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Twitter : A Goldmine for Recruitment Teams and Top Management

Going through the history of existence of Twitter, it’s been proved through various research & expert opinion that Twitter does play an important in the Professional world and companies cannot afford to ignore it in such competitive time. When we say “Professional world”, this post is more focused on the “Recruitment World”. Holding the fort of a Recruiter ,all of us have to agree that as a recruiter one has to keep an eye on the Market ,what’s happening around as, industry updates, skill mapping and find out more about the Hiring pattern of the competitors . Market Mapping is one such activity that a recruiter gets involved into. Am sure that you’re Recruitment Manager or people from Top Management would have asked for certain type of Data related to the competitors.

Following are some of the data that is usually asked for:

– The Headcount of a particular Competitor for certain skill
– Based on the high ask by the candidates, the managers often ask about the kind of Salary hike that’s being given by competitors.
– The number of employees hired during the quarter, attrition data, new clients added during a particular quarter, project scrapped, layoff etc.
– What is the payout percentage of Bonus/variable pay by competitors?

So now the question arises, where do we find these days. Going by our traditional source of Info we might well think about info from Naukri, Linkedin, calling up employees checking with them. But how many of us actually thought of just browsing Twitter once to find out these details via Twitter? So any guess how we do it?? It’s simple; all you have to do is follow your competitor on Twitter.

Following are some examples digged out of Twitter to make fellow recruiters aware of how much info can be fetched from a Social Media tool! As you are aware that major IT Companies in India have come out with their Quarterly Results. Here’s a consolidation of two Major IT companies!

Infosys:
As we speak, Infosys has 24616 followers on Twitter. Infosys has been very active on Twitter when it comes to sharing their Quarterly results. So will the tweets from this account give me some information, that might help the Top Management / Recruiters!!

Well, here we go:
Tweets from Infosys Twitter Account:
52 news clients added in Q4 with 4 Global 500 and 8 US Fortune 500 #InfosysQ4
– #FY12 growth rates – North America – 13.3%, Europe – 17.6%, Rest of the World – 26.5%, India – 17.5% #InfosysQ4
Manpower Metrics: Gross additions of 10,676 employees during March quarter; 45,605 during #FY12 #HR #InfosysQ4
– Manpower Metrics: 149,994 employees as of Mar 31, 2012 #HR #InfosysQ4
Manpower Metrics: LTM attrition at 14.7% #HR #InfosysQ4
Interesting Data right!!!!!

Now let’s look at another Giant  IT Company:


TCS Twitter Account:
TCS has 16852 followers on Twitter, and just like Infosys they too are very much active on Twitter. Following are some of the tweets that you might find very interesting:

HR Head Ajoy: Variable Allowance for Q4 is 100%. Average hike for India is 8%
VP HR Head: We are increasing our hiring in the US. The past year we have hired 1600 graduates in the United States. #results
HR Head Ajoy: We should have a wage hike in India between 6-10% on average, 2-5% in the developed markets #results
CEO Chandra: We have a huge bench now, training has been completed and ready for deployment. We’ve made offers to 45k freshers. #results
All time high Gross addition: 70,400 employees; Total base 238,583 professionals’ #results

So, now you know that Average Hike the company will be offering, the Variable pay that will be given to the employees.

So do you think this information will help the recruiters, when they recruit from the market!! Well definitely, this gives a platform for the Recruitment team, based on which they can negotiate and hire from the external market. This does not mean that only recruiters get benefitted from it, in fact the candidates who are looking out can use this data and negotiate with their future employer.

Twitter is one such goldmine, if used in a right way can surely benefit you and your team. In this competitive world, such piece of vital information can make life easy and also helps you to plan accordingly. So the next time you get a request for such data, you very well know where to get it from 😉

PS: Unlike LinkedIn Groups, there is no moderation required to follow your competitors on twitter

So are you all set to follow your competitor on Twitter!!!

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Life of an Employee, HR and Recruiter during Appraisals

March-April, come what may the Buzz of this month is “Appraisals” in every Indian company. It’s time to showcase and highlight your work & achievement that you have accomplished throughout the year. It’s a busy time for all the three parties (employee, recruiter, HR) involved in this process. You should be well prepared with your feedback on the management, managers should be well prepared with their review, HR spends hour after hour to make sure your manager turns up with your performance evaluation on time.  Year-end Merit based reviews are often matter of debate.. For some this is a unique opportunity to cash in the mullahs 😉 And for some it’s a deciding factor to be in the system or out of the system. For Management it’s a risk factor, who stays & who leaves the organization.

 

 Following is just an attempt to share the experiences that all the 3 parties undergo during this process:

 

 A Life of an Employee during Appraisals:

 

Tensed, Excited & hope…These 3 words are just somewhere close to their reaction during the appraisals. There is an Air of tension during appraisals, you may turn out to be a shining star or just be fitted as Average performer, No one knows about their ratings and the likely hike percentage to be announced. Even though things are in black and white every year we see some information floating around about the likely hike percentage and if the standard sounds good it either excites us or disappoints us.

 

– No matter whatever is the hike on the standards we are always hopeful of a good rating and hence a good hike considering the efforts we put in throughout the year.  Employees get carried by the market standards, Content and Satisfied employees are the one who stays back and plan for coming year and there also arise a situation where discontent employees feel unhappy about their efforts not being paid off. It is said that this period is crucial as they might plan to switch jobs based on the ratings declared. Also the variable / bonus factor plays a major role in the life of an employee.

 

 

 

 A Life of an HR during Appraisals:

 

Accountability, Accuracy and meeting Deadline ….. Guess These 3 words are just somewhere close to their reaction during the appraisals.

 

– According to me, this month is the toughest of all for the HR folks. An HR is the face of the organization during this phase. While appraisals are usually done by immediate managers or supervisors, HR provides the necessary tools and procedures for the process.It’s they who sit with the employees along with their managers and reviews the performance rating, HR has to ensure that there is no disconnect whatsoever in the mind of the employee after the appraisal process is completed. It is HR’s responsibility to provide employees with consistent, fair evaluations.

 

– This is a high pressure period where in the HR has to keep a check on the events unfolding after the employees get to know about their ratings. If the ratings is as per their expectations (Humans are never satisfied and we are no different) then the HR can take a breather, but if it’s not good then it’s a major challenge for HRD team to come down with reasonable explanation. Also thanks to Bell Curve, there are always cases where the employee is not happy with his/her rating. So as a HR one has to ensure that the right kind of discussions are conducted , standard organizations also involve the delivery manager in this post appraisal discussion .This is normally the time when HR is in full demand and they become most indispensable part of the organization 😉 All of a sudden we remember our HR and just try to bombard with our grievances 😉 

 

A Life of an Recruiter during appraisals:

 

 – Numbers, Targets and closure ……These are the recruiter’s reaction during this phase; I guess it is all throughout the year

 

 – Well this is my favorite part 😉 As this is a risky month for both Employer and employee, the management plans well in advance about the upcoming scenario (Attrition and fulfillment). This is the time when the Delivery Manager, Recruitment Manager and the Management brainstorm abort the probable positions which might go vacant and would need replacements. The Recruitment Team plays a larger role here to map the market and make sure there is no dearth of resource within the organization. Hiring team works in full swing to make up for the expected attrition figure and form a bench.

 

 – I guess this is the most challenging month from hiring perspective. Almost everyone in the market has multiple offers to play with, this is further topped up by their hiked salaries. If their rating if decent enough their salary expectation is sky-high. To hire within budget seems like Everest which we climb. Nevertheless a challenge is what makes Recruitment the most interesting work in the industry.

 

Me sure you to might have loads of things to add about this amazing chain of events. Hoping that you might have experienced this at various stages of your life, as a Employee, as an Recruiter and if you lucky then as an HR too. 😉 Wishing all you all the best for the Appraisal Season 😉

 

Regards

Rambling Recruiter

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