Author Archives: ramblingrecruiter
It was that time of the year when #SHRMiAC aka the most premium HR event in the subcontinent, which has the top thought leaders from across the globe who share key insights, best practices and equip us with tools that propel you to become a winner.
This year too it was no different. You must be wondering that how on earth is it possible to know all about this event in just 140 characters !!!! Well, its not that difficult, thanks to the Twitter.
The best part of #SHRMiAC hashtag was that it was the best place to connect, learn and engage with the HR community.
So let’s take a look at some of the interesting discussions that happened at the event in just 140 characters :
One thing is for sure that learning never stops. All we need to do is follow the hashtag #SHRMiAC 🙂 So, what are you waiting for. Go ahead, explore these and many more of such insightful tweets.
Looking forward to your views and comments on the topics that were discussed at #SHRMiAC
I am sure the moment you might have read the title of the blog post, you would have said @#$$#@#$$#@##$@$$#@$!!! Ooops Typo Error : ) It’s not your fault. The moment we hear about “Reviews” all we can think about is negative reviews. But reviews could be either positive or negative.
Last week, I was fortunate to be part of a panel discussion that was conducted by Rezoomex around this topic. At first I too was taken aback by the topic, but then I did settle down and started to do research about this topic. The 1st thing that I did was to ask this question to my hiring community and candidates in my network. The reason was to know their views as it helps you to understand the pulse of the audience.
Candidate reviews can be a very sensitive topic. There could be many reasons why a candidate chooses not to join your company; post accepting your offer. At times candidate joins, but does not come to office post that. But let’s for a minute imagine if companies go ahead and share reviews online, how it will actually happen. Here is one of the ways in which this can be possible:
118 of the IT & BPO companies present in India are already members of NSR. Web registration for IT professional has been completed for over 1.1 Mn IT work forces. Bio metric registration has been completed for over 0.73 Million IT professionals. Total numbers of Employee Background Checking Companies are 17 and NSR today has 126 POS deployed across various IT centric locations
So, can this be done? Can there be an independent agency who can go ahead and start providing “Candidate Rating” just like we have credit rating? Do you think this will help HR and Business? Do you think a central database of defaulters help reduce cost of wrong hiring?
A lot depends on how this framework is designed, on what parameters can this agency decide on candidate ratings! Will candidates get worried about this rating? How much weightage must be given to such rating? Well, this is an endless debate, but do you think this is possible in the near future?
As promised, following is the results of the survey that was done around this topic.
I will leave it to you to decide if this is possible. PS: At the end of the day, we are all candidates, so think well before you pick sides
This is not just a list, this is a list of amazing, passionate and empowered women. They have guided, mentored and encouraged more women at work. Following is just a small thank you note to all the Women who have inspired more and more women to make an impact on the industry they belong to. Yes, you guessed it right, just like last year ( 2015 List : https://goo.gl/dIUUjY) this year too this lists celebrates their amazing contribution.
I have been fortunate to have met many of these Inspiring Women Leaders. The intent was not to rank or compare these amazing women leaders, but the intent was just to share a list of these amazing women who are a true inspiration to many out there.
So, let’s get to the list. PS: I am taking this liberty to break the rule for the 1st Name. She is truly the most inspiring and amazing women that I have ever met aka Neena Kamdar, My Mom You would not believe, she is more active than me on Facebook and WhatsApp. A true Digital Empowered Mom 🙂
This list has CEO’s, Doctors, Singers, HR Influencers, Dentist, Food Bloggers, Travel Bloggers, Founders, Musicians, Teachers, Vlogger, Youtuber, Zumba Expert, Filmmaker, Banker, Baker, Chef, RJ Psychologist, Coach, CMO, Comedian, Journalist, Editors, Venture Capitalist, Marine Biologist, Microbiologist …….. and many more champs in their respective fields.
Would be great if you can share this list in your network. This will surely help many aspiring women out there, as they could be their mentor, guide and inspiration too.
You can also subscribe to this twitter list and follow these inspiring and empowered women: https://goo.gl/VDO0Uf
A big thank you to all these empowered women. Keep it going and keep inspiring.
The results are out!!! It’s time to uncover some interesting insights around the world famous keyword aka “Jargon”. I am sure we have all used it in some or the form, forums, events, workplace, outside workplace and so on 🙂 This is a small attempt to capture the pulse and thoughts of folks who are exposed to the world of Jargons. They could be folks who have used it or were at receiving end of a Jargon.
So, enough of gyan. Let’s look at the results.
I am sure by now you would agree that Jargons are everywhere. It’s a choice to use it or not. But would be great to know your views, inputs, suggestions, reactions around these results.
Can you think of an Empowered Leader as Chairman of an organization with revenue of over 108 billion USD!!
For critics who might think this is a crazy idea, here is a business case (We are all so obsessed with business cases) so here you go.
- The following list of empowered leaders are running organizations with a combined revenue of over 579 billion USD
- I am yet to add another 108 billion USD (Tata Group)
There has been lot of talks around encouraging more and more #WomanAtWork, Gender Diversity and so on. There is still loads and loads of work that we and companies need to do to prove this statistics wrong. “The World Economic Forum in its Global Gender Gap Report 2015 estimates it will take until 117 years to achieve global gender parity in the workplace.”
So let’s take small yet concrete steps to nurture, encourage and inspire more #WomanAtWork.
Here is a small list of things that you, me and us can do right away:
No point giving Gyan!!!! Just pick up 100’s and thousands of inspiring stories from your women employees, celebrate their success stories within and outside your company.
Brand Ambassador and Mentors:
This is a great opportunity for us and companies to identify Brand Ambassadors and Mentors who can guide, nurture and inspire women at work.
At the end of the day, this is what matters. Rope in your leaders, showcase concrete data points and also involve them in such programs.
Attracting and Retaining Talent:
As a Sourcer and Recruiter at heart, I always believe that this is where all the magic begins. Empower your hiring teams to identify amazing talent out there. Create a list of amazing things that your company does to encourage more Women at Work. It could include policies, flexi timings, transport and so on.
Looking forward to your ideas, suggestions and inputs that can help us all in this journey to encourage more #WomanAtWork