Sangna – V Recruit First

05Nov

Recruiting for Success: How Diwali Inspires the Perfect Hire

SangnaConsultation, Entrepreneurs, JOBS, Recruitment

Diwali, the Festival of Lights, is celebrated with great fervour and joy across India and the world. But beyond the sparkling diyas (lamps) and sweet treats, Diwali marks a time of renewal, positivity, and new beginnings. It’s a season of cleaning, decorating, and preparing—whether for the arrival of guests or the promise of new opportunities. It’s also the perfect moment to reflect on how the journey of hiring the right candidate mirrors the excitement and energy of this vibrant festival.

1. Dhanteras: Preparing for the Right Investment
Just like how Dhanteras is considered the day to invest in new things—whether gold, utensils, or a fresh wardrobe—the recruitment process is about making an investment in talent. During Dhanteras, we carefully select the right elements to bring good luck and prosperity. Similarly, hiring managers carefully choose candidates who will bring new value to the organization, contributing to its success and growth. Think of hiring as your company’s “investment moment,” where every decision made is an important step toward the bigger, brighter future.

2. Kali Chaudas: Protecting Against Hiring Mistakes
Kali Chaudas, often seen as a day to ward off negativity and obstacles, parallels the efforts of recruiters to avoid hiring mishaps. In recruitment, we go through rigorous screening processes, reference checks, and multiple rounds of interviews to ensure we are choosing candidates who are not only skilled but also culturally aligned with the company. It’s like Kali Chaudas for your hiring process—clearing the path of any negative influences and ensuring the right people are brought into the fold.

3. Diwali: The Search for the Perfect Candidate
When Diwali arrives, it’s a time of lighting up the night with diyas, symbolizing the triumph of good over evil. Similarly, the search for the right candidate illuminates a company’s future with fresh perspectives, new energy, and exciting potential. Hiring is like lighting those diyas—each one representing a new team member who brings light, clarity, and innovation to the workplace. Much like the festival itself, the right hire is a cause for celebration.

4. New Year: New Beginnings, New Teams
For many, Diwali marks the start of a new year. A time for fresh starts, new resolutions, and the promise of growth. The same applies to the recruitment cycle. With a new year comes new projects, challenges, and goals—and this is where your new hires come in. As companies plan for the future, the recruitment process becomes a means of bringing in fresh talent to help realize those visions. It’s a moment to build teams that are not just skilled, but eager to grow, innovate, and contribute to the company’s future.

5. Bhai Dooj: Building Stronger Relationships
Finally, Bhai Dooj is a festival that celebrates the bond between siblings, a day when relationships are strengthened. Recruitment is not just about filling a vacancy; it’s about building long-term relationships—between the organization and its new hires. Like siblings supporting each other, the company and its employees thrive when they work together toward shared goals. The hiring process is just the beginning of this relationship, and the key to success lies in the nurturing of these connections, through onboarding, growth opportunities, and a culture of mutual respect.

Conclusion
As Diwali’s festivities remind us of the importance of renewal, protection, growth, and relationships, so too should the recruitment process. Like the festival itself, recruiting for the right talent is a celebration—one that brings together the best of what’s new and bright for a prosperous future. So this Diwali, as you light your diyas, remember: finding the perfect candidate might just be the next step toward lighting up your team’s success.

Happy New Vikram Samvant 2081 and Happy Recruiting!

21Sep

Strategies for Attracting Passive Candidates: Or How to Lure Unicorns Without Scaring Them Away

SangnaUncategorized

So, you’re on the hunt for top talent but find yourself fishing in the shallow end of the candidate pool? Fear not, dear recruiter! Attracting passive candidates—those elusive unicorns who are not actively job-hunting but still exist in the magical realm of potential—requires a touch of finesse, a sprinkle of charm, and, sometimes, a dash of wizardry.

1. Craft an Enchanting Employer Brand

Imagine your company as the Hogwarts of the business world. If you want those passive candidates to magically appear in your inbox, your employer brand needs to be as irresistible as a butterbeer to a hungry student. Showcase your company’s unique culture, mission, and values with the kind of flair that makes candidates think, “Wow, I’d love to work there… if only they had a dragon-keeping position!”

2. Master the Art of Subtle Flattery

Passive candidates are like cats—they’re not going to come to you unless they feel like it. So, make your outreach so flattering that they can’t resist. Comment on their recent accomplishments like you’re their biggest fan. “I noticed your recent keynote on quantum computing. Fascinating stuff! Ever thought about applying your brilliance to our cutting-edge projects?” It’s like catnip for professionals.

3. Develop a Stellar Online Presence

If your company’s LinkedIn page is as exciting as watching paint dry, passive candidates might just scroll past you faster than a cat chasing a laser pointer. Invest in creating engaging content—success stories, employee testimonials, behind-the-scenes glimpses. Think of it as setting up a really cool party and making sure everyone knows it’s the place to be.

4. Network Like a Social Butterfly on Espresso

Sometimes, attracting passive candidates means being everywhere all the time. Attend industry events, webinars, and networking functions. Make connections like you’re auditioning for the role of a friendly socialite. And don’t just attend—engage. Share insights, offer advice, and be the person everyone wants to chat with. Your goal is to be memorable, like that one friend who always brings the best snacks to parties.

5. Build a Talent Community

Create a talent community where passive candidates can hang out, even if they’re not looking to move right now. Offer valuable content, exclusive webinars, or networking opportunities. It’s like hosting a party where everyone’s invited, but there’s no pressure to RSVP. Over time, when they are ready to make a move, you’ll be the first person they think of—kind of like being the cool, reliable friend who’s always up for an adventure.

6. Use Data to Show Off Your Smarts

If you can’t impress passive candidates with your dazzling personality, do it with your data prowess. Share insightful industry trends, employment market analytics, or unique company metrics. It’s like showing off your impressive collection of rare stamps, but for professionals. Make them see that you’re not just offering a job; you’re offering a front-row seat to the future of their industry.

7. Personalize Your Approach

Forget the generic “Dear [First Name],” emails. Those are about as exciting as a beige wall. Craft personalized messages that make passive candidates feel like they’re the star of a blockbuster film. Refer to their specific skills, achievements, or interests. If you can, make it witty. After all, who wouldn’t want to join a company that seems to understand their quirks and values their talents like a prized collection of rare comic books?

8. Offer Flexibility and Perks

In today’s world, work-life balance is as sought after as the Holy Grail. If you can offer flexible hours, remote work options, or unique perks, make sure to shout it from the rooftops. Passive candidates often have the luxury of being choosy, so let them know that your company is not just another job—it’s the kind of place where they can thrive while still having time to binge-watch their favourite series or take that midday nap.

So, there you have it: a foolproof guide to attracting passive candidates that’s as entertaining as it is effective. Now go forth and make those unicorns come prancing into your talent pool.

Happy recruiting! 🦄

03Sep

Top Recruitment Trends in 2024: What’s Hot, What’s Not, and What’s Just Plain Weird

SangnaRecruitment, trends

2024, where the recruitment landscape has been more dynamic than ever. If you thought last year’s hiring trends were a rollercoaster, buckle up because this year’s ride promises a few loop-de-loops. From tech wizardry to candidate quirks, here’s what’s shaping up to be the talk of the recruiting town.

1. AI and Automation: The Recruitment Superheroes

AI and automation are no longer the awkward sidekicks; they’re now the superheroes of recruitment. Here’s how they’re saving the day:

Automated Resume Screening: Think of it as having a super-efficient assistant who never needs coffee breaks. AI will sift through your resume pile faster than you can say “applicant tracking system,” and with fewer typos.
Chatbots for Candidate Engagement: Imagine a chatty robot who’s always ready to answer questions, schedule interviews, and even tell a joke or two. Your candidates will appreciate the prompt, if not slightly quirky, responses.
Predictive Analytics: AI’s crystal ball is getting clearer. It can predict which candidates might be a perfect fit for your role—just don’t ask it for lottery numbers!

2. Candidate Experience: Roll Out the Red Carpet

Candidates are the VIPs of the recruitment world, and in 2024, we’re rolling out the red carpet:

Personalized Communication: Gone are the days of generic emails. It’s all about personalized messages that make candidates feel like they’re the only one in the room (or at least in your inbox).
Streamlined Application Processes: Let’s face it—no one enjoys filling out endless forms. A quick and painless application process is the new black.
Feedback Loops: Timely feedback is the new “thanks for playing.” Candidates will appreciate your thoughtful insights, even if they don’t get the job. It’s the thought that counts, right?

3. Remote and Hybrid Work: The New Normal

Remote and hybrid work are here to stay, and they’re making recruitment a global game:

Global Talent Pools: Why limit yourself to local talent when you can go global? Just remember to brush up on your time zone math.
Flexible Work Arrangements: Offering flexibility is like giving candidates a golden ticket. It’s all about work-life balance—or at least trying to balance the work-life seesaw without tipping over.
Virtual Onboarding: Welcome your new hires with a virtual handshake and a digital welcome basket. It’s like a warm hug, but with fewer germs.

4. Diversity, Equity, and Inclusion (DEI): More Than Just Buzzwords

DEI isn’t just a trend; it’s a movement. Here’s how to keep your DEI game strong:

Inclusive Job Descriptions: Craft job ads that are so inclusive they might need a ‘Welcome’ mat. Avoid jargon that only a select few understand—no secret codes, please.
Bias Mitigation Tools: These tools help you see beyond the resume and avoid hiring mistakes that could make you look like you’re stuck in the ’90s.
Diverse Hiring Panels: Make sure your hiring panels are as diverse as your candidate pool. It’s like having a variety of flavors at an ice cream shop—everyone gets a scoop.

5. Data-Driven Recruitment: The Numbers Game

Recruitment is becoming a bit of a numbers game, and data is the new MVP:

Recruitment Metrics: Track your metrics like a hawk. Time-to-fill, cost-per-hire, and source of hire are your new best friends.
Candidate Insights: Dive into the data to uncover what makes your candidates tick. It’s like being a detective, but with less trench coat and more spreadsheets.

6. Employer Branding and Social Media: The Fame Game

Your employer brand is the celebrity of the recruitment world, and social media is its red carpet:

Content Creation: Share content that makes your company look so cool even your grandma would want to work there. Think behind-the-scenes peeks and employee success stories.
Social Recruiting: Get social media savvy. Platforms like LinkedIn and Instagram are not just for cat memes anymore—they’re powerful tools for attracting top talent.

7. Skills-Based Hiring: The New Frontier

Skills are the new currency in the hiring world:

Skills Assessments: Forget just looking at job titles. Skills assessments are the new way to see if candidates have what it takes without the fluff.
Up-Skilling and Reskilling: Invest in your team’s growth. It’s like giving them a superhero cape, but for their career.

8. Employee Well-being and Mental Health: The Heart of Recruitment

Looking after your team’s well-being is no longer optional—it’s essential:

Supportive Work Environments: Create workspaces that support mental health. It’s like adding comfy chairs and good vibes to your office décor.
Mental Health Resources: Offer resources that help your team stay sane and balanced. It’s like providing a safety net for their mental well-being.

Conclusion

As we navigate through 2024, keeping up with these recruitment trends will help you stay ahead of the curve. From AI-driven wizardry to global talent pools and a focus on well-being, the recruitment game is evolving faster than ever. Embrace these trends with a sense of humor and adaptability, and you’ll be well on your way to building a top-notch team that’s both happy and highly skilled. Here’s to a fantastic year of hiring—and don’t forget to enjoy the ride!

– Sangna

08Aug

Is Digital Revolution the Answer to Making Your Finance Job Less ‘Account’-able?

SangnaUncategorized

Ah, accounting and finance, the lovely realm of excel spreadsheets, never-ending invoices, and the never-ending bookkeeping challenge. You’re in luck if you’ve ever felt like your work could use a little more excitement! Let me introduce you to the digital revolution, a disruptive force (Xero, Zoho Books, Sage Intacct, etc) that is reshaping the field of numbers with the style of a sugar-rush accountant. Fast-forward to how technology is transforming the somber world of banking into a virtual celebration.

First off, automation has replaced those tedious jobs that used to make you second-guess your life decisions. It arrived on the scene like an overbearing intern. Imagine a world without the monotony of manual labor, where software handles data entry and invoice processing. It’s similar to having an office gossip-phobic robot as a sidekick who excels in math. Your daily grind becomes a more strategic game plan with automation, freeing you up to enjoy the benefits of higher-value employment.

Then there is correctness. Gone are the days when you worried if you entered the data correctly. With the help of sophisticated analytics and real-time updates, your financial data is as current as your morning cup of coffee. No more chasing anomalies or arguing over outdated spreadsheets. With the accuracy with which technology forecasts trends, even a Swiss watch would blush, it’s like having a real working crystal ball.

Not to be overlooked, however, is data security, which in the digital age is like having a vault that would be impossible for even the most determined burglar to break into. As your private bodyguard, encryption makes sure that your private data is safely stored away. You can also feel secure in the knowledge that your money is protected from the virtual equivalent of a raccoon with sticky fingers thanks to fraud detection algorithms that are as keen as a hawk’s vision.

Another game-changer is cloud computing, which gives you the virtual equivalent of an office in the sky. The days of carrying file cabinets and sorting through piles of paper are long gone. Your documents are now available from any location with an internet connection, floating about in the cloud. It’s like magic, only it works and you can put an end to that never-ending pile of paper. You can work from anywhere with Wi-Fi, including the beach, the mountains, and even your couch.

Artificial intelligence is comparable to having a really intelligent intern that never sleeps and almost always does things properly. With predictive analytics that predict future trends with the accuracy of a well-tuned crystal ball, artificial intelligence (AI) and machine learning are revolutionizing the banking industry. Routine inquiries and duties are handled by chatbots, freeing you up to concentrate on the more difficult parts of your work. Financial forecasting becomes more of a strategic advantage and less of a guessing game when AI is on your side.

Then there’s blockchain, the decentralized ledger that’s causing a stir in the accounting and cryptocurrency worlds alike. Blockchain offers security and transparency comparable to having your documents written down in stone. A transaction is as permanent as your aunt’s trade secret cookie recipe once it is recorded. Without requiring you to do the typical paperwork, smart contracts carry out their own operations while you relax and watch the magic happen.

More technical wonders are in store for the accounting and finance industries in the future. With cutting-edge innovations like quantum computing, calculating complicated situations faster than you can say “compound interest” may soon be part of your financial career. Accounting and finance are being transformed by the digital revolution into a field where your new digital toolkit is the sole thing crunching numbers.

In conclusion, the financial industry is evolving into a high-tech spectacle thanks to the digital revolution. Technology is making your work less repetitive and more strategic, from blockchain and cloud computing to automation and artificial intelligence. In other words, put your calculator away, dust up your spreadsheets, and get ready for a future in accounting that involves more than simply bookkeeping—it involves embracing the thrilling potential of the digital age. Greetings from the future of finance, where you get to enjoy the ride while technology takes care of the heavy lifting!

06Aug

Crunching Numbers and Making Matches: The Wacky World of Accounting and Financial Recruitment

SangnaAccounting, Recruitment

Welcome to the wild, whimsical world of accounting and financial recruitment! At our consultancy, we like to think of ourselves as matchmakers—not the kind who pair people up on blind dates (though we can dream), but the ones who connect the crème de la crème of finance professionals with their perfect career matches. Buckle up as we take you on a humorous journey through the highs and lows of recruiting in the world of balance sheets and bottom lines.

Why Accounting Recruitment is a Little Like Dating

Imagine this: you’re at a crowded party, and you’re on the lookout for that special someone who not only understands your passion for spreadsheets but also won’t judge your affection for tax deductions. Welcome to the world of accounting recruitment—where finding the right fit can be just as challenging as finding love at a singles mixer.

1. The Perfect Match: Much like in dating, our goal is to find that ideal candidate who meets all your criteria. They need to be precise, reliable, and have a sense of humour that can handle the occasional accountant joke. And let’s face it, we’re all just hoping they don’t have a hidden passion for Excel formulas that clash with our client’s needs.

2. The First Impressions: In dating, it’s the “what do you do?” question that sets the tone. In recruitment, it’s all about how well the candidate’s experience matches the job description. We sift through a sea of resumes to find those rare gems who not only know their debits from their credits but also don’t consider “creative accounting” a fun weekend project.

3. The Deal Breakers: Just like you wouldn’t date someone who talks incessantly about their ex, we avoid candidates who can’t handle constructive feedback or believe that balancing a checkbook is the ultimate achievement in accounting.

Recruitment: The Roller Coaster Ride

1. The Euphoria of Finding “The One”: When we find that perfect candidate, it’s like discovering the last piece of pizza at a party. They’ve got the skills, the experience, and they’re excited about the opportunity. Cue the confetti!

2. The Stress of the Interview Process: We’re not saying interviews are the equivalent of speed dating, but sometimes it feels like we’re trying to make a connection in a few minutes while dodging awkward questions about Excel shortcuts and how they handle “that one time the budget didn’t add up.”

3. The Joy of a Successful Match: There’s nothing quite like seeing a candidate land their dream job and a client get their ideal hire. It’s like watching your favourite team win the championship, except in this case, the victory involves lots of financial jargon and the occasional celebratory spreadsheet.

How We Keep Our Cool (and Our Humour)

1. Embracing the Unexpected: Sometimes, finding the right candidate is like looking for a needle in a haystack—if the needle were a highly specialized accountant and the haystack was full of resumes with “accounting wizard” written in Comic Sans.

2. Celebrating Small Wins: We take pride in the little victories, like when a candidate correctly answers a technical question or when a client finally agrees that their job description doesn’t need 50 qualifications.

3. Keeping Perspective: At the end of the day, we remember that accounting and financial roles, while critical, don’t have to be stuffy. We like to think of ourselves as the life of the financial party—adding a touch of humour to balance out all those spreadsheets.

Tips for a Fun and Effective Recruitment Process

1. Add a Dash of Humour: Don’t be afraid to let your personality shine through in interviews and job descriptions. A well-placed joke about tax deductions or balance sheets can lighten the mood and make your organization stand out.

2. Be Clear and Concise: Just like in dating, clarity is key. Make sure your job descriptions are as straightforward as possible—no one likes a “mystery date” who shows up with a 100-page job description and no idea what they’re signing up for.

3. Celebrate the Wins: Whether you’ve found the perfect candidate or just had a productive interview, take a moment to celebrate. After all, recruitment is a marathon, not a sprint, and every successful placement is a reason to pop the confetti.

Conclusion

At our recruitment consultancy, we take pride in navigating the quirky and often humorous world of accounting and financial recruitment. From the thrill of finding the perfect match to the challenges of the interview process, we approach each day with a mix of professionalism and good-natured fun.

So, if you’re looking for that perfect financial superstar or hoping to find the right fit for your organization, remember: we’re here to make the process as enjoyable as balancing your budget—without the stress of those pesky numbers!

Let’s make accounting recruitment a little less serious and a lot more fun. After all, behind every great hire is a team that knows how to add a bit of humor to the mix.

09Sep

Bharat Mandapam effect on Finance and Accounting

SangnaAccounting

The G20 can have significant effects on the finance and accounting industry due to its influence on global economic policies, financial regulations, and international cooperation. Here are some ways in which the G20 can impact finance and accounting:

Financial Regulation: The G20 plays a central role in coordinating global financial regulations. Its initiatives, such as the Financial Stability Board (FSB), have led to the development of international financial standards and regulatory reforms. These reforms can affect how financial institutions conduct their accounting and reporting, impacting the accounting profession.
Stress Testing and Risk Assessment: G20 discussions often focus on stress testing and risk assessment for financial institutions. This can lead to changes in the accounting and reporting requirements related to risk management, capital adequacy, and provisioning for potential losses.
Anti-Money Laundering (AML) and Counter-Terrorist Financing (CTF): The G20 emphasizes AML and CTF efforts, which can result in stricter regulations and reporting requirements for financial institutions. Accountants and auditors must ensure compliance with these regulations.
Digital Finance and Fintech: G20 discussions on digital finance and fintech can lead to new accounting standards and practices to address the unique challenges of digital assets, cryptocurrencies, and online financial services.
International Taxation: The G20 addresses international tax issues, including base erosion and profit shifting (BEPS) by multinational corporations. Changes in tax policies can impact financial statements, transfer pricing, and accounting for tax liabilities.
Sustainability Reporting: As sustainability and environmental considerations gain importance at the G20, there may be increased demand for accounting and reporting standards related to environmental, social, and governance (ESG) factors.
International Financial Reporting Standards (IFRS): The G20’s support for the adoption of IFRS globally has influenced accounting practices in many countries. It promotes the harmonization of accounting standards, making it easier for multinational companies to report consistently across borders.
Financial Market Stability: G20 efforts to maintain financial market stability can impact accounting practices, especially in areas related to fair value measurement, impairment assessment, and disclosure requirements.
Cross-Border Transactions: G20 discussions on trade, investment, and capital flows can impact accounting for cross-border transactions, currency exchange rates, and financial risk management.
Corporate Governance: G20 principles and recommendations on corporate governance may affect accounting practices related to financial transparency, internal controls, and disclosure requirements for publicly traded companies.
Auditing Standards: The G20’s focus on enhancing audit quality and auditor independence can lead to changes in auditing standards and procedures, impacting the auditing profession within the finance and accounting industry.
Market Confidence: G20 actions and agreements can influence market confidence and investor sentiment, affecting financial reporting, disclosure practices, and financial performance of companies.

Finance and accounting professionals should stay informed about G20 discussions and their potential impact on their industry. They may need to adapt their practices, reporting standards, and compliance efforts to align with evolving global financial and regulatory landscapes shaped by G20 initiatives. Additionally, engaging in industry associations and advocacy groups can provide opportunities to influence policy discussions and represent the interests of the finance and accounting sector at G20-related forums.