126 ISSUE JUNE 2022, MONDAY

SPECTRUM

IN THIS
ISSUE

STRATEGY TO ATTRACT
AND HIRE TALENTS
PAGE 1-2

START UP CORNER STRATEGY TO ATTRACT AND HIRE

PAGE 3-4 TALENTS

NEWS CORNER
Employees aren't just stopgap measures when it comes to obtaining
& talent; they're in it for the long haul. When a candidate is acquired
HR FACTS rather than recruited, you must examine everything from abilities to
future development to cultural fit. Identifying, finding, and hiring
PAGE 5
quality personnel has become extremely difficult in today's job
market. Talent acquisition is a major objective for most business
PSYCHOLOGY CORNER owners. As a result, it should come as no surprise to see companies
outperform their competition in order to obtain top talent in an
& ever-increasing candidate-driven market. Talent acquisition is a
QUIZ TIME long-term plan for your firm to recruit experts, leaders, and future
PAGE 6 executives. Recruitment focuses on filling vacancies, while talent
acquisition focuses on long-term planning and finding acceptable
people for positions that require a very specialized skill set.
Recruitment focuses on the here and now, but talent acquisition
considers the long future. As a result, one of the most significant
distinctions between obtaining talent and just recruiting is the
focus.
Employees aren't just stopgap measures when it comes to obtaining
talent; they're in it for the long haul. When a candidate is acquired
rather than recruited, you must examine everything from abilities to
future development to cultural fit.
Brand Marketing: A recruit wants to know what to expect when she joins your
company, and your brand should be able to provide her with that information. You
must show that your business is a great place to work. It's no different than
prospecting for clients when it comes to finding highly qualified candidates. Your
acquisition plan must include Brand Marketing as a key component.

Candidate experience: In today's recruiting process, candidate experience has become

a significant component. Dissatisfaction with the recruiting process can be caused by
a variety of circumstances, but two of the most commonly mentioned on job boards
are long communication delays and the failure to provide feedback to unsuccessful
candidates. The key to offering an exceptional applicant experience is to build the
recruitment journey from the perspective of the candidate, with a consistent flow of
communication at each level of the process.

Provide new job opportunities.: The pandemic has changed the way people work.
Instead of seeing candidates face-to-face, talent acquisition specialists have changed
their work patterns to undertake online onboarding. Workers will aim for more
work/life balance as the workforce transforms as a result of technological
advancements. The majority of employees want to be able to work from home. While
cutting expenses, an organization must adapt and consider incorporating remote or
hybrid work methods. This money could be utilized to improve technology in order to
better recruit talent.

Use technology to your advantage.: Recruiting and hiring top talent takes a lot of
effort and money. According to a recent industry study, recruiters spend up to 13 hours
per week on average on a single role. Recruiters should be able to leverage technology
to help streamline the process, eliminate mechanical tasks, and give them more time
to communicate with applicants. Technology can also be used to streamline
procedures, making them more efficient and effective, ensuring that the best
applicants are never ignored. An applicant tracking system (ATS) is a piece of software
that aids in the management of your entire talent acquisition process. As a result, it
assists in candidate management and the decrease time-to-fill, hence reducing time-
to-hire. Recruiting tools, digital platforms, and automation are allowing for a more
technologically focused talent search.

Employee referrals: Employee recommendations can be a gold mine of high-quality

talent leads. Employee referrals were cited as a significant source of top talent by
several large and small businesses alike. Encourage your employees to refer
individuals for job opportunities that they believe are the best fit for the position. To
get a greater response to your request for employee referrals, consider rewarding
employees who refer applicants who end up being good hires. Consider nurturing
candidates who performed well in your recruitment process but were unsuccessful by
communicating with them and continuing the dialogue so that your organization is
top-of-mind when future openings become available.

SPECTRUM | PAGE 2 JUNE 2022, MONDAY

START UP CORNER
WHITEHAT JR.

WhiteHat Jr. is an online coding platform specially designed for kids between the age
group of 6 to 14 years. The company also extends numerous trials for its students for
free app designing. With WhiteHat Jr, kids can now sit back at their homes comfortably
and learn from the demo classes.

WhiteHat Jr was acquired by Byju's in August of 2020, but even after that, the company
has been operating as an independent entity. It is a platform that connects kids with
the top coding teachers.

The fundamentals of coding reasoning, algorithmic and structure thinking are taught to
the kids for creative outputs at WhiteHat Jr. Karan Bajaj is the founder of the company
WhiteHat Jr. and had also been the CEO of the company before announcing his
resignation on August 4, 2021.Bajaj had served as the CEO of Discovery Networks India
before he stepped down in 2018 to fully focus on WhiteHat Jr., which he founded in the
same year.

The mission and vision of WhiteHat Jr are to "empower a whole generation to become
creators versus consumers of technology."
"Your Own Personal Teacher Live, Online Classes" is the tagline of the company.

The business model of the company is particularly based on teaching coding to young
kids. The Edtech startup has now extended the students grades and is now accepting
the students from grade 1 to 12th grade.

The company targets children and guardians to offer various programming courses for a
better future in this digital environment. The teaching format of WhiteHat Jr. is live 1:1
online classes. Furthermore, the company also offers free trial classes.

TThe company is currently ramping up with its women-only teacher base in India.
Presently, the platform is having over 7000 educators and is actively recruiting teachers
for all its core disciplines and music from all around the country.

The company is eyeing to make its teacher-base to 20,000 shortly. The continuous
ramp-up base is aiming towards matching the growing base of students across
countries like India, Canada, New Zealand, Australia, and the UK.

SPECTRUM| PAGE 3 JUNE 2022, MONDAY

WhiteHat Jr has been quite infamous in terms of the
advertisements it has encouraged all the while since
it came into being. The advertisements of the Byju's-
owned startup were allegedly based on imaginary
kids and their unreal geniuses after they attain
WhiteHat Junior's academic programs.

"Integrity,
insight &
inclusiveness
are the three
essential
qualities of
leadership."

SADHGURU

SPECTRUM | PAGE 4 JUNE 2022, MONDAY

 NEWS CORNER
1. White collar hiring activity up
40% from year ago in May,
shows Naukri.com jobs index.
2. Telecom Sector may see job
openings doubling to 38k in
FY23 as 5G Looms.
3. 27.3 million people in India
need digital skill training
immediately: Amazon Web
Services.
4. India lines up banks, others

HR FACTS for e-commerce scheme to

take on Amazon, Walmart.
5. Aditya Birla Group enters
1. Employees are working in direct to consumer business,
three hours more each day sets up a new firm TMRW.
than before the pandemic.
2. 17% would consider quitting
their job if asked to return to
office for 5 days per week.
3. Burnout in the workplace
affects 41% of workers, while
emotional fatigue affects 45%.
4. Security of vital HR data
stored in the cloud is
considered by more than one-
fifth of HR leaders as a key
technology challenge.
5. Burnout is responsible for
nearly half of turnover.

SPECTRUM | PAGE 5 JUNE 2022, MONDAY

PYSCHOLOGICAL CORNER

Bandwagon bias
Bandwagon bias is a form of
groupthink. It's a cognitive bias
that makes us believe something
because other people believe it. It
can make us think something that
is achievable is impossible
because others have tried and
failed before us.

QUIZ SECTION
1. How many steps is there in a
recruitment Process?
2. Who is the CEO of intel India?
3. Selection is a
positive/Negative process?
4. ___ deals with
category/specific types of
employees who are at high
flight risk.
5. What is the full form of SHRM?

ANSWERS FOR SPECTRUM 125' QUIZ

1. ACQUISITION 4.KAREN REDDINGTON
2. INTERNATIONAL JOINT VENTURE 5.EMPLOYEES’ PROVIDENT FUND
3. HUMAN RESOURCE ORGANISATION

SPECTRUM | PAGE 6 JUNE 2022, MONDAY