Deepa Ramachandran

There are many misconceptions about recruiters. While I can't speak for all agencies, at PPD, people often underestimate the time, effort, and passion we dedicate to our work. Many don't realise the complexities involved in being a recruiter. I want to highlight that good recruiters genuinely care about and understand people. We have the ability to uncover someone’s true self. During an interview, candidates usually present their best selves, but this may not last over time. Is their true self the right fit for your organisation? According to feedback, candidates find us approachable and trust us as partners in their job search. Because of this trust, they are transparent and keep us informed. Through the time we spend with candidates and the relationships we build, we gain an understanding of their wants and drivers. Armed with this information, we educate and guide our clients, enhancing the candidates’ experience and positively impacting their perception of our clients’ brand. By working with us, you mitigate risks such as cultural misfit, lack of engagement, and high turnover, because we don’t just fill roles for the sake of it —we find a long-term solution for our clients. #Recruitment #TalentAcquisition #EmployerBrand #PPD

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Reshaping HR Strategies Through AI ✔ Automate repetitive tasks AI (Artificial intelligence) can seamlessly handle low-value tasks, ranging from benefits administration to addressing common employee queries about procedures and policies, even processing leave requests. This leaves HR professionals to alleviate routine tasks and channel their efforts into mentoring, offering constructive feedback, inspiring and engaging employees, and cultivating robust workplace connections. Organizations that embrace AI are noted to be 19% more effective in reducing the time HR spends on administrative duties. ✔ Recruiting and hiring Improving recruitment and finding new talent is one of the most important things Artificial intelligence has been used for. AI in HR has made hiring new employees faster by automating tasks like posting jobs and sending offers. AI helps people who find tech workers use tools like LinkedIn and GitHub to talk to possible candidates. With AI, they can make messages for each candidate, making them more interested. AI can also see how many people say yes to a job, so recruiters and managers can determine what works best. ✔ Onboarding  AI can create and automate the process of welcoming new employees, like confirming employee documents, providing initial training, managing administrative jobs like giving IDs, and setting up access to company technology.  It also lets the HR staff focus on more complex tasks. AI can even personalize onboarding by looking at data about each employee, like their skills and preferences, and giving them training that suits them.

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Recently, I took a moment to review the LinkedIn invitations I’ve sent out and noticed something intriguing—many unaccepted requests were from HR professionals openly seeking new opportunities 🤔 This made me wonder, why wouldn't someone accept a connection from a recruiter in their field, especially when they're looking for work?! (I’m not being precious, honest!) Here's something to consider: LinkedIn can temporarily restrict your account if you have too many outstanding invitations. While this might not seem like a big issue, it's crucial to manage your connections proactively. More importantly, every invitation you ignore could be a missed opportunity. David J Brammer recently shared insights about the underestimated power of networking. He highlighted that it's not only about who you know but also who your connections know. Expanding your network can unexpectedly open doors to new possibilities. (PS: if you’re not already following David - you definitely should!) So, if you're on the job hunt or just open to new opportunities, remember to keep an open mind about the connections you accept. Your next big break might just come from a less expected connection. #Networking #JobSearch #LinkedInTips #HRProfessionals #CareerDevelopment 🔔 𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐢𝐧𝐬𝐢𝐠𝐡𝐭𝐬 𝐚𝐧𝐝 𝐦𝐮𝐬𝐢𝐧𝐠𝐬 𝐟𝐫𝐨𝐦 𝐦𝐲 𝐭𝐫𝐚𝐯𝐞𝐥𝐬 𝐠𝐢𝐯𝐞 𝐦𝐞 𝐚 𝐟𝐨𝐥𝐥𝐨𝐰 𝐚𝐧𝐝 𝐡𝐢𝐭 𝐭𝐡𝐞 𝐛𝐞𝐥𝐥 𝐢𝐜𝐨𝐧 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞

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Can you believe that even the employees in my business unit ask me what the heck is an HRBP?? No worries because I don't understand all of their titles either, but you know what?? I have NO problem asking them. So them asking me makes me practice how to verbalize my job. Ironically, it has even made me more confident in my job. Now when it gets to my clients asking me, I get worried.🫣 I'm so lost with how something can be your career goal and you don't know what it is. 🤯 💜 They know their calls with me are confidential, so no shame during my calls. The crazy thing is after I explained it, they responded differently. Some are even more excited, while others want to run from HR altogether! lol A Human Resources Business Partner (HRBP) is a strategic role within an organization that focuses on aligning HR initiatives with business goals. They work closely with senior management to: 👉🏾 Develop and implement HR strategies 👉🏾 HR policies 👉🏾 HR related programs And so much more that supports the overall business objectives. This includes areas such as: 👉🏾 talent management 👉🏾 employee relations 👉🏾 performance management 👉🏾 organizational development. By understanding the business needs and partnering with key stakeholders, HR Business Partners help drive employee engagement, enhance productivity, and foster a positive work culture. 👉🏾 Click the link in the comments to my blog to get a deep dive, full of resources to completely understand the role of an HRBP. #HRBP #HumanResources #HeyyyHR #TimekaTime

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Skilling opportunities are non-negotiable for talent in Malaysia! Discover why learning and development are crucial for attracting and retaining top talent in the age of AI. Get actionable insights from Randstad's 2024 Workmonitor research report available now on our website: https://bit.ly/3JjyWb2 If you're interested in diving deeper into the data or discussing how it applies to your organization, feel free to reach out to me! 😁 #RandstadWorkmonitor #Workmonitor #WorkforceInsights #FutureOfWork #AIinMalaysia

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Sharing my recent experience during office hours. Let's come together for Mental Wellness Awareness in the month of May The Silent Cry: Navigating Mental Health in the Workplace It's an all too familiar scenario: you're in the office, amidst the hustle and bustle of the workday, when suddenly you hear the sound of someone weeping coming from a nearby toilet cubicle. In that moment, it's easy to feel uncertain about how to respond. Should you intervene? Should you give them space? The truth is, encounters like these serve as poignant reminders of the importance of mental health awareness in the workplace. In today's fast-paced society, the pressures of work, personal life, and societal expectations can weigh heavily on individuals. While we often strive to maintain a facade of composure and productivity, the reality is that everyone faces moments of vulnerability and struggle. Hearing someone in distress serves as a stark reminder that mental health concerns can manifest in unexpected ways, even in the seemingly mundane setting of an office restroom. So, what should you do if you find yourself in this situation? Firstly, it's crucial to approach the situation with empathy and sensitivity. Remember that the individual in distress may be grappling with deep-seated emotions or overwhelming stressors. Simply offering a kind word or gesture of support can go a long way in providing comfort and reassurance. However, it's also important to respect boundaries and personal space. While your intentions may be well-meaning, not everyone feels comfortable discussing their emotions openly, especially in a professional setting. If the individual indicates a desire for privacy, honor their wishes while also making it clear that you're available to lend a listening ear or assist in any way they may need. Furthermore, instances like these underscore the need for employers to prioritize mental health support within the workplace. Implementing initiatives such as employee assistance programs, mental health resources, and destigmatizing conversations surrounding mental wellness can create a culture of support and understanding. Ultimately, the sound of someone weeping in a toilet cubicle serves as a poignant reminder that mental health concerns are pervasive and can impact anyone, regardless of their outward appearance or demeanor. By fostering a culture of empathy, support, and open communication, we can work towards creating environments where individuals feel safe to address their mental health needs without fear of judgment or stigma. After all, in a world where we're constantly striving to excel professionally, it's essential that we prioritize the well-being of our minds and spirits just as much as our careers. #mentalwellness #worklifebalance #communication #empathy #humanresources #companyculture By Soma

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Why Communication Matters🚫👻 In the fast-paced world of recruitment, clear and consistent communication is key. Unfortunately, there are times when candidates suddenly cease all contact, a practice known as ghosting. This can happen at various stages of the recruitment process and can be quite challenging for both parties involved. Ghosting not only disrupts the progress of your job search but also impacts the trust and rapport that recruiters work hard to build with candidates. When communication abruptly stops, it leaves recruiters in a difficult position, unsure of how to proceed. This lack of closure can make recruiters hesitant to consider these candidates for future opportunities. Honesty and transparency are fundamental in professional relationships. If your circumstances change or if you decide to explore different opportunities, a simple message to inform your recruiter goes a long way. It reflects professionalism and respect, and helps maintain a positive relationship for future interactions.🤝✨

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Feeling overwhelmed by HR complexities? 🤯 You're not alone. At Norgay HR, we provide expert guidance to streamline your HR processes, ensuring compliance and enhancing efficiency. From recruitment to retirement, our comprehensive services cover every aspect of HR management. Say goodbye to HR headaches and hello to smoother operations. Contact me today and let's make HR hassle-free! #humanresourcemanagement #humanresources #humanresource #hr #humanresourcesmanagement #business #hrm #hrsolutions #management #hrmanagement #hrtech #leadership #hrconsulting #hrmanager #employeeengagement #hrconsultant #humanresourcesconsulting #hrtips #humanresourcesmanager #hrservices

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Feeling overwhelmed by HR complexities? 🤯 You're not alone. At Norgay HR, we provide expert guidance to streamline your HR processes, ensuring compliance and enhancing efficiency. From recruitment to retirement, our comprehensive services cover every aspect of HR management. Say goodbye to HR headaches and hello to smoother operations. Contact me today and let's make HR hassle-free! #humanresourcemanagement #humanresources #humanresource #hr #humanresourcesmanagement #business #hrm #hrsolutions #management #hrmanagement #hrtech #leadership #hrconsulting #hrmanager #employeeengagement #hrconsultant #humanresourcesconsulting #hrtips #humanresourcesmanager #hrservices

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Just need to get the organisation to understand it.

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Skilling opportunities are non-negotiable for talent in Malaysia! Discover why learning and development are crucial for attracting and retaining top talent in the age of AI. Get actionable insights from Randstad's 2024 Workmonitor research report available now on our website: https://bit.ly/3JjyWb2 #RandstadWorkmonitor #Workmonitor #WorkforceInsights #FutureOfWork #AIinMalaysia

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𝗙𝗶𝘃𝗲 𝗦𝘁𝗮𝗴𝗲𝘀 𝗼𝗳 𝗥𝗲𝘀𝗶𝗴𝗻𝗮𝘁𝗶𝗼𝗻 Resignation, similar to grief, can often unfold in stages as individuals come to terms with a difficult reality or circumstance. Here are five stages of resignation: 𝟏. 𝐃𝐞𝐧𝐢𝐚𝐥: Initially, there may be a sense of denial regarding the need to resign. Individuals might downplay or ignore the signs indicating that a change is necessary, clinging to the hope that the situation will improve without having to make such a drastic decision. 𝟐. 𝐀𝐧𝐠𝐞𝐫: As the reality of the need to resign becomes undeniable, feelings of anger may surface. Individuals might feel resentful towards the circumstances or individuals that led to the need for resignation, expressing frustration and disappointment about the situation. 𝟑. 𝐁𝐚𝐫𝐠𝐚𝐢𝐧𝐢𝐧𝐠: In this stage, individuals may attempt to negotiate or bargain with themselves or others in an effort to avoid or delay the resignation. They may seek alternative solutions or compromises, hoping to find a way to resolve the issues without having to leave their current position. 𝟒. 𝐃𝐞𝐩𝐫𝐞𝐬𝐬𝐢𝐨𝐧: As the inevitability of resignation sets in, individuals may experience feelings of sadness, loss, and despair. They may mourn the loss of their current role, identity, and routine, as well as the uncertainty of what lies ahead. This stage can be characterized by withdrawal, lethargy, and a sense of hopelessness. 𝟓. 𝐀𝐜𝐜𝐞𝐩𝐭𝐚𝐧𝐜𝐞: Ultimately, resignation culminates in acceptance, where individuals come to terms with the need to move on and embrace the changes that lie ahead. This stage involves acknowledging the reality of the situation, letting go of attachments to the past, and embracing the opportunities for growth and renewal that resignation can bring. To make your recruitment job easier, try epicareer.com/employer . It is a platform that connects recruiters with qualified candidates. It's a great way to find the perfect candidates for your open positions, and it can save you a lot of time and hassle. With Epicareer for Employer, you can: - Access a large database of qualified candidates - Post your open positions and start receiving candidates immediately - Get in touch with candidates directly Sign up for a free trial today here: https://lnkd.in/gKE7qFcv and see how it can help you find the best candidates for your open positions. Please share this post!

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There seems to be a disparity between internal and external recruitment teams. Some people think that external recruitment teams wish to entirely replace internal teams... which simply is not true (in the eyes of RMG, anyway!). Believe it or not, recruitment agencies don't just exist to make the lives of Hiring Managers easier, but also internal recruitment teams, too! Internal recruiters have many pressures and deadlines to get roles filled, often being responsible for multiple different departments or areas of the business. Partnering with specialist external recruitment teams for niche and 'hard-to-fill' roles helps the internal team in more ways than one... ➡ Internal teams can focus on a wider range of roles, so they're not spending all their time on a few very technical positions. ➡ It gives the internal team the gift of precious time! They'll suddenly have more time free in the diary to arrange meetings with Hiring Managers, plan hiring processes and onboard new hires effectively. ➡ It helps the internal recruitment team hit their important deadlines and targets. (Who doesn't want that?) ➡ External recruiters can work closely with the internal team to provide industry knowledge and expertise, and the internal team can ask for advice on latest salaries, industry trends, employee benefits and retention tips etc. Believe it or not, I'm here to help you, Internal Recruiters! 🌟 What are your thoughts on this? #internalrecruitment #externalrecruitment #recruitment #debate #recruitmentdebate #digitalrecruitment #techrecruitment #tech #digital #hiringmanagers #hr

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What's my advice to job seekers? The recruitment process is mutual; investing your time in the recruitment process is not wasted time. Consider whether this is a place you can contribute, be engaged, be supported, and grow. It will be worth it in the long run. What's my advice to companies hiring? It's a mutual process; be considerate of your candidates. Make sure the recruitment process reflects what your organization needs by doing a great job analysis. Make it short, but structured, and avoid unnecessary stages.

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When's the right time to change jobs? I met a friend at the weekend who after 6 years with his former company had taken the leap and joined a new business. Interestingly he disclosed that during the 6 years he spent with the company, he had been open to new opportunities for at least the last 18 months prior to moving. He asked for my opinion about changing roles, when to change etc, here's my 2 cents: It's no one size fits all and changing jobs should be something you do strategically as opposed to leaping for the next shiny new thing. Think about where you want your career to end up and think to yourself, what do I need to get there? and will this move get me there faster? Moreover, weigh each opportunity up on it's merits and having a close confidant such as an unbiased recruiter to discuss with can be a great thing. If the factors that are important to you such as progression, salary, flexibility etc all align and you get a good feeling intuitively, then go for it. If not, maybe it's better to stay put. Good advice or not, what's your thoughts? #Recruitment #Sales #UAE

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