its significance:
According to Kailash Shahani - Morpheus Consulting Director, Recruiters have to follow the selection process before hiring the person so that there is right candidate selection for the right job from the pool of the job seekers. Recruiters can go through the following process for the assortment of right candidate:
1. Go through the job applications carefully
2. After the verification of job applications prepare a test paper for the short-listed candidates.
3. Short-listed candidates from the written test process should then be eligible for face to face interview with the technical team.
4. After the technical round the selected candidates are eligible for HR round.
5. HR round is the final candidate selection process round.
Kailash Shahani recommends that after going through all the above processes step by step HR team should then continue with the following steps with the final round selected candidate(s).
1. Background and reference check of the selected candidate
2. Educational certificate verification should also be done.
3. Educational certificate photocopies of selected candidates should also be kept for review process
4. Health check-up of selected candidates should also be in the process to avoid all kinds of future problems.
5. After all the formalities provide the offer letter to the candidate
Kailash Shahani states that the need of recruitment depends upon certain factors which are discussed below:
Planned: There is a need of recruitment when there is change in the company as well as retirement policy
Anticipated: This type of recruitment takes place when the company predicts the need of employees by visualizing the internal and external environment.
Unexpected: This is a need of recruitment due to sudden facts like Deaths, illness, resignation, accidents.
Searching the right candidate for the company is the job of the recruiter and the process that the recruiters have to follow for the selection is called recruitment. In other words, Recruiters helps to provide the suitable manpower as per the requirements to the company.
Step by step recruitment process to be followed and its significance:
According to Kailash Shahani - Morpheus Consulting Director, Recruiters have to follow the selection process before hiring the person so that there is right candidate selection for the right job from the pool of the job seekers. Recruiters can go through the following process for the assortment of right candidate:
1. Go through the job applications carefully
2. After the verification of job applications prepare a test paper for the short-listed candidates.
3. Short-listed candidates from the written test process should then be eligible for face to face interview with the technical team.
4. After the technical round the selected candidates are eligible for HR round.
5. HR round is the final candidate selection process round.
Kailash Shahani recommends that after going through all the above processes step by step HR team should then continue with the following steps with the final round selected candidate(s).
1. Background and reference check of the selected candidate
2. Educational certificate verification should also be done.
3. Educational certificate photocopies of selected candidates should also be kept for review process
4. Health check-up of selected candidates should also be in the process to avoid all kinds of future problems.
5. After all the formalities provide the offer letter to the candidate
Kailash Shahani states that the need of recruitment depends upon certain factors which are discussed below:
Planned: There is a need of recruitment when there is change in the company as well as retirement policy
Anticipated: This type of recruitment takes place when the company predicts the need of employees by visualizing the internal and external environment.
Unexpected: This is a need of recruitment due to sudden facts like Deaths, illness, resignation, accidents.