Recruitment Services
Talent Acquisition

The term Talent Acquisition is often misunderstood as a recruitment service, but it is necessary to explain the misconception the recruitment is a part of Talent Acquisition. It is a process done by HR Department of Tracking, recruiting, interviewing candidates, and on-boarding them with proper training. Talent Acquisition (or TA) teams are generally responsible for finding, attaining, evaluating and recruiting candidates for open job positions. Appointing a TA team is essential for organisations to handle the important element of searching and hiring the right talent for companies’ future success. For the Stability of Business in the competitive market, company need to have the right employee which can help business survive with good productivity, motivated staff and better decision making.

Moreover, Talent Acquisition is progressive. It is not just hiring a candidate to fill open job position, but considering the employees potential career path within the organisation. TA team ensures the organisation to hire employee who have a potential to uplift companies value in the market and someday become managers or top-level managers within the company which can be long-term strategic plan. Everything has a way or process to be followed for a better outcome, let’s checkout 6 steps incorporated for Talent Acquisition:

  1. Generating Awareness

Social networks, Events, Conferences, Online forums, and communities’ helps you network & build relationships to make your talent needs widely known. This will generate a large amount of encouraging candidates, and pipeline of possible hires.

  • Recruiting and Attracting candidates

To attract people and show your presence in the market, you first need to have a strong brand presence. It is a key component to create interest among jobseekers and retain existing client by giving possible benefits.

  • Interview and Assessment

Company wants to know about candidate’s experiences & past background to assure themselves that they are hiring the right candidate. But interviewer should be careful while framing and asking question to candidates. So, top 3 or 4 Question should be such that you can get to evaluate about their outstanding and key performance. Employee’s assessment including an IQ, EQ, personality test. Any test is acceptable but shouldn’t contain discrimination contents rather relevant to the scope of work. Assessment such as Group discussion, Giving case studies, etc. will help you to understand the behaviour & thought of a candidate and will be easy for making final decisions.

  • Analysing references

Having an Intuition that you have got the right candidate is front of you is good but you can’t rely only on intuition for a company to work. After a positive interview with candidates and having a final list of eligible candidates, it is necessary to know more about the background with the help reference. If the reference agrees that the candidate has good character and competency to work in the company then it is easy for you to take the final decision.

  • Final Candidate Selection

If you rate the candidates while conducting the above processes it is easier to segregate & select the best candidate. The above process helps you keep a clear picture, get to know deep information about the applicant and is easier for selection.

  • Hiring and On-boarding

For a perfect candidate hiring you have to leave it in the hands of Professionals i.e. Talent Acquisition Team and these experts will help you save time and money. On the other hand a successful Onboarding process can lead to better relationship with the new employee and positive word of mouth of company.

Now you know what impact can Talent Acquisition make for your company, how much it is essential for an organisation to go through the process for a perfect team. So what are you waiting for connect with us and get your perfect employee with the help of our Experts.

Talent Acquisition
Talent Acquisition: How to Attract the Best?

Talent acquisition means a process of identifying and acquiring skilled workers to meet your organizational needs. The talent acquisition department is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company. Recruiters, sourcers, HR professionals, hiring managers. Combined, these powerhouse functions make up Talent acquisition (TA) — the organizational task of, quite simply, finding the right person for the job. In corporate world, it’s often placed under the human resources umbrella which involves sourcing, attracting, interviewing, hiring, and onboarding employees. The definition of talent acquisition spreads from employer branding, recruitment marketing, to the process of recruitment itself, which includes candidate relationship management, an onboarding plan that involves succession planning and talent development, and  strategic management with C-level goals.

Talent Acquisition and Recruitment aren’t the same. Recruitment is one aspect of talent acquisition that has to do with the selection and hiring of a candidate to fit a job vacancy whereas Talent acquisition has a far broader scope. In other words, Talent acquisition is an overall business and HR strategy that factors in an organization’s long-term goals, and acknowledges that people (or talent) can play a huge role in a company’s future successes. Talent acquisition is more towards the strategic side of the tougher positions to fill. The Talent Acquisition involves several complex steps, among those the most essential include Lead generation, Recruiting and attracting the top candidates, Interview and Assessment, Evaluating references, selecting the best candidates, Hiring and Onboarding.

Some of the tips for Talent Acquisition are forecast – Identify which roles at your company are hardest to hire for — and prioritize them. Building a pipeline – Keep track of the candidates you find, whether in a simple spreadsheet or via specialized software. Get Everyone on board – Don’t silo the efforts of your HR and talent acquisition team and keep an open mind about where quality candidates can come from. Get the department or even entire company involved, Spend the time – Casual phone conversations, lunch meetings, even an informal negotiation are ways to get to know your prospective hire that won’t be evident from a one standard interview. A few common tactics for finding and hiring great employees are Boosting your brand – make sure your organization’s website, social profiles, and company culture speak not only to your target customer, but also to potential career-seeking candidates, Get Niche – the more specific you can get about the past experience and projects you’re looking for from candidates, the more success you’ll have finding exactly what you need, Do some succession planning  – This business and HR strategy grooms and promotes employees internally, instead of going outside your company to fill open positions. It starts with identifying peak performers within the company, and taking the time to train and prepare them to take on more responsibility and leadership.

Large organizations have their own HR departments where each and every function of HR has been handled by themselves. Small organizations and startups does not have the appropriate manpower to run the HR functions within their own company so they partner with Recruitment Agencies and HR consulting firms. Many companies are now preferring the HR firms for consulting and other HR services. So that they are able to focus on attaining the business goals and rest of the HR related activities are taken by the recruitment agencies and HR consulting firms. So if your organization wants HR services at minimum cost and avail the best Consulting and Advisory from the Industry Experts. We at Team Management Services are here to help you to reach your HR goals.

Team Productivity
Be a High Performing Team

Every organisation initially gets started by few people and a key determinant of Success or Failure is the handoff between each of them, and it is the employees only who make efforts to take the organisation towards the way of success. So it is very important for an organization to have dedicated employees – high performing teams.  

A high performing team can be a group of people with specific abilities, knowledge and skills sets committed to a common purpose, who consistently show high levels of collaboration and innovation which comes out in a way of best results. High performing teams share a vision, purpose, competence, trust which is important in building blocks of effective teams & every organization needs its teams to deliver high levels of performance in order to succeed in today’s business environment. 

Communication is a key factor for tracking the progress and working together efficiently and effectively on tasks. While forming the team, the management should focus on unity as it is crucial for high performing teamwork. The team should be able to communicate openly with each other, sharing their thoughts, opinions and ideas with members; as well as taking into consideration what others have to say.

The leaders should always focus on creating a team of peoples, who are highly passionate towards achieving the targets, by putting his employees in their strength zones and developing their capabilities & talents.

 The stages of forming a high-performance team will go in the order:

  • Hiring the Right candidates.
  • Effective on boarding of each team member by getting to know each of them on a deeper level.
  • Setting a clear prospect of their roles.
  • Building trust between the team members. 

The Teams common goal has to be clear, relevant, significant & achievable. It represents the cornerstone of a high performing team. Without the clear goal the team will not be able to align their efforts in the same direction.  Since teamwork is a means to an end, the team must be purpose directed & judge against results.

TMS considers the requirements of both the Organisation as well as the Candidates. TMS believes in providing the organizations with the best talents which is the need in today’s competitive business environment and also helps the person to achieve his/her desired goals. The initiatives driven by TMS, leads to satisfaction of both the parties. Building a high performing team takes time & efforts, but once they jell with the surrounding aesthetics & start producing results, they become an indispensable asset for any organization.

Temporary Staffing
WHY SHOULD YOU INVEST IN TEMPORARY STAFF?

While most of the business owners hires one full-time employee than two temporary employees, sometimes we need more hands on a project. Your clients/ customer may have requested rapid delivery & there might be requirements which may not arise in the future, or you simply don’t have funds to manage full-time employees. In such situations, temp staffing is a great option. You can get an experienced professional while you save some money.

What Is Temporary Staffing?

It is a system where the employees are hired on a temporary basis through a staffing company/agency. The employee is usually not on your payroll, as all the salary/compensation and other benefit related matters are handled by the company outsourcing this service. The major reason organizations go for temporary staffing is reduced hassles, quick hiring, & expertise Compensation & Statutory Compliance Services.

Let’s check what are the other reasons why your organization should prefer temporary staffing. We know that you may have doubts about your temporary staffing, So we have made a list of benefits that you can avail with Temporary Staffing Solutions. It has gained immense popularity in the past few years and here are the reasons why:

1. Flexibility

Why would you want to suffer long-term expenses and hassles when you can simply hire a temporary employee for short-term work. If you have short-term project which doesn’t have work more than one year, you can hire a temporary staffing for a short duration. The flexibility you get respect to hiring is amazing, as you can get temporary employees anytime you want and most of the times, even on short notice. You don’t have to spend time finding these resources for your organization, the temporary staffing agency will do it for you.

2. Cost-Effective Management

What are the requirements of managing a full-timer employee? You, have to hire an employee on your payroll, which means an extra cost of salary, taxes, incentives, health insurance, sick leaves, paid leaves, earned leaves, etc. Further, there are more costs that will be incurred for management of employee like training and personal growth. Your HR department additionally requires resources if you have to hire a fulltime employee every time you receive a short-term project. Temporary Staffing can help you resolve all these issues!!

3. Easy Switching

Businesses make many mistakes on acquiring talent many times, as there is simply no easy way of knowing the competence of an employee before working with them. Undoing this mistake is a costly affair and very difficult. You lose a huge money in lost working hours as well as additional resources in finding a new employee for your organization. However, temporary staffing gives you a flexibility of changing the employee anytime you want.

4. Reduced Need for Orientation

Temporary Employees are familiar working in different environments. Hence, they will adjust in your office environment easily. You won’t have to follow a nice orientation process as this employee would rather prefer starting work immediately.

5. Reduced Paperwork

Since these people work for a staffing agency and not you, you don’t have to prepare paperwork and ensure compliance for them. The agency will handle everything & now you only need to think about your work requirements.

6. Time-Effective Working

Let’s face it, every one of us can use some extra-time in a day to complete other tasks. Activities such as hiring, training, management and payroll management requires a lot of our time. When these activities are removed from our task, Every Organization can focus on other important business tasks.

However, having an unexperienced team of on board may not bring about the desired results. We at Team Management Services provide all kinds of Staffing Solutions to our Clients with having more than 4500+ Employees on over 100+ Locations servicing Pan India currently.

Employee Training & Development
Reasons to Employee Training & Development

Employees are the biggest asset of a company, and investing is vital to support business growth and success. Normally, businesses go through lengthy processes to recruit and hire suitable and qualified employees, but often the emphasis on caring about employees stops there. Giving training & development to dedicated employees is also a part of Employee Engagement. As the business landscape becomes extremely competitive, improving your team’s productivity level is imperious within the growing markets. Employee development and training is essential for the growth of the business and the workforce that drives it.

Businesses should never be at the same stage it should have continuity in growth and improvement and the key to remaining up to date with latest technologies and techniques is employee training and development. Employee trainings on regular basis are necessary to ensure the skill development of the employees. If employees are making their efforts to the best of their capabilities, this means the business will give results accordingly. Professional development of the employees is very significant and can be achieved using training programs that will teach them to better utilise experience. Such sessions or programs are not only for huge companies; small businesses can bring out their best with similar exercises and identify growth opportunities to excel further.

Before going into a training program, it is important to know the end results that you want to achieve through these exercises. In other words, set certain targets that you want to achieve and work towards them instead of unclear training goals. With the quality planning in place, you will soon see the results of such a training, which will also be reflected in the revenues. Following are reasons why employee training and development is important:

1) Positivity in employee retention

Hiring and retention can become a major challenge for the employers, however, this can be avoided through proper sessions of Professional development. Training programmes have become so centralised within companies that it is often used as a competitive advantage in the hiring process. Offering programmes within employment contracts create an employee’s sense of value within the company, and fosters loyalty & ultimately employee retention.

2) Training future leaders

Focusing on skills and employees for future leadership will help establish a business growth and possible changes. Acquiring leadership talent can start from the early acquisition, or Human Resource professionals can choose current employees as managerial candidates. To have established leadership development programmes ensures that an organisation is always considering the future goals with skilled talents.

3) Employee empowerment

Employees who feel empowered within the workplace will be more effective at working and completing the assigned task. Accordingly, those employees will feel a greater sense of value and confidence within their work.

4) Increase workplace engagement

Dullness in the workplace can have feelings of dissatisfaction & negative working habits. Regular development initiatives can avoid workplace idleness. Having frequent training sessions will also establish regular re-evaluation of employees, skills, and processes. Training and development will also encourage company culture by introducing an emphasis on planning.

In the ever-changing market, where nothing is constant, every day an innovation comes into the market. This made the organization to be dynamic in their business processes and keep on executing the changes so that they will be competitive. But the question is how can you be competitive and win in the market? It’s your workforce, who will help you to be competitive in the market. The organization have to be active and look out for the various strategies which will help the organization to grow in the future.

Overcome Communication barrier
How to overcome communication barrier while working remotely

Remote working is no more a new phenomenon. The COVID 19 pandemic has brought a huge cultural shift among all the employees. Remote working or work from home culture has now taken a vital place, and employees around the globe have been adjusting their seats to meet their organizational needs. With companies going remote recently, employees around the world are going through a huge crisis. Since the majority of the global workforce are not used to it, therefore this sudden shift is leading to a lot of problems that they were unprepared for. One of the significant challenges they are facing is communication. Team collaboration is affected as transparency is compromised. There is no team contribution, face to face communication, or thinking sessions over coffee. You can no longer walk over to a colleague’s desk to chat, schedule a meeting in-person, or call someone up for a project update. All these communication blocks are taking a major toll on employee engagement and morale. The workflow is sure to get affected due to communication barriers.

Here are some usefull tips to follow that would help cut the communication barriers and help your employees be more proactive and active.

  • Set Guidelines:

Guidelines and rules are important to keep every employee on the same page. Since it is hard to maintain clearness while working from home or working remotely. henec a set of rules & guidelines can help handle this task and keep the team focus in place.

  • Use Common Communication Tools:

There is a variety of good communication tools available in the market. Select the one that is more handy and suits your company. Use mutual messaging tools to connect with your teams. If your employees use different tools for communication then it becomes hard to bring productivity.

  • Video Conferencing:

Face to face communication is crucial. It builds camaraderie, boosts productivity, and overall collaboration. While Employees working from home, the advantages of face to face communication are compromised. Calls and chats are great but have their limits. Mostly when it comes to share data files and, at the same time, brief your teams about a project. Thus Video conferencing is an effective means of communication.

  • Project Management System:

Project Management Tools like Asana can help you monitor companies overall activities. Management tools can help you save time. It helps team members stay updated and work effortlessly with their teams. If you have frequent scrum meetings where you have to update on the projects and tasks that are assigned having a workflow can be a saviour.

  • Give Feedback:

Feedback is a huge motivator. May it be positive or constructive, it can convert your team. Employees take a hit when they are not given proper feedback. Constructive feedback allows employees to recover and positive feedback increases their confidence and morale.

At these critical times, remote working and working from home has become a saviour for the organizations and it will continue in the future too. Thus it better to accept this new way of work culture and try to overcome the communication barriers that it brings to us.