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Best Reads on Recruitment from 2017

Best Reads on Recruitment from 2017

by | Dec 15, 2017 | Recruitment, World of Work

The world of recruitment is ever so diverse, dynamic and fascinating. Today, there is so much we can learn about recruitment simply by way of reading some very well written blog posts which draw attention to aspects of recruitment we may not have thought about, before. Wondering which posts stand out for 2017, as far as recruitment related topics are concerned? Check out this list of the best 5 reads on recruitment related topics!

  1. Are We Winning the Battle Against Unconscious Hiring Bias

    This fantastic post by Irene McConnell brings into perspective the prevalence of unconscious hiring bias. This  bias has been the elephant in the room for the longest time, with very little having been done to address it. While she begins her article by referring to the Silicon Valley, she proceeds to explain how it is actually a global situation. As many would agree, India of course falls into that category as well. In her article she identifies what we call ‘unconscious bias’, and speaks about ways to get rid of it from our recruitment processes forever.

  2. How to Fire Someone You Actually Care About

    Just the title of the post is enough to get you to read this. All of us who’ve been in positions of responsibility have in all probability had to face the immensely sensitive task of letting a member of the team go. It is even tougher if you have been given the task of firing someone you genuinely wish well for. This post on The Muse is the perfect read to help you gear up towards implementing this very hard decision. Need more prep? Read our posts on The Art of Firing, and 5 Questions for you before you fire someone.

  3. Before Interviewing, Train Hiring Managers on These 5 Things

    A find on hrbartender.com, this post speaks about the much-needed tool kit every hiring manager needs to possess. Making the decision for hiring someone isn’t as simple as simply ticking off a check list. And this article tells us about what hiring managers or recruiters need to be aware of, before starting the interviewing process. The cost and impact of the hiring decisions, and their role in the hiring process are some important factors on the list. Read the full article by clicking here.

  4. 10 Candidates Every Recruiter will Encounter

    Reading this might feel like chicken soup for your soul, if you are a recruiter. Categorized aptly as ‘coffee break content’ on rulerecruitment.com, this blog post is a funny read on the many kinds of candidates that you may have or will encounter as a recruiter. “The Keen Bean”, “The Scrambler”, “The Over-achiever” amongst several others feature in this list. Read this post and find yourself ticking off the kinds you’ve dealt with, and anticipating the other kinds!

  5. How the Work-space Impacts Employee Experience

    All of us would agree that the work-space environment is indeed crucial to the productivity of employees. It is the little things that make all the difference. This post on speaks about what those little things are, and why they are more than just ‘little’ things. Going that extra mile to help your employees stay happy at work, stressing on work life balance  and being flexible are some of the things that this post draws our attention to. Recruiters, are you listening?

Did any of these make it to your favorite list? Have more recommendations for this post? Let us know!

5 Tips For a Successful On-boarding Process

5 Tips For a Successful On-boarding Process

by | Dec 13, 2017 | Recruitment, World of Work

Most recruiters believe that the toughest part of the recruitment process are the steps leading up to finding and hiring an employee. That however, is as far away from truth as can be. The first week after hiring a new employee is the most crucial time for the recruitment process. It is the on-boarding process that helps the employee settle in to his/ her new role, and more importantly the culture of the organisation. While the ‘settling in’ definitely takes much longer than a week, the induction or on-boarding week is what makes all the difference to how comfortably, and effectively the new employee adapts to your organisation. Here are five ways you can make the On-boarding Process a success.

  1. Personalize the On-boarding Process

    The usual process of on-boarding to complete the process of recruitment, requires the new employee to go through and submit a pile of paper work and documents. That however, shouldn’t define the first day of a new employee. In the process of recruitment, on-boarding is not just about filling up a zillion forms to check off the recruitment checklist. It is also, and more so about showing the new team member that the organization is happy to have him/ her on board. Personalize the on-boarding process by introducing the new member to the rest of the team and by giving him/ her a tour of the work place. Having a small welcome process in place, could be a great way to make help build sensitivity about welcoming a new member into the culture of your workplace.

  2. Explaining the values and culture of the company

    Are the values and the culture of the company more than just a few words on your website? If they are truly what you believe as the foundation of your organization, you will agree to the importance of ensuring that the new employee understands them. Speaking about the organizational values and culture to a new employee, as a part of the on-boarding process is a very important step towards stressing on how important it is, for the new employee to adapt to the values and culture of the organization. And of course, letting them know that you believe they are a great match and that’s why they are here in the first place!

  3. Explaining responsibilities and setting goals

    While the role and responsibilities may already have been put down on the offer letter, this is another way of personalizing the on-boarding process. Having a conversation about the responsibilities attached to the role of the new recruit, and speaking about the expectations that come with it right at the outset is a good idea. This is also a great time to bring him/ her up to speed with the existing projects that they may be associated with and giving them a heads up about what to expect.

  4. Assigning them a mentor

    This is yet another great way of personalizing the on-boarding process. Being in a new work environment can be quite confusing, as many of us would have experienced. Assigning a mentor to a new employee is an effective way of helping the new employee understand the workplace, and also to have someone he/ she can go to with their questions. It is important to put some thought into who you choose to assign as the mentor, since the mentor needs to be equipped with the knowledge relevant to the new employee’s role, to be able to guide him/ her accordingly.

  5. Equipping the employee with all necessary resources

    To make the on-boarding process smooth, and successful, make sure that you have put together all the resources the new employee will require, a day prior to his/ her joining. Things like the HR policy, documents on the culture of the organization, any handbook your organization may be having for employees, the necessary software on his/her computer, and all other tools including stationary that might be required. Putting in some effort to get these things ready shows that you are excited to have the new team member on board, and want to make sure that they have everything they need!
    Also, a nice note saying welcome, on the desk is a very sweet way to say ‘welcome’!

Bringing a new team member on board isn’t just about the CV, the interviews and the negotiation processes. It is also about welcoming the team member in. That is what on-boarding is all about. Once you have successfully completed the process of on-boarding, you can be proud of yourself of having done a good job as a recruiter!

Post by Shreeradha Mishra
Shreeradha is a development professional who loves her work. She is an avid observer of life and enjoys penning down her experiences and learning from the world of work. You can get in touch with her at shreeradha@obolinx.com.

What Makes a Dream Team?

What Makes a Dream Team?

by | Nov 1, 2017 | Leadership, Recruitment, World of Work

Dream teams are what come together to create magic. It always seems like a great team fits together like perfect pieces of jigsaw made to fit together. However, that is seldom the case. There is no magic unless you create it. Likewise, a dream team is the result of careful, effective and applied leadership and thought. To make a dream team takes a certain amount of acumen. But making what you call, ‘a dream team’, what do you look for? Here are the five most important (magic) ingredients, that come together to make the secret (not so secret anymore) magic sauce of a dream team! Read on to know.

What to look for, to make a ‘dream team’

Look for, Emotional Intelligence

One of the most important characteristics of a great team is for team members to have not just the needed technical skills, but more importantly to possess emotional intelligence. Being aware of what is happening around them, and having the capacity to respond accordingly is a very important quality to seek, while looking to build a team. Social sensitivity and awareness goes a longer way than technical skills. And we are not just saying that, research says so too.

“A study carried by Anita Woolley from Carnegie Mellon University in Pittsburgh, Pennsylvania, and her colleagues, measured group intelligence and how each individual influences it. Woolley placed 699 people in teams of two to five and got them to carry out a series of tasks, such as solving puzzles, brainstorming, typing and negotiating. The groups were then evaluated on their performance, and given a group intelligence score.As it turns out, neither the intelligence of the smartest member, nor the average intelligence of the group, influenced the overall group intelligence. Instead, social sensitivity—the ability to understand the feelings and thoughts of others—was the most important factor that influenced the overall group intelligence.” [source]

Look for, Diversity

Very often one tends to think that like-minded people coming together make for a great team. Frankly, it is diversity in thought and personality that make for a great team. Quirks are important and quirks of different people are important. It is this difference that outlines the overall personality of your team as a whole. A healthy diversity also means paying attention to being inclusive. It is the diversity of a team that makes way for great stimulating discussions, which are the genesis of amazing ideas. Besides, with a diverse team, things never get boring and you always have each other to learn from and grow with!

Look for, Proactive Communicators

Before you begin your hunt for proactive communicators, it is first essential to understand what proactive communication is. Communicating proactively means to think a step ahead. To anticipate and to act on it. A proactive communicator will go the extra mile, and very often it is not even out-of-the-way, but only a sensitive gesture. Emotional intelligence and proactive communication are in a way interdependent.

Examples of proactive communication?

  • “Team members provide information before being asked.
  • Provide support and assistance before being asked.
  • They take team initiative by providing guidance and making suggestions to other team members.
  • They provide updates, creating situational awareness for other team members. [source]“

Look for, a Leader

At the center of a great team, is a good leader. But who is a good leader? Someone who can guide, motivate and just ‘be there’ for the team. A good leader is like-able, and at the same time formidable – a weird combination? But its true.  Like John C.Maxwell once very rightly said, “You know you are a good leader when your team does not hesitate to approach you, but never wants to let you down. If you are a leader, you should never forget that everyone needs encouragement. And everyone who receives it – young or old, successful or less-than-successful, unknown or famous – is changed by it.”

Most importantly, a leader recognizes the value of leadership skills in every member of the team. And that is what makes a great team.

Look for, Fun!

All work and no play makes Jack a dull boy, yes sir. A team that has fun together, stays together. When looking to create a dream team, never miss out on looking for fun. It is indeed one of the most important secret ingredients for an indivisible team. To have a team which knows how to have fun, and work hard makes the journey so much more enjoyable. You live your work – and that is a blessed feeling. To have a team which knows how to have fun, is one of the finest ways to be happy in the now!

Like everything else, building a team is a process which requires patience and skill. It does not happen over night, but when it does, it is indeed the stuff of dreams!

What is your notion of a “dream team”?

Firing Someone? Here are Five Questions for You

Firing Someone? Here are Five Questions for You

by | Oct 30, 2017 | Recruitment, World of Work

As a recruiter, or a person in the position of hiring and  firing, the latter is a much tougher decision to make. The ‘art of firing’ is not easy, and it takes skill and knowledge to be able to make an informed and confident decision of firing someone. To fire someone should never be a spontaneous, knee-jerk response to what we consider as a ‘one off’ incident. It is true that sufficient thought is put into the structure of firing someone – there is at least a basic protocol in place in most organisations. However, most of these preparations are geared towards the firing meeting itself.

It is important to understand exactly “why” you are making the decision to fire someone – you owe this to your organisation as well the employee you are firing. Besides preparing this way helps you articulate yourself better, which inevitably makes the process easier. A great way to prepare yourself before you fire someone is by asking/ going over these five questions.

  1. Why am I firing him?

    This is the first question that you will have to tackle, and the first thing that you will have to tell the employee in question about. Knowing “why” you are going ahead with this decision makes the whole meeting a lot easier and quicker, because you are convinced about the main reason for your decision. Not being clear about this particular question in your head is going to have you go round in circles, make the process longer, and maybe even messy. Knowing your reasons will you help you make it quick, effective and efficient.

  2. When should I fire him?

    Just like ending romantic relationships, no matter how long you wait for the “right time” there will never be one. The moment you realize your reason for wanting to let go of the employee, you need to work towards implementing it. This post on Undercover Recruiter says it best:
    “Conventional wisdom says you should fire someone on Friday afternoon or Monday morning. But conventional wisdom is wrong. You should fire someone as soon as you’ve taken the decision and understand every detail of how you’re going to execute it – from the moment you’re telling the employee “you are fired” to the time they leave the office.”
    By detail of execution, they mean everything from an experience letter, to the severance pay check.

  3. How should I fire him?

    There is only one answer to this question – no matter what your reason is for the decision, execute it in the most dignified and kind manner possible.

  4. Is any personal bias influencing the decision?

    In case there is any bias or prejudice involved in the decision to fire the employee concerned, it should come through when you answer the very first question. However, it is not always necessary that the bias/ prejudice or even the reason stated to you would be something you have a deep awareness of. In which case, before executing the decision, do you bit to find out exactly why the employee concerned is being fired, and let any personal bias or prejudice be the very last reason! Remember, you are not just the messenger, your responsibility is a much greater one.

  5. Am I having second thoughts?

    Then halt the decision, and ask yourself all the above questions all over again until you are sure exactly why you are letting go of the employee concerned. A hasty, half-thought through decision can reflect terribly upon the morale of the rest of your employees as well. Remember that the person in question has friends at work, and people will eventually find out. That can’t be healthy for the team in any way.

To fire someone is never easy. But being prepared can make this otherwise emotionally draining process a little easier. It is hard, but at some point or the other you will have to make the decision of letting someone you feel isn’t the right fit for the organisation, go. Being a leader is also about knowing when and how to make these decisions. And preparation can help you do it in a kind, informed yet firm manner!

The 5 Most Effective Job Hunt Hacks

The 5 Most Effective Job Hunt Hacks

by | May 19, 2017 | Career, Job Offers, Recruitment

Yes, we know! There are no shortcuts to success. But if you are on a job hunt, this post is something you cannot miss. Based on our years of experience helping job hunting candidates like you land their dream jobs, we have put together some insider tips (or hacks as the current trend is) to help you on your job hunting journey. What are some of the best and most effective Job Hunt Hacks that can fast-track your job hunting process ? Read on to find out exactly what they are, and why they make such a big difference.

Job Hunt Hack #1 – Use “Keywords”

Go through the job description carefully and pick up on the keywords. Remember that when sending in your application online, in all probability, the first screening is going to be mechanized. In which case, you need to ensure that your application uses as many of those phrases/ keywords possible (in a relevant way of course) as possible. It is only after the initial sorting (the first two stages, at least) that your application will reach the higher-ups in the management. In order to ensure your job application gets there, be as specific and comprehensive as possible. Using keywords is a great way to go about it.

Job Hunt Hack #2 – Use both online and offline platforms

Don’t stop once you have finished applying through the online sources. Start networking and spreading the word about your job hunt. Networking is one of the most effective techniques of offline job hunting. Reach out to your old and new contacts and have casual conversations with them about your plans. You never know what opportunities may come your way simply through those conversations. Also, make sure to avoid these 5 social media mistakes when you are job hunting!

Job Hunt Hack #3 – Modulate your applications

What really hampers your job hunt process is using one stock application and cover letter for all the places you apply to. When you do that, your application depicts an acute lack of interest and enthusiasm. Even if the job profiles you are applying to are similar, there are some fine differences between each of these profiles. Mark them and customize your applications accordingly. This will be possible only when you are truly serious and enthusiastic about the job hunt process. Pay attention to details, and remember that that’s probably the only thing that will give you an edge over the others.

Job Hunt Hack #4 – Your LinkedIn profile matters (most)!

Your existence, and activity on LinkedIn is crucial for a successful job hunt. You could reach out to scores of potential employers, and correspond with them about opportunities simply by making sure you are active on LinkedIn. By being on LinkedIn, you are not only “visible”, but also vested with innumerable valuable resources which you just need to know how to use. Still not convinced about why you need a LinkedIn profile? Here’s why. Have a LinkedIn profile but wondering how you can make it better? Here’s how.

Job Hunt Hack #5 – The magic word is “Thank You”

Incorporating the practice of gratitude into everything you do is the best thing you can do for yourself. Including when you are job hunting. It makes a huge difference when you send in a personalized note, even if it is just two lines, after you finish interviewing (no matter the stage of the interview), to the relevant people. Just acknowledging the time they invested, saying that it was a pleasure having had a chance to communicate and that you look forward. These small things are what set you apart from other candidates, and make you the more like-able, and obvious candidate. However, do it genuinely. It isn’t very hard to tell when the candidate isn’t being genuine – which will just end up making things worse for you.

And the most effective job hunt hack of all – work closely with a great recruiter. A recruiter starts work every morning with one objective – find the best candidate for his/her client and fill the open position ASAP. A candidate hunting for a job wakes up with this thought – may today be the day when I land my dream job. Notice the similarity between the two objectives – so why not work together with mutual respect  to achieve this common goal? Here is how you can help her help you.

If you’ve been looking for job hunt guidance and a lot of material has been coming your way, all of that is bound to be similar in one way or the other. Through all your efforts, remember that you can go a long way by just being yourself. Take your own self to the interviews, and let it reflect in your applications and conversations. Because you’re the best when you’re nothing but yourself!

7 Things “NOT” to have on your otherwise Perfect Resume

7 Things “NOT” to have on your otherwise Perfect Resume

by | Feb 23, 2017 | Job Offers, Recruitment, Resume, World of Work

The resume is a faithful journal of your career trajectory – a record of all your successes and learnings at every stage of your working journey. A reminder of where you started, how far you have come and where you still need to go. So whether you need to apply for a job right now or not, it is always a good time to perfect your resume.
While we’ve written extensively on how to craft the perfect resume, we wanted to emphasize through this post on what to leave out of a resume to make it truly perfect. Here are seven things to leave out from your resume:

1. An unprofessional Email Address

If your email ID is still the one you had in high school, i.e., hellboy_irock@ya***.com, it is time to get another one. Make sure the email ID you share on your resume is a professional one. What is meant by a professional email ID? One that ideally has only your name and your last name in it, and in case that’s taken, a simple combination of your name and maybe a number, or special character or two.

2. Your Achievements in High School

Won third prize in an elocution competition? Aced spelling bee? Well, let’s put those achievements behind us and make space for newer achievements to show the world. Unless it is something of great significance and necessary, refrain from having your high school achievements on your resume.

3. Fancy fonts and colors, or anything fancy –

are an absolute “no”. Use a simple font, uniform font sizes and keep it unicolor. Unless you belong to an artsy profession and how you design your resume matters, keep your resume as simple and legible as possible. Even if you are a graphic designer, or a fashion designer, we’d say share links of your work on your resume, but maybe refrain from making your perfect resume a work of art itself.

4. Skills you are expected to have

Don’t add skills just for the sake of adding them and fluffing up your resume. Remember, at times, less is more.

5. Postal Address

Having your postal address on your resume is an unnecessary use of space. We have seen resumes which list their permanent address and current address as well. Your contact information should ideally just include your phone number and your professional email ID.

6. Hobbies

“My hobbies are cooking, reading and gardening” – this is something your resume would probably look better without. We’ve traditionally been taught to include it in our resumes, but there is actually no need for it. Your interview is when you get to speak about yourself and weave all this in. Unless there is something really specific about yourself which is also relevant to the job, refrain from having this section. Even if you do end up sharing what is akin to hobbies, put it under a section called “other Interests” or something of the like and not “Hobbies”.

7. Incorrect or false information

The first and foremost prerogative of writing a resume is ensuring the information you provide about yourself isn’t false or misleading. Regardless of whether or not a background check will be done, in the interest of professional integrity be completely honest in the information you furnish through your resume.

At OBOlinx, we believe that a great resume is one which is always a work in progress. There is always something you can do to make it better, regardless of whether you are writing one for the first time or if you have been a professional for years now. Here is an omnibus we have put together to help guide you to craft the perfect resume. But don’t forget the things you should “not” have on your resume!