Recruitment and Trends 2017

Hiring is going to be a challenge for tech positions, particularly for security and networking roles. Here is a glimpse of what is expected on the hiring front in 2017. The following forecast is based on the research conducted by Robert Half Technology and TEKsystems.

• Marginal salary gains – Majority of IT leaders expect IT salaries to stay the same compared to 2016 rates. Many organizations are relying on rate cards from several years ago, and the IT segment is suffering a degree of wage stagnation.
• Some skills are more likely to get raises – There won’t be department-wise salary hikes, but in-demand roles will get raises. These roles will be – programmers & developers, software engineers, security and cloud based computing.
• IT headcount expanding for some – Some companies will add new positions in the year 2017. Most of them will put IT hiring on hold.
• Contingent IT staff increasing - IT leaders report that in 2016, 80% of their IT team members are full-time staffers and 20% are contingent workers. Looking ahead to 2017, CIOs are predicting a slight shift in the ratio of full-time staff (76%) to contingent workers (24%).
• Skills in greatest demand – Database management, desktop support, network administration and cybersecurity are the most in-demand skills.
• Explosion of tech roles - Our technology-driven lifestyles mean that more employers in finance, retail, healthcare, etc., need employees who can derive insights from data, create a mobile app, or code a website. A tight overall hiring market and increased demand for tech talent makes recruiting those coding and analytics stars even more difficult.
• Pay transparency - Transparency in the workplace isn’t new, but in 2016 we saw a big push from policymakers for employers to be more transparent about pay. New rules from the federal government will require some employers to disclose workers’ pay by gender, race/ethnicity.  In 2017, employers should prepare for increased salary negotiations.

Why Interns Should be Hired In Startups?

For some start-ups it is inevitable to hire interns at the initial stages of their company’s growth. While this may initially appear to be a good practice, especially with start-ups’ tight financial constraints, the grind of managing the interns could overshadow the benefits of having them in your office.

Internships are a “give and take” relationship because the commitment goes both ways - an intern works for your start-up, but you have to teach the intern the necessary skills and give him or her individual learning plan in return. The intern is working for you because he or she wants to learn and get experience in his or her field of expertise.

Pros and cons of hiring interns

There are mostly ‘pros’, but you need to be aware of one con: Interns are time consuming in the beginning of their internship. You need to take the time to teach them a new set of skills and integrate them into the workplace.

Here are the benefits of hiring interns:

• The most important benefit to the start-ups is that they get cost effective dynamic workforce.
• For most interns, it is their first job, so they give their best to the employer. They are motivated and have desire to learn and progress within their field.
• Interns fill positions and assist employers with innovative ideas and technology.
• Internships allow employers to connect with and build relationships with students early in their academic careers
• Employers can test the candidates before offering him/her full time position within an organization.
• Smaller, less important tasks could be given to interns, so that experienced workforce could devote their full attention to more productive work.

However, these benefits could come at a cost of your time and energy.

• You spend more time teaching them how to work and what to work on
• If you have more number of interns, your business activities may suffer when interns go back to school.
• Most start-up founders will take the interns under their wing and teach them what they know. As an internship cycle usually repeats itself every 3/6 months, it can be quite taxing.
• If handover is not done properly when an internship comes to an end, you could lose your business.

In a small start-up, interns can either make or break your company. However, if handled and planned correctly, internships can be meaningful to both you - the employer and your interns.

If you plan to hire interns for your start-up, register on TheGongzuo.com and advertise your open positions to get qualified interns.

How to Ensure Candidates Come Well-prepared for the Interview?

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Merry Christmas and a Happy New Year!

We all at TheGongzuo wish you a happy holiday season our sincere thanks for your goodwill and loyalty throughout the past year we look forward to meeting you next year.

Job Seeker Insights to Help You Strategize your Recruitment Process

There is a lot about recruitment than what meets the eye.  As a hiring manager, it is important to understand the behavior of job seekers so you can tailor the manner of recruitment in order to attract the best talent. Apply recruitment with mobile device Mobile device has become the oft-used instrument for job searches and it appears that most people conduct a job search on their mobile device the first thing after waking up.  Therefore, a well-worded mobile friendly job post may help the avid mobile user find the job he is looking for on the mobile device. Special job posting days.

An interesting analysis was that candidates avoid Sundays to do any sort of job searching.  They put off doing so on Monday too.  It appeared that all their interest in choosing better job options happened on a Wednesday, so it might be a good idea to publish a new job posting on a Wednesday. If a job posting stays on for more than a week, the average numbers of views drop drastically so it might be great to refresh the job posting so that it appears first during searches. Expand the search to other cities. Many recruiters restrict their search to local candidates and this can be limiting.  Recruiters would do good to look at other cities too since there are many candidates who look for positions outside their current location.

When recruiters expand their search to look for candidates in other metros, they can enjoy the advantage of short listing from a larger talent pool. Appropriate keywords. Most often companies look for specific skills in resumes and are flummoxed when very few show up in search results.  This is because there is a gap between the keywords used by the recruiter and those used by job seekers in their resumes.  Analysis into this phenomenon has revealed that keywords used by employers in job descriptions appear anywhere between 2 to 4 months before they begin to show up on the resumes of job seekers with such skills.  Therefore, if companies are looking for competencies which are relatively new, results show up only when searches are conducted using many types of keywords or the search is expanded to spot relevant candidates.

Most often it is not the dearth of candidates or talent which becomes a stumbling block to recruit top notch people for the organization.  When you scratch the surface, it just boils down to inhibited recruitment strategies which have not produced the desired results.  At TheGongzuo, organizations can find the perfect match to their job description and requirements.  This search option allows them to customize and locate the best talent in the industry.

How to Ensure Candidates Come Well-prepared for the Interview?

As a hiring manager, what steps can you take if your rate of hire is abysmally low and most candidates you interview fall short of some parameter or the other and are unable to meet with success? We often assume that the complete responsibility to be successful in interviews rests with the candidate.

 
Hiring managers do have a role to play in improving candidates’ success rate for interviews. Many recruiters are put off when candidates have not done their homework about the organization well enough and obviously appear uncomfortable during the interview.  Most often nervousness in candidates becomes a barrier for the real talent to come out and this becomes a reason for rejection too. Those out of college and perhaps attending their first interview may not be used to the whole process and will be uncomfortable during the interview.

There are many ways hiring managers can help applicants enjoy the interview process and also improve the number of placements. Be clear about the interview process.  As a recruiter it might be a good idea to share with the applicant about the process of interview to ease the air and clear any ambiguity.  A way to do this could be to publish a blog post on the company blog and direct candidates to it or even communicate to the applicant via e-mail. Share interview tips.  You can use any medium to share interview tips with applicants.  A write up about the company with short and crisp interviewing advice will provide some idea to candidates about the whole process.

This way you have also given a good chance for candidates to do their homework properly and can easily weed out those who did not bother to be well informed before the scheduled interview. Links to social media.  At most times applicants are meeting interviewers for the first time.  To ease their nerves and also prepare them well for the interview, as a hiring manager you could also enable a list of people who could be meeting the applicant and give a link to their social media accounts.  Applicants will have an idea who they are likely to meet on the interview and this will keep the environment more ambient.  This will also give an opportunity to improve preparation for the interview.

Further, as a recruiter you could also help applicants with an idea about what they would like to know about the applicant in a particular area, skill or experience.  Such information to the applicant before time helps the applicant prepare well for his interview and enable an opportunity to exhibit skills and abilities with respect to the job applied for. Prospective jobseekers can partner with TheGongzuo to not only get valuable tips to crack interviews, but also use it as a platform to network with the decision-makers of top companies and startups.