Considering millennials as the largest generation in the American workforce, its necessary to find ways to nail the corporate culture since today’s corporate teams are mostly made up of millennials. And yes, this isn’t the first time we are writing about millennials and certainly not the last time. This is one bone of contention that most of our clients engage us on how to retain and manage millennials.

So what can a company do to encourage millennials to cling on? The millenary wants a strong culture where a company’s values and visions are clearly demonstrated and the work environment is fun. We have cumulated a list of To-Do’s to make your company’s culture a good fit with the millennials, and a lot of the fixes are easy and practical:

Ways to Nail Corporate Culture

1.Give them purposeful work that ties to a larger goal:

Engaging in meaningful work is the foremost priority of millennials. JD is what entices the workforce so it’s important to take a hard look at the job description, process-oriented work is most likely to gain attention for a long time.  Money isn’t the only thing driving force rather the work has to be meaningful. It is imperative for organizations to make sure to tie their job into the big picture and help the company fulfill its goals.

2.Guidance and Opportunities for Career Development:

Millennials prefer bosses or managers who can coach them, guide them and at the same time give them trust and freedom to work on their own. This requires clear and disciplined communication, a mix of educational and motivational steps and apt mentorship. Robust skills set system allowing employees to get certified and attain a pay hike accordingly.

3.Socializing:

Another way to retain millennials is promoting socialization. There is a payoff here for the company too as this helps managers learn more about the employees’ and get acquaintance with new ideas and tech knowledge and gain a new perspective.

4.Work Flexibility & Supplying the right Benefits:

Advance a culture that promotes work-life balance (the norm these days) as the young generation respond positively to work flexibility. Thanks to the gig economy, the conventional 9-5 work is no longer the norm. It also encourages creativity and innovation.

To sum up, have an open door policy (sounds cliché but hardly practiced) which gives employees a sense of inclusiveness. Also, organizations need to look beyond the ‘millennial’ reputation as job hoppers and focus more on their potential.

Glocal is a leading Offshore Recruitment Process Outsourcing (ORPO) firm with offices in USA and India. We are the winning ORPO ammunition every RPO needs. Here’s more about us: http://www.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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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.

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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.

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