Srinivas Pranav’s Post

"Companies that frequently hire also tend to experience turnover. When evaluating potential job opportunities, it’s essential to thoroughly review a company’s profile. Consider seeking insights from individuals who have first hand experience with the organization to understand its culture. Remember that your career growth hinges on the decisions you make." #humanresources #bulkhiring #jobs #HR

Few companies can go crazy when it comes to hiring! Heard from a friend, one of his potential employers did this - 1. HR screening (took close to ~40 days after applying) 2. 1st round (hiring manager, did not ask anything relevant to the role & experience) 3. Assignment (a subjective one with 8 questions, timeframe 2 days - HR also asked to take a leave and complete it ASAP) 4. Final Round (CMO asks about his current team without any questions on role, assignment & gives a feedback to HR - we feel that this role is not needed and we should hold on hiring) Irony right, after spending so much time & energy, applicants face this. ( For the record, this company did the same thing with another candidate) Let's be honest & transparent in the hiring. #hiring #values

"𝐇𝐑 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐛𝐨𝐮𝐭 𝐣𝐮𝐬𝐭 𝐟𝐢𝐥𝐥𝐢𝐧𝐠 𝐣𝐨𝐛𝐬; 𝐢𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐡𝐨 𝐰𝐢𝐥𝐥 𝐠𝐫𝐨𝐰 𝐚𝐧𝐝 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐞 𝐭𝐨 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲'𝐬 𝐟𝐮𝐭𝐮𝐫𝐞 𝐬𝐮𝐜𝐜𝐞𝐬𝐬." Recruitment is not just about filling open positions. It’s about finding people who can grow and help the company succeed in the long run. A strong HR team looks for candidates who can learn new skills and adapt to changes. This helps create a team that is ready to face future challenges. When companies invest in employees who have potential, they build loyalty and reduce turnover. This means more motivated workers who are engaged in their jobs. Simply hiring to fill a gap may work short-term, but hiring with future growth in mind ensures a stronger and more successful organization. #Recruitment #EmployeeGrowth #HRStrategy #LongTermSuccess #TalentAcquisition #WorkforceDevelopment #HRLeadership #InvestInPeople #SustainableHiring

When you have an HR job open for 4 months... ...have you thought about the negative repercussions? Here is what likely happens: ⚡ Your Internal Talent Acquisition team nears burn-out/fatigue ⚡ Your Hiring Manager is frustrated, disenchanted and discouraged ⚡ Candidates are confused and disinterested by the lack of inefficient decision-making ⚡ "the market" starts talking (applicants/referrals/those perusing new opportunities) about how odd it is that "this role is STILL open" ⚡ Your current team members face overwhelm because they've spent 4 months on an understaffed team and likely doing the job of more than one person This is one of the many reasons to set up a hiring strategy. A plan. The proper support. I often say 'slow down to speed up' because if you get the right system in place at the start, hiring WILL move quickly! Just consider this the next time you try to hire haphazardly and are frustrated by the lengthy timeframe. It doesn't have to be this way. I'm here to help. #LearnWithLauraHR #Hiring #Recruitment

𝐓𝐡𝐞 𝐎𝐧𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐌𝐢𝐬𝐭𝐚𝐤𝐞 𝐘𝐨𝐮 𝐂𝐚𝐧’𝐭 𝐀𝐟𝐟𝐨𝐫𝐝 𝐭𝐨 𝐌𝐚𝐤𝐞! 🚫 One small hiring error can lead to big consequences. 𝐇𝐞𝐫𝐞’𝐬 𝐡𝐨𝐰 𝐭𝐨 𝐚𝐯𝐨𝐢𝐝 𝐢𝐭: ➡ A common mistake in HR is 𝐟𝐨𝐜𝐮𝐬𝐢𝐧𝐠 𝐭𝐨𝐨 𝐦𝐮𝐜𝐡 𝐨𝐧 𝐡𝐚𝐫𝐝 𝐬𝐤𝐢𝐥𝐥𝐬 and overlooking soft skills like communication, adaptability, and teamwork. 𝐓𝐡𝐞 𝐈𝐦𝐩𝐚𝐜𝐭: Hiring solely based on technical skills can lead to poor collaboration and team conflicts, ultimately affecting productivity. 🔆 𝐇𝐨𝐰 𝐭𝐨 𝐀𝐯𝐨𝐢𝐝 𝐈𝐭: Balance technical skills with soft skills in your evaluation process. Look for candidates who not only excel at the job but also fit into your team culture. 𝐅𝐎𝐋𝐋𝐎𝐖 | 𝐋𝐈𝐊𝐄 | 𝐑𝐄𝐏𝐎𝐒𝐓 ♻ Do you prioritize soft skills in your hiring process? Share below! #HiringMistakes #HR #Recruitment #SoftSkills #TeamSuccess #HRAdvice

Is Recruitment About Skill or Potential? 🔎 Recruitment is evolving. For years, the focus was on hiring candidates who ticked all the boxes: the right degree, years of experience and a perfect skill set. But in today's fast-changing world, skills can be learned - mindset, adaptability and potential are what truly set candidates apart. The best hires I've seen weren't always the 'perfect' candidates on paper. They were the ones who grew with the role, brought fresh perspectives and had the drive to succeed. As we plan for 2025, let's rethink how we hire. Are we identifying potential or are we stuck in the past? #recruiting #hiring #hr

Have you ever hired the most technically-skilled person for a job and then quickly discovered that they were poor collaborators or resistant to change? Sadly, this is often the case for many HR teams. However, gone are the days of overlooking the "less polished" candidates. Potential is more valuable now than it's ever been before. Evaluating things like learning agility, curiosity, and problem-solving can help you determine the right applicants. Remember - employees can always develop skills on-the-job. #SkillsBasedHiring #FutureOfHR #Hiring

Why are companies asking for 5+ years of experience for "Specialist" roles? I’ve been seeing more and more job postings for "specialists" requiring 5+ years of experience, and to be honest, I find it a bit unrealistic. A specialist role is often about mastering a specific skill set—and many talented professionals can do that in less time. Inflating experience requirements doesn’t necessarily lead to better candidates. Instead, it can limit opportunities for highly capable individuals who have the necessary expertise but might not meet the arbitrary “years of experience” bar. What are your thoughts? Does anyone else find these inflated requirements frustrating? Let’s talk about it! #hr #employeebenefits #hiringtrends #recruitment #jobsearch #humanresources #careerdevelopment #workplaceculture #talentmanagement #hrcommunity #jobseekers

Filling vacant #job roles needs to go beyond #hiring. https://bit.ly/4dFRTSH Here are ways #CHROs and #HumanResources teams can build #career pathways for employees and attract and retain #talent in the #FutureofWork in Forbes, via Jennifer McClure.

Recruiters and HR professionals often encounter confusion from hiring managers between transferable skills and/or diverse industry experience. Hiring Managers must be clear and communicate if they are willing to hire someone with transferable skills versus someone from a different industry experience. #hiringtips https://lnkd.in/gbHvDq_k