We must understand the role of a Business Analyst before we get into the screening process. Primarily, a Business Analyst is responsible for the following: Unearthing business needs – Discovering the business need and project requirements, mainly through conversations with stakeholders. Studying Requirements – The business analyst needs to understand the business needs of the stakeholder and analyze them thoroughly. Documenting Requirements – Documenting the requirements accurately and in such a format that can be shared with all stakeholders. Getting the Requirements approved – After documentation the requirements must be approved and understood in the same sense by all the stakeholders.
What made me write this article is the agony of hiring managers they are going through and the problems recruiters are facing. Recently, a friend of my CEO visited our organization with a frustrated face. He was the Head for Marketing and Communications in his organization. My CEO asked him, “What’s your problem?”He started complaining about the employees who recently joined his organization. He said, “Recruiter is doing nothing. The candidate he selected doesn’t know the basics of marketing.” Well! This is not the scenario in his organization itself. This will resonate with you if you are a recruiter or a hiring manager.
Following are the guidelines through which a candidate can appear for the test on Interview Mocha platform - 1) The Candidate receives a mail which provides him the access key, a link, and all the instructions to attempt the test.
Search for ‘Soft Skills’ on Google, you will find 2, 58, 00,000 results. Huge database… Isn’t it? What was recapitulated in these searches was “what do recruiters expect from candidates while hiring?” The recruiter is the facilitator between the candidate and his next career move. Although recruiters play their cards close to the chest, definitely there are ways top talent can stand out and be discovered. Now to stand out among all other, a candidate needs to get in front of the recruiter and show him or her why he is the right one for the job. Apart from degree, credentials and technical knowledge, what will make a candidate stand out is his Soft Skills. Soft skills portray how one acts in his life and work. Studies reveal that 75 percent of success depends on people skills (soft skills) and 25 percent on technical knowledge. That does not mean technical knowledge is not important but soft skills defines who you are and how you act. Ironically, soft skills are the hardest skills to develop.
Speed limit 35 MPH! Sounds too slow. Isn’t it? A Signboard appears in front of you while driving from one location to another. Now you will slow down the speed of your car and will look down at the speedometer. Speedometer one of the most frequently viewed or used tool in the dashboard, which depicts how fast you are going. The dashboard instrument clump in your car includes a variety of sensors, gauges and lightings. Ever visualized if there were no dashboards in car’s containing all the infographics, well it would have been dangerous to drive. The same is true for business users: Dashboards use data visualizations; simplifies complex data sets to provide users with a glance of current performance. Running a business without an Executive dashboard could be dangerous. The main idea of the dashboard is to provide customers and prospective customers a place where they can catch up on news and get a glance overview of what’s happening and what’s hot. The dashboard depicts the speed at which the organization is moving.
Choosing between the human interviews or written tests has long been a subject of debate amongst the HR Professionals. In my opinion, both are interrelated and interdependent. It is quite difficult to give preference to one system while putting other on the back because I myself have found both the options suitable in judging men and women of abilities depending on the situation. This piece is an endeavor to give readers an insight on both the methods and readers will decide which one they want to opt. It depends largely upon the Nature of the Job - The decision of whether to take tests or conduct interviews depends solely upon the nature of the job. In case a company tends to hire a grocery clerk, the test may be a feasible option as it is most relevant to the requirements of the job. On the other hand, for some strategic level job i.e. hiring some International Relation officer, companies conduct interviews, as tests are not the right option to test the skill level of such candidates.
Interview Mocha started its journey around 2 years back and got a huge momentum worldwide with hundreds of global clientele. Customers love Interview Mocha and refer it a complete pre-employment online assessment software. Let's see what makes Interview Mocha the complete online testing solution. Hundreds of Ready test libraries Interview Mocha has hundreds of validated and reliable test libraries for numerous job profiles ranging from sales, digital marketing, project manager, coding tests, IT skills to customer support. Fastest custom test creation With an internal team, a pool of SME ( subject matter experts) and effective quick simulators, Interview Mocha provides fastest custom test creation. Scalable platform Because of Interview Mochas scalable technology and architecture, Interview Mocha has been awarded as the best PaaS Company by Microsoft. A company can run 5000+ concurrent tests on Interview Mocha platform.
I (Amit CEO Interview Mocha) have just spent last 19 weeks at GenNext - a startup accelerator by Reliance and powered by Microsoft ventures. We found a great value in this programme and business has observed some remarkable improvements during this period. Simply put: I feel like I have just graduated from one of the world class STARTUP MBA institute with my business Interview Mocha as Major. I thought of sharing a few important highlights of this programme that can really help a tech startup to achieve next level.
The cost of hiring a single candidate is rarely calculated. If organizations study this process deeply they will realize that the costs are fairly steep. Post on job boards Time spent Writing ad copy Completing 1 posting 1 hour 30 minutes $25 $12.5 External cost Cost of job posting Posting to Craigslist Posting to Monster Posting to CareerBuilder - $25 $385 $419 Overall cost For one posting - 1 hour 30 minutes $37.5 to $456.50 Depends on number of posting to different job portals Review your applicants
Guys... Interview Mocha has won the title of "Best PaaS Solution" (Organization Category) in the Microsoft Azure Challenge. Microsoft Azure Paas Award It feels great to emerge as a winner in Microsoft's search for "THE BEST IaaS AND PaaS SOLUTION BUILDER". As a PaaS Solution- Interview Mocha has helped customers reduce hassles, efforts and time in their recruitment process. The Microsoft Azure Challenge gave us the opportunity to showcase the customer and technology momentum we have achieved in just two years. The winners were determined based on the quality of the description of the PaaS solution, the extent of innovation, and how our solution technically results in improved scale, performance, agility, manageability, cost-effectiveness etc.
Online recruitment assessment, Remote recruitment assessment, Campus Hiring 2.0 are the buzzwords in the recruitment space today. Recruitment assessment is an important as well as a time consuming process to validate candidate skills. Inclusion of right technology can help to automate the recruitment assessment process and make it efficient.