TEAM RECRUITERS的动态

When to Leave Your Job? Deciding when to leave a long-term job in India is pivotal. The best time is when you feel equally terrified and exhilarated. This balance of emotions keeps you grounded while driving optimism. Here are the key points to consider for a smooth transition: - Emotional Considerations: Leaving a job is not just a professional change but a deeply emotional one. It often involves feelings of disloyalty and the fear of losing social standing. - Overcoming Indecision: Many struggle with the decision of whether to stay or go. It's important to engage in small, low-risk projects to test new career waters before making the leap. - Managing Guilt: Leaving behind colleagues and unfinished projects can induce guilt, especially in a culture that values loyalty. - Adapting to New Roles: In a status-conscious society, moving away from a recognized position requires flexibility. Adapting to new roles and organizational cultures is crucial. - Navigating New Work Environments: Your new colleagues might view your skills with skepticism. Showing eagerness to learn and adapt is essential. - Navigating Emotions: The transition is filled with mixed emotions, from excitement about new opportunities to fears of failure. Timing the move strategically, considering both emotional readiness and professional needs, is crucial. By preparing for these challenges, your career transition can be strategic and rewarding, turning a daunting decision into a well-planned step forward. ------------------------ **About Blue Genes Research (BGR)**: BGR is a global, bespoke, boutique firm specializing in permanent, interim recruitment and business advisory. For over 20 years, we've tackled the most complex business challenges, filling critical leadership roles swiftly and innovatively. As proud members of reputed global networks and with a track record of solving 'unsolvable' recruitment puzzles, we deliver where others fail. **Connect & Conquer**: Facing tough recruitment challenges? DM Ratnesh Jain or Amishi Desai to discuss your strategic needs and how we can drive your business forward. At your service anywhere in India and across six continents: ? Blue Genes Research (BGR) - Two decades of track record of permanent recruiting. ? NPAworldwide - Area Leader, Member & Owner of World #2 recruiting network ? CXO72 - Interim / Fractional Solutions and Business Advisory – Customized and Ready to serve. ? IXPA Global Executive Solutions - Exclusive India Office. World's Oldest and largest Interim network ? Keller Executive Search International - Exclusive India Office. Global leading headhunting and recruitment firm with global presence in 48 countries. ? Horton international - Exclusive Research Partner in India #recruiting #hiring #headhunting #talentacquisition #global #futureofjobs #futurofhr #hrtrends #recruitmentstrategy #tastrategy #npaww #npaworldwide #npa #ixpa #keller #international

?? Unlock the Power of Untapped Talent with Rohini Venture?? India is home to an immense pool of highly experienced, yet underutilized talent, ready to deliver remarkable business outcomes. As work environments and personal circumstances evolve, many professionals are seeking **flexible employment options**—whether it’s remote work, part-time roles, or project-based engagements with the assurance of social security. At Rohini Venture, we bridge the gap between companies and this talented workforce, offering organizations access to skilled professionals who value growth, development, and employee well-being. Our mission is to connect you with talent that seeks not just benefits and pay, but also an environment where they feel accepted, appreciated, and acknowledged by their employers. Let's shape the future of work—together. ?? Connect with us to explore how we can match your company with top-tier talent seeking flexible opportunities. #FlexibleWork #TalentBridge #RemoteWork #GrowthAndDevelopment #RohiniVenture #FutureOfWork

"The Notice Period Dilemma in IT Hiring ??" One of the biggest challenges for experienced IT professionals in India (and elsewhere) is the 3-month notice period. This lengthy transition time often becomes a barrier to hiring, as HR teams frequently need immediate joiners. The result? Great candidates miss out on roles they’re a perfect fit for, simply because they can't start right away. ?? The Challenge for Employers: Some candidates use this extended period to continue job-hunting, leading to renegotiated offers or backing out entirely. This uncertainty creates bottlenecks in hiring pipelines and disrupts project timelines. So, what’s the solution? ?? For Employers: 1. Flexible Notice Periods: Allow greater flexibility in onboarding timelines. Consider phased onboarding or contract work to bridge gaps. 2. Retention Agreements: Implement retention bonuses for candidates committed to the role, giving them incentive to stay. 3. Early Engagement: Once an offer is made, keep candidates engaged through training or virtual team events so they’re more invested in joining. ?? For Candidates: 1. Transparent Communication: Maintain open communication about your commitment and concerns during the notice period. 2. Honoring Commitments: Show integrity by honoring accepted offers and avoiding last-minute changes. Building a positive reputation is key in the long run! These are just a few thoughts based on my experiences. I'd love to hear what others think! If you’ve faced similar challenges or have ideas for improvement, please share them in the comments. Let’s find solutions that benefit everyone. #ITJobs #HiringChallenges #NoticePeriod #TalentRetention #JobSwitch #IntegrityInHiring #HiringSolutions #TechCareers

The #Great #Indian #Hiring #Paradox The current hiring landscape in India often feels like a tug-of-war between the expectations of job seekers and the reality offered by companies. #Recruitment is an art, they say but sometimes it feels more like a comedy sketch, doesn’t it? Here’s a playful peek into how things often play out in the world of hiring: ?? #LinkedIn HR1: Candidate asked for 25k. I offered 35k—because talent deserves respect! ?? ?? #LinkedIn HR2: Candidate asked for 25k. I offered 35k plus a commute facility because we care about convenience! ?? ?? Reality #HR: Candidate asked for 25k. I offered 15k, threw in a 14-hour workday, 7 days a week, and casually asked if they’d donate a kidney. ?? Now, jokes aside—let’s talk about some genuine challenges in recruitment: ?? Onsite interviews without support: Asking candidates to travel across cities for a 30-minute discussion with no assistance is not just outdated—it’s unreasonable. Are we expecting them to hike here while humming motivational tunes? ???? ?? Lowballing experienced professionals: Offering 25k–30k to someone with mid-level expertise is like asking a chef to cook a gourmet meal with instant noodles. ?? If a candidate brings value, let’s recognize it with fair pay. Here’s a thought: ?? If we’re offering salaries that make candidates question their career choices, it’s time to rethink our budgets. ?? If virtual interviews save time, money, and sanity, why cling to the "travel 8 hours for a 30-minute chat" era? ???? ?? If we’re squeezing every drop of energy out of candidates, are we boosting retention—or resignation letters? ?? ?? Recruitment should be about fostering relationships, not testing candidates’ limits, financially, physically, or emotionally. Let’s leave the exploitation vibes in the past and focus on fairness, inclusivity, and mutual respect. Because at the end of the day, a happy candidate becomes a productive employee and a recruiter who doesn’t need a reality check! ?? ?? #Your #Turn: What’s the funniest, most baffling, or outright ridiculous thing you’ve seen in recruitment? Let’s laugh (and maybe cry) about it together! Drop your stories below! ?? #HR #RecruitmentHumor #FairPay #CandidateExperience #DoBetter #RespectTalent #HumanResources #TalentAcquisition #corporate #WorkCulture #ShareYourStory #HRCommunity #FutureOfWork #HRMemes #CandidateExperience

Switching Jobs? Next Time Try Leaving on a Good Note The world is smaller than you think, and obviously, Noida is Noida (chota sa circle) and you never know when you might cross paths with your ex-manager/colleagues again. Serving notice period does not make you RAJA ??, trust me you never know whose help you might need next time. Okay, you might be leaving for any of the reasons and that might be the best decision as well, still leaving on good terms can open doors. You may need references from your previous employer or even consider returning to the company one day. Being transparent and leaving professionally reflects good character. It’s not just about leaving—it's about how you handle the transition and your growth as a person. Don’t hide your reasons for leaving—be transparent. A positive exit can count you as a good person, if not today maybe tomorrow then. As a company, your seniors might not show how much you matter, or maybe not. They will anyhow have to accept the transitions happening all the time and move on. Everyone feels at the end! India still struggles with leaving companies on good terms and managing teams effectively. This may explain why countries with strong professional norms prioritize thorough background checks. A positive exit and good management are essential for building trust and reputation in the workplace. I am Just a BD with some common thoughts. ?? #networking #switchingcompanies #lookingforajob #staffing #businessdevelopment #professionalism

A career is more than just a paycheck - it's a powerful source of personal growth, identity, and fulfillment. - For many, the sense of purpose, achievement, and connection that comes from working is invaluable. - It’s about developing skills, contributing to something larger than yourself, and experiencing the satisfaction of overcoming challenges. - For the women on sabbatical, returning to work isn’t just about financial necessity. - It’s about reclaiming your professional identity, re-engaging with your passion for nurturing talent, and making a tangible difference in people’s lives. - The HR field, especially in a bustling city like Mumbai, offers a unique platform where you can shape company cultures, influence organizational success, and help others achieve their career goals. - Re-entering the workforce can be daunting, but it’s also an opportunity to redefine your career and reassert your value in the industry. - Your experience, whether in recruitment, talent management, or employee relations, is needed more than ever as companies navigate complex post-pandemic challenges. - The insights and maturity gained during your sabbatical can provide a fresh perspective, making you an even more valuable asset. ?? At RNT Consultancy, we understand the multifaceted reasons behind a career. We invite you to explore opportunities with us, not just for financial gain, but to reignite your passion for HR, make meaningful contributions, and reclaim your place in the professional world. If you're ready to return to the dynamic world of HR, we'd love to hear from you. Let’s work together to build not just a career, but a legacy ?? Shikha Trivedi Singh #careergrowth #hrprofessionals #hrconsultancy #careerbreak #sabbatical #workingwomen

High Package vs. Healthy Work Culture – What Would You Choose? If given the choice, I’d always choose a better work culture over a high-paying job. Pay me a little less, but give me an environment where I can work peacefully, grow professionally, and where colleagues are treated as humans—not just resources. When I started my corporate journey, I was fortunate to work under great managers, mentors, and teammates. However, my perspective changed the day I encountered office politics firsthand. Being in that situation was one of the hardest things I’ve faced. The same leaders who once backed me up and appreciated my work suddenly distanced themselves. They did it, perhaps, to protect their positions or align with higher-ups. For many, the outcome is either a forced exit or a voluntary departure. As freshers, we often get swayed by higher packages without fully considering the company's work culture—a factor that should play a significant role in decision-making. Here are a few tips to help you evaluate a company’s culture before making your choice: 1?? Network and Ask Questions: Speak to current employees through LinkedIn or mutual connections to understand the environment. 2?? Location Matters: The same company can feel different depending on the office location. Personally, I’ve worked in both Bangalore and Gurugram, and Bangalore’s work culture felt more supportive and collaborative. 3?? Use Resources: Platforms like Glassdoor and Grapevine can provide honest reviews and insights about a company. ?? Be cautious of workplaces where politics thrives, favoritism is evident, sick days are ignored, and promotions don’t reflect performance. These environments will push you to leave sooner than you think. Your fellow CA and friend.

Be the HR You Always Needed Remember the first day you stepped into a workplace? Nervous, curious, and a bit overwhelmed? Be the person you wish had been there for you—a guide, a cheerleader, and a safe space. Be the HR who doesn't just handle paperwork but handles people with empathy and understanding. The one who: ?? Listens without judgment. ?? Encourages questions, no matter how small. ?? Celebrates every win, from a great coffee choice to crushing a project deadline. ?? Fosters belonging, so no one feels out of place. Don’t just be a bridge between management and employees; be the foundation where everyone feels supported to grow. Create an environment where employees don’t just clock in but thrive with purpose. Be the HR who turns "just another job" into "I’m glad I work here". . . . . #hr #hrlife #job #workplace #qoute #postoftheday #linkedin #digitalmarketing #hiring #all #india #diziglobalsolution #growth

To an esteemed organization, I sincerely appreciate the?opportunity and thank you for the offer. But your hiring process has really surprised me, and I'm already disappointed before I've even started working there. In the beginning, you said that I could join or work from anywhere in India and that there was no location constraint. After completing all three rounds, you later released?the offer while citing the location boundary, which I find unacceptable. It would have saved both of our time if you had brought up the location boundary at the beginning. Additionally, the amount of compensation you offered (a 20% increase over the current package) is below market standard, and you used the justification that your company follows a competency-based fitment?model and does not take prior salary into consideration. This is complete nonsense. You are asking a candidate to relocate to a city with a high cost of living, but you are not willing to pay the candidate a comparable amount. In contrast to other people, I will not tag the organization or mention its name here, but you need to reframe your hiring process/policy. Because of one of your co-founders' toxic remarks regarding work-life balance and work hours, there are already a lot of memes on the market. Don't give people any more chances to make fun of you. #hiringprocess #badhiringprocess #worstpolicy #hiringteam #hr #recruitment #hiring #job #recruiting #toxic #worklifebalance

The Unseen Realities of IT Support Industry in India & Asia: Challenges, Consequences, and Solutions. "As an IT professional in India/Asia, have you faced similar challenges in your career? The IT support industry faces critical issues that impact employee growth, job security, and overall well-being. Let's explore these challenges, consequences, and potential solutions together!" *Challenges:* 1. Over-hiring: Companies prioritize having a large team over actual talent needs. 2. Lack of job security: Employees are seen as temporary resources, not valued assets. 3. Limited growth opportunities: Professionals stagnate, with no clear career progression. 4. Frequent job hopping: Necessary for career advancement and salary hikes. 5. Stigma of job hopping: Employers view frequent job changes negatively. *Consequences:* 1. High turnover rates 2. Decreased morale and motivation 3. Talent waste and brain drain 4. Difficulty attracting top talent 5. Negative impact on industry reputation *Reasons behind this phenomenon:* 1. Pressure to meet project deadlines and resource requirements. 2. Cost-saving measures (hiring more, cheaper resources). 3. Limited focus on employee development and retention. 4. Industry norms and cultural acceptance. *Breaking the cycle:* 1. Employers: Prioritize talent development, provide growth opportunities, and ensure job security. 2. Employees: Focus on skill-building, networking, and strategic job changes. 3. Industry-wide initiatives: Encourage best practices, recognize talent, and promote workforce well-being. *Interview process improvements:* 1. Emphasize skill assessments and practical tests. 2. Behavioral interviews to evaluate problem-solving and soft skills. 3. Clear communication about job expectations and growth opportunities. 4. Transparent salary discussions and benefits. *Questions to ask during interviews:* 1. What are the primary responsibilities and expectations? 2. How does the company approach employee development and growth? 3. What opportunities are there for career advancement? 4. What is the typical tenure of team members? *To combat the stigma of job hopping:* 1. Highlight skills gained and achievements in each role. 2. Emphasize reasons for job changes (e.g., seeking new challenges). 3. Showcase a strategic, deliberate approach to career growth. #ITsupport #IndiaJobs - #AsiaTech - #CareerDevelopment - #JobSecurityMatters - #ITindustryChallenges - #TalentRetention - #EmployeeGrowth