What Are The Commonly Used Platforms For Sourcing The Candidates?

Candidate sourcing is all about identifying the top talented candidates who possess the matching skills, interest and educational qualifications for taking up the concerned job role in the company. The top recruitment firms in India put a greater emphasis on the candidate sourcing as this is the process which lays the foundation of the entire recruitment exercise. Even a small mistake in this process is capable of ruining the entire recruitment process.

Here are the important platforms being used by the retained executive search firms in India for sourcing candidates for top managerial positions:

• Career Pages

The executive search consultants often engage themselves in creating a powerful career page for the client organisation citing the current job openings and the necessary job skills required to fill the position. They often customize the page in order to add the required look and feel to the career web page of the website.

• Job Boards Management

The entire task of creating, editing and following up of the job posts by the job board is handled by the executive recruiters themselves. The recruiters manage the job postings at the popular job boards such as Glassdoor, LinkedIn, Indeed etc. By keeping an eye on the job postings, the recruiters ensure that the top talent is not out of the loop.

• Referrals

The referral drives are always one of the top place to source candidates and is used often by each and every recruitment company in the country. The employees usually refer their family and friends for the different job positions. Apart from it, the referrals are also taken from the other professionals working in the particular field in the network. The referrals are tracked and followed up using emails and other mode of conversions. Each and every referral is given a fair chance to grab the job position.

• Social Sourcing

Another important and popular resource used for candidate sourcing is through social media channels. The best candidates are usually employed and are not in search out for a job. The best way to reach and attract such candidates is through social media postings. For this purpose, the job postings are usually shared on the social media channels and the entire process runs in a streamlined manner.

• Sourcing From The Talent Pool

The executive recruitment firms use their talent pool for hiring the trust worthy candidates. The recruiters have their own pool of exceptional talented candidates who can fit the different roles.

The key to sourcing the competitive candidates lies in measuring the sources used over different time periods and the realigning the resources in accordance to the need and demand prevailing in today’s time.

Personality Red Flags That Recruiters Should Take Seriously To Avoid Bad Hires

Recurring top talent requires an investment of much time, effort, resources, and all these are put to waste with a single bad hiring decision. This is because bad hires can impact an organization in many different ways and hinder its growth and profitability. Replacing such candidates, especially when they are appointed for top leadership positions, may also not be that easy in the absence of the right potential. In most cases, bad hires can be avoided if the recruiters can identify the red flags indicative of the wrong candidate. Given below are the brief details of the top three personality red flags identified by the top recruitment firms in India to help avoid bad hires.

Lack Of Strategic Thinking Ability

Having strategic thinking skills is an essential quality desired in candidates working in key leadership roles. Such candidates can think, plan, and make the right-decisions, beyond everyday tasks in a confident and stress-free manner. That is why the recruiters need to assess the strategic thinking ability of every prospective candidate during the interview stage. The candidates should be de-briefed about any strategic roles responsibilities they might have handled in their previous organizations. Moreover, information related to their strategic thinking skills should also be sought while performing the reference checks of the candidates.

Badmouthing Former Employers

According to the leading executive search consultants, a large number of candidates are dissatisfied with their employers. However, badmouthing their current or even former employers during the interview sessions with a prospective new employer is in no way acceptable. So, if the candidates start insulting their employers or being negative and destructive about them, the recruiters should view this as a major red flag. This indicates the negative attitude of the candidates, which, in turn, can have a deeply damaging impact on the workplace environment.

Passing Over Arrogance As Confidence

The experts from the top retained executive search firms in India warn the recruiters to beware of candidates trying to pass over their arrogance as their confidence. This is a common trait among professionals who might have attained phenomenal success in their area of expertise within a short time. Such candidates are too focused on their intelligence and competence to acknowledge and appreciate the contribution of others, which can be quite demotivating.

For A Service Of Top Recruitment Firms In India Connect To Cornerstone

Cornerstone serves as retained executive search firms in India and to the international area as well. We offer a top quality of services in Executive Search, Board consulting, leadership consulting, executive coaching, talent solutions. At cornerstone we understand the current pattern of business and we evolve with time. Every day the world is changing and the emerging and from many years we have developed ourselves according to it. We not only offer best of services but also give training in becoming a leader in a variety of fields. Top Recruitment Firms in India.

 Why Cornerstone?

• Augmenting number of opportunities
• Customized solutions.
• Global Executive Search Firm with Worldwide Reach.
• Retain as top and leading service
• Advisory service to the leaders.
• Communicative and core organizational strategy.

Our executive search firm network is spread worldwide and we have the network both internationally and of potential start-ups. Our company works on a two-way street with us giving our best of efforts for our clients and keeping an open mind with real-time feedback services for any advices or suggestions. Our candidates are chosen with personal attention and evaluation on expertise. The 25 years of experience has helped us to thrive improvement with every project and our clients are satisfactory and we are recommended again. We have also taken the responsibility of bringing the real talent on top by giving leadership consulting services. To evaluate and asses the real performance of a company’s candidate is very important to understand who should be on the top and who needs improvement.

Cornerstone’s goal has always been client satisfaction and to bring ‘best of both worlds’ for them. We believe in not just giving them a good quality of service but also take them with us in the journey and partner with them. We make sure to completely understand our client’s requirements with thorough process and then only start with the project to deliver the best outcome.  In India, our team is spread out to the major cities like Mumbai, Bangalore, Pune, and Gurgaon. Our company is also a part of AESC that aims at promoting highest professional standards. We are highly professional with taking care of our candidates and we take pride in working at the Cornerstone. We follow value more than success.

Interview Tips From Recruitment Experts On How To Hire Winners

One of the biggest concerns of organizations today is about attracting and recruiting top talent capable of enhancing business success. The biggest challenge they face in this context is that of identifying high-performers, who are also highly stable and self-motivated during the interview process. The experts from the top recruitment firms in India suggest the following interview tips that can help organizations to assess prospective candidates on the basis of the aforementioned parameters.

Seek Detailed Information About Past Performances

It is quite common for candidates to boast about their achievements and performances in their previous organizations during the interview process. However, rather than taking this information just at face value, the hiring organizations should seek proper details about such achievements. Many times the achievements that the candidates so easily take complete credit for, are made possible by changes in business policies or even the contribution of peers and co-workers. This information proves critical for organizations in assessing the true competence and capabilities of the candidates.

Organize A Practical Test To Assess Technical Capabilities

Making the candidates take a practical or written test is the best way to test their technical know-how or else they might be interviewed by a senior executive with ample experience in the specific technical field. The retained executive search firms in India consider this to be the best way for hiring organizations to identify the candidates with the right experience, education level, and industry experience required for the specific job position. This strategy also helps in establishing the authenticity of the information provided by the candidates in their CV’s.

Establishing The Presence Of Desired Behaviors

The behavior and personality traits of candidates play an equally important role in ensuring that they ensure greater business benefits. However, learning about whether or not the candidates possess the desired behaviors and qualities is somewhat tricky as there is no direct tool or strategy to ensure the same. Hence the hiring organizations need to formulate specific interview questions that can help in bringing these behavior and personality traits to fore. Formulating questions based on real-life workplace situations and the manner in which the candidates will be handling them can prove extremely effective in this context. It will provide the hiring organizations with a better insight into the manner in which candidates approach various issues and their attitude towards solving problems.

The top leadership consulting firms in India are of the opinion that using the interview tips discussed above help organizations in ensuring that they select the best candidates for taking their business on the path of consistent growth.

Advantages Of Outsourcing To A Top Recruitment Firm In India

Hiring top talent in the market can make or break your company’s future in today’s competitive environment. Amidst these complex hiring activities, many companies fail to understand how outsourcing their hiring process to a top recruitment firm in India can ease their life for good at the same time can lay a much stronger foundation for the future of their company.

Businesses are often in dilemma over whether hiring a retained executive search firm in India would be a good decision or just be another big hole in their pocket. For those who are not sure about all the positives, executive search consultants bring to the table, here is a list of advantages that you can’t ignore at any cost and would help you make up your mind:

Saves Time And Money – They say the money saved is money earned. Outsourcing your entire hiring process to a firm can help you earn a lot of money in sure ways. One, by saving you a lot of time by making your hiring process quicker, efficient, and directed. Instead of spending hours, days, and weeks with a long list of potential candidates, you will be provided with a few potential candidates that are a fit from skill and company culture perspective. All you have to do is pick the one you liked best and you are good to go.

Secondly, search firms save you a lot of money by minimizing the risk of a bad hire. According to studies, the losses incurred due to bad hire especially in executive-level positions can run in crores and this is just the time and resources wasted in the hiring process. The damage it could do to the morale of your other employees and the overall retention rate is another silent damage, companies fail to ignore.

Expertise – Hiring is a skill that requires a few years to master. So rather than waiting for your in-house staff to become miracle experts, it is better to outsource your hiring to the actual experts who are in the recruitment fields for years. These experienced professionals act as a sounding board and not only help you in recruitment but also help you in planning and strategizing for it in advance. In other words, these professionals can foresee the incoming demand for a new role in the company and can suggest you start the hiring process before the absolute need arises.

Access To A Wide Network Of Potential Candidates – The screening approach that these firms follow in order to find the potential candidates is quite different from your in-house team. Instead of waiting for the right candidate to come forward on their own, they go on an all-out search for the right candidate and screen their existing pool thus getting you the best potential candidates in lesser time and more efficiently.

Advantages Of Hiring A Retained Executive Search Firm In India

The most common question every company asks itself after a point is, “Do we need executive search consultants?” There are many reasons why hiring one of the top recruitment firms in India is the answer to all your hiring challenges in the future.

We have come up with the top 4 Advantages of having a retained executive search firm in India:

Streamlined And Focussed Process – A retained search firm incorporates a laser-focused process while filling executive level roles. This can help eliminate the risk of on boarding a bad hire in the long run. Backed by years of experience, the recruiters are focused on the executive search for your company offering extensive talent pipelines and networks. In addition to this, they offer meticulous background checks and reference checking. So to sum up, retained search firms follow a streamlined process and creates a safety net for your organization where hiring becomes speedy and risk-free.

Pipeline And Networks – A retained search firm has an extensive network consisting of both active as well as passive candidates thus giving you a wide range of options to pick from. This leads to hiring the best possible candidate not only from the skillset point of view but also from the one who will be a perfect fit from a culture perspective.  Retained recruiters owing to their extensive network and years of experience know the best methods to find the highest-quality potential candidates for your company.

Experts In Recruiting – Retained search firms have an army of experts to help you with your recruiting needs. They provide expertise in finding the most potential individuals and know-how while handling delicate situations and negotiations. With excellent people skills, they can determine if the candidate will fit into your company’s culture. A retained search can give you the advantage of expertise at each and every phase of the recruiting process right from working on the job description to screening the potential candidates and eventually the onboarding of the right candidate. They can handle all of the communication and can help create and nurture a relationship of trust between all the stakeholders involved that is the organization, candidates and themselves.

Time And Cost – Finding highly qualified C-level candidates can be tedious, time-consuming and costly. An in-house recruitment team needs to balance time for the search in addition to the business as usual. This often yields limited search results and also becomes an even more time-consuming process and the longer a position goes unfilled, the more costly it becomes. A retained firm can help you find candidates in less time thus allowing you to save money both in terms of time and also in terms of risk of having a bad hire. The cost of hiring the wrong person can be huge not to mention the potential negative impact on the overall morale of the employees and their productivity. Having the firm by your side will give you the peace of mind thus giving you time to concentrate on tasks that need your immediate attention.  in knowing that the best possible candidates are being identified, vetted and presented.

Tips To Help Organizations Build A Compelling Employer Brand Identity To Attract Top Talent

In an era when the gap between the demand and supply of quality talent is growing at an alarming rate, organizations need to present themselves in the right manner to attract the best candidates. In this context building a compelling employer brand can prove highly beneficial for an organization in terms of finding the most suitable candidates for various job positions. Discussed below are some effective tips from the top recruitment firms in India that can help companies build a strong employer brand identity.

Set The Right Perception

The first and the most important step to be taken for building a strong employer brand is to ensure that the organizations are perceived in the right manner by prospective candidates. They should believe the organization to have a fair working policy with enough avenues for professional growth and great company culture. For this, it is important that the organizations need to communicate their values, beliefs, and culture in the right manner, with respect to the various touch points of the employment life cycle.

Being Clear About What The Company Stands For

The experts from leading retained executive search firms in India are of the opinion that organizations need to present a clear picture of what they stand for to prospective candidates. They should help candidates understand what they would be offering to them as an employer in terms of fair compensation, job satisfaction,growth opportunities, and work environment. Organizations also need to assure the prospective talent about their commitment to respect their professional aspirations and personal space of their employees. This is essential for sending across a positive message and drawing the attention of top professionals.

Providing Accurate And Authentic Information

Proving accurate and authentic information to the candidates during the talent acquisition process can go a long way in helping organizations to build a strong employer brand identity. The candidates should be made well-aware of the exact job requirements, team details, key skills, employee development programs and the range of benefits and perks provided by the company.  Organizations may also provide a brief description of the ways in which they expect a talented candidate to the philosophy, culture, and success of the venture in the long run.

Use Existing Employees As Brand Advocates

The professionals offering leadership consulting services, often advise their clients about the benefits of using their existing employees as brand advocates. Nothing can convince prospective talent to take up a job option than the views and perceptions of the current members of its workforce. Companies should encourage their employees to discuss their day-to-day work experiences, things that happiness and details of career progression on social media sites. However, organizations need to ensure that they do not force the employees to participate in such promotional activities, especially if they are not genuinely motivated and willing to share their stories.

Strategies To Improve Job Satisfaction Level Of Employees

There is ample data to support the fact that the job satisfaction level of employees is directly related to their productivity and efficiency. Unfortunately, most business organizations do not pay enough attention to this important aspect, which often results in a reduction in the overall performance. According to the experts from the top recruitment firms in India, low levels of job satisfaction are also a major cause for the high turnover rates that companies often struggle with. Discussed below are some effective strategies that can help companies to enhance the employee job satisfaction and thus enhance their productivity and retention rate.

Establish Organization Work Ethics

Poor work ethics tend to demotivate the employees and make them doubt the stability and integrity of the organization. Hence establishing organizational work ethics and ensuring the adherence of the members of the workforce to the same is essential to improve employee job satisfaction levels.

Promote An Open-Door Policy

Organizations need to promote an open-door policy which makes it easier for junior-level employees to communicate with their supervisors and managers. This enables the employees to share their ideas and opinions and also provide feedback and talk about their grievances with their superiors. They thus feel more valued and engaged and this naturally improves their satisfaction level.

Provide Appropriate Career Development Opportunities

Most employees feel dissatisfied with their jobs if they do not get enough growth opportunities and this naturally affects their performance. Organizations can overcome this problem by offering training and development opportunities that can help the employees to enhance their career growth and enjoy better satisfaction levels.

Set Up A Culture Of Collaboration

Expert consultants from leading retained executive search firms in India are of the opinion that setting up a culture based on mutual collaboration between employees can help improve their satisfaction level significantly. In addition to enhancing the sense of teamwork within the workplace, such initiatives also make it easier for employees to share and exchange information to make their tasks simpler and hassle-free.

Provide Opportunities To Showcase Employee Skills

When employees get opportunities to showcase their skills and competencies, they feel highly satisfied with their job. It helps in establishing a sense of trust and reliability among the employees and increases their sense of self-worth and self-confidence. This requires the organizations to delegate tasks to the employees where the employees can put their skills and knowledge into practice to provide the desired results.

Be Sure To Treat The Employees With Respect

Employees work to enhance the growth and productivity of their organization and expect to be given due respect for their hard work and efforts. Companies that fail to do so tend to disappoint their employees in a big way making them feel dejected. Hence, it is important for organizations to institute policies that promote a sense of respect for even the lowest level employees within the company.

Four Critical Factors That Help In Developing An Effective Employer Branding Strategy

The growing competition between business organizations with respect to attracting and recruiting top-talent has made it mandatory for companies to focus on creating a strong employer brand. Organizations with a strong employer brand identity tend to naturally attract the best candidates suited for various available job positions. This is because such companies are perceived to fulfill the diverse professional needs and expectation of the deserving candidates in the most satisfactory manner. However, building a strong employer brand is not a task that can be accomplished overnight. Rather it needs to be done with proper planning and the right approach. Discussed below are four critical factors as identified by leading recruitment firms in India that organizations need to consider for developing an effective employer branding strategy.

Use Their Current Employees As Brand Advocates

In order to build a strong employer brand identity, organizations need to convince prospective candidates about their various positive aspects. The best people to handle this task are the current employees of the organization as these are people that the prospective candidates can easily relate to. Moreover, a majority of the existing workforce within each organization has extensive online reach through their numerous followers across various social media channels. This makes it easier for them to spread the word about their employer brand within the online community. Coming from someone, who is already working for the organization in question, such publicity is generally considered quite authentic and finds many buyers.

Develop And Implement Employee-Centric Policies

It is important for business organizations to first work towards ensuring greater employee engagement and satisfaction. For this, they need to develop and implement employee-centric policies that are aimed at fulfilling the needs and expectation of the members of the workforce in the best possible manner. Ensuring gender equality, health benefits, flexible timings, and other similar benefits can go a long way in improving employee satisfaction levels and ensuring high retention rates. According to the top recruitment firms in India, such employer branding initiatives help in enhancing the performance and efficiency of the current employees and making them willing participants of the employee advocacy campaigns.

Use Social Media To Create A Strong Online Presence

The phenomenal growth and popularity of social media have turned it into a valuable marketing tool. Business organizations should make use of this tool to create a strong online presence and establish their brand identity amongst prospective candidates. The various social media channels can be used to create a positive image of the company as a preferred employer. They can also be utilized for sharing information about the various benefits and growth opportunities that candidates joining the organization are likely to get.

Develop A Positive And Growth-Oriented Work Culture

The experts from retained executive search firms in India are of the opinion that developing a positive and growth-oriented work culture is the most critical aspect of creating an effective employer branding strategy. Most professionals today are eager to work in a friendly and engaging environment, where they feel valued. Hence, organizations providing such an environment do not have to make much effort to attract the best candidates or even to retain them for a long time.

A Look At The Questions Asked By Top Recruitment Firms In India For Stay Interview

Indeed, losing an employee turns out to be an enormously expensive activity. As per the researchers, the cost of replacing an employee is approximately the 15% of the salary of the employee. Apart from the financial cost, losing any employee also create cost in terms of trust factor which was built with the employee and the experience he/she has gained in the particular domain.

In such situation, the stay interviews conducted by the top recruitment firms in India turns out to be a tool for keeping the turnover figure at a lower level. But, making the stay interviews an effective exercise is all dependent upon the type of question being asked. Indeed, you are required to cover a great set of topics; so broke down the questions into categories and then ask.

Here are some of the vital questions that can make the stay interview really effective:

• What Do You Like?

This is often the first and the foremost question put forth by the leading recruitment firms in India in order to uncover the positive as well as negative aspects of the job. Asking the employee what they enjoy the least is as important as asking them what they enjoy the most. This will give an insight into what motivates the employee, what kind of role he would like to essay and how job improvements can be done in order to make him stay.

• What Self-Improvement Opportunities Would You Like To Have?

After being aware about the motivating and de-motivating factors for the employee, it is time to learn about his views on career growth and learning curve. This question will give an idea how the employee should be helped in moving up the organizational ladder.

• What Are The Factors Of Retention?

This question helps in unveiling the factors which make the employee remain with the current organization. This question covers a wide spectrum of factors right from salary to other benefits offered to the employee. The retained executive search firms in India believe that this question helps the employee in opening up for a frank discussion on what factors have made him remained glued to the organization and what are the factors that may compel him to leave the organization.

• Have You Thought Of Leaving The Organization In The Past?

This is a crucial question for the stay interview and requires a frank communication from both the sides of the table. The employee as well as the interviewer should be blunt enough to discuss the current and future status of the employee in relation to the organization. This way, the employee can bring in open the grievances with any aspect of job or employment that he may have harbored for long in his heart and might be one of the reasons for the employee to consider quitting the job.

The key while asking questions in the stay interview is to keep the question limited to the important ones and take the genuine feedback of the employees. When you have the feedback in your hand, it becomes easier to chart the way forward and aid the employee in meeting the goals and objectives of the organization.