The Question on Every HR Head’s Mind: Is Your PMS Broken?

If you’re an HR professional or business leader in India, you’ve likely wondered, “How can I know if my remote or hybrid team is really working?”

For decades, the Indian workplace ran on the principle of “Mera Banda Kidhar Hai?” (Where is my person?). Our entire Performance Management System (PMS) was built on presenteeism: clock-in times, seat visibility, and managers physically checking on staff. And while we’ve reviewed some of the best appraisal systems with sample formats, the truth is that even the best forms fail if the foundation of performance measurement doesn’t evolve.

But the shift to remote and hybrid work has disrupted that system. The feeling of uncertainty? It’s not because your team is slacking; it’s because your old Performance Management System is now outdated. Tracking login times or monitoring screens doesn’t just show distrust; it completely misses the point of measuring modern employee productivity.

To do well in today’s work environment, we need to stop worrying about screen time and pay more attention to the results people actually produce.

Why Your Existing PMS Fails:

When we look at hybrid work challenges, the biggest problem isn’t the technology. It’s the mindset.

If your current PMS focuses on Inputs, it asks:

• Time: How many hours did they spend at their desk?
• Activity: How many calls did they log today?

This is why the system feels broken. Why should the employee who completes a complex task brilliantly in three focused days be penalized by a system that rewards someone who looks busy for five? This flawed approach is leading to quiet quitting and burnout across the board.

The solution is to shift toward output-based performance management. Instead of judging people by how busy they look, it focuses only on the real, measurable results they deliver, no matter where they work from.

The New Metrics: Components of a Modern Performance Management System Needs

To measure employee productivity effectively in a distributed setup, you need to switch to metrics that focus on outcomes, not activity.

1. Time-to-Impact (TTI)

• What it is: How quickly a task or project goes from starting to delivering a measurable, positive result for the business.
• Why it’s crucial: TTI shows how fast and effectively work gets done. It removes the unnecessary noise and helps teams focus on what truly matters. It’s one of the best ways to measure productivity in remote teams.

2. Quality of Collaboration (QoC)

• What it is: How quickly teams clear roadblocks with other departments. It’s not about how many messages they send, it’s about how fast cross-team issues get resolved.
• Why it’s crucial: In hybrid work, slow communication can quietly hurt performance. If teams take days to get a reply from sales, your QoC is low. This metric shows how healthy and responsive your cross-functional collaboration really is.

3. Internal Mobility Rate (IMR)

• What it is: The share of employees who shift into new roles or take on major internal projects within the company.
• Why it’s crucial: A strong IMR shows whether your people are growing with you or outgrowing you. If top talent keeps leaving for better opportunities, your PMS isn’t supporting their growth. But if employees are moving into new roles internally, it means your system is helping them stay engaged and develop.

4. Project Completion Velocity (PCV)

• What it is: How reliably a team can plan its workload and deliver it on time, week after week.
• Why it’s crucial: PCV helps prevent burnout. When a team maintains steady progress, it shows they’re handling their workload well and can meet deadlines reliably, making them a dependable partner for clients.

Checklist for Conducting Effective One-on-One Meetings:

Use this simple checklist to run effective, outcome-focused 1:1 meetings:

1. Focus on Outcomes:

Instead of asking, “What did you work on this week?” ask, “What was the single most impactful outcome you achieved this week, and what did that mean for the client/business?”

2. Unblock TTI:

Ask, “What is slowing down your Time-to-Impact (TTI), and how can I help you remove the biggest roadblock right now?”

3. Review the “How”:

Discuss the Quality of Collaboration (QoC). Ask, “Where did you run into collaboration friction this week? How can we fix that process for the entire team?”

4. Discuss the Future:

Allocate dedicated time to career growth. Ask, “Based on your recent successes, what skill or Internal Mobility opportunity should we target next?”

5. Audit the System:

Ask for frank feedback: “Does our current Performance Management System and toolset help or hinder your delivery velocity?”

Conclusion:

For companies today, updating your Performance Management System is no longer optional. If you ignore the realities of hybrid work and stick to outdated methods, you’ll quickly lose good people and slow down your growth.

By implementing these output-based metrics, you achieve two things:

1. You solve the immediate problem of employee productivity measurement.
2. You establish trust, which is the foundation of a modern, high-performing team.

Ready to align your performance system with the demands of the modern workforce? Contact us today for strategic consulting.

FAQs on Performance Metrics

Q1: Is “Output-Based Performance Management” only for IT companies?

A: Absolutely not. While it’s common in IT, output-based performance management applies to every role. For sales, the output is revenue or conversion rate, not call duration. For HR, the output is attrition reduction or time-to-hire, not time spent screening resumes. It’s about defining the valuable end result for every function.

Q2: How do we measure “Time-to-Impact” for non-project roles, like HR or Finance?

A: For supportive roles, impact is measured by efficiency and quality of service. For example, for an HR role, TTI could be Time-to-Resolve a critical employee query. For Finance, it could be Time-to-Audit completion or Error Rate on Monthly Reports.

Q3: How do these new metrics help with employee engagement in India?

A: Engagement is driven by two factors: trust and purpose. When you use remote employee engagement metrics like TTI and IMR, you are showing employees you trust them to deliver results and that you are invested in their future. This shift from surveillance to empowerment is the single biggest driver of retention and employee engagement in the modern Indian workforce.

The post Performance Management System: New Metrics for Hybrid Work appeared first on TheIndiaJobs.Com.

Here’s the reality that’s reshaping the job market: AI can write code faster than most programmers, analyze massive datasets in seconds, and even create marketing campaigns. But there’s one thing artificial intelligence still can’t do: it can’t lead, negotiate, or innovate based on emotional context and human judgment.

This is where the golden opportunity lies. Hard skills might get your resume past the initial screening, but soft skills are what drive real career advancement. They’re the secret weapon that separates those who rise from those who stay stuck.

This article outlines the 5 soft skills that employers will value most. It also explains how you can show these skills in interviews and on the job. These qualities are no longer just optional; they are essential skills that will help you stay relevant and be considered for promotions as technology changes.

1. Emotional Intelligence (EQ) & Empathy

In a world where half the team may work remotely, emotional intelligence has become essential for success. Companies are looking for people who can understand subtle cues in a Slack message, notice when someone in a video call is not engaged, and handle cultural differences. For hiring managers, emotional intelligence shows that you can solve conflicts without making them worse.

When it comes to promotions, emotional intelligence is the foundation of strong leadership. You cannot manage people well if you cannot understand and respond to their emotional needs.

Note: AI is now being used to assess emotional intelligence through personality tests and behavioral analysis tools, making it more important than ever to show it during interviews.

How to Demonstrate It?

In the Interview: Come prepared with a specific story about a time you resolved a disagreement without making it worse. Here’s what makes a great example: Start with the conflict, explain how you recognized the emotional undercurrents at play, describe the steps you took to address both the practical and emotional aspects, and end with the positive outcome. Avoid stories where you were the hero – instead, focus on how you helped others find common ground.

On the Job: Practice active listening during every interaction. This means putting away your phone, making eye contact (even on video calls), and asking follow-up questions that show you’ve absorbed what someone said. When giving feedback, focus on behaviors rather than personalities. Instead of saying “You’re always late,” try “I’ve noticed you’ve arrived after our agreed start time three times this week. Is there something we can adjust to help you get here on time?”

2. Adaptability & Resilience

The pace of technological change isn’t slowing down. It’s getting faster. Employers want people who won’t hesitate when a new AI tool is introduced across the company or when the whole project strategy needs to shift because of market changes. For hiring, being adaptable shows that you can manage quick tech changes without resisting or needing long training periods, aligning with major Recruitment And Hiring Trends for 2025.

From a promotion standpoint, resilience shows leadership potential. It demonstrates that when a project fails (and they will), you can analyze what went wrong, extract lessons, and move forward without getting stuck in blame or self-doubt.

How to Demonstrate It?

In the Interview: Share a specific example of learning something completely new under pressure. The best stories involve tight timelines. Maybe you had to master a new software system in less than a week, or you took on tasks outside your expertise when a colleague left unexpectedly. Focus on your learning process. How did you figure out what you needed to know? What resources did you use? How did you track your progress?

On the Job: Become known as the person who volunteers for projects outside their comfort zone. When new software is introduced, be among the first to sign up for training. When your manager asks who wants to try a different approach to a recurring problem, raise your hand. Keep a learning log where you track new skills you’ve developed; this becomes invaluable during performance reviews.

3. Critical Thinking & Problem-Solving

This may be the most human skill on our list. AI can process information and suggest solutions, but it lacks the contextual judgment and creative thinking that humans provide for complex problems. Employers want people who can tackle unexpected challenges that do not fit neatly into an algorithm. This is why understanding How Helpful AI is for High Volume Recruiting remains critical, but human judgment is the ultimate decision-maker.

For promotions, critical thinking demonstrates strong judgment. This type of strategic thinking is crucial for leadership roles. It distinguishes between following instructions and setting direction.

How to Demonstrate It?

In the Interview: Don’t just describe a problem you solved – walk the interviewer through your thinking process. Use a framework like:

• How you identified and defined the real problem (not just the symptoms)
• What information did you gather and how?
• What criteria did you use to evaluate potential solutions?
• How did you measure the success of your chosen approach? TDon’t just rely on hard skills. Here are 5 key soft skills: EQ, adaptability, and critical thinking. skills that help you get hired and promoted.Don’t just rely on hard skills. Here are 5 key soft skills: EQ, adaptability, and critical thinking. skills that help you get hired and promoted.his shows systematic thinking, not just good instincts.

On the Job: Challenge existing ideas positively and helpfully. When you notice inefficiencies or problems, don’t just complain. Bring data-backed suggestions for improvement. Build a reputation for asking thoughtful questions in meetings, such as “What assumptions are we making here?” or “What would have to be true for this approach to work?” Keep track of your problem-solving successes to refer to during reviews.

4. Communication & Collaboration

Modern teams are more diverse, spread out, and digital than ever before. Your success depends on your ability to communicate clearly across time zones, cultural backgrounds, and different communication styles. The time when face-to-face interaction was the only option is over. You need to be good at written communication, video calls, and working together at different times.

For hiring, strong communication skills are crucial for success in these complex team environments. While for promotion, the ability to clearly influence stakeholders and lead effective meetings becomes essential as you take on more responsibility. For more on managing this environment, read our guide on How to Recruit and Hire Ideal Remote Employees – The Ultimate Guide.

How to Demonstrate It?

In the Interview: Your communication skills are evaluated from the moment you enter or log on. Provide clear, organized answers that directly respond to the question. After the interview, send a follow-up email that is professional and free of errors. Add value by clarifying a point you made or sharing a relevant resource you mentioned.

On the Job: Master both verbal and written communication. In emails and Slack messages, be clear and concise; lead with your main point, then give supporting details. In meetings, practice summarizing key points and action items. Become known for running effective meetings that start and end on time and have clear outcomes. Pay attention to your non-verbal communication during video calls. Good lighting, eye contact, and active body language matter more than you might think.

5. Growth Mindset & Learnability

In today’s job market, the ability to continuously learn and grow is perhaps the most important predictor of long-term success. Employers seek assurance that your skills will remain relevant and adaptable as roles evolve and new technologies emerge. They’re looking for people who will upskill themselves proactively, not those who need to be pushed into every new learning opportunity.

For promotions, a growth mindset shows readiness for higher responsibilities and indicates you’ll be effective at coaching and developing others – a key leadership requirement.

How to Demonstrate It?

In the Interview: Come prepared with examples of learning you’ve pursued beyond formal requirements. This might include certifications you earned after graduation, online courses you completed in your spare time, or skills you developed through side projects. Emphasize learning you initiated yourself rather than the training your employer requires.

On the Job: Actively seek feedback on your weaknesses and show that you implement changes based on that input. Keep a development plan that you update regularly and share with your manager during one-on-ones. Take on stretch assignments that force you to learn new skills. Join professional associations or online communities related to your field, and share insights you gain with your team.

Conclusion:

The winning professional profile isn’t just someone with technical skills or soft skills; it’s someone who merges both into a strong hybrid skill set. The ability to combine human insight with technical ability sets you apart.

As AI takes over more technical tasks, human skills become more valuable and harder to replace. Self-awareness, which means understanding your strengths and weaknesses and striving to improve, often separates those who succeed from those who struggle in the new workplace.

Think of it this way: your technical skills may help you get invited to the table, but your soft skills will determine how long you stay and how far you advance.

For Job Seekers: Start developing these skills now, and look for opportunities that specifically value this combination. Find jobs on The India Jobs portal that specifically list these skills in their requirements – these employers understand what drives success in the modern workplace.

For Employers: The candidates who possess these five soft skills will be your competitive advantage in an increasingly automated world. Contact us to learn how we assess candidates for these 5 critical soft skills and help you build teams that can thrive in the AI age.

Frequently Asked Questions

Q1: Why are soft skills more important than hard skills?

Hard skills (like coding or data analysis) are increasingly being automated or augmented by AI. Soft skills—such as critical thinking, emotional intelligence, and communication—are uniquely human traits that drive strategic decision-making, team leadership, and complex problem-solving, making them the key to job security and promotion.

Q2: Which soft skill is most valued by employers in the hybrid workplace?

Emotional Intelligence (EQ) and Empathy. In remote and hybrid environments, the ability to understand unspoken cues, manage team dynamics, and resolve conflict without face-to-face interaction is essential for maintaining team cohesion and productivity.

Q3: How can I demonstrate critical thinking in a job interview?

Do not just state the solution to a problem. Use a structured framework to explain your process: clearly define the real problem, detail the criteria you used to evaluate solutions, and explain how you measured the success of your final approach. This showcases systematic judgment.

Q4: How does AI assess soft skills in the hiring process?

AI tools are now used to assess soft skills through various methods, including behavioral analysis during video interviews, parsing linguistic patterns in written answers, and utilizing AI-driven personality and emotional intelligence tests. This makes the authentic demonstration of these skills crucial.

Q5: What is the “hybrid skill stack” mentioned in the conclusion?

The hybrid skill stack is the winning combination of technical expertise (hard skills) and human insight (soft skills). It represents the professional profile most valued in the modern workplace—one who can effectively leverage technology while leading and innovating through human judgment and emotional awareness.

The post 5 Soft Skills AI Can’t Replace to Get Hired & Promoted in 2025 appeared first on TheIndiaJobs.Com.

The rise of generative AI has changed the interview process. Candidates can now use tools like ChatGPT to create perfect, textbook answers. This makes it harder to tell who truly has the talent and who is just good at prompt engineering.

The solution? Along with testing the required technical knowledge, test judgement, ethical reasoning and adaptability—three uniquely human skills that AI cannot fake.

If you are a jobseeker, you can find five essential questions below, along with a structure for crafting winning answers that highlight your true critical thinking.

Below are 5 Essential AI Interview Questions designed to cut through the noise and reveal a candidate’s true critical thinking abilities in the age of automation.

1. AI Literacy and Adoption (The “Basics”)

This question tests whether the candidate is comfortable integrating AI into their daily workflow to increase efficiency.

The Question:

“Can you give me one example of how you used a generative AI tool (like ChatGPT or an image generator) to make a task faster last week?”

Why This Question is Essential:

For the Employer: It shows practical experience and ease with the technology. This indicates they are already improving efficiency.

For the Jobseeker: It highlights proactivity, curiosity, and comfort with new tools. This suggests they can quickly enhance productivity in the role.

The Winning Answer Structure for Candidates:

Start with a simple statement confirming practical use, then use the STAR Method to focus on efficiency and the editing process.

• Situation/Task: “Recently, I had to draft the initial outline and key talking points for a new [Project Name] proposal.”
• Action: “Instead of staring at a blank screen, I used an LLM (like ChatGPT) to generate three competing outlines based on the client brief. I spent 15 minutes prompting and clarifying, then two hours refining and adding specific company details and strategy.”
• Result: “The result was a high-quality draft that usually takes four hours, completed in about two and a half. I used the AI to get to the starting line faster, but my judgment ensured the final product was strategic and unique.”

Key Takeaway: Show that you use AI as a “co-pilot” or “drafting partner,” not a replacement for human thinking.

2. Accountability and Trust (The “Human Check”)

This question checks a candidate’s skills in managing risks. It also makes sure they recognize the need for human supervision in AI-driven processes.

The Question:

“When an AI tool gives you a final answer, how do you decide if you can trust it? Do you always check it, and why?”

Why This Question is Essential:

For the Employer: It shows that the candidate understands that the human is ultimately responsible and has the critical thinking skills needed to check results.

For the Jobseeker: It highlights judgment and risk management skills; these are essential traits that go beyond technical knowledge.

The Winning Answer Structure:

Clearly state that human accountability is paramount and outline your verification process.

• The Principle: “I never trust AI output immediately. The ultimate responsibility for the final output rests with me, not the machine. I treat every AI output as a powerful, hyper-fast first draft that may contain subtle errors or ‘hallucinations.’”
• The Verification Process: “For low-risk tasks, such as drafting, I check for tone, accuracy, and brand alignment. For high-risk tasks, like analyzing data or writing code, I check the source of the data and manually verify the results with a smaller dataset sample.”

Key Takeaway: Emphasize that AI accelerates the process but must always be verified by human judgment before it’s used in a final product.

3. Adaptability and Learning (The “Growth Mindset”)

This question looks at how willing you are to let go of old methods and embrace new, more effective AI workflows.

The Question:

“Tell me about a time when a major digital tool or methodology you relied on was suddenly replaced by an automated or AI system. How did you handle the mental shift and the learning curve?”

Why This Question is Essential:

For the Employer: It shows the ability to handle change, let go of old habits, and adopt new, efficient workflows without resistance.

For the Jobseeker: It highlights your initiative and resilience, proving you prioritize new efficiencies over comfort in old processes.

The Winning Answer Structure:

Focus on the proactive attitude toward embracing change and optimizing processes.

• Situation/Challenge: “Last year, our team switched from using [Old Tool Name] for [Task] to a new AI-driven platform that promised a 30% increase in efficiency.”
• Action: “I embraced the change by dedicating extra time to learn the new tool. I reviewed documentation, and I volunteered to train the team. I focused on mastering the new tool rather than trying to replicate the old method.”
• Result: “I quickly mastered the tool and helped the team adopt it faster, resulting in a 35% increase in productivity.”

Key Takeaway: Show how you proactively embraced new technology and led others in the transition, demonstrating leadership and initiative.

Related: 7 Best Hiring Trends Worth Following in 2025 and Beyond.

4. Simple Ethical Awareness (The “Fairness Check”)

This situation challenges your moral instincts, especially when facing problems such as algorithmic bias.

The Question:

“If you were using an AI to sort resumes and noticed the system seemed to be ignoring women or people from a certain school, what would be your first step?”

Why This Question is Essential:

For the Employer: It shows you recognize algorithmic bias and can deal with these issues in a responsible way, helping to protect the company’s reputation.

For the Jobseeker: It lets you demonstrate that you value ethical integrity and data-driven solutions more than speed or efficiency.

The Winning Answer Structure:

State that the first action should be to pause the biased process, then propose a responsible path forward.

• Immediate Action: “I would immediately pause the AI system or flag its output with a severe warning. Ethical considerations must take precedence over speed.”
• Investigation: “I’d gather the necessary stakeholders (HR, Data Science leads) and begin a root cause analysis. The bias is likely in the historical training data, not in the code itself.”
• Solution Principle: “The fix is not just changing the code but retraining the model with a broader, more representative, and anonymized dataset.”

Key Takeaway: Show that you prioritize ethical integrity, and propose data-driven, sustainable solutions for addressing biases.

Related: Complex Recruitment Challenges.

5. The Scaling Question (Future Vision)

This question evaluates a candidate’s strategic thinking. It asks if they see AI as a one-time tool or as part of a strategy that can grow with the company.

The Question:

“Imagine this company successfully implements AI for [current task, e.g., customer service, supply chain, or code generation]. What’s the next logical task we should use AI for, and why?”

Why This Question is Essential:

For the Employer: This looks at a candidate’s ability to plan for the future and think beyond their current position. It shows whether they view AI as part of a growing strategy or just a short-term solution.

For the Jobseeker: This is a chance to show initiative and knowledge of the industry, even if they lack deep technical skills.

The Winning Answer Structure:

Acknowledge the success of the first AI project and propose a related, valuable next step.

• Acknowledge Success: “Assuming the AI customer service system is running smoothly, my focus would shift to a related area.”
• Propose the Next Step (The “Next Logical Task”): “Next, I’d use AI to analyze customer service transcripts to proactively identify product defects.”
• Justify the Value: “We already have the data pipeline built. Using AI to flag common issues (e.g., ‘login errors’) means we can improve the product faster and shift from reactive service to proactive improvement.”

Key Takeaway: Link the new task to the first successful project, showing a logical, data-driven approach to scaling AI technology.

The Jobseeker’s Prep Guide for the AI Age

Preparing for AI-centric interviews requires a different focus than traditional interviews. Don’t just memorize definitions. Instead, gather real-world examples where you’ve shown critical thinking.

Here’s how to prepare:

1. The “Experience Audit”: Review your work over the past few months and identify times you used AI to save time. Use the STAR method to structure these examples.
2. Define Your Ethical Line: Reflect on a time when a technology (AI or otherwise) produced biased or unfair results. In your answer to Question 4, include phrases like “immediately pause” and emphasize fixing the data, not just the code.
3. Practice the Co-Pilot Mindset: When rehearsing, make sure your answers show that you are the human behind the work. Use phrases like, “I used the AI to draft, but my judgment shaped the strategy,” or “The AI provided options, and I chose the best one.”

Common Hiring Mistakes Recruiters MustAvoid

These questions are designed to flush out canned, AI-generated answers. Here’s what to avoid:

• Mistakes Recruiters Make:
  • Ignoring the Output: Asking these questions but failing to use a scoring rubric that prioritizes judgment and human ethics over technical detail.
  • Not Customizing Questions: Using the same set of questions for an entry-level writer and a senior data scientist. Tailor your questions to match the role’s level and requirements.
  • Focusing Only on Speed: Valuing AI’s speed in the hiring process without assessing the resulting Quality of Hire (QoH). Speed is important, but it shouldn’t come at the cost of finding the right fit for the company.

Conclusion

The interview is no longer about recalling facts; it’s about demonstrating your unique human value. By emphasizing judgment, ethics, and adaptability in interviews, we can build a workforce ready for the future that uses AI as a tool rather than relying on it completely.

For recruiters, mastering these five questions helps protect your talent pipeline. It ensures that the candidates you hire can think critically and make ethical decisions in a world that is becoming more automated. For job seekers, excelling at these questions will position you as a forward-thinking professional who can succeed in a tech-driven environment while still keeping the important human aspect.

FAQ

Q1. Do I need deep technical AI knowledge to answer these questions.

Answer: No, These questions test your human skills, judgment, ethical reasoning, and adaptability. These qualities are important for all roles. You don’t need to know how to code an AI model; you just need to show that you can use it responsibly and strategically as a professional co-pilot.

Q2. Should I use the same five questions for every role.

Answer: No, they need to be customized. While the core human skills are the same, the scenarios must be tailored. For a writer, Question 5 might focus on scaling content generation. For a data scientist, it might focus on scaling model deployment. Customization ensures the questions are relevant to the role’s challenges.

Q3. What is the primary goal of these questions.

Answer: The main goal is to assess judgment and ethics, which AI cannot fake. It is not just about technical knowledge. These questions aim to cut through polished AI-generated answers and show a candidate’s real critical thinking and risk-management skills.

Q4. Is it okay to use AI to prepare for these interviews.

Answer: Yes, but do it responsibly. You can use generative AI tools for research, creating outlines, and brainstorming examples. However, you should never memorize an AI-generated script. Your answers need to reflect your real experience and show your true voice and thought process, not a generic response.

Q5. How do I prevent “hallucination” answers where candidates make up examples.

Answer: Use specific follow-up questions after they give their STAR-method answer. Ask about the “Old Tool Name” from Question 3, the specific “Company Details” they mentioned in Question 1, or the exact nature of the “Biased Data” from Question 4. Being specific encourages authenticity.

The post 5 Artificial Intelligence (AI) Interview Questions and Answers appeared first on TheIndiaJobs.Com.

Here we discuss the complex recruitment challenges for the best hiring. Human Resource (HR), the whir in today’s corporate world, is gaining adherence, velocity, and significance regarding an organization’s performance as a business competitor and employer. While businesses in the past have concentrated on larger issues such as income, competitiveness, and economic instability, the relevance of HR finally became apparent; there was a clear lack of attention to it previously.

With changing business models and the industry, human resources (HR) has become the primary emphasis for most businesses. It includes both large and small. People are an organization’s most valuable asset and have the potential to impact its development and success significantly.

Human resource management (HRM) entails creating the right roles and opportunities. Their planning includes:

• Workforce recruitment.
• Ensuring continuous training and development.
• Fostering strong performance management.
• Offering attractive compensation structures and benefits.
• Staying up to date with legislation and legal compliances.
• Protecting against economic insecurity.

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There are tremendous challenges that could affect HRM. They could be broadly classified as:

• Environmental (labor markets, legal compliances, political unrest, economy, etc.).
• Individual (accountability, responsibility, etc.)
• Organizational (upsizing or downsizing, restructuring, change management, competition, culture, empowerment, work ethics, growth, succession, etc.).

This article discusses businesses’ top nine HR issues and potential solutions.

Before Proceeding, a Big Tip: If you’re an HR under the pressure of quick hiring, post the jobs and see the magic.

How To Overcome The 9 Most Complex Recruitment Challenges?

1. Job And Culture Fitment

A new TimesJobs survey reveals that in the list of today’s most troublesome workplace elements for employees in India, a bad work culture tops the list. 50% cited bad work culture out of 1000 employees that participated in the survey.

 The initial stage in a potential employee’s journey in your business may make or break their success. There’s a great incline in need for human resources. Hence, job evaluations and cultural fit evaluations are reduced to a few rounds or hours of meetings, discussions, and interviews.

It may be advantageous in terms of speeding up your recruiting process. Still, the danger of improper or inappropriate mapping of a candidate’s abilities to the job role and organizational culture remains. As a result, companies are seeing greater turnover rates and shorter average employee retention.

Solution:

The first and most important step in overcoming this problem is accurately and effectively screening applicants. It is critical for a business to understand what they want in a candidate for a certain profile; find forums/sites/avenues frequented by people who meet most, if not all, of these requirements; and post job vacancies there.

It would ensure that most applications are a good fit for the position. Culture match assessments will be ensured by role-playing during face-to-face talks. Having probation periods or contractual agreements in place for jobs is good. It guarantees that the candidate and the business have adequate “secured” time to assess fit and agreement.

2. Competition (Attracting And Retaining Good Talent)

Competition is the most significant element in company and customer relations. Also, it’s the most influential and dangerous force in human resources. It’s much more challenging for small and medium-sized businesses. It’s so because they have to compete with big names and brands to attract people.

The issue does not end with recruiting; it extends to employee retention and providing the appropriate perks, exposure, chances, and work environment.

Solution:

A strong employer brand is critical in attracting top people to your business.

With the growing influence of social media and sites such as Google and Glassdoor, it is important to establish a strong and good brand presence on these platforms because your future workers can access anything published here.

86% of job seekers are likely to go through Glassdoor company ratings and reviews before applying, says a survey from Glassdoor itself.

 Participating in Corporate Social Responsibility initiatives is a pleasure for many companies that want to give back to society. It passively contributes to the emotional foundation for future employee-employer connection.

Additionally, having a structured onboarding operation helps fight initial hiccups in an employee’s experience in a new work environment. It may include:

• Awkwardness with strangers
• Not knowing whom to approach for concerns, issues, or questions
• Not knowing one’s core performance indicators for a specific job role
• Unfamiliar with team members or the immediate manager well enough, and so on.

3. Compensation And Benefits

Today, there’s cutthroat competition in the corporate world. Organizations are becoming increasingly difficult to compete for the salary and perks offered by major brands. Particularly small and medium-sized businesses face this issue.

Recruitment and retention become exceedingly tough as a result. The rising expenses of training, benefits, taxes, and other human capital investments represent an additional danger to the development and success of companies.

Recent benefits and attractive salary packages make it difficult to remain a competitive contender among sought-after companies.

Solution:

In addition to remuneration systems that satisfy industry norms, companies must provide additional appealing advantages. However, this certainly can’t be done at the expense of the organization’s investment in human capital by a factor of two.

Offering variable, performance-based components to an employee’s remuneration is a great approach. It assures return on investment while also maintaining a check on performance-linked benefits. A robust reward and recognition program is also an excellent motivator and attractor of performance.

With rising healthcare expenses, businesses may pass the costs on to employees (which may impede recruitment and retention) or shoulder them themselves.

Offering other flexible and appealing advantages to address the following might be a good idea for smaller businesses.

• Health-related problems
• Longer vacation time
• Flexible timings
• Health camps
• Well-being programs
• Transportation benefits

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4. Performance Management And Alignment

While a company may be able to offer the required training and development to its workers, it is also critical that it be able to track the impact of this training on the employees’ performance.

With the quick speed of company operations and the lack of time for performance alignment, performance management and the related next actions, such as performance improvement plans, are becoming more challenging.

Larger businesses confront additional hurdles in assisting workers in understanding how their job functions and performance indicators fit with and contribute to the attainment of overarching corporate objectives.

Solution:

Recognize your employees often, as 69% of employees exclaim that recognition helps them work harder. Employees will better appreciate their managers as well.

So, it’s critical to have a robust and specified yet simple performance foundation. Key performance indicators should be simple to comprehend, manage, and directly connected to the employee’s job position.

Employees should be able to link their performance to their goals immediately. They should be able to see how each accomplishment contributes to the overall picture. Objective and Key Result software will aid in aligning individual objectives to team goals and team goals to organizational goals and display relevant progress in each. Regular feedback sessions can assist the employee in understanding the direction of their performance and making necessary changes.

5. Change Management

In today’s fast-paced, ever-changing business environment, change in a company is unavoidable. This shift might be structural, economic, geographical, procedural, managerial, or technical. It may have the most impact and increase the problems of HR.

During times of transition, HR is confronted with key challenges such as decreased employee morale and satisfaction, self-doubt, attrition, and so on. Employees unable to adjust to change can contribute to an organization’s failure or death.

Employee reluctance to change, a lack of essential expertise and training to adapt to change, unexpected yet dramatic requirements, and other reasons might all contribute to an inability to adapt to change.

As a result, an organization must anticipate, plan for, and convey change.

Solution:

The essential technique for successfully managing change is anticipating and preparing your workers for it. Not everyone is amenable to abrupt change.

Each employee would require a varied amount of time to adjust to any change. As a result, it is critical to communicate clearly and transparently about:

• The change
• The necessity for the change
• Benefits of the change, and so on.

Furthermore, communication should be consistent before, during, and after the transition to track how the change progresses. It is also critical to provide employees with the appropriate training and tools to help them adapt to changes in their work, job position, or company.

Providing the appropriate training makes people feel more secure and competent in handling the shift. It results in a more positive and open acceptance of the change. Another critical point to remember is that the emphasis on employee growth and progression is visible to them even during the transition.

6. Diversity

Business standards say around ⅓ of Indian employees experience age-based bias at their workplaces. There are many other sorts of diversities that matter to employees, as well as HRs.

While having a strong diversity ratio is beneficial to a company and something to be proud of, from an HR standpoint, organizations have problems managing this variety in age, gender, country, ethnicity, and so forth.

Catering to and addressing the needs and experiences of employees of all ages, genders, countries, or races is a significant issue. Furthermore, sustaining employee engagement and encouraging efficient communication among employees from diverse backgrounds is challenging, which leads to employee disputes and deterioration of relationships.

Solution:

Educating all personnel about the cultures of the individual with whom they work is critical. Including cultural orientation as part of the onboarding process is a significant step in the right direction.

The principles and work culture of the company should prioritize cooperation and foster a work environment of respect and understanding for colleagues. Team-building activities that unite employees around a shared goal perfectly aid in integrating individuals from various cultures and backgrounds.

Setting organizational principles or behavior standards inside a workplace also helps employees understand their position, conduct, and behavior in a company. While following laws and procedures are vital, a company must also foster a friendly and comfortable atmosphere.

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7. Legislation (Labor Laws And Compliances)

There are several Labor laws that every HR needs to go through.

With all labor regulations growing more employee-friendly, it is becoming increasingly difficult for organizations, particularly small and medium-sized businesses, to keep up with these standards.

Furthermore, because smaller businesses may not have a dedicated HR staff, revising policies to comply with new regulations is a major undertaking. A company may find itself in hot water if a lawsuit is brought for non-compliance.

These rules and legislation apply not just to employment contracts but also to employee benefits, hiring procedures, payments, and so on. Most of these acts and legislations are ambiguous. The proper interpretation is critical for guaranteeing conformity while not overcommitting to workers.

Solution:

Hiring statutory compliance firms significantly benefit a business since it saves time, receives professional advice, and ensures that all rules and guidelines conform to industry standards.

While these may come at a cost, they are still worth it when contrasted to the cost of non-compliance, which may include the expense of a lawsuit and the risk of losing one’s employer’s brand image. Policies and standards must be audited and amended regularly. Furthermore, the organization’s HR function should be agile enough to adjust its procedures to changing market rules.

8. Leadership Development

An organization’s attempts to offer adequate resources and training platforms for its employees sometimes ignore the requirement for the training and grooming of leaders.

It is a frequent fallacy that leaders have reached a point where they no longer need to learn anything new and that, if they do, they can do it through self-learning. Leaders have a significant impact on company performance and employee satisfaction.

A lack of leadership grooming leads to employer-employee conflicts and disagreements and an uncomfortable work environment, hurting employee morale, satisfaction, and, ultimately, the organization’s goals.

Solution:

A company must create a learning and development plan that encompasses all levels of the organizational structure. Leaders should be given the same priority as other workers regarding training, mentoring, and succession planning.

While technical skills may be self-taught, soft skills such as having tough discussions, offering developmental criticism, and holding meetings, among others, must be taught via experience, exposure, and feedback.

The post How to Overcome The 9 Most Complex Recruitment Challenges? appeared first on TheIndiaJobs.Com.

Just enter your details on a job website, and there you go! Thousands of companies have sharp eyes on job websites, and that’s how your recruitment chances go 10x!

You’re often targeting a job, and job sites recommend something a hundred times better!
India has notably experienced economic growth in recent times.

Moreover, this growth has created more job opportunities for job seekers. It is because so many companies are now looking to recruit more and more candidates online.

Numerous job portals link hiring companies with job-seeking people, but these portals aren’t the same!

After a long evaluation, 10 Best Job Sites in India is what we’ve selected, and we bet these can get you to your dream workplace!

Top 10 Job Portals In India & Best Job Sites In India – 2025:

Every site has a different approach, a special way of working. We’ve spent months and tracked all in real life to bring you the most convenient ones! Besides keeping ourselves updated with the latest status of these websites, we’ve not overseen the necessity of going to a flashback of a couple of years to see how these sites were performing.

Here are our lists!

JOBGRIN.CO.IN

(Best Job Portal In India For Speed And Perfection)

JobGrin is a free job search platform where you can seek job opportunities matching your skills and locations. The company is very popular in India. It has hassle-free registration and a simple and powerful user interface for job searching, which helps job seekers find matching jobs very easily.

JobGrin Standard Features:

Best Job Portals In India: Expert Advice For Jobgrin. Co.In

So, why is Jobgrin.com standing right on top? How does it manage to beat big guns like Indeed, Naukri, etc.? Well, Jobgrin’s success lies in their pace and perfection. In addition, all these services are free, and you feel great ease while navigating through their web pages.

Full marks to UI, especially the resume building section, are pretty attractive. Web navigation is at its best. As Jobgrin.com has ensured a tremendous balance between job seekers and employers, we have no hesitation in exclaiming Jobgrin.com as the best job site in India.

Top 10 Job Sites In India Score: 9.6

SHINE.COM

(Best Job Portal In India Regarding Innovation)

Shine has crossed the 2.5 crore candidate landmark and has more than 3 lakh latest job vacancies from leading companies. Thanks to the professional advice given to job seekers! It’s one of the creative job portals in India. Over the past decade, Shine.com has become a prominent name in the recruitment industry.

The Pricing Structure Of Shine

• 10 Job Postings, validity 2 months in Rs 5,264/-
• 25 Job Postings, validity 3 months in Rs 12,826/-
• 250 Job Postings, validity 3 months in Rs 43,865/-

Database solutions include all India databases, smart job postings, and Email & CV downloads. Pricing is as follows:

• 3 Days All India Database + 1 Smart Job Posting in Rs 3,499/-
• Seven days All India Database + 2 Smart Job Posting in Rs 6,999/-
• 6 Months Regional Database + 100 Job Posting in Rs 77,983/-

Flipping The Coin:

Best Job Portals In India: Expert Advice For Shine.Com

So, what’s Shine.com good? Firstly, it’s a humongous platform, and secondly, they highly believe in innovation. Concerning the flexibility and convenience they provide for job seekers and employers, they deserve good remarks from the expert.

Once you enter shine.com, you believe that you can achieve your goal via this site! However, if you are haste about getting employment or employing somebody, then Jobgrin.com is a better choice.

Top 10 Job Sites In India Score: 9.2

TimesJobs.com

(Best Job Portal In India For Recommending Jobs And Companies Based On Your Profile)

We highly appreciate its Hibernate mode, which means that the candidates can activate this feature to make their complete profile deactivated for 90 days. After that, however, they will be able to apply for jobs. Recruiters will not be able to see their profiles, and candidates will not receive emails from Timesjobs.

Job Seeker Registration is free here. Let’s know more now!

Flipping The Coin:

Best Job Portals In India: Expert Advice For Timesjobs

They’ve recently introduced a mass mailing feature and improved their Campaign Manager. Yes, we’re glad about that. However, Resume Builder isn’t available on the negative side, and we wish it were there! Also, this site goes at its own pace, and you, as a seeker, get no premium plans here.

Overall, TimesJobs deserve to be in India’s top 10 job websites.

Top 10 Job Sites In India Score: 9.1

Freshersworld.com

(Best Job Portal In India For Companies, That Are Searching For Freshers)

Among the top job sites in India comes Freshersworld.com, featuring over 60,000 recruiters. For freshers, there are high chances of finding real jobs. As this site is a hot favorite of freshers nowadays, it has become very easy for the companies looking to hire freshers and save money!

There are red sections such as hot jobs, govt / technical jobs, defense jobs, IT jobs, careers, company lists, and Interview tips. Regarding Support Channels, you get Emails, Web Forms, Call Back Requests. Besides that, you get a Mobile app and Courses/Certifications.

Flipping The Coin:

Best Job Portals In India: Expert Advice For Freshersworld

Undoubtedly, this is a sort of Job website heavily focused on freshers, due to which, for employers and job seekers, falling into this department will be highly beneficial. However, we don’t need to mention that if you’re experienced, then better go with websites like Jobgrin and Shine.

Returning to this one, neither you get any Resume Builder nor Advanced Job Search, and if you’re happy with the other offerings, go for it!

Top 10 Job Sites In India Score: 8.9

WisdomJobs.com

(Best Job Portal In India In Skill-Assessment And User-Friendly Interface)

To begin the explanation of WisdomJobs’ expertise, we’ll say, About 30 million job seekers have already registered for this job portal! It makes WisdomJobs.com one of the best job portals in India. Candidates can participate in multiple skill tests to get shortlisted.

wisdomjobs is not only a job portal. You will get free online course materials, interview questions, and many skill practice tests through its online knowledge library.

For Support Channels, you get a Phone call and Email. Further, you enjoy Walk-in Jobs, Live Feeds On-Site, and Courses / Certifications. No Mobile app support here.

What’s more? Let’s see!

Flipping The Coin:

Best Job Portals In India: Expert Advice For Wisdomjobs

Job seekers get Government Jobs Listing, Free Resume Samples, and an Extension for the browser, which is sweet. However, Free Job Posting isn’t available here. For an employer also, there’s much juice! The premium plan is pretty cheap, just 1200/3 months! Yes, WisdomJobs is cool!

Top 10 Job Sites In India Score: 8.8

Naukri.com

(Best Job Portal In India Regarding Versatility And Size)

Regarding Versatility and size, naukri.com is the leading among India’s top job sites. Now, who doesn’t know about Naukri.com? They have been walking on the success of the road since 1997. It’s a humongous website, and they were the first to bring the revolution of online job portals in India. It’s a perfect website for engineers and technologists.

Their portfolio is incomparable. There are millions of jobs waiting for Indian job seekers. Lastly, the job portal is among Info Edge’s index of recruitment websites. You’ve got a Phone call, Email, and Live Chat regarding support channels. You get Walk-in Jobs; Live Feeds On-Site, and Courses /Certifications.

Flipping The Coin:

Best Job Portals In India: Expert Advice For Naukri.Com

There’s something to the complaint as well. Resume builder is an amazing feature, but the cost makes you go stunned! Moreover, it begins at over 1600 INR, making it an almost useless feature for a huge percentage of job seekers.

The premium plans are pretty expensive. Besides that, web navigation isn’t the best. They certainly need to upgrade that. In contrast to that, Naukri.com has several benefits to offer.

Firstly, there are so many options that you’ll be baffled! Also, you get the widest chances here, whether you’re a seeker or an employer.

Top 10 Job Sites In India Score: 8.6

Monster India

(Best Unique Job Search Engines Based In India)

Monster India started its operations in 2001. Monster is an American-based global employment website owned and operated by Monster Worldwide, Inc. Interestingly, it has served recruiters and job seekers for over 20 years.

Concerning Support Channels, you’ve got Phone & Email. You get Mobile App as well.

They provide a special service named “XPRESS Resume+ for sharing the Resume with top placement companies. There are 4 different categories mentioned below, with a pricing list:

National – 1200 Placement Consultant @Rs.999

• Gulf – 200 Placement Consultant @Rs.1499
• National + Gulf – 1400 Placement Consultant @Rs.1999
• City – Rs.599

They provide 4 types of resume writing services:

• Right Resume – (Starting @ Rs.749): for resuming formatting and education highlighting
• Xpress Resume + – (Starting @ Rs.599): Enhancing job search
• Career Booster – (Starting @ Rs.520): combo of above both (a); & (b).
• Resume Highlighter – (Starting @ Rs. 499): Get noticed by employers with Resume Highlighter.

Flipping The Coin:

Best Job Portals In India: Expert Advice For Monster India

The courses/Certifications system won our hearts. The Monster Education program provides online E-learning and certification courses with technology streams, business management, finance management, law & security, recruitment & staffing, etc.

However, if we roll on with the employer’s point of view, Monster India seems somewhat expensive. Recently, they brought an update in their UI, which can be considered a betterment. They’ve also brought psychometric tests that give you a suggestion for carrier choices and so on. It’s a nice website, though!

Top 10 Job Sites In India Score: 8.5

Indeed.co.in

(Fastest Growing Job Portal In India)

Three-quarters of job seekers in India visit the Indeed.com  job portal; isn’t that a big thing? The frequent visit makes Indeed.com one of the most visited job portals in the country and even the world. Indeed’s operation is pretty simple; most importantly, you get rapid results.

Anyone who has graduated 12th grade or holds a Masters’s Degree can sign up and get jobs that match their skill set. Regarding Support Channels, you’ve got a Web Request. In addition, they provide Mobile App and Walk-in Jobs Live Feeds On-Site.

Flipping The Coin:

Best Job Portals In India: Expert Advice For Indeed. Co.In

Indeed has more than enough for everyone, and its simplicity wins hearts. Due to the high success rate, you find many active users here, and many HR companies always keep sharp eyes here, due to which the job seekers generally don’t have to wait long here.

You get tremendous flexibility here as a job seeker, and reviews from the recruiters about this website are also impressive. Concerning the negative, we don’t see any big updates in Indeed, and it’s not as sophisticated as our top choice here.

Top 10 Job Sites In India Score: 8.3

Glassdoor. co. in

(Helps Indians Get Hired Even Though More Geared Towards Americans)

Glassdoor was established in the year 2007. Employees and former employees can anonymously review companies and their management. This site already has 30 million users from 190 countries and corporate clients, including one-third of all Fortunate 500 companies.

They rate companies annually and award companies with employee choice awards annually. It is also known as the Best places to work award.

Flipping The Coin:

Best Job Portals In India: Expert Advice For Glassdoor. Co.In

While narrating our Top Job Portals in India guide, the best things we found with Glassdoor were the tracking and analytics system. It’s sophistication at its best.

We highly appreciate the Favorite company updates feature, but we miss the much-needed feature like Free Resume Builder. Unfortunately, you don’t get Government Job Offers here. If sites like Jobgrin, Shine, or TimesJobs aren’t working well for you, Glassdoor is the one to try out.

Top 10 Job Sites In India Score: 8.3

Careerjet.co.in

(Best Job Portal In India Regarding Affordability)

Careerjet is among the top job sites in India regarding affordability. The site has considerably revolutionized the job search industry. It’s among the most effortless to use, and the element of usability is particularly pronounced. The site provides jobs for people with various skill sets.

Flipping the coin:

Best Job Portals In India: Expert Advice For Careerjet. Co.In

When you compare Careerjet to most of the other job portals in India, which we discussed, you’ll find that features are pretty few here. You aren’t getting much flexibility, and some folks will be glad about that! Pricing isn’t making any holes in the Recruiter’s pocket.

Job Seeker Toolkit is unavailable, and there are no Walk-in Jobs Live Feeds On-Site. However, if you prefer simplicity, then Careerjet assists you pretty well.

Top 10 Job Sites In India Score: 8.1

Top 10 Job Portals In India & Best Job Sites In India: The Conclusion

Your preference is the biggest causal factor. In contrast, most job portals have a single aim; this list details their differences—and similarities.

As an Indian, these top job sites are the best to visit if you seek a job. What’s more? Job seekers don’t have to pay one paisa and can still get hired for their dream job on most websites.

Please share your thoughts. Have you used a job portal before?

Have you got experience with one of these? Are job portals worth the time? Whatever your comment is, we are more than happy to receive it.

Visit The Best Job Portal

The post Top 10 Job Portals in India, Best Job Sites in India – 2025 appeared first on TheIndiaJobs.Com.

Nobody wants to lose the chance to hire talented and capable employees. It’s pretty unfortunate sometimes when the job application of a talented candidate gets lost in the resume “black hole.” Here are some Top Recruiting software/applicant tracking system reviews.

The employee keeps on wondering why the hiring manager or employer wasn’t interested in him, and on the other hand, the company loses a very good chance.

In today’s world, manually handling the hiring process is tough, which is why application tracking systems are gaining fame greatly.
And why not?

Every talented and worthy candidate’s resume should reach the hands and eyes of a real person so that he at least gets a fair chance.
Today’s discussion is about ATS, its advantages, and consideration, and yes, we’ve listed the remarkable ones down there.

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What is an Applicant Tracking System?

A software application that automates Recruitment is often known as an ATS (Application Tracking System). ATS solutions today organize and simplify the hiring process from source to hire. It was originally designed to support job conformance applications.

Recruiting practices, like spreadsheets and email chains, fail to meet today’s highly competitive labor market expectations. ATS software benefits the recruiters and HR teams with centralized database productivity and ability. ATS software enables you to enhance the effectiveness of hiring teams while drawing top talent.

• Post to a variety of boards with a single application.
• Sort, scan, and rank candidates.
• Generate email and text interview requests for potential applicants.
• Keep teams on track to achieve recruitment objectives.
• Manage, build, and maintain career pages.

Tracking systems provide a wealth of tools to save valuable time, improve the productivity of the recruitment team, and offer consistent processes while improving the experience for candidates.

What Is The Best Applicant Tracking Software?

Applicant tracking systems combine features with ease of use for recruiters and hiring teams. The selection of the best ATS can be remarkably feature-rich. The best ATS should comprise the following:

• Open APIs
• Candidate portal
• Marketplace for third-party vendors
• Agency-Portal
• Career page builder
• Great UX/UI
• Event management
• Reporting & Analytics
• Globally compliant
• Cloud-based
• Native Artificial Intelligence to support biased or unbiased hiring practices
• The solution from source to hire from end to end
• Future proof – easily scalable
• Native CRM

Why Should Recruiters Utilize an Applicant Tracking System?

A great ATS can switch a reactive hiring team into a productive, proactive, cost-efficient process.

As per the annual SmartRecruiters customer analysis, mobile-friendly, modern, intuitive, and easy-to-use. ATS has shown a 118 percent increment in applicant volume, a 48 percent time saved by professional HRs on hiring activities, and a 53 percent quicker response time than presents the increased communication of hiring managers.

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An ATS Also Offers Important Advantages:

Collaboration

ATS software allows HR professionals to communicate with employers and candidates clearly and efficiently. The employing teams can issue announcements, involve policy-makers, and securely engage and share CVs on the platform.

The candidates no longer slip through the cracks because of the applicant tracking system and feel more connected to the company throughout their hiring journey. Managers and candidates are in the recruitment process – so don’t guess where they are again.

Analytics

ATS solutions offer analytical tools for measuring recruitment and recruitment success. Real-time data can be used proactively by employers to forecast the needs of their personnel, build a recruiting pipeline, retain an active workforce at capacity and accurately measure cost, quality, and time of employment.

Recruitment Marketing

In today’s tight labor market, an end-to-end recruitment strategy is crucial. With a robust and effective ATS program, an employer can attract employees to their employer brand in the future and engage them. A broad spectrum of strategies can be achieved, including CRM, job advertising, events, reporting, social media, and agency relations.

Compliance

The original inspiration behind the ATS was compliance. The world of compliance is wide, complex, and continually changing. There are many aspects to be managed dependent on the operation of a company, such as the need to provide appropriate support for a global organization from the Equal Employment Opportunity Commission (EEOC) to the General Data Protection Regulation (GDPR). Compliance law is global depending on country and state and is critical for this ever-challenging environment by having the right hiring practice and a modern ATS solution.

Top Recruiting Software/Applicant Tracking System

1. CATSONE – Best For Visual Comparative Feedback

To bring new talent to a company, the human resources team must work on several levels to find and acquire the right skills for the job. Organically, different team members would have unique views on the candidate, so in his applicant tracking system, we like the Catsone scorecard feature.

Catsone offers interview scorecards to sample candidates based on skills, qualifications, or any custom category if you or any company member. You can easily examine and compare feedback from all and make the best recruitment decision. Catstone also provides a fully adaptable workflow process that automated triggers can schedule.

Star Features of Catsone:

• Applicant Tracking
• Background Screening
• Assessment Management
• Candidate Management
• Candidate Tracking
• Internal HR
• Interview Management
• CRM
• Interview Scheduling
• Job Posting
• Recruiting Firms
• Resume Parsing
• Job Requisition
• Resume Search
• Temporary Staffing

2. JobDiva – Best Easily Accessible Cloud System

You’ll be very glad to learn that JobDiva ATS is cloud-based and allows a large quantity to be easily accessible for storage and information. The facts of the hiring process can be overwhelming. JobDiva has the most powerful candidate match and searches technology in the market with online boards; it is so impressive precisely because of its comprehensive, holistic solution for an employee organization.

JobDiva offers first-class software solutions for every section of a staffing business, which means less stress for everyone, from recruiters to back-office professionals to the sales team.

Star Features of JobDiva:

• Assessment Management
• Background Screening
• Candidate Management
• Candidate Tracking
• Billing & Invoicing
• CRM
• Internal HR
• Interview Scheduling
• Job Posting
• Interview Management
• Job Requisition
• Lead Management
• Payroll Management
• Recruiting Firms
• Onboarding

3. Breezy – Best For Real-Time Communication

The recruitment process can be chaotic, and the process and the communication between team members can become hectic depending on the time allocated to recruiting the right talent and recruiting. The tracking system for breezy has an easy drag and drop control system that keeps each team member up-to-date and on the same page.

Typical manual workflow automation unloading hours and high-level extras like custom interview guides and generating scorecards are at the height of each team’s fingertips in Real-time. Effective messages with teammates and handy things like automatic interview schedules and a chrome supply extension keep teams ahead of their Recruitment.

Star Features of Breezy:

• Application Management
• Assessment Management
• Billing & Invoicing
• Built-in ATS
• Background Screening
• Candidate Tracking
• CRM
• Employer Accounts
• Feedback Management
• Discount Management
• Internal HR
• Interview Management
• Interview Scheduling
• Job Management
• Interview Practice Session

4. JobVite – Best For Customer Service

It can be daunting to appoint the most suitable candidates, especially when new to the business sector. To make a specific description that invites suitable applicants, you need the required knowledge of the job market. JobVite is an ATS tool on the cloud that will help you to simplify this process.

It has an impeccably powerful and professional support user-friendly platform to automate Recruitment. This tool is a tool that hires thousands of employers more quickly and efficiently. Trusting you to find the most suitable candidates could not be better.

Star Features of JobVite:

• Assessment Management
• Background Screening
• CRM
• Electronic Forms
• Candidate Tracking
• Electronic Signature
• Employee Handbook
• Interview Management
• Interview Scheduling
• Job Posting
• Internal HR
• Job Requisition
• Onboarding
• Resume Parsing
• Orientation Workflow Management

5. APS – Best For the Holistic Approach

The recruitment process is usually one element of a human resources team’s tasks and responsibilities. Once you know the system and the ability to use it through different subjects and platforms, it will be much easier to use and greatly reduce the chance for error.

APS Hire Recruiting and Onboarding unify its core HR, payroll, and attendance solutions to improve employee management from hiring to retirement. We like to use a system from Recruitment to withdrawal! LineUp recruiters have the largest database of recruiters in the United States.

More than 10,000 recruiters, headhunters, search companies, and more are available with our search platform. It’s simple, simple, and free to use our search system. Use the search form to choose your search industry and location, and we will match you with the relevant and most qualified recruiters or head hunters to search for your job.

Star Features of APS:

• 401(k) Tracking
• Benefits Management
• Direct Deposit
• Multi-State
• Check Printing
• Payroll Outsourcing
• Payroll Reporting
• Tax Compliance
• Vacation/Leave Tracking
• Self Service Portal
• Wage Garnishment
• W-2 Preparation

6. SAP SuccessFactors – Best for Analytics and Reporting

Recruiters and professionals need a tool that goes beyond Recruitment. There are more tasks to be completed after Recruitment. For example, newly engaged employees need onboarding to get to know an organization and mix its culture.

The onboarding, performance management, and payroll characteristics of SAP-SuccessFactors ATS are highly appreciable. You can still use this tool for a long time, even if you hire a candidate successfully. Its excellent analysis and reporting skills help you identify areas in your company that need attention and act accordingly. Also integrating into third-party applications is SAP-SuccessFactors.

Star Features of SAP Success Factors:

• 360 Degree Feedback
• 401(k) Tracking
• Benefits Management
• Check Printing
• Applicant Tracking
• Compensation Management
• Direct Deposit
• Employee Profiles
• Multi-Country
• Employee Database
• Multi-State
• Onboarding
• Outsourcing Payroll
• Reporting Payroll
• Management Payroll

7. iCIMS Recruit – Best for Job Posting Advertisement 

A detailed job description is one way of attracting the most qualified candidates. The description should include your company’s values, culture, goals, job details, and qualifications requirements.

You match the most suitable candidates with keywords with iCIMS Recruit.

The tool integrates directly with social media and employment platforms to diversify the reach of your audience. The software for iCIMS Recruitment can be highly tailored to the recruitment needs of any organization. Moreover, it has a mobile app to track the progress of your Recruitment. Profit from iCIMS Professional teams and design a career page for successful Recruitment.

Star Features of iCIMS Recruit:

• Application Management
• Assessment Management
• Candidate Tracking
• CRM
• Background Screening
• Document Management
• E-Verify/I-9 Forms
• Electronic Signature
• Employee Handbook
• Electronic Forms
• Employer Accounts
• Feedback Management
• Internal HR
• Interview Management
• Individual Development Plans

8. Zoho Recruit – Best for Recruiting Agencies

Whether you are a recruiter or an employment agency looking for the best software tool to track applicants for candidates, Zoho Recruit is the right choice. It also provides solutions for recruiting employed managers to hire subordinate and executive candidates. The customization features of this program are outstanding.

Recruiters and agencies can automate tasks like managing interviews, sending emails and notifications, sorting curricula, etc. Recruiters and headhunters can plan better recruitment policies with their efficiency.

You can undoubtedly simplify your recruitment process with Zoho Recruit. Post several jobs and share them with a diverse audience across different platforms.

Star Features of ZOHO:

• Application Management
• Assessment Management
• Built-in ATS
• Candidate Management
• Background Screening
• Candidate Tracking
• CRM
• Factor-based Evaluation
• Internal HR
• Evaluation Management
• Interview Management
• Interview Scheduling
• Job Management
• Marketplace Of Job
• Description Management Of Job

9. Bullhorn – ATS and CRM Solutions

What makes Recruitment successful is the best recruitment management system. You must be able to find and make an impression on the applicant as a hiring manager or recruiter. Your company is renowned and keeps you ahead of the competition through these candidates.

The Bullhorn ATS also works with employers since several candidates have been gained from the source. It implements social media platforms and communication tools such as LinkedIn and emails to enable you to directly view progress in your Recruitment from the Bullhorn platform. Additional characteristics include dashboard reports, passive activity monitoring, and mobile Recruitment to manage on-the-go activities.

Star Features of Bullhorn:

• Billing & Invoicing
• Applicant Tracking
• Candidate Management
• CRM
• Candidate Tracking
• Employee Database
• Interview Management
• Internal HR
• Interview Scheduling
• Job Requisition
• Job Posting
• Lead Management
• Payroll Management
• Onboarding
• Performance Management

10. Smart Recruiters – Best for Easy-to-use & Intuitive Design

Small, medium or big organizations need a tool that will simplify the recruitment process and make it easy for recruiting teams to navigate through ATS. New companies must also learn how ATS tools work to recruit the most appropriate candidates successfully. ATS Smart Recruiters is your organization’s perfect addition.

It has staff screenings, background checks, and onboard functions to make recruitment efficient. Candidate Relationship Management (CRM) is one of the extended functionalities you get from this tool. It also integrates with tools and work boards from third parties, making it a favorite choice for many people.

Star Features of Smart Recruiters:

• Background Screening
• Assessment Management
• Candidate Tracking
• Internal HR
• CRM
• Interview Management
• Job Posting
• Interview Scheduling
• Job Requisition
• Reference Checking
• Recruiting Firms
• Resume Parsing
• Self Service Portal
• Resume Search
• Workflow Management

Major Elements to Consider While Purchasing the Applicant Tracking Software

A. Integration

Integration with other applications such as HR and payroll systems of applicant tracking software is essential. It tracks the candidate’s management process and enhances the performance of the HR department throughout the process.

B. Customization

The personalization feature could be a recipient virtue. You may create additional fields for submitting your application or gather more information on the candidates. Some top-class applicant tracking systems even allow the software’s interface to be changed by brand.

C. Flexible

The top-ranking applicant tracking systems are scalable and easy to adapt to new changes. The hiring agencies and the HR team should always choose flexible software that matches the organization’s future objectives. It can save recruiters a lot of time and money.

D. Recruiting Workflow

Before the applicant tracking system software is completed, the users must ensure that the workflow of the tools is aligned with the organization’s recruitment process.

E. Support Multiple Languages

The highly-rated applicant tracking systems should support multiple languages to provide a better experience for candidates in all regions.

F. Simple Interface

The simpler interface is one of the best-rated applicant tracking systems. It could add value for both recruiters and staff. Easy to use interface allows quick resume upload and a better experience for the applicant. On the other hand, recruiters can quickly access the resume or obtain essential data in a few minutes.

G. Pricing

The choice of applicant tracking software is one of the crucial factors. In general, application tracking software comes in various price lines, and the recruiters should choose among the best applicant tracking systems, depending on the recruitment business scale. In addition to different price models, features, and support services, users should also check for hidden costs.

These factors may determine whether the tracking system software of an applicant fits best for an organization. In addition, recruiters should monitor current trends and updates on the top-ranking tracking systems of applicants.

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What Are the Trends In Applicant Tracking Application?

New technology and trends for fast employment and better candidate experience are the most popular applicants’ tracking systems.

A. Chatbots

It is practically impossible for recruiters to respond promptly to all candidates with numerous job applications. Chatbots prove productive in such a scenario when they provide better answers to their candidates. You can also help answer frequently asked questions, update the status of the user application and schedule an interview.

B. Video Interviewing

Video conferencing technology is now the emerging trend in the recruitment process with high Internet speed and improved computing power. The recruitment process is cheaper and more advanced. It enables communication in real-time with applicants from anywhere.

C. Predictive Analysis

The ability of recruiters to identify and predict current data helps them make important decisions and devise recruitment decisions. Fast and targeted hiring can be helped by predictive analysis.

D. Social Media Recruiting

Social media has driven communication to a different level, and people can connect easily via social media. Nearly all leading social media can integrate the most popular applicant tracking systems that enable recruiters to reach the right candidates.

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The post Top Recruiting Software / Applicant Tracking System 2025 Reviews appeared first on TheIndiaJobs.Com.

What is Performance Appraisal?

Performance appraisal is a process to evaluate an employee’s performance. Management can evaluate a systematic personality process where the employee assessment orally and with written elements such as performance appraisal forms.

Performance appraisal is essential for both the organization and employees. It helps the organize the organization discover employees’ abilities and skills development.

Methods of Performance Appraisal

There are two methods for carrying out the entire process. The traditional methods and modern methods. Each performance appraisal method has its pros and cons; therefore, no single method is accepted by all organizations. Organizations choose optimum methods for the Management to carry out the process effectively.

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Traditional Performance Appraisal Methods

1. Ranking Method

The oldest and simplest method for performance appraisal is where employees can evaluate by comparing with other employees and ranking them from the best to the worst.

The ranking method is the easiest and simplest method to carry out the entire process but may create problems and issues if conducted on a large scale. The ranking method is always criticized because it is less systematic, and sometimes results look biased.

2. Paired Comparison

The paired comparison method is similar to the ranking method. When you want alterations made, you can use the ranking method to make it effective when conducted on a large scale. At that time, you can use the paired comparison.

Generally, you can compare each employee with the other on one basis. It is usually based on one character.

3. Forced Choice Method

J. P Guilford developed the forced-choice method. Evaluator rates the employees based on the group or pairs of statements by using this method.

In the forced-choice method, evaluators can force you to choose from ready-made statements.

In this method, you can contain both positive and negative statements.

4. Checklist Method

One more method to easily implement the process for appraising the employee. You can use this method for the HR department’s checklist to prepare the employees’ final scores. After that checklist, you can forward it to the Evaluator.

You can prepare the checklist with questions about employee behaviors and job performance. The Evaluator needs to answer the question in YES or NO form.

5. Critical Incidents Method

In this method, the Evaluator analyzes the critical incident in which the employee participated and evaluates them based on their behavior and performance during the incident.

You can not use this method just for the performance appraisal. Can also use it for job interviews. The interviewer can give examples of certain scenarios and ask the interviewee how they would handle such incidents.

6. Essay Method

The Essay method is the simplest method among various available methods. In this method, the Evaluator writes a descriptive essay on employees describing their strengths and weaknesses, nature, etc.

In this method, employees must rely on the Evaluator’s observational and writing skills rather than his performance.

7. Confidential Reports Method

 The traditional method can use for appraising the appraisee. It can mainly use in government sectors. The immediate boss or supervisor evaluates to make the promotion effective. Usually, the structured format is use methods, such as strengths, weaknesses, character, attitude, attendance, etc.

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Modern Performance Appraisal Methods

Management By Objective(MBO)

It is the most interactive and fair method for performance appraisal, which is also cost-effective. The performance evaluates by the goal set against the objectives by the Management using this method.

You can use the method of management to set the goals and expected outcome for each appraisee which helps to increase performance standards.

Assessments Centers. 

The assessment center can use for the executive and potential supervisory evaluations.

This method was first used back in 1930 in Germany by the armed forces to rank their officers. The method gradually spread to the UK and US by late 1940.

360 – Degree Appraisal

In this method, the feedback is taken about an employee from everyone interacting with him during his working hours. They can be his juniors, seniors, supervisors, team members, etc.

This method was first used and implemented in the General Electric Company (USA) in 1992. And now, it is widely used by many major organizations.

Cost Accounting Method

Using this method, you can assess employee performance on the monetary contribution of the employees to the organization. It establishes the relationship between the cost of retaining the employee and the benefits the organization derives from the employee.

Advantages of Performance Appraisal

• The performance appraisal helps organizations and Management provide a performance record over time.
• It helps the managers select the perfect candidate for any job based on his skills and performance.
• Performance appraisal also helps the employees identify areas of weakness that need improvement.
• It will create a healthy competition between employees to perform better than their colleagues.

Disadvantages of Performance Appraisal

• If the data and the factors used in appraisals are incorrect, then the whole procedure will fail to provide accurate results.
• Sometimes the evaluators are not equally qualified to evaluate the appraisees and their abilities. It may lead to cause harm to the organization over some time.
• Sometimes the essential factors are left behind or not given equal weightage to those factors while performing the Appraisal.

Process of Performance Appraisal

Setting Up the Criteria.

The First step is to conduct an effective and successful performance appraisal to set the expected standards from the employees. The Evaluator should create the performance appraisal forms that must have a relevant question and meet the organization’s criteria and goals.

Communication With Employees.

Setting up the criteria is not enough to carry out this whole process. Communication with the employees is also the one big essential part of this process to make this process unbiased and ethical.

Measuring The Performance Of Employees.

It is the most important part of this whole process. If the standards and the criteria are well defined, it will be easy to measure them for the Evaluator. There are so many methods for it which we have already discussed.

Comparing The Measurement With Actual Standards.

Once the measurement is done, the next step is to compare it with the existing standards set for performance and evaluate the employee using those standards and criteria. There will certainly be some gaps between the standard set by the organization and the employee’s performance. After comparing it, can fill those gaps by providing feedback and training to the employee, who helps both the organization and the employee in the development and growth.

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Feedback to The Employees

Once the evaluation and the comparisons are made, the most crucial step is to provide feedback to the employees to do the correct actions if there is any scope for improvement. Also, positive feedback will motivate employees to perform even better.

Sample Performance Appraisal Forms

1) What Does This Template Cover? 

The document covers the key factors of appraisal form format like employee details, more than twenty evaluation criteria, detailed calculation of aggregate grade, side-by-side comparison of strengths and weaknesses, identification of training area, recommendations for the promotion, and salary increment.

Suitable For Industries:

It is suitable for the industries where i) evaluation criteria are very broad & ii) regular training is important.

Document Source:

CiteHR.com

2) What Does This Sample Cover? 

The document covers basic employee details, 8 different evaluation criteria, the Evaluator’s comment, a separate section mentioning technical abilities, and the appraisal history.

Suitable For Industries:

This sample is suitable for the industry where evaluation criteria emphasize technical abilities, and the appraisal history is considered.

Document Source: 

CiteHR.com

3) What Does This Sample Cover? 

The document covers basic employee details, 3 major ability criteria of skill/knowledge, personality development, and leadership. The maximum weightage of 60% is given to skill/knowledge, and the rest has 20% each weightage. The different flagging is assigned to based on the performance. This sample also includes a self-assessment form which again looks good in evaluating the performance.

Document Source: 

CiteHR.com

5) What Does This Sample Cover? 

This document is a very basic format. The sample covers basic employee information and 3-4 evaluation criteria with rating assignments from very high, high, moderate, and low. 

Suitable For Industries:

Suitable where evaluation criteria are not very broad. You can assess the appraisal based on the general comments and ratings of the assessor.

Document Source: 

CiteHR.com

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Curious to know how to hire remote employees? Here’s a guide full of insights and best practices for hiring remote employees and onboarding.

There is no secret that flexible and remote work opportunities are becoming more popular. According to Indeed, 2015 research found that remote job searches had increased by 85% in just two years. It is just one reason why companies should consider telecommuting options.

But, remote employees are not the same thing as in-office staff. There are numerous things to stay aware of them. The hiring strategies and techniques you follow for in-office hiring may not work in the other case.

However, the right strategy can develop a great remote employee team for you, which may be much more reasonable than in-office staff. There are several other considerable benefits as well.

The following guide by TheIndiaJobs will give you an overview of how your remote employees hiring process might look.

Why Should You Hire Remote Workers?

Let’s cherish some facts you still aren’t convinced about the possibility of remote workers being hired.

Remote work is an excellent option for companies because they have more candidates and potential employees. Remote work suddenly becomes an option for people who live far away.

Companies can cut operational costs by not having to provide office space or electricity for employees. Currently, we can’t neglect the cost of transportation, especially when the prices of Diesel, petrol and even CNG have increased so much.

A Well-Defined Guide to “How To Hire Remote Workers”

Take a look at these steps to get an idea of how you might hire remote workers.

Step 1: Get Deeper Into Knowing The Job

It’s often entrepreneurs or startups who are looking to hire remote workers. They are natural-looking for people to fill newly created positions. It is a problem: It’s very difficult to find the right person if you don’t know what the job requires.

While a generic job posting may get you many applications, only one specific post will get the right applicants.

Before you begin to post your job, be sure you understand the details of the position. Do the job for a while yourself if possible. Perhaps you need customer support. Sit down and answer calls and emails for a few days (or weeks). It will assist you in creating the perfect job offer.

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Step 2: Make Strategies For Posting Your Job

You can start spreading the word after attaining a clear idea of who you’re looking to hire. These are some suggestions on where and how to find great candidates. However, don’t skip the critical step of posting your job on a highly reputed job-posting website.

• Meetups In Your Area:

Does that sound strange? It might. It is a way to expand your network. Look for skill-specific or small work-focused groups, such as Remote Worker Meetup or London Freelancer. It’s a marvelous way to meet potential candidates face-to-face.

• Your Network:

Perhaps you’ve worked with a candidate who is suitable in the past. Perhaps a former student? You might find someone who is interested.

• Remote Workers:

Remote workers can use job boards. They can benefit from the fact that they have access to job boards online. They enjoy working from home and are often well-versed in telecommuting work.

• LinkedIn:

Now, that’s the traditional way. LinkedIn is a great place to search for professionals looking for work. Check their profile to see their skills and experience.

• Facebook Groups:

Facebook groups are a great resource. In the past, I’ve found many clients through Facebook groups and even freelancers in these groups. You have two options: either look around or post your job offer. Make sure to check the rules! You can search for jobs in general groups like Digital Nomads Around the World or for specific job opportunities, such as Virtual Assistant Jobs.

• Social Media:

Social media isn’t the only platform you can use to advertise your job. Tell your followers on Instagram and Twitter that you have a job opening. We’re sure many of them will be interested in working alongside you. They are following you already, so they like what you’re doing.

You can also consider job boards to find potential employees. However, please don’t ignore that even though many people have seen your job posting, they might not be the right candidates. If they are not specifically searching for remote work, they may waste your time if you explain the process.

Step 3: It’s The time to Prepare and Schedule the Interviews.

You can prepare for your interview while potential candidates apply for your job. Consider the questions you would like to be asked and the information you are looking for. You will need to consider your skills and experience in the area you are interested in.

It can also be helpful if the candidate has experience with tools used in your company or is ideal for remote work. You can use this example:

• Communication tools such as Slack and HipChat are available.
• Asana and Trello are great project management tools for the occasion.

These tools don’t require special knowledge; anyone can learn to use them. Sometimes, it may reflect previous remote jobs. You should also ensure that your remote employee has certain characteristics.

These characteristics might not be the same as what you look for in a candidate since not all candidates are good at working remotely.

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Here are the Big Considerations:

• Written communication skills are essential for the candidate. Remote employees communicate via chat or email. Issues can arise if the applicant does not like to send messages or finds it difficult to communicate clearly and politely.
• They must be an exceptional individual worker. He’ll be working in a team, and there are ways to make remote workers more effective, and he will be working on his own most of the time. He must be able to do the work on his own without the help of someone else.
• The person should be results-oriented and have a doer-type personality. Sometimes, getting someone to answer a question might not be feasible. You will need to solve the problem and figure out how to make it work. Don’t hesitate to adopt a proactive approach and not follow a set of rules. Remote jobs require a completely different approach.
• Candidates must be self-motivated. It can be challenging to pinpoint the motivation to work when you are working from home. There are many distractions. You don’t have a colleague to motivate you. Only by being motivated enough to complete the job will you be able to deliver results.
• They must be flexible. Can find remote jobs in relatively new or unusual companies. You must be able to adapt quickly to changing situations and tasks in a fast-moving work environment.

The Balance between Private and Professional Life

Private life is another aspect to consider when hiring remote workers. It shouldn’t be your business, we know. You don’t need to go out every day if you work remotely. Lack of social interaction can make it very lonely for many people.

Your candidate can balance his private and professional life better if he has a family, a hobby, or is involved in a group. It can greatly affect his happiness, motivation, and work performance.

It could affect future performance, but it might not! His work environment. Is he working from home, in a coworking space, or on his bed? This latter option might be fine for a while.

Many people will experience decreased motivation, performance, and back pain if forced to work from home all day. We can say the same for production methods. It truly can be fascinating to cherish the sources of motivation for the candidate to get the work done. Besides that, it’s interesting to know how he stays focused and productive all day.

Step 4: Nailing The Art of Video Call Interview

After creating a plan, you can select the top applications and schedule a call to interview them. Skype is the most used tool for conducting interviews.

One must consider many things when interviewing the actual conversation.

• Are you certain the candidate is familiar with the technologies you recommend? There are various ways to contact them, such as Skype or Google Hangouts?
• Are you flexible about the interview times? It could be that they aren’t able to make the interview last as much time each week in contrast to what he or they should.
• Did the candidate double-check his time zone before you set an interview time? It could indicate that the candidate is familiar with working with different time zones and is also thoughtful.
• Did he make sure to charge his phone and prepare his laptop/phone for the internet? Nothing is worse than a dead laptop halfway through or an unsecured WIFI connection. Before the interview, candidates must ensure that everything works smoothly.
• Is he able to upload a profile photo? Does he have a professional email address? A funky photo in shorts with sunglasses on and an address like bunnysunshinelover1085@gmail.com isn’t a signal that he utilizes these technologies frequently for business matters.

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Bonus: 

When applying for freelance jobs, many got great results after sending a follow-up email after the interview. One can write, “Thanks for taking the time to interview me.”

It was a pleasure to have had this interview with you. I’d be esteemed to be considered for the job. Any further questions?

An applicant who sends such a letter after an interview is a sure-fire way to get some brownie points.

Step 5: Arrange Team Meetings for the Sake of Transparency

The job’s nature will determine the importance of this step. You can skip this step if you’re only looking for someone to freelance on a project that he can complete largely by himself. Introducing a potential long-term employee to your team or colleagues can be beneficial if you search for a permanent employee.

You can schedule another video conference and invite your coworkers to join you. Invite remote workers to join you and have a conference call. Let everyone introduce themselves and have a chat. There are many benefits to this:

It raises community spirit. Your team members will realize their value and importance.

• Your colleagues may also be able to share their views about the candidate after the call. They must get along and respect one another if they work together.
• Third, if you hire the candidate, he should already be familiar with the team and people he will be working with. It could be an important criterion in his decision-making process.

This step is nice if you have the time, if your team has some interest and if there is an open job.

Step 6: Here Comes the Probation Period (or Test)

You are likely excited to have found the right person for your job. Do yourself and the applicant a favor by running a trial before signing the contract. Even though they may sound great on paper or during the video conference, reality can be very different.

One case occurred when I hired a developer who could speak English over the phone. He didn’t understand the instructions and could not communicate well after signing the contract.

The person who answered the call differed from the one who did the work. It was probably a scam agency. Trust me; it’s a hassle.

It is one of the drawbacks of remote workers. It is impossible to know who is behind the computer. The perfect method is to give them information about the whole project and then assign smaller tasks.

After attaining satisfaction with their performance, I assign the next milestone to them. This method is not suitable for all jobs or companies. If you are unsure of the authenticity of any contracts, don’t sign them. It is especially important for remote workers.

Are You Ready To Hire New Remote Employees?

You can see that some steps are very similar to those for normal employees who live in the same area. There are some important factors about remote employees. It all starts with where you are looking for new employees.

Most remote job boards are better than traditional job search sites. Many of the best candidates are reachable through social media like Facebook groups.

It is important to ensure that they can telecommute. Candidates must be proficient in working independently and have a positive attitude.

Remote work experience is a plus! Set up a video conference call to interview the candidate. Check to see if the candidate has any experience with online communication software.

It would help if you always started the job with a trial period or probation. You can’t be certain who sits behind the computer or capabilities, especially when hiring remote workers. This guide should certainly give you some ideas for hiring remote workers. Just start by posting your job.

Are there any other ideas or experiences you can share about hiring remote workers? Please leave a comment below embracing your thoughts!

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The post How to Recruit and Hire Ideal Remote Employees – The Ultimate Guide appeared first on TheIndiaJobs.Com.

Who Are We, And What Are All These Tips?

You are very much on-brand every day; at the very least, you’re a smart recruiter, but even more importantly, the hiring metrics process here is more than just an expense center.

It’s the foundation of all we are doing as a company. We believe that the success of Hiring and business success are linked. At a company like TheIndiaJobs, connecting people to jobs at a large scale is not just what we do in our company. It’s the basis of our business.

Our motto and guiding principle are “you are who you hire.” It’s perhaps a little cliché to state that a business is only good as the people who work there, but what we know is that for recruiters, recruiting and nurturing the most talented talent is what makes our job a more simple.

One of the most exciting things that when you are a recruiter at TheIndiaJobs.

We have the privilege of being lucky to work with the AccuWebTech team, who helped us develop our special and one-of-a-kind hiring dashboard.

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What Does That Mean?

It means we’re expanding each of our in-house Hiring teams to ensure that our employees can expand at the same pace with our technology and ensure that we can find the best talent in the right positions at the perfect time, all the time. Of course, this isn’t simple, but with the help of this dashboard, we’ve proved the old saying that Hiring isn’t rocket science.

We have a completely different approach than traditional recruitment. We’d probably do our staff and ourselves a disadvantage if we continued employing those “expected” metrics for its convenience. Since we’ve been recruiting for a long time, now at TheIndiaJobs, we recruit – and how we view hiring is completely different.

The role of this dashboard that measures vital metrics is great.

Our “Top Hiring Secrets” That We’ll Share With You Today!

Yes, we believe in a different approach and believe it works better than expectations.

Let us show you an example.

In traditional recruitment, it is common to emphasize the more conventional measures – such as the time it takes to fill, the cost for Hiring, and obviously, the ever-elusive quality of Hiring (how can such a subjective and abstract notion be evaluated? ).

None of these metrics will tell you whether your hiring procedure was effective and efficient. Rather reveal the amount we’ve spent searching for talent and the time it took for us to locate it.

At TheIndiaJobs, we have adopted a different type of data analytics that provides a comprehensive and integrated approach to recruitment and is optimized for TA results.

Internally our use of these metrics has allowed us to shift from orders-taking to business partnerships. This shift is widespread for employers implementing this method in their talent departments.

AccuWebTech Has Offered Us a “Delightful Dashboard.”

Running an HR company isn’t easy anyway. Digitization does help out. But we never expected things to get so easy for us. AccuWebTech’s expert developer team designed a special dashboard for us. Our whole team looks upon it as a boon today!

That’s the story of this special dashboard: one dashboard, numerous features, and everlasting convenience!

We bet you’d love to learn more!

The Three Metrics The Dashboard We Use:

• Hiring Budget 

The hiring budget can be defined as the sum of all recruiting expenses associated with hiring new applicants in proportion to the total salary of newly hired employees or pay.

• Speed of Employment

The speed of employment is one simple thing. It measures the proportion of jobs that are filled within the timeframe.

• Hiring Score

Similar to Net Promoter Score (NPS), which evaluates customer satisfaction Hiring Score evaluates the relationship between the new hires and their jobs.

It’s not that our workdays aren’t filled with meetings or updates on the business. Like many recruiters, our employees’ schedule is typically filled with interviews for candidates. They meet with the maximum number of candidates so that they can identify the people my hiring managers require to fulfill their jobs.

As my customers, our main concern when working with hiring managers is building relationships and adding value to the business. But, we’ll admit that it’s not every day that metrics are the first thing on our agenda at every meeting.

This dashboard helps in keeping our target-related focus on track. If we don’t come across good numbers, we’ve not done the job as a recruiter and probably let down hiring managers who count on me to assist them in converting human capital into competitive advantages.

We Have a Special “Journey” Feature Added To Our Dashboard

Suppose we’re looking to find the areas of contention within our hiring process or want to streamline and simplify these procedures to increase effectiveness and efficiency. The “Candidate journey feature” is our preferred source. It is among my most frequently used visuals by us for analytical research.

This feature is the central location for tracking candidates’ progress across requisitions over time. It also allows us to present our HR Managers with the necessary information and insight they’re seeking from a true advisor to talent throughout their hiring processes.

What exactly can we personally utilize to use the Candidate journey feature? Here are examples that come to mind:

• We can comprehend how long the typical recruiting process takes, starting with “hi to hire” for individual positions and across regions and teams. When we understand the length of time it is (at every step and in total); we’ll be able to see the areas where we can improve the process.
• We can monitor my development over time by viewing candidate journey data. It can allow you to see the improvement you’ve made over a particular time frame or aid in redirecting your efforts.
• As talented team leaders, we can quickly identify the jobs that require the most help or resource and the team members who might require assistance completing the tasks; this information is easily accessible on one dashboard that makes recruiting analytics simple.

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The Special Hiring-Plan Feature

The process of recruiting is a marathon, not a sprint. But unfortunately, it is often an extremely fierce race to the finish line for candidates, TAs, and hiring managers.

Losing yourself in the daily grind is easy; however, sometimes it’s necessary to take a moment and consider the fact how far you’ve come since the race and the distance you’ve remained to travel, and how long is required to get to the line.

It is where the Hiring Plan feature comes in. It’s a fantastic method to monitor the progress of hiring at a high level and instantly be aware of the state of our jobs for a specific time frame – we typically use quarterly reports on the Hiring Plan feature.

Besides that, you can drill down to look at weekly progress, quarterly or annual reports; which is a perfect way to identify the hiring business partners or managers who may require more assistance (or when we might have to intervene regarding the strategy for hiring or resource allocation).

It would help if you also got a special hiring dashboard designed by a developer.

A few of the ways we use the Hiring Plan feature throughout the entire process of recruiting are:

• Tracking our hiring plan’s progress against the goals set by benchmarking data, relevant metrics, and actionable data shows me constantly how I’m doing in real-time.
• It identifies the areas, requisitions, or departments that could benefit from the assistance of a professional.
• Employing data from the previous Hiring to inform our future hiring plans and to predict how much the plans are likely to be able to inform us based on the positions we’ve been offered.
• Knowing exactly how open positions are distributed throughout the organization and ensuring the proper allocation of resources for recruiting for the best results in recruiting.

Your Dashboard Should Have Report Builder

If you’re in recruiting, you’re likely to find that the questions you’re asked by hiring managers and other talent acquisition managers are variations of the same themes. Therefore, they should be pretty familiar.

“Where exactly do our candidates come from?”

“How do you think the application process lasts, how much time will it take to fulfill that; and how long will it take to fill that.”

“Where do we go to find applicants? What is the reason that candidates are dropping out of the application process? What could we do to remedy it?”

It’s all in the details. The solutions should be straightforward; however, producing evidence-based data and real-time analytics on these complicated and complex issues isn’t easy. It is the point at which Report Builder comes in.

Most teams receive many questions from Hiring Managers, which is not unusual. Our team utilizes Report Builder to filter down this information into easily digestible dashboards so that we can get the information needed to answer these questions in the most precise manner feasible.

Utilizing the special Report Builder system, we can create custom reports based upon required intervals such as the field of work, applicant source, or date. 

These reports are simple to import into our data visualization software to make this essential talent data more readable to understand and provide to relevant recruiters or hiring managers when required.

It Should Also Comprise Quarterly & Yearly Hiring Metrics

We often think about what we did over the last quarter, and whether our recruiter’s performance and hiring results varied from each year. Sometimes, we also compare some results against fellow recruiters in our Hiring Team.

Our recruiter members also take pride in following through with their hiring plans. However, you’ll be able to tell that they speak of the most effective plans.

By regularly checking Our quarterly and yearly analytics, when there’s any difference between recruiting outcomes; we can accurately determine what problems are one-offs or temporary issues that apply only to smaller groups and which issues require more strategic approaches.

For instance, if we had planned to employ 100 people, we only filled 92 positions; it’s not always negative. So hence, the results are proof that these hiring plans are working with short-term Hiring and driving longer-term results.

When a quarter or year is over:

we check our dashboard to check how my team is performing together in this Analytics.

Of course, everything we do in operations and strategy ensures continuous success in hiring across the hiring cycle. But, for regular reports, we’ve found that hiring speed is a particular indicator that can be the most reliable measure of how we deliver real hiring results and business value.

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And Here, You Need to Pay Attention!

It’s a metric that’s easy to overlook, yet we’d like all HRs following TheIndiaJobs to pay attention to it. The most crucial analytical result is how effectively we can attract, select, and integrate the people our company needs to be successful globally.

Our company can survive – and even thrive in the long run if our hiring rate can keep pace with our company’s growth. It’s impossible to overstate how important speed is when supporting a business with a rapid growth rate like ours globally.

If you’re not putting the right people in critical positions when you require them; it could be a huge issue for the entire company.

There are many ways to use a specially developed dashboard for the HR company members. Following are some of the strong benefits that we have (which you can have as well) 

• The monitoring of changes in our talent acquisition team as well as the results of our recruiting efforts over time 
• They are carrying out any associated variance analysis that may be necessary.
• Conducting monthly, quarterly, or annual reviews with my supervisory supervisor and the management team from the company and demonstrating how we meet our expectations.
• Monitoring our Hiring Score to ensure we’re continually improving the hiring managers and the newly hired experience through the process.

Conclusion

Suppose you’re in recruiting (particularly in a fast-growing business). In that case, you’re aware that having the information and information related to Hiring helps you be a real consultant. Business partner to the hiring manager and the leadership alike.

If you can come to the table with a solid set of information about your team’s success and hiring outcomes, instead of relying on the evidence of others and using a set of measures; you’ll be more than just a recruiter.

The use of metrics and data can help make your Hiring business more successful.

Apart from influencing business results, it’s nice to have access to your performance-related numbers.

It allows HR managers to prove that they are working to meet their goals; also have the numbers to support it at their access. Peace of mind allows them to concentrate on what is important. It includes connecting the best people to the appropriate jobs with a high degree of efficiency; on time, and on budget.

So, salute the AccuWebTech team. It has done such a decent job and provided us with a dashboard. It’s much better than several monthly-charged performance tracking-related software available.

It’s worth contacting their expert developer team if you want to enjoy yourself like us.

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The post This Dashboard With Hiring Metrics is Unbelievable: Our Experience appeared first on TheIndiaJobs.Com.

What are the Recruitment And Hiring Trends? We at TheIndiaJobs believe that beginning your new job isn’t easy. It is necessary to go through many steps to succeed in your career. There is no easy job. 

However, being a success isn’t that difficult. It would help if you were well-trained to handle every situation with a positive mindset and a positive mind. 

There are numerous undiscovered obstacles and difficulties that individuals face throughout their lives. Most of them are because of a lack of experience and knowledge at the beginning of your new job.

Going beyond your comfort zone is not a difficult job for anyone. However, new graduates face various issues on their first day at work because our educational system doesn’t teach the realities of the business world. The absence of direction on this issue makes the issue harder to tackle.

Employers prefer hiring experienced employees rather than newcomers because of their inability to tackle issues. It is the reason that a lot of companies and agencies employ experts instead of hiring newcomers.

But what companies must understand is that there are a lot of advantages of employing freshers because they are brand new to the specific job and therefore are more likely to put in the time and effort to learn new skills. Also, they have a young and vibrant minds. Therefore, they can develop new and innovative ideas.

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Let’s Look At The Benefits of Hiring a Newer Employee:

1. Easy To Train

Nowadays, nearly all businesses offer online and on-the-job training regardless of the field in 21that the business operates. Training is provided along with the applicants’ test scores and qualifications.

It is because training specifically prepares the candidates for their job and assists them in adapting to the new working environment.

Students are still at the beginning of their learning process, making it simpler for them to be trained than older students who do not take their training seriously. In addition, analysis finds that recent graduates learn faster than other students because they are eager to learn. So it is that hiring freshers has advantages over experienced professionals.

2. New Perspective and Innovative Ideas

Freshers can bring new ideas to your business, and applying these ideas will improve profits and sales. In addition, they know the current market through research and books regarding selecting a company and can be extremely advantageous for your business.

Compared to older employees, freshers have different perspectives and tend to be more adventurous in their approach, which differs from older employees who prefer conventional methods.

The fresher generation isn’t shy of new challenges at any time. They can help your business in the areas of promotion and sales. In addition, they can connect with a larger number of people, which will help your business build brand awareness.

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3. Enthusiastic and Social

The freshers are typically lively, excited, and social, which keeps the workplace lively. A workplace isn’t meant to be dull because of the hefty job load for the office staff. Employees may feel bored. A study has shown that some top organizations worldwide comprise the youngest employees.

One of the major reasons is that employees are more likely to enjoy themselves and keep the workplace lively. In addition, many seniors create a formal and serious atmosphere, so a small number of new employees won’t find it difficult to perform their duties effectively. Therefore, new employees are always an asset to your organization.

4. Eager to Explore

The more experienced students aren’t always willing to switch departments or take on new roles. But for freshers, no matter which university they choose to study at, they’re eager to investigate and discover new departments.

Students’ main goal isn’t to work efficiently in a department to earn money but rather to discover the best department for them to have fun at their job. Unfortunately, many well-known multinational corporations don’t have their employees tell them what they would like to do and instead place them in departments they believe fit their style.

So employees remain enthusiastic and will not get bored of the same job. Freshers are always taking the leap of faith. Hence regardless of what they do, they’ll be the best in any job they’ve been placed. They will put their hearts and souls into showing their worth. So, they won’t let you down.

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5. Have the Ability to Work Under Pressure

The most experienced people are adept at figuring out logical solutions to problems. However, they’re not always prepared to handle a sudden load or work under pressure. It is because they are not familiar with this. The university is a process that teaches students to be under pressure and to complete their work in time.

They also offer tests and tasks to enhance their time management and workload skills. Students won’t have difficulties completing the tasks if they continue to work. So, when compared to professionals, students can better manage their time and workload.

Therefore, the first job is different for each employee. If you are an employer seeking to find talented candidates for your organization, begin recruiting freshers. Let them begin their journey to success with you. They will be at their best and try not to disappoint you.

What To Do Next?

Finding freshers may not prove tough, but finding a perfect fresher might be the opposite. So, if you’ve got enough time and no emergency spaces to be filled in your office, you can try out from your side (keep in mind, job postings still cost you), then you shouldn’t opt for pro help.

However, if you believe in perfection while hiring, you can contact TheIndiaJobs, and as we’ve got a huge pool of talented candidates, we’ll bring a perfect one for you in no time.

Today is the best day to contact!

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The post Recruitment And Hiring Trends for 2025 appeared first on TheIndiaJobs.Com.