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Regardless of the industry, all organizations experience fluctuations in recruitment demand, from the time when hiring slows down or stops altogether to the time when recruitment speeds up. If your organization is struggling to meet a sudden demand for talent or is struggling with internal recruitment resources, hiring an on-demand recruitment provider can greatly improve your talent recruitment results.

In this article, we will understand how organizations can use-on-demand recruitment solutions to meet their short-term or temporary talent recruitment needs.

How does on-demand recruitment work?

On-demand recruitment is a professional recruitment solution that focuses on flexibility, speed, and industry-specific talent expertise. When your internal recruitment team needs a little extra help or your organization’s resources are limited, you can think of it as “renting" a group of recruiters to enhance the organization’s internal talent acquisition capabilities.

Modern advancements in technology have enabled organizations to meet the immediate needs of their market and the demands of consumers. As organizations have embraced the use of digital tools in their business functions, this style of business, known widely as on-demand, has allowed companies to provide products and services faster than ever before.

The On-Demand mentality has made its way into the hiring industry by enabling companies to hire at scale during times of need. In today’s business environment, recruiters are empowered through on-demand recruiting to meet the immediate staffing needs of your industry.

Why use an on-demand service?

On-demand recruiting’s flexibility and scalability benefit startups and established companies experiencing:
● Fast growth
● Unpredictable hiring
● A highly competitive talent market

You might use it to:
✔ Fill one role
✔ Secure help during a hiring spree
✔ Keep a search confidential
✔ Get sourcing support
✔ Build candidate pipelines
✔ Work with full-cycle recruiters before you build an in-house talent function
✔ Support your in-house talent team on an ongoing basis

The Benefits of On-Demand Recruitment

On-demand recruitment, you not only get an expert team of recruiters, but you also get the proven processes and technology needed to make the right hire, support your internal efforts, improve candidate flow and reduce recruiting costs. Below, we cover the benefits of on-demand recruitment in more detail.

Access to a Readily Available Pool of Experienced Recruitment

➤ When you engage an on-demand recruitment partner, you are provided with a team of skilled recruiters with industry-specific expertise that supplement—not replace—your existing HR or recruiting teams.

➤ You get the support you need immediately, with the ability to scale and flex as your demands change.

➤ The recruiters follow your current recruitment processes and use your existing technologies, so there’s no disruption to your talent program.

Access to Proprietary Talent Technology

Your team of on-demand service not only comes with years of recruiting expertise, but they are also equipped with talent technology tools that provide greater reach and insights into your target talent markets.

Address Urgent Hiring Needs Without a Long-Term Commitment

▶ On-demand recruitment provides organizations recruiting support without long-term contracts or the fees associated with traditional staffing agencies.

▶ You can leverage the expertise of experienced recruitment professionals when and where you need them with a quick and seamless implementation process all without increasing your permanent recruiter headcount

Workforce Insights and Performance Management

✹ On-demand recruitment solutions can provide deep-dive analytics on the candidate marketplace and recruiting landscape in your industry.

✹ These insights can be applied during and after the engagement to improve your recruiting outcomes.

✹ On-demand teams also work with stakeholders to set recruiting expectations and provide detailed weekly tracking of candidate pipelining, recruiting outcomes, and provide transparency and accountability.

On Demand Talent success story with Great Innovus:

Great Innovus has an active engagement with a leading Global Building Management Solution providing the multinational company with the talent on-demand model to scale amid pandemic in successfully delivering the entire Software Development Life-Cycle of their software component from Sensor data collection software development, Client user interface software development, DevOps and Installshield services, Quality Assurance testing services while the customer was able to focus on hardware development and extend our expertise to successfully deliver on time of 2 successful version releases over the last 2 years.

This leading Global Building Management Solution providing multinational customers was happy to scale this team from 3 members in March 2019 to 12 members in September 2021.

The customer engaged our team to enjoy the following benefits:

✔ On-time delivery with peace of mind.

✔ Focus on their core strength in hardware while using our expertise in software development with cutting-edge technologies.

✔ Bring specialized skills & knowledge.

✔ Free from overheads and scale on demand for accelerated delivery.

This customer enjoyed an accelerated success with Great Innovus as promised in our vision statement: We at Great Innovus are trusted technology partners accelerating our client’s vision through innovation. We are actively engaged with numerous such clients in creating accelerated success with talent on-demand engagement partnerships.

Learn more on GreatInnovus’s talent on-demand services at https://www.greatinnovus.com/talent-demand.html let’s get in touch to talk and get started accelerating your success!!

Remote work Culture

July 13, 2021 | Service | No Comments

In today's digital world, company culture has become more important than ever. More than 56% of employees believe that good workplace culture is mor important than salary.

What is remote work culture?

Culture can be defined as the social order within an organization. It shapes the company's behavior, attitude, and employees. The company’s cultural norms define what is accepted, rejected, encouraged, and prevented within the organization. When properly aligned with individual needs and values, culture can help achieve common organizational goals.

The following are the main elements of a remote working culture that organizations need to consider:

Technology This is a technology that helps remote employees stay in touch, and it forms a large part of the remote working culture. More than 82% claimed that workplace technology is the decisive factor when considering a new job. In addition, if millennials find that the technology used in the workplace is substandard, they are more likely to quit their jobs.

Flexibility When employees work remotely, they want to be able to manage their work flexibly, spatially, and freely. Although it is important for employees not to feel alienated or left out, they should not feel that they have been micromanaged.

Growth mentality no matter where your employees are, the company culture should be friendly and consistent with all of them. In addition, it should provide employees with the right opportunities to grow, learn new skills and explore beyond the boundaries of what they can accomplish.

Why is a remote work culture important?

1.Remote work culture inhibits remote isolation

loneliness is the second biggest challenge facing remote workers. A strong and consistent remote working culture can unite employees and give them a sense of purpose. It also absorbs a feeling of friendship and directly leads to practical actions, such as random check-in and more informal conversations, which helps avoid remote isolation.

2.The remote work culture prepares your organization for future success

Remote work is slowly and steadily becoming the new normal. According to a survey, more than 74% of Chief Financial Officers now plan to keep at least some of their employees remote, even if we have weathered the pandemic and relaxed the body distance norm. Remote work will be able to overcome the growing pain of shifting to new work models and maintain consistent efficiency and productivity.

3.Remote work culture builds long-term relationships

Even if you eventually ask employees to return to the office and fully accept on-site work, the correct remote work culture is a victory for your organization. After all, a strong remote working culture is a strong culture. When you strengthen the team connection between remote employees, it directly translates into better relationships, enhanced trust, and enhanced communication. It not only makes it easier for remote employees to communicate and connect with colleagues in the office but also makes the transition from remote work to office work smoother.

The best ideas to help you build a strong remote working culture

i) Create an environment of trust

Create an environment of trust-to creates a healthy remote working company culture, it is important to communicate all high-level decisions with your team to show employees that you fully trust them to handle their work, even when they are working remotely. After all, trust is a two-way street. Your employees will trust you only when you trust them.

In addition, you should focus more on the output of your employees rather than the total number of hours they spend online. Avoid excessive inspection and micro-management of employees. You should give them space to manage theiwork and only check occasionally.

ii) Share your company’s mission and goals

when everyone in your organization understands the mission and goals you want to achieve, it becomes easier to create the best and efficient remote teamwork culture. You need to find a simple A clear way to describe the company’s mission and the overall goals the company is trying to achieve (short-term and long-term)

iii) Define your remote work policy

Define your remote work policy-remote work or flexible work can mean many different things to different people. Therefore, you need to be as specific and clear as possible about your organization’s remote work policy so that employees always know exactly what will happen.

▶ Do employees have to be online for a certain amount of time every day?

▶ Do employees have access to a certain time zone no matter where they are?

▶ Can employees freely formulate remote work schedules?

▶ Do they need to go to the head office every once in a while?

▶ Do they have an allowance for setting up a family office?

More clarity will only lead to smoother remote work and better company culture.

iv) Prioritize face-to-face meetings

Sitting alone in front of a laptop, week after week often isolates remote employees and alienates them from team members. Although meeting with team members directly is irreplaceable, regular video calls can help bridge the communication gap lot. Team managers should hold regular one-on-one meetings with employees to build better connections, build trust, and celebrate their personal achievement.

v) Regularly collect feedback and make corresponding changes

If you are new to managing remote teams and establishing a remote working culture, you probably did it right the first time. It is always a good idea to ask remote employees for feedback on a regular basis so they can tell you what works for them and what Not suitable.

vi) Use the right tools

The long-term success of remote work also depends on whether you use the right tools to manage your work. The ideal software for remote work is a digital workplace platform, where teams can collaborate, communicate and complete work in a unified virtual space.

Creating a remote working culture is an ongoing process

Cultivating a strong remote working culture to make your employees feel trusted and capable of doing their best job is an ongoing process that requires a lot of time and hard work. Whether you are transitioning your entire organization to remote work or adding a new remote team, you need to be equipped with all the best practices and tools to make the employee transition as smooth as possible. Our idea is to make the most of your culture and promote transparency to create an environment of trust that enables your organization to continue to move forward.

GREATINNOVUS: Remote Standup -How it works

✔ We ensure all join stand-up in video mode sharp at 9:00 am

✔ We also request all to appear in the video in proper formal attire to ensure they get into the work mode

✔ Setup of remote monitoring team to ensure all resources get proper tech support and troubleshooting on any hardware issues (quick replacement with spare/backup devices)

✔ All member participation to ensure the work is understood and any clarification is sought on time

✔ Evening stand-up to reconcile day works and reporting live in an online meeting

✔ Mid-day reporting on progress and also water-cooler discussions among teams to ensure better collaboration

These ensured productive and effective collaboration for all our clients.

GREATINNOVUS: Productive workforce management during Covid WFH

For us, the Health and well-being of our employees is very important, and our employees are happy to work in their hometowns. Many of our developers from different cities prefer to move to their hometowns to be with their relatives. We just believe in the same and want to make sure they can work anywhere (as long as they have a stable internet connection).

We focus on The Quality of Life, which will affect the output. A happy employee is more efficient, energetic, and creative, so it is important for greatinnovus to give them a happy environment. We just believed in it and noticed the changes after the pandemic; our remote workers performed better than what they did in the office.

Greatinnovus embraces WFH to scale and grow during pandemics, with standups with mandatory Video On, requesting members to come in proper office attire to ensure they are in the mood for work.

Regular Connections & open Communication This is where most of us are in trouble, and if handled properly, wonders can be created. Our human resources team always ensures that no one is left out or goes astray. We always believe in an “open door” culture so that employees can contact us at any time via Hangouts or our phone. Technological advancements have made this job easier for us, and we make sure to communicate regularly by establishing contacts. we started with having all our fun programs virtually for our employees. Our whole purpose is to conduct frequent and meaningful communication, so that employees can contact us on all issues.