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?

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

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Deliver The Products/Services As Per Market Demand

Build your IT team that will deliver the products/services as per market demand. Register on TheGongzuo.com and hire the IT talent from the pool of available resources across the US and Canada.

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. 

How Recruiting Is Like Getting In Shape?

Just like we make a whole lot of New Year resolutions to get fitter and healthier hiring mangers do have a lot on their agenda. Hiring the best talent to get the organization in shape and to improve its wellness to reflect a fighting fit organization with healthy bottom lines is perhaps the key result area of many hiring managers.

Those who wish to lose weight to feel fit are sometimes overwhelmed with the multitude of choice in front of them. It is a tough choice to make, given the plethora of options ranging from fancy diets to even fancier work out regimens, people are at their wits end not knowing which one to choose. This is the same plight of hiring managers when they set out to hire candidates and are flooded with the choice. The amazing options of cold calling, job boards, references, networking are all available for hiring managers to choose from to reach their hiring target.

Like any fitness enthusiast, the initial days are crucial as you feel your motivation waning. You need all the determination and focus required to doggedly keep at it for the road ahead is long and grueling. The feeling is pretty much the same among hiring managers who know that the process to hire the best talent is not an easy one, which will not finish in a short timeframe.

Further, these days everybody seems to have an opinion on the best ways to keep fit and have no qualms expressing it or selling their point of view. Similarly, hiring managers must also get used to keeping their ears open for the many opinions that will come their way unhindered and adopt only what suits them. Nobody is really wary about sharing their tactics whether it is to get into shape or hire the best talent, you just need to pop the question and opinions come flooding in.

Most of us working out to get fit have to fight the craving and the urge to eat desserts or food that is taboo to any weight loss regimen. The temptations are just too hard to resist and many just give into it leaving their goal of a leaner self far behind. Hiring managers need to still find their way about policy changes, requirement and priorities and also deal with fussy hard to please managers and still not lose sight of their objective of hiring the best candidates.

Getting in shape is no cake walk, so is hiring the best talent to keep the company well and healthy. Hiring managers need to beat the odds and get cracking to hire the best talent and their hard work is very much like how many aspiring weight watchers go about losing weight.

Partner with TheGongzuo to get your professional life into shape and network with the best hiring managers in the country.

Ways To Create A Cherish Employer Brand Image And Attract Best Candidates

Building a magnetic employer brand to attract best candidates in the industry can prove immensely beneficial for your organization’s success. A robust strategy has to be chalked out to methodically approach the challenge of being a desirable brand. TheGongzuo offers here some strategic tips for the employers.

Refrain from concealing anything

The choicest candidate would fall in your basket, but just imagine the prospect that would welcome you when the candidate would come to know about the aspects that have been craftily hidden. It would also bring bad reputation for your brand through word of mouth promotion.

Present a cheerful picture of your organization

On your organization’s site, the reigning mood should be that of optimism and jauntiness. You should consider hiring the services of a professional photographer who can piquantly capture the ambience of the office and worksites. This would serve as an incentive for eligible aspirants.

Reflect the policy decisions strategically

Corporate culture has a sway on employees. This holds true for new entrants. If any upheaval has dramatic impact on the management policies, the same should be reflected through official media. Other changes that should be given due prominence may include top executives vacating strategic positions or rehashing of the organizational order.

Highlight your organization’s accomplishments with bold statements

The career page of your brand’s site can be intelligently decked up with press releases that highlight the accomplishments in terms of awards, accolades etc. This would serve as a subliminal catalyst for potential candidates and your brand would command authoritative respect from them. The information should be readily available from a platform which can be accessed by everyone easily.

Plan interviews strategically

The interview panel should feature officials who are conversant with the demands of the position interviewed for and the aspects of the candidate’s experience/ skills that would optimally complement the position. Interview questions should not be monotonous; those that may make the candidates feel jaded. This would diminish your brand identity.

Prepare offers swiftly and discerningly

Your organization’s HR managers should be discerning enough to mentally appraise the worth of the candidate during the interviewing process itself and prepare a package for offer that would attract the aspirant. The package offered should be in accordance with your brand’s deemed value, the capability of the candidate to fit in your team patterns, expected pay package, family conditions, incidental factors and the motivational quotient.

Treat the candidate humanely during interviews

If the interview session is going to be a protracted one, make enough provisions for the candidates to make them comfortable. This hospitality would speak volumes about your brand. Welcome the candidates with a cup of tea or soft drink. If the interview goes beyond the lunch period, the candidates should be provided lunch in the corporate canteen. Directions to the washroom or rest lounge should be indicated clearly.

Innovatively engage the candidates

Candidates would be drawn towards your brand if they get the overall feeling that their families would not get a sense of being isolated by landing new jobs. Shortlisted candidates’ wives can be invited for a tour across company’s locations and residential facilities. This would convince them that once their spouses migrate to new jobs, they would not suffer due to lack of companionship.

TheGongzuo.com is a premiere job search site that carries valuable tips for companies who are keen to craft a formidable brand reputation to attract the best talents in the industry.

Strategies You Must Adopt When Hiring And Recruiting It Professionals

IT professionals are human assets who hold the potential to turn around the fortune of an organization with their acumen, incisive minds and experience. HR managers entrusted with the responsibility of recruiting IT professionals can re-assess their approach to attract and hire better talents with these insightful tips by TheGongzuo experts.

Refrain from being swayed by popular sentiments while recruiting

Recruiting IT professionals is essentially a challenging task. The depth of knowledge and inherent analytical skills of a candidate cannot be gauged by a mere interview or test. Good candidates may be overlooked in an attempt to align oneself with the assumptions, personal experiences and biased tendencies that have been relied on to select the suitable talent. It is imperative that you research the background of the candidate thoroughly, go through the reviews posted about his/ her capabilities by previous employers and get in touch with your industry peers/ contacts to learn more. It is prudent to rely less on your intuition and depend more on facts. Experience counts. Adopt a scientific approach of screening the candidate to learn about his latent talents that have not been apparent at first.

Measure up academic qualifications factually

IT professionals shortlisted for the organization should have venerable degrees under their belts; this notion is true but may not be valid under all circumstances. Many professionals from other branches may have undergone extensive training in IT during the course of their jobs when a specific need may have arisen or the previous organization had set them apart for specific tasks. Assuming that the academic background of the candidate would not live up to the requirements of the position may not hold true.

Objectively judge the capabilities of the candidates, don’t be subjective

Your organization’s mission and vision would be accomplished optimally by candidates who possess the entire breadth of knowledge pertaining to IT. A candidate who may have formidable degrees under his title but have no relevant industry experience would not serve any useful purpose for your organization initially. Additionally, you would be required to invest significantly in his training and nurturing to acclimatize his skills to complement your needs. Always judge the candidate based on his past achievements, his proven contribution in the field of IT and other incidental aspects. Unbiased appraisal of IT candidates would spell success for your organization in the short as well as long haul.

Perspicaciously differentiate between new comers and veterans

Most of us are under the impression that veterans can add more value to the organization as compared to the new entrants in the IT sector. Veterans undoubtedly possess insights, intuition, organizational exposure etc. that would count, but new comers also are equipped with contemporary knowledge and skills that may prove valuable in delivering projects in real time. Fresh from the college, these wet behind the ears’ candidates can prove useful in driving your organizational goals forward.

The above insightful ways in analysing your approach to hiring and recruiting IT professionals can prove extremely beneficial for your organization. Get more information and guidance on recruiting IT professionals at TheGongzuo website. TheGongzuo is a leading job portal to look for IT and other professionals.

Talent-Hunt And Executive Sourcing TheGongzuo Way

“Great vision without great people is irrelevant.” 

- Jim Collins

Good to Great - Whatever be the idea or the nature of business, people are the greatest asset of any organization. Hiring bright minds at the right time to support unique ideas is sacrosanct to TheGongzuo. We have an enviable talent pool to choose from.

We have gone a step further in aiding your search and making it not only easy but also accurate. We have always encouraged our engineers to think out-of-the-box and this has resulted in algorithms that allow you to refine your search.We have also placed advanced filters to enable organizations to specify the exact requirements they look for in their potential employees. Even the information from job seekers/candidates is categorized clearly which permits easy filtering.The website is user-friendly. Navigating through it is a child’s play. We want our users to have a fun time going through our site rather than have the experience of walking through a maze.

To achieve this, we put ourselves in your shoes to understand what you could be looking for.In a world where time is money, we strive to make your experience speedy, cost-effective and rewarding in every way.What is unique about our executive search? Help you make a near perfect selection of talent. Improving your success rate. Reduce your risk. Save time and money. Ensure best use of your resources. TheGongzuo makes it easy to hunt down the right talent at the right time. Candidate profiles are categorized in divisions. This makes filtering easy and quick. If you are looking to further refine your search, the advanced filters come into play. Using this option allows you to match your requirement precisely and accurately. As a result, you get the talent with the skill set you are looking for. Join TheGongzuo today and find talented job-seekers to suit the requirements of your organization.

Hiring Mistakes That May Prevent You From Hiring Best Candidates

People are the greatest resource of any organization and hiring the best talent is the top most agenda of most corporate houses. On the face of it, recruiting motivated and skilled candidates might seem like a piece of cake but hiring managers do know that it is tough to recruit top candidates consistently.

Some organizations are able to keep up their hiring goals of recruiting top talent who have a high IQ and EQ, while some have still not learnt the ropes. It is obvious that organizations that are unable to hire top talent could be making some hiring mistakes which may be the reason for their inability to get the best on board.Here is how organizations can tweak their methods to increase their chances of getting engaged and competitive people on board. Let’s look at some of the common hiring mistakes companies commit.

1. Waiting indefinitely for the ideal candidate. Many organizations make no allowances and give no leeway in the parameters they expect to see in the talent they intend to hire. This means even the best of resumes are put on the back burner because there was one criterion it did not meet. Such perfect candidates may just not exist and organizations may miss the bus looking for that perfect resume. Further, they are narrowing down their recruitment options when they aim at perfection and this could make hiring mangers diffident.

2. Lackluster job description Companies may just end up putting off highly competent candidates who will not respond to an ill-drafted job description or one that offers no interesting details about the job, the organization and the compensation. No intelligent employee will waste time over such a poorly written job description.

3. Compensation must meet market demands Overpaying and underpaying are equally bad for the employee’s morale and can put undue stress. When organizations pay much less than the market value, it lowers the morale of the employee and does not inspire him to work his best; similarly candidates that are offered much less than what is the norm may refuse to join such an organization. Companies must take care not to under pay or over pay but keep the current salary of the candidate as a benchmark and offer an interesting package to be able to hire the best talent.

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How To Write Error-Free And Impressive Job Postings?

Writing job postings is a recruiter’s lot and some of them can really make their day while some can get under their skin.  Scratching the surface, why do so many recruiters reconcile to insipid lack luster and typo-ridden ungrammatically worded job postings? Some postings go on full speed without so much as a pause and readers have to guess that the job posting is over.

Recruiters sure have had enough of such job postings and even though most concede that they get put off and even angry when they see job postings full of typos and grammatical mistakes. Some organizations dismiss such errors as a technology glitch and not a slip up on their part, which is perhaps the worst error investigation done so far. What organizations must know is that to hire the best talent, the job description needs to be interesting and the role needs to come across as exciting.  Only then can they hire top level talent.  If organizations cannot sound convincing enough about why their workplace is great to be in, they can put off most aspirants or get ones that are not good enough.

Following tips should help write an impressive job posting.

Standard Job Title: The intent of a good job title is it should show up in external search results.  If the job title adheres to a standard recognized by the industry it will be picked up when candidates are looking for an opportunity.  Using a posting which is completely organization specific may not bring the desired results.

Salary: It is a good idea to convey the remuneration or at least speak about it as a competitive package.  Job seekers wish to know what they will get and may not be interested in ambiguous job postings.

Location: A job posting with no mention about the location will offer no direction and will not meet with desired results as location is often used as a search term when aspirants scout for jobs.

Well written introduction: Candidates look for some idea of what to expect in the job therefore the introduction should be crisp, creative, well-worded and should be punchy to make them want to read more of it.  Also it should give them an idea of the organization with a mention of the company’s USP.

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How to Nurture Talent in your Organization to Take Up Leadership Roles

Various surveys have shown that you save at least 10-18% of the salary cost when you promote a person from within your own organization instead of hiring someone from outside.

Read more: https://www.thegongzuo.com/how-to-nurture-talent-in-your-organization-to-take-up-leadership-roles

Ways to Create a Cherish Employer Brand Image and Attract Best Candidates

Insulate your brand from talent drain and scarcity of proficient candidates by painting it with an attractive image. Get tip from TheGongzuo experts to fascinate candidates brimming with talent.
Read more: https://www.thegongzuo.com/Ways-to-Create-a-Cherish-Employer

Strategies You Must Adopt When Hiring and Recruiting IT Professionals

Your organization’s approach to hire and recruit the best IT Professionals matter as it has a bearing on revenues, profits and brand image. Learn how to re-align it for optimum results.
Read more: https://www.thegongzuo.com/strategies-you-must-adopt