Krithivasan S

Many a times appraisal / Year end happens to be the time when managers get to sit with team members, give feedback and arrive at rating. With current generation expectation of instant gratification, constant and timely feedback not only helps for a smooth appraisal but also eliminates bias.

Confidentiality plays a vital role during Referral process. Many times an employee would be curious to know the package and designation offered to the candidate being offered or in sometimes just seek input on what was his or her existing CtC. Referring candidate does not give him or her the advantage of knowing the information. Clear policy stating that except for the process update no other information will be divulged and any attempt to get information would be dealt appropriately.

In my experience, I have seen many times where hiring managers don’t give proper feedback and summarise in just one statement - Not suitable. However little do they realise that only if they give constructive feedback will it help solve hiring. Setting clear expectations, following up and if needed escalating helps

Agree with the points. Using ATS not just helps in streamlining offer but entire hiring process. Proper utilisation of ATS can result in easy data at one go. It can give inputs across various stages and sources. Also the pain of offer letter creation and values going wrong while manual entries can be negated. Integrating with internal HrMS will further enhance payroll process.

Moving away from theory based assessment, putting them thru Live Task to check how good they fit the need. Many candidate shy away when asked to take up an assignment. But little do they realise that this is a golden ticket for negotiation as if they do exceedingly well, it given them the edge to negotiate better. Example, while interviewing a candidate for recruiter role, instead of asking them about numbers and strategy, give them the JD and connect them with one of the hiring manager - Give 24 hours time and evaluate the outcome. This will give real time feedback on how well the candidate is aligned, enabling faster and better decision resulting in better outcomes.

In My personal opinion, more than Formal education skills matter in order to be a great recruiter. A great recruiter is someone who expertly matches the right candidate with the right role, ensuring mutual success. They possess excellent communication skills, a deep understanding of both the job market and industry needs, and an innate ability to build relationships and trust with candidates and hiring teams alike. Their passion for aquiring talent drives them to go the extra mile, making them key assets to any organization. They are also the unsung heroes of any organisation.