how to find great talents in india.

Our specialist recruitment consultants have developed the technical knowledge, candidate base, and industry networks to ensure we provide the best person when recruiting employees. We go one step further every time to ensure we have a detailed understanding of your staffing vacancies, business, culture, and work environment.

Learn how to recruit great employees the Randstad way.

how to find great talents in india: trends and techniques

Thanks to the continuous growth of massive industries like IT, tourism, retail, and banking, India’s economy is thriving. Companies under these industries are constantly looking for new talents to help businesses reach greater heights. But how do these companies pick the best and the brightest talents to add to their teams? From Randstad’s discovery, here are the most effective standards used by business leaders in India to recruit new talents:

structured and effective interviews

Recruiting employees typically start with interviews, and they aren’t easy for anyone. They can be fun, incredibly awkward, highly engaging, or complete wastes of time. It isn’t just how an interview is conducted that matters, but what happens afterward that has an impact on whether the interviewing process was valuable or not. So what do India’s best employers do during the interview process?

1. going after strong candidates

The strongest candidates, the top two or three, will be considered for a job. The one or two who aren’t offered the role still have strong qualifications, but they haven’t been selected for some reason. This scenario shouldn’t immediately disconnect an employer from a candidate.

Following up is a great protocol, and as a candidate expands their experience, education, or improves in other ways, they become more valuable to an organization. When an employer is hiring for a similar role again, calling up previous strong candidates should be a best practice. They might also know other strong candidates who are available.

2. introducing the company in the early stages

Letting strong candidates meet parts of the team can help make team members feel involved in the hiring process; they can also tell an employer that their team doesn't feel comfortable with the candidate. If an employer doesn't want a candidate to meet the team, that might be saying something. Giving a candidate a tour of the office can help them imagine working with a company and allow them to judge if the atmosphere they’ll be asked to work in is really for them.

3. identifying the long-term goals of candidates

More and more, workers are looking for employers with values that support or run parallel to their life goals and values. When an employer is looking to hire, it should be about more than a question of whether they can do the job, but whether they will thrive and grow in the position.

Broad but important questions like “Where would you like to be five years from now?” might seem difficult to answer and to some unfair, but a hiring manager is honestly trying to gauge what a candidate’s goals and dreams are.

4. quick turnaround between offers and interviews

Interviewing a strong candidate and hiring are two different things. Companies have procedures to follow regarding onboarding and recruitment. Sometimes this can take months, and in that case, they often lose the strongest employees to their competitors.

The quicker an employer can conduct their due diligence and make an offer, the greater the likelihood they’ll get their first choice. If they can't make an offer quickly, they are upfront with their candidates about the recruitment process, what it entails and how long it can take. If the candidate wants the job, it will be worth the wait.

5. asking questions based on interview responses

When interviewing candidates, it is important to listen to them. This step sounds simple, but when a decision has already been made, and a role has already been filled, attention can wane. Think of interviews as opportunities to ask someone any question. It is like a free outside consultation. Everyone’s time is valuable; all sides during an interview should make the most of each other's.

6. making informed respectable offers

Finding a balance between what a candidate would like and what a company can afford is a matter of respecting the candidate’s skills and the potential value they’ll bring to a department or role. The whole compensation plan comes into focus; what are the benefits provided? How much vacation time is being offered? What is their requested salary range? If there isn’t as much room on salary, but there is flexibility on vacation time or maybe a higher valued job title, great employers will provide candidates with offers that excite them and make them feel respected.

background checks

The new generation of employees are tech-savvy, so Indian companies use this to their advantage. Companies can easily make background checks by visiting the social media pages of candidates. Social media profiles, especially Linkedin and Facebook, give the recruiters more opportunities to assess the candidate.

employee referrals

India is one of the biggest countries that utilize employee referrals when hiring new candidates. A study conducted by LinkedIn Talent Solutions revealed that approximately 55% of Indian recruiters consider employee referral programs the best source of quality candidates. As such, many of their new, existing, and long-term talents come from good connections.

special recruitment teams

Indian employers develop special recruiting teams composed of hiring managers, supervisors, and long-term employees to find the perfect candidate for a specific role. They build the interviewing capabilities and other assessment strategies of the key members of the team.

randstad’s stand in recruiting and managing great employees

Indian companies may have their own recruitment processes and trends, but Randstad is an expert in flexible staffing and here to offer more effective resources, tools, and methods to find the best candidate for any role. With our constant commitment to high service quality, the following is standard practice in all that we do:

• consistent service – every part of our recruitment process is based on a standard set of work processes.
• managing high performance – we constantly communicate with the people we place, from a comprehensive induction to providing feedback, supporting training needs, and always encouraging the highest levels of performance.
• attracting talent – we’re focused on only attracting the best staff in the market and adding value to every individual’s career.
• making the difference – we have knowledgeable consultants who are committed to better understanding your needs. We bring to you the talent you need to make doing business seamlessly.
• safety leadership – we take our responsibility seriously. We will work closely with you to ensure we provide you with people who understand and support your safety culture.
• partnership focus – we focus on building partnerships for the long-term. This way, we can consistently deliver the best people capability and support your business potential and growth.

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