Human resource

Product Owner

Other close runners: urgent, rockstar, negotiation, pedigree, experience

Two words that killed recruiting: Immediate joiner, notice period, offer negotiation,

Other close runners: urgent, rockstar, negotiation, pedigree, experience

Two words that killed recruiting: Immediate joiner, notice period, offer negotiation, market standards
Three words that killed recruiting: Mazaa nai aaya
Four words that killed recruiting: this is max budget
Fiver words that killed recruiting: we will get back to you

you get the drift.

99 ways to get it wrong.
1 way to get it right. Intent.

Get your intent right.

One word that killed recruiting: ASAP

One word that killed recruiting: ASAP- Grapevine

Welcome to Confessions's Private Community

1/ an employee has got a raise in his/her current org recently and then asks for raise again to switch to a different org 
2/ an employee has got a raise in his/her current org recently, gets an offer from another org and then asks for the current org to match the offer

What’s your first thought? Is this justified?
90% of orgs will label them as opportunistic, money hungry & capital centric.
But let’s get brutally honest here: Is the talent wrong to ask for more?
We’re quick to jump to conclusions and slap on those labels. But have you ever stopped to consider their perspective? They are leveraging their value in the market. They are pushing for what they believe they’re worth. 
Isn’t that exactly what we teach about knowing your value and not settling?
Are we really being fair when we default to calling them greedy? 

How many of you would really go back to hard, clear benchmarking and justify why this ask is justified?
How many of you are really fighting this battle of moving a godzilla out of their position (in this case, a manager) who just says, "Nai yaar... pagal hai kya... bolo same salary pe aane ke liye... abhi to raise mila hai"?
Most likely (as it is today) that this will result in a no-go from a manager or a comp approval request. And when it does - you can go all gaga on how you sold opportunity cost, how you justified the value the candidate brings to the table and all that verbatim in my head translates to CONVENIENCE. Someones convenience. This will always labelled "outlier" case. 

{continued in comments}

Two simple questions

I am seeing a lot of layoff related posts everywhere from news articles to LinkedIn.. Is the Job market really that bad now? Or just the media is projecting that way? 

If it's really bad, which department you think is the most affected? How's layoffs specifically in India? Or is it layoffs in US but more hiring in India due to cost cutting? 

Are layoffs in technology/engineering dept as in for developers or some other departments? Your thoughts please..

Job Market right now in India?

Software Developer

Majority of them will scream these at the top of their lungs
- How candidates are taking their offers and not joining after notice period
- The unrealistic expectations of candidates
- The mismatch between resumes and actual skills

but they will never talk about:
- How they did not honor the offers they made. They won't discuss the internal discussions that led to the decision to rescind the offer, nor they will acknowledge the impact it had on the candidate's career and mental health nor will they apologize publically for the harm caused
- The 10 rounds of interviews they need to check all of the "I NEED" boxes
- How they operate at will and won't explain why they leave candidates guessing about the status, progress or outcome of their application
- Lowballing offers then "magically" finding the budget they always had after negotiations
- How they look down on anyone who comes back for counteroffer: Because insulting someone's worth twice is clearly the answer.

They wont talk about talent density, candidate experience - clearly they don't understand that.
and Culture .. What's that?

3 things orgs and recruiters love to rant about

Welcome to Office Gossip's Private Community

Now a days, candidate experience has been tossed out of window. Companies and Talent hunt team are expecting candidates to go through multiple rounds of interviews with no clarity on rounds held, with multiple reschedules and delays with lot of uncertainty. what grapeviners thoughts about it? is it fair to have this practice?

opinion on 7-10 rounds of interviews?

Lawyer

Welcome to Product Managers's Private Community

Hello people,
We are building a recruitment platform to make hiring easy and fun. Having worked with a recruitment startup, we weren't able to hire for our own team. Hire first, fire faster mode ON tha humara.

So, we found this gap mostly in the early stage startups who don't invest in their recruitment properly.

So can you guys please share your experiences with landing a job with early stage startups.

Rant about recruitment in startups

Generalist

I applied for the opening at JPL (Jio Pvt Ltd) in June of last year. Received the interview call on 4th July and concluded the entire process with the final HR round on 17th August (already painfully slow).

This was followed by a period of complete silence from the HR's end, which finally broke on 30th September (after probably 30+ follow-ups) when they gave me a verbal offer and gave me confidence for the final offer release within a few days.

Well, the final offer came on 27th December 2023, close to 3 months after the verbal offer (again, after probably 40+ follow-ups). Joined on 16th January 2024 (due to some emergency), and was treated to a GREAT campus in Navi Mumbai. --And this is probably where everything good with JPL ends.

After spending 2 days, I understand that things are not what I expected from any Product organisation, and that I made the wrong decision. 

Gave myself 30 days to ensure the feelings were backed by more experiences, and I'm not acting impulsively. Day 31, I started interviewing with other organisations, and fortunately was able to get in touch with the HR from another organisation that I rejected for Jio, and they were kind enough to resend the offer letter.

Dropped the bomb on 8th March 2024, startling everyone because people usually don't like leaving their comfortable lives at Jio. My L1 and L2 aligned on a 14 days notice period, but the "smartasses" in the HR department thought its a great idea for me to serve the entire notice period of 60 days, and thus I'm stuck here till 6th May 2024.

Opening the forum for people with any amount of experience to ask questions about the hiring process, the culture, the turn-off, the decision to quit, ANYTHING.

AMA: Quit my job as a Product Manager at Jio within 2 months

Product Manager

Welcome to Indian Startups's Private Community

What's up with the HR-Tech folks? 
Anything cooking in this industry

Recruitment is a 200 yr+ old industry
- Why are only a few B2B startups in this space? (Zoho, GreytHR.. 
- Can this industry get rid of Agencies?
- What USP can help in this space?

Anyone who can help get insights?

Is Recruitment-Tech dead?

Founder

I’m dumbfounded when the best piece of advice I hear is that its a numbers game and probability is supreme.
There’s got to be a strategy that one applies to shortlist from the ocean of offers out there.

- applying in the same domain as your current company?
- platform or regions where recruiters are more active?
- directly talking to freelance HMs and doing a deal?

If no hack, just share what worked for you? And how are you optimising the job searching?

Give me your best strategies for job hunting?

Need answer to just one thing. 

Do you guys intentionally ghost candidates or do you guys intentionally ghost candidates? 🙂

Dear HRs - Answer Me.

Welcome to Business Roles's Private Community

Been Recruiting for the last couple of years. Tier 1/ Tier 2 MBA passout (Depends on how a company looks at it). Open to any metro city. If you have any leads let me know how to connect :)

One word that killed recruiting: ASAP

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