Ashish Choudhary

Strong Interest Inventory... One psychometric test commonly used for understanding career choices is the Strong Interest Inventory (SII). The SII is designed to assess individuals' interests across various occupational fields, helping them make informed career decisions. It measures preferences in six broad areas: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (often referred to as RIASEC). Overview of each category: 1. Realistic (R): Individuals with realistic interests enjoy practical, hands-on activities. They often prefer working with tools, machines, or animals. 2.Investigative (I): Those with investigative interests are analytical and enjoy problem-solving and intellectual activities. They may have a preference for working with ideas rather than people. 3. Artistic (A): Artistic individuals are creative and enjoy self-expression through various forms, such as writing, music, or visual arts. 4. Social (S): People with social interests enjoy interacting with others and helping them. They often prefer careers that involve working with people rather than things. 5. Enterprising (E): Individuals with enterprising interests are often assertive and enjoy influencing and leading others. They may prefer entrepreneurial or leadership roles. 6. Conventional (C): Those with conventional interests are detail-oriented and prefer structured and organized environments. They often enjoy working with data, numbers, and routines. The SII provides a personalized profile based on an individual's interests, suggesting potential career paths and occupations aligned with those interests. It is commonly used by career counselors, educational institutions, and organizations to assist individuals in making informed career decisions. Keep in mind that psychometric tests are just one aspect of career exploration, and results should be considered alongside other factors such as skills, values, and personal preferences. #hrcommunity #hrmanagers #work #hrd #hrgeneralist #hrprofessionals #hr #hrm #hrleaders #hrmanagement #leadership #humanresources #humancapital #culture #hrbusinesspartner #careers #business #productivity #management #economy #transformation #employeeexperience #industrialRelations #society #Success #vishalkhedekar #future #futureofwork #remotework #entrepreneur #growth #india #collaboration #peopleandculture #leader #organisationaldevelopment

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100 Days 100 HR Thoughts Day 9 of 100 Days Data-Driven Decisions Create More Effective HR Strategies HR analytics allows us to move from reactive to proactive in our strategies. By leveraging data, we can make informed decisions on hiring, retention, performance, and employee satisfaction. Data tells the story of our workforce—let’s use it to drive meaningful change and build a stronger, more efficient organization. #HR #HRAnalytics #Leadership #DataDriven #WorkplaceCulture

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🚀 HR in 2024: Transforming the Workplace for a New Era 🚀 HR in 2024 is about driving growth, innovation, and a thriving culture. Here’s a look at the key trends shaping the workplace: 1. Data-Driven HR 📊 HR is leveraging data to make smarter decisions on recruitment, retention, and employee development, ensuring an agile and competitive workforce. 2. Personalized Employee Experiences 🎯 Employees want tailored training, benefits, and career paths. HR is using tech to provide customized experiences that boost engagement. 3. Leadership Development 🚀 HR is investing in future leaders with mentorship and adaptive programs to help them thrive in a changing world. 4. Flexibility at Work 🌱 Flexibility is key, but hybrid work isn’t always ideal. While flexible hours are great, working from the office often enhances collaboration and company culture. 5. Sustainability and Social Responsibility 🌍 HR is leading the charge in promoting eco-friendly practices and purpose-driven initiatives that align with employee values. 6. Continuous Feedback & Recognition 💬 Annual reviews are out. Real-time feedback and recognition are in, keeping employees motivated and aligned with goals. HR is evolving to create more innovative, flexible, and people-centric workplaces. Let’s continue to empower individuals and drive success. #HRTrends #EmployeeExperience #Leadership #FlexibleWork #DataDrivenHR #Sustainability #ContinuousFeedback #PurposeDrivenWorkplaces

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Dear HR Community. Hearing 8.33% seems unreasonable😐 or not interesting😏 to Few or to the Most. Take a look at Few figures mentioned below this might change perspective of some or even ONE would be a good start... ✌🏼 ***Copied 👇🏽 *** TA teams in India: 🐅 Are you feeling lucky today? Here’s a bunch of jobs to fill. Plenty of talent around. Just get the one we actually interviewed and hired to show up on day 1 and yes, but don't forget to add the description for other countries mentioned below as well 😁 & you can have a placement fee of 8.33%. TA teams in Indonesia: 📢 Plenty of talent available. Find me someone who can fit within the team and the culture we have, with reasonable core skills, and you can have a fee of 20%. TA teams in Australia: 🌏 Talent is getting harder to find. Find me someone who is a good skills match and isn’t 30% over budget, and you can have a placement fee of 15 to 18%. TA teams in Japan: 🗾 Your network is your net worth. Here are more jobs than you can handle. Find me people who fit our culture and are actually willing to accept our offer. Do that and you can have a placement fee of 40%. TA teams in Singapore: 🦁 Don’t give up. Find me someone who doesn’t need a visa, or can pass the COMPAS framework, isn’t asking for more than a 12% bump in salary, has the right skills, is the right culture fit, will work beyond office hours as need be, has two solid references, and doesn’t switch jobs more than once in three years. Do that and you can have a placement fee of 15 to 20%. Before reaching on conclusion Kindly read, here not comparing the countries but the process or TA. You all might not agree with me, but I am grateful that you at least read my post. Please Share your opinions........ #TA #HR #HRcommunity #Talentacquisition #Humanresources

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PC: Rajeev Ranjan "HR isn't failing. Our expectations of it are." After more than a decade in HR, I've come to a controversial conclusion: We're asking too much of HR departments while giving them too little authority. Here's my take: ⇋ HR isn't your corporate babysitter It's not HR's job to make everyone happy. It's to create an environment where adults can thrive professionally. ⇋ HR can't fix toxic leadership No amount of "employee engagement" initiatives can compensate for poor management. Leadership accountability is key. ⇋ HR shouldn't be your scapegoat Blaming HR for company culture issues is like blaming your scale for weight gain. Culture is everyone's responsibility. ⇋ HR needs a seat at the strategy table Not just to nod along, but to actively shape business decisions. People are your biggest asset AND expense. ⇋ HR isn't separate from "the business" It IS the business. The sooner we stop treating HR as an island, the faster we'll see real organizational change. Here's my challenge to business leaders: Examine your expectations of HR. Are you empowering them to drive real change, or just to put out fires? To my fellow HR professionals: It's time we redefine our role. We're not here to be liked. We're here to build resilient, high-performing organizations. Agree? Disagree? Let's debate. What's your vision for the future of HR? #HRTransformation #LeadershipAccountability #OrganizationalChange

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100 Days 100 HR Thoughts Day 12 of 100 Days Agility in HR is a Competitive Advantage In today’s fast-paced world, agility is critical for organizational success. HR must be flexible and responsive to changing workforce needs, market trends, and business priorities. Being agile allows us to adapt quickly, innovate solutions, and maintain a competitive edge in both talent management and employee satisfaction. #HR #Agility #Leadership #EmployeeEngagement #FutureOfWork

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The HR interview process at Transcodezy IT Solutions Pvt. Ltd. typically follows a structured approach to ensure effective candidate evaluation. Here's an overview: Initial Screening: This may involve a questionnaire or a brief phone interview to assess basic qualifications and cultural fit. Structured Interviews: Candidates undergo one or more structured interviews where standardized questions are asked to evaluate their skills, experiences, and alignment with the company's values. Technical Assessment: For technical roles, a technical screening may be conducted to assess specific skills relevant to the position. Behavioral Questions: Interviewers often ask behavioral questions to understand how candidates have handled situations in the past, providing insights into their problem-solving abilities and teamwork. Final Evaluation: After interviews, the hiring team discusses each candidate's performance based on established criteria, leading to a decision on whom to offer the position. This methodical approach ensures a fair and thorough assessment of candidates, helping to identify the best fit for the company and its culture. #interview #interviewproccess #candidates #hiringteam #Technical #Structure

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🌟 Recruitment Trends in the Indian Market: What's Shaping Talent Acquisition Today? 🌟 The Indian recruitment landscape is undergoing significant transformations as businesses adapt to evolving challenges and opportunities. Here are some key trends that are shaping the way companies attract and retain talent in 2024: 1. Hybrid and Remote Work Models: The demand for flexibility continues to rise, with hybrid and remote work becoming the norm rather than the exception. Companies are prioritizing roles that offer location flexibility, which is becoming a key factor in attracting top talent. 2. Focus on Skill-Based Hiring: Rather than just looking at degrees and qualifications, Indian employers are increasingly focusing on specific skills and competencies. Upskilling and reskilling are vital as companies seek candidates who can adapt to new technologies and methodologies. 3. Diversity and Inclusion: There’s a stronger push towards building more diverse and inclusive workplaces. Companies are not just making it a priority but also integrating D&I into their hiring processes to create a more equitable workforce. 4. Employer Branding: With the rise of social media and review platforms, employer branding has become critical. Candidates are more informed and selective, often basing their decisions on a company’s reputation, culture, and values as seen online. 5. Tech-Driven Recruitment: AI and data analytics are playing a huge role in streamlining recruitment processes. From sourcing candidates to automating interviews, technology is enhancing efficiency and ensuring that the right talent is identified quickly. 6. Gig Economy Growth: The gig economy continues to thrive in India, with more professionals opting for freelance and contract roles. Companies are leveraging this trend to access specialized skills on a project-by-project basis. 7. Focus on Employee Experience: To retain talent, companies are investing in improving the overall employee experience, from onboarding to career development. A positive work environment is now a critical factor in reducing turnover and boosting productivity. At CareerBridge Consultants, we stay ahead of these trends to help our clients navigate the dynamic recruitment landscape. Whether you’re looking to scale your team or secure specialized talent, understanding these trends is crucial for making informed hiring decisions. #Recruitment #TalentAcquisition #HRTrends #IndianMarket #CareerBridgeConsultants #Hiring #HR

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Employer Branding: Employer branding is a strategic HR initiative that shapes how current & potential employees perceive your company. It's about creating a positive image that attracts top talent, retains employees, & enhances overall company reputation. Here's a detailed look at employer branding: Objectives: 1. Attract Talent: Draw in top candidates by showcasing what makes your company unique. 2. Retain Employees: Foster loyalty & reduce turnover by promoting a positive work environment. 3. Enhance Reputation: Build a positive company image that stands out in the marketplace. 4. Improve Engagement: Boost employee satisfaction & productivity through strong cultural alignment. Key Characteristics: 1. Consistent Messaging: Ensure uniform communication across all platforms to maintain a coherent brand image. 2. Employee Value Proposition (EVP): Clearly define and communicate what makes your company a great place to work. 3. Cultural Alignment: Ensure your branding efforts reflect the true culture & values of your organization. 4. Transparency: Maintain honesty & openness in all communications to build trust with current & potential employees. Key Activities: 1. Develop EVP: Activity: Identify and articulate what sets your company apart from others. Example: Highlight unique benefits, career development opportunities, & company values. 2. Leverage Social Media: Activity: Use platforms like LinkedIn, Twitter, & Instagram to showcase your company culture & achievements. Example: Share employee testimonials, behind-the-scenes content, & company milestones. 3.Engage Employees: Activity: Involve employees in branding initiatives to create authentic content. Example: Encourage employees to share their experiences and stories on social media. 4. Gather Feedback: Activity: Continuously improve your employer branding strategy based on feedback from employees & candidates. Example: Conduct surveys & focus groups to gather insights & make data-driven decisions. Implications: Talent Attraction: A strong employer brand attracts high-quality candidates, making recruitment easier & more effective. Employee Retention: By fostering a positive work environment & aligning branding with company culture, employees are more likely to stay. Brand Reputation: A positive employer brand enhances your company's overall reputation, making it a desirable place to work. Engagement & Productivity: Engaged employees are more productive and satisfied, leading to better performance & a positive workplace atmosphere. Employer branding is not just a marketing tool but a strategic HR initiative that can significantly impact your company's success. #hrcommunity #hrmanagers #work #hrd #hrgeneralist #hrprofessionals #hr #hrm #hrleaders #hrmanagement #leadership #humanresources #humancapital #culture #hrbusinesspartner #careers #business #management #transformation #employeeexperience #industrialRelations #society #Success #vishalkhedekar #growth #india

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These days, HR is often boxed into the roles of hiring, firing, and payroll. But that’s just scratching the surface of what we truly do. Behind the scenes, HR is the heartbeat of the organization, playing a key role in: ✨ 𝗙𝘂𝗲𝗹𝗶𝗻𝗴 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗴𝗿𝗼𝘄𝘁𝗵 through strategic talent management   ✨ 𝗖𝗿𝗮𝗳𝘁𝗶𝗻𝗴 𝗮 𝘃𝗶𝗯𝗿𝗮𝗻𝘁 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 that empowers teams to thrive   ✨ 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻𝗶𝗻𝗴 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 and unlocking potential   ✨ 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝘀𝗲𝗻𝘀𝗲 𝗼𝗳 𝗯𝗲𝗹𝗼𝗻𝗴𝗶𝗻𝗴 where everyone feels valued   ✨ 𝗕𝗼𝗼𝘀𝘁𝗶𝗻𝗴 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 while cutting costs and improving efficiency   ✨ 𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁𝘀 and keeping harmony in the workplace  We're not just filling roles—we're creating opportunities for growth, collaboration, and long-term success. Let’s start viewing HR not just as a support function, but as a 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 in every company’s journey. 🌟 What’s one thing you think HR professionals should be appreciated more for? Share your thoughts below!  #HumanResources #BeyondHiring #ModernHR #CompanyGrowth #EmployeeDevelopment #StrategicHR

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Here's a note on HR insights🤌🏻: "As I reflect on my journey in HR, I've come to realize that our role extends far beyond policies and procedures. We are the guardians of culture, the champions of change, and the catalysts of growth. Here are a few key learnings that have shaped my approach: Embrace empathy☺️: Understanding and relating to others is the foundation of building trust and fostering a sense of belonging. Cultivate curiosity 👀: Stay open to new ideas, perspectives, and experiences – it's the key to unlocking innovation and progress. Foster inclusivity👥: Create spaces where everyone feels valued, heard, and empowered to bring their authentic selves to work. Lead with vulnerability💪🏻: Authentic leadership is about embracing imperfections and being courageous enough to take risks. Celebrate milestones🥇: Acknowledge and celebrate the achievements and contributions of your team members – it's a powerful motivator! Remember, HR is not just about managing people – it's about empowering them to reach their full potential. Let's continue to elevate and inspire each other! #HRInsights #Leadership #Culture #Inclusion"

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As an HRBP who closely moderates Performance Improvement Plans (PIPs), I’m always exploring ways to make them more impactful. I just attended a session by Keka HR Katalyst 4.0 - Day 2 powered by SHRM India and moderated by Ashwin Karthik - Topic: Is PIP a Myth? 🔍 It was a deeply insightful discussion that challenged traditional approaches to PIPs and offered actionable strategies. Key takeaways: Capt.Partha Samai (VP and Head HR, JIO): Emphasized the importance of defining clear goals, fostering the right environment, actionable feedback, and consistent progress monitoring for effective course correction. Ganesh Iyer (Sr. Director HR, ADP): Highlighted the need for empathy, unbiased HR practices, KPI-driven approaches, and validating evidence to ensure fairness. Barun Mallick (Marketing Head, Keka): Stressed the significance of a structured action plan backed by continuous feedback. This session reaffirmed the role of fairness, transparency, and measurable outcomes in transforming PIPs into a tool for genuine performance improvement. I’m excited to bring these insights to my workplace. What’s your take on PIPs? Do they drive improvement, or are they just another corporate myth? #HRBP #PerformanceImprovement #HRInsights #WorkplaceSuccess #KekaHR

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An HR is the backbone of any organization, it's all about connecting people with purpose. HR is a dynamic role that combines understanding human behavior with business acumen ⚖️♎ #humanresources #HRstruggle #HRbalance #HRlife #HRcommunity #workplace#HRStressLife

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Read an amazing #Talentblog on The Future of sourcing by looking at it through a lens of AI, Boolean search, and critical thinking. Interesting insights with innovative approach. Must Read!! #linkedin #talentsourcing

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The report clearly outlines the need for PSE organisations to focus on leadership development and modern methods of training. It is essential for these organisations to invest in their employees and prepare them for the future of work. The SHRM PSE Team should be commended for highlighting this important issue. It is only through a commitment to continuous improvement and innovation that PSE organisations can thrive in an ever-changing landscape. Achal Khanna Swati Thakur Neetikaa Mithal Nishant Parashar Megha Razdan Neha Pant Gaurav Bansal Kirat Dhillon #Leadership

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Yesterday one of my teammate received a call from HR recruiter. HR: Hi Sonam, Are you looking for a Job switch? Sonam: Not interested. HR: It's a funded startup where you'll work closely with the founders directly and create the whole new product. Sonam: It sounds interesting, But I'm expecting a promotion with a good hike this year. So, It doesn't make sense for me to leave it. HR: Don't worry we will give you a offer having considered this. Sonam: Well, okay but I have a notice period of 90 days. HR: Not an issue, we can buyout your notice period from your existing company. Sonam: I need to check if our company accepts this. Meanwhile, do you have any questions related? HR: Yes! Can you please briefly explain, why do you think we should hire you? Sonam: Shocked and disconnected the call. P.S. Have you ever experienced this? If yes, comment below. #hiring #recruiter #hiringnow #hr #interview

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Corporate amnesia... It is a phrase used to describe a situation in which businesses, and other types of co-operative organization, lose their memory of how to do things. The condition is held, by some people, to be analogous to individual amnesia. Cause and effect: The causes are various. Employees have an inherent short & selective memory recall alongside a defensiveness that screens out unwelcome events with which they & their employer are involved. Flanking this are the effects of the single biggest change in workplace practice for at least a century - the actively encouraged flexible labor market. In many countries, employee turnover is 10%  in many industry sectors where productivity starts to be affected. What happens, is that the knowledge & experience known as organizational memory (OM) - the unrecorded event-specific, organization-specific & time-specific ‘how’ of know-how that characterizes any organization's ability to perform - walks out of the front door on a regular basis. Jobs change was initially related to downsizing but it is now a general feature of the labor market, where, on average, annual employee churn exceeds 20% in many countries & up 60% in some industries. Cost: Firstly, the organization has to continually re-learn its tried-&-tested practice. Secondly, the body of evidence that would otherwise be available for better decision-making is reduced, a situation that affects the ability of organizations to learn efficiently from their own experiences. Thirdly, with the relationship between knowledge and power intimately linked, the corporate body has – quite deliberately and entirely unwittingly – allowed their command to be displaced. No longer are individuals an aggregate part of an established institution. Individuals are the institution for as long as they remain in situ. Then, when the face changes the institution changes, or, more accurately, tries to change, bereft of its continuity and at the mercy of new brooms. Ordered evolution has become a shapeless revolution with such things as corporate culture, ethos, values and tried and tested usage struggling to maintain an even keel. In effect, the motor of the wealth machine has largely disempowered itself. The cost of this is incalculable. Also known as institutional forgetting, corporate amnesia is among the biggest constraints to decision making excellence and a massive contributor to productivity shortfalls. #hrcommunity #hrmanagers #work #hrd #hrgeneralist #hrprofessionals #hr #hrm #hrleaders #hrmanagement #leadership #humanresources #humancapital #culture #hrbusinesspartner #careers #business #productivity #management #economy #transformation #employeeexperience #industrialRelations #society #Success #vishalkhedekar #future #futureofwork #remotework #entrepreneur #growth #india #collaboration #peopleandculture #leader #organisationaldevelopment

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🌟 The Daily Saga of hashtag #HR in Interview 📝 👩‍💼 hashtag #Candidate: Hello, I'm here for the interview. 👩‍💼 hashtag #HR: Welcome! Please have a seat. Let's start with your background and experience. 👩‍💼 hashtag #Candidate: Sure, I have experience in [mentioning skills and previous roles]. 👩‍💼 hashtag #HR: Great! How do you handle challenging situations in the workplace? 👩‍💼 hashtag #Candidate: I believe in staying calm and finding practical solutions while keeping communication open. 👩‍💼 hashtag #HR: Wonderful mindset. Now, can you share an example of a successful project you've led? 👩‍💼 hashtag #Candidate: Certainly, there was a project where [describes project details and achievements]. 👩‍💼 hashtag #HR: Impressive! Lastly, do you have any questions for us? 👩‍💼 hashtag #Candidate: Yes, I'd like to know more about the company's culture and growth opportunities. 👩‍💼 hashtag #HR: Absolutely, our culture values collaboration and innovation, and we offer various development programs for career advancement. After the interview... 👩‍💼 hashtag #HR: Thank you for your time. We'll get back to you soon regarding the next steps. 👩‍💼 hashtag #Candidate: Thank you. I look forward to hearing from you. In the daily saga of HR interviews, it's about discovering the best fit for both the candidate and the company, ensuring a smooth and productive journey ahead. 🤝 #HRInterview #Recruitment #JobInterview #CandidateExperience #HiringProcess #CareerDevelopment #CompanyCulture #HRInsights #InterviewTips #ProfessionalGrowth

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