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Sashi Kumar, Head of Sales for Indeed India, is responsible for driving sales in both enterprise and corporate and leading new business development nationally by syncing with the company’s mission and business objective internationally. His experience in dealing with key accounts has bought in a stream of opportunities to the Indian arm of Indeed.com since joining the company a little over two years back. Sashi is known for creating a friendly teamwork environment, augmenting revenues, handling large enterprise accounts, introducing HR automation software and
The value of a positive candidate experience cannot be understated: Indeed India’s Sashi Kumar
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HR BULLETIN
A positive candidate experience determines whether a candidate chooses to follow through on the selection process to eventually join the organisation. Therefore, its value cannot be understated, emphasises Sashi Kumar, Head of Sales, Indeed India.
At Indeed, we constantly innovate to ensure that our products and solutions help employers overcome some of their key hiring challenges to set themselves up for success. We believe thoughtfully implemented technology can help recruiters find time to do what they do best meet and interview candidates. To this end, we help teams source, screen, schedule and interview candidates, all in one place, on Indeed.
With more and more recruitment technology innovations today, as we zoom in, what are the artificial barriers to reaping the benefits of this technology that Indeed will break? What is the checklist for successful digital adoption in hiring practices?
Therefore, I’d say the importance of employer branding cannot be overlooked as a critical driver of hiring success, as will technology enable employers to automate tasks and build more meaningful connections with prospective candidates
With digital platforms such as Indeed becoming one of the most significant resources in sourcing candidates from a diverse talent pool, how is Indeed set to rethink what’s possible in the recruitment landscape of India today?
The recently launched report titled Recruitment Outlook 2022 revealed that 77% of employers across India plan to increase their headcount. So as we talk about The Great Revival in finding path breaking talent, what key trends will redefine hiring success in India?
Indeed’s recent Recruitment Outlook 2022 report with People Matters surveyed almost 600 HR professionals to identify what they believe will be the latest trends that will shape the recruitment industry in the coming year We found that there are chiefly two key realities facing recruitment teams today The first one is the need to grow their workforce amidst an intensifying war for talent With an increased candidate withdrawal rate or ‘ghosting’, it is quickly becoming apparent that employers need to engage with candidates on a meaningful level to ensure they complete the evaluation process. This signals a greater need for employers to communicate often and more transparently.
Given the rising importance of creating moments of truth in designing the candidate experience, how is Indeed planning to support leading employers in their journey of approaching the candidate experience with fresh eyes?
Read more at:https://www.peoplematters.in/article/employer branding/the value of a positive candidate experience cannot be understated indeed indias asashi-kumar-34869?media_type=article&subcat=recruitment&title=the-value-of-positivecandidateexperiencecannotbeunderstatedindeedindiassashi kumar&id=34869 3
A positive candidate experience determines whether a candidate chooses to follow through on the selection process to eventually join the organisation Therefore, its value cannot be understated Our Recruitment Outlook 2022 report outlines vital strategies around driving a powerful candidate experience to ensure positive hiring outcomes. This includes various touchpoints, such as clear and authentic communication, highlighting key attributes that matter to jobseekers today. This includes conveying aspects like flexibility, learning and growth opportunities, purpose, inclusion and trust. When crafting a brand voice, it is essential to consider the employee voice and aspirations to understand what matters to them. Once they have identified this by speaking to their employees, we encourage employers to highlight these key attributes through authentic and transparent storytelling on their company pages on sites like Indeed and Glassdoor.
The second reality is that employers today need to adapt and remain relevant to changing workforce expectations. In a competitive, candidate driven market, ensuring your brand voice and what you stand for resonate with your candidates is imperative.
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The pandemic ushered in the era of technology adoption at an unprecedented rate It enabled remote
In an exclusive interaction with People Matters, he shares ground breaking insights on key hiring trends, re designing the candidate experience, the critical role of technology and employer branding and more.
media solutions to various stakeholders at client organisations and his knowledge of the internet industry
As candidates increasingly evaluate the values and purpose of their jobs with their next employer, we provide employers with the opportunity to highlight their employer value proposition (EVP) through our partnership with Glassdoor, integrating the combined capabilities of job advertising and employer branding across both platforms to provide a unified experience.
Your boss raises your workload to levels that you can’t keep up with It’s easy to detect high expectations from your manager but, in quiet firing, the workload is getting more impossible
Quiet quitting may be gaining ground, but what if the reason for workers having trouble at work is because of another hurdle a form of bullying by a toxic boss? What if “quiet firing” is holding workers back from being productive, efficient and happy at their job?
There is a new trend emerging among workers today the trend of quiet quitting Essentially, quiet quitting is about rejecting the idea that workers should take on additional tasks and responsibilities beyond what their job description entails It is about avoiding the hustle culture to prevent burnout and stress
What are the tell tale signs that your boss is quietly edging you out of the company?
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Is your boss silently holding you back?
What if the reason for disengaged employees is another form of bullying? Quiet firing sets to edge out certain workers from the fray
Read more at: engagement/quiethttps://www.peoplematters.in/article/employeefiringisyourbosssilentlyholdingyouback 35210 4
The concept of quiet firing
Quiet firing: Is your boss silently holding you back?
Quiet firing happens when employers demoralise their workers until they decide that they want to quit or feel like they have no other choice but to quit. Like quiet quitting, quiet firing is not an entirely new concept. It is very similar to “constructive dismissal” and “managing out,” which are terms that refer to an employee resigning due to a hostile work environment.
More businesses are keen to hire workers with a criminal past. Here's how.
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More businesses are now looking into hiring workers with a criminal past than ever before, particularly if they are offered with a crime and safety insurance, a new study revealed. Typically, employers do not interview or hire workers with criminal records as often as they do workers who might be equally abled but without a troubled past. Statistics show that the unemployment rate for formerly incarcerated people in the US, for example, was 27% in 2008 greater than the unemployment rate for the general population. 'A promising approach'
In the report published in The Quarterly Journal of Economics, researchers evaluated a leading online labour platform used by thousands of businesses to employ workers for short term jobs Companies use this platform to connect with workers for a wide range of entry level jobs in various sectors such as hospitality, transportation, general labour, administrative, and customer facing jobs These sectors, however, are purportedly averse to hiring workers with a criminal background
When employers find it difficult to fill certain positions, the demand for workers with a criminal record increases to 68% But how do employers manage the risks?
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Using a field study, the researchers discovered: 39% of businesses that use the platform found it acceptable to hire people with a criminal background
But businesses that use the online resource do not get to decide whether to work with certain workers over others. Rather, the platform extends the job offer to the worker who meets the minimum job requirements. The worker can then accept or reject the offer on a first come, first served basis.
Read more at: https://www.peoplematters.in/article/recruitment/more businesses-are-keen-to-hire-workers-with-a-criminal-past-heres-how-35211 5 H U M A N E R | V O L U M E 113
In a speech at the recent Code Conference, Alphabet/Google CEO Sundar Pichai said he wants Google to run much more efficiently as it continues to grapple with recent market conditions. The company has been struggling with economic uncertainty and a slowdown in its ad spending. Google is one of several tech firms to benefit greatly from ad spend. However, the company is now being forced to rethink its overall strategy.
When Code Conference host Kara Swisher asked Pichai how he intends to make Google more efficient, theAlphabet …
"The more we try to understand the macroeconomic, the more we feel very uncertain about it," Pichai said "The macroeconomic performance is correlated to ad spend, consumer spend and so on " Pichai said he has no control over macroeconomic factors However, he admitted that Google has become "slower" particularly after the company increased the size of the workforce
Google could become the next tech giant hit with workforce shake ups after its CEO revealed plans to make the company 20% more efficient amid economic challenges.
Is Google getting ready for layoffs?
Read more at: management/ishttps://www.peoplematters.in/news/performance-google-getting-ready-for-layoffs-35232 6 H U M A N E R | V O L U M E 113
Making Google more efficient
Recent remarks made by Alphabet/Google CEO Sundar Pichai on market uncertainty have caused many to wonder whether layoffs are under way.
"We want to make sure as a company, when you have fewer resources than before, you are prioritising all the right things to be working on, and your employees are really productive that they can actually have impact on the things they’re working on so that's what we are spending our time on," Pichai said.
The news of their disbanding comes at a time when big tech companies are scaling back hiring and cutting costs as inflation & low ad sales have started to take a toll on the big leagues
Early this year, Zuckerberg announced the tech behemoth’s plan to stop hiring and warned that ‘it [economic recession] might be one of the worst downturns that we have seen in recent history’ He also added that the company would brace to weed out non performers who ‘cannot achieve the company’s aggressive goals.’
The disbanding of ‘Responsible Innovation team’ happens a few months after Mark Zuckerberg told the company to stop hiring and warned that 'many teams are going to shrink' as part of the cost cutting practice.
Meta dissolves its ‘Responsible Innovation team’in charge of making products ethical
The Responsible Innovation Team, which consisted of roughly two dozen engineers, ethicists, and others who…
Read more at:https://www.peoplematters.in/article/leadership/meta dissolves its-responsible-innovation-team-in-charge-of-making-products-ethical-35236 7 H U M A N E R | V O L U M E 113
Meta Platforms Inc., the parent company of Facebook, has announced the dissolution of its Responsible Innovation team, which was tasked with ensuring the products remain on the ethical side. The once prominent group was led by Vice President Margaret Gould Stewart.
In June 2021, Stewart wrote in a company blog post that the team was created to 'help product teams identify potential harms across a broad spectrum of societal issues and dilemmas.’ She added that the team creates standards, tools, and guidance for responsible innovation practices across our apps and services
