Email: connect@itsyourskills.com

Why Resumes are Bad and What we can do About them?

“Resumes” are a written exaggeration of only the good things that people do and a wish list of the qualities that they’d like to have.” American entrepreneur and author Bo Bennet couldn’t have spoken a truer word! People seem to be just blasting resumes everywhere and to everyone! They’re literally all over the place– both...

The Title Inflation Trap: Why Your Skill-Set Matters More

Eric is a mid level manager who’s just done an MBA. A new job is in the bag, he has a title that sounds impressive, the money’s in the bank – but his career is going nowhere. Should he be worried about his growth in a time of rampant title inflation? The simple answer is...

Resourcing and Talent Planning

Resourcing and Talent Planning is a critical function that involves coordination from        recruitment team and business in various aspects like analysis on forecast of required  resources, networking and selection of proper hiring channel, delivery of resources on  schedule, Maintain Talent pool for future recruitment. Thus this function ensures that  Organizations are able to identify and attract key Talent from the market with the  capability to create competitive advantage and helping organization to achieve short team  and long term goal. So what are those key strategies an Organization should adopt on  Resourcing and Talent Planning?  Let us discuss in length, Plan your employee recruiting strategy:   The Strategy needs to begin with the requirement of the job role. The recruiter needs to be very clear  about, what is the requirement and what is the job description, basis which he needs to start of with                    his recruitment plan and activity. Succession Planning: is a process for identifying and developing internal people with the potential to fill  key business leadership positions in the company.  Succession planning increases the availability of  experienced and capable employees  that are prepared to assume these roles as they become available.  Through      succession planning process, you recruit superior employees, develop their knowledge, skills and                         abilities and prepare them for advancement or promotion into even more challenging roles. Recruiting the Right Employees while hiring:  If relationship can be established with potential                                                     candidate long before recruitment, Then a good number of potential employees can be hired at the                                time of hiring. A good pool of  candidates can be contacted looking at the job requirement. Prescreening the Candidate: Prescreening the candidate saves the interviewing time of the                                                     selection committee.  A candidate cannot be judged just by looking at his papers.  Prescreening                         interview will actually help to know the candidate better and understand if what is on the paper is true or not. In addition to it in pre-screening interview,  the salary expectation of a                                                      candidate can be gauged. Checking of back ground verifications and references at the time of Hiring:  Back ground                                                              verification  check is one of the most important steps of hiring an employee. All the credentials,                                       experience and skills actually  presented by the candidate needs to be verified to know if those are                        actually possessed by the candidate...

An Analysis on Skill Management: Peeling Away the Layers to Reveal Your True Skills

Prime Minister Narendra Modi has repeatedly emphasized about the need for skill development to ensure better employment. He has mentioned this more than once; not only in his first parliamentary address but also during his first Independence Day address. His emphasis on skills is not an isolated plea. World leaders including the likes of Barack...

Can we mature the HRIS from being ISHR to HRIS?

HRIS i.e. The Information System for HR has done a great job of enabling information flow, processing and management in HR. However, they are still ISHR i.e. Primarily an Information System that happens to be in the HR domain and not an HR system that is enabled by technology. Time to move on. There are...

HR for SMEs – Five reasons why SAAS is the way to go

Many small to medium enterprise (SME) owners or managers, Human Resources (HR) poses the biggest challenge for running and managing their business. HR for SMEs needs an approach different from one that adopted for large companies. For various reasons SaaS HR software (SaaS – Software As A Service) offer the best solutions to meet the...

How Human Resource Management Software (HRMS) is Evolving

With the growing numbers of employees and aspiring professionals establishing their place over the globe, human resources are in the limelight today! This has led the development of human capital management (HCM) softwares for companies to have a well maintained database of work forces around the world. The software not only claims to bring forth...

How to improve the recruitment process?

In this third generation of recruitment and the smart talentscape, recruitment or hiring or talent acquisition is going to get lots more challenging. We need to make things simpler to be more effective. Before we look at the improvements lets look at how the recruitment process or the talent acquisition process actually works. Here is...

Do organizations really know the true worth of their Human Capital?

In today’s interconnected global economy, it is becoming increasingly apparent that the key differentiator for the success of a corporation is the talent that they have. When one looks closely at two companies that are in a similar line of business with more or less identical operational models and yet the performance of one is...

Panch mantras of professional satisfaction

Panch Mantras (five elements) of Professional Satisfaction What do we expect from our job? Why do some jobs seem to be better and some not? Why do we feel that we enjoy or do not enjoy the work? We will analyze the key factors that, give or take away satisfaction at work. We will call...