Gaps or differences always create problem weather in life, relationship, organization or skills. Inculcating the culture without differences and gaps always fosters. To excel professionally, what matters the most is to match and have the desired level of skills and if gaps found that must be bridged at earliest. Let’s check some more details here.

What is Skills Gap Analysis?

Skills gap analysis is a tool used by HR professionals to evaluate the difference or gap between the actual and future state of goal. Organizations need to identify the current skill set that an individual employee possesses but not necessarily can carry out a future job or to perform certain tasks effectively with the same skill sets. Hence, the skills gap analysis is a way to find out which skills and knowledge are lacking among the employees in the organization. Once this information is tapped, HR can address the skills gap in the organization and can plan accordingly.

Advantages of Conducting Skill Gap Analysis

• Identifies employee weak spots: People have both strengths and weaknesses. By performing a skill gap analysis, it can be identified where employees need additional training to upgrade the existing skill level.
• Growth & development: If an employee he/she is lacking a certain skill, they will usually not speak up, whereas they may know that they want additional training on certain skills and feel their company is not offering this training in such case, they start looking for a company who cares more about their career path. So it’s important to perform a skills gap analysis for employees. This will provide an overall development plan for each employee.
• Helps human resources: Performing a skill gap analysis helps your human resources department as it helps understanding what skills are needed for a certain role. This helps HR write well the customized job descriptions leading hiring of better candidates and ultimately stronger new team members.
• Nurture Career Growth: More growth always leads to a better future and great career prospects covering all the employees from all the levels. Analysing the gap and taking a next step forward always nurtures career growth.
• Increased productivity: Probably the foremost advantage of skill gap analysis is productivity will increase. Identifying the skills needed within training, in such case, the company becomes better at time management, work planning, and stays on project budgets more effectively. All these factors make the corporate stronger at fullest and better at achieving goals.

Methods to Identify Skill Gap Analysis

1. Key Performance Indicators (KPIs): KPI or Key Performance Indicators offer measurable values that demonstrate how effective an organization is at achieving key business objectives. However, KPIs are often applied to employees to gauge how effective their job skills are at contributing.
2. Assessments: This way to help find skill gaps is with assessments. Using proper assessments where skills need to be added per employee and to an entire team.
3. Observations: No one likes to feel watched or like they are being micromanaged. But sometimes viewing how employees react within a given situation will help determining what skills are missing. Observations are a great way to determine skill gaps for employees because one can see what problems are at first-hand .
4. Review process: Employee review time is another good way to collect feedback for skills analysis. Instead of a one-sided review gathering feedback from any direct reports, their managers, and also their team member peers. This gives a better snapshot of strengths and weaknesses for each employee in terms of skills.

How to Perform Skills Gap Analysis?

Step 1. Chalking company objectives: Before beginning the analysis, chalking down the list of company or department objectives is must as objectives will determine what skills need to be gained by employees. Also, it will help prioritize what skills are most important to the company. This makes it easier to plan for training.

Step 2: Level for execution: Skills gap analysis can be performed at two levels:

• Individual
• Team/organization

Step 3: Identifying the essential skills: The skills required can be easily identified by answering the following questions:

• Which skills does the company value?
• Which skills do the manpower need to do their jobs both now and in the coming times?

Step 4: Measuring the current skills: To measure the skill level of  current employees with the skills identified as being most important. Measures like KPI, observations, MBO’s, reviews, assessment etc leads forward for the next step.

Step 5: Taking action: There are two ways in which the skill gaps can be filled either with training or with hiring. Therefore, based upon the need of time HR needs to determine which approach works best for the specific skill gap.

• Training: Most companies train their employees to fill vacant positions. The perfect training helps in bridging the gap between the present and the desired skill levels.

• Hiring: If training cannot reduce the skills or required talent gap, an organization can consider hiring new employees with the knowledge and skills they are looking for.

I hope you got an idea of what is the skill gap analysis. Comment down below if you have any queries or suggestions related to the above article.

As it is universally said, “people don’t leave the company, people leave people,” and HR is all about the people. Since HR is a fascinating job then it could be said it is a movie where recruiting is just the first part, but ‘retaining’ the employee is the climax which can only have a happy ending if employees stay in the company happily ever after.

So for a happy ending or can be better termed if said as a constant fresh start, what matters the most is observing the finest HR Practices. Generally, these two concepts HR activities and HR practices are misconceptualized or rather many times treated as the same, but precisely they are not.

HR activities are the routine activities inclined with the strategies determined for HR practices. They allow the goals of the HR department to be carried out. HR activities include:

• Payroll
• Feedback
• Selection and Recruitment
• Development and Training
• Compensation and rewards
• Relations of employee
• Retention
• Security and health
• Employee attendance
• Overtime and bonuses

Whereas HR Practices is the emerging concept in the changing world of human resources is, with an increased sense of purpose and focus on activities that add value to the business as a whole. HR nowadays is not merely an administrative or reactive field; rather it now leads the way in terms of positive business change. HR Practices are clear plans, principles, or ideas that are accepted universally by companies offering them with the best business execution. This is regardless of which company, industry, or niche is it applied to. In simple words, HR practices try to identify business needs and build plans around it, and HR activities are responsible for executing the plans that meet business goals.

Benefits of Good HR Practices

• A higher rate of employee productivity: It has proven nowadays that employees can perform at a much higher rate of productivity when supervisors and managers pay more attention to them.
• Maintains organizational culture: The culture of business impacts every person within the company. The HR department ensures that all employees are well suited to the company’s culture. With a healthy company culture, it obtains employee retention, an honest reputation, increased productivity, and quality.
• Increases employee satisfaction: Effective HR management supports employees, understands employee motivations, and ensures the best employee experience is being met.
• Training and development: Training needs of an employee are identified. Needs that fit in with your broader business strategy. Continual learning will mean that employees can keep their skills updated and convey valuable and innovative ideas back to the corporate.
• Ensures retention and better brand name: Best HR practices always results in higher retention. It not only serves to be beneficial for employees but also acts as a base of a better management system, which ensures brand value and more goodwill.

Top 10 Best HR Practices

Image Source

Top Ten HR Practices that help in achieving organizational goals:

1. Safe, healthy, and happy workplace: Creating a safe, healthy, and happy workplace ensures that employees feel at home and stay with the organization for a very long time and capture their thoughts through frequent surveys.

2. Performance linked bonuses: Awarding bonuses or including a variable component in compensation as an incentive based on performances. Bonuses must be designed in such a way that employees understand that there is no payout unless the company hits a certain level of profitability. It is good for employee retention also.

3. Flexible Timings: This is something that has been gaining a lot of buzz in many companies these days. People are becoming big fans of flexi-timings as we believe that employees do more work when they are not busy looking at the clock. We have a 12-hour clock during which an employee can come in and work for 9 hours. As long as the work is getting done and it does not affect coordination amongst teams.

4. Dress Code: No proper dress code policy. People should always be judged by the work they do, how they do it, and the value they bring to all the company, Employees’ liberty to wear whatever they want when they come to the office. The only criteria are to use their good judgment when dressing for meeting any external entities like clients or vendors.

5. Fun at Work: It is realized that all work and no play makes Jack a dull boy, and that’s to host fun programs, ranging from pizza lunches to potluck parties and movie evenings. These are the major things that ensure employees happiness so that they do things that make clients happy.

6. 360-degree performance management: The notion of carrying out an annual performance appraisal between managers and employees has been turned for a while now. The 360-degree performance management focuses on gathering objective and relevant feedback from a range of an employee’s contacts, including their manager, colleagues, subordinates, and external contacts. It’s a useful way of achieving a well-rounded and objective view of performance management from a variety of sources. It can help an employee address performance concerns in specific areas, also be rewarded for excellent performance in others.

7. Employee feedback mechanisms: Agile approaches of organizations recognize that feedback works in two ways. While providing employees with the proper feedback to enhance their performance is vital, so is allowing staff to present their opinions about the business to drive improvements. Staff surveys can be useful to gauge employee morale in general, as well as give individuals an opportunity to confidentially voice problems or concerns. Managers use this feedback to tackle issues about the working environment or management style, to help employees feel more valued.

8. Owning unused vacation: Vacation days are technically an employee’s to us as he or she sees fit. If they don’t use them, for whatever reason, the fresh idea is to allow them to donate them to rest employees. Perhaps the beneficiary for preparing for a life-changing event. The point is that HR acknowledges the employee earned these days and can donate them out without company involvement.

9. Giving nap time: The best method to maintain health and work ethic is to get enough sleep by getting at least seven to nine hours or taking a nap during the day. Napping helps to enhance concentration, productivity, and helps reduce anxiety. Many companies encourage napping in the workplace.

10. Offering referral bonuses: As per research by Jobvite, referrals are statistically higher for hiring better employees with higher retention rates. Recruitment by referrals works well because employees at the company are familiar with the work culture and values. High performing employees will be more likely to refer candidates with similar qualities.

Picking the best practices discussed above relevant to the organization can achieve higher employee preservation and happier employees who contribute their best.

To excel in life, what matters the most is performance. Performances which are upto the mark are always appreciated. But maintaining the same level of performance always does not turn up successfully. Then the couple of questions arise like, why productivity is low? What are the loopholes in performance? So to answer such sort of questions and to fill the bridge between current and expected performance, two points which are taken into consideration are:

• How to Measure Employee Performance?
• How to Improve Employee Performance?

Firstly to elaborate, Employee performance is referred to how an employee fulfills their job duties and executes their required tasks. It involves the effectiveness, quality, and efficiency of their output.

Importance of Assessing Employee Performance

1. Every employee’s individual performance influences how all the team or maybe the firm (especially if it’s small) is doing. Hence assessing the performance shows them the clear picture of their standard of output.\
2. It clarifies the employee’s role and status in the organization. Some employees are always curious to know regarding their stand. So assessing job performance clarifies their status and needs to the company.
3. Self-development is the most important benefit for the employee performance appraisal as it allows receiving positive feedback as well as identifying areas for improvement. An employee can discuss and even create a developmental (training) plan with the manager so he/she can improve his skills.
4. Performance appraisal system also helps the management in deciding about the promotions, transfers and rewards of the employee.
5. It is easy to identify the under-performers and decide whether companies want to keep them hoping for improvement or sometimes have to let them go.

Process of Assessing Employee Performance

Step 1 – Establish Performance Expectations and Standards

The process assessing employee performance begins with the establishment of per­formance standards. The managers must determine what outputs, accomplishments and skills will be evaluated. These standards should be relevant to job analysis and job descriptions. These performance standards should also be clear and objective to be understood and measured and should not be articulated in vague manner.

Step 2 – Communicating the Standards

Once the performance standards are established, this needs to be thoroughly and clearly communicated to the respective employees so that they come to know what is expected of them.

Step 3 – Measure Actual Performance

In this stage, the actual performance of the employee is measured during the specified period of time. It is an endless process which involves monitoring the performance throughout the year. This stage requires the careful selection of the right techniques of measurement, taking care that personal bias doesn’t affect the outcome of the process.

Step 4 – Compare Actual Performance with Standards

In this step, the actual performance is compared with the desired or the standard performance. The comparison tells the deviations within the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance. If the desired performance is not upto the mark, it proceeds to the fifth step in the process, i.e., the discussion of the appraisal with the concerned employees.

Step 5 – Discuss the Appraisal with the Employee

The fifth step within the appraisal process is to communi­cate to and discuss with the employees the results of the appraisal. This is the most challenging task that a manager faces when they need to present an accurate appraisal to the employees and then make them accept the appraisal in a constructive manner. A discussion on appraisal enables employees to understand their strengths and weaknesses. This has, in turn, impact on their future performance. The impact could be positive or negative depending upon how the appraisal is presented and discussed with the employees.

Step 6 – Initiate Corrective Action

This is the final stage in the process. Initiating some effective corrective measures should be executed according to the results of the appraisal.

How to Measure Employee Performance?

Here are a few ways to measure and evaluate employee performance:

1. Graphic Rating Scales

A typical graphic scale uses sequential numbers, such as 1 to 5, or 1 to 10, to rate an employee’s relative performance in specific areas. Scales are often used to rate behavioral elements, such as “understands job tasks” or “participates in decision-making.” Or they could note the frequency an employee performs a certain task or behavior, such as “always,” “frequently,” “occasionally,” or “never” coming to work on time. You can adapt scales to your business needs.

2. 360-degree Feedback

This well-named system takes into account the feedback, opinions and assessments of an employee’s performance from the circle of people in the company with whom they work. It can include co-workers, supervisors and others. As this evaluation includes the input from many sources, one can note positive and negative similarities and trends and can also identify areas that may need additional measurements and support.

3. Self-Evaluation

Asking an employee to evaluate his/her own performance can be very effective. Often, employees may be more critical of their performance than you might be. A form that includes multiple-choice answers, essay-type answers, or a combination of the two. Comparing self-evaluation to measure own objective appraisal can be helpful in finding similarities and discrepancies along with a richer understanding of employee’s performance. It can generate conversations that can be beneficial to employee development.

4. Management by Objectives (MBO)

Also known as “Management by Objectives,” this is a process whereby employees and managers form objectives together. They jointly determine individual objectives, how they align with company goals, and how performance will be measured and evaluated. MBO gives employees a transparent understanding of what’s expected and allows them to participate within the process, which fosters better communication and increases motivation.

5. Checklists

Using a simple “yes-no” checklist is a quick and easy way to identify employees that have deficiencies in various performance areas. It will also identify those that need additional training and knowledge to become more efficient.

How to Improve Employee Performance?

1. Understand the Reasons Behind Poor Performance

Employees don’t truly understand the company vision or how their job contributes to its achievement, or employees don’t have measurable performance goals, so they don’t even realize they aren’t performing well enough. Understanding the causes behind poor performance (and even average performance) is a critical first step toward improving employee performance which can be resolved and improved through a healthy conversation.

2. Prioritize Employee Development

At a certain good time to readdress employee goals and plan accordingly to benefit the organizational goals improve employee performance. Working closely to bridge any skills gaps will not only help them achieve long-term goals but will also benefit the company as when employee skills improve it fulfills business objectives.

3. Improving Morale

Boosting morale of the employees with recognition, or celebrating their success or special days. Even sometimes with few monetary perks improvise the employee performance.

4. Empower Employees

For effective results in work, what is most important is that employees must have belongingness and authority that can be gained when an employee is duly empowered and has sufficient amount of freedom and space to work.

5. Utilize the Right Technologies

Implement technology platforms that drive performance and engagement daily. Technology is crucial in today’s workforce, as it reduces stress and saves time. Tech-savvy approach always fascinates employees to work more effectively.

6. Continual Communication

Essence of communication is to understand. Hence more communication means better understanding towards a company’s core value resulting in improvement of work standards.

7. Foster a Positive Work Environment

Happy employees always come up with happy results and to make employees happy what is utmost important is a positive work environment. Inculcating such culture never disappoints the staff and their productivity.

8. Don’t Micro-manage

Micromanagement is a management style whereby a manager closely observes and controls or reminds the work of his/her subordinates or employees. In this manager control every part of a situation, project, etc., even including the very small details, in a way that may not be necessary and may not give enough responsibility to the employees which involves avoiding delegation, constantly making reports, not allowed to make decisions and can’t pass on their skills or knowledge which makes routine work and culture very sofocative and full of congestion so avoiding this practice gives more space to employees to perform both efficiently and effectively.

Empty mind is a devil house so the primary task of any reporting manager is to allocate sufficient amounts of tasks to its subordinate to keep them engaged but keeping engaged is not sufficient. Because you can’t eat the same kind of food daily similarly, you can’t do the same kind of task daily. To get rid of the boredom weather in life, food or work something engaging is must.  So this must engage activities in the field of work is referred as Employee Engagement Activities.

To define Employee engagement it is the extent to which employees feel hooked into their jobs and stays committed to the organization, and put discretionary effort into their work. Employee engagement involves activities, games, and events which drive towards better employee performance.

Importance or Objectives of Employee Engagement Activities

The objective Employee Engagement Activities is to ensure that employees feel committed towards organisation’s goals and remain motivated to contribute for organisational success, also at the same time enhancing their own sense of wellbeing. Below are some of the major importance of Employee Engagement Activities:

1. Better employee health & safety: In a happy work culture where employees are always engaged and associated with happening activities inclusive of their daily activities, they are more at the state of mental peace and satisfaction which ensures better employee health and become very less prone to any mishaps or health hazards.

2. Happier employees: When employees are allowed to share their valuable inputs towards betterment of the company, feels themselves more connected and realizes security of a job, such an environment produces happy employees.

3. Greater employee satisfaction: As mentioned in the above two points, employees with better health and happy state of mind always turn in greater satisfaction.

4. Better home life (Work-Life Balance): Employee engagement not only involves events or fun activities, it is based for the overall betterment of employees. In the concept of overall betterment the foremost thing is happy home life or personal life in order to manage better work-life balance. A maintained work-life balance takes place when the work-timings and pressure is duly managed or reduced.

5. Lower absenteeism: Happy people, happy culture, happy home life . In addition to these three the first output which comes is lower absenteeism as it always stimulates the individual to rush for the office.

6. Higher retention (Low rate of attrition): Based on the factors like better employee health & safety, happy environment, greater employee satisfaction and better home life leads for sure towards lower attrition and higher retention due to healthy work ambiance.

7. Better & quality customer service: The ultimate motto of employee engagement is to attain the company’s end goal which is producing high quality goods or services in order to achieve the client’s or customer’s satisfaction.

8. Greater productivity & profitability: Happy environment produces happy employees and happy employees produce greater productivity which generates higher sales and profitability and key for these depends upon well managed employee engagement strategies.

9. Greater employee loyalty: Loyalty comes with satisfaction and satisfaction comes from motivation. When a company assures a well managed employee engagement strategy it leads towards higher employee loyalty.

10. Higher stock price: Greater sales and profitability leads towards a better brand name which creates a long going future and wealth. Based on the wealth or fund capacity the share or stock prices of the company increases for sure.

Effective Employee Engagement Strategies

1. Listening to Employees: Listening is always considered to be good practice in every field of life especially in corporate as listening to employees with their grievances or problems always give a personal touch and keep them connected with the core value of the company.

2. Practice sharing good ideas between teams: Competition is good till it is healthy but it is obvious that it becomes bitter in the concept called ‘work politics’ so in order to remove this work politics and maintain a healthy competition, sharing good ideas amongst each other or within two teams is always considered a good practice to be followed.

3. Value employee opinion: Employees are human resources but moreover they are human assets of the organization which leads the company towards the achievement of their end goal. Hence its very important that such assets must be valued and nourished by properly entertaining their opinion as they have different mindsets run in different directions ends with, providing a bunch of opinion which mostly found useful in terms of organizational growth.

4. Invest in the wellbeing of employees: As mentioned above the human assets must be given the chance for nourishment. Hence, it is very necessary apart from only focusing towards organizational growth, well- being and development of the individual employees should also be taken care of.

5. Recognise good work: Apart from the pre-mentioned strategies, what actually motivates is the recognition and praising. To reach the goal every employee strives hard. Sometimes they achieve, sometimes they can’t but when they receive the achievement, recognition and tinge of praise-worthy words, works as a power booster and significant motivator for future tasks.

10 Best Employee Engagement Activities

1. Workplace Parties

Company parties like annual, summer and winter parties to celebrate a year of business. Additional festivities like Halloween parties, Thanksgiving dinners, and other celebratory parties make people feel companies prioritize them.

2. Learning Lunches

Learning lunches or potlucks are the perfect way to bring a team together and help them learn. Encourage different departments to share what they’re working on and tackle a new topic as a team. Hosting such lunches once per month fosters learning, and helps with transparency.

3. Employee Games, Tournaments, and Competitions

Employees love getting involved in games, tournaments, and competitions. Hosting a sports tournament, or challenges office-wide can do wonders for the employees at the organization.

4. Special Days

Special days such as birthday, anniversary, work anniversary change the pace and give employees something to look forward to. Cutting cakes, gifts or treating them special on these days boosts morale alot.

5. Training

Training always brings out a special in you. A speaker for a truly interesting and invigorating training session, engage the employees and teach them something new.

6. Recognition Programs

Recognition programs are a great way to get employees to interact with one another. Programs like “Employee of the Month” or “Employee of the year” always become the common platform of recognition in which everyone cherishes each other, congratulates and fosters team spirit.

7. Team-building Activities

Team-building activities, especially those outside of the office, are something that employees love. Go-kart racing, and bowling etc. are such options. These sorts of activities will facilitate bonding outside of the workspace, and give employees better understanding.

8. Fundraisers and Charity Days

Fundraisers and charity days are also a nice way to bring employees together on the common page Often these causes affect your employees, so giving them the opportunity to organize such events for causes they are passionate about is an effective way to enhance their organizational skills.

9. Employee Work from Home Policy

This policy is the most effective one which gives employees the liberty of how to work, where to work and when to work. The objective is to fulfill the deadline in the most convenient manner without any obligation of professional wear, timings, daily commute. The concept of home office has always proven the best manner of employee engagement.

10. The First-day welcome Card/Gift to New Hires

It is one of the great employee engagement activities to introduce to a new hire. It makes new employees engaged on their first day itself, Thus, this trick at the workplace to welcome new buddies with presents like a welcome card, gift, or email to the new hires makes them feel equally important as it is to introduce them to the team in a friendly manner.

Looking ahead to join such great companies. Feel free to register with us and explore opportunities with many awesome companies.

The Information Technology (IT) sector is that sector comprising companies that produce software, hardware or semiconductor equipment, or companies that provide internet or related services. It is an industry consisting of two major components: IT Services and Business Process Outsourcing (BPO).

In the current tough world of pandemic COVID-19 where the job market is drowning each day and emerging up with a new scenario of another epidemic of unemployment, people can see only a ray of hope only with an industry that is INFORMATION TECHNOLOGY (IT). Whether it is to remove boredom in lockdown or highly inculcating the concept of “Work From Home” the only industry working actively during this worldwide battle is the IT Industry.

As the show always goes on with the IT Sector, therefore to play the crucial characters of the show various artists are required and auditioned frequently. This frequent audition for the must going show of IT Sector is known as IT Recruitments which and these precious artists are called IT Talents.

Hence to cater these gems i.e., the IT Talents, recruitment teams of the organization always have to strive hard in order to fit these gems to the right ornament. Below mentioned are the widely accepted and top ten methods to recruit IT Talents.

What is Recruiting IT Talents?

IT Recruitment is recruiting ideally for Software Companies and for other IT relevant components . It generally includes different types of IT requirements i.e. requirements related to different IT skills or technologies such as: Java, .Net, Oracle, SAP, Embedded, Linux, React Native, Angular etc.

Top 10 Ways to Recruit IT Talents

Linkedin

Apart from the other streaming social media platform, the most popular and only platform to socialize for the professionals to share their work experience and achievements with the world is Linkedin. Hence more room to socialize and showcase the talent and experience, Linkedin has now become first and foremost for any IT Recruiter to search for the talent as per the organizational need. Generally there are three measures to look for talents on Linkedin is through:

Personal Post: With the use of popular hashtags through a post on their wall or feed of personal account with mentioning of proper contact details, recruiters cater and invite many talents to come up with their application for the job.

Through Searching People & Connections: People or the prospective candidates can now be easily searched on Linkedin through some appropriate filters and keywords. Linkedin enables their search in such effective manner where by filling up the perfect criteria gives the pool of talents to look for by in just few steps:

Entering Keywords and filter:

Generating Results:

Connecting or Messaging them regarding opportunity:

Through Job Post: In order to go for a paid job post on Linkedin an official company page is required which allows the recruiter for a recruiter login where the official and job posts can be done by entering job overview, company overview, job description, requirements, key skills etc.

You can broaden the candidate search by using options as below

Naukri.com

The mosted trusted job portal in India for both IT & Non IT Recruitment in India is Naukri.com as almost 80% white, gold, pink, popped collar employees can be easily found there. Naukri.com is not as similar to Linkedin as it is not a platform to socialize but talents here can be found through the same two common measures but it also provides the option of mass mailing too.

Through Searching People: Same as Linkedin people or the prospective candidates are easily found on here through some appropriate filters and keywords. An effective search form enables search by filling up the perfect criteria gives the pool of talents to look for by in just few steps:

Through Job Post: In order to go for a paid job post on Naukri an active and paid company account is required which allows the recruiter for a recruiter login where the official and job posts can be done by entering job overview, company overview, job description, requirements, key skills etc.

Mass Mailing: The special feature which Naukri Portal provides is that Mass Mailing. It is not necessary that all the job seeker on the portal has to be active 24*7 which might create possibilities that job seekers miss the relevant opportunity. Hence Naukri portal provides an additional feature of mass mailing where the best fit candidates can be personally mailed to notify them of the relevant job opportunity.

Indeed

Indeed is yet another globally acclaimed and acknowledged job portal for all the white, gold, pink, popped collar employees. Similar to Linkedin and Naukri Portal it requires an active company account which allows the recruiter for a job posts by entering job overview, company overview, job description, requirements, key skills etc to attract and invite applications towards the vacancy.

Internshala

Internshaala is a specialized and acknowledged job portal only for those who are looking for internships after completion or in between their academics. Internship is not only helpful for the candidate towards their bright future but also a great medium to hire fresh blood in the organization in pocket friendly budget through decent stipend. Companies often look for freshers or interns for their highly active projects which leads them towards internshala. Similar to Indeed it requires an active company account which allows the recruiter for a job posts by entering job overview, company overview, job description, requirements, key skills etc to attract and invite applications towards the vacancy.

Upwork

Upwork, formerly Elance-oDesk, is a global freelancing platform where businesses or individuals connect to conduct business. with 14 million users in 180 countries Upwork allows clients to interview, hire and work with freelancers and agencies through the company’s platform. The platform includes a real-time chat aimed towards reducing the time it takes to seek out, vet and hire freelancers. The platform offers a timesheet application that allows freelancers to track their actual time spent working on projects with verified screenshots.

Placement Agencies

Placement Agencies are the biggest help to any recruiter or HR professional because multiple vacancies and activities go around at same time with the HR Department of any organization. Tying up with the renowned placement agencies like Zigsaw Consultancy not only source the best matched candidates but also conduct preliminary background check, company’s brand promotion and saves a huge amount of time.

Social Media (Facebook & WhatsApp)

One of the biggest trends in recruiting over the past few years has been the use of social media to attract and convert talent. This practice even got its own buzzword – “Social Recruiting”. In simple words, social recruiting is using social media channels for recruiting. The term refers to different ways of using social media networks (such as Facebook, WhatsApp etc.) to find, attract and hire talent. Social Recruiting has now become an important part of recruitment marketing. Apart from this it has several benefits like reaching passive candidates, getting more referrals, establishing a more personal connection with potential candidates, and saving money.

Sharing Jobs on WhatsApp

Posting Jobs on Facebook

Campus Placements

Campus placement or campus recruiting is a program conducted within universities or other educational institutions to offer jobs to students nearing completion of their studies in collaboration with corporates. In this type of program, the educational institutions partner with corporations who wish to recruit from the student population which involves finding, engaging and hiring interns and entry-level employees on college campuses. In actuality it is a strategy for sourcing, engaging and hiring young talent for internship and entry-level positions. College recruiting is a tactic for medium- to large-sized companies with high-volume recruiting needs, but can range from small efforts (like working with university career centers to source potential candidates) to large-scale operations (like visiting a wide array of graduating schools and attending recruiting events throughout the spring and fall semester). Campus recruitment often involves working with university career services centers and attending career fairs to interact with college students and new graduates.

Employee Referral

Employee referral has become one of the best and effective methods for finding talent. Employee referral programs are the finest measure for improving the hiring metrics such as time and cost per hire, quality of hire and employee retention. Since a new joiner already found a familiar face within the organization, it gives them a different satisfaction and motivation which helps in improvement of performance and employee finds a cordial and friendly work atmosphere.  Employee referral is basically an internal method for finding job candidates. It is a structured program that companies and organizations use to seek out talented people by asking their existing employees to recommend candidates from their existing networks. In return, companies offer their employees various types of employee referral rewards.

Website Career Page

Nowadays neither company survives without their website. However it won’t be wrong in saying that they do not even enter the market without their personalized and official website. A website comprises the multiple bifurcation to advertise itself with lucrative images, their services, products, work culture, top management etc. But they have a bifurcation attracting potential employees on their current job vacancies. Through the application on websites, companies do not need to bear any additional cost or even don’t have to create multiple accounts on the various portals. Active job seekers easily find the post on a website and apply directly which not helps in brand promotion also enhances the pool of resources towards finding the right candidate.

Conclusion

To conclude, it can be said that resources are many and so do recruiting sources. The agile and vibrant approach and in-depth knowledge of recruitment and job portals along with good social skills within and outside the organization always makes recruitment fun, enjoyable and an easy going task.

Here are 2 videos that will give you a hands-on experience about Sourcing IT Talent at Zigsaw