The document discusses recent trends in recruitment such as collaborative hiring and proactive talent sourcing, provides tips for ensuring new employees have a great first day, and summarizes changes in campus recruitment over time from a more difficult in-person process to today's digital process where supply is high but demand and readily deployable graduates are lower.

1. 1
1
Weekly Edition : 22 January: 2019
Foursis E - Corner
Recent Recruitment Trend and Job Opportunities
Campus recruitment: Bringing competition to campuses
7 ways to ensure your New Employee has a Great First Day
Interview Tip
Contact - +91 9662441222
Mail - info@foursis.com
358, Jasal Complex, Nanavati Chowk, 150ft Ring Road Rajkot – 360007, Gujarat.

2. Human Resource Quote
Recent Recruitment Trend
Talent Sourcing
Proactive talent sourcing has become a must-have recruitment strategy.
LinkedIn research has shown that only about 36% of potential candidates
are job seekers. However, more than 90% of them are interested in hearing
about new job opportunities.
Collaborative hiring
Collaborative hiring is a hiring method in which both HR teams and teams
from other departments work together to find and hire talent. Collaborative
hiring is extremely important as it significantly improves the quality of
new hires. Consequently, turnover rates drop which positively effects the
overall recruitment and hiring strategy. For all of these reasons, collabora-
tive hiring was chosen as top 15 recruitment trends for 2019!
Contact us
Call -+91 7405434608
WhatsApp - +91 8866559213
Mail us
foursishr@gmail.com
careers@foursis.com
FTS– Job across India
Management word of the week
Third order Strategy
Third order strategy is a strategy which has
all human resource management decisions
pertaining to budgets and where mecha-
nisms are formalized for achieving some-
thing. Third order strategy was given by
John Purcell, who identified three levels of
strategic decision making namely the first
order strategy, second order strategy and
third order strategy. Long term goals and
steps to be taken to realize those goals are
generally said to be the first order strategy.
Human resource plays an important part in
an organization in taking important deci-
sions. Thus they form the third order strate-
gy. Some of the important areas that a HR
looks into are result of the strategy.
“Leadership is not about a title or a desig-
nation. It’s about impact, influence and in-
spiration. Impact involves getting results,
influence is about spreading the passion
you have for your work, and you have to
inspire team-mates and customers. ”
— Robin S. Sharma

3. 3
3
Campus recruitment: Bringing competition to campuses
Campus recruitment: Bringing competition
to campuses
Campus hiring has changed over the years. Here are expert takes on its evolu-
tion. MV Chalapathy & Krithivasan S, Associate
Campus hiring is one of the most preferred forms of hiring fresh recruits. It
has undergone a lot of transformation over the decades. These can be put as:
pre-internet, email and digital phase.
In the pre-internet phase, recruiters had to invest many days for hiring the
right candidate. For example, if a recruiter from Chennai intended to hire a
graduate from IIT Kharagpur, he would travel for two days and spend one day
in the hiring process. It was during those days, that the demand was huge and
there was limited supply.
That time, companies carried Overhead Projectors (OHP) for the purpose of
presentations. Interview line-ups happened through landline phones, fax ma-
chines and VSAT Uplink.
From there, it moved on to email. This phase gave birth to all major job
search engines. By sharing resumes, database and connecting with placement
officers the process got simpler but the methodology used to recruit candi-
dates was still a herculean task. Employers carried bundles of papers to ad-
minister tests. The duration taken to announce the results was long because of
administrative issues.
Cut to present age
In today’s digital world things have changed drastically. Supply has grown
three fold but the demand is seeing a downturn. In India, we have more than
3,000 engineering colleges, producing nearly 1.5 million engineers every
year.
However, only 25 per cent of these graduates are readily deployable, as per a
recent NASSCOM study. Employers enjoy the freedom to choose the right
talent since the resource is abundant. Still the process of finding the right tal-
ent continues to be debatable. Many colleges opt to share the recruitment slots
with big corporations. Thus the option available to top students continues to
be on the higher side with multiple offers to choose from. This has a negative
impact on those who cannot make the cut.
Management Tip of the Week-
Should You Move for a New Job?
Sometimes the perfect job is thousands
of miles away. How do you know if it’s
worth relocating for a new opportunity?
You might be tempted to weigh the pros
and cons in an Excel spreadsheet, but it’s
better to think holistically about your
personal and professional goals. For ex-
ample, consider the lifestyle you’ll have
in the new location. Do you want a small
-town life, or do you prefer a big city?
Do you want to spend your weekends
traveling, or do you want to feel rooted in
a community? Think about the repercus-
sions of taking the job, especially for
your partner and kids. Will your spouse
be able to find meaningful work after the
move? Be realistic about what the move
will mean for your family, and talk it
through — a lot. If you’re still not sure
what to do, you may want to try a short-
term stint or job swap to test out the new
location before committing.
Ref from “How to Decide Whether to
Relocate for a Job," by Rebecca Knight .

4. 4
4
Campus recruitment: Bringing competition to campuses
We are currently in the age of disruptive technology but technologies being used in the Indian recruitment space are still
outdated. There is need for highly skilled and talented resources, and we still continue to use an assessment tool which
does not solve the primary issue.
While a candidate might be good in communication skills, he continues to lack technical skills. On the other hand, those
‘technical geeks’ may not have good communication skills. Hence, the need for identifying the right talent for right
work increases.
In this scenario, if the job does not involve communicating with client but only to code a project, then an employer can
invest in hiring candidate with average communication skills. For example, we introduced the ‘conditional offer’ to
candidates, who have shown high technical competence but lack communication skills. Their offer confirmation is sub-
ject to clearing one of the English exams like BEC or IELTS.
It’s time for companies to invest in technology in order to tap the right talent. It becomes difficult for the employers to
gauge the technical skills through aptitude tests alone. The need for using technical assessments and code assessments
plays a pivotal role. Candidates have also started realizing the fact that, once onboard, they may find it difficult to meet
the ever-changing demands of large corporations. Thus, many candidates switch to alternate careers or invest in addi-
tional training programmes.
There is also a need for better ‘Train the Trainer’ and faculty development programmes so that campuses can keep up
with the changing needs of the corporations. The academia will need to understand the changing nuances of the IT in-
dustry and prepare the students accordingly.
For example, we have created Centers of Excellence in some institutes across the country. As part of this programme,
trainers are identified, technology training the “IT way” is delivered and trainer certificates awarded. In turn, they start
delivering the sessions to the candidates, selected by us as part of campus recruitment.
Future of campus recruitment
With the present need to evaluate candidates based on their technical competence and understanding of various technol-
ogies, companies need to look at investing more in competitions and hackathons. This helps the employer in identifying
the ‘geeks’ and also helps the candidate understand software lifecycles better. Code and app building competitions also
help employers identify candidates who have good analytical thinking and creativity. Investing in hackathons and app
competitions also helps corporations in gaining more ideas that can help them win bigger deals.
MV Chalapathy & Krithivasan S, Associate Director and Lead Consultant, India Campus Hiring, VirtusaPolaris

5. 5
5
7 ways to ensure your New Employee has a Great First Day :
The first day of a new job is always filled with excitement and a little fear. If an employer finds themselves unprepared
to onboard their new hire properly from day one, that person will enter your company with a poor first impression
which could affect their attitude going forward. In fact a study completed last year by Office Team found more than
half (54 percent) of workers interviewed said they’ve experienced at least one mishap when starting a new job.
But it doesn’t have to be this way.
With a plan in place and some ground rules established, any company can ensure a great first day of work for everyone
they hire. This experience will help build your company culture and contribute to your new employee’s first impression
of his / her new work environment.
Upon arrival, Office Team suggests starting the first day with a welcome by alerting the receptionist that the new em-
ployee will be arriving. Then, personally escort the new hire to his or her workstation and provide introductions to other
members of the team. Here’s what else you need to consider for that first day.
Have their Paperwork Ready
In many cases you can have your new employee fill out their paperwork ahead of time and bring it with them on their
first day. This was standard practice in my first recruiting job. The day we made the offer to a candidate we sent them
home with the requisite forms to fill out so that we didn’t have to deal with it upon arrival. This allowed us to focus
their first day on the job itself and less on the boring formalities of joining the company. Also consider bringing in a
paperless solution to speed up the process. New hires can enter their information online and even sign documents so
going paperless can add a great selling point to your onboarding process.
Get their Desk Ready
Seems like a no brainer but nothing says ‘unprepared’ like saying “here’s your desk but your computer isn’t set up
yet.”. That’s happened to me several times in my career. A new hire’s workstation should be ready to go from day one.
Have IT set it up, and be sure to include all their new passwords. A small sheet with that information would be useful
to print for them. A quick tour of the phone system is always appreciated. Another tip: create a small picture collage
with headshots for all their important team members. This “visual org chart” will help them identify people more easily
in the first few days and help to humanize the experience.
The Welcome Sign
I’ve seen a lot variation on this by companies putting a new employee’s name on a welcome sign and sticking it on the
front door along with some balloons or or decorations. At a previous job I would create a welcome sign with their
name, our company logo and inspirational phrase and tape it above each new hire’s cube. It’s a small gesture but goes a
long way towards making them feel welcome.

6. 6
6
7 ways to ensure your New Employee has a Great First Day :
TIP: Welcoming your new employee on social media is also a great idea. Search twitter for “welcome new em-
ployee” and you’ll see great tweets like this:
Introduce Them to the Team
Once they are settled in, take them around to meet the team and tour the facility. Help them get comfortable with their
surroundings (especially in larger offices and buildings).
Assign a Mentor or Buddy
It’s a great idea to assign an existing employee to be your new hire’s mentor/buddy. This is especially useful in larger
companies where a person might feel overwhelmed at first. According to this article, “A successful buddy candidate
should be a seasoned employee who has an understanding of organizational practices, culture, processes and systems. A
buddy should be a friendly volunteer with high personal performance standards, have a positive attitude and communi-
cate well.”
Take Them to Lunch.
A team lunch or lunch with their manager is an excellent way of welcoming your new hire. It’s a chance to talk openly,
ask questions, and get to know each other. Take them out and get to know them on a more personal level.
Get their Feedback
As the day ends, ask your new hire for feedback on how their day went. That will give you a chance to allay any fears
or concerns they might have. Find out if they need anything else for their job. These feedback sessions will also help
you refine your onboarding process for future hires. also suggests “not to throw everything at a new team member all at
once. Begin with a small, easy to manage task list and expand from there”, he says. I hope you found these tips useful.
Crafting a great experience for your new hire is an important step often overlooked. But it can make them feel comfort-
able in their new surroundings and more importantly, set them up for success in your organization

7. 7
7
Interview Tips -
Know yourself
Interviewers typically ask you about your personal strengths and weaknesses. Spend some time before the inter-
view identifying three or four for each category. To highlight your skills and capabilities, think of an example or
personal anecdote for each that demonstrates how you embody these traits. If you don’t have a work history to
draw from, rely on incidents from your academic career.
FTS Appreciates Your Partnership
This is digital newsletter and Foursis Technical Solution is also promoting Go Green initiative.
So Keep reading Foursis E-corner, Keep growing, Keep getting better career opportunities.
*Courtesy Note: Our intention for publishing E-corner is to share thoughts, ideas and information on job oppor-
tunities as well how a person can contribute to society. During the process some information are taken from rele-
vant media and we are being respectful towards that post and writer.