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07.VIRTUAL ONBOARDING

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In times of the global Corona Virus pandemic, a certain desk or corner of the house has turned into our office, catching up with colleagues and official meetings have moved to virtual platforms. Work from home has been a new experience that many of us are gradually adapting ourselves to. Apart from meetings, webinars, onboarding, companies have also been using virtual platforms to continue social engagement with colleagues. Many challenges of virtual onboarding stem from introducing candidates to the company’s culture. With that in mind, it is critical to create an outline for the employees during their first few weeks on the job; that way, they feel ingrained in the company’s mission right away. F or organizations to retain talent, they need a consistent and structured onboarding process. What is Virtual Onboarding? Similar to the traditional onboarding process, the virtual onboarding process  is quite simply welcoming new employees to your organization’s processes, values, missio...
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06. IMPACT OF PSYCHOMETRIC TESTING ON RECRUITMENT & SELECTION

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  Psychometric testing Psychological testing systems identify desired qualities and try to screen candidates through psychometric tests. With industrial revolution, the structure of today's organization has changed and it calls for dynamic changes in processes. Highly specialized workforce and skilled nature of work has put increased demands on finding appropriate talent. Finding suitable candidates have always been one of the challenges for employers and many different approaches have been taken to attract, screen, train and retain skillful employees. One of the recent developments in recruitment of qualified candidates is psychometric testing.   What is psychometric testing? Employers use psychometric tests to help them assess the strength and suitability of candidates to do a particular job. The tests are standardised and impersonal enabling recruiters to measure applicants’ skills, abilities or personality in a fair and objective way. The majority of tests are complet...
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05. THE ROLE OF SOCIAL MEDIA IN RECRUITMENT & SELECTION

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  Social media, defined as the set of internet-based platforms based on Web that allow users to generate and exchange their own content. It is the platform which allows users to create their public or partially profiles on web. Users can connect to others very easily and create their own list of connections, contents posted by the users on these platforms can be easily explored by others.  Some of the most commonly used platforms are LinkedIn, Twitter, Instagram, and Facebook. Other platforms like Research Gate, Google Scholar, etc. Other than these there are various blog sites, which allows the users to share their thoughts and ideas freely without inviting any unnecessary sanctions.  Platforms like LinkedIn, Facebook & Twitter are becoming increasingly instrumental in recruitment. The growth in social media has impact on the use of social media within HR practices, especially in the recruitment and selection process. It can be very tempting for HR professionals...
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04. Virtual Reality Recruitment

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  Virtual Reality Recruitment Virtual reality recruitment (or VR recruitment) is  a way of utilizing virtual reality to engage potential applicants to join an organization . It provides a more realistic and immersive look into an organization and can help people gain a better idea of what it would be like to join. Virtual reality (VR) is an emerging technology that has already found successful application in a variety of different fields, including simulation, training, education, and gaming.  Pros & Cons Here are the advantages of virtual reality recruitment. Breaks geographical barriers Saves time Saves money Reduces the time to hire Gain competitive advantage Hire the right candidate Better experience for candidates Reduces paperwork A fairer recruitment process Disadvantages  Technology issues A high volume of applications Too impersonal Here are some companies that have given their hiring process a reality check. Jaguar teamed up with the Gorillaz to build f...
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03. ARTIFICIAL INTELLIGENCE (AI) IN RECRUITMENT

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  Artificial Intelligence (AI) Artificial intelligence is  the ability of a computer or a robot controlled by a computer to do tasks that are usually done by humans  because they require human intelligence and discernment. Artificial Intelligence term was coined by John McCarthy (1950) soon after when he published a paper entitled “Computing Machinery and intelligence” and this paper lead to open the doors to the filed termed as AI. Organizations develop and sustain by innovating new ideas to compete in the digital era. Father of AI, John McCarthy described AI as, “Artificial Intelligence is the science and engineering of making intelligent machines, especially intelligent computer programs”. Artificial Intelligence works as similar as human intelligence like to learn, to adapt, to identify and to correct. John McCarthy, who coined the term in 1956, defines it as “the science and engineering of making intelligent machines”. It is a computer enabled system say a Robot...
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02. THE PROCESS OF RECRUITMENT & SELECTION

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Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization (Biswas2012). Recruitment Methods Recruiters use various recruitment methods such as job advertisement, online portals (job and web portals), word-of-mouth, social media, etc. for attracting suitable applicants. Some recruiters prefer Social Media Recruitment as it is more cost-effective and fills up vacancies very fast while some recruiters find that online portals has been more effective as they are less expensive. The following elements in the recruitment and selection processes have imperative contributions to make in helping find most suitable candidates for the given posts.  Job Vacancy Job Analysis  Attracting Candidates Screening Interviews & Assessments   Offering & Onboarding Induction & Training  Job Vacancy The first step is when vacancy arises within the organization. One should be aware of the vacant posi...
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01. RECRUITMENT & SELECTION

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Recruitment  Recruitment as “the process of searching for prospective employees and stimulating them to apply for the jobs in the organization.” - Edwin B Flippo. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce. - Yoder.    Recruitment and selection activity is predominantly dealt with in two fields: A generally prescriptive human resource management or personnel management viewpoint and, A very technical psychology literature that focuses on the validity (absolute and relative) of different forms of recruitment techniques, such as competency modelling, interviews and various types of psychometric testing. Selection Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just c...
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