Arpita M.’s Post

Most of the compnies, if not all, complaint a lot about finding the right talent and getting irrelevant applications on their job postings. The first step towards finding that "perfect" talent starts from advertising the open role. Below image is the classic example of "How not to write and advertise a job desceiption". Here is why: ●It is restrictive: In the era of hybrid and WFH, providing strict location demand restricts the talent. That too putting it on top of everything in the Job Description in bold letters should be a no go. In my view any candidate who is planning to relocate or can relocate will feel less confident applying here. ●Unmeasurable Skills: Charishma, Flawless, Communication, Hands On- Hardly provide any context to the real skills. Moreover, these are prone to interpretation as per one's will. Imagine getting the feedback that candidate was not flawless and charismatic. If you want to use these fancy words in the job description, embed them carefully with more quantifiable skills else avoid altogether. ●Ambiguity in the role: At one place it is a Talent Growth Analyst and at another it is a Sourcing Specialist. Please do not leave the candidates scratching their heads about the role itself. ●Lack of context: 10X Scale up without providing the context of the team size and time duration. This is absurd. No idea if the current team has 1, 2 or 5 people. If you have 20 people already then making it 10X i.e. 200 people will take a good time. Do you have any plan about that? If yes, let that plan be here so candidates can feel confident. "The best solvers in the world to solve differently": What to solve and how will one find the talent all over the world sitting in Pune or Mumbai. I need an explaination, least to say :P Here is how we should do it: ▪︎ Be specific about the role. ▪︎ Mainatain uniformity. ▪︎ Put Context. ▪︎ Provide measurable skills so hiring managers and candidates both can feel at ease. ▪︎ Take care of the tone and language. ▪︎ Make the job descriptions inclusive and open rather than restrictive. ▪︎Bullet points or one liners make it easy to read and comprehend; avoid paragraphs. I would love to talk and hear the thoughts of fellow recruiters and hiring managers. #Recruiting #JobDescription #Writing

I wonder how hiring recruiters question a candidate’s abilities & skills when they lack in their own. 1. Job location: Mumbai. Where in Mumbai? That’s your job to find out . Because you’re jobless not them! 2. “We can’t trust you because you have career gaps! How should we believe you’ll stay? “ The next time you say this to the candidate please give us a written assurance that your company won’t shut down, shift bases or treat us like garbage! Our gaps don’t define our abilities or ambitions 3. “We have a 5 days work week but we expect you to work on weekends.” And then you guys talk about trust issues which start right from you’ll. Don’t expect from people what you cannot provide. 4. “Salary can be discussed during the interview.” Nobody is asking you if you’re paying a billion dollars to us but please share the approx budget. Calling candidates for interviews & then telling them we don’t have the budget is absolutely unprofessional. Note: This will bring in a lot of criticism specifically from the HR consultants or corporate recruiters but the truth needs to be said. I did recruitment for a short span of time in my career but didn’t stoop so low with anyone.

I will find the right talents for you! Want to know how Elite Management Services - Mumbai work and is different from others? Want to discover how we make hiring seamless and efficient? Here's a brief 👇 1. Understanding Your Needs : We dive deep into your company culture and job requirements. 2. Sourcing Top Talent : Leveraging advanced tools and a vast network, we find the best candidates. 3. Thorough Screening : Our rigorous process ensures only the most qualified applicants move forward. 4. Efficient Hiring : We manage the entire recruitment process, saving you time and resources. Swipe through our carousel to see how we transform the hiring process for our clients! Let's build your dream team together. 💼 Contact Shikha Gupta for the same! #HR #Recruitment #TalentAcquisition #HiringSolutions #HRConsulting #FutureOfWork

When I have gone through the linkedin posts, I got this where its just whaaaat ??? 😦 At First, mistake with the person who have initiated the Interview where he/she have not informed how long to wait. Second, still its not making the sense and wasting the people time. Third, This person in below have to consult a feasible psychiatrist. Here is why ? I'm sure none HR will do this. If I was the recruiter then i would hire the first 3 people who left because staying from 7 AM to 3 PM is enough patience. The point, these 3 people knows to value their time so they will not simply sit in company without work. Then Recruitment point should be on the skills and talents they pursue for the role because they meant to solve the problem in each and every role. If there are more candidates for the same role, then HR can test the speed and resolution aspect of a person ( Logical Thinking ) in solving a problem. ✅ For one role, we can accept this patience interview. Role : Customer who book cab Location : Bangalore, Hyderabad, Mumbai, Delhi, etc.. 😂 Hours : Peak hours Skills Required: Patience Comment your thoughts on this ! #linkedin #HR #Job #work #fun #meme #post

As a recruiter, I firmly believe that changing cities should never be a reason to penalize a candidate. I moved from Bangalore to Mumbai with a wealth of experience in recruitment. During an interview with a reputed organization, my skills and talents were overshadowed by the fact that I was new to Mumbai. They rejected my profile, citing concerns about my ability to build a rapport in the Mumbai recruitment market. However, I was new to Bangalore when I started my career and still managed to carve out a successful path. It's time we start normalizing career changes, city relocations, career gaps, getting married, having kids, and other personal life decisions. Ambition and determination are what drive success, and nothing should stand in the way of an ambitious person #TalentAcquisition #RecruitmentJobs #Hiring #RecruiterLife #HRJobs #HumanResources #JobsInRecruitment #JobSearch #CareerOpportunities #JobOpening #TalentManagement #JobAlert #HRRecruitmen #Employment #JobHunt #Staffing #HiringNow #CareerGrowth #JobSeekers #RecruitmentCareer

Dear People Pro! HOW OFTEN DO YOU ASK YOURSELF.. - Why do some highly qualified, successful, 'eligible' candidates, fail to 'fit-in' successfully in a new job / role? - Is there a way to predict how a new hire will 'fit-in' before the hiring decision? ISN'T IT TRUE THAT.. 1. By and large, our hiring processes are well tuned to pick the most qualified, skilled people.. very proficient in their functional domains? 2. We are proud of the track records of those we hire? 3. We put them through personality tests & multiple interviews? Yet, don't those bets go awry quite often? ARE WE MISSING THE ELEPHANT IN THE ROOM? May be you will find it when you click into https://lnkd.in/dcKdGHn or just scan this pic.. Try! It's time well invested! DID YOU KNOW the BELBIN Accreditation Course comes up on July 26 & 27 at Mumbai? Limited seats. Deets on request. #humanresources #recruitment #hiring #talent #executivesearch #behaviour #behavior

🌧 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗶𝗻 𝗮 𝗗𝗼𝘄𝗻𝗽𝗼𝘂𝗿: 𝗔𝗿𝗲 𝗪𝗲 𝗣𝗿𝗲𝗽𝗮𝗿𝗲𝗱 𝗳𝗼𝗿 𝗛𝗶𝗿𝗶𝗻𝗴 𝗗𝗶𝘀𝗿𝘂𝗽𝘁𝗶𝗼𝗻𝘀? ☔ Chennai is drenched today with heavy rains that have put the city on a standstill. Offices are closed, commutes disrupted, and people are navigating life from home. It got me thinking... What if recruitment could experience weather disruptions too? 🤔 𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝘁𝗵𝗲𝘀𝗲 𝘀𝗰𝗲𝗻𝗮𝗿𝗶𝗼𝘀: 𝘾𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚 𝙂𝙝𝙤𝙨𝙩𝙞𝙣𝙜 = 𝙃𝙚𝙖𝙫𝙮 𝙧𝙖𝙞𝙣𝙛𝙖𝙡𝙡 𝙬𝙖𝙧𝙣𝙞𝙣𝙜𝙨 ⛈ 𝙐𝙣𝙚𝙭𝙥𝙚𝙘𝙩𝙚𝙙 𝙍𝙚𝙨𝙞𝙜𝙣𝙖𝙩𝙞𝙤𝙣𝙨 = 𝙁𝙡𝙤𝙤𝙙𝙚𝙙 𝙨𝙘𝙝𝙚𝙙𝙪𝙡𝙚𝙨 𝙖𝙣𝙙 𝙗𝙤𝙩𝙩𝙡𝙚𝙣𝙚𝙘𝙠𝙨 🌊 𝙊𝙛𝙛𝙚𝙧 𝘿𝙚𝙘𝙡𝙞𝙣𝙚𝙨 𝙖𝙩 𝙩𝙝𝙚 𝙇𝙖𝙨𝙩 𝙈𝙞𝙣𝙪𝙩𝙚 = 𝙍𝙤𝙖𝙙𝙗𝙡𝙤𝙘𝙠𝙨 𝙬𝙞𝙩𝙝 𝙣𝙤 𝙙𝙚𝙩𝙤𝙪𝙧𝙨 🚧 𝙐𝙣𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙞𝙫𝙚 𝙃𝙞𝙧𝙞𝙣𝙜 𝙈𝙖𝙣𝙖𝙜𝙚𝙧𝙨 = 𝘿𝙚𝙡𝙖𝙮𝙨 𝙞𝙣 𝙘𝙧𝙞𝙩𝙞𝙘𝙖𝙡 𝙙𝙚𝙘𝙞𝙨𝙞𝙤𝙣-𝙢𝙖𝙠𝙞𝙣𝙜 🕰️ 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗛𝗶𝗿𝗶𝗻𝗴 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆: How prepared are we for unexpected disruptions in our hiring pipelines?  Do we have contingency plans to stay afloat when the tide turns against us? 🚣♀️ Wouldn’t it be great if we had an “Emergency Hiring Plan”—like rainproof recruitment—one that works seamlessly under pressure, ensures continuity, and keeps candidate engagement intact? The monsoon may have halted Chennai, but hiring never stops! 💼 So here’s a fun challenge: What creative hacks do you rely on to keep hiring moving despite disruptions? Share your thoughts in the comments! 👇 #Recruitment #TalentAcquisition #HiringChallenges #MonsoonHiring #ContingencyPlanning #ChennaiRains

🔍 I've got a juicy situation to share with you all. There's a company in Chennai on a mission to hire 1,000 Delivery Executives every week. 🚚💨 Now, that may not sound like a tall order, but it's been a real head-scratcher. 🤔 Over the past two weeks, we've reached out to a whopping 10,000 potential candidates. 🔢💻 And guess what? A solid 30% of them seemed interested initially. 👍 So what's the problem you may ask? When it's time for onboarding, these candidates suddenly lose their mojo and say "Nah, thanks!" 🙅♀️ Our TAT (turnaround time) is a mere 3 days, so what gives? 🕰️ I've got a few theories brewing in my mind: 1. 🔵⚪ With blue-collar roles, absenteeism can be a real buzzkill. 😒 2. 💼 Perhaps these candidates found a better gig elsewhere? 🤷♂️ 3. 💬 Or maybe our messaging isn't hitting the mark? 🎯 What are your thoughts on this puzzling predicament? I'm all 👂 for your brilliant insights in the comments! 🤓 ____________ P.S. - If you can help us with this situation feel free to DM me. 🙂 #hiring #HiringManagers #Recruiters #TalentAcquisition #CandidateExperience #OnboardingChallenges #BlueCollarHiring #VolumeHiring

Dear People Pro! HOW OFTEN DO YOU ASK YOURSELF.. - Why do some highly qualified, successful, 'eligible' candidates, fail to 'fit-in' successfully in a new job / role? - Is there a way to predict how a new hire will 'fit-in' before the hiring decision? ISN'T IT TRUE THAT.. 1. By and large, our hiring processes are well tuned to pick the most qualified, skilled people.. very proficient in their functional domains? 2. We are proud of the track records of those we hire? 3. We put them through personality tests & multiple interviews? Yet, don't those bets go awry quite often? ARE WE MISSING THE ELEPHANT IN THE ROOM? May be you will find it when you click into https://zurl.co/tSaT or just scan this pic.. Try! It's time well invested! DID YOU KNOW the BELBIN Accreditation Course comes up on July 26 & 27 at Mumbai? Limited seats. Deets on request. #humanresources #recruitment #hiring #talent #executivesearch #behaviour #behavior