Hiring is a time-consuming process. Hiring managers undergo a rigorous process to identify the ideal candidate. However, what if despite all the efforts, they get it all wrong? According to a survey, a technology company could lose an average of $15,000 for a single bad hire. When it comes to workplace mistakes, hiring the wrong resource can be worse than poor performance.

Recruiting the perfect tech talent is unarguably the most critical aspect of a business. Finding the right talent is not easy, especially when it comes to tech talent. To make sure that you make the right decisions, you have to consider a plethora of factors to improve recruitment efficacy.

In the contemporary tech-driven world, finding optimal staffing solutions can be extremely vexing, especially, for companies in the IT industry. Hiring top IT talent is imperative for organizational growth and success, which is why exceptional IT professionals are high in demand and rare to find.

If you are looking to recruit the top tech talent, to start a new team, or add another member to your existing organization, here are some of the common mistakes most recruiters make and the ways to avoid them:

Pitfall # 1: Formulating incorrect job descriptions

The most common and greatest mistakes recruiters make is, failing to define job descriptions correctly. Especially in the IT industry, hiring the finest tech talent in the market requires you to be very specific about what you need. In contrast with management or any other field, IT experts are specialized professionals with a very particular set of skills.

If you want your company to be on top, you need to ensure that the hiring process is tuned at every end. It is crucial for your hiring process to attract the correct fit for your business right from the beginning. It’s a common practice to rush into interviews without formulating correct job roles and requirements picking up candidates through their resumes on LinkedIn or other portals.

Imagine making a product without understanding client requirements? There is no logic to this equation. The same goes for hiring. Hiring a professional who doesn’t have the skills necessary for the job can only lead to undesirable outcomes. Hiring managers need to explicitly understand the job roles and requirements before assessing potential recruits.

The solution:

What you need to do here is to review the job role and requirements for the position carefully, before choosing a candidate. Then look at the candidate’s previous experiences and evaluate if they are aligned with current job requirements. Ensure that every relevant authority agrees with the information provided for reviewing candidates, so there are no uncertainties left – get every stakeholder on onboard.

You can also discuss the job role with someone who is working in a similar capacity. You might not be aware of what is actually required for the role. You can sort it out by talking to peers to get insights about the role. Also, develop a list of expectations that should be achieved within a timeframe. Now you have evaluation metrics to measure the candidate’s performance and skill.

Don’t completely rely on information that is present on the resume. It could portray that a candidate is right for the position, but that might not be true.

Pitfall # 2: Overcomplicating the process

Overcomplicating the recruitment process is a common mistake, recruiters make – driving the top tech talent away from their company. Hiring is a two-way process; while a hiring manager looks for the best fit, candidates also look for the right company. Hiring managers are usually focused on meeting the ends, i.e., hiring the right candidate. They don’t pay attention to the other side of the picture.

Everyone wants a top performer. Obviously, you would like to see your company grow towards success. Your company’s recruiting process is the first impression on potential candidates. An efficient process would attract candidates to join the organization.

Another factor that can hinder the recruitment process is a comprehensive evaluation. While it may be useful for certain positions, making it a ground-rule for all positions may lower recruitment efficiency. Each role needs a correlated evaluation method to improve the onboarding process.

The solution:

To avoid this particular pitfall, you need to understand the whole process. If you are interested in a highly talented candidate, then they are interested in you for sure. While you are going through their resume, they are doing the same for your company. This is the time when you will discover each other to find out if you can work together or not.

By following the correct process, you value their talent and time. Simplifying the process could make it easier. Revise the process. Drop unnecessary recruitment stages and improvise the process. Only keep the part that could help your team to select a candidate with minimal effort. You can use a questionnaire or use their work samples for the test rather than evaluating an individual on customary, standardized tests.

Pitfall # 3: Structure is the key

Once you shortlist a candidate, and they are ready to join your company. What’s next? Do you have a systemic process to execute the transition? Most of the hiring managers think that when the contract is signed, their job is done and dusted; however, this is wrong. That is the starting point.

What is the solution?

You must be thinking that an orientation program can be a correct move. In reality, it’s a lot more than just orientation.

The onboarding process should cover the candidate’s experience as a whole. You should revamp the process by keeping data and carrying out surveys. The orientation program should not be just a guide to café or emergency rules. It should include training courses, future planning, assessment programs, and introduction to leaders. These factors are equally important and fall under the banner of HR, whose responsibility is to take fresh talent onboard with utmost agility and professionalism.

We have started a series of CIOs Breakfast Tech Event, where we bring in technology leaders from DFW. The first episode of this series was focused on “ Artificial Intelligence, Knowledge Mining, and Machine Learning. The discussion was led by Sriram Ganapathy, Director AI, Microsoft. We had tech leaders from different industries in our event.  

Have you ever thought about the situation when knowledgeable and highly experienced people surround you? It is nothing but feels like swimming in the ocean of Knowledge. Our guests made the event so engaging that we all got a lot of practical questions about Knowledge mining and artificial intelligence. Technology Is Evolving At Much Faster Speed, so are we.   

Takeaways: 

Machine Learning and AI is here to improve the process and productivity not to cut the jobs 

There is a growing demand for Machine Learning and Artificial Intelligence Experts 

Organizations Need to Reskill Their Staff with the latest technology  

We have been in the IT staffing business for more than 15 years. For us, bridging this skill gap in the market is very important. We are bridging the gap between Tech Companies and Tech Consultants.  

Dallas, Irving Nov, 8, 2019,  

Saxon Labs, a software development, cloud & Automation technology solutions provider, has joined the Automation Anywhere Alliance program to help customers augment their business processes and accelerate digital transformation. This alliance is focused on fostering the automation solutions across the country with Saxon Labs Technology Services. Enterprises are adopting automation at a rapid pace, with this alliance program, Saxon Labs strengthened its RPA services. Saxon Labs aims to strengthen organizations’ productivity and save time and cost by transforming their manual processes into robotic processes.  

Organizations today are now embracing the new wave of technologies like IoT, cognitive computing, and task-level Robotic Process Automation (RPA) to overcome challenges like reducing Total Cost of Ownership (TCO), increasing workforce efficiency, reducing human error and so on.  

Saxon Labs CEO, Gopi Kandukuri said, "We have been helping our customers across the industries to achieve their business growth by adopting the latest technology. Automation is the new wave of technology, and we look forward to delivering superior customer experience to our customers working with Automation Anywhere." 

About Saxon Labs: 

Saxon Labs is a Dallas based boutique software company focused on solving customer business challenges using technology. Its core services include Software Development, Robotic Process Automation, Cyber Security, Cloud Applications, and Digital Transformation. Saxon Labs is transforming the ideas into reality, solving the most complicated business problems, and helping the industries to boost productivity.  

About Automation Anywhere  

Automation Anywhere is a global leader in Robotic Process Automation (RPA). Its products are developed to enable organizations to operate with greater efficiency by automating any part of the business. With its innovative technology products, Automation Anywhere is helping organizations to overcome challenges and improve efficiency resulting in business profits. 

Media Contacts:  

Name: Hari Mylariah 

Organization: Saxon Labs 

Address: 1320 Greenway Drive Suite # 660, Irving, TX 75038 

Phone: +1 972-550-9346 

Website: https://saxonlabs.com 

Saxon Global is awarded with the prestigious Dallas 100 fastest-growing companies award. We are honored to be recognized among the top innovative businesses operating in Irving, Dallas. Being ranked among the fastest-growing companies is a responsibility that we have been carrying out continuously. The biggest challenge was to maintain the consistency of delivering superior customer experience. Now, this award testifies that we are consistent in our endeavor to “Create Better Lives For The People We Serve.”  

This year’s winning companies collectively generated 3.5 billion in sales in 2018, according to Simon Mak, the Linda A. and Kenneth R. Morris Endowed Director of the Caruth Institute for Entrepreneurship at SMU Cox. Collectively, the companies grew at an average annual growth rate of 82 percent from 2016 to 2018. Together, they created almost 7,000 jobs in that same period.   

“These companies are the unsung heroes of the Dallas-area economy,” said Mak. “They are entrepreneurial dynamos, creating products and/or services that in turn create jobs and generate income for their owners, not to mention the millions of dollars they collectively contribute to our economy. For almost three decades now, it has been our honor at the Caruth Institute of Entrepreneurship to shine the spotlight on the critical role of entrepreneurship in the DFW economy. Congratulations to this year’s Dallas 100™ honorees.”   

“This award is the testament of our dedication and commitment to serve our customers. It reflects more than 400 team members' efforts and hard work. This is the second time in a row (2018, 2019), we are honored with this award, more to go.” Gopi Kandukuri, CEO Saxon Global 

About Caruth Institute for Entrepreneurship 

The Cox School’s Caruth Institute for Entrepreneurship ranks the top 100 Dallas privately-held entrepreneurial companies annually based on percentage growth and absolute dollar growth over the previous three years. The Institute, working with the accounting firm BKD LLP CPAs and Advisors, examined sales from hundreds of companies for 2016 to 2018, the last year for which complete data is available. The winners represent a broad spectrum of Dallas-area businesses. The ranking of the top 100 fastest-growing companies will be revealed at the awards ceremony.  

Dallas 100™, co-founded by the SMU Cox Caruth Institute, honors the ingenuity, commitment, and perseverance of the fastest-growing privately held entrepreneurial businesses in the Dallas area.  

About Saxon Global  

Saxon Global is one of the fastest-growing Inc 5000 Companies, providing enhanced IT Staffing & Consulting Services. Saxon global specializes in delivering high tech talent in areas of DWBI, Digital Transformation, and Cloud Computing. We at Saxon work across the industry verticals of Financial Services, Retail, Telecom, Healthcare, Banking, Media, and Entertainment for their continued growth. 

Saxon Global, in its pursuit of excellence, has strengthened its skills and expertise in emerging technologies. What makes Saxon Global unique is our ability to help clients meet their business challenges through these technologies. Customer delight, which forms the core of Saxon Global vision, is built on strong pillars of Transparent Process and Trusted Delivery. 

Irving, Texas, Release: September 18, 2019.

Saxon Global, LLC is pleased to announce the completion of the merger of CLICK IT, Saxon acquired a Kentucky headquartered premier staffing agency in March 2018. As we welcome the CLICK IT into the Saxon Global, we believe that their expertise in the staffing industry will significantly contribute toward expanding our service offerings.

This merger fortifies Saxon Global’s continuing expansion of footprint by delivering high quality of delivery and contribute to the growth of our existing customers.

At the core of this merger is the success of our stakeholders. With this synergy, we are one step closer to our mission: To Create Better Lives for The People (Consultants & Hiring Managers) we Serve.

United by our vision, this new alliance makes now Saxon Global the forerunner in the Staffing Industry, boosting the organization’s future growth and performance.

Saxon Global, founded in 2000, is one of the fastest-growing Inc 5000 Companies, providing enhanced IT Staffing & Consulting Services. Saxon global specializes in delivering high tech talent in areas of DWBI, Digital Transformation, and Cloud Computing. Saxon work across the industry verticals of Financial Services, Retail, Telecom, Healthcare, Banking, Media and Entertainment for their continued growth.

Launched in 2013 by veterans of the IT staffing industry, CLICK IT delivers successful technology staffing solutions with healthcare industry focus.

“We were looking to expand our US footprint and strengthen our Customer Relationships. The completion of CLICK IT into Saxon family helps us to serve our customers better in the Greater Cincinnati Tri-State Area and broaden our healthcare customer portfolio”.

- Saxon Global CEO, Gopi Kandukuri

“CLICK IT Staffing is pleased to join the Saxon Global family of companies. We have a firm hold in the Midwest and appreciate both the depth of our alliances and the market expansion resulting from our focus on relationships. People matter most, and they matter first. Solving technology staffing challenges throughout the region is not only a great business, but it's a great honor. Saxon Global will enable us to expand our reach, deepen our roots and provide even better service to both talent and employer.
Effective October 1, our merger with Saxon Global will be official. Going forward, all communication will arrive under the Saxon name."

- CLICK IT President, Sam Smith

Media Contact info:

Name: Hari Mylariah

Organization: Saxon Global

Address: 1320 Greenway Drive Suite # 660, Irving, TX 75038

Phone: +1 972-550-9346

Website: https://saxonglobal.com

What employers want to listen is not you need to say in an interview. It is not a process where you need to please your interviewer or employer to get a job.  

It is a process where you discuss your skills, professional experience, achievements and learn about the organization. It is always vital to be comfortable during the interview so that you find a perfect match for your career.  

Being yourself means being authentic from resume to your explanations. Do you want to work where your personality and work style do not match? Here are some tips to be authentic and during the interview and find the perfect match.  

Be Authentic

When it comes to the interview, many candidates conceal or tamper a few facts. They feel compelled to do this so that the hiring manager sees them as a perfect match.  

Does any relationship succeed in long-term built on misrepresentation? Nope. 

Authenticity builds trust and strengthens the relationship. 

Self-awareness is Key

Most interview preparation blog posts underline the need for confidence during the process. No one can deny it. But, the unfortunate part is they miss out on emphasizing the need for self-awareness. One needs to have the right measure of confidence in wearing the right attitude while being aware of one's strengths and weakness.

Confidence with Self-awareness brings out humility. 

Don't overdo it 

Preparation of the interview is an excellent way to stay ahead. However, if you are trying to anticipate all the interview questions by reading thousands of online posts, you will end up unsuccessful.  

Would you like to be sounded a rehearsed person in the interview? No way, therefore read only a few authentic blog posts and learn a few valuable points.  

Be a storyteller

You can create an engaging experience for your interviewer with a strong storyline of your professional experience. Any good story is a hero's journey through the challenges and tribulations. So using this technique to share your professional contributions, success and the difference you have made in the lives of your previous employers can make you a hero in the eyes of the interviewer. 

Note: Any good hero gives due credit to his team and never fail to do that. 

Small talks can be helpful

You are in interview mode as soon as you reach the venue of the interview. You are always on a watch in the interview process. Your interaction with the front desk and any other individuals you meet as part of the interview counts. Small talks with front desk can help you learn about the culture and values.  

Build a Genuine Resume

One of the rookie mistakes that most of the job seekers make is forging their resumes with false details.  

According to HireRight's employment screening benchmark report, 85 percent of employers caught applicants faking on their resumes or applications. 

If you don’t have the specific skills required by an employer but still think you could be a right fit, make the case for it in your cover letter. 

Looking For A Job Is Itself A Full-Time Job

Undeniably, finding a job is a stressful process. Especially when you are unemployed for a long period and looking for a new position to stay afloat. However, if your job search continues for a longer period, you may start feeling depressed. It will derail your job search. You should not let the anxiety dictate your job search. Be Persistent in your search and don't let anything stops you.

The gravity of this situation has also attracted the researchers to figure out how much job search stress impacts on our lives. Here are some facts:

• Depression rates are much higher for people who have been unemployed for more than a year. (Source: http://bit.ly/2YA2g3h)

• Unemployed individuals are three times more likely to abuse alcohol. (Source: http://bit.ly/2Kk2er3 )

Don't Let The Stress Ruin Your Next Career Move:

DEVELOP A DAILY PLAN OF ACTION:

As we mentioned, the job search is itself a full-time job, you need to take it very seriously. Like your full-time job, you need to develop a daily plan of action and goals. You can set realistic and small goals such as sending 10 resumes in a day, sprucing up your resume, etc. It will keep you focused and active during your job search.

CONNECT WITH YOUR PEERS/NETWORKING Offline & Online

Your friends and family would be your good support network and can help you find a good job as well. You can spend some quality time with your friends to ease the job search stress. Networking helps you in many ways during your job search period.

HONE YOUR SKILLS OR DEVELOP NEW SKILLS:

Why can't you utilize this job search period to learn a new skill or hone your skills? Yes, it will not only help you to fight with job search stress but also bring you a good job opportunity.

TAKE A BREAK FROM YOUR DAILY LIFE:

Give yourself quality time and take a break from your daily mundane activities: Go for a vacation with your friends to freshen up and rejuvenate.

DON'T TAKE REJECTION PERSONALLY:

During your job search, rejections could be one thing to bother you the most. Focus on your strengths. You may not fit for this job, but another job is waiting for you, you just need to keep moving.

BE PERSISTENT IN YOUR SEARCH:

Don't let the negativity stop you to carry on your hunt for your dream job. There is a job waiting for you. Sometimes single follow up with the hiring manager can open a new door of opportunity.

A cell can be basically defined as a functional unit of all the living organisms. And there is this particular cell or grouping of cells in every individual. "Eve Ensler" the author of Vagina Monologues calls it "The Girl Cell". It is in men as well as in women. This particular group of a cell is central to the evolution of our species and is in the continuation of the human race. At some point in the history, the group of powerful people invested in owning and controlling the world, understood the suppression, oppression, undermining, destroying of this particular cell thus began the process of killing of the girl cell.

And that's been called patriarchy.

Now guess how the world ends up raising boys. To be a boy is to not to be a girl, to be a man is to not to be a girl, to be a woman is to not to be a girl, to be powerful is to not to be a girl, to be strong is to not to be a girl, to be a leader is to not be a girl. The irony, of course, is that denying girl, suppressing girl, refusing girl has led us here where we have come to live in a world with the most extreme form of violence, terrific poverty, mass rapes which is completely out of control only because we have suppressed our girl cells.

I invite you to value the girl cell within you and embrace your inner girl, Value the part that cries, value the part that's emotional, value the part that is vulnerable. That's where our future lies.

The world is free-
Traps the women in the idea that they are free;
It's a mental captivity.
The lands of free;
Knows how to program us into same circles
of shame
of inequality
of suppression
of disappointment
The smiles of love adorn
Yet Regret, Remorse and Shame.
Alone in the washroom with bright tiles around,
Experiencing the cruelty of blood for the first time
The stain it left both on clothes and heart
The base of women’s biology
Feeling the deception of the body against the soul
And the intense pain, humiliation, and disgrace within
Yet welcoming the sense of womanhood
In the miserable state of losing the cherished girlishness
Wishing the blend of happiness and prosperity deep within.
The mental agony at times
When people limit your beliefs,
Only because you are a girl..!!
Pleasant dreams turned to the shattered hopes,
And the dear dreams in the state of approval from the loved ones
Yet withholding all the power and strength,
Fighting for the battle of life and future
You are who you are unique and awesome.
Within the world like a warzone,
Women are made the warrior to win
With the right wisdom to choose the Warfield and
With the whip of peace and love, you are
Warrior to wrestle well
Who washes away the violence,
Wounds of the past, And
Worries of other women.
Withholding the will within
What a wonder-working warrior You are...!!
Worthy of millions of wows.

As per BLS (Bureau of Labor Statistics), in May 2017 report, 3.8 percent of workers were contingent. There is no doubt that this number is going to increase in the upcoming years. Are you planning to hire contingent labor?

Managing contingent workforce is a challenging task, therefore, it is always suggested to connect with an MSP. Managed Service Providers (MSP) are the experts who handle the entire process of placing a contract employee. They manage talent acquisition, screening, onboarding, compliance and offboard of the contract employees. An MSP could be your best partner in success if you choose the best one. Much before selecting an MSP (Managed Service Provider), you need to consider some factors to ensure that you are selecting a partner that you can rely on completely to achieve your staffing goals.

You should start by understanding your requirements first. You need to know how many contingent employees you want and associated cost. Having all your numbers related to contingent labor will help you in selecting the right MSP. Here are the factors that you need to consider while connecting with an MSP: Once you are ready with your expectations from the MSP, these are the checklist for evaluating the selected MSPs

Wouldn’t be great if you connect with a staffing agency or MSP having expertise in filling the positions of your industry verticals? Yes, therefore, you need to ensure that MSP has the required industry specialization.

When it comes to managing contingent labor, a quick turnaround is one of the most important factors. You want to fill vacant positions or get the job done in time. Therefore, you need to evaluate this factor. How can you check how fast MSP can fulfill your job order? You can ask them to share their job order fulfillment rate. Moreover, you can check some testimonials as well to verify the facts.

Transparency in the process is a vital determinant of success. Therefore, an MSP should be transparency in the entire process of managing contingent labor. You should have access to all relevant reports and data, screening process, validation, billing accuracy, compliance, etc.

If you are looking for a quality MSP, you wish to have the one that ensures agency follows all compliance and lawsuits related to the contingent workforce. Therefore, you need to evaluate the potential MSP on these compliance factors: Contract and audit compliance, Legally compliant and overall risk mitigation.

An MSP should have the right talent pool so that whenever you share your requirement, the agency can offer you the option. The ultimate objective of connecting with an MSP is getting the right talent at the right time. An agency having a pool of the right talent would be the best choice.

Not only finding the right talent should be your top priority but also keeping the contingent labor costs low. Therefore, you need to ensure that MSP helps you to manage your contingent labor costs.

The reason we are discussing these factors is the availability of several staffing agencies in the market. Not all but surely a few of them would match your criteria. It is not only having the right talent at the right time but building a long-term relationship.

Saxon Global, headquartered in Irving, has a reputation to consistently bridge the gap between the right job and the right talent. We provide a truly integrated onshore and offshore recruiting model that increases the volume and quality of candidates. With 3 India locations and 2 U.S. locations, we are recruiting around the clock to meet your needs. Our decades of experience catering to finding the right candidates for your IT and engineering needs.