The 10 Most Innovative HR Management Companies by The Leaders Globe Magazine

August 2019

The

Most Innovative 2 0 Management 1 Companies in 9

Leader's Perspective

Opinion Articial Intelligence Enumerating Dimensions of Human Resources

"Knows" To Be A Virtuous Board Member

Trending Tips

Editor’s Pick

Maneuvers To Hire A Talent

‘CHRO’ - A Revolutionary Digital Way to Lead the HR Processes

WOLVES INDIA Pioneering Disruptive Technologies And Canvassing the Future of Work

Dynamos of Wolves India

CREDITS Editor Mr. Rajesh

Senior Editor Zelen Silva

Co- Editors Prachi, Humera, Rucha

Visualizers Nilesh, Sachin, Akshay, David

Art & Design Director Ankit Kulkarni

Co- Designer Vishal Pawar

Picture Editor Manwa Deshmukh

Art Editor Ajinkya Pandit

Marketing Manager Rohn Jamson

BDE Jessica Edwards, Neha Jain, Veronica Castellino

Database & Research Analyst Parth

Technology Consultant Pratik Dande Your views are welcomed at editor@theleadersglobe.com

Editorial

Digital HR transformation With the expeditious growth in technologies, HR has become more than just primarily thinking about workforce, work and the needs of the organisation. It has augmented to magnifying organisational success. e traditional model followed by HR was rules and planning based. e long-term plan and the rigid employee career path is not in trend anymore, making this strategy irrelevant in today’s times. It takes the ability to adapt to rapid change and progressive ideas to survive the corporate race. ere has been a transformative change in the way HR now works to keep up with the evolving skills and changing work models. e IT department has successfully aced the speedy evolution and enhanced the services with its agile processes and now HR is taking the cues from this source. is transformation is the spotlight in the subject of this issue “ e 10 Most Innovative HR management companies,” which are at the forefront of HR services globally. is transition is a challenge which HR departments are willing to take. ey are recasting themselves in the business’s vision and with exceptional results; they are propelling us to alter our views on the HR department. Digital technologies are ushering in a new era and implementing transformative changes in every industry. Organisations adopt these technologies in the integral functioning of the company which includes development, operations and capturing value. e key feature in this new trend is digitalization in all the aspects of the HR department. ey have moved the operations from web-based systems to a fully digital form, with SaaS (so ware as a service) based technology. Until recently HR systems were following periodic cycles ranging from weekly, monthly, quarterly and even annual, but now review and feedbacks are possible in real-time through interactive dashboards, mobile- rst and cloud-based apps. So ware companies are delivering diverse solutions using social, mobile, analytics and cloud-based technologies providing HR with a range of options to choose from. ese tools have helped HR in advancing their role from merely administrative and compliance to being a business partner and involved it in the strategic functions. e responsibility of the HR department has magni ed to adding value through hard data (collected from diﬀerent points/ sources through employee engagement, feedback from line functions, tracking competition) and interactive dashboards, sharing valuable insights, predicting trends that help plan the way forward and recommending initiatives that impact productivity, customer satisfaction and cost management

Wolves India Pioneering Disruptive Technologies And Canvassing the Future of Work

Asure Software Solutions for a Modern Workforce

Buck Redeﬁning the Social Contract

C O N T E N T S

Adler Talent Solutions Meticulous HR Processes Aligning with Your Business Strategies

Editor’s Pick 'CHRO' – A Revolutionary Digital Way to Lead the HR Processes

HR Consultants A Management and Human Resource Consulting Firm Committed to Measured Success

Leader's Perspective

InterviewAir

PACE Global

“Knows” To Be A Virtuous Board Member

Euphorians of Innovation and Technology in Recruitment

The Matrix of Human Resource Competency, Eﬃciency and Performance

Trending Tips

Recany

Sigma-RH

Maneuvers To Hire A Talent

Variegated Recruitment Specialist

Digitize the Management of Your Human Resources with Powerful HRIS Software

Opinion

TPG HR Services USA

Artiﬁcial Intelligence Enumerating Dimensions Of Human Resources

Leader in Full-service HR Solutions

WOLVES INDIA Pioneering Disruptive Technologies And Canvassing the Future of Work

anaging human resources become an allimportant and perplexing task that the management has to execute. With diﬀerent set of needs of its people, meeting the overall organisational objective is equally essential. Be it overseeing the progress of employees, building global brand presence, or meliorating competitiveness, organisations are experiencing transformation in business activities. More managers have begun to agnize that their overall success is directly proportional to hiring well-quali ed employees. e ever-changing global business dynamics have changed the way organisations set their goals. is brings out the exigency for Human Resource Planning and Management at diﬀerent stages of an employee’s management life cycle. Pro cient recruitment and retention practices turn into vital drivers for employee growth and satisfaction.

Dynamic Duos behind Wolves India With a vision to strategize a be er tomorrow and the mission make this big in a business undertaking, Raghu S. and Prathyaksh She y se ing up a fashion of empowering the greatest potential of all times – Manpower. Remarkably cultivated Raghu S. and Prathyaksh She y established Wolves India in 2014, for recruiting awesome humans. Pro cient in recruitment and equipped with a strong determination to succeed, these aspiring minds take a very personal and thorough approach, along with keen assessment skills, to be a true business partner with their clients. ey ensure to get your employees to perform and add value to the bo om line of your business. ey believe - An organisation, no ma er how well designed, is only as good as the people who live and work in it.

Wolves India team is a perfect amalgamation of technology and the human touch. ey are well acvquainted to get the perfect one that suits the organisation’s philosophy. e Team at WOLVES strives to oﬀer companies to move globally and form more diverse teams. ey keep on digging deep into the more diﬃcult aspects of their work to nd right solutions. ey instill as much as possible creativity and innovation they can in their search for hi ing the right talent.

Innovative Sourcing Strategies ‘Endeavour Systems’ is the parent name of Wolves India, as this name pushed them to achieve all that they have till now. which was formed because of a need to challenge the traditional recruitment systems

and antagonise out-dated techniques that failed to deliver the best results. Wolves India is an identity where each one of them will now be called “Wolves”. A team that hunts in pack, representing a path nder. Succeeding in a team, yet enjoying freedom within. With a determination to achieve the ambition of one of the best talent management rms in Asia, Raghu S. and Prathyaksh She y cofounded Wolves India. Wolves’ journey had started with their recruitment expertise, coveted skills, and collective intelligence to change the game in this business undertaking and represents cu ing-edge of talent acquisition. e market is bursting at the seams with talents, while a wrong move can let you lose the appropriate

AUGUST 2019 | 10

recruit. e niche of hiring apt talent is to make a diďŹ&#x20AC;erent move and assure the aspirant of long-term career growth in the company. Wolves India has built a strong and planned employer branding strategy which helps you stand out in this competition. Wolves India takes complete care of the recruitment process and headhunting services with innovative sourcing and validating approaches, which leads to forming a highly reliable tment. e company understands that every premise is diďŹ&#x20AC;erent and not every client has the same needs, So, they tailor their services to meet those needs and ensure the best tment in all aspects.

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We make sure we understand your business, vision and culture, so we can tailor every step of the recruitment process

The

Most Innovative 2 0 Management 1 Companies in 9

Building Win-Win Relationship with Clients Wolves India tied-up with renowned and some of the world’s leading Fortune 500 companies to help them build a solid talent pool. Raghu and Prathyaksh strongly believe that Wolves is a re ection of the companies that they have associated with and hence choosing a client takes a lot of deliberation. With proven strategies Wolves Team deep dives the

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We make lives. We build organisations. We create values. We recruit awesome humans...

spectrum of industries, elect the rms that are not just cordial with Wolves culture, but also adopt those who have heavy in uence on culture. To nd the closest match to the client’s need, Wolves prepare a set of questionnaire to understand the organisation’s business and what services are required and how the potential client can be assisted. is helped master the technique of identifying active & passive aspirants. Wovles India’s renowned client list includes: MAERSK , State Street, Boston Consulting Group, ANSR , Star Network, Byjus, Fujitsu, Infosys, Cargill, Ascena , Fala Bella, Lowes, JCPenney, to name a few. e company has a ained this success with the help of its extensive range of oﬀerings that includes IT & ITES Recruiting Services, Project Management, Leadership Hiring, RPO & Staﬃng, HR Shared Services, Financial Shared Services, Captive Banking, Business Analytics & Consulting, and Support Services as well as technology for AI-powered Outreach Tracking and Stack Rank, Video Interviews and SaaS-based Recruitment tools.

Transforming Talent Acquisition through AI Today, HR is adopting AI technologies to track everything from productivity to recruitment analytics. Using this level of automation not only frees up time for HR to focus on more people oriented work but also allows technology to do the heavy li ing. Scrutinizing through thousands of applications to nd the best ones within deadline is an onerous process. Today, information about a candidate’s pro le lies in various data sources such as– resumes, professional networks, social media etc. AI-based tools can not only refer to these sources but also fuse this data and screen these applications for the

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requirements of the job. Also, Chatbots can help carry out the rst-level of selections through basic conversations.

on a wide range of projects in corporate functions wherein entire teams have been set a tight deadline to deliver service on time.

AI-based automated selection tools can align personality-based assessments and gami ed tests which can further ease the life of a recruiter by providing useful insights on candidate-job match. Correspondingly, AI-based tools are widely used in video interviews to identify non-verbal cues from interviewing candidates.

A forward-looking company, Wolves India ensures the latest technologies are being utilised to the fullest potential in their eld. Cultivating positive work culture, a highly motivated and innovative team is creating an eﬀective environment that inspires them outside the box thinking.

Wolves India utilises ML-powered recruiting solution that integrates with G Suite like Google Search, Gmail, Calendar, Docs, Sheets and Hangouts an easily review applications by those interested in applying. With a few clicks, a team, department or organisation can easily post, edit and collaborate on a website, can access a candidate's background and even manage tasks or schedules. Apart from managing job requisitions & postings, leverage AI to determine the best potential candidates, and then conduct interviews & digitally onboard chosen applicants. It ensures the candidate can perform on the job by Real-world evaluations for every role by screening assessments, auto-scored coding tasks, and video interviews. And Gauge a candidate’s skill level, personality traits, and cultural t. Increasing Eﬃciency and insight into candidate assessment improves relationships with clients. Additionally, Wolves strive for specialising in hiring across Job Levels. As per the past records, the team has eﬀectively involved in hiring for middle level to top-level management. Coactivelly, the company has allocated a team that continuously works at hiring for Foreign language specialists, speci cally for Japanese, German, French, Spanish and Bahasa at all levels and domains. e company has dedicated teams working

‘A Great Team can do Great

ings’

e founders are deeply commi ed to their team’s personal growth and success. ey sit with the team at San Fransisco’s oﬃce and have conferences, encouraging their team for self-development and achieving personal goals. With a dedicated workforce and headstrong services, Wolves India has already gained a premium & exclusive space in the various industries worldwide. In the coming years, it looks ahead to hire C-Suit with entrepreneurial skills to further enhance & strengthen the services of the rm

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Choosing a client takes a lot of deliberation on our part – we study different industries, pick out the rms that are not only in tune with our culture, but also those whose culture we would like to emulate

The

Most Innovative 2 0 Management 1 Companies in 9

Adler Talent Solutions

alent is valuable and scarce. And, it is an onerous task to hire and retain the right talent for the success of your business. ough there is a high-end start-up or modernization of traditional processes by young entrepreneurs, talent management and other strategic initiatives being considered as crucial factors for improving the bo om line. ere is a strong urge to systematized HR processes for stringent compliance & payroll management of blue-collar employees from recruitment to retirement. From onboarding to employee o oarding from an organization, Adler addresses your need for complete employee life cycle management. Adler also assists startups or MNCs moving into India with hassle-free company registration. Having been close to C-level executives, Adler listens to speci c hiring requirements, and meet their expectations including Expat hirings, industry competitor mapping, and headhunting.

Meticulous HR Processes Aligning with Your Business Strategies

to handle workload uctuations and staff shortages, easily. eir contract staffing solutions encompass solutions for an organization such as Temporary Recruitment Services, Contingent Workforce Management, Domestic/International Contract Staffing, Payroll A endance & Compliance Management pertaining to PF & ESIC Guidelines. Moreover, their expert professionals help you manage a endance and compliance requirements.

HR Advisory Services Adler’s indomitable team proactively help you guide with the best possible way to ease your HR processes for entire employee lifecycle along with routine HR operational support by developing comprehensive HR policies. Adler helps to operate the process until you have an independent team to handle the processin to the bargain. is consist of niche oﬀerings such as Recruitment, Personnel Planning & Development, Compensation, Performance Evaluation, Training, Record Keeping & Compliance.

Cu ing-Edge Recruitment Process Adler believes in leveraging the power of technology to source, screen, and identify the most promising candidate for your organization. eir recruitment process is a careful blend of proven strategies, innovative approaches and unconventional wisdom that ensures eﬃcient talent scouting, without wastage of time. It essentially, involves: Requirement Evaluation, Job Description Mapping, Candidate Search, Shortlisting, and Facilitation

Custom Contract Staﬃng Solutions to Achieve your Current & Future Growth Goals Adler’s contract staﬃng solutions are meant for organizations looking to employ remarkable talent in their organization for short-term. ey enable clients

Cultivating A Fun Company Culture e work culture at Adler is a unique blend of the highest level of productivity and joyful atmosphere. ey regularly organize team engagement activities like picnics, fun games, etc to boost employee engagement and satisfaction levels and to enhance productivity. Besides, the company also has its inhouse so ware where they manage the entire work ow of Recruitment Team from Leads, Clients, Jobs, and Interviews to Billing.

Adler’s Renowned Clients Serving more than 425+ high end corporate clients across India and overseas including many being the listed entities for their Recruitments, Payroll and Contract Staﬃng business. For HR Advisory services,

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Our Uninching Philosophy You Focus on Your Business, We Focus on You

while Adler serves many esteemed start-ups and unicorns, recently Adler consociated with the stupendous Electric Automobile Lalbhai Industries (115+ years old in India). Acrossing the border, Adler networked with 35+ years old US based company having manufacturing plants in the US and China, expecting their operations in Ahmadabad, Gujrat. Adler is oﬀering end to end HR Solutions to shape up the organizations from scratch to make human resource function smooth for companies to achieve their organizational objectives. Within 3-5 years, Adler has planned for a recruitment team of 75+ Professionals diversi ed into various industry focus, assisting various clients in competitor benchmarking or Industry mapping, managing 5000+ outsourced employees with a complete focus on client satisfaction, assisting 50+ high end startups for se ing up their HR Process for their company, and a training vertical to meet the training demands of various organizations.

Success Mantra for Upcoming Startups “We believe, Well begun is half done! A lot of startups give more values to Product Development, Marketing, CAs, IT Infrastructure, etc functions or good oﬃce infrastructure for making their business successful but the majority of them do not focus much towards hiring an HR expert to de people management, who would ideally be managing people of above functions. As happy employees are more

Raj Lalwani Managing Director

loyal and they deliver be er in the organization. Hence, it is required that start-ups must focus on developing good HR practices from the beginning itself for a healthy work environment,” assures Raj.

Leading Light Behind Adler Raj Lalwani, Managing Director of Adler, has more than a decade of experience in the eld of Recruitments, Payroll, Compliance and Strategic HR associated with various organizations. is eventually transcended him to lead Adler one of the most reputed HR brands in India. His excellent knowledge about the domain and the urge to learn new things has made him a proli c leader in the industry. Over the past years, he has built profound expertise in talent search and his leadership quality has led him to establish Adler as a global entity. Raj is B.Com, LL.B, and Diploma in Strategic Human Resource Management

The

Most Innovative 2 0 Management 1 Companies in 9

Asure Software

hether you’re a small business or a large enterprise with a global footprint, the way work gets done has changed. Today’s workforce is more mobile, exible, and techsavvy than ever before and you need new tools to a ract the best talent, get the most from your people, and control costs. Asure’s Smart Oﬃce suite includes HR, Payroll, Bene ts, Space Management, Time tracking, IoT sensors, and other technologies that help you get smarter. e way work gets done has changed - you need HCM solutions that align to the way your people actually work. Whether you are a small business that needs someone to process your payroll, or a Midsize to Enterprise organization who needs a full HCM solution, Asure has right the product for every situation. ey provide products such as Human Capital Management, Time and A endance, Talent Management, Employee Bene ts, Bene ts Administration, Payroll & Tax, Asset & Move Management, Full-service Room Scheduling, Hoteling & Mobile Workforce, Workplace Occupancy Sensors.

Improving Your Workforce Asure’sTime & A endance, Collect Time and A endance any way you like: Geo-punch, Facial Recognition, Badge readers, PC, and more.Your employees are smart, exible, and tech-savvy – your payroll and tax processing should be too.Itscloudbased COB , HIPAA, FSA and C administration – Save time, money, and stay in compliance. ey provide payroll for a modern workforce. Any device, any time, any place. With it, take the pain out

Solutions for a Modern Workforce

of administration and ling—no ma er your company’s size. Get time back to focus on your people and gain peace of mind knowing your sensitive payroll and tax processes are being handled with care and precision. Workplace occupancy solution empowers you to make smart decisions. eir workplace utilization solution empowers you to make educated, costeﬀective decisions about your workspace. Measure, manage, and optimize with smart workspace technology comprised of cloud-based so ware and IoT sensors which monitor and report on levels of occupancy, utilization and the environment. Asure SmartMove allows companies to eﬃciently manage people, space, and asset data—with just one system. SmartMove’s user-friendly, up-to-date metrics system and interactive oor plans help you manage day-to-day logistics quickly and easily. SmartMove is accessible across all devices from computers to tablets. Whether you’re a smaller agency or a large organization, never waste time on moves again!

Easier Tracking ey help your workforce get the most from your available workspace. Schedule the rooms, resources, and services you need, quickly and easily. Be er manage last minute changes, keeping your cool with information at the ready. Whether you need to schedule hundreds of rooms and thousands of desks or a few meeting rooms and a handful of desks, Asure can help. Where work gets done has changed. Tracking it just got easier with Asure. Office hoteling and mobile workforce programs offer the perfect balance of employee exibility and cost efficiency. Whether

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Technology that elevates how, when, and where work gets done throughout the employee lifecycle

your corporate culture includes a mobile workforce or you are introducing a new hoteling program, the key to success lies in proper implementation of user friendly tools and focus on employee change management. Whether looking for a window seat or one near a coworker with whom you need to collaborate Asure’s graphical oor plan allows you to search for available spaces and nd colleagues. You can make the most of your calendaring systems by integrating them with their resource scheduling systems. ey think a great starting place is a full understanding of how your current space is used. With NowSpace, your mobile workforce will never be in a position where they don’t have the ability to schedule meeting rooms or workspaces as long as they have their phone!

Pat Goepel, CEO Pat has more than 20 years of experience in the human resources outsourcing industry. Before joining Asure So ware, he was president and CEO of Fidelity Investment’s HR Services Division; president and CEO of Advantec; and executive vice president at Ceridian, where he was responsible for sales, marketing, operations and business development in

Pat Goepel CEO

the United States. As CEO of Asure So ware, Pat is focused on building an end-to-end business model that ensures predictable bookings and revenue growth. Pat is a frequent industry speaker and serves on the boards of Allover Media and SafeGuard World International. He also serves as the CEO of APPD Investments. When Pat’s not building world-class companies, you’ll nd him catching a Green Bay Packers game or enjoying the Florida sunshine with his wife and sons at his vacation home

The

Most Innovative 2 0 Management 1 Companies in 9

Editor's Pick

'CHRO' – A Revolutionary Digital Way to Lead the HR Processes

t almost every company digital transformation is one of the topmost priority. Yet, according to a survey conducted by Gartner in 2018, more than 60% of chief human resource oﬃcers (CHROs) are concerned that they are incompetent to manage the up-coming technological disruptions. ough the fundamental characteristics of a good

CHRO—critical thinking, creativity, leadership, and communication—have stood the test of time, these CHROs realize that they require additional skills to build talent organizations that can pace up with contemporary business. And, there are four essential skills that CHROs must possess to ourish in the future.

Move Fast, Communicate Faster According to the Deloi e Global Human Capital Trends report, 91% of companies still rely on the

traditional HR practice of annual reviews. But in a world where entrenched business models are being systematically disrupted, employees need feedback on a continuous basis, not just once a year. To build quick course changing organizations, CHROs should embrace an agile approach, accommodating faster feedback and ongoing reassessment over multiyear planning. ey should employ AI-powered performance review tools like ADP Compass or Humu, which crunch data on workers' productivity and give them “nudges” on how to improve it in real-time. Data scientist may also be hired by the CHROs to customize their company's analytics and to measure key objectives (say, faster time to market for new products, or improved customer satisfaction in call-center interactions)—an approach that may pay dividends over the long haul as their analytics needs evolve.

ink Furthermore Strategically To be indispensable in the boardroom, CHROs need a strategic vision. According to Peter Cappelli, professor of management at the Wharton School, “helping the CEO make judgments about top jobs is the path to in uence.” is calls for a combination of business savvy and data science. Take into consideration a hypothetical exempli cation:

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e CHRO of BankX will require predictive modeling tools to answer core strategy questions like: How many blockchain experts do we need to transform our processes? How and where can we recruit the best candidates? Is it more cost-eﬀective to retrain in-house talent or hire experienced (and pricey) pros?

Know Your Workforce According to a recent Gartner study the majority of the workers hold the view that their job responsibilities are too opaque, they are strained under too many demands and are entangled in too many professional relationships. CHROs need to be sensitive to the needs and desires of their workers. “ ere's data to prove that when employees feel that the organization appreciates them and their engagement the productivity level rises.” Margaret-Ann Cole, human resources expert and president of Crenshaw Associates shares, “You can use that data to de ne and re ne be er programs to a ract and retain talent.” Fortunately, today a host of new tools exist to measure employee engagement. Vibe's algorithm analyses emojis and word choice on Slack to gauge a team's mood. AI so ware Keen scans employees' anonymized emails to discover and contextualize emotional trends.

across the company. is also includes articulating a hiring and growth strategy that accounts for changing workforce dynamics. According to a 2018 Deloi e study, in the United States alone, more than 40% of workers were engaged in contingent and gig work. Building teams with the right mix of full-time staﬀ and project-based freelancers need to be the thought of by Forward-leaning CHROs. ey also need to future-proof their talent pool by reskilling and upskilling employees for evolving business objectives. e ourishment of CHROs requires them to lead the way from old HR processes into digitally advanced ones. ey also need to discover how ServiceNow is now transforming the employee experience and are exploring more the insights for the leaders here

Build—And Sell—Your Vision Transformation of entrenched HR processes needs an eﬀective communication of the CHROs vision to win buyin from key stakeholders

The

Most Innovative 2 0 Management 1 Companies in 9

BUCK W

ith changing dynamics in healthcare, retirement, and talent, people think about work in very diﬀerent ways. Today, your employees expect you to invest in their growth and their nancial security in exible and more personalized ways.

Buck is an integrated HR and bene ts consulting, administration and technology services provider. Based in New York, with global operations, Buck is focused on helping its clients realize the best organizational performance for their business while driving positive health, wealth and career outcomes for their employees. At Buck, they are working to rede ne the social contract, or two-way relationship, between you and your employees, to not only accommodate shi ing expectations, but to stay ahead of them. e company partner with forward-thinking organizations to reenvision the role of the employer and re-design how employees work and live. e company believes, “No challenge is too big or too small for their team”. eir strategic approach helps their client realize the best organizational performance for their business while driving positive health, wealth, and career outcomes for their people.

Buck’s Consulting ey look at your needs across the career, health, and wealth spectrum informing and consulting with industry-leading knowledge and innovation. A healthy workforce means a productive workforce. Buck help you improve strategic decision making, drive program excellence, and remove everyday hurdles so you can provide bene ts that have a positive impact on business outcomes and employees’ lives.

Redefining the Social Contract eir experienced team not only comes up with the best investment and retirement planning options for your people, but they also ensure they understand the ins and outs of every aspect. ey assist with the right strategy and programs in place, you’ll maximize the return on the substantial investments you make in your employees. eir award-winning engagement consultants are dedicated to strengthening the bond between you and your employees. eir deep understanding of the regulatory and legislative environment informs their insights, recommendations, and solutions, while their timely analyses make the ever-changing and complex HR and employee bene t landscape easier to understand.

Buck’s Administration Each interaction you have with your employees is an opportunity to create a stronger relationship with them. Buck deliver a modern, aﬀordable, and highperforming bene ts administration experience that empowers informed decision-making, improves outcomes, and builds trust. Whether you’re looking to out source or co-source your de ned bene t or health and welfare program administration for the rst time, or are simply looking to change providers, they can help. Driven by best-inclass technology and leading analytics capabilities, they’re able to meet you where you are, delivering the right solutions in the right way at the right time. is way they provide the best organizational performance for your business while driving positive health, wealth, and career outcomes for your people.

Buck’s Technology ey develop innovative ways to engage your

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We're dening the new social contract between employers and their employees

employees, from predictive analytics and behavioral economics, to social media and ethnographic studies. Data-driven recommendations that are informed by the return on employment from your people’s perspective and the return on labor from yours. eir platform helps engage employees in your oﬀerings, and the result is a greater appreciation of what’s oﬀered, which leads to higher participation and engagement.

Solutions oﬀered ey operate at the convergence of human experience and technology, where you and your people are their central focus. Implementing tech isn’t a one-size- ts-all project. Your business, and your workforce, are unique to you. eir experienced team will be able to quickly get to the heart of what you need. Not only do their tech solutions make your job easier, but they also make it easier for your employees to use their bene ts and track their career progress. With an eye towards the future, they’re introducing new technology-enabled solutions that make delivering on their client's commitments to their employees seamless and more measurable.

Jack Freker CEO

Jack Freker, CEO of Buck Jack Freker,CEO of Buck, an integrated HR and bene ts consulting, administration and technology services provider. Based in New York, with global operations, Buck is focused on helping clients realize the best organizational performance for their business while driving positive health, wealth and career outcomes for their employees. Prior to Buck, he had experiences with YP, e Real Yellow Pages as a President and CEO at (2014 2017), President and CEO at First Advantage (2011 – 2013), President and COO at Zenta (2006 – 2011), President and CEO at Oblicore (2005 – 2006), President and COO at Convergys (1992 – 2005). Jerk is a Board Member and Senior Operating Advisor to Private Equity at Accretive Results, LLC. He holds Bachelor's Degree from Princeton University

The

Most Innovative 2 0 Management 1 Companies in 9

CONSULTANTS

A Management and Human Resource Consulting Firm Committed to Measured Success

eading with the mission to provide customized HR outsourcing, consultation, training and education services designed to improve the competitive positioning of your organization. HRC's quality services are delivered with a exible approach that exceeds customer expectations. HR Consultants, Inc. provides management, HR consulting and training services designed to improve the competitiveness of organizations and minimize employment practice risk. At HR Consultants, their prime role is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization. eir management, human resource, and training services are designed to improve productivity, eﬃciency, communication and employee morale. HRC follows the Values & Guiding Principles such as Integrity - ey uphold the highest ethical standards in all relationships; Quality - ey deliver high quality service to all stakeholders; Innovation - ey are commi ed to being future focused, responsive to workplace and societal trends, and entrepreneurial in spirit; Development - ey in uence and support professional development for organizational and individual success.

Services Oﬀered: Talent Aquisition Talent acquisition is one core component to managing organizational talent. e key to successfully recruiting and retaining top talent is to develop a consistent process to a ract and retain those employees that align to your strategic organizational needs. HRC can help you recruit, select, and retain top talent through their talent acquisition service oﬀerings. Recruiting and hiring employees is no longer just placing an ad for a position, conducting a standard

interview, and selecting a candidate based on a “best out of the bunch” approach. Organizations today realize the level of investment made in their human capital as well as the level of performance required by their workforce to maintain competitiveness in today's market. Selecting the wrong candidate can cost your organization valuable production time and money. is is why HRC oﬀers strategic Talent Acquisition & Planning Services that help you make the right decisions for long-term bene ts to your organization. ey provide Strategic Recruitment Support, Candidate Selection Assessment, Interview Guides, Employee Onboarding, Orientation Programs, Strategic Planning, and Succession Planning.

Employment Compliance Employment compliance is serious business and noncompliance can cost your organization signi cantly! It can be daunting though ensuring that all your practices meet state and federal regulations and are sufficient enough to protect your organization and its staff. You can rely on HRC to help you establish the right safeguards to put your mind at ease and let your organization focus on its core business. Compliance and FLSA audits, policies and procedures development, affirmative action planning, employee complaint investigations – HRC has you covered. ey provide HR Audits, Affirmative Action Plans, Policies & Procedures, Employee Complaint Investigation, Fair Labor Standards Act (FLSA) Audits, Technical Assistance, Pay Equity Studies

Talent Management & Development An organization's human capital is its greatest asset and diﬀerentiates it from its competitors. It is also an organization's greatest investment in most cases. HRC's Talent Management & Development Services address the many aspects involved in ge ing the greatest return on your workforce investment.

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HRC adheres to the highest standards of ethical and professional behavior while providing innovative and cost effective business solutions based on current trends and best practice benchmarks ey provide Job Analysis & Job Description, Internal Job Evalution, External Market Pricing, Performance Management System, Training Design, Development, Delivery & Evaluation, Compensation Analysis & Design, Coaching, Customized Online Campuses, organizational & Employee Surveys.

HR Technology Solutions Your human capital is your greatest asset and critical to the success of your business. Yet managing bene ts, payroll and HR processes can be costly and time-consuming especially with decreasing budgets and rising healthcare and administrative costs. is is why HRC recommends utilizing technology to deliver on-demand services to streamline transactional HR and reduce overhead costs. HRC has done the research for you, oďŹ&#x20AC;ering what they consider to be among the best-in-class Human Resource Information Services (HRIS) solutions to their clients. ey provide ASCENTIS and Bene ts Administration.

Jonna Contacos-Sawyer President

satisfaction and continuous improvement.

Jonna Contacos-Sawyer SPHR, CCP, SHRM-SCP - President JONNA CONTACOS-SAWYER has over 30+ years of management and human resource experience, which she utilizes to lead HR Consultants, Inc. (HRC), a management and human resource consulting and training rm, in the capacity of President. Since becoming the sole shareholder in 2001, Ms. Contacos-Sawyer has led the growth and expansion of HRC's diverse clientele across the U.S., which includes for-pro t, non-pro t, and government organizations in industries such as, nancial, educational, health and human services, professional services, retail, manufacturing, environmental, and energy

HRC is one of the few professional practice rms earning the distinctive ISO 9001:2015 certi cation to ensure high quality service delivery, measured client

The

Most Innovative 2 0 Management 1 Companies in 9

Leader's Perspective

“KNOWS” TO BE A VIRTUOUS BOARD MEMBER high functioning board of directors is a must for the smooth running of any organization. However, all board members do not start their tenure with an intuitive understanding. ey have to learn the principles of good governance and how their contributions can add value to the organizations they have commi ed to serve. Here, are a few things every board member should know.

this is essential as it helps each side knows what we're trying to achieve with the in-person meeting. It also helps achieve mutual concerns, agree with scope, discuss controversial topics, and know if something is missing from the agenda. A director who has had a pre-conversation with management will prove to be comparatively more eﬀective in the board meeting.

● Study e Tea Leaves On CEO / Founder Psychology

e Eve of the Meeting

● Pre Read

e Material

Most of the time the questions asked by directors during or before the meeting conveys their lack of knowledge about the business. is is because a large portion of directors clearly haven't read and mentally processed the materials before the board meeting. O en, this is the fault of the management, but the problem is also that directors think they can “wing it”. e best directors, however, are the ones who read the material well in advance. It is important for them to process the information and think about the business beforehand.

● Communicate With e Board Meeting

e job of running a start-up is incredibly stressful and mental health /wellness is of utmost importance in any industry. ere may come up instances when

e CEO Before

CEO's sending materials beforehand and scheduling call with directors before the meeting is something that people nd to be an added layer of process. But

AUGUST 2019 | 24

the founders are ghting or dealing with depression. As a board member, it is important for the director to know this. ey need a read on whether carrot or stick is a be er motivator at this point in time or when the founder may even need a hug or a friendly ear to vent to. is is a large part of the job of a board member and it takes a degree of maturity and experience to truly be a great board member.

● Ge ing In Touch With Board Members Before e Board Meeting Learning what is on the minds of non-management board member and how they perceive the critical issues of the company is also important. It helps build stronger relationships with other directors and talking directly is very healthy for non-management board members and should be encouraged. Decision making becomes much be er when all have strong working relationships as it resolves diﬃcult issues when they arise. is is also an invaluable source of

future deal ow, future recruiting and future decisions about whom to co-invest with.

● Being oughtful About Time Management It is extremely important to think through the agenda and “what are the utmost key things to be achieved at this meeting?”. Most boards are bad at prioritizing the most important things and also bad at time management. It is important not to spend too much time discussing items that are less critical. A good board member cares enough to weigh on each point BEFORE the meeting starts.

e Course Of

e Meeting

● Put Your Electronics Away And Be Present One of the biggest drag on board productivity are electronics Many board members are distracted for

good portions of the meeting because of their mobiles, computers, iPad, electronics, etc. But the best place for these electronics is in a bag that is zipped and where there won't arouse the urge to “just quickly check” when you're bored by somebody's update section. Electronic devices should be put away unless it's 100% in note-taking mode and a stylus is being used to write. Most importantly — even if you ARE disciplined the electronic devices become a distraction for everybody else.

● Infer e Role Of Listener, Enquirer & Sparring Partner One of the important tasks of the board member is to listen, ask questions and debate when appropriate. However, they do not need to speak during each session and have an opinion on every topic. It is important to listen intently, think about what's being told, ask hard questions when what is being said

doesn't make sense and not being afraid to debate when you don't agree. One of the job as a board member is to make sure that one is really thinking through the hardest decisions the company must make and making sure that management has a sounding board.

● Avoid Micro-Management Of NonEssential Items e board members should remember that their role is one of board member and not of a functional manager. e board members should not dive into all the details of business and “problem-solve” every detail that isn't warranted. It is critical to balance how much input to give and then when to stop talking and either say, “that's for the CEO ultimately to decide” or “this is a super important topic but I don't want to waste too much of my fellow directors' time so I'm going to bring this up 1–1 on a separate occasion.”

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● Push For Others To Speak At times it is important for the board members to drag other people into the conversation. is is important because every bodies opinion values and it is necessary to hear what they think to simply make sure that everybody's voice is heard on a topic.

Apart From

e Meeting

● Build Strong Relationships With Board Members, Stakeholders, And Key Investors By building strong relationships with each board member it becomes easier working through complicated issues. ere are times when vehement disagreements take place but by knowing the other party you can at least understand where they're coming from and what they intent. is is also vice

versa. You will earn the right to advocate more forcefully for things you're passionate about by pu ing your hours to know your fellow board members, as they too will understand you.

● Be Conscious When To Be Proactive It is important to think about every board assignment proactively as in, “is there anything I should be doing, even if I haven't been asked yet.” An example includes se ing up calls with non-executive directors to get aligned on issues before a board meeting. Another example is proactively reviewing executive compensation. Being a good board member is a combination of being responsive when asked to be and proactively thinking about what the company needs sometimes even when you haven't been asked

The

Most Innovative 2 0 Management 1 Companies in 9

InterviewAir

Euphorians of Innovation and Technology in Recruitment

oday, women are strong innovators and the opportunities oﬀered by women entrepreneurs help grow markets and increase employment prospects. Now organizations are transforming how they manage their workforces, and women in C-suite positions are leading the way. Whether they are improving employee engagement, eliminating traditional performance reviews or pu ing more women in upper management, female recruitment leaders are making a diﬀerence. ese are an economic powerhouse contributing millions of jobs. Ridhima Gauba is one of the futuristic women entrepreneurs who realize that Indian recruitment services still follow age-old strategies for talent acquisition and to bridge the gap between technology and recruitment to create an impeccable process and she comes up with InterviewAir. In 2015, InterviewAir set up with a cu ing-edge technology called ‘Video Pro ling’, a new ecosystem for ‘Training and Hiring’ with the motive to overcome the divide between job seekers, colleges, consultants and corporate under a single neoteric & robust platform. Breaking the chains of the traditional recruitment processes and campus training services, InterviewAir is proud to deliver a completely out-ofthe-box approach for seamless recruitment of topnotch talent overcoming geographical and time constraints.

Veracious, Radical and Swi er Platform of Recruitment In the recruitment realm, the impact of technology and the data it captures is becoming more de nite in terms of enhancing the hiring experience for both the candidates and the hiring teams. Today’s recruitment market is mostly candidate-driven. e combat to a ract top talent from the pool of under-quali ed applicants is ge ing tougher. Besides, novel technologies – social media, arti cial intelligence, and the cloud - are changing the way HR approaches

recruitment exercise. InterviewAir, combines a best-in-class candidate experience, with the latest technological developments like AI-based matching, predictive analysis which helps companies to structure & streamline hiring work ow with an optimistic hiring success ratio.

Rede ning Recruitment for Corporate InterviewAir moving with a forward approach over time-consuming traditional hiring process, helps companies to hire, track, manage interview and select the candidate, and within company hierarchy multiple team members can work and share tasks all at the same place. Using highly intuitive ‘InterviewAir App’ and ‘Video Pro ling’, candidates can be shortlisted seamlessly, making it independent of physical invitation for multiple rounds of interviews. With InterviewAir, talent can be hired be er and quicker from any geographical location, timeindependently and asynchronously where both the interviewer and interviewee can access the system at their own convenience. InterviewAir also believes that this platform should oﬀer a positive experience for most valued stakeholders.

Reshaping Campus Drive for Colleges InterviewAir bestows a new dimension to campus drive. It offers AI-based digital platform to colleges for Training and Placement where students can be trained to face corporate interviews, to enhance knowledge, self-con dence & communication skills. It helps to increase placement ratio and efficiency with almost tri ing efforts by connecting to multiple companies on the platform, on a single click and saves time & expenditure of physically inviting the companies to the campus. InterviewAir’s international team of recruitment specialists understand business needs and know how

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“

We believe in entrepreneurial spirit and bring a full range of expertise

to deliver on their objectives. It also provides powerful and smart API’s to seamlessly connect their platform to any other platform.

e Ground breaker of InterviewAir “ 90% of the organized job market is in tier 1 cities and 90% of job seekers are tier 3, tier 4 students and technology is the answer to shortern the gap” – Ridhima Gauba She understood this problem of talented students from remote locations very well and introduced InterviewAir. Tier 3, tier4 students don't have to travel multiple cities to get a job opportunity, they can reach out the multiple companies with a mere click on Smartphone. Ridhima is an Experienced Co-Founder with a demonstrated history of working in the staﬃng and recruiting industry. Skilled in Wealth Management, Appropriate Portfolio Allocation, (Certi ed Financial Adviser- CISI, UK) Customer Relationship Management (CRM), Asset Management and the groundbreaker of InterviewAir. Ridhima is MBA (Finance), and pursued Wealth Management and Portfolio Management programs from IIM Bangalore

Awards and Recognition Award recognition is an aﬃrmation that any

Ridhima Gauba Co- Founder & COO company’s eﬀorts have a positive impact. InterviewAir and Ridhima is proud to have been recognized as a global leader across recruitment indices, for delivering futuristic solutions across the industries in which it operates. Here’s an overview of some acknowledgments of InterviewAir eﬀorts: • MIT Inclusive Innovation Challenge Asia: Won 2nd Place and $5000 cash prize Technology Access innovation category. • emPower Women Tech Entrepreneur Award 2018, a Govt of India and Govt of Canada initiative: Winner and won Rs. 500,00 as free seed equity. • Leading Start-up Award – BMA (Chaired by Mr. Mohandas Pai): One of the top 5 leading start-up in Digital Space • Next BigIdea: One of the top 50 Start-up out of 1000 applicants PAN India • Top 20 Women Entrepreneur – Facebook (SheLeadsTech) • Top 25 Women Tech Entrepreneur Award (Grace Hopper WEQ 2018) • Top 7 promising HR Tech Awards by JITO • Covered in CNBC/ Economic Times/ Your Story and host of local newspapers

The

Most Innovative 2 0 Management 1 Companies in 9

PACE GLOBAL

n recent years, HR has undergone dynamic shi s in its roles, functions and in the overall impact in shaping organizations. It has evolved from being a support function to a business enabler with an impetus over a period of time. With the aid of service providers and the latest technology, HR has moved from being a cost center to a pro t center and has become an essential component in achieving corporate objectives. e foremost HR organizations are the ones who have reconnoitered the latest technologies, hired skilled employees and paved the way for be er integration of the digital and human workforce. People, Acquisition, Culture, and Engagement (PACE) Consulting Services is one of them and is an innovative HR consulting rm providing end to end HR solutions. PACE Global specializes in People Acquisition, Ethnicity branding & Talent Engagement. e company allies with student eco-systems and facilitates corporatefelicitous interactions. ey also oﬀer SI solutions in working with the top HR brands. “Our expertise lies in helping you make the most of yours” – enunciates Girish Nair, Founder and CEO of PACE Global HR Consulting Services

HR from Stem to Stern Today HR professionals need to help their organizations move beyond ghting a war for talent to winning the war. is requires a shi from studying talent best practices and using those practices to create value. Without de ning what it means to win, the war for talent is aimless. PACE Global endeavors to bring in its innovative services in the various dimensions of HR, covering the entire HR life cycle, thereby providing a customized solution for every business/every requirement. It facilitates HR interventions for organizations in all stages of growth and partners for HR excellence with Corporations across various industry verticals. eir innovative HR frameworks revolve around facets like Employment Value

The Matrix of Human Resource Competency, Efficiency and Performance

Proposition, Competency, High performance, Talent transformation, Training programs, etc. HR Outsourcing: PACE Global helps to out source the entire HR department or alternatively a few sections of HR which are non-strategic in nature, but play a crucial role in the motivational aspects of its employees like Performance management system, Payroll management, Employee wellness, Joining and exit formalities, reference checks etc. HR Consulting: PACE Global proffers its consulting services in the various divisions of HR to strategically integrate effective HR processes, programs, and practices into the daily operations. eir role is also to optimize the client's performance related to human resources by introducing ‘best practice’ of products/services as well as to provide periodic feedback to clients regarding their performance with respect to various HR interventions. Talent Acquisition: PACE Global combines strategy, pro ciency, competency and facilitates from the industry’s thought leaders covering all aspects of talent acquisition. Customized solutions are integrated with a talent acquisition strategy, global recruiting resources, competency-based methodologies, and a exible service delivery model, thereby enabling clients to identify, a ract and retain talents. E-HRMIS: PACE Global offers HRMIS products on Cloud and on a SaaS model covering all aspects of HR. e-HR brings about reliability, faster turn-around time, improves quality and employee satisfaction, capitalizes on technology potential, and brings about effective cost-cu ing. ey also offer HR products to enhance operational efficiency of the company.

PACE Global’s Pre-eminent Learning, Cultural and Legit Platform As hierarchies give way to network-based teams, companies need to invest in the concept of learning

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“

We believe in a relationship based on integrity, fairness and a mutual win-win Girish Nair

agility and leadership-training, thereby guaranteeing that everyone is equipped to become a leader and take the lead. e new transformative aspects of work – creativity, empathy and collaboration are going to be the crucial aspects in the new work environments. At PACE, we think about how to nourish, nurture and unleash the human potential aided with technology through the TPO model. PACE achieves this by building a highly skilled and engaged workforce through learning and development programs focused on core competencies. PACE Global, analysis business goals and the company culture before embarking on tailor-made solutions for their clients. eir training functions sharpen the focus of an organization by helping employees gear up for more complex and demanding roles within the company. To achieve this, PACE provides them with individual /need-based/skill-based training development programs. At PACE, HR legal experts understand the intricacies involved in the HR-related laws and the diﬃculties faced by companies in complying with them. is enables them to provide a comprehensive range of services to the clients related to the legal issues faced by them.

Founder & CEO

e Pacemaker of PACE Global HR Consulting Services Girish Nair, Founder & CEO of PACE Global HR Consulting Services, is an endeavoring strategic HR Professional with over two decades of an accomplished global career with prominent companies across diﬀerent industries. He has been largely involved in building, shaping and providing Innovative HR strategies for the augmentation of organizations. His leadership acumen encapsulates almost every business requirement of organizations thereby understanding the people-processtechnology nexus associated with running and managing a global business delivery out t. Girish is a B.A., LL. B. and MBA (HR). He has been endorsed with a number of HR certi cations and earned an Executive Education Program accreditation from the Harvard Business School

The

Most Innovative 2 0 Management 1 Companies in 9

Maneuvers To Hire A Talent Research by LinkedIn says that more than 75% of job seekers research a company’s reputation before applying. e organization with not so good reputation struggles to a ract candidates, but they also struggle to withstand employees. If a company has a strategy in place, it can only a ract current and future employees. Recruiters need to have an Employer Branding strategy that is true, credible, relevant distinctive and as pirational.

ccording to research, the current job market is 90% candidate-driven. Consequently, searching and recruiting ideal candidates, especially those with in-demand skills, has become expensive and time-consuming. at’s why there is a major shi going on in recruiting paradigm and the eld of human resources is continuously evolving. ese changes are inevitable because of a more global workforce. So it is important to look at the latest trends that will aﬀect the recruiting industry in 2019. We highlighted recruiting trends for 2019 that you need to start implementing.

Recruitment Marketing Recruitment marketing is the process of promoting and a racting talented individuals to your organization using marketing strategies. It is a practice that has been introduced as a result of the current situation in the labor market. Its main goal is to follow the latest trends in the market and oﬀer optimistic solutions to the companies for new challenges. Organizations that rst implements these new recruiting best practices will be more likely to a ract talent which makes Recruitment Marketing at the sole top of the recruitment trends.

Employer Branding Employer branding is essential for building a strong and a ractive employer brand. Employer brand is about the company's reputation as an employer, and its employee value proposition, as opposed to its more general corporate brand reputation and value proposition to customers.

Social Recruiting Social media recruiting is one of the core elements of recruitment marketing and can enhance your talent acquisition strategy beyond traditional recruiting so ware. It is the technique of using social media to a ract and recruit potential candidates. It does not only include social media platforms but it can also incorporate real-life, face-to-face networking events. A combination of social media platforms and traditional recruiting strategies is the best way to de ne social recruiting. Social recruiting suggests diﬀerent ways of using social media networks such as Facebook, Twi er, LinkedIn, etc and websites, blogs, forums, job boards to search and hire talent, build a relationship with them and encourage them to apply for your vacant job positions.

Inbound Recruiting In the recruitment process, there has been a switch from outbound to inbound recruiting. Only reaching out to the candidates and oﬀering an open position is not enough to a ract talent. Inbound Recruiting is a strategy where you proactively and continually a ract candidates with the aim to make them choose you as their next employer. Inbound recruiting focuses on a racting, converting and engaging candidates to work long term. If you are looking for a long-term solution to improve your recruiting and hiring strategy, inbound recruiting is the recruitment trend you should adopt.

Talent Pools Talent pools are shortlisting of candidates who are

AUGUST 2019 | 32

not currently being considered for a position. It could include, candidates that your team has sourced, or leads from careers fairs or events, or unsuccessful applicants that you would like to re-engage and more. O en these people are passive candidates, but will be prepared to have a conversation if you come to them with the right opportunity. Eﬀective pooling is therefore an eﬀective way for recruiters to maintain a constant ow of candidates for the business. Recruiting and business leaders commonly talk about maintaining talent pools for a longer-term, more strategic view of their company’s recruiting capability.

Data-driven Recruiting Data-driven and HR analytics tools are commonly used by HR professionals for faster identi cation and evaluation of a candidate for a speci c position. e tools play a strategic role to nd potential candidates in the fast-paced labored market. With the help of these, every phase of hiring can now be monitored and evaluated. Data-driven recruiting is when you use tangible facts and gures to inform your hiring decisions, from selecting candidates to creating hiring plans. Recruiting teams that use data are more o en be eﬃcient, reduce costs and improve their hiring. Using data in your hiring process increases your quality of recruitment. Data-driven recruiting also helps you to increase productivity and eﬃciency, discover hiring issues, benchmark and forecast your hiring.

Talent Sourcing Talent sourcing plays a prominent role in lling vacancies that are crucial. It is a method of generating candidate ow, searching, and networking with a targeted approach to convert individuals into an applicant or providing additional referrals. Strategic talent sourcing helps you to recognize highly quali ed candidates earlier in the process. Most of the times more than half of the people who apply for a job are under-quali ed. LinkedIn research has shown that only about 36% of potential candidates are job seekers. However, more than 90% of them are interested in hearing about new job opportunities. Sourcing allows you to begin a more focused conversation with scrutinized candidates. At the start of this conversation, you can align the employer value

proposition to the values and goals of your prospective candidate. Equally useful, you can quickly identify whether there’s a t at all.

Collaborative Hiring Collaborative hiring is a team-based hiring strategy that structures your recruitment process to get colleagues from other departments of your business more involved. It typically involves a multi-stage interview process, allowing the candidate to meet more employees than the two or three they would usually meet. Collaborative hiring is extremely important as it signi cantly improves the quality of new hires. Consequently, it helps to less stress on the recruiter, a be er chance of hiring cultural ts, improved candidate experience and Enable referrals. It also helps to increase business buy-in to talent acquisition employee retention and to limit unconscious bias.

Strategic Alignment e challenge of eﬀective talent management to wherewithal business growth is a consistent utmost priority among global Companies. However, many companies struggle on how their recruitment process can align with the organization’s strategic direction to successfully move the business forward. Aligning the recruitment strategy with the strategic plan can reinforce the company’s competitive advantage. Talent management has to take into consideration both current and future needs, and the recruitment process, as part of the talent development, has to be approached with a clear strategic insight on both current and future talent requirements

The

Most Innovative 2 0 Management 1 Companies in 9

Recany T

Variegated Recruitment Specialist

echnology is changing the world as we know it, and that includes how we do business. Whether it is for the be erment or not is up for debate; nonetheless, if we want to keep up, we must adapt. Sourcing can sometimes feel like searching for a needle in a haystack. ere are countless great candidates out there, but nding the one who is the right t for a speci c role at a speci c time requires a lot of searching. Also, it requires time to develop strategies and policies that create an engaging environment for their employees, enhancing retention and ensuring that they are fully developing their staﬀ. Recruitment managers should acknowledge these advances and invest in smart recruiting. Coimbatore based Recany (formerly called as JJ Consultants) specializes in distinct fortes, it has market knowledge that can be crucial in helping you pick the very best candidates for the job. e company has received various recognitions in the national and international business world.

Explicit and Honest-To-Goodness Approach Maintaining a pace with projects and scrutinizing the extremely talented individuals has become ever more challenging and so HR can seem daunting to many organizations. But, Recany loves it and oﬀers a wide range of HR Solutions. It brings the best-suited talent for a company. It has been immensely successful in creating a global network of a highly adept intelligent workforce that can help a company to achieve its crucial projects and goals. All of Recany’s resources are multifaceted and come with years of commended performance. It specializes in recruitment for Mechanical, Automobile, Healthcare, Electrical, BPO, IT, Electronics, FMCG, Commercial, Retail, and Startup. Recany had successfully placed many job seekers in various parts of the world like Malaysia, Sharjah, Dubai, ailand, Maldives, Romania, and many more. Apart from perfect placements, Recany also provides visa services like Employment Visa, Work permit to the candidates so that they do not face any

difficulties in abroad. “Transparency is the building block of reputation,” emphasizes Pradeep Kumar, “Recany is very particular about the background veri cation process, it scans applicant’s educational certi cates and their passport & visa with respective embassy just to make sure documents originality along with if any visa backlisted or rejected,” he added. Recruitment Outsourcing: It provides customized, scalable and exible recruitment process outsourcing solutions for the requirement of skilled candidates with the desired pro le. Permanent recruitment: Recany provides best-suited candidates to various organizations in the shortest span of time by collaborating with all types and sizes of industries in the search of talents. Recany is dedicated to nding reliable and experienced candidates for permanent positions. Contract/Temporary Recruitment: Recany offers temporary staffing services for global companies, and businesses across the whole world apart from the contract staffing India. It is leading temporary staffing agencies in the world who provides employers costeffective and efficient employees that will be able to perform the required job role. International Placements and Visa: Being cognizant of all the intricacies involved in an international recruitment procedure, Recany specializes in providing fast and dependable services. e experience gained by processing millions of travel documents guarantees to have visas handled quickly, accurately and professionally.

Stand Tall in the Competition Recany is dedicated to oﬀering the highest quality of service to its clients. Its customer-centric approach deploys only certi ed applicants at the employer site and works in partnership with clients to tender them

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â&#x20AC;&#x153;

Do not lose hope, self-conď&#x20AC; dence

and guiding time makes you successful rst-class solutions for their manpower requirements. Recanyâ&#x20AC;&#x2122;s a ributes like transparency, genuine approach, timeless and accurate placement, maintaining the perfect balance between employers and candidates, stands tall against its competitors or other recruitment consultancies. And it has successfully recruited thousands of candidates in more than 300 plus companies in international locations.

Ingenious and Self- reliant Consultant of Recany From a data entry operator to founding Recany (formerly called JJ consultants) in 2011, Pradeep Kumar Padhi has successfully accomplished his career holding various positions in reputed organizations like Cognizant (SEZ-Coimbatore), Path nder Business Analysis (Coimbatore), ACS India Pvt Ltd (ITPL-Bangalore).. etc. He has turned the recruitment table in his favor through his explicit focus on xing the best talent. He holds a host of responsibilities, starting from resume selection to preliminary interview, and serves both aspiring candidates and hiring organizations. Inspiring from biggest HR professional Lee Kim Loong from Malaysia, Pradeep has started international recruitment from Malaysia and now reaches in almost

Pradeep Kumar Padhi Founder & CEO

every corner of the globe. He has built and maintained unbreakable faith and trust with the clients. His con dence, positive a itude, and integrity made him successful through his journey of struggle during the establishment of Recany. is distinctive feature has helped the company to established a strong network of talent- pool and esteemed organizations, many of its requirements ful ll just by references. Growing at 40% rate Recany now aims to enter Australia, Canada and it has a future aspiration to be one of the globally recognized strongest careermaking consultancies

The

Most Innovative 2 0 Management 1 Companies in 9

SIGMA-RH

ore than a million employees managed within 20 countries SIGMA-RH oﬀering so ware editor HRIS for medium and large companies. SIGMA-RH France, SIGMA-RH Solutions and SIGMA-HR USA oﬀer human resources management so ware dedicated to medium and large companies. e company's agship SIRH solution SIGMA-RH.net has been deployed in Europe, the United States, and Canada since 1992. e SIGMA-RH.net HR so ware stands out for its user-friendliness, its exibility, its transversality and its innovations such as geolocation tools, con gurable work ows, exible screens, powerful dynamic statistics engine and automation of tasks by an integrated robot. is suite enables HR departments to optimize their practice and to be able to look to the future, in a central and strategic role for the organization. e SIRH SIGMA-RH.net is an application that can be used internationally. It is in operation in twenty countries, in English and French.

Integrated, Reliable And Scalable HRIS e company's mission is to support medium and large companies in the optimization of their human resources management processes by oﬀering integrated, reliable and scalable HRIS so ware, thus promoting the sharing of information that saves time and money. And the vision is to contribute to the success of their customers by fostering continuous innovation, delivering so ware solutions that are at the forefront of technologies that exceed their expectations and facilitate the achievement of their business objectives. e way is paved so that they remain the leader in integrated solutions for HR process management.

Digitize the Management of Your Human Resources with Powerful HRIS Software

e SIRH SIGMA-RH.net so ware allows you to automate your human resources management process, centralize all your HR data and effectively manage health and safety at work (OHS) in order to focus on missions to higher added value: acquisition and retention of talent, employer brand, employee experience. With the SIRH SIGMA-RH.net so ware, you can analyze your HR data and take the right decisions to optimize the management of your human capital and contribute to grow your business. eir HR administrative management so ware simpli es the administrative management of your human resources such as onboarding, positions and jobs, compensation, o oarding. Talent Management So ware optimizes the management of your talents such as recruitments, annual and professional evaluations, GPEC, training, careers. e SIGMA-HR.net recruitment tools are integrated to the HRIS, which allows you to manage recruitments (internal and external) and to convert in a single click the candidate les to a new employee le in the database. Time and Holiday Management So ware manage working times efficiently while respecting your legal obligations such as schedules, holidays, absences, badging, planning. Workplace accident management so ware ensures effective monitoring of work-related accidents and occupational diseases, monitor your prevention actions and reduce your AT / MP contributions. It's a complete tool for managing work accidents and occupational diseases. Business Risk Management So ware assesses the risks, pilot your prevention plan and manage the professional prevention account of your employees. BDES and CSR so wareand social steering quickly build your Economic and Social Database and your Corporate Social Responsibility Reports. With

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SIGMA-HR.net is a global training management software to assist you in efciently and cost-effectively manage training, skills and careers in your company Patrice Poirier President

SIGMA-HR.net, you can publish all questionnaires and consolidate data in a click. You'll be ready to be audited at any time, and you'll reduce the time spent on gathering information.

Customizable and Scalable HRIS and QHSE so ware e HR SIGMA-RH so ware will adapt to your needs thanks to its wide functional coverage (administrative management so ware, time and vacation management so ware, talent management so ware, workplace accident management so ware and so ware). (Professional risk management) and its advanced parameterization capabilities. It will be able to support your company as its needs evolve in the eld of human resources management and health and safety at work. Automate your recurring HR tasks with their integrated robot, customize your HRIS with their con guration tools, and use the power of our geolocation technologies to perform your HR tasks even more eﬃciently. A simple, fast HR solution that

complies with the CNIL's requirements regarding the security and con dentiality of personal information. e SIRH SIGMA-RH.net oﬀers you, in addition to the Web solution, several features available in selfservice and on mobile such as requests for holidays, consultation of the balances of the counters, expense reports, requests for modi cations of the personal le.

Patrice Poirier, President at SIGMA-RH Solutions In 1992, Mr. Patrice Poirier founded the SIGMA-RH group in Montreal, Canada, and later opened branches in Paris, France and New York, USA. He is the inventor, creator and rst programmer of SIGMA-RH.net so ware, one of the most comprehensive, exible and powerful HRIS available today worldwide. Still fully active in the company structure, Mr. Poirier is located on the sales department for all agencies

The

Most Innovative 2 0 Management 1 Companies in 9

Trending Techs

Artiď&#x20AC; cial Intelligence Enumerating Dimensions Of Human Resources

oday, AI (Arti cial Intelligence) is playing a prominent role in IT industry and most of the business spheres, many modern machines can learn, make diďŹ&#x192;cult decisions, and think. AI-based so ware provides more optimistic solution for various areas of business. Some organizations shi ing to AI over traditional recruitment process, and it can change dimensions of Human Resources. Arti cial intelligence is beginning to revolutionize how recruitment professionals nd the best suitable candidate for a particular position. O en AI referred to dehumanizing but if used eďŹ&#x192;ciently, it can actually allow recruiters to be more human. AI becomes an essential tool for most advanced companies. As these are time-saving tools which automate the whole process of recruitment from resume screening to AI-powered chatbots which provide help and advice to candidates.

Posting

e Perfect Job Advert

Any recruitment process starts with a job post, though this step is o en overlooked. Hiring the wrong person can be very costly for any business and nding the right talent is crucial for every business. In a world of vicious competition to li the top talent, recruiters should not leave anything to chance. And posting a job advert is where the applicant's journey begins, it is the very rst thing that candidates see from your organization and posting the right job is indispensable. It is clear that AI-powered so ware is a powerful tool in saving recruiters a lot of time while also helping them to nd the best and various talent.

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Fast Screening Process & More Targeted Candidates e most time-consuming task in recruitment is ge ing the best candidates selected for a tier one interview by scrutinizing through hundreds of possibilities. AI can search matching candidates, make contact, conduct preliminary interviews, assess resumes, and con rms the best for an interview. Arti cial intelligence is already reforming the hiring process because recruiters are now able to target more quali ed candidates than ever before. AI now lets them target searches by job title, industry, education, age, location, salary, spending habits and more and they can do this without ever talking to the candidate.

Impartial Decisions For all kind of organizations, biased decisions are very common and highly aďŹ&#x20AC;ecting problems. Human intrusion always implies a certain share of unconscious or conscious bias. AI solutions are able to reduce this element. As all the decisions are made taking into account data and resume only, recruiters get a great opportunity to hire only the best candidates based on their real potential.

Catch Unnatural Behavior Nowadays Video interviews are an integral part of recruiting. Video interviews save recruiters and hiring managers a lot of time but also allows recruiters to get a tangible overall impression about the candidates.

But AI in recruitment are now taking such things a li le further, it provides an enormous repository of questions, recorded interviewing, expert evaluation, video conferencing and voice & face recognition. Few AI platforms uses machine learning to verify the applicants' video interviews and see if there is any type of strange behavior going on. is means the system can detect if the candidate is regularly looking away from the screen which may indicate the use of cue cards or if there is another voice on the recording which may indicate that the applicant has a friend on the phone for help.

AI-Powered Assistants (Chatbots) Usage of AI-powered assistants known as 'chatbots' has been increasing rapidly. Many companies use chatbots as an initial way to engage with visitors on their website. We've seen those messages popping up saying something like 'Hi there, need help nding what you're looking for?' lots of times. In recruitment, AI-powered assistants along with other things help to reduce time to hire and increase the speed of the application process. Chatbots can ask choice of questions and record speci c details that make for a be er conversation where the candidate nally meets the recruiter. Chatbots can ask a variety of questions about a candidate's skills, experience & quali cation. is helps to qualify and list out whole group of candidates against the criteria from the employer, meaning the recruiter has access to the most quali ed people

The

Most Innovative 2 0 Management 1 Companies in 9

TPG HR Services USA

ith 40 + years of HR experience, thousands of employees managed, and countless satis ed clients TPG HR Servicesis helping organizations in a variety of industries streamline and improve their HR operations. HR Services USA is a national leader in full-service HR solutions for small, medium and large businesses. ey help companies reach their organizational goals by providing comprehensive HR services to manage payroll, bene ts administration, employee relations and to oversee risk and compliance. TPG HR Services USA is comprised of a group of credentialed and experienced professionals, who possess their Master’s Degree in Human Resources. ey have a number of staff members who are MHRM recipients and who are currently working toward advanced HR degrees. e company has a long and successful history TPG HR Services USA can develop customized HR outsourcing solutions that work best for you and your company’s needs. If you are a small company without any dedicated HR professionals on the payroll, they can become your HR department, working either on or off site. If your company is larger and has existing HR personnel, they can work with them to deliver speci c services, help with special projects, provide extra seasonal staff, or consult on designing or revising HR policies and procedures.

Customized HR Outsourcing Solutions TPG has assembled a team of experienced professionals (many with a Master’s in HR) that will consistently deliver the best results for your company.

Leader in Full-service HR Solutions

HR Outsourcing, Free up your staff to focus on critical business objectives by partnering with TPG HR Services & choosing from their menu of HR services. HR outsourcing can be a reliable & costeffective way to meet your HR needs. Payroll Management, they work with companies of all sizes to manage their payroll and make sure their personnel are compensated without any issues. Its Compliance Assistance helps you navigate the ever-growing maze of HR regulations to ensure your continued compliance with new and existing laws, while keeping you protected from undue penalties. Employee Recruitment, they believe the quality employees are the lifeblood of any business. ey help you recruit the most promising and quali ed professionals in your industry. Much time can be lost in the transition from applicant to employee. ey provide Employee Onboarding, where they can expedite the onboarding process and ensure that employees have completed all the right steps to be part of your team. Ensuring staff satisfaction can be a 24/7 job by itself. With their Employee Relations they work with your employees on your behalf to promptly resolve their issues according to your internal policies. During the o en chaotic period of Mergers and Acquisitions, they can help develop an effective integration strategy that accounts for all the possible HR pitfalls, allowing you to focus on other critical priorities.

Featured Services HR Consulting, they increase an organization's productivity by leveraging the expertise of their HR consultants. ey can provide a fresh perspective on, and concrete solutions to, a variety of issues that impact your bo om line.

Absence and lateness can account for a substantial amount of lost revenue, signi cantly obstructing your long-term growth objectives. ey can help you identify, develop and implement quality Time Management solutions.

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“

The logistics of HR operations can very quickly bury your staff and cause important matters to go unresolved. Let TPG HR Services USA do the work

Mary Pomerantz CEO

With Unemployment Management they quickly resolve unemployment ma ers while identifying and addressing fraudulent claims. ey’ll work with employees and agencies to ensure a timely, fair and cost-eﬀective resolution. eir Bene ts Management service save money on bene ts-related costs. ey are ready to help you nd quality employee-bene t plans and seamlessly manage day-to-day administration of all bene ts issues. With their Workers' Compensation avoid penalties and unnecessary costs related to workers’ compensation. ey will negotiate with providers on your behalf and communicate with employees throughout their claims.

Mary Pomerantz, MHRM SPHR – CEO Mary Pomerantz, MHRM SPHR – CEO, holds a Master’s in Human Resource Management (MHRM) and is a certi ed Senior Professional in Human Resources (SPHR). Mary also serves as CEO of Mary Pomerantz Advertising, one of the largest recruitment advertising agencies in the country. Earlier in her career, she was president of the 17th largest staﬃng rm in the country. eir senior staﬀ possesses over 30 years of HR experience and their professionals are constantly researching new business trends and regulations to ensure their clients are ahead of the curve

Keep your staﬀ in the loop about important events and company developments. eir Employee Communications services help you stay connected with your team.

The

Most Innovative 2 0 Management 1 Companies in 9

Company

Key Person

Description

Adler Talent Solutions Pvt. Ltd. www.adlertalent.com

Raj Lalwani Managing Director

Adler Talent Solutions is a boutique HR service provider focusing on end-to-end HR management solutions.

Asure So ware www.asureso ware.com

Pat Goepel CEO

Asure So ware is a so ware company. Prior to September 13, 2007, the company was known as Forgent Networks.

Buck www.buck.com

Jack Freker Ceo

Based in New York, Buck is an integrated HR and bene ts consulting, administration and technology services provider.

HR Consultants Inc. www.hrconsults.com

Jonna Contacos-Sawyer President

HRC provides customized HR outsourcing, consultation, training and education services designed to improve the competitive positioning of your organization.

InterviewAir www.interviewair.com

Ridhima Gauba Co-founder & COO

InterviewAir is an AI based asynchronous Video InterviewingTechnological marketplace and skill developing platform connecting Candidates, Colleges, Companies, Consultants, Trainers &Institutes.

Pace Global HR Consulting Services. paceglobalhr.com

Girish Nair Founder & CEO

PACE oﬀers innovative and simpli ed services in the various facets of HR along with providing optimum tailored solutions for the client.

Recany www.recany.com www.recany.in www.jjconsultants.net

Pradeep Kumar Padhi Founder & CEO

“Do not lose hope, self-con dence and guiding time makes you successful” – Pradeep Kumar Padhi, Founder & CEO, Recany

SIGMA-RH Solutions Inc. www.sigma-rh.com

Patrice Poirier President

“SIGMA-HR.net is a global training management so ware to assist you in eﬃciently and cost-eﬀectively manage training, skills and careers in your company”

TPG HR Services USA www.tpghrservices.com

Mary Pomerantz CEO

" e logistics of HR operations can very quickly bury your staﬀ and cause important ma ers to go unresolved. Let TPG HR Services USA do the work." — Mary Pomerantz, CEO

Wolves India wolves-india.com

Raghu S. Co-founder & CEO

Founded in 2014, Wolves India is specialized in Recruitment, Leadership Hiring, RPO, and staﬃng.

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The Ambition, To think each Line thousand Time.

The Audi R8 is the Embodiment of Technology