Asanify’s Post

Take the challenge and learn while delivering desired results! This is the mantra that has driven me throughout my journey, which has been nothing short of challenging. Despite coming from a different field, I secured a human resources job through my dedication to learn. Venturing into HR within healthcare post-COVID-19 was a challenging task, but I was determined to build teams and enhance hiring processes. Taskar Global Pvt Ltd became my professional home, secured through LinkedIn. Although it was initially challenging due to the breadth of HR beyond recruitment, I embraced my role as an HR Executive. My responsibilities include recruitment, attendance management, training, leave, and payroll. Implementing policies to improve punctuality and fostering dialogue between employees and senior management have been instrumental in enhancing productivity and organizational culture. My overall ambition was to master HR operations and business administration contributing to company growth, and navigate challenges typical of startup environments, such as limited resources and employee retention. Despite these hurdles, I remain committed to honing my skills and facilitating the company's prosperity. Now I'm ready to tackle new challenges and deliver results! If you're driven to take on new opportunities in jobs, businesses, or mutual growth ventures, let's connect. Together, we can make a difference and achieve success. Reach out and let's explore the possibilities! #jobconsulting #startuplife #businessgrowth #employeeretention #newbeginnings #personalgrowth

✨ 𝐓𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐒𝐤𝐢𝐥𝐥𝐬 𝐨𝐯𝐞𝐫 𝐂𝐫𝐞𝐝𝐞𝐧𝐭𝐢𝐚𝐥𝐬 ✨ In today’s fast-evolving workplace, skills are the new currency of success. As HR professionals, we must shift from traditional degree requirements to skills-based hiring, unlocking diverse talent and ensuring we bring in adaptable, innovative candidates for the modern workforce. 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝟑 𝐫𝐞𝐚𝐬𝐨𝐧𝐬 𝐰𝐡𝐲 𝐚 𝐬𝐤𝐢𝐥𝐥𝐬-𝐟𝐢𝐫𝐬𝐭 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 𝐰𝐨𝐫𝐤𝐬: 💙𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲: It widens access to opportunities, opening doors for individuals with non-traditional backgrounds. 🤎𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧: Employees whose skills align with the role tend to be more engaged and satisfied. 💚𝐀𝐠𝐢𝐥𝐢𝐭𝐲: As markets change, a focus on skills enables quicker adaptation to new challenges. Let’s make hiring about potential, not just past credentials! 🌱 🔔 Follow Gaurvanshi Rajawat for more such insights. ✨ LinkedIn | LinkedIn for Learning | LinkedIn News India | LinkedIn Talent Solutions #HR #TalentAcquisition #SkillsFirst #EmployeeDevelopment #FutureOfWork

🚀 Exciting News! 🚀 🌟 Have you heard? HRGuy.co.in is now on LinkedIn! 🌟 Join our growing community of HR professionals where we discuss everything HR-related, share valuable insights, and provide access to a wealth of resources including HR jobs, templates, policies, and more! 💼 Looking for your next career opportunity in HR? Explore our curated list of HR jobs to find the perfect fit for you. 📑 Need templates and policies to streamline your HR processes? We've got you covered with a comprehensive collection to help you excel in your role. 💬 Plus, join the conversation on our discussion board where you can connect with peers, ask questions, and share your expertise. Follow our page for regular updates, industry news, and exclusive content to take your HR career to new heights! Don't miss out – hit that follow button now! 🔔 #HR #HumanResources #HRJobs #HRCommunity #HRProfessionals #CareerOpportunity #JobSearch #Templates #Policies #DiscussionBoard #HRGuy #LinkedIn #FollowUs #JoinTheConversation Visit us at HRGuy.co.in to explore more!

"Speed and Efficiency: The Cornerstones of a Successful HR Professional" In the dynamic world of HR, one piece of advice that is consistently guiding me, stated by my boss is " To be a good HR, you need to have two things - Speed and Efficiency." These aren't just buzzwords; they're the foundation of effective HR management. Speed ensures that we're responsive, agile, and able to adapt to the fast-paced demands of the business. In recruitment, for instance, the quicker we can identify and secure top talent, the better we position our organization to succeed. Efficiency, on the other hand, is about doing things right. It's not just about getting things done quickly but ensuring that every action is aligned with organizational goals and adds value. Balancing these two elements can be challenging, but it's what separates a good HR professional from a great one. As I continue my journey in HR at Bajaj Technology Services , these principles are at the core of my approach to every task and responsibility. #HRInsights #Efficiency #HRspeed #ProfessionalGrowth #HRintern #BajajTechnologyServices

I started my career in Talent Acquisition and there never been a single day I didn't enjoy doing what I do. Fresh pass out from college, when I started my career, I wanted to explore different function of HR and someone very very senior to me told me if you want to be a good HR professional and a good HR leader one day you have to do Recruitment for 2-3 years and meanwhile you can also work with team in different functions of HR and learn from it as no one get any role in apart from recruitment in HR while starting their career, I believed them and started working and indeed I learnt a lot of things in different functions of HR, I worked with some of the best leaders out and today I have experience and skillset in Recruitment unquestionably, yet also a fair involvement in HR Ops, HR Business Partnering, On-boarding - Off-boarding, Employee Engagement and now I think of course recruitment is one of my strength and forte, but I am now ready to explore and gain experience in other core HR functions. But whenever I apply for other roles in HR apart from "Recruitment", people say we are very impressed with your background and experience and your skillset in other functions of HR, but you are just a "RECRUITER". I want to understand why there is so much discrimination and biasness between "Recruitment and Other function of HR", why a person having amazingly great track record in Talent Acquisition and having skills in different function of HR cannot be employed for any other function of HR. Why there is this difference in HR, for the HR and that too by the HR, even when Talent Acquisition professionals bring a wealth of skills that are often undervalued in other HR roles. It's crucial to recognize and leverage their expertise across various functions for a more robust and versatile HR team??? #linkedin hashtag #talentacquisition hashtag #humanresources hashtag #hiring hashtag #leadership #hr #hrcareer #corporatehr #hrpolitics #hrbiassness

The Experience Dilemma 💼 HR: We’re looking for someone with 5️⃣ years of experience in this field. 😊 Candidate: I have 4️⃣ years of relevant experience and have handled similar responsibilities in my current role. 💼 HR: That’s great, but we really need someone with at least 5 years. 🤔 Candidate: Understood! Just curious—what specific skills or tasks require that extra year of experience? 💼 HR: Well, it’s just our standard requirement for the role. 🤷 Candidate: I see. If someone with 5 years applies, would you consider them even without the skills I’ve already demonstrated? 💼 HR: It depends, but we’d likely train them on what’s missing. 🤝 Candidate: Then wouldn’t it make sense to consider someone with the right skills and proven results, even if slightly under the years required? This is a reminder that ✅ skills and 🔑 potential matter more than arbitrary benchmarks. Let’s focus on talent and results instead of strict numbers! #HR 💡 #HiringPractices 🎯 #SkillsOverYears ✨ #FairOpportunities 🙌 #WorkplaceChange 🌱

Moreover, don’t you find the idea of restricting candidates based solely on years of experience absurd? Are two individuals of the same age identical in their capabilities? Are two students sitting side by side in the same classroom for years the same in terms of skills and potential? I’ve always believed that a good buyer (or recruiter) should take responsibility for finding the right "apple," rather than expecting the apple to sell itself to them. Similarly, it’s the recruiter’s job to identify talent that aligns with their company’s needs, yet I frequently encounter recruiters who ask the same generic questions as if reading from a shared document, lazily waiting for candidates to pitch themselves—even when the candidates might not fully meet their qualifications. On top of that, they’ve invented an absurd system like ATS (Applicant Tracking Systems) to avoid making the effort of recognizing talent, treating candidates as if they were items in an online store filtered by arbitrary criteria. Dear recruiters, humans are complex beings shaped by a multitude of factors—innate traits, personal and professional experiences, and countless others. Here’s a bonus for you 🙂. While writing this, I recalled an incident from my professional career. Once, a team approached me with a question about solving a particular issue. I proposed a solution, but their manager responded aggressively, boasting about his extensive years of experience and diverse practice. Yet, the entire company was well aware of the quality of his work and professionalism (or lack thereof). Let me ask you this: should someone in HR, a department expected to embody restraint and ethics, a leader of one of its branches, behave in such an aggressive and unprofessional manner? The irony is that I had resolved a similar issue before, using the exact method I proposed to them. This highlights that years are not always a guarantee of quality, and younger professionals can bring fresh perspectives, innovative solutions, and a modern approach that can be invaluable to a company’s growth. Unfortunately, we have what we have—unprofessional individuals who, whether by accident or through questionable means, end up in positions where they can damage others’ careers while prioritizing their own interests over those of the company. In the end, I sincerely wish everyone finds their safe harbor, a place where harmony and balance prevail ✨

👀 Have you ever noticed HR jobs being advertised, only for the title or description to change a week later? Often, it’s because the role isn’t attracting enough candidates or the company isn’t quite sure what they need yet. At Artera HR, we can help you evaluate your needs, assess the skills you already have on your team, and identify the gaps that need to be filled. Once that's clear, we can assist in hiring the right person for the job, ensuring your team is set up for success from the start. ⭐ If you're facing this challenge or simply want to refine your hiring process, let's chat! 💬 #HRConsulting #TalentAcquisition #HiringStrategy #ArteraHR #SkillsAssessment #HRjobs

👀 Have you ever noticed HR jobs being advertised, only for the title or description to change a week later? Often, it’s because the role isn’t attracting enough candidates or the company isn’t quite sure what they need yet. At Artera HR, we can help you evaluate your needs, assess the skills you already have on your team, and identify the gaps that need to be filled. Once that's clear, we can assist in hiring the right person for the job, ensuring your team is set up for success from the start. ⭐ If you're facing this challenge or simply want to refine your hiring process, let's chat! 💬 #HRConsulting #TalentAcquisition #HiringStrategy #ArteraHR #SkillsAssessment #HRjobs