Sanjeev Shrivastava

Overcoming the Challenges in the Domestic Staffing Industry: What We Need to Address in 2024 🌟 As we navigate through 2024, the domestic staffing industry is facing a unique set of challenges that require our immediate attention and innovative solutions. As the Director of Auro Interface Pvt. Ltd, I want to shed light on some of the key issues we're encountering and how we can collectively address them: #TalentShortagesAcrossSectors: Despite a strong job market, many industries are struggling with talent shortages. This gap is particularly pronounced in specialised fields where skills are in high demand but supply is limited. #EvolvingCandidateExpectations: Today's candidates prioritise work-life balance, remote work opportunities, and company culture more than ever. Staffing firms must adapt to these changing expectations to attract and retain top talent. #IncreasedCompetitionforTalent: With many companies vying for the same talent pool, staffing firms must be more strategic in their recruitment approaches. This includes leveraging advanced technologies and offering compelling value propositions to candidates. #RetentionChallenges: High turnover rates are a persistent issue, driven by factors like job dissatisfaction and better offers from competitors. Developing effective retention strategies is crucial for maintaining a stable workforce. #AdaptingToTechnologicalAdvancements: The rapid pace of technological change means that staffing firms need to continuously update their tools and methods. Embracing AI and data analytics is essential for staying competitive. At Auro Interface Pvt. Ltd., we are proactively addressing these challenges by innovating our strategies, embracing new technologies, and focusing on creating positive candidate experiences. It's an exciting time to be in the staffing industry, and by working together, we can overcome these obstacles and drive success. Let’s collaborate to tackle these challenges and shape the future of staffing! Indian Staffing Federation #StaffingIndustry #TalentShortages #CandidateExpectations #RecruitmentChallenges #EmployeeRetention #WorkforceManagement #TechInStaffing #StaffingSolutions #TalentAcquisition #HRChallenges #WorkplaceTrends #RecruitmentStrategy #IndustryInsights #StaffingAgency #FutureOfWork #RetentionStrategies #TalentManagement #StaffingTrends #WorkplaceCulture #DigitalTransformation #InnovativeStaffing #RecruitmentTech #DomesticStaffing #StaffingExpert #HRTech #TalentSourcing #StaffingFirm #JobMarket2024 #EmployeeEngagement #RecruitmentInnovation #StaffingChallenges #CareerDevelopment #WorkplaceDynamics #StaffingSolutionsProvider #ModernWorkplace #TalentPool #StaffingUpdates #WorkforceTrends #Recruitment2024 #HRLeadership #WorkplaceFlexibility #TalentAcquisitionStrategy #StaffingAgencyChallenges

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As reported by Statista, 80% of employers are experiencing talent shortages in India in 2024. This is because most employees are re-evaluating their career choices and are looking to make impromptu switches. Common reasons behind the change include: Career Advancement Opportunities Need for a Better Work-Life Balance Job Satisfaction Desire for Improved Compensation and Benefits Job Security Remote Working Opportunities Larger Scope for Learning and Development In my opinion, there is nothing wrong with employees re-evaluating their careers and opting for better alternatives, But this does not mean that there is nothing that the leadership, management, and HR can do. I believe that adopting the following strategies could help control the talent shortage to an extent. Skill-based Hiring: This form of hiring emphasizes skills over and above traditional qualifications. This ensures a stronger talent pool with the exact capabilities required for the job, leading to a smoother onboarding and less need for role changes within the company. Attention to Employee Well-being: Employee well-being encompasses work-life balance, flexible work arrangement, periodical training, and a healthy work environment, all of which, if provided, motivate employees to stay longer with their companies. Recruitment Innovation: This involves leveraging social media, carrying out online assessments, and using AI tools while continuously working on employer branding, all of which collectively persuade employees to stay back. Do you agree with this perspective? #talentshortage #skillbasedhiring #employeewellbeing #recruitmentinnovation

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6. Conduct Comprehensive Background Checks Best Practice: Perform thorough background checks, including reference checks, to verify candidates' credentials and past performance. Data: In India, 10% of discrepancies in senior hires are related to employment history and education (First Advantage India). Since the last 26 years, HR Solutions has provided Job opportunities to 13000+ people and trained 2000+ people Follow our LinkedIn page for latest updates on BFSI jobs https://lnkd.in/dETY68GX #executiveedge #hiringleadership #utilizeexecutivesearch #defineroleandresponsibilities #expectation #ResponsivenessSkills #JobSeekers #CareerDevelopment #HRInsights #OvercomingChallenges #JobSearch #Resilience #JobSearchSuccess #CareerReflections #NewYearNewBeginnings #ProfessionalGrowth #JobSeekers #CareerDevelopment #HRsolutions #Inspiration #JobSeekers #ResumeTips #CareerBoost #HRInsights #CareerSuccess #SkillsShowcase #JobSeekers #HRInsights #humanresources #bankingjobs #bankingfinance #bankingandfinance #fresherjobs #fresherjob #fresherjobs2022 #bankingdomain #bankhiring #hiringandpromotion #jobsearch

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Effective recruitment begins with clear communication. Understand your needs and clearly state what you offer. Points to Ponder: Are your job requirements well-defined? Is your company's value proposition clear to candidates? For talent acquisition at niche, senior, and mid-level positions, please contact us. #dcspl #tamarohr #recruitment #talentacquistion #recruitmenttips #recruitmentsuccess #clearcommunication

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GCCs are essentially offshore centers set up by multinational companies in India to leverage the country's skilled workforce and cost-effective environment. Wenger & Watson we have been assisting many GCCs past 10 years to help them hire top talent in India. We provide on demand, realtime market insights to our clients which has helped them to attract and retain top talent in the space of Software, Hardware, Manufacturing, Investment banking, Healthcare, Pharma and Life sciences. Here are some key points about GCCs in India: Growth: The number of GCCs in India has been steadily increasing. In FY2024, the total number of GCCs reached over 1,700, with over 2,975 centers. Employment: GCCs in India employ a significant number of professionals, with the total workforce exceeding 1.6 million in FY2023. Focus: Many GCCs in India specialize in Engineering Research & Development (ER&D) activities. Benefits: Setting up a GCC in India offers several advantages to multinational companies, including access to a large pool of skilled talent, cost savings, and a favorable business environment. #GCC #Hiring #TalentAcquisition #Recruitment #HumanResources #LeadershipHiring #TopTalent #TalentDensity #CXO #CTO #Cofounders #ODC #SoftwareDevelopment

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Cracking the Code: Navigating India’s Leadership Talent Market #7 Compensation Expectations and Market Trends Executive salaries in India have risen by 10-12% annually in key sectors (Aon). Our Value: We provide salary benchmarking to help clients remain competitive in attracting top talent. Since the last 26 years, HR Solutions has provided Job opportunities to 13000+ people and trained 2000+ people Follow our LinkedIn page for latest updates on BFSI jobs https://lnkd.in/dETY68GX #benchmarking #markettrends #compensationexpectations #leadershiptalent #talentmarket #mastercrackingthecode #indiasleaders #attractpassivecandidate #talent #strategy #findnextleader #HRsolutions #seniorlead #onboardingstrategy #strategy #ProfessionalDevelopment #JobSeekers #CareerDevelopment #HRInsights #OvercomingChallenges #JobSearch #Resilience #JobSearchSuccess #CareerReflections #ProfessionalGrowth #JobSeekers #CareerDevelopment #HRsolutions #Inspiration #JobSeekers #ResumeTips #CareerBoost #HRInsights #CareerSuccess #SkillsShowcase #JobSeekers #HRInsights #humanresources #bankingjobs #bankingfinance #bankingandfinance #fresherjobs #fresherjob #fresherjobs2022 #bankingdomain #bankhiring #hiringandpromotion #jobsearch

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Exciting Announcement! Delighted to unveil our newest series: "Empowering Succession: 5 Key Benefits of Effective Succession Planning for Indian Family-Run Businesses" Join us on a transformative journey as we delve into the heart of Indian family businesses, uncovering the untapped potential of succession planning. In collaboration with Coach Smita Goswamy, we aim to revolutionize how these enterprises approach continuity and growth. In each episode, we'll explore real-life case studies, expert insights, and actionable strategies to navigate the intricate landscape of succession. From preserving legacies to fostering innovation, this series promises invaluable lessons for both seasoned leaders and emerging talents. Together, let's embrace the future with confidence, ensuring a seamless transition for generations to come. Don't miss out on this opportunity to elevate your business to new heights! Connect with us to stay updated on the series launch and exclusive content. Let's embark on this journey of empowerment and legacy-building together! Comment like share For Advice on challenges relating to your Family Run Business, reach out to me on [email protected] For more insights into Family Business and it's challenges, please follow our LinkedIn page: https://lnkd.in/dpW89paD Order Amazon Best seller - Family Run to Family Led - by Smita Goswamy Buy this book on Amazon: https://amzn.to/3zPydcJ #SuccessionEmpowered #FamilyBusinessExcellence #smitagoswamy #coachsmita #Entrepreneurship #BusinessGrowth #LinkedInCommunity #business #successionplanning #businesscoach #familybusinessindia #familybusinessmentor #familybusinessadvisory #familylegacy #entrepreneurial #lifechange #FamilyBusiness #CommunicationSkills #BusinessSuccess #FamilyValues

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Last week, I was visiting Mumbai to meet the HR/TA leaders and discuss veteran hiring as part of diversity hiring with them. One of the HR leaders asked me why you are training HR and hiring managers about veteran hiring & the best practices. As per him, training is required more for veterans who are joining the corporate world. I have heard this many times earlier as well, and thus an important perception to consider. Many companies approach veteran hiring as normal hiring & thus they like to straight away start with the nuts and bolts of hiring veterans. But there is a catch. It's not a normal hiring rather it's a diversity hiring. It wouldn't work unless the hiring managers and the HR leaders understand the talent pool better. If you share the JD and we share the profiles, the profiles would land up in the trash because reading military resumes requires little patience and understanding basics of their life in the military. Similarly, knowing the best practices in how to interview military people can help the company have a better conversion rate.  Even onboarding and talent development are areas that require due consideration and effort to know their culture. Therefore, we first need to understand the military talent pool, the value they bring, the culture they come from, the work they have done & the environment they have operated upon. This will help the companies create a favorable environment for accepting veterans. Over the last 11 years working with 200+ organizations towards veteran hiring, I have seen that companies that take the initiative towards creating awareness about veteran hiring have been able to hire this exceptional talent pool successfully. On the other side, the companies that start directly with hiring veterans do struggle to hire & integrate this pool. It's even simpler. Anything new we do for the first time, aren't we more deliberate, trying to gain more input and knowledge? It's the same with veterans too. Know the veterans before you start hiring them.  Aashish Dhyani MilitarytoCorporate

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Tired of sifting through a pile of irrelevant resumes for hours? Targeted hiring is the solution you need. At Opsis Consulting India Pvt Ltd, we specialize in targeted hiring strategies. We'll help you create a candidate profile tailored to your specific needs. We'll then use that profile to shortlist candidates who match your requirements. This way, you'll only receive high-quality resumes that fit your criteria. This approach saves you time and effort, and ultimately leads to better hiring decisions.

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AI is changing the hiring space rapidly. And, we have made some bold bets to solve unique India centric problems that are at the heart of hiring. Happy to join the panel of stalwarts as we discuss how AI and Tech is changing hiring and the world around us. #RippleHire #TalentAcquisition

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"Sustainable Growth in India's Staffing Industry: Key Strategies for Success" India's staffing industry is booming, driven by its unique market dynamics and growth potential. To keep this growth sustainable and avoid the high costs and challenges seen in US staffing, we need to focus on: Implementing Clear Pricing: Adopt transparent and standard pricing to avoid inflated costs. Optimizing Resources: Invest in technology to enhance efficiency and reduce overhead. Adjusting Salaries Wisely: Maintain competitive salary benchmarks without drastic increases. Offering Value-Added Services: Provide additional services like training to add value and stand out. Creating Scalable Solutions: Develop flexible staffing models to manage costs as client needs evolve. By addressing these key areas, Indian staffing firms can manage costs effectively and drive sustainable growth while ensuring client satisfaction. #Staffing #Recruitment #HumanResources #BusinessGrowth #TalentManagement #India #tekwissen #TekWissen #Domesticstaffing #indianStaffing #Domesticrecruitment #Hiring #Indianjobs

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Beyond the big cities: the future of work is distributed, and in Tier 2 & 3 talent is in high demand. Download our latest India Talent Insights Report now to discover key trends shaping the future of work.  https://lnkd.in/gNqXWrdV #randstad #randstadindia #talentinsights #talenttrends #randstadinsights 

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🌟 𝗗𝗿𝗶𝘃𝗶𝗻𝗴 𝗘𝗰𝗼𝗻𝗼𝗺𝗶𝗰 𝗚𝗿𝗼𝘄𝘁𝗵: 𝗘𝗺𝗲𝗿𝗴𝗶𝗻𝗴 𝗣𝗼𝘄𝗲𝗿𝗵𝗼𝘂𝘀𝗲𝘀 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗥𝗲𝗰𝗲𝘅 🌟 Did you know that just 13 districts in India contribute 50% of the nation's GDP? As we work towards expanding economic growth, new cities like Vizag, Gurgaon, and Indore are emerging as future powerhouses. This growth presents unique opportunities and challenges for HR professionals. 𝗞𝗲𝘆 𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗳𝗼𝗿 𝗛𝗥 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀: 𝟭. 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗟𝗼𝗰𝗮𝗹 𝗧𝗮𝗹𝗲𝗻𝘁: Focus on identifying and nurturing local talent pools in emerging cities to meet the growing demand. 2. 𝗔𝗱𝗼𝗽𝘁 𝗔𝗜 𝗶𝗻 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁: Utilize AI-driven tools to streamline the hiring process and improve candidate matching. 𝟯. 𝗕𝘂𝗶𝗹𝗱 𝗦𝘁𝗿𝗼𝗻𝗴 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗿𝗮𝗻𝗱𝘀: Strengthen your company's presence in these cities through targeted employer branding strategies. 𝟰. 𝗨𝗽𝘀𝗸𝗶𝗹𝗹 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲: Invest in training and development programs to equip employees with skills relevant to the evolving job market. At Recex.co, we are committed to addressing these challenges through our innovative pin code-based franchise network. Our expansion in Bengaluru, Gurgaon, Hyderabad, and Mumbai will further contribute to economic growth and create new opportunities for job seekers. 🔹 Recruitment Expertise 🔹 HR Franchising 🔹 Community Building 🔹 Resume Writing 🔹 LinkedIn Optimization Let's build a brighter future together! 🌟 Book your consultation with me: https://lnkd.in/eu57mQef #EconomicGrowth #India #StartupEcosystem #Recex #Recruitment #HR #Franchising #HRInsights

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Question: Is #RPO only for large businesses? Yes, if you would have asked me this question in say 2010 or 11 or 12. But if you ask me this question now, the answer is "definitely not". More and more small and medium businesses in India has started using RPO as a service. Reasons? ➡ #RPO is not only complete outsourcing. #RPOs can be project based or specific scope based. The industry is now able to customize the kind of outsourcing they need and service providers are happy to do so ➡ #RPOs were perceived to be a costly preposition as compared to the agency model. The myth has clearly been busted now, with a lot of small and medium businesses realizing that #RPOs not only help them save cost Vs the agency model by charging for the entire process and not just CV supply, but also help the clients save on indirect costs like less internal headcount to hire the same number of people ➡ Good #RPO firms do not just plug and play, they have started to agree on a RPO maturity plan. What does this mean? Year 1, the client gets the cost advantage, year 1 onwards (once the #RPO team is settled), the client gets the advantage of increased efficiency and market intel / insights ➡ While #RPOs should be long term commitments, #Project or On-Demand #RPOs have started to give a taste of what an #RPO will be to the client. So guess what? You can test drive the #RPO you want before you actually hire them for a long term. ➡ Multiple capabilities in one team. #RPOs generally come with Recruiting and #Sourcing #capabilities. #Recruiting pretty-much stays standard, until the scope of #RPO is changed, but sourcing, which is perhaps the key to success, is flexible and can be need based. You want #IT hires? #Sales? Techno functional? every capability can be plugged in from the sourcing side. ➡ Last but not the least - Your #KPIs are our #KPIs. We cant succeed if this isn't what we believe in! Are you still thinking about how #RPO can help you save money + add value to your recruiting system and business? Just connect with us and we would love to talk about how we are making our clients hit their KPIs with ease. ScaleneWorks People Solutions LLP Ashish Tiwari Sharin Kariappa Poornima Kunjithaya Antony Vikram Aishwarya Muralidhar Aswathy S. #RPO #Agency #recruitment #vendor #agency #hiring #hire #employer #clients #India #APAC #growth #sales

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  Lessons from the IPL -Talent management, & navigating success " The IPL points table serves as a reflection of the complexities involved in self-assessment and talent evaluation, not just within the league but in life in general. It highlights that the success of any organization or team sport is a collaborative effort, emphasizing the importance of various factors like teamwork, team composition, management strategies, effective leadership, and competition. Notably, the Gujarat Titans, a brand-new team with a fresh captain in Hardik Pandya, emerged as the champions in 2022 and were finalists in 2023. In contrast, the Mumbai Indians, led by Rohit Sharma, have a remarkable track record, having reached six finals and securing victory in five, including two championship titles. However, the management of the Mumbai Indians overconfidently erred in changing the captain without involving the earlier captain and team members. Hardik Pandya, buoyed by his grand success in two tournaments, became complacent and overestimated his capabilities, attributing the success solely to his own abilities. As a result, both teams currently find themselves at the bottom of the table. This scenario also draws attention to common misconceptions in various contexts. Employers often mistakenly credit a leader's performance solely to unique products or management strategies, overlooking the leader's individual capabilities. Conversely, candidates sometimes overestimate their own abilities, believing they possess a secret formula for success that can help them become successful in any situation. The lesson for management is to either break the DNA and rebuild from zero or, alternatively, build a process and try to make all stakeholders equally competent, with proper succession planning aside from focusing on retention. The key is to strike a balance between individual and team contributions, continuously evaluating and adapting to ensure sustained success. #leadership #talentmanagement #careers #hiring #talentdevelopment #chro #ceo #pmsconsulting #success #ipl

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