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Why AI will never replace Recruiters

No doubt Artificial Intelligence (AI) has had a huge impact on industries around us and is probably the biggest disruptor in recent times. It has had a significant impact on recruiting processes as well, leading some HR professionals to believe that their jobs were in danger of being taken over by machines. As the recruitment industry grows, new-generation tech start-ups are looking to disrupt this people-centric industry. But can robots replace the human touch?

Before we delve into that question, let’s look at how AI is beneficial in the hiring process today. Much of AI technology is used to help recruiters sort through data and automising the hiring process. AI can help create better job postings, target jobseekers in a personalised way, help in screening candidates faster and conduct background & reference checks. AI systems also can sort through every detail of an application and assess every potential candidate in minute ways. But, it can’t completely dominate the recruitment process.

An AI algorithm will run explicitly as it is told. While AI systems will reply on facts, it is also subject to the developer’s influence and hence is not completely free from bias. AI technology adapts to regular patterns and over time it would recognise that a company has been hiring a certain type of candidate and would alter its algorithms to suit that pattern.

One of AI’s fundamental weakness is that it can’t distinguish between right and wrong. This proves to be a red herring when it comes to assessing a candidate’s credentials and attitude. A recruiter’s job is as much as about selling the job to a potential candidate as it is about finding the right person. Only a human can figure out if the candidate is the right fit for the job and find out if the candidate’s personality is in line with company culture.

A great recruiter looks beyond a candidate’s qualification. They have the ability to think creatively, make split decisions if necessary and learn from their hiring mistakes. An AI bot, on the other hand, will need to analyse millions of decisions before performing a single task. A job interview is also about career progression and recruiters can help the candidate see how their ambitions can be realized.

As long as humans are being employed, AI will never replace recruiters.

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Here’s how Your Hiring Process is Driving Away Top Talent

Are your candidates accepting other job offers while you’re still in the process of interviewing them? Maybe you should review your hiring methods and understand if the lengthy, tedious process is the reason you’re your top notch candidates are slipping away.

Slow hiring processes and delay in making a hiring decision have a huge adverse impact to businesses. Our Managing Partners list down the negative impacts on your business due to your company’s  slow hiring. 

Low quality of Hire:  One of the major consequences of slow hiring processes or delay in making hiring decisions is ‘Bad Hires’. Good talent is always in high demand especially in areas of niche skill sets, companies are always on the lookout to hire such scarce talent and they are always being approached for roles. While you are making or delaying hiring decisions, your top candidates will surely receive alternate job offers and will be forced to take up other job opportunities that come their way and you will be left with a few mediocre left overs. Such ‘desperate or last minute hires’ don’t just cause monetary damage, bad hires also can hinder productivity, deteriorate employee morale and adversely affect customer relations – Naresh Sharma, Managing Partner Antal Jaipur

Shows poor work ethics or lack of professionalism: Planning and coordination are important for smooth functioning of any process. Hiring a new employee or an exit of an employee; each every process within an organization needs to be systematically thought through and planned for the smooth functioning of a business. During the planning of a hiring process, one must keep in mind that Line Managers are often busy in their daily activities, they have a team to manage, projects to supervise, various appointment to attend to. Many a times; Line Managers are informed about an interview a day prior or few hours before the interview, which may be difficult for the hiring manager to adjust within his busy schedule. This may lead to an interview being delayed, rescheduled or even being cancelled last minute, which is quiet embarrassing as it shows lack of professionalism or organizing skills and could be a turn off for the candidate as well.

Interview processes in an organization should be well planned in advance. HR manager should check with Line Managers on their availability well in advance and ensure the interviews are scheduled keeping the Line Managers schedule in mind to avoid any kind of embarrassment. – Sunil Kapoor, Managing Partner Antal Gurgaon

Lack of respect for Candidate and no value for his/her time: When companies delay, postpone, cancel or interviews or take lifetimes to make a hiring decision, it shows that the company lacks perspective. It also shows that the company does not respect or value the time and effort put in by the candidate. Slow hiring process and slow decision making can test their patience of the candidate and within a spur of a moment, they are with your competitor, who respected and matched their speed. – Vishal Madan Managing Partner Antal Pune

Loss out on top talent in the future: Apart from candidates not willing to join your organization they also influence others like themselves not joining the company either. This will reduce the number and quality of the applications that you receive. Professional networking sites like LinkedIN, Glassdoor or even platforms like Twitter have made it easier for candidates to express their grievances to a wider audience. Such kind of brand bashing on public domain is sure to damage your Employer Brand. In a digital world where views, experiences, opinions are available at the click of a button on laptop or phone, it’s a disaster to have a slow hiring process.  – Nagesh Joshi Managing Partner Antal Pune

Conclusion: The hiring process and the interview interaction is the first impression of a company work process and work culture.  A candidate makes a decision to join your organization based on the experience he or she had during this process.

You have to put in enough thought while making a hiring decision and evaluate the candidates well. However, you can’t impress top passive talent with a slow cumbersome hiring process nor can you be on top of the talent war with such a tedious processes. Steady hiring processes give your firm a competitive edge in competitive talent driven job market. And by making quick hiring decisions not only will you capture a higher percentage of top performers, but you will simultaneously keep that top talent away from your competitors.

 

 

Why I Like Working with High Performers

Great businesses are made up of great people and by great people I mean ‘high achievers’, the crème de la crème of an organization. You can’t hire mediocre talent and expect them to meet the expectations of high performers. Achieving greatness and making it to the top requires hard work, passion, persistence, determination and discipline; not all possess these qualities. The ICSE results this week, clearly exhibit why some of them are cut-out to be high performers – there are kids who lost homes, lost their mom, no vision in one eye – and yet, they score above 90% marks in their board exams.

All of these athletes are at the top of their sports simply because they possess a few core characteristics which set them apart from the rest. I believe that certain behavioral traits set high achievers apart from the rest of the mediocre talent; even in a business scenario. These traits are the very reason why I like working with high performers

  •  They are focused and have an urge to win/succeed: The success story of any successful business owner starts with a desire to succeed. The enthusiasm to perform at a high-level comes from a desire to advance their career trajectory as well as the company’s trajectory. This desire teaches high achievers to align their mind and body towards their goals. It enpowers high achievers to stay focused as well as face challenges.
  • They are self-disciplined: High achievers know their priorities; they understand the importance of self-discipline and don’t look at it as an inconvenient burden that has to be endured. They realize and understand their obligation towards the business and therefore they are disciplined in their pursuit of their goals as well as the goals of the business.
  • They are willing to put the extra effort – go the extra mile: High performers don’t restrict themselves or their work to their job profiles; they are always willing to put in the extra effort. It doesn’t matter if the job is related to their desk, if it benefits the business – whatever they’re tasked with, high performers make sure they deliver. They are aware of the fact that success never comes like a flash of luck, it comes after countless hours of hardwork.
  • Adversity / setbacks do not faze them: Irrespective of what transpires in their personal lives – be it major adversity, personal setbacks, high performers have the drive to carry on with a dogged determination to cross the finishing line.
  • They are always willing to learn & always look forward to feedback and then work on improving their skills: High performance isn’t an end state, but a lifelong pursuit. High performers are looking to work on and improve their skills every day. They are willing to take feedback. They accept their failures and shortcoming and are willing to work on them.
  • They are always on the lookout for challenges and create opportunities: High performers are born doers, and problem-solvers. If something important needs to be done, they’ll figure out how to do it, no questions asked. While most will be researching, planning and finding out the right opportunities to work on, high achievers will go all out and create opportunities. They believe that to achieve success you can’t wait to bump into the right opportunity at the right time and place, you just have to create it for yourself.
  • Maintain a work life balance: High performers know that they have to maintain a balance between their worklife and personal life. As much as we’d like to believe that our capacity to squeeze everything we want out of work and life is limitless, high achievers are aware that this is not the case. They plan themselves well and know how to plan their priorities. They draw a fine line between work life and their personal life and would never let one affect the other. Their far sightedness helps them plan better and this helps them keep distractions away and work with more focus and dedication.

As American author and lecturer of company sustainability and growth; Jim Collins says; “Great vision without great people is irrelevant”; as a business owner I too have a vision and a goal for my business and it’s obvious that apart from me it’s also my colleagues who help me achieve this goal. I invest in top talent – high performing employees because I believe that the success of my organization depends on how well my team performs.

 

Planning to accept a Counter offer? Here’s what you need to consider…

You are unhappy with your job and start looking for other opportunities in the market. Eventually, you get the job and happily put in your papers. However, your boss begs you to stay and gives you a counteroffer. Then what will you do?

When it comes to resigning, counteroffers are common and accepting them is definitely not a good idea. They can do more harm than good even if you get a higher salary and more responsibilities that can further your career. Most people have strong reasons for leaving jobs. Getting a counteroffer is not necessarily solving the underlying job dissatisfaction issues because they are in all likelihood not going to get addressed that quickly.

When you are being given a counteroffer, is the company really acknowledging your contributions and if so why didn’t they do it before? If it takes your resignation for the company to notice your value, then you are better off being with an organisation that is more proactive in fulfilling your career ambitions.

Employers often use the loyalty card to make you stay. But, do they have a good track record in being loyal to their employees? According a survey by Antal International, 73% were still performing the same role despite a promise to change their job profile and 58% who were promised a compensation hike as part of the counteroffer never got any increase.

In our experience, most people who do accept counteroffers often leave the company in the next few months. The person would have already being marked as disloyal and is no longer seen as a team player. Winning back trust will be an uphill task. Plus, you may find it difficult to get along with your co-workers also as they might feel cheated in the entire process.

While you might feel like you are in a strong position now because your boss has given you a counteroffer, think again. Are they giving you a salary hike or promotion in advance? In that case, you will be most likely overlooked during the next appraisal cycle. In most cases, the employer will talk about salary parity and offer you a very low pay-rise to keep you happy. Remember, your market value is worth much more; that’s why you got a job offer in the first place.

Being asked to stay can be flattering, but it can also deceive even the best of talent.

 

Here’s how you can maximize your LinkedIn profile

According to one of LinkedIn’s recent reports 94% recruiters use LinkedIn to search for candidates. If this number excites you because you think your incomplete, dormant LinkedIn profile will attract recruiters .. Well the answer is NO; it surely won’t. Unless you maximize your LinkedIn presence and your profile appears in all top searches for your sector or discipline there is no chance recruiters may find you on LinkedIn.                                                                                                                                                                                       Here’s how you can maximize and make most of your LinkedIN profile so that you could network with the best recruiters and professionals within your niche                                                                                                                                                                                                Having an All-Star Profile: Professionals who have an All-Star rating are 40 times more likely to receive opportunities through LinkedIn. An All-Star profile contains every single detail – professional profile picture, summary, Headline, current position and the past positions along with job & responsibilities, Education, Skills, Awards, recognitions, certifications, interest, and a great network of connections.
Have a voice: Join industry/discipline groups that are active. LinkedIn allows you to join 50 groups, select groups that are active, genuine and relevant to your industry/interests. Actively participate in discussions, initiate discussion, ask questions, reply to questions your asked, share opinions and views, this will help you establish your credentials and expertise. Joining groups will also increase your chances of growing you network and connecting with the influential people like HR Heads, Line Managers and Niche Recruiters. Participate in or initiate atleast 2 discussions every week.
Become a Thought Leader: LinkedIn gives you a great opportunity to compile and post articles. This is an excellent tool for professionals who would like to share their thoughts, expertise Pick subjects of interest that will attract and engage readers. Industry related news articles from newspapers, magazines, or journals and sharing them with an accompanying note with your view on the subject is always and excellent and effective networking tool.
Engage with your network: Like and share your networks updates. This will increase your visibility and you can then reach out to your contact’s secondary network.
Build Your Connections: Build your network regularly, add people from your industry, people you meet at industry events or meetings, colleagues from previous organizations, batch mates as well as Niche Recruiters. If you are sending a request to someone you haven’t met before, drop a note introducing yourself and why you want to add this person to your network.
Today LinkedIn is not just a social platform to network with like-minded professionals, it’s simply a necessity. Building a strong presence on LinkedIn will help you attract more visibility and attention from hiring managers, recruiters which in turn will lead to many more job opportunities.                                                                                                                                                                                                                                                                                                                          This is rightly summarized by Suzy Welch, best-selling management author and CNBC contributor, “IF YOU MAXIMIZE YOUR LINKEDIN PROFILE, YOU MAY NOT BE LOOKING FOR YOUR NEXT JOB. IT COULD COME FIND YOU.”

Have you set your career goals for 2018yet?

It’s that time of the year wherein amidst all the festivity and celebrations, you also start setting goals for the New Year – personally & professionally. For your personal goals you have your family and near & dear ones to speak to, discuss, share and accordingly set your goals. However, who can advise you best on your professional goals or help you answer the ‘What Next?’ question?

Here’s your answer; Speak to a Niche Specialist Recruiter.

Pick your phone and talk to a niche specialist recruiter and tell him/her about your ambitions & career plans. Speak to him/her about all that you have done and how you would like to progress in your professional career, ask them for advice and suggestions on what could be the nest best step for your career. Niche specialist recruiters are career counselors. Their understanding of the discipline or sector they recruit within is ‘inch wide and mile deep’. They know the current hiring trends, skills that are in demand, companies that are hiring, roles that will compliment your career goals. Recruiters who focus and hire within specific domain understand that domain completely, they monitor the industry closely, they regularly speak to people within that niche and hence are aware of career moves, vacancies that are created etc. and therefore they are the best people who will guide and advice you on your next career move. A niche specialist recruiter would also tell you which company is best suited for your value systems and work style.

If you don’t have a recruiter within your professional network yet, the 1st step for your Career Plan for 2018 must be connecting and building a relationship with a Niche Specialist Recruiter, right away!!!

Every step you take  to rise up on the career ladder should be carefully planned, thought through and professionally managed by an Niche Specialist Recruiter this will enable to you take advantage of the best career opportunities that will come your way in 2018.

 

5 Things to Do Before Your Next Job Interview

As specialists in mid managerial Rising Star talent market, we prepare lots of candidates to interview better.

Here we share with you 5 tips that will help you score better in interviews.

  1. Research:

Interviews are no longer about power equations but about empowerment. Today’s discerning candidate needs to have enough information to decide if the professional association can develop into a long term basis. Research is a good starting point to collect this information.

  • Company’s website: Read about the founders, the company’s history, vision & motto, check their global presence.
  • Annual Reports : Gives you insights on the company’s, growth, sustainability, future plans and financial standing of the company.
  • Company newsletters: Gives you insights of the company’s culture and various other aspects that you may not have direct access to before you join the company.
  • Social Media platforms: Insights on what employees (current & ex), consumers etc are saying about the company.
  • Print and Electronic Media: General perception of the brand in the market
  1. Prepare Your Questions:

When you ask questions it shows that you’re enthusiasm and keenness for the role and that have done your bit to prepare yourself for the interview

Be prepared to get a clearer understanding of:

  • Role: Expectations Support available, Projects, challenges and issues that needs to be resolved, expected progression in the role.
  • Company: Plans for the future
  • Developmental support like their training & development initiatives etc.
  1. Appearance:

The first impressions make a lasting impression, and this can be said of how you appear at the interview. When in doubt, stick to conservative dressing.

  • Choose your ensemble with care to boost your confidence a notch up.
  • Decide on the “look” at least a day prior- make sure the dress/accessory are in prime condition.
  • Take special care of your personal grooming.
  1. Plan your Commute:

You definitely don’t want to be late for an interview, being late would mean one negative marking before the interview could even begin.

  • A day before the interview, get the exact location of the interview venue, confirm the interview timing, plan the logistics- how long it takes to get there, what is the traffic scenario on the route to the venue.
  • Speak to someone who travels or is familiar with that route, take their opinion in your commute plan.
  • Make an early start, have breakfast. It is advisable to book a cab, so that you are not worried about the parking issues near the venue and have the commute time to go over your preparation.
  1. Relax:

It always good to arrive 15 – 20 minutes earlier. You get some time to settle in, refresh after a long journey, calm down and get over the pre interview anxiety.

  • Use the time to use the restroom, make sure that you are looking your best, tuck in any fly-away hair, refresh yourself.
  • Switch off or put your phone on the silent mode before you enter the interviewer’s cabin.
  • And just before you step into the interviewer’s cabin…. Take a deep breath, relax and smile. This will help put you in the right state of mind going in to the interview.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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