Wednesday 18 June 2014

Candidates Faking Experience: How to Find Out



Are you working in US IT Recruitment and tired of rejections of your submissions by clients because the profiles you were so sure about getting through were fake? If it makes you feel better, you are not alone. The market is flooded with fake profiles, mostly with non immigrant candidates. 

On one hand, every year thousands of fresh graduates are entering the market. They all are eager to start their career. On the other hand companies want to hire experienced people so that they can save on time and cost spent on training them. It’s a complex situation. What should a fresh graduate do to get the job? Many are tired of giving interviews and facing rejections due to absence of experience.


While working in US IT Recruitment, we came across many instances where candidates show fake experience on their profiles. Recent college graduates tend to go to employers who train them on different technologies and then try to get projects for them with fake experience. Some of them are lucky enough to get a job, but if they are not well versed with the technologies they can’t perform the desired task while project execution. Many of them get blacklisted because of this reason. 

These fresh graduates then go to the employers who guarantee them that they will get projects for them. The employers or vendors train these candidates on specific technologies and start submitting them for different positions with fake Resume. 

The interviews are taken by someone else who is experienced and then the fake candidate is delivered on the project. In this situation if the fake candidate is trained properly he will be able to deliver the project on time. But these candidates are not trained on all the technologies so gradually the client comes to know that something is fishy about this candidate and they release the candidate from project. The vendor company loses their face in front of the client and the Recruiter gets all the heat.  

You can’t catch each and every fake profile but using below 2 tips the ratio can be decreased.

·         Check the candidate’s year of birth (only the year) and add 20 to it. Usually in Asia a student completes his graduation in 20 years. E.g. If a candidate is born in 1990 he will complete his graduation in 2010 and in 2014 he will be having experience of 4 years. Now if a candidates profile shows experience of more than 4 years it might be because he did some projects during his internship. But anything more than 5 years is fake.
·         Ask the candidate for 2 professional references with their email ids (no free domain mails like Gmail, Yahoo or Hotmail etc.) if he is genuine he will provide the same. Else you are free to let the candidate go. 

We always ensure that our team members to go in deep while screening profiles of the candidates. Take your time while screening the profiles. Ask proactive questions. Use Google if you need information on some technologies. Ask technical questions. Cross check the answers. It’s difficult to screen each and every profile in this high pressured environment but prevention is always better than cure. 
Image courtesy of Stuart Miles/FreeDigitalPhotos.net

Reference: http://goo.gl/zgvqNQ 
 

Monday 16 June 2014

5 Important Things to Look For When Choosing a Call Center


Choosing a call center for your organization means appointing people who can talk on the behalf of your brand. You should be very selective in this case. You do not want a bunch of unskilled voices spoiling your brand name. Here is the list of five very important things that you should certainly look for when choosing a call center.
  • Quality
    Find out about the performance of the call centers that you are looking at appointing. Taking a few reviews might not be enough. You can probably personally cross check by calling up with a different identity and testing their general communication skills and etiquettes. Only once you are totally sure about the quality, go further with other points to follow. 

    Read full article click here>>

Wednesday 11 June 2014

Top 3 Reasons Why Best US Organizations Go for HRO

Getting in Fortune 500 demands many things from your organization. One of those major things is quality, optimum, cost-efficient and consistent workforce. Your team is your driving force. You can’t afford to be lenient with its selection. Human Resource Outsourcing (HRO) is the new wave in the market and all giant business players have chosen to flow with it. Here are the top three reasons stating why.
HRO Companies
The first and most obvious reason is significant amount of cost cutting. This is no business myth, but a hard hitting reality. Most of the companies do not consider this segment for outsourcing as they believe that their HR department should be enough for the task. But this can be pinching very hard on the organization’s pocket. You do not have recruitments going on all through the year. But you have to pay your unnecessarily large and expensive human resource team throughout the year. This is the catch. All the successful firms in US today are making it a point to have tie-ups with best suited HRO companies in order to avoid overheads.
The second reason is faster turnaround time. Such companies have a huge database of resumes. They can get interviews arranged much faster. This lifts the need to invest in job portals. You get larger access to talent while you save on cost incurred on providing training for HR policies. To be there in the top list of the companies in US you need to be totally equipped to face any upcoming challenges. A single empty position in your organization for long duration can affect your growth. HRO can fetch you a perfect fit for that empty position in much lesser time. This means you’ll never be running short of employees.
The third is achieving a brilliant human resource management in-house. This is the secret being let out. One thing always common among all the top companies is that their employees are simply in love with them. Just assembling the best workforce isn’t enough. You need to tap the best out of them. That is the power of great HR management and it is only possible if you give your in-house HR team enough time for planning work rather than other operational works involved.
Reference: http://goo.gl/TVnDrh
Image courtesy of digitalart/FreeDigitalPhotos.net

Friday 11 April 2014

How to generate B2B leads through telemarketing?


Generating b2b leads through telemarketing is not an easy task; there are many points to be considered while generating b2b leads, which will generate revenue. Effective execution of lead generation strategy is important.
Lead generation services are designed for making calls to specific clients who are prospects in most cases. When telemarketer makes call to correct person there are more probability of success to get business. It is very much important to find out whom to call.
How to generate B2B leads through Telemarketing?

Finding right clients or prospects comes with experience, so it is beneficial and cost effective if you outsource b2b lead generation services to outsourcing company because lead generation is their daily task, so they have huge database to call and they know what to tell clients or prospects, to attract them to give approval for selling services. To successfully implement of lead generation strategy, you must be having inbound & outbound telemarketing personnel which outsourcing companies have with them.

If you are doing b2b lead generation in-house then following things should be taken into consideration:
  • A written profile of your target prospect
  • A list containing potential prospects
  • A method of reaching your sales prospects
  • Good telephonic skills to make effective calls
For any assistance in b2b lead generation contact us at +1.732.481.9424 or fill get in touch form
Reference: http://goo.gl/HnmziJ
Image courtesy of photostock / FreeDigitalPhotos.net