The buzz in New York is the much-hyped tax-reform proposed by Donald Trump will benefit the already wealthy more than any other group. A majority of Americans, however, believe the tax cut sold as ‘rocket-fuel’ will be any good for job creation.

So what does the tax has to do with the creation of more jobs? The ones living in ivory towers have their needs met and most of their wants. So it doesn’t really matter even if you decrease their taxes to Nil, they are most unlikely to hire for more. Therefore, effectively the money will be unspent. Now if we were to tax these corporations, you could use the money on various projects the country needs. More demand would result in more products being sold thus resulting in more profits leading to a lookout for more employees. According to 1,290 surveys done, people who own small businesses do think they will be the biggest winners.

AS Warren Buffet once famously said, “I have yet to see” anyone “shy away from a sensible investment because of the tax rate on the potential gain”, so what this implies is a one-time increase in stock prices but with no impact on employment or operations. In other words a serious growth projection, competitiveness and job creation, one should look beyond tax-cuts. Public sector investments coupled with business infrastructure up-gradation are the backbone of any strong economy.

So here is the list of proposed winners and losers from the Republican tax bill:

Winners:

• Donald Trump
• Individual Tax Payers-Short Term
• Most-Middle Class Tax-Payers

Losers:

• Individual Tax Payers-Long-Term
• Fiscal Conservatism
• The Blue States
• Tax Accountants
• Obamacare Marketplaces

 It’s still an open question as to the real impact of the bill is concerned. Either way, it’s likely that most people are set to loose with the proposed tax cut.

For questions/opinions and feedbacks do visit: http://www.glocalrpo.com

Sources: VOX, Survey Monkey, CNBC

The post Donald Trump’s Tax-Cut will lead to job creation or economic growth? appeared first on Blog.

The deeply routed attributes of recruiting space human tendency have led many academicians to question the inherited diversity training. Published reports suggest that unless carefully monitored data-driven recruitment conclusions have the potential to learn our prejudices.

Why talk about biases?

The conscious effort to mitigate this biasness has several underlying benefits which ensure a better overall result. While it does create an environment where each can share/discuss his/her ideas freely, its main advantage is that it helps you create a more multi-culture, diverse and inclusive company.

What defines the unconscious bias?

So, after using the term quite a few times, the question arises what categorizes biasness? Unconscious bias is the brain’s penchant to rely on observed patterns such as cultural stereotypes and ethnic exclusions.

So how can you change something, you have no control what so ever?

For starters, it is important to realize the implications of such attributes. The mindset of not just the HR but also the senior management must acknowledge the fact that unconscious bias does exist and if persisted with the company may miss out on the best pool of talent.

How it can impact hiring!

• Resume Revision

You might have preconceived notions interpreting the information on a resume you are reviewing. The best possible way to avoid this is by clearly defying the attributes you are expecting in your candidate. Decide the priorities, the final points you are looking for: experience, education, soft skills etc. and stick to that.

• Interview Stage

Confirmation bias is the most common form in the interview stage which is the tendency to pay attention to or seek out information that confirms a belief. Another would be Similar to Me bias which as the name suggests is people’s tendency to like the people similar to them.

The best ways to counter such bias is to appoint a structured hiring process where the team spends time reflecting criteria, planning questions and creating a procedure for review of the answers in advance.

Glocal RPO is one of the leading offshore recruitment process outsourcing company. We stand for sustainable innovation, consistent excellence, and enduring partnerships. Learn more about us: http://www.glocalrpo.com. Send us your queries: info@glocalrpo.com

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What’s the difference and why it Matters?

Here are some facts!

With social media making continuous advancements in acquiring new talents, there is a lot of ambiguity in regards to ‘recruiters’ and ‘sourcers’. Although the role of a sourcer is much like a recruiter, however, sourcing is done as an integral early part of the entire recruitment process.

The Role of the Sourcer

In general terms, a sourcer is a hunter. In fact a sourcer most times overlays the recruiter. He not only creates interest and drives potential candidates to organizations but also acts as a research agent. The real difference is depth, depth of conversion and depth of knowledge about specific roles in companies. Thus sourcers are indispensable to the recruiting process.

The Role of the Recruiter

The main area of a recruiter does not include fiercely searching for candidates. It revolves around consulting internally with hiring managers, leading interviews, managing offers, job descriptions, and onboarding new hires. A recruiter thus manages relationships, mentor the candidates and the human resource managers with screening, selection and hiring process.

Collaboration is the key

In today’s tug of the talent war, it is imperative for recruiters and sourcers to work in tandem to hire and retain top talent for any organization. A strong association between the two ensures a company’s healthy talent pipeline.

Glocal RPO is an offshore recruiting firm with offices in USA and India facilitating professionally managed virtual recruiters adhering to quality and fast delivery. We boost your recruiting productivity at profound costs while letting you focus on core competencies.

Get Glocal RPO on board: Phone: +1 646 705 0202. Email: info@glocalrpo.com

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We are focused –

Where it is recruiting or restricting your current profile, in-depth understanding of market, strategy and business planning is the quintessence of Glocal’s business development managers.

Specialized Experts –

Our managers are involved in continuous research to stay abreast of the latest developments and trends in the industry. Power of our expertise is unmatched.

A Strong Foundation –

With wide expertise in International Business Development, we help offset high cost and hiring new resources. Our managers go through stringent selection procedures giving the best results.

Accountability –

Working as a unit to provide your business growth the best results as high returns and accountability are closely tied. We follow a step by step procedure to make you understand who you are going to work with.

Freeing up your Time –

A business development team clued into your needs can have substantial benefit for your company. We are dedicated helping you achieve your business goals and objectives and grow fast.

If you are trying to get your Business Growth to the next level, get virtual offshore dedicated business development managers from Glocal ORPO. A quick phone call or email is enough. We will respond instantly: +1 646 705 0202, info@glocalrpo.com

#GlocalOROP, #GlocalIndia, #GlocalUSA, #Glocal_BDM, #BusinessDevelopers, #OROP_Glocal, #OffshoreRecruiters

The post To Inspire Your Business Growth appeared first on Blog.

The other half, in exceeding them

Glocals Writing down values for your company may seem a little easy but most of the companies still lack clarity around how these translate into desired behaviors.

For us, the critical part is that the values while important-are less important than the behaviors they inspire. Ever since our inception, the values that drive us towards executing our vision are:

Integrity:  Keeping up with the promise of delivering the best, our core values are integrity, teamwork, performance, learning, and courage. We do what we preach adhering to the law, transparency, and ethics.

Responsibility: Glocals is a progressive and socially aware company as we take responsibility for every contract we sign with the client. We are completely accountable for what we do.

Innovation: We promote and support novelty and risk-taking without jeopardizing our outcomes. We believe in continuous learning and immersing ourselves in new challenges and problem-solving strategies.

Creating performance Culture: We have a systematic approach to managing the performances of teams and individuals. Our virtual offshore team is backed by years of expertise and undergoes training regularly.

Reverence: We appreciate diverse perspectives.

Quality driven services:  Tailored to your company’s specific requirements, we offer custom crafting solutions.

Impact Oriented:  Glocals expert mobilizes around clients using their expertise and business-oriented insights to deliver desired solutions. With us, you achieve your goal and witness fast growth.

Profitability: We deliver incremental value by maximizing the profitability while adhering to your company’s core values.

Let us know what your business needs are, and we’ll start your search today: +91 11 46140625

Email: info@glocalrpo.com

The post Why Glocal’s actions speaks louder than words appeared first on Blog.

The highs associated with hiring an offshore RPO:

• Focus on Client’ requirements rather than job completion

This the first unique factor related to them. Rather than following the standard and scripted hiring procedure, they rather focus on achieving success based on a clear understanding of requirements. Having a clear view of target i.e. what your client needs gives you, make it easier to decide a path of action. It gives you the ultimate idea of the required steps to be taken and what is to be done.

• Well-defined hiring strategy gives quality output.

If an RPO has to follow a traditional hiring strategy then it is no different than your in-house recruiters. Rather the RPOs follow a well-defined and more structured strategy for hiring consultant to require a talent which can only satisfy your conditions but to invest in a talent which can become an asset for you.

• It is supposed to be cheaper but quality & experience have their own price.

Now, another thing which comes between you and hiring an RPO is the cost factor. But you should also consider the fact that quality doesn’t come free of cost, you have to pay for the services that you use. But if the results are good enough for you then, the price should never be an issue. As it is well known that quality and experience have their own value or price.

Some other aspects to look for and benefits that come with an RPO are:

• Basic O-RPO model offers change over customary ability procurement strategies.

• Significant investment savings.

• Selecting a stable O-RPO accomplice is necessary.

• O-RPO is exceptionally fruitful only when you have the procedure arranged and targets are clear enough.

• It does have some pitfalls but nothing can be predicted and changed before the actual implementation.

• Though accuracy and speed are the essentials of hiring consultant, economic benefits are the essentials of every business.

• Creation of an RPO model modified to your requirements is the way to long-term achievement.

• Evaluate and make associations on the premise of collaboration collecting out of the key, operational, specialized, and social arrangement.

Glocal RPO offers you a wide range of such unique services ranging from consultancy to hiring partner. With its unique and well-directed strategies, Glocal ensure you of quality outcomes. With Glocal, comes Global expertise available locally. So, If you are looking for a Hiring partner or an RPO which not only performs your job but share your burden with itself then Glocal is the name you can rely upon.

The post Hiring Consultant / RPO-“The highs associated” appeared first on Blog.

Troubles or frustration involved: There are a lot of troubles associated with in-house hiring process. Some of the key troubles are.

• Rehearsed answers

The HRs usually get frustrated (in fact feel bored) during the interviews, due to the repetitive and same answers from the candidates. Those same answers feel like a Scripted and redundant stories been told to them. Such instances make the HRs frustrated and in turn, they may fail to give their best shot.

• Candidate pool problems: If your candidate pool is such (like mentioned above), then the quality may not be guaranteed. As the in-house candidate pool is generally limited in size so there exist problems regarding the selection procedure.

Now if the above-mentioned points stand true in your case that is:

Are you disappointed with your applicant pool?

It is true that you are burnt out on listening to the same exhausting, practiced answers again and again amid meetings?

Do you have an inclination that you are searching for a hopeful that simply doesn’t exist?

Assuming that your answers to all these questions are “YES” then you’re hiring procedure needs a change.

Why is this happening to you?

You are not alone in this list. IT is often heard that managers face difficulty in hiring a “right” candidate. They have arrangements of capabilities, necessities, and depictions of what they are searching for. They talk with many candidates and can’t locate the right fit. The reason they continue having this issue is normally straightforward: they are making it too hard.

So, what is the solution?

Now, this is the question that arises. Well, one of the solutions associated is to involve an Offshore-RPO.

• RPO involvement:

Involving an RPO gives you the much-needed edge in the hiring process. Their unique and flexible hiring process makes the hiring process more interesting and clear.

• Basics benefits associated:

Involving an RPO gives you a lot of other benefits like Cost reduction, complexity reduction and time-saving approach. Other than this when you hire an RPO, a major portion of your burden is shifted on their shoulders and you can control the whole process from the comfort of your office, without needing to do much.

Glocal RPO is one such name in the field of hiring consultants. Their unique hiring process can help you gain the much needed talented workforce for your organization.

Some of the key points they focus on:

• Taking a stab at reducing the required qualifications, having just 5-6 capabilities that are most basic for the position.
• Whenever talking with candidates, discard the scripted inquiries, go for a more natural discussion.
• Discovering candidates who are prepared for the following stride in their profession, not ones who need to keep doing likewise they’ve been doing.
• Searching for applicants with potential, and put resources into preparing them appropriately.

They believe in quality hiring rather than hard-working approach. They also believe that finding the right hopeful isn’t generally simple, yet don’t make it harder than it must be. Go into it with a receptive outlook and a crisp methodology.

The post Time to change your hiring process appeared first on Blog.

1) Failure to identify organizational selling points
It is important to put one’s self in the candidate’s shoes while recruiting them. It is necessary to identify the benefits of joining one’s organization and then being able to present the same to the candidates. It becomes the duty of managers to inform the candidates about accomplishments or challenges that can be found in a job, failure to do this will lead to failure in attracting candidates towards your firm.

2) Failure to stay in touch
It is important to stay in touch with the candidates till the recruitment and selection process reaches its end. Failure to do the same might form a wrong image in the mind of candidates as it might indicate lack of interest in going towards the next step and this might lead to loss of a potential candidate.

3) Failures to conduct an effective in-person interview
At times the judgment based on the first impression might be wrong. Shy and introvert candidates might be misjudged due to their reserved behavior whereas extrovert candidates might lead interviewers to focus on personality instead of skills. Therefore, it is important to plan things well in advance. Ensure that the questions formulated will be effective in confirming talent and skills of a candidate and then train your interviewers accordingly to avoid ‘Hiring a wrong person’.

4) Failure to conduct reference check
Reference check must be on the priority list of a recruiter, failure to which leads to gaps in information and leaves a recruiter with no option of comparison. References are important for confirmation of the various skills that candidates offer.

Failures to implement a good recruitment process results in hiring a wrong candidate.

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1) Connections
Connections that we build are what helps our business grow. Employees, brand advocates, previously unsuccessful applicants, customers, clients, collaborators, suppliers, Facebook fans, contractors, alumni and all have networks. At times talent and skills are present within the organization but we fail to notice the same due to lack of good connections with people. Everyone you interact with can lead you to your next hire. Upgraded Technology helps in building strong connections and network for Future Recruitment. New connections help us in reaching out to people with the right message at right time.

2) Relationships

Knowing people and building a relationship with them are two different things. At times, we do have access to people but it is important to know whether they will reciprocate in the same manner or not. We need to be careful about the experiences that we give to our clients. We must be good at exciting those who work for us. Recruiters are usually judged by their capability of building relationships and therefore it is important to show influence in a competitive market.
3) Reputation

One’s reputation in the market is what matters the most. So it is up to you how you want to portray yourself in present and Future Recruitment. It is important to keep a constant check on the fact whether you are a good place to work at or not, Whether your work culture boosts creativity and skills of employees or not. Your Hr Processes, the way you manage, encourage, lead, reward and recognize employees is easily visible to all. Buyer’s decisions are usually based on reputation as well as the experience of others with your firm.
“Your reputation is what makes you, build a good one”.

 4) Culture

Organizational work culture plays a major role in its growth and therefore the emphasis must be on building a healthy workplace culture. Recruiters must know that culture is the first thing that a candidate wants to know about. For any organization, It is important to have a well defined purpose, values or guiding principles to sustain. A culture that will support its employees and help them grow is much more important than just rewards and recognition.

From attracting talent, grabbing their attention to talent acquisition is changing. We need to ask ourselves are we ready for the same?

The post Trends Driving the Future of Recruitment appeared first on Blog.

Here’s why data-driven recruiting will be good to embrace in the HR practice.

# Data makes the process quicker.  The market operates on the principles of demand and supply; the same is true for the job market. These days, companies are extremely picky about the candidates they want to hire for a particular job. The list of checks for ‘the perfect candidate’ from the hiring manager for each job is long while the pressure on recruiters to fill the number of positions is high! Then what? To be an ace recruiter, you need to be on top of the game and this is when data comes in handy. The pressure to deliver is such that it is tough to ‘steal’ the time to be analytical about the hiring process. Data proves to be helpful here as data is clinical by nature and helps you locate the best candidate while assessing the fit of that candidate. This is as perfect as it can get – at least data helps you close positions faster – compared to when you don’t use data for recruitment.

# Data identifies the talent pool faster too. As a recruiter, you can easily and speedily identify and prioritize the talent pools. This saves time in the process later. Also, if you can sum up the exact talent pool picture for your hiring manager and come up with suggestions to include particular pools or exclude or maybe, even recommend certain job traits, then your job is half done. The hiring manager trusts you and your choices – the process becomes quicker on its own.

# Data can change the perception of how recruiters are. In a recently released LinkedIn report, recruitment data was startling. It revealed that nearly 75% of recruiters didn’t use data for hiring and nearly 56% of the recruiting teams were reactive and took orders. This just means that recruiters pressed for time and rushing to meet targets and deadlines were missing the mark. And, ‘them’ missing the mark, simply means that the candidates hired might not be of the ‘best’ quality. Now think of the counter-scenario, if you are a recruiter and use data, from being passive and reactive, you would be the one to ‘stimulate’ the hiring manager and in this way, stimulate the hiring process in turn.

# Data changes the hiring conversation. It’s a proven fact that successful recruiters and hiring managers, both, don’t stay away from data. They leverage it to save time. It is being acknowledged as the number one driver of measuring recruiting performance. Hiring now is all about building relationships and being collaborative. Data makes it a collaborative and consultative process – between the hiring manager and recruiters, between recruiters and candidates.

Data is a game-changer in the modern recruiting process and is improves the recruiting efforts by a double while having the time taken, thus, making it a more efficient process!

Please call us for more information on our services –

+425 818 0748

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