Vikas Dua’s Post

Must read for HR professionals.. Is your business ready to capitalize on the hiring demand surge? Great to see a rise in hiring demand across various sectors! The manufacturing and engineering sectors are seeing an increase in demand, a positive sign for the overall economy. The growth in e-commerce and retail sectors highlights the shift towards online shopping and the need for companies to adapt to changing consumer behavior. Stay agile and be open to hiring temporary staff to meet fluctuating needs. Looking forward to seeing how the job market continues to evolve in the coming months. Read More - https://lnkd.in/gYyWrbDb

HR Recruiting Really a Low-Paid Job in India ❓ Dispelling the Myth There's a common belief in India that HR recruiting doesn't pay well. But let's clear that up—it's not true. Who earns less❓ Mostly, it's the folks sticking to old-fashioned methods from the 90s. These are the consultants and agencies using outdated ways of doing things. Also, those working in client-serving roles in the service sector tend to earn less. Sadly, about 90% of HR professionals fall into these groups !!! 😎 Let's take a closer look at the other 10%. These individuals are the true problem solvers, whether they're working in startups, product companies, or as decision-makers in established firms. They're not just going through the motions—they're actively addressing challenges and making a difference. Many among them are trailblazers, architecting entire systems from the ground up. They're adept at harnessing cutting-edge techniques to tackle previously insurmountable problems. Recent surveys reveal a compelling statistic: a whopping 93% of top-tier HR professionals hail from startups and product-based companies. Now, let's turn the spotlight on you Are you truly solving problems in your company❓ Or are you simply going through the motions, achieving small successes like hitting targets or bringing in new hires❓ While these achievements may be important, is that your ultimate goal❓ It's worth considering whether you're making a meaningful impact and driving real change in your organization. Recruitment consultancies & agencies are the right places to learn but it's not the right place to grow along with your career Choosing the right place at the right time can be career-defining. It's about seizing opportunities and making strategic decisions that propel you towards your goals. In summary, the idea that HR recruiting in India doesn't pay well is just plain wrong. It's a myth held onto by people who haven't caught up with the times. The truth is, for those who innovate and lead, there's no limit to how far they can go, both in job satisfaction and salary. It's time to see the real potential of HR recruiting in India. #HRRecruiting #MythBusting #CareerGrowth #InnovationInHR #ProblemSolvers #Startups #ProductCompanies #DecisionMakers #Trailblazers #HRProfessionals #CareerDevelopment #OpportunitySeizing #MeaningfulImpact #DrivingChange #LearnAndGrow #SeizeOpportunities #JobSatisfaction #SalaryPotential #UnlockYourPotential #FutureOfHR #IndiaRecruitment #CareerMyths #InnovationInWorkplace #ProblemSolvingSkills #StartupCulture #ProductBasedCompanies #CareerSuccess #ProfessionalDevelopment #CareerGrowthTips #JobSatisfaction #SalaryGrowth #UnlockYourCareer

I saw one post on LinkedIn regarding an IT JOB Description where the recruiter mentioned clearly about requirements. #Must be comfortable working in fuzzy environments – where boundaries aren’t clearly defined. I am Fully impressed with the clear JD and Demand required from the candidate end and this way he is mentally prepared for his KRA. No Limit because boundaries are not defined. Recruiters and HR Teams are changed a lot in the last 10 years in IT and earlier they never disclosed about in-depth and such clear information. Hats off to HR. #IT #HR #INDIA

#noticeperiod #question #HR A one-month notice period is highly beneficial in the industry as it ensures a smooth transition for both employers and employees. It allows adequate time for knowledge transfer, handover of responsibilities, and finding a replacement without causing prolonged disruptions. In contrast, a three-month notice period often leads to instability in joining, back-out, delays in critical projects, and uncertainty for both the hiring company and the candidate, affecting overall business efficiency. The joke of the Industry is that most of the companies having 3 month notice period want candidates from other companies to join in 1 month😊😊. Some companies allow to join without relieving letter . Such trends are not good. We need to think from candidates perspective too. Industry must think in this regard. In US & Europe, Most of the companies have notice period of 15 days to max 30 days. Why can’t be done in India ? Some companies have already started implementing this. Your thoughts! Swapna Tamboskar Sarita Pandita TV Rao Prabir Jha Bijender Vats Rishikesh Raval Ajay Bhatt Diksha Joshi Biswarup Goswami (BG) Nikita Trivedi , Reshma Parida #hr #hrd #hrms #hrleaders #chro #recruitment #recruiters #india #linkedin #culture #jobchange #management #humanresources #innovation #thoughts #organization

#HR in #India Needs a Transformative Overhaul As I've started my job search in India, I've noticed several concerning practices from many HR professionals that looked odd to me, I'd like to offer some constructive feedback to help improve the hiring experience for both companies and candidates. 1) Calling Candidates at Inopportune Times Many HR professionals call candidates directly after an initial resume screening without any prior coordination. If the candidate misses the call, they often move on. A better approach would be to email candidates first to schedule a mutually convenient time for an introductory discussion about the role and responsibilities. This allows both parties to be properly prepared. 2) Cancelling Interviews Last Minute   Interviews are sometimes cancelled at the last minute without explanation, suggesting a lack of respect for candidates' time. While I understand conflicts inevitably arise, professional courtesy calls for communicating any scheduling changes promptly to candidates. 3) Basing Offers on Previous Salary   Repeatedly, I've been asked about my previous salary to determine a potential offer, including what I earned in a completely different geographical area! Compensation should be determined by the role, the candidate's experience, and the company's budget - not salary history. Absurdly, I was once asked what was my salary in India 4 years back to determine what they should pay me here 🚶♂️ 4) Ghosting Candidates   The lack of closure from being ghosted shows disrespect and damages the company's reputation. Both companies and candidates deserve transparency to properly move forward. That said, I've also met some exceptional HR professionals this past week who were extremely transparent, helpful, and focused on creating a positive experience. What are your thoughts? Tell me your weirdest experience till date. #HR #letstalk #india #US #salaries

A major automobile corporation headquartered in Germany, boasting a workforce of over 3,500 employees, recently embarked on the mission of hiring an Executive HR Director (Head HR) for their operations in India. This significant role was expected to directly report to the Chief People Officer with a solid line, and indirectly report to the Managing Director of India with a dotted line. In India, the company maintained a staff count of approximately 1200 employees.   Muge Minnaar, the Chief People Officer, embarked on the task of finding the ideal candidate. In addition to seeking someone culturally aligned and competent for the role, she prioritized candidates with global HR experience and a background in the relevant industry. Muge specifically sought individuals with dominating, analytical, and strategic qualities, considering the challenges she had previously encountered with the Indian Leadership team. She believed that the new hire should possess a strong personality and the ability to push back when necessary.   After engaging headhunters and executive search professionals, Muge meticulously shortlisted 8 candidates. Following several rounds of interviews with stakeholders at local, regional, and global levels, along with key assessments, Muge narrowed down her choices to three candidates: #1, #2, and #3. These profiles were then shared with the Managing Director in India, Mr. Yogesh Sharma.   Yogesh proceeded to interview all three candidates, ultimately rejecting each one. A subsequent discussion between Muge and Yogesh unveiled a stark disparity in their perspectives regarding the ideal HR Head for India. Yogesh expressed a preference for a candidate who prioritized employee engagement, possessed a strong track record in local labor law, industrial relations, recruitment, and office administration, and wasn't averse to routine tasks. Conversely, Muge disagreed with Yogesh's assessment of the role, arguing that the existing team could handle aspects like Industrial Relations, Office Administration, and Recruitment. With both Muge and Yogesh unwilling to compromise on their viewpoints, the conflict intensified.   Meanwhile, the three candidates shortlisted by Muge found themselves in limbo. Despite enduring a lengthy and arduous selection process spanning over 45 days, they received no feedback from the company following their interviews with Yogesh. As the standoff between the two stakeholders persisted, the talented candidates bore the brunt of the impasse, trapped in a situation where their professional futures hung in the balance due to conflicting visions within the organization.   Given their unwillingness to compromise, what guidance would you offer Muge Minnaar and Yogesh Sharma? Prasanna Venkataramanan Sanjeev Sharan Vinod Bidwaik Ruchi Mishra Sajjad Ahmed #ExecutiveHiring #GlobalHRLeadership #HRDirectorSearch #CulturalAlignment #StrategicHR #LeadershipConflict #CorporateCultureFit #HRStrategy #EmployerBranding

HR – what is your notice period? Candidate – 30 days HR – Is it negotiable? Candidate – No HR – Sorry we are looking someone who can join within 15 days. Candidate – okay, may I ask a question? HR – Sure!! Candidate – Could you please tell me notice period of your company. HR – 60 days Candidate – So, if someone resign in your company and they ask to leave within 15 days, will you allow?? HR – Not at all, Candidate – Why? HR – We would be required time for searching new employee and the old employee must hand over all the training and document to new employee. Candidate – So why do you ask to candidate to join early if you cannot allow to existing employee to leave early. This conversation highlights a key issue in hiring practices. Consistency and fairness should be prioritized, both for current employees and new hires. It's time to rethink and align our policies to create a more balanced and transparent work environment. #needchange #newpolicy #uk #us #newhiring #hr #IT #India

Based on actual occurrences... Poor #hiring and long turnaround times are typically attributed to #HR (#TA)... The #hiring process involves every aspect of the ecosystem. When selecting the best fit, many factors need to be taken into account. 1. A competitive range of pay. 2. Appropriate mapping of #designations concerning #industry. 3. Prospective expansion. 4. Organizing the necessary skills. 5. Employee input (the biggest challenge for entrepreneurs) 6. Work Mode. 7. Additional #offers. The full #responsibility is with #HR if the company is unable to meet the standards of a qualified candidate, Yes, we also take on this job.

Job-for-locals bill: Skilling, not legislation key to meet evolving industry demands, say experts         Mumbai, Jul 19 (PTI) Karnataka's job reservation bill, which is now on hold, would pose significant challenges for businesses of all sizes, human resource experts said, adding skilling is key to equip locals to meet evolving industry demands as employment is based on merit and not domicile.         HR experts believe implementing a legislation like the job-for-locals bill would pose significant challenges for businesses in talent acquisition, compliance costs and stressed on the importance of skilling to equip individuals with future-proof skillsets.         The Karnataka government on July 15, tabled the Karnataka State Employment of Local Candidates in the Industries, Factories and Other Establishments Bill, 2024, in state assembly.         The Bill, which mandated factory or other establishments to appoint 50 per cent of local candidates in management categories and 70 per cent in non-management categories, has been temporarily put on hold.

The Unstop Talent Report 2024 reveals that 81% of HR professionals are actively hiring, showcasing a robust demand for talent in various sectors. Moreover, 88% of HR practitioners prioritize skill-based hiring, valuing candidates' abilities over traditional factors like past experience or academics. Despite this demand, the report highlights a stark contrast, with only 7% of Indian campuses achieving full placement. This suggests a gap between hiring needs and the outcomes of the current recruitment landscape. The Daily Update (TDU) #hr #job #hiring #HR #acadmics #placement #report #business #employment #campus