How To Implement The Hiring Strategy When You’re Looking For Next Great Hire?

How To Implement The Hiring Strategy When You’re Looking For Next Great Hire?
How To Implement The Hiring Strategy When You’re Looking For Next Great Hire?
India’s First Location Based JobSearch Portal

You will certainly have plans to expand your team to support your company’s growth like most employers. It can be seen that due to the growing skills shortage, you may find it challenging to get talent with the experience you think you require. This is the reason why focusing on experience can be a big hiring mistake in today’s job market.

Recognizing that experience does not guarantee success, many employers are therefore focusing their efforts on identifying candidates who can positively impact and grow with the company in the long-run. In other words, they are hiring for potential.

Instead of relying on where a candidate is in their career to lead their decision, hiring for potential allows employers to assess the personality traits and soft skills (i.e., a desire to learn, critical thinking skills, etc.) that can make them a great fit for the organization. Not only will this enable you to cultivate leaders from within, but providing meaningful professional development for your new hire will help you develop trust and establish loyalty.

Here’s how you can implement this hiring strategy when you’re looking for your next great hire by, India’s First Location Based Job Search Portal:

Place emphasis on personal attributes

As you go through resumes and conduct interviews, you may be disappointed in a candidate’s lack of knowledge in a particular program or area. Looking past this may be difficult at first, but it’s important to remember that you can teach this program or skill over time. However, you can’t train character. By choosing a candidate you know will get along with your team and has the motivation to learn, you’re taking the steps to ensure future projects that require collaboration will be successful. Additionally, hiring an individual that you get along with will make it easier for you to mold them into the employee you want them to be.

Evaluate transferable skills

If a candidate isn’t proficient in a particular program or tool you’re looking for, but they do have expert-level knowledge in a similar one, it pays to give them a real opportunity. Since they’re already knowledgeable in a similar program, it’s likely they’ll be able to pick up on the desired skill as long as they’re given some initial guidance. While it may take a little time for them to get up to speed, hiring for potential based on their transferable skills will pay off further down the line. After all, those given the chance to prove themselves and feel their employer is invested in their growth will be more loyal in the long run!

Ask behaviour or situational-based questions during the interview

So how do you decide whether or not a candidate has the potential to be a truly great employee? During the interview, be sure to ask them situational and behaviour-based questions. These types of questions are a good way to analyze a potential employee’s ability to handle adversity and their general attitude, which can ultimately reveal how they’ll be able to work and grow within your company.

For more information visit: or give a missed call to 080-68180777.

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Common Reasons Why Staff Leave Your

we can see that in general agreement that a job for life doesn’t exist anymore. You’ll be aware when you take on new employee into your organisation that they are probably not going to stick around for the rest of their career.

People leave organisations because their individual needs are not being met and they finally reached the point where they can no longer accept the situation. But what lead to such a situation?

Here are some common reasons given by, First Map-Based Job Search Portal why staff leaves an organisation:

Not enough opportunities to grow and develop themselves

Lack of career development or progression opportunities is one of the key reasons why people leave an organisation. Despite what some managers might think, we all have a desire to grow and develop as human beings and, ideally, we want our employer to nourish our personal growth as well.

On top of that, we want to know that our employer understands us well enough to be able to provide us with the right kind of opportunities to grow and develop, and not just offer the same generic training courses or the same old promotions to each person that walks through door.

When companies fail to provide their employees with relevant training and promotional opportunities, or even worse, when they provide no training and development opportunities at all, employees begin to question just how important they actually are to the business.

The truth is, where there are large groups of people, there is usually the seed of conflict.

Yet, it is not the conflict itself that often causes people to leave the business. It’s usually the way in which the conflict is dealt with. If it’s dealt with at all, that is.

It may be that I don’t like working with a specific co-worker, or that I feel my team doesn’t understand me and I feel demotivated as a result. It may be that I have a grievance with my line manager which is being swept under the carpet.

It may even be that I am being bullied by other employees and feel like there is no support from management.

Let’s be honest, the reasons why interpersonal conflict arises are endless. And we must be aware that conflict affects each individual differently.

Boredom or lack of motivation for the role

Despite what some might think, we all want to be stretched by our job. We’d much rather be intellectually challenged by our profession, than sit in boredom every day feeling completely disengaged. After all, if we spend 40 hours a week doing a job, then we want to feel that it is worthwhile for us, as intelligent people, to remain in that job.

We want to be challenged. We want to be engaged. We want to feel like we are growing as people when we are at work, whether intellectually or on a practical, skills level.

Failure to help them realise their potential

Have you ever heard of existential guilt? Existential guilt describes the feeling that we have when we know we are not achieving our true potential.

It may be easier to see this feeling as the ‘mental tension’ which arises in us when we realise the ‘gap’ between where we are now on our journey of development, and where we know we could be, given the right opportunities and environment.

Now, although it’s the responsibility of the individual to move towards realising their own potential, there is also responsibility on the organisation to create an environment and conditions which are conducive to that growth.

When we feel like our employer is hampering the process of realising our potential, we are far less inclined to remain loyal to the business. Simply because we know they are not investing in us as people. They’re not growing us professionally. They are not helping us to get better at what we are good at.

For more information visit: or give a missed call to 080-68180777.

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How To Find And Hire High Quality Candidates?

In today’s world we can see that with the emergence of technology in every part of the world, the industry of human resources has become unrecognizable compared to what it was a few years ago. Therefore, finding high quality candidates has now become one of the biggest challenges for many HR Professionals and Business Owners. So, to overcome this challenge, you will have to adjust to the emerging HR trends and follow the best practices for finding and hiring ideal job candidates., First Map-Based Job Search Portal helps us get a glimpse of this topic.

Candidate engagement and experience

Having a clear and well-structured candidate engagement strategy is important for attracting the best talent. These can be email campaigns or, if you are a smaller company or have found a candidate you don’t want to lose, you can engage with them personally.

Firstly, building a strong company reputation is absolutely necessary. Best talent has many places to go to, so you need to show them you’re unique Employer Brand and your Employer Value Proposition. You have to be an employer that actively communicates through social networks, informs the general public about it and its’ people successes

Secondly, to contact a candidate and create an opportunity to meet him/her in an informal environment. The passive candidate that doesn’t look for a job and doesn’t want to leave the current company will not come to a strictly formal interview – he/she isn’t interested in that. But, he/she will not refuse an informal socializing, constructive discussion or whatever he/she might be interested in (it has nothing to do with work). Building an exceptional candidate experience is imperative for building a high-quality talent pool.

Thirdly, we are here and we hang out. We talk in a relaxed way, stimulate the candidate to open more, and, through the informal talking, we find out everything we need. While we talk about summer plans, we can discover a lot about our candidate. About its affinities, habits, social characteristics and its character. And, we are talking about the summer holidays. Very simple, isn’t it? We end our socializing with an agreement to repeat it (not the interview, but socializing) because this one was very nice and comfortable.

Fourthly, we hang out again. Now, we have some connection with the candidate, communication is more relaxed and more open. We talk about our company and about options for his/her engagement in our company. Maybe, he/she is satisfied with the present situation, but still, he/she asks more and more questions about the company and the working place. You wake his/her curiosity up.

Through an informal talk, you can easily find out what is human’s motivator. During interviews, candidates give you taught answers, especially the ones who actively look for a job. You don’t need the taught answer, but the real situation. When you have the right information, then you can affect in a right way. Without a waste of time and missed opportunities.

For more information visit: or give a missed call to 080-68180777.

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Common Mistakes Made In The Hiring Process

You might think hiring process is quite easy but in fact it is not easy as it looks. Getting the perfect employees for your organization is a difficult task. Basically, hiring needs to be done diligently in a most cost-effective and time-saving way. Hiring the wrong person onboard can have a dreadful effect on your company.
Best Map Based Recruitment Portal, have listed out the 5 common hiring mistakes which employers usually make. One needs to keep in mind these points while conducting the hiring process.

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Reject A Candidate Without Hurting The Emotions With

Reject A Candidate Without Hurting The Emotions With
India’s First Location Based Job Search Portal
It’s a fact that rejection is part of the recruitment process. At times you will have to turn down more candidates than you hire. When you dismiss candidates it speaks about the volume of your company and its culture. So, surely bad rejection practices can seriously damage your company’s reputation and also affect the employer brand.

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Follow These 4 Tips To Work With Recruiters Effectively

Don’t you think it is important to effectively work with recruiters to become more comfortable and familiar with the process?, India’s Map Based Job Search Portal gives you few tips to keep in mind while working with a recruiter.

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