Various IT training Institutes work closely with iMocha. Training Institutes conduct short duration courses in various computer technologies courses. These are highly job oriented and help the students to learn a specific skill, say JAVA, C#,.NET, TESTING, DESIGN etc. The students could be graduates or masters in computer application. The prime motto of students joining these training classes is getting a job. Typically, training Institutes use the iMocha assessment tool in 3 ways - 1. Training institutes conduct placement drives for hiring companies Placement drives are conducted by the Institute in their own premises. They use this drive to place their own students as well as candidates who are not their students. Recruiting companies are invited to the premises and the assessment is conducted using the iMocha assessment software.
When hiring the best person available for a position, rather than the best person who applies to a job posting, requires a different type of recruiter and a different type of recruiting process. In 1990 when Stephen Covey’s book, The Seven Habits of Highly Effective People, was published it seemed like a good framework for bridging this gap. Here’s my take on how to be a great recruiter using the Seven Habits as a frame of reference:
iMocha is an online assessment software with over 100 ready to use tests and a huge question bank comprising over 50,000 questions. iMocha covers technical, communication and aptitude tests. Easy to use software with no training efforts is a plus for iMocha users. Help from the support team for the creation of custom tests as per your need is the major differentiator where iMocha scores quite above IKM. Best suited for Small and Medium Businesses, Business Units of Enterprizes. IKM offers a broad range of assessments for employee testing and pre-employment testing, including pre-hire assessments for employment screening, training assessments for pre-training and post-training testing, and certification programs. IKM's online or proctored (supervised) assessments include knowledge measurement tests, skill tests, attitude tests and aptitude tests.
What is a Staffing Agency? Staffing agencies are used by organizations to recruit candidates for a wide variety of employment needs. Whenever any vacancy arises, companies send job descriptions to the staffing agencies. The staffing agency needs to find a candidate whose skills match those mentioned in the job description. Once this matching is done the staffing agency needs to thoroughly screen the candidate. Once found suitable the candidate is hired by the staffing agency, not the employer. The salary will be issued by the staffing agency, but the length of employment will be determined by the employer. The jobs offered by the staffing agencies are either temporary positions or permanent positions. In case it is a permanent position the staffing agency works like a recruiter and the employees are then hired by the employer directly.
The United States is a diverse state made up of dynamic people and known as “land of the free and the home of the brave.”
iMocha and ClassMarker provide online assessments, the use cases are different. ClassMarker only provides a testing platform, you have to create questions on your own. The use cases are less and it is used only by a small cluster of recruiters. So, don't go by the big brands you see listed on their website as only 1 or 2 recruiters of a company may be using ClassMarker without any cheating prevention. Unlike ClassMarker, iMocha is an online pre-employment assessment software with over 1000+ ready to use skill tests and simulators with the option to use your own questions, or you can ask for a custom test as well.
A Project Manager in an IT organization does what project managers in any other domain would do, that is, they manage projects. Project Management involves managing groups of people to achieve a specific outcome. Planning and organizing are their main tasks towards getting the desired software code written.
Human resource is one of the biggest assets for any company and no doubt, this asset while acquiring requires huge cost and time. The cost of simply hiring the right person can be huge. No, I don’t want to explain the costs involved in hiring a candidate, but I do want to talk about how you can cut these costs. What is Zero Cost Hiring?
Women domination in HR space is well researched, debated and followed closely by many across the globe. And like many before have questioned why and what makes this HR equation and women work so well? HR is quite often considered as one of the most predominantly female functioning streams in many organizations. Over the years, we have seen a gradual feminization of the HR function. HR is perceived as ‘soft’ while sales and finance are ‘tough’. Women are expected to exhibit softer skills while men are expected to be more decisive. We are not being stereotypical in any way or confirming gender roles, but this is what usually continued and thought of.
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.