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You are browsing the archive for September 2015 - MANCER Consulting Blog.

How to Identify An Excellent Recruitment Consultant?

September 29, 2015 in Services


It’s time to redefine your company’s hiring mechanism courtesy of today’s cutting-edge recruitment consultants. Indeed, this new breed of recruitment consultants is attracting legions of customers owing to their superlative characteristics and services.

A closer glance at some of their excellent traits that every such consultant ought to possess:

1. Focus on Cost Saving

A brilliant recruitment consultant always looks to consistently decrease the overall hiring costs of clients. Cost conservation is accomplished by adopting effective and economical methods such as:

a) Deputing skilled human-resource personnel to advise clients on cost-saving techniques.
b) Maintaining timely and exhaustive records to document the entire recruitment process. This practice allows both the consultant and clients to outline any systemic inefficiencies and loopholes and correct them apace.
c) Harnessing key statistical formulae like lead-time and man-hour ratios to determine overall recruitment effectiveness and identify scope for further cost reduction.

2. First-rate Sourcing Capability

An outstanding hiring consultant has the wherewithal and ingenuity to procure high-quality human resources seamlessly and swiftly. The consultant usually various innovative methods to deliver qualified and experienced candidates such as:

a) Minutely understanding the employers’ business and hiring requirements.
b) Extensively searching for candidates utilizing reputable referrals, social networks, video calls, and telephonic screenings.
c) Harnessing the choicest aspirants to correspond with the desired job profiles.

3. Bulk Hiring Solutions

Many client companies may periodically launch recruitment drives to populate numerous positions nationwide across all their departments. A skillful recruitment consultant has the inherent means to manage such massive hiring targets speedily and smoothly.

Effective bulk hiring leads to the quick filling of positions, timely commencement of work, and – ultimately – employee and client satisfaction.

4. Robust Online Usage

An exceptional recruitment agent invariably has a strong online presence via diverse modes like a potent website, influential social media pages, and popular job-portal listings. Energetic and prudent online usage goes a long way in prospecting deserving candidates, communicating with clients and aspirants alike, and keeping the public abreast of crucial recruitment-related developments.

5. Ready Anti-Attrition Strategies

Along with sourcing and placement tasks, a conscientious recruitment consultant ensures that the hired employees remain with the client for a considerable time period. In this regard, numerous anti-attrition measures are inbuilt in the consultant’s services like:

  • Maintaining a dedicated retention team to oversee employee concerns.

  • Organizing cyclic appraisals with the client’s management to control attrition.

ManEdge (a division of Mancer Consultancy) is an archetypal example of an excellent recruitment consultant possessing the above virtues. ManEdge has ably helped various reputable companies to boost their hiring machinery, control recruitment costs, and organize mass placements in super-fast time.

Tips to Control Attrition in your Organization

September 22, 2015 in Services


High attrition is the scourge of most companies today. The negative fallouts are many – from lowered productivity to time-consuming training and from costly vacancy advertisements to unscheduled interviews.

As a senior HR manager, you can – however – take definite steps to effectively reverse attrition and boost organizational loyalty:

1. Enhance Your Overall Recruitment Mechanism    

Heightened attrition is a surefire indicator that some elements are amiss in your recruitment mechanism. Therefore you ought to introduce a slew of parallel measures to shore your internal hiring system – suggested inclusions:

a) The interviews should test broad-ranging skills of all aspirants. Besides domain knowledge, communication skills, and company suitability, the candidates should be tested on personality development group-working proficiencies.

b) Employee prospecting ought to be more scientific via reliable job referrals and robust social media campaigns.

c) Job profiles and tasks expected from candidates must be clearly outlined to obviate eventual disgruntlement.

2. Engage a Professional Recruitment Consultant   

The market has witnessed the rise of new-age recruitment consultants offering several unique services to help garner and retain personnel. Professioanl recruitment consultants such as ManEdge, a Mancer Consulting initiative, provide cutting-edge amenities like Niche (a special skill-focused solution), End2End (an all-embracing yearly hiring service), and several more to ensure that your organization procures the right employees and they stay committed, driven, and effective.

3. Enrich Training Methods

On-the-job training must be made uniform and comprehensive with the sessions being conducted frequently. This approach will engender job knowledge, comfort, and dedication leading to lower attrition.

4. Keep The Workplace Friendly and Exciting

Sometimes – after new employees settle into their working routines – familiarity, monotony, and even resentment begin to creep in leading to mass resignations. Here, the organization needs to implement innovate measures to keep the workers happy, energetic, and devoted.

These measures could encompass celebrating employee birthdays with the entire department, arranging picnics for employees and their families, conducting training sessions in an outstation resort, and introducing recreational centers like a gym or canteen at the workplace.

6. Recognize Employee Performance Prudently

Your organization would do well to hone its rewards and recognition schemes to ensure that all employee contributions are justly, uniformly, and regularly recognized. The schemes ought to be corroborated with reasonable compensation and generous public appreciation.

Conversely, poor performance should be dealt with discreetly, thoughtfully, and privately. The erring personnel should be given another opportunity to prove their worth.

6. Adopt Flexible Daily Routines    

To reduce attrition owing to employees’ overriding personal commitments, consider making your firm’s daily routines more amenable and accommodating. Measures like flexible working hours, work-from-residence options, liberal employee leaves, and subsidized conveyance will be universally welcomed.

The above steps are certain to decrease attrition – and increase your satisfaction!

4 Reasons Why You Won’t Get Hired

September 16, 2015 in Services


When a candidate goes for an interview, he/she tries to do give it the best shot and impress the interview panel. However, in an act to impress the interviewers, such candidates give them a reason to disqualify them or give them a poor rank or score.

Here are few reasons why you will fail at your desired job interview:

1. If You Are A Job-Hopper

If an interviewer finds out that you have frequently switched jobs, especially, in the first few years of your career, they are most likely not going to hire you. You have a history to ditch the previous employers after a short service, what guarantees that you are not going to do the same to them. Employers want employees who stick with them even when they are facing a challenging situation. “No captain wants a crew that ditches them in a storm”.

2. If You Are The Greedy One

If you are making a career move or have made a career move for a meager hike  for e.g., a hike less than 10% of the current salary, the interviewer will take caution when hiring you. A career move for such a small hike often indicates that you lack long term planning. Companies appreciate ambitious employees but only those who show a significant growth in their career. Switching jobs for small hikes is not appreciated by the companies.

3. If You Have Poor Communication Skills

Three things amount to poor English speaking skills, namely, communication skills, poor grammar, a poor accent or inability to express the ideas comfortably. These are also concerns for enterprises when looking for right candidates. Candidates are rejected if they do not score well on this part of the interview. However, these disabilities are not permanent; one can join a training institute which specializes in personality development, spoken English and accent improvement. It might be a great push for your career.

4. If You Desire To Be-Your-Own-Boss

A free spirit and a desire to be your own boss indicate your confidence and independent thought process. However, an indication of this entrepreneurial spirit and zeal to be your own boss, during the interview, will become a hurdle in getting the job. Such spirit is often seen as a major threat to the organisation as they do not see you as an employee who will stick with them for long. So, never share your zeal to freelance or start your own business, during the interview.

6 Things Women Hate About Their Male Colleagues

September 11, 2015 in Services

When it comes to women, everyone knows they are more sensitive in every regard than men. Women co-workers also seem to behave a differently from the rest. This is because they have certain likes and dislikes. If male colleagues engage in activities they dislike, it irritates them and creates a divide between them.

6 things women hate about men

Here are a few things that men do, which irritate women:

1. Hitting on the shoulder to say “Hey”

Women are delicate, a simple pat on back or shoulder might give them a pain for a while. Patting is one thing female co-workers do not expect and like at all. So, think twice before patting your co-workers.

2. Missing The One Arm Distance Rule

Women dislike males who try to come very close to them. They appreciate keeping a one arm distance with co-workers. It’s their private space, if she wants you to come close she will indicate, until then keep distance.

3. Looking Below Eyes While Talking

Never look below eyes, never ever. Checking out a girl is fine, but checking out a co-worker is not at all professional. Always look in the eyes, never look below the eye level. It spooks female co-workers and you may be labelled as pervert.

4. Misunderstanding Courtesy For Interest

Most women want to treat every co-worker equally. Even if you work in a different team, she might do a proactive ‘Hi’. This does not means she is interested. Always keep in mind that you have to make sure you do not turn a friendly co-worker into a reserve personality. When men take a friendly female co-workers as interested, women tend to put huge barriers and even change their behaviour.

5. Calling Late At Night

Remember, your female co-worker has her own social life and lives in social boundaries. She may be friendly to you but her family or friends might not be. So, when calling her, make sure you call her at appropriate times. Calling at odd hours, creates problems for female employees and most of them dislike being called at odd hours.

6. Body Odour

When male employees sweat, especially in the gym or recreational areas of the office, they should make sure they are wearing ample amount of deodorant or perfume to cover it up. Male sweat has a pungent smell and women dislike it. Health conscious women start feeling conscious for their health along with discomfort because of odour.

These are the commonly occurring issues that irritate female employees, most men do not even feel it wrong. Most of the times, women switch workplace because of these issues while men do not even accept their fault when creating such problems for women.

Men should take responsibility and make sure their office gives a very supportive workplace for female employees.

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