SPEED HIRING – Unique SELECTION PRACTICE by startup organizations

Speed Hiring is a selection practice where a candidate is filtered out in 12 minutes by going through a Cognitive Ability Speed Test (CAST) which consists of 50 objective questions on English grammar, percentage, ratios and basic reasoning. Offer letters are handed over to the candidates who are successfully tested on their cognitive skills.

Many start up organisations such as Ola, Snapdeal, Quikr, Foodpanda are rapidly accepting this unique practice of this new hiring tool developed by CoCubes Technologies. This helps the HR’s to recruit at a faster rate without losing the potential candidates since it is believed that the top performers do not wait for the offers when there is a delay in the hiring process.

Employee Engagement at Day 1 by Startup Companies

Those days are gone when the HR representatives use to spend whole day in explaining the company rules, regulations and policies by giving long power point presentation and few videos. The response towards such practice was not engaging enough for the new hires.

Hence the startup organizations have come up with innovative pre-induction and on boarding practices which starts engaging the employees from day 1. Even some organizations have started to engage even before the induction.

Some of the innovative engaging induction practices are shared below.

Simplilearn, an online learning and training platform provider has introduced a 30 day “Free Look Period” from the date of joining. During this period and new hire is allowed to continue or leave the organisation without any obligations based on their understanding of the company culture and process. During this free 30 period the new hire gets to understand the role, organisation culture and challenging aspects of the work. This opportunity gives a new employee to evaluate a perfect cultural fit with the organisation.

FreshMenu, an online meal delivery company based out of Bangalore has an induction program called “Food For Thought” where some of the new hires can get in touch with the senior executives directly from day 1 and participate in small projects based on their area of interest. Even food tasting sessions by employees on new menus are a regular practice at FreshMenu. In fact the new joinees have an opportunity to meet the chefs, witness the food preparation and packing done. They are even allowed to dive into the key process and share their keen observations on the same. Not only this, the new hires are allowed to accompany the delivery staff and interact with the customers.

Free Charge, a recharge app company, have come out with a Post Offer Candidate Engagement Program which begins from 4 to 8 weeks before the joining date of the new hire. During this time, a buddy is assigned whose responsibility is to engage the new joinee by interacting with them, making them aware of the company culture, the expectations from the organisation etc. Even laptops are sent to the new hires before joining with meet and greet sessions with the hiring managers.

Gozoop, an IT based organisation where the new employees are welcomed withsurprise gifts such as hand-crafted stationery, stuffed toy or apparels followed by cupcakes. During their induction, they are engaged in group activities such as short film making to make their induction a memorable one.

ZopNow, an online grocery organisation gives an opportunity to all senior hires to visit the ware houses and stores for a process review. This gives a new hire to have a clear understanding and match their expectations from the organisation.

Urban Ladder, an online based furniture store has chalked out an induction program where every new joinee gets an opportunity to attend, handle and manage calls from customer and even spends two days on delivery/ shipment of the products.

 

Employment Exchanges get transformed to National Career Counseling Centers (NCCC)

Currently there are 978 employment exchanges in India, out of which 100 would be transformed into National Career Counseling Centers (NCCC). The role of these counseling centers would be

  • Identify the skill wise demand in across various in India and abroad and supply of Jobseekers
  • Help in finding out the right opportunities for the job seekers depending on their skills and area of interest
  • Counsel the job seekers about various roles available and their prospects in respective industries by making them to undergo psychometric and skill assessment tests

This is a unique initiative from the Govt of India as a part of “Make in India and Skill India” drive catering to four crore job seekers. A national portal will also be set up which will be a rich warehouse of career counseling content in multiple languages. Moreover,  job seekers get various information about job fairs and campus placements taking place in various parts of the country from this portal.

Through this job skill mapping and identifying the right job fit for the job seekers, these National Career Counseling Centers (NCCC) will engage the prospective candidates and make them available to the right organizations.

Top IT companies starts using algorithmic tools and programs to detect the attrition rate

Reputed IT companies HCL, INFOSYS, TCS have started using algorithmic tools and programs that can predict the attrition rate for the future. In fact it can also detect if a candidate who is being interviewed will be a sustainable one or not. These predictions are made possible by collecting a series of data from the employees or candidates during the interview or in the course of employment.

Organizations have been gathering a lot of data with regards to the socio economic background from the candidates that are being used by the HR department by application of analytics in talent resourcing stages. Wipro is one of such employer to use such a tool.

HCL uses certain factors such as leave applications and searches for job profiles to track the prospective employees to quit. A 75% positive correlation between a prediction using analytics have been proved successful as of now.

From this trend it clearly reflects that the HR function is moving towards data-driven decision-making rather than gut-based decision-making.