To the sweet client,

3D India Group' Wishes you and your family a very happy, prosperous and peaceful Deepavali!

Also, we pray, may your business prosper with the blessings of Lord Ganesh, Maa Laxmi, and MAA Saraswati; and touch new heights…. Happy Deepavali.

Best wishes,

Dhruv Dev Dubey, Business Head

3D India Staffing Research & Consulting Co India

hr@3DIndiaGroup.Com; www.3DIndiaGroup.Com

Mobile: +91 96202-49496 (WhatsApp)

http://in.linkedin.com/in/DhruvDevDubey

Hello All,

I "Dhruv Dev Dubey" Wish you and your family a very happy, prosperous and peaceful Deepavali!

May the beauty of Deepavali fill your home with happiness and the coming days provide you with everything that brings you joy!

With Best wishes,

Dhruv Dev Dubey

Business Head – 3D India EduTech

Mobile: +91 96202-49496 (WhatsApp)

http://in.linkedin.com/in/DhruvDevDubey

Real Case 2: Pain of a Recruitment Consultant

How to handle company/client who are not punctual?

Telephonic Interview Scheduled - Confirmed – Candidate did not Receive the Interview Call as per given schedule -Who is Responsible"

For Oct 23 2019, there was a Telephonic Interview Scheduled for a candidate at sharp 9.30AM, but the candidate did not receive any call from the company side/ HR Manager.

#interview #hrmanager #recruitmentconsultant #candidate #responsible

When candidate call to the concerned HR & Consultant they were mute…not able to give proper reason…"Why he (candidate) did not receive the call".

Now, I would like to understand who is responsible?

Your Input(s) welcome.

--

Dhruv Dev Dubey

Real Case1" Pain of a Recruitment Consultant

I'll be late due to rain, Informed to HR—Interview was Excellent (As per HR)—But Rejected

On 22nd Oct, 2019, one candidate got delayed for his f2f interview /meeting by an hour (genuine reason –there was raining in his area). Though he attended interview and his interview was excellent (as per HR)

But HR Manager told the Recruitment Consultant "For Interview, He was not on time hence rejected and I can't give any other reason".

Dhruv

HR Industry Trends -That Will Prevail In 2019

The HR industry is constantly changing thanks to technology but these 6 HR trends is set to rule the industry in 2019.

From SMEs (small and medium enterprises) to multi-national corporations and start-ups, business digitization and technological upgradation are quintessential. Moreover, technology plays an even more important role at the core of every organization i.e. Human Resource (HR) Management.

A survey by Statista in 2016 highlighted that 72% of the global companies believe digital HR to be an important part of the organization.

The survey also brought into light views of the fastest developing South-East Asia region, where 83% of companies have prioritized HR tech advancements and HRMS (Human Resource Management Software).

It is because of a multitude of benefits that the HR industry leverages from the new age technology, HRMS is observing a great upsurge.

Although the immersion of technology in the HR industry is increasing with time, some of the key changes that will prevail in 2019 are:

1. Redefining employer branding and recruitment marketing

The advents of technology will compel the HR industry to make new employer branding strategies and implement the same through tech-based recruitment marketing

The upgraded HRMS will not only create and maintain the employer's brand reputation but will also help in attracting high-quality candidates portraying the company as a desirable employer.

.Smart HRMS of 2019 will also automate the candidate interactions and schedules the recruitment process through integration of applicant tracking systems (ATS). The internet and social media, in particular, will also play a decisive role in these new changes.

This will help recruiters to build an effective workforce with high-qualified candidates and create a brand image of their organization.

2. Social media hiring and behavioural analysis

In its ever-evolving role, social media will extend its outreach and help HRs to tap a larger number of candidates. Along with this, the software integration of HRMS will also help recruiters with better predictive and behavioral analysis of the candidates.

This will not only improve the strength of the organizational workforce but will also help in removing unconscious bias from the recruitment process of candidates.

Currently, the market is witnessing a number of AI tools to analyze candidates' facial expressions and voice during video interviews, which will help in hiring the best candidates.

This year will also bring blind hiring technologies so that recruiters can judge the candidates exclusively on the basis of their abilities.

3. Training aided by VR and AR

In 2019, corporate training will be aided by VR and AR for better understanding to employees.

Industry giants and large organizations are already using HRMS and ESS to avail periodic training to employees, but with VR software, training about sexual harassment and other discriminations will be successfully conducted.

Along with this, technology will also be leveraged by HR departments to conduct webinars and conferences to counter stress and promote corporate wellness. The employee-centric approach of the modern HR industry will be optimally benefited from advance HRMS.

4. AI and ML improving HR operations

Artificial Intelligence and Machine Learning will help improve HR operations and streamline the internal functioning of the organizations. There will be more advancement in ESS portals and chatbot assistance in 2019.

AI-embedded HR tech will not only enhance employee experience but will also help to manage the complete employee lifecycle with more efficiency. In fact, evolved versions of the help desk will help in grievance management as well.

5. Use of data analytics and big data science

Data analytics and Big Data science will play a crucial role in the growth of the organizations, especially MNCs with a large number of employees.

Today, the complete centralized data of HRMS can be processed through various analytical tools to deduce organizational reports and draw definitive growth curves for the company.

Further advancements in this segment will also help HRs in ensuring compliance and avoiding risk. Along with this, BI (Business Intelligence) tools will also prove useful when provided with the big streamlined data.

6. Mobile apps as SaaS platform

On one hand, mobile apps will rise as a SaaS platform, and on the other hand, cloud services will help organizations with better integration of technology and effective data management.

Technological features of new HRMS like geo-fencing and geo-attendance will be implemented by more organizations to successfully manage their remote workplaces and field operations.

- Dhruv  Dev Dubey