HR managers, recruiting agencies and even brands around the world would rate the introduction of Artificial Intelligence to recruiting as one of the landmark trends in the past couple of years. More than 35% of recruiters in general have already adopted AI into their hiring process. They testify that this decision has made them work smarter. Hospitality recruitment companies are under immense pressure to meet the staffing demands and here is how AI can fuel this market to work smarter.

1. Automate those boring tasks: Some of those tedious tasks of scheduling interviews, updating profile status, coordinating between teams and so on can eat up a lot of time which recruiters can other use to do more result oriented jobs. Bringing in automation to all these tasks will be a smart move which directly impacts your team’s productivity and success level.
2. Efficiency that delivers: In the hospitality industry, the demand for talent is enormous but the availability of the right candidates is scarce. To attract the right kind of talent and convert them into recruits, the hospitality recruitment companies have to perform with utmost efficiency. Artificial Intelligence can up their efficiency level by making the job descriptions more precise which will attract the most suitable candidates. Investing in programmatic job advertising has yielded great ROI for recruiters.
3. Improve candidate experience: In a survey conducted by AllyO, a whopping 83% of recruiters said that they are using AI to improve candidate experience throughout the hiring process. With the least amount of human involvement, AI is able to deliver quality experience to candidates. Chatbots can reply to the hoards of queries and confusions candidates have, automated messaging system can keep them posted on their job application status, data analytics can make application process easier and fun. Such quality experience will not only help the recruiters win the present candidates but will also help build a strong referral talent pool.
4. Keep bias away: Recruitment market is highly advanced and is embracing diversity to enhance the quality of recruits. But at one stage or the other, bias may subconsciously influence the decisions of people. Gender, place of origin, language, age or some other factor may push the recruiters to select one candidate over another even when the other one is more deserving. AI works purely on the basis of numbers and thus completely eliminates bias to hire the best candidates.
5. Smart savings on time and money: Hospitality industry is all about delivering best customer experiences and keeping positions vacant for a long time hits the brand’s quality badly. AI can help hospitality recruitment companies grab the right talents who fit right into the distinct roles and resonate brand personality within no time. Machines can be employed to speed up the screening process and reduce the burden of the recruiters allowing them to interview more suitable candidates. For both businesses and the recruiters this is a great saving in terms of money and time.

The possibilities of how AI can make recruiting smarter are endless. As Machine Learning becomes more complex and efficient, it will redefine the entire process.

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Growth and challenges are the two faces of the same coin in the hospitality industry. Those who dare to evolve and innovate will conquer over their challenges. Increasing competition and consumer demands always keep the business owners on their toes. The hospitality recruitment agencies too have to keep up with trends if they desire to attract and hire top talents. 2018 is going proving to be another promising year for the industry and here are the recruitment trends you need to embrace as a recruiter.

Decentralised social hiring:

Social platforms have grown from being entertainment and interaction platforms to being talent pools. Facebook, LinkedIn, Instagram and so on are the ‘go to’ channels for talent sourcing and screening. Experienced recruitment process outsourcing services providers like Glocal RPO are decentralizing their social media recruiting campaigns and targeting the talents based on location. The chain of hotels and franchises are preferring to have their own social presence to connect with the customers and to attract candidates for job vacancies.

Hiring is aided by data and analytics:

For the past couple of years, hospitality industry like most recruitment markets has started to rely on data and analytics. Going forward, expert analysts will regularly assist recruiters in estimating metrics such as the time to find the right talent, cost of hire, turnaround time for offer acceptance etc for every profile. This will help hospitality owners to plan ahead of time and save both time and money while hiring talents.

Partnering with RPOs:

Hospitality HR teams are collaborating with hospitality recruitment agencies for not only filling managerial positions but all profiles across the industry. Partnering with RPOs has manifold benefits including access to a ready-made talent pool, expert recruitment process outsourcing services, shorter turnover period and some valuable time saved which can be utilized for operational improvements in business.

Hospitality recruitment agencies intertwine technology and innovative recruiting skills which is why they are able to hire the best talents for their clients.

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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

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So here’s some of the best career advises from 2017:

Stay humble and work hard

Humility and work ethic are two traits that set you apart and it is important to practice it and not just pay lip service. Major organizations want smart as well as hard worker. So lead with your hard work and humility in your professional life.

Interpersonal Skills

In today’s cut throat competition, big companies are no longer satisfied with just skill, they also seek an excellent level of communication and interpersonal skills to help their organizations in multiple levels.

Success is all about people and not plans

If you sincerely want to take your career into high gear, plans only will not work as you would be requiring help from other people. In an interesting interview, the cofounder and investor of Linkedin advised to build a strong network.

Take Calculated Risks

Taking calculated risks could be the stepping stones to a great career. Be prepared for rejections – a natural part of any endeavor. At the end of the day if you believe in your actions, you’ll succeed.

A Healthy Work Life Balance

Make sure you dedicate time to doing what you love – it can be sports, your kids or even watching movies. At the end of the day you should have ample time to think, introspect and move ahead.

Give your team something to cheer about

As they say give credit where it is due, ensure all your team members get the credit they deserve. This would not only motivate them but attract more talent towards your team.

2018 brings in new hope and a new desire to strive harder to achieve your work goals. It’s important to stick to what you do best and up skill yourself have the competitive edge.

Keep following Glocal RPO Blogs for more exciting stories and career tips coming up in 2018!

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In the digital age of social and virtual recruiting, cold calling strategies still hold a relevant place. Even today while screening candidates an obvious approach is a phone call. Yielding immediate results cold calling is an easy way to sustainability. For a successful business, employee recruitment is of utmost importance and is one of the driving factors.

We have penned down some of the best practices for recruiting cold calls to candidates to impress job seekers and attract best talents:

1. Always sell your company –

One of the most effective ways of recruiting cold calls is to describe the company and the job in the best way to the candidate. It’s imperative to exhibit why the company is such a good place to work and why top talent should choose them over other organizations.

2. Discover what motivates candidates –

Reviewing the career objectives of a candidate’s CV is an easy way of accessing what drives the candidate in terms of professional growth. Demography, geography and psychographics data is the key to uncover their interests and motivators.

3. Engagement with the candidate –

A caller should NEVER come across as mundane or boring. In such cases, the candidate to comes across as disinterested and uninspired. Regardless of the number of calls per day, a recruiter should never miss out on an engagement with the candidate at any point of the day.

4. Follow up on cold calls –

Adding a personal touch of follow-up calls will make the candidate walk away with a positive impression even if they don’t get the position. One of the biggest bone of contention of job seekers is that they never hear back from the recruiter after the first point of contact. It’s worth all the time to recruit the best talents.

5. Understand their skills, dug into them for information –

Make sure you are aware of the basic skill set required to fill up a position and they are relevant to the candidate’s career goals. No point wasting time on a candidate whose profile has no value to the position you are attempting to fill.

      6. Call recording for recruiter training –

An excellent resource for training recruiters from a business point of view and molding strategies accordingly. The right tone, important cues, candidate insights can be learned from these recordings.

For more information on how Glocal can help source you the best talents for your specific roles, contact: +1 425 818 0748, Email: info@glocalrpo.com

#GlocalRPO, #Recruitment, #Sourcing, #RecruitmentTraining, #Sourcers, #GlocalRPO, #Glocal_USA

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As per a recently published report, 59% of companies are looking to invest more in their employer brand than in the year 2016. Today it’s a thrust of global talent strategy. Adopting a holistic approach to the entire candidate lifecycle is critical to any company’s success.

If you are one of those company invariably filling vacant positions left by your employees, it’s time to figure out why so many people are constantly leaving. Need help in retaining top talents? Here are five perks your employees are looking for which is the key in retaining major team members:

1. Employee Advancement Potential – Every employee wants a company that is willing to open new doors of opportunity. Enabling employee’s advancement signifies commitment.
2. Flexible Working Arrangements – Nine to five jobs are a thing of the past. The millennials want to work for an organization that offers flexibility. This has today become a ‘must have’ for new age companies.
3. Invest in Growth and Development – Every individual desire to have their leader’s assurance of the advancement of their skill sets to stay ahead of the curve. It is vital their growth and development remain on track.
4. Valued and Respected – An open door policy allowing employees to share their feedbacks without running the risk of being judged and wrongly perceived. Unconscious bias is counterproductive for any organization.
5. Benefit Packages – A comprehensive employee benefits package, including healthcare, retirement savings and more works well in influencing best talents across sectors.

An honest investment that emulates a long-term commitment in an employee’s future is the best way to retain top talents.

Need advice on how to attract/retain best talent stay for a long-haul? Contact Glocal’s dedicated virtual teams helping companies recruit talent globally.

Reach Out – +1 425 818 0748, Email: info@glocalrpo.com

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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

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The tips to become a Successful Recruiter (The six-step approach)

Keep an open eye:

Fulfilling the daily needs is never enough for a company’ perspective. A candidate should be selected keeping the long-term perspective in mind. Candidate selection should be done keeping in mind that his potential must be enough to cope up with the exceeding requirements of the company in future. Not only the candidate; New technologies should also be focused to have a competitive edge in the industry.

Be personable and approachable:

If you want to see the true side of a candidate then it is necessary to put them at ease. Candidate will only show his true self when he is put in the situation for it. So, try, to be frank, and open rather than following the traditional professional approach.

Use a Go-Getter approach: 

A phone call to a candidate can be made by anyone but to break the ice and starting a perfect conversation is a quality possessed only by a successful recruiter. To actually see the inside of a candidate, one needs to create a friendly environment and be open to the discussion. Therefore the recruiter should use a go-getter approach in order to see the actual of the candidate.

Always follow up:

This is one of the essentials which should never be ignored. Following up with the candidates makes the relationship stronger and in turn trustful. For e.g. whenever a candidate gives an interview he hopes to be informed about his status on the job. It is the respect factor which he needs and it surely helps in strengthening the bond among the recruiter and the employee.

Be creative:

Creativity can solve any problem for you. There are several ways to find a candidate, but sticking to the basic and traditional ways don’t always do the job for you. But just sitting in the comfort of your chair and traversing various portfolios is not enough. If you want to get the right candidate you yourself need to follow the right technique. Being a little creative makes it easier for you. Some of the unique techniques include networking events, referrals, job postings, using tools and analysis etc. and never to forget social media.

Good listening skills:

A good listener is always a gainer. Even a Successful Recruiter must follow the path of a good listener. It is required that you must listen to a candidate first, that is what his point of view is. Then it’s up to you how to acknowledge it. Last decision always remains with you.

Following these steps will only get you the right candidate for you and our team at Glocal take these steps as a how to… guide. We want to fulfill your needs, not the vacancy. So, if you have any trouble regarding the recruitment phase, just get a free Glocal trial now.

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 The phases of RPO life cycle (9 phases of RPO process)

Our team uses a structured 9 phase hiring cycle. Each phase is performed by core professionals and we aim to give quality output. Following is a brief description of each phase of the recruitment process.

The phases:

• Getting Client requirements

Getting point by point customer particulars for new contract orders, and defining ability ID methodologies to match particular needs of the customers

• Sourcing Resumes

Sourcing hopeful resumes coordinating required skill sets from our profile database or accomplice database

• Contacting Candidates

Thorough screening and assessment to survey hopeful’s appropriateness for your business

• Salary negotiations

Pay presentation to the hopefuls, and directing pay transactions for win-win results

• Shortlisting profiles

Shortlisting potential possibility for open positions that meet required criteria

• Submitting profiles

Exhibiting a rundown of shortlisted contender for empty positions

• Interviewing Candidates

Directing meeting process in-house; either by our team of experts, the customer, or mixed according to the customer inclinations, once the customer supports the submitted profiles

• Finalizing candidates

Concluding the possibility for the open positions, movement estimation, and achievement following

• Getting candidates on Board

Onboarding new contracts or off-boarding as required. Progressing relationship administration with the customer and new contracts (workers and temporary workers) to unite fruitful enlistment for your business

Our focus while working for you:

We ensure that our RPO life-cycle is legitimately dealt throughout the process. Our procedure checkpoints guarantee that our sourcing and choice procedure is constantly adjusted to meet customer necessities and that the nature of potential hopefuls is improved. We additionally execute full data security methodology to keep your enrollment ventures secret and to expand results. In the meantime, we rehearse complete straightforwardness with respect to the enlistment procedure outsourcing administrations we give.

Save Time and Cost with our Streamlined and Effective RPO Processes

The plus points or advantages that you get are numerous when you pick G-Local administrations to deal with your RPO life-cycle. Our RPO structure and administration proficiency permit us to offer tremendous budgetary reserve funds to our customers. We additionally help you spare a standout amongst the most valuable wares of all – time. You no more need to manage a stop-begin process for your hiring that can cause you a good financial punch and gobble up such a large amount of your working day. Our frameworks and staff deal with these for you, easily and successfully, on account of their master information and full-time enrollment movement.

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 Cost Reduction by sharing Risk

• RPO firms take on the responsibility of fluctuations that occur during hiring, thereby reducing extra cost by sharing risk.

At the point when a business downturn hits and selection and hiring needs all of a sudden drop, so does an organization’s requirement for Staff selection. In like manner, when the business is venturing into another item classification or locale of the world, selecting necessities may all of a sudden spike. Outsourcing the enrollment capacity permits an organization to go along the cost danger of those assets to the business accomplice. Enlistment Outsourcing firms like Glocal RPO tackle the obligation of proficiently changing asset levels while procuring vacillations happen so the customer does not shoulder the weight of conveying pointless staff, or on the other hand, being short when more prominent assets are required.

 Efficient Recruitment cycle

• RPO vendor helps you determine existing inefficient practices, efficiently working towards improvement of which can lead to a reduction of cost.

A standout amongst the most widely recognized issues we see with the enrollment lifecycle is that it’s an incoherent and awkward large number of practices—great and terrible—crosswise over authoritative capacities, offices, divisions, and districts. Regularly, this causes cover in promoting purchases, preparing and onboarding strategies, and additionally poorer procuring choices and at last higher operational expenses.

Acquiring an RPO venture gives you the chance to reexamine these procedures. The RPO seller will analyze your enrollment procedure workflow(s) to figure out where cover, exorbitant expense, and wasteful practices may exist. At that point, an outsourced model can be made for you, giving you benefit levels and achievement measurements that surpass business as usual.

These practices have been demonstrated more than once to yield expanded effectiveness and fulfillment with the enrollment lifecycle, bringing about general cost lessening for your organization.

 Reduced time to hire

• Outsourcing Major Parts of your recruitment system automatically saves time and leads to cost reduction.

Time is precious and procuring new expert-level workers takes a considerable measure of both. From sourcing resumes to directing meetings and arranging offers, obtaining another worker imposes your interior assets. Besides, everyday work demand stays unfilled, your business loses the advantage of that worker’s commitment and squanders enrolling and budgetary assets that could be devoted to different activities. Outsourcing all or some portion of your inner enrollment capacity can lessen your opportunity to employ significantly by utilizing:

All these facts clearly depict that hiring RPO is surely an intelligent step and saves a lot of time and cost along with quality assurance.

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