#globalhunt

“40 percent of the HR functions of international companies are currently using AI-applications. One form of AI — robotic process automation – uses AI to automate business processes to human-like efficiency and effectiveness, making workers more productive”

                                      -Artificial Intelligence in HR: a No-brainer, PwC

The moment smart robotics was invented the first thought processed in mind was human are going to be replaced by robots. To one extend this has become true as well, where some of the tasks have been completely acquired by robots and further innovations are being  done to improve the integration of robots with humans. This is being considered as Fourth Industrial Revolution where robotic process are improving human enhancement and assistance. 

The same alliance can be seen in recruitment also where some of the activities are robotic driven. Where relation of man with machine have reached cloud computing that is data is directing human actions. Companies are using robotic and AI extracted data to calculate the competencies of candidates and their contribution in business. 

Moreover there has been a drastic improvement and change in the way recruitment are being taken up by robots. Some of them include

Chat Bots: The most common form of robo that we are seeing are chat bots. They are helpful in building the first level of communication with candidates. Not only this they extract the level of alignment that the candidates holds with the organization but vice a versa as well. Beyond building communication they also speed up the interview process where they take up the role of a recruiter and assess a candidate potential for the job.

Increasing People Analytics: Mathematical algorithms are involved to reach the unconscious level of information so that behaviour and psychological analytics of the candidate can be done. Not only for the candidates but also for the employees it helps in analyzing their day to day routine, productivity and transactions. 

Application Tracking System: Artificial intelligence has definitely been a boon in the area of ATS where from application screening to interview and finally onboarding has been managed by robotic process. Star ranking a candidate on the skills, experience, education, industry expertise and CTC are some features which are being undertaken by robotic process. 

Internal Mobility & Job Matching: Current talent pool at the company itself ensures progression, positive culture and employee retention. Robots can be extensively used for assessing existing skills, strength and career ambitions for internal transition of employees.  

In Indian sustainability scenario, many businesses are now being expected to think and react in manner which not only holds them responsible for economic development of country; but also to partner for social and environmental development. As the current dilemma which the world is facing are not just economic in nature but also envelopes the social and environment contours of society. Whereas, overcoming these challenges is not the sole responsibility of any single agency or any individual. It is the responsibility of each one of us where we as stakeholder of development are defined in the partnership matrix. The businesses are seen as a significant stakeholder because they are in some or the other ways are connected with the larger community. Hence, being closely associated with the community the businesses are being levied with the responsibility to enhance the community with which they are working. But this enhancement requires partnership from diverse stakeholders from the centre till the periphery. This kind of partnership is crucial as it develops the relationship with the stakeholders which can create new beneficial focal points for all the stakeholders. However, in CSR domain particularly the relationship is limited to two definite partners i.e. “businesses as fund giver” and “civil society organization as fund receiver”. In Indian domain, there is a need for the diverse stakeholders to reassess their role and bring innovations to this idea of “sustainable partnerships”. As in contemporary scenario, the biggest challenge is to find a suitable partner which has the ability to plan, implement and envisage a project as the other partner. Hence, GlobalHunt Foundation as a CSR Consulting & Advisory organization assists our partners to rethink and redefine their roles in partnerships through potential discussions and collaborations. We work towards defining CSR project partners, their prospective role in the project, their diverse responsibilities which they are expected to perform, assess the partner caliber to deliver and the input gained by the project from each partner.

GlobalHunt has risen to be one of the most comprehensive names among best employment agencies in the recent years. As one of the most renowned recruitment company, it poses downloadto be a thriving competitor to other agencies working along the similar lines. Founded in the year 2002, it has come a long way providing employment services in the segment. The reasons behind the unprecedented success of GlobalHunt are the client oriented services, dedicated and talented team base and organized work approach. These three pillars hold the basic foundation of this employment agency The Company strives on providing quality oriented services to its clients within a given timeframe with dedication and effort.

GlobalHunt works towards understanding the client needs and meeting up with the diversified staffing requirements. One of the basic necessities for the smoothing sailing of any organization is the individuals with required knowledge and expertise landing in the appropriate departments of functioning. Hiring the right candidate for a particular job requires a thorough go through over the past experience and determining the potential of that person. With more than a decade of experience in the staffing solution segment, GlobalHunt works towards analyzing an individual in the most systematic and structure oriented manner, so that the capabilities are thoroughly accessed and marked. The company is proficient towards handling a wide range of client needs and delivering the best to services across various industries and segments. It believes in strategic approach towards staffing solutions by fully understanding the client necessitates and terms along with the other factors associated with the recruitment. It then approaches the job in hand through a complete research on the subject. Getting the right candidate for a job is based on a number of factors. Studying the past experience and qualification is not sufficient. GlobalHunt takes a step further in by studying the potential professional commitment and delivering on the job ability of the candidate. The superior services of the company are ensured by a strong and talented team of individuals who bring in rich years of experience for the job. They are not only capable of accurate staffing solutions but also remain updated with the ever changing industry trends and demands. With all this effort, GlobalHunt stands to be one of the best employment agencies in the country and abroad.

  The Supreme Court in February has cancelled as many as 122 licences for 2G spectrum in a move that has resulted in uncertainty in the fast-growing telecom sector. As per the HR experts, the potential job losses in the Indian telecom industry are "enormous" in the wake of 2G licence cancellations.

Madhubala Vaidyanathan, General Manager (Services), TeamLease Services said, "Most of the companies whose 2G licences were cancelled are reducing their workforce. This is happening at all levels. Only people at key strategic positions are being retained. Potential job loss is quite enormous as the telecom industry was supposed to have provided thousands of jobs which would have done well for the economy."

Sunil Goel, Director, GlobalHunt said, "There could be potential job losses by looking at local market scenario for the telecom space. However, hospitality, FMCG, financial services and banking would be resource grabbing industries for ideal surplus resources from sales and marketing, customer service areas."

Jyorden Misra MD, Spearhead InterSearch said, New telecom companies that had hired actively to support their anticipated operational scale up, are facing the unexpected scenario of licence cancellations. This has brought an abrupt halt to any hiring plans in the offing. Existing companies have been adopting "cost rationalisation and efficiency optimisation approach" resulting in modest increments and moderate hiring plans."

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