Vinay Vasudevan

Recruiters: An 80% hike doesn’t mean anything if the current CTC of the candidate is low. You do not decide your budget on the current salary of the candidate. You are hiring him for his experience and the expertise he brings in, not because his salary is low. If the candidate has a fitment with your requirements, it’s unfair to offer a CTC based on what she is earning currently. Once he finds out that he can actually make more with the same skill set somewhere else, he’ll again make a switch. Do the right thing by proactively offering a correction in the CTC. You’ll save more in retaining the right talent. Repost this, if you agree.

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HR lying in JD is okay but candidate optimizing resume based on keywords is not okay   HR not providing an industry standard hike is okay but candidate leaving the firm early because of low pay is not okay   Hiring manager asking irrelevant questions on why one left their previous organization early is okay but candidate asking clarity on the role and culture is not okay   Hiring manager lying about the work culture is okay but candidate lying about their weaknesses and strengths, which is irrelevant, is not okay.   It is okay to put candidacy of a candidate on hold after taking 5 rounds of interview but candidate negotiating compensation based on other offers is not okay. Hiring process needs a whole new level of fixing.

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Case Study 1 Applicant not working Applied for a opening with a corporate client Cleared round 1 technical test Cleared round 2 technical test Cleared PI test - HR round had salary expectations of min 10% hike on last drawn CTC Documents submitted to company HR HR takes 7-10days to revert stating internal process and Head out of station Offer received after 12days but the offer received is less than the last drawn net in hand salary -CTC looks inflated as it has a bonus amount with a * stating that it will be given based on performance of applicant, the dept, the company and industry So, candidate is now getting 5000 less in hand than last drawn salary Candidate tries to speak to HR HR does not respond - please note offer received by mail (no formal talks on offer before sending the offer) After 2days HR tells " If u want u take the offer - u are anyways not working- nothing more can be done " My advice to HR working in corporates 1. Kindly first speak to the candidate while releasing the offer and understand why the candidate is asking what it is asking- in this case candidate was asking only 10% hike 2. Variable bonus cannot be part of net in hand salary so u might have added and inflated the CTC but what is of use if the candidate is getting lesser salary than the previous one? 3.Every candidate has the right to negotiate on what is offered to them esp it is is less than what they are/were getting - U cannot except any candidate to blindly accept any offer released by the company. Once they join and go into the system then appraisal hikes are all based on PMS and relationship with Bosses. The only time the candidate can negotiate is at the time of joining. 4. HR is required to be showing empathy - If u are not showing any empathy then let the HR be replaced by automated system- why do we need HR at all? and lastly... as a HR donot exploit the fact that the candidate is currently not working and will take whatever u take Show some empathy, be a bit reasonable...remember tomorrow it can u on the other side looking for a change ...Life generally gives u back what u generally give to others 😑

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𝗠𝗮𝘅𝗶𝗺𝗶𝘇𝗲 𝗬𝗼𝘂𝗿 𝗔𝗧𝗦: 𝟱 𝗥𝗣𝗢 𝗛𝗮𝗰𝗸𝘀 𝗬𝗼𝘂 𝗖𝗮𝗻’𝘁 𝗔𝗳𝗳𝗼𝗿𝗱 𝘁𝗼 𝗠𝗶𝘀𝘀! Maximizing your ATS is crucial to staying ahead in recruitment. At Protingent India RPO, we’ve fine-tuned our approach with simple yet effective strategies that make the most of our ATS, driving better results and smoother processes. Here are five quick hacks we swear by. Automate Sourcing - Our ATS pulls candidates from multiple platforms, widening the talent pool effortlessly. Keyword Optimization - Tailored job keywords ensure better ATS matches for quality candidates. Custom Workflows - Streamline processes with customizable ATS recruitment workflows. AI Screening - Use AI tools to quickly filter top candidates, saving time on manual reviews. Data Insights - Track metrics like time-to-hire to continuously improve recruitment strategies. By leveraging these ATS hacks, we streamline recruitment, improve candidate quality, and make data-driven decisions. At Protingent India RPO, these small adjustments lead to big results, ensuring a more efficient and seamless hiring process every time. Protingent India LLP Protingent #StaffingSolutions #HR #TalentSourcing

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As per our latest report on 'Talent Landscape of AI/ML Engineers in US', below is the distribution of the key AI/ML roles across experience levels. Here are some key insights: Experience Concentration: a) >10 Years: AI/ML Specialist roles have the highest concentration in the >10 years experience category (68.10%), indicating that this role is heavily weighted towards highly experienced professionals b) 6-10 Years: Deep Learning Engineers (42.30%) and NLP Engineers (37.50%) have significant distributions in the 6-10 years category, reflecting a strong mid-career presence c) 3-5 Years: NLP Engineers (23.20%) and AI Researchers (20.80%) are notable in this category, showing a good presence of early mid-career professionals d) 1-2 Years: NLP Engineers (14.30%) and AI Researchers (12.90%) are most common in the entry-level category. Career Path Implications: a) Entry-Level Opportunities: The roles with more entry-level opportunities (1-2 years) include NLP Engineers and AI Researchers b) Mid-Career Development: Deep Learning Engineers and Computer Vision Engineers see strong representation in the mid-career stages, making them good targets for professionals with significant experience but not necessarily >10 years c) Advanced Career Roles: AI/ML Specialist and AI Consultant roles heavily favor professionals with extensive experience, indicating a pathway that emphasizes deep, long-term expertise. Read the complete report here: https://lnkd.in/gWxNj-bv

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🌟 The Ethical RPO: Balancing Business Needs with Candidate Welfare 🌟 Is your hiring process truly candidate-centric? 🤔 Let's bridge the gap between business success and ethical recruiting. 💼❤️ #Recruitment #EthicalHiring #CandidateExperience #BusinessGrowth

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Recruitment can be a challenging journey, especially when deciding between your in-house team or Protingent India RPO. If you’re uncertain about which path to take, here are 7 surprising facts about Protingent India RPO vs. in-house recruitment that might shift your perspective! 💼 💼 Stronger Employer Branding: Protingent India RPO helps cultivate a consistent brand image, making candidates feel valued throughout the hiring process. ⚖️ Reduced Hiring Bias: Protingent India RPO teams use objective methods for fair hiring, promoting diversity and inclusion in your workforce. 🌍 24/7 Recruitment: With a global reach, Protingent India RPO connects with candidates anytime, streamlining your hiring efforts and ensuring you never miss top talent. 🔍 Industry-Specific Expertise: Protingent India RPO providers understand niche sectors, enabling you to find the right talent quickly and effectively. ✅ Better Compliance: Protingent India RPO teams stay updated on hiring laws, ensuring your recruitment process is compliant and risk-free. 📊 Data-Driven Hiring: Protingent India RPO uses data to refine strategies, empowering you to make informed hiring decisions that lead to the best fits. 🎯 HR Focus Shift: By outsourcing recruitment to Protingent India RPO, your HR team can concentrate on initiatives that enhance company culture and boost engagement. Both Protingent India RPO and in-house recruitment offer unique advantages, but understanding these key differences can help you choose the best approach for your business. Whether you need specialized talent or quick scalability, these insights illustrate how Protingent India RPO can provide significant benefits. Ready to elevate your hiring strategy?

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Leverage recruitment process outsourcing (RPO) for scalability during peak seasons: RPO services can be utilized to efficiently scale up your recruitment efforts during high-demand periods like festival seasons, ensuring you meet consumer demands without compromising on talent quality. https://lnkd.in/gaSYkXpM #RPO #India #Recruitment

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CTC (Cost to Company) and In-Hand Salary are two different concepts: 🤔 #Salary #CTC #Finance #Compensation #Job *CTC (Cost to Company)*: 1. The total amount spent by the company on an employee. 2. Includes various components like: - Basic salary - Allowances (e.g., HRA, DA, conveyance) - Benefits (e.g., PF, gratuity, insurance) - Taxes 3. CTC is the total cost incurred by the company to hire and maintain an employee. *In-Hand Salary (Take-Home Salary)*: 1. The actual amount received by the employee after deductions. 2. Includes: - Basic salary - Allowances (e.g., HRA, DA, conveyance) - Deductions (e.g., income tax, PF) 3. In-Hand Salary is the amount available to the employee for personal use. Key differences: 1. *CTC includes benefits and taxes*, while In-Hand Salary does not. 2. *CTC is the company's expense*, while In-Hand Salary is the employee's take-home pay. 3. *CTC is usually higher* than In-Hand Salary due to the inclusion of benefits and taxes. For example: CTC: ₹1,200,000 per annum In-Hand Salary: ₹900,000 per annum (after deductions) Understanding the difference between CTC and In-Hand Salary is essential for employees to accurately estimate their take-home pay and for companies to budget for employee expenses.

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Set a clear target: Establish a salary range based on factors like your expertise, experience, and market benchmarks. Having a defined target helps you confidently advocate for your desired compensation. #ReferralHiring #TalentAcquisition #EmployeeReferrals #RecruitingNetwork #HireWithUs #octopyd

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LinkedIn COO tells techies the most important question they will be asked in job interviews in 2025 #talentzone #rpo #staffing #recruitment #sourcing #candidates #recruiter #RecruitmentInnovation #outsourcing #talentzonerpo #talentzonepune #news #dailyupdate #like #breakingnews #trending #viral #politics #new #business #newsupdate #info #currentaffairs #newspaper

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Recent layoffs across various industries are increasingly being attributed to skills mismatches and performance issues rather than over-hiring, according to a new report by talent solutions provider LHH. The report shows that while layoffs remain common — with 73% of HR leaders either planning or considering them this year, a slight decrease from 77% in 2023 — the reasons behind these decisions have shifted. “HR leaders are increasingly recognizing the impact of technology on the skills required for organizational success,” said Russell Williams, Senior Vice President of Career Transition & Mobility, North America, at LHH. “In the face of economic challenges, employers are reassessing whether their workforces are meeting these evolving needs, while also exploring how technology can support employee growth.” Read the full story at https://lnkd.in/eH2CYDw7 #HR #Layoffs #PerformanceManagement

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As an ex-L&T employee, it is disheartening to see the recent uproar and debates across social media regarding the "90-hour work week" comment made by L&T CEO, Mr. S.N. Subrahmanyan (SNS). As clarified by many, it was a sarcastic remark made in a lighter vein during an employee Q&A session that seems to have been widely misunderstood. Having had the privilege of working under the leadership of SNS for 5 years, I can confidently say he is a visionary who deeply values his people and their contributions. His leadership has driven Larsen & Toubro to become a global force in engineering, construction, and infrastructure development, playing a pivotal role in nation-building. All current and former L&T employees understand the nature of the work we do. This industry demands immense dedication and resilience, and while long hours are #sometimes inevitable and its not every day. It is our shared passion and commitment that keeps us going. The unparalleled learning and development opportunities that L&T offers has made an engineering trainee to become CEO & Chairman now. It’s not just a workplace; it’s a legacy of excellence. Constructive criticism is welcome but social media often isolates statements from their broader context leading it to mockery. Let us not reduce such an inspiring institution to one misunderstood comment. Instead, let’s celebrate the hard work, dedication, and achievements of the thousands of professionals who have made L&T what it is today. #LarsenAndToubro #Leadership #NationBuilding #LNT #ProudExLTIan #90hours #worklifebalance

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Employee engagement is directly linked to overall life experiences, as revealed by Gallup's 2024 findings. Engaged employees report better life satisfaction. MHFAIndia offers programs that help businesses enhance employee engagement and overall life quality. #EmployeeWellbeing #mentalhealth

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🤔 Exploring Salary Delays: Can Managerial Pay checks Be Late? Delve into the dynamics of salary timeliness for managers. 💼✨ #SalaryDelays #ManagerPay #ManagerialCompensation #LabourLaws #timelypayments . . . Struggling with salary processing? Need HR solutions? Look no further! 💼💡 From payroll management to online courses, we've got you covered. Explore our Services! Having difficulties with salary processing? Our payroll solution automates calculations, manages data securely, and ensures tax compliance. Save time and effort with us! Also you can simplify your salary processing and HR management effortlessly with our My Payroll Master! Our software offers automated payroll processing, streamlined employee management, seamless tax compliance, convenient direct deposit options, and detailed reporting functionalities. Ready to optimise your processes and save time? Start your free trial now: https://smpl.is/92v67 Contact us at +91 85898 42220 for assistance. Or else Are you looking to enhance your skills in HR & Labour Laws and advance your career? Explore our online training programs: HR & Payroll Certification and Labour Law for Business Leaders - Rights & Obligations! Gain essential skills in HR & Payroll with interactive modules and expert instruction with our HR & Payroll Certification Course and Navigate labour regulations with confidence through in-depth modules and expert-led sessions with our Labour Law for Business Leaders - Rights & Obligations! Contact us on or +91 85898 12226 for assistance. For more inquiries about us fill out the Google form: https://smpl.is/92v68 #hr #payroll #hrms #hraudit #hrmanagement #hrservices #payrollservices #salaryprocessing #labourcompliace #taxdeductions #employeemanagement #learning #research #GREATLEAP #greatleapacademy #greatleapacademyeducation #education #BusinessLeadership #ManagementEducation #GlobalLeadership #BusinessTraining #LeadershipDevelopment #BusinessExcellence #ProfessionalDevelopment #BusinessSkills #labourlaw #KnowYourRights #LabourLawsKerala #EmployeeRightsKerala #KeralaLabourRegulations #KeralaBusinessLaw #greatleap #workinghard #LaborLaw101 #HRTalks #humanresources #businessowner #wages #businessleaders #hrprofessionals #hraspirants #entrepreneurs

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⭐ Hiring Data Operation Analyst ⭐ Salary: 40k NPR Per Month / Negotiable Comment "Interested" or "JD" for full JD and apply the link. Please refer to someone; we have a salary bonus incentive one time for the referrer as a referral bonus via TalentSathi. We are looking for a skilled Data Operation Analyst to play a key role in managing and optimizing our client's data infrastructure and operations. The Data Operations Analyst will be responsible for ensuring the integrity, accuracy, and availability of data assets critical to their business operations. The recruitment process is managed by the TalentSathi team (Sister Venture of InternSathi for recruitment), ensuring a thorough and fair selection process. About Company Our client is the authorized national distributor of Vivo mobile phones for the Western and Eastern Development Region of Nepal. They offer their products and services through distributors and retailers. Now they have also expanded their services towards mobile accessories and gadgets through the Anker brand such as earphones, power banks, charging cables, USB charging hubs, etc. Note: If you aren't available currently and might be available in the future, match salary expectations, you can still apply. We have other hiring in national and international companies and might help you now or in the future fit based on your preferences. DM me for any personal inquiry and consultation. Comment "Interested" or "JD" for full JD and apply the link. I will reply and inbox you for all recruitment processes via LinkedIn. Would you like to know more about these hiring positions which we are hiring for our clients? Let me know in the comments below. _____ → If you want hiring updates, follow me Kunal → Repost ♻️ if you found this useful --------- 🚀Hiring Top Talent? Let's Connect! ♾️Searching for a Job? Join Our Talent Network Now! 🙏Want to support us? Link this post.

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→ First job may pay you 2.3 Lakhs/ Year. → Second job may pay you 6.5 Lakhs/ Year. → Third job may pay you 11.8 Lakhs/ Year. → Fourth job may pay you 20 Lakhs/ Year. So on and so forth. - But at some point you will reach a PEAK. - Beyond which there is NO Hike unless... - You shift to a NEWER skillset/ role/ domain/ industry. Before you reach that peak... Check... → How to survive / grow beyond this point? → How many more years are ahead of you? → How have others survived/ grown? The younger generation will always ... ↳ Be able to do more or same work... ↳ At a much lower cost. ↳ Therefore we cannot afford to be complacent. While it is okay to take logical pause. But we need to keep moving forward. Today, Tomorrow and Every Single Day! 💯🔥🚀 P.S: Liked it? Then share it ahead and follow me here 👉 Anand Vaishampayan

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When it comes to recruitment for #GCCs, #RPO stands out. An RPO partner like Peepal Consulting can handle the entire recruitment process from job profiling through the onboarding of the new hire, including staff, technology, and methodology. Choose #PeepalConsulting as your strategic partner and let us #Reimagine RPO together. #TalentAcquisitionReimagined #RPOPartner #StrategicPartner #TalentAdvisory #TalentAcquisition #Recruitment #SuccessStories #NicheHiring

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