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Silverpeople

Silverpeople, a venture by Uberlife Consulting Pvt. Ltd., offers complete recruitment solutions for

SilverPeople, came into existence in 2005, when directors of parent group experienced/identified huge gaps in recruitment industry in terms of:

• Quality of service
• Level of understanding
• Commitment levels and
• Overall management of entire recruitment process

SilverPeople was incorporated to give professional, efficient and international service standards to its clients by adopting best practices from multiple industries.

24/01/2022

Hybrid dynamics of work, workplace and workforce in a post-pandemic world

Hybrid workplace is now a permanent variable especially in the technology sectors and companies that haven t already are now aligning their business trajectories with this new way of working

20/01/2022

https://www.peoplematters.in/blog/strategic-hr/the-criticality-of-critical-thinking-32303

The criticality of critical thinking

experience and position matters, new people may not be encouraged to try out new ideas leading to a drain in innovation. In cultures which are not psychologically safe, making mistakes is looked down upon, curbing creativity and talent. Making mistakes could be seen or perceived as incompetence. On a different note, I read about a leader making a mistake costing the company thousands of dollars and he thought that he would be fired and when he was called for a meeting with his boss he went in thinking the worst. But what happened was a surprise to him, the boss sat him down and asked, “Tell me, what you learned from this mistake.” The organization looked at mistakes as stepping stones for growth and success.
Perspective on the problem: At times, the ability to look at the problem from the other’s perspective is missed. We look at known ways of solving problems and apply the same to other contexts which misfires.
Mindset: A leadership mindset which tends to assign blame, focus on external circumstances instead of taking personal responsibility, being accountable and taking ownership for self and the team concedes to mundane ways of thinking and being.
Critical thinking leading to generation of new ideas, newer ways of thinking, innovating is a matter of culture, context and person specific to an extent. It thrives in workplaces that allow for learning, relearning & unlearning and in cultures where routine is favoured it fades away into dim light!

Curiosity is much more important to an organization s performance than was previously thought

03/01/2022

Dynamic workflow in hiring – How can it help your hybrid workplace hiring efforts?
https://www.peoplematters.in/article/recruitment/dynamic-workflow-in-hiring-how-can-it-help-your-hybrid-workplace-hiring-efforts-31994
Rethinking the hiring process
When hiring for hybrid environments, some of the key priorities are time-to-fill, pre-screening assessments, and hiring automation, according to Ajay Kadyan, Co-founder, Zimyo.

Hiring workflows: The hiring workflows need to be different for different companies and even for different roles within the same company.

Speed and quality of hiring: In a virtual environment, looking for soft skills becomes important, hence Schenker relooked at assessment processes. re

Culture and connection: Assigning new hires a buddy to make them feel included, conducting onboarding events all over the country are ways to ensure a consistent new joiner experience. Hence a mix of technology plus stakeholder management has enhanced the candidate experience.

With the complexity in the talent landscape the recruiter role is no longer about coordination it is about identifying the right talent and right fit for the role

20/12/2021

https://www.peoplematters.in/article/talent-management/the-big-talent-war-31805?media_type=article&subcat=talent-acquisition&title=the-big-talent-war&id=31805

How do we build a talent community?
Talent community is a pool of talent that you as a recruiter believe will be a good fit in your organization. Now, it is not necessary that one needs to have an open role for them. These are specific individuals that you have sourced, connected, met at an event and you believe that they would be a good fit for your organization soon. (They are sorted by criteria such as Educational background, Companies they have worked for, Technology etc.). Any candidate might not be looking out immediately but still follows your organization on a social media page. These are the ones that can be kept engaged and informed with your talent community.

Few points that are crucial for any successful talent community is –

Target group
Goal setting
Engagement strategy
Tools
One generally asks this question as to “who” should be part of the community? Should it be your general audience, or should there be a more specific approach? The answer is simple- It is up to you! As a recruiter you get to decide which skill of yours requires to be built into a talent community. Should it be a niche skill or role or should it be a repeating skill.

The race for top talent requires a deep understanding by the recruiter on what a candidate wants in their next role. While the question does not have one common answer, however there are few ways in which you can tilt them towards your organization. Talent communities is a multiyear project. One should invest time to build and nurture it. Once you have clarity on which direction your TC should be moving, that is when you start seeding the community. They are not a good strategy for reactive recruitment but an effective tool for proactive recruitment.

The pandemic has caused an unprecedented wave of tech adoption for businesses across all industries as companies learned to work remotely and connect with customers virtually they essentially crammed a decade s worth of tech adoption and digital transformation into a single whirlwind year

13/12/2021

Combine customer support mindset and technology for a better job offer conversion
https://www.peoplematters.in/article/talent-acquisition/combine-customer-support-mindset-and-technology-for-a-better-job-offer-conversion-31796?media_type=article&subcat=recruitment&title=combine-customer-support-mindset-and-technology-for-a-better-job-offer-conversion&id=31796

The nature of tech talent is rapidly changing, with an increasing overlap of roles and responsibilities between technology and the business*. Modern-day tech roles are moving away from operational focus centred on risk reduction and cost efficiencies, to a more strategic focus involving value creation and business growth. New skills that are synonymous with tech roles are innovation, business acumen, growth mindset, customer experience, collaboration, agility, predictive insights, and so on. This has created a need to reimagine the entire technology talent strategy. The demand for tech talent has always been high, with companies facing a real talent crunch amidst the War for Tech Talent. But with the pandemic in-sight, renewed challenges to attract, engage and retain tech talent have emerged.

Backed by intelligent insights and transactional tasks being taken care of by a tool recruiters can now focus on more value-adding work and make timely interventions to actually create the right impact on potential talent

06/12/2021

https://www.peoplematters.in/article/employee-engagement/how-to-boost-happiness-quotient-at-work-31526
How to boost happiness quotient at work
Happiness is a science and research has helped understand how human well-being and a fulfilling life are linked.

While exploring scientific methods and habits that affect individual happiness, I have come across six dimensions of happiness. An individual can lead a wonderful life by following this wheel and achieve a higher happiness quotient:-
Timescale – Training our mind to be comfortable about the past, content in the present and hopeful of the future.
Our Being – Prioritising mental health along with physical health, especially in these times, enables a conscious effort towards well-being.
Achievements – Realising goals and achieving small/ big victories through determination and hard work gives us a sense of purpose and self-worth.
Relationships – As social animals, forging deep and lasting relationships and interactions based on love, trust and respect has a significant impact on our happiness quotient.
Worklife – On average, we spend 75 percent of our lives working. Nurturing our talent and interest helps create an identity and a mode to express ourselves.
Meaningfulness – Contributing to a larger purpose and change towards the betterment of society and the less-privileged will not only make us feel good about our contribution, but also add a meaning to our life.

Happiness is a science and research has helped understand how human well-being and a fulfilling life are linked

29/11/2021

Soliciting diversity, Inclusion, and belonging in the workplace
https://www.peoplematters.in/article/culture/soliciting-diversity-inclusion-and-belonging-in-the-workplace-31751?media_type=article&subcat=strategic-hr&title=soliciting-diversity-inclusion-and-belonging-in-the-workplace&id=31751

Diversity, inclusion, and belonging management are typically seen in large corporations, but in the face of a pandemic, it has become a requisite for all sizes of businesses to accept, particularly for local firms those find it difficult to compete with large corporations, and it becomes even more hard and expensive when companies seek talent from all these corporations.

In the current scenario, work-from-home culture has become the new normal for all of us, and it is in high demand. Employees are preferring those companies that provide permanent work from home or work till the pandemic is gone. Before the pandemics, companies showed little interest in strengthening their IT infrastructure so that they could provide employees with the option of working from home, which is now a need for firms to practice surviving in this global catastrophe. Small enterprises had no choice but to move forward with available solutions to practices to survive during this crisis. As soon as the pandemic hit, we saw a radical transformation in the hiring process in small firms. This is a proven fact that, Individuals of all gender identities, social backgrounds, traditional values, age, sexual preference, ethnicity, education, religion, faith, economic conditions, and disabilities can achieve their goals, aspirations, and passions due to diversity, inclusion, and belonging environment developed by organization.

As industries strive to create a workplace that reflects current demographic trends uniqueness integration and belonging are becoming increasingly important

18/11/2021

It’s no longer work-life balance; Work-Life Integration is what HR managers and employees are after

https://www.peoplematters.in/article/life-at-work/its-no-longer-work-life-balance-work-life-integration-is-what-hr-managers-and-employees-are-after-31520

This is where the importance of work-life integration comes in. Gone are the days when people used to call it work-life balance. Today, especially in the remote working scenario, the term work-life balance incorrectly implies a separation between work and life. It also suggests competition between both elements. In contrast, work-life integration is an approach that aims to create more synergies between different areas of life, including work, family, friendships, well-being, community, health, etc.

With fewer physical and mental barriers between home and professional life, many people are finding it increasingly challenging to strike a healthy balance, and this is directly reflected in their job efficiency and productivity as well. Thankfully, employers who want to enhance their employees' work-life integration have a lot of options today. There are various reasons for HR to focus on work-life integration at the firm, whether they want to boost retention, avoid employee burnout, improve employee health, reduce absenteeism, or increase productivity. Here’s how HR can help out.

The abrupt shift to remote work has certainly erased the physical and psychological barriers between home and workplace

27/09/2021

https://www.peoplematters.in/blog/life-at-work/navigating-the-hybrid-working-paradox-why-what-and-how-30815

Navigating the hybrid working paradox: Why, What and How

Integrating the Why: One outcome, multiple pathways
As in the case of any change, it is best to start with the ‘why’. What are the outcomes that we are seeking? Defining outcomes in a way that combines benefits to every employee and the organization, as a whole, is a good place to start. One of the big shifts that has emerged in the wake of COVID-19 and the subsequent path to recovery is an equal footing in the employer – employee relationship. As a result, there is no distinction between organizational needs and employee needs anymore. To avoid the pitfall of polarizing positions on this issue, it will help to collectively define the outcomes, to shed assumptions like flexibility is for employees or productivity is for the organization but understand that it all boils down to creating conditions for achieving the common purpose.

Understanding of the 'why' 'what' and 'how' of hybrid working though is still evolving The very name of the concept denotes an integration of opposing priorities - it is a both and concept both remote and in person both flexible and having a framework

20/09/2021

https://www.peoplematters.in/blog/strategic-hr/how-hrs-can-get-inspiration-from-rjs-in-the-virtual-workplace-30915
How HRs can get inspiration from RJs in the virtual workplace?
The complications of a virtual workspace are pushing HR professionals to rethink and reimagine how they can provide employees with a seamless work environment and help them stay engaged. Meetings have turned into video calls, tasks have devolved into emails and workplaces have been compressed into laptops. At times, one cannot help but feel that we are only talking to boxes on the screen! Therefore, these days, it has become all the more necessary for HR teams to connect and rebuild a stronger relationship with the voices behind the screen. It’s what radio jockeys or RJs do - using their voice to connect with millions behind the boxes.

Radio jockeys know how to forge a personalized connection with their audience. This made me think about how RJs like Ameen Sayani have been mastering this art over the years and how they can effortlessly strike a chord with the audience, just with their voice. Indeed, in the ‘new normal’, HR professionals have a lot to learn from RJs - they need to learn how to connect with employees spread across multiple geographies.

In the new normal HR professionals have a lot to learn from RJs - they need to learn how to connect with employees spread across multiple geographies

08/09/2021

https://www.peoplematters.in/blog/life-at-work/reimagining-workspaces-the-digital-culture-reset-by-ashish-mittal-head-of-people-function-aviva-india-over-the-last-few-years-businesse-30650
Reimagining workspaces: The digital culture reset

Further, hiring and onboarding have transformed as well as they involve application tracking systems and video conferencing. The next step towards adding value to the Talent Acquisition journey is through Talent assessments & AI tools to find the right fit for the organizations. To ensure a strong Digital infrastructure, Tech talent is also a must for all organizations, across the market.

In hybrid workplaces, managers and leaders will have to put in more effort towards fostering relationships and building trust online through honest, forward looking and sincere conversations, even if it is not in person. Leaders and organizations must focus on diversity and inclusion to drive better outcomes with engaged, innovative employees and greater opportunities for growth.

As we look towards the future of work many employees who were once full-time office workers have now become full-time remote workers while others are looking forward to a hybrid model with a part-time office and home presence or work from anywhere models

06/09/2021

https://www.peoplematters.in/article/life-at-work/economy-and-flexi-staffing-contradictory-or-complementary-30736
Economy and Flexi-staffing - Contradictory or complementary?

Security and Benefits
Though the demand for flexi-staffing is on the rise globally, not all countries have laws mandating the basic security and benefits for the flexi-staff, to be offered by the employers. While the developed countries are already taking the security and benefits of the gig worker into account, the fate of gig workers in the developing zones is gaining certainty at a slower rate. Das says, “The gig workforce, which is a fringe phenomenon at present, is expected to become mainstream in the next 5-10 years. Developed countries such as the USA, where the gig workforce includes knowledge workers, have enacted laws to protect the flexi workers and it might follow in India as well.” Further elaborating the scenario of the APAC region he said that the present global average of contractual staff is about 2% of the total workforce out of which the Indian proportion is 0.4% to 0.5% which is expected to rise ten times in the next ten years.

While the idea of flexible staffing has been accepted globally several questions driven by various factors remain unanswered in terms of offering basic security and benefits to the flexi-staff In fact the picture varies with changing geography depending on the regional economy

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Bangalore
560048

Opening Hours

Monday	9:30am - 6:30pm
Tuesday	9:30am - 6:30pm
Wednesday	9:30am - 6:30pm
Thursday	9:30am - 6:30pm
Friday	9:30am - 6:30pm
Saturday	10am - 1:30pm

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