Battling HR complacency

April 4th, 2015 No comments

I spent the last several days attending conference sessions and picking the minds of HR professionals at the HCI Human Capital Summit in Orlando, Florida.

Among the more powerful sessions I witnessed — at least judging from the reaction of the crowd — was one called “The Art of Leadership,” by an artist named Erik Wahl. (It’s not surprising his talk was so popular — this was a guy who, while on stage dispersing words and stories of motivation, painted portraits of innovators Steve Jobs, Bono and Albert Einstein. Take a minute and Google his name; it’s very impressive.)

The thing is, Wahl isn’t in the industry, he was simply someone motivating a room of HR professionals. He did it so well that the crowd enthusiastically gave him a standing ovation.

 His simple but powerful message? Take risks, be creative, try new approaches and do not settle for complacency.

“Complacency is the architect of our future downfall,” he told a crowd of HR professionals. He urged them to think outside the box when considering employee management, how to engage employees and how to best optimize the workforce.

Read the complete article here: http://www.benefitspro.com/2015/04/03/battling-hr-complacency

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10 HR Trends for the Year 2015

March 18th, 2015 No comments

Deloitte recently unveiled its Global Human Capital Trends 2015 report, outlining the trends HR can expect to see – and handle – in the coming year. Authors of the report highlighted ten trends which are “reshaping the nature of work and the ways organisations approach talent management”.

Leadership: Why a perennial issue?

According to the report, companies are struggling with leadership development at all levels, leading many employers to invest in new and accelerated models.

Creating excellent leaders remains highly important, ranking as the second biggest priority for HR in this year’s survey. However, while almost 90% of respondents cited it as either “important” or “very important”, the findings also suggested that organisations have made little or no progress since last year: the capability gap for developing leaders has widened in every global region.

Learning and development: Into the spotlight

Companies will need to be actively exploring new approaches to learning and development as they confront increasing skills gaps, the report said.

The need to transform and accelerate corporate learning was this year’s third most important challenge to HR, with the number of companies rating Learning and Development (L&D) as “very important” tripling over the past year. But while the importance of the issue increased, HR’s readiness to handle it weakened – just 40% of respondents said that their organisation was prepared for L&D in 2015, compared to 75% last year.

Culture and engagement: The naked organization

Organisations are continuing to recognise the need to focus on corporate culture and dramatically improving employee engagement as 2015 threatens to bring a crisis in engagement and retention.

Deloitte’s researchers found that this year, culture and engagement were rated the most important issue overall, replacing leadership as the top priority. This highlights the need for leaders to gain a clear understanding of their company’s culture, and re-examine every HR and talent program as a way to engage and empower their people.

Workforce on demand: Are you ready?

All aspects of the workforce are being managed sophisticatedly, including the hourly, contingent and contract workforces within organisations.

Eighty per cent of respondents said workforce capability would be an important issue in 2015, indicating that the demand for skills will drive a trend towards greater use of hourly, contingent and contract workers. It is important that employers who choose this option have the right processes, policies and tools in place so that they can source, evaluate and reward non-traditional talent within their organisations.

Read the complete article online at: http://www.hcamag.com/hr-news/10-hr-trends-for-2015-198159.aspx

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Questions we would like job applicants to ask

March 2nd, 2015 No comments

What distinguishes one applicant above the rest is in their ability to ask the questions that can draw the recruiter or HR manager into the conversation. While most of the questions that we hear from job seekers are revolved around compensation and position that they are being offered; though these are very important questions but these are not the only questions that should matter to a job seeker. For these questions are centered on “you” and might show that you are only interested in getting the job rather the job itself.
Following are the 5 questions that you should ask your recruiter or HR manager at the time of hiring to enable yourself to learn more about the profile of work and genuinely care for the role that you are being considered for employment:

1. How am I being useful to the company?

No matter what your position is in the company, you are being hired to help the company in reaching its objectives. You should be aware of your usefulness to the company and where you fit in the picture. This helps you understand your role and also the responsibilities that you are being entrusted upon and how they are aligned with companies goals.

2. Colleagues background

You would be spending a great deal of time with your colleagues and they would definitely impact your own working; it’s important to know their background. This also indicates to the recruiter that you are team player and cares to know about your colleagues. A definite Plus!

3. Company’s Culture?

Different companies have different cultures. Some companies have a more orthodox culture (especially real estate, medical) and some might have a complete modern culture (generally technological companies). You need to be aware about this as it might play an important role after a point of time in your new job.

4. Skills that interests the employer the most

If you are being called upon for an interview, the chances are pretty high that your resume has already been screened and you are being called for the interview only because you had mentioned that right skills that the employer is looking for. By asking the skills that interest the employer most would give direction to the positives of your resume and also providing you the relevant information as what is expected out of you.

5. Country background and how different it is from your home country

If you are going for an international placement where you would be out of country for a considerable time then this is an important question; if you have never been to the said country. This also helps the recruiter to brief you about the countries customs and if you would be able to adjust to it. This question also connects to the recruiter as he/she might understand that you are seriously considering about the job.

Above are the 5 questions that you should generally ask not only to create a great impression but also it would help you in understanding if the job is right for you or not. For there is more to job then pay and position.

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Sales Engineers Recruitment from India

October 31st, 2014 No comments

We have already covered in our past blog post about growing demand of sales engineers; in this blog post we would like to highlight how sales engineers from India are making a mark in international market.

 

Who is a Sales Engineer?

 

A sales engineer is a professional that combines technical knowledge with sales skills to provide advice and support on a range of engineering products to clients. A Sales Engineer is usually given a particular geographical area with mutually derived sales target that one has to achieve in that particular area. Hence, it is very important that sales engineers are self motivated and target driven individuals as in most cases they would be given complete freedom to choose how they work as long as they are able to achieve their targets.

 

Why Recruit Sales Engineers from India?

 

There are mainly 5 reasons why Sales Engineers from India are in high demand particularly from Middle East countries like Saudi Arabia, Oman, Kuwait and also in English speaking European countries:

High Technical Knowledge: Indian does usually have a high technical knowhow considering engineering is the most sought after branch after schooling in India. Further, there are many renowned engineering universities in India.

Cost Effectiveness:Considering a weaker Rupee (Indian Currency) than Middle East currency; Indians provide a more affordable alternative than Americans and English speaking European countries.

Socio-Cultural Factors: Being a diverse country; you will find a close resemblance between Indian culture in some places closely resembling that of Middle East places. Further, being a part of diverse country like India, Indians are more accommodative than citizens from other countries.

Ease with English Language: Indians are particularly good in English which comes in handy while dealing with international clients whose first language in English.

Ease of Recruitment: Getting a qualified and right candidate from India is far easier than from any other Asian countries. India has signed several labor treaties with most of the Middle East countries that have eased the process of hiring an Indian. Further, Indian government keeps a close watch on any fraudulent recruitment agencies in India and hence its quite difficult to be duped in India which is sometimes not the case among many other countries.

 

Job description of a sales engineer:

 

Following are some of the required skill set that a sales engineer should possess:

Relevant Experience in the required engineering domain: This is one of the foremost requirements. You most have the necessary experience in the engineering domain you would like to enter. With this experience clients are comfortable looking at your other skills as they are aware that you have been a part of the industry and can start early and need little or no training.

Good Communication Skills: Though it sounds old and have been mentioned in all the job description be it for any profile; however, for sales engineers this one factor could be the deciding factor. You need to have confidence in yourself and your skills because it shows when you would be interacting with clients and customers.

Street Smart: Now, sales is all about being smart and for those individuals who can think on their toes. One can easily cramp product details and engineering specifications in less than 3 months time. But being street smart is a different ball game you need to cultivate this skill and nourish it. This skill comes in handy when you need to win competitive sales, meet ever increasing revenue targets, suppress the competition and finally to come out as a winner.

Build Relationships: Building strong relationships goes more than closing a sales. It means you close sales where both the parties WIN. It means that you follow up with your clients to make sure what you have promised is being delivered and if not; helping this get what they have paid for. As its rightly said “You don’t close a sale; you open a relationship if you want to build a long-term, successful enterprise.” – Patricia Fripp.

If you are an individual who has the above mentioned qualities and zeal to excel then we at MM Enterprises will help you get the right sales engineering job that would help you propel your career and if you are an organization who is looking to hire an energetic and number driver sales engineer from India then we have some of the best talent that India has to offer.

 

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Latest in the Recruitment World – August Updates

August 5th, 2014 No comments

recruitment-updates-header

 

We bring you the best updates from the recruitment world from around the world.

1. Why Managers and HR Don’t Get Along -> 

Have you ever noticed how ambivalent line managers are about the Human Resources function? On one hand, most of them want their HR people to be involved in key strategic decisions and on the other, they want to make sure that whatever they do is not perceived as an “HR program.  

Read the complete article here -> http://blogs.hbr.org/2014/07/why-managers-and-hr-dont-get-along/

2.  Startup Executives May Not Focus On HR, but It Plays Important Role

Two words can make a startup executive’s eyes glaze over faster than any others: human resources. Yet startups in particular need to be prepared for personnel crises that can upend the workplace.

Read the complete article here -> http://online.wsj.com/articles/startup-executives-may-not-focus-on-hr-but-it-plays-important-role-1405653826

3. Role of the HR to Maintain a Safe Environment at the Workplace
Workers spend a major part of their daily life, at least eight to ten hours of it, at their workplace. So, it is essential for them to get a safe and friendly working environment there. It not only helps the worker to be more committed to his job, but also contributes to the company’s overall productivity.

Read the complete article here -> http://news.yahoo.com/role-hr-maintain-safe-environment-workplace-195224505.html

4. What are the risks of ignoring your HR responsibilities?

I spoke to an owner of a small business the other day who told me that he never gets around to doing the HR (human resources) tasks for his staff, it always gets pushed down the priority list. His thinking was that, although he knew he had certain legal responsibilities, ‘nothing bad had happened yet’. Does that sound familiar?

Read the complete article here -> https://bdaily.co.uk/advice/30-07-2014/what-are-the-risks-of-ignoring-your-hr-responsibilities/

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