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Top Trends in Talent Hiring – By Vivek Misra

In a fast-moving world, there could not be anything more important than keeping up with developing trends. In case of Talent Hiring, not keeping up with trends means that you are using outdated practices and producing weaker results. In today’s world, if an organisation wants to attract and hire top talent more efficiently, it needs to diversify the talent hiring and recruiting strategy to go beyond traditional job postings and sourcing through portals.

It’s imperative to take note of four key trends that help in diversifying talent hiring strategy and also help to improve hiring results:

• Digitising the hiring process;
• Building talent pipeline;
• Tapping into vast employee networks through employee referral programs; and
• Developing employer branding strategy.

Digitising the Hiring Process

Moving ahead from the traditional practices for recruitment, various organisations have adopted technology in such a way that they have started digitalising the complete process of recruitment right from sourcing to hiring. This not only helps the organisation to manage it in a better way, but rather serves as a positive beginning for the employees too. Candidates expect a fast and easy application procedure right from when they apply to when they have to complete the joining formalities. Even at post-hiring stage, digitised platforms help in applying intelligence to summarising the important information and producing sophisticated analytics for better decision making.

Building Talent Pipeline

One of the best approaches to hiring top talent is by proactively identifying, attracting and engaging qualified candidates with the desired skills, experiences and cultural fit, so as to have a healthy pipeline of quality prospects always available. Nowadays, sourcing is also about maintaining a positive bond with your backups, and targeting passive candidates who are not actively looking for new opportunities. To ensure this, companies are keeping regular follow up with candidates and keeping them updated on their job search status, and are sharing information about company, latest projects, etc. to keep them engaged and interested in the organisation through the various platforms such as newsletters, organisation blogs and other social media sites.

Tapping into vast employee networks through employee referral programs

Research shows that top organisations make over 40-50 percent of their new hires through employee referrals – and that referred candidates are faster and cheaper to hire than traditional candidates. Needless to say that refereed employees and employees who successfully refer tend to stay with the company longer. This clearly indicates that tapping employees’ networks is one of the best strategies for talent hiring in the future times to come. If you don’t already have an employee referral program, it’s time to build one. And if the existing program isn’t working, it’s time to look into how it can be improved to boost your talent hiring strategy because every employee could possibly turn out to be a productive recruiter for your company and I would advise you to not miss out on what you already have!

Developing Employer Branding Strategy

In a world where technology is driving so much, I would suggest organisations develop their employer brand using the same. Nearly, 40-50 percent of all candidates apply after visiting the company career site, which makes it quite obvious that company career sites are the most preferred source of information for candidates. The content you have on your career site, blogs and other social media sites is directly linked to the number of qualified applicants coming in and filtering out candidates who may not be a good fit. Also, in today’s millennial world, with around 70 – 80 percent of job seekers likely to use social media for job search, it is a huge prerogative that if your company isn’t on social media yet, or isn’t active, you will want to add it to your employer branding strategy. Companies nowadays are studying candidate segments/personas to figure out RIGHT social channels and platforms and the type of content that will resonate with target pool of candidates, so as to attract and engage them at the RIGHT platforms through authentic employer brand content that gets them excited about the idea of working for the company.

In today’s competitive job market, relying on job posting as the sole talent hiring strategy just doesn’t seem to work anymore. If an organisation wants the very best talent, they need to have a multichannel recruiting and employer brand strategy to find, nurture and convert qualified candidates into hires. Also, the millennials that are currently moving into workplaces are more into applications, social media and the internet. To target this technologically driven audience, adopting new and innovative hiring strategies gives an extra edge and leads to better results.

Author:

Vivek Misra

Founder & Director Mynd Solutions Pvt. Ltd

Saurav Wadhwa

Co-founder & CEO

Saurav Wadhwa is the Co-founder and CEO of MYND Integrated Solutions. Saurav spearheads the company’s strategic vision—identifying new market opportunities, unfolding product and service catalogues, and driving business expansion across multiple geographies and functions. Saurav brings expertise in business process enablement and is a seasoned expert with over two decades of experience establishing and scaling Shared Services, Process Transformation, and Automation.

Saurav’s leadership and strategy expertise are backed by extensive hands-on involvement in Finance and HR Automation, People and Business Management and Client Relationship Management. Over his career, he has played a pivotal role in accelerating the growth of more than 800 businesses across diverse industries, leveraging innovative automation solutions to streamline operations and reduce costs.

Before becoming CEO, Saurav spent nearly a decade at MYND focusing on finance and accounting outsourcing. His background includes proficiency in major ERP systems like SAP, Oracle, and Great Plains, and he has a proven track record of optimizing global finance operations for domestic and multinational corporations.

Under Saurav’s leadership, MYND Integrated Solutions maintains a forward-thinking culture—prioritizing continuous learning, fostering ethical practices, and embracing next-generation technologies such as RPA and AI-driven analytics. He is committed to strategic partnerships, long-term business development, and stakeholder transparency, ensuring that MYND remains at the forefront of the BPM industry.

A firm believer that “Leadership and Learning are indispensable to each other,” Saurav consistently seeks new ways to evolve MYND’s capabilities and empower clients with best-in-class business process solutions.

Vivek Misra

Founder & Group MD

Vivek is the founder of MYND Integrated Solutions. He is a successful entrepreneur with a strong background in Accounts and Finance. An alumnus of Modern School and Delhi University, Vivek has also undertaken prestigious courses on accountancy with Becker and Business 360 management course with Columbia Business School, US.

Vivek is currently the Founder & Group MD of MYND Integrated Solutions. With over 22 years of experience setting up shared service centres and serving leading companies in the Manufacturing, Services, Retail and Telecom industries, his strong industry focus and client relationships have quickly enabled MYND to build credibility with 500+ clients. MYND has developed a niche in Shared services in India’s Finance and Accounting (FAO) and Human Resources (HR). MYND has also taken Solutions and services to the international space, offering multi-country services on a single platform under his leadership. Vivek has been instrumental in fostering mutually beneficial partnerships with global service providers, immensely benefiting MYND.

Mynd also forayed into a niche Fintech space with the setup of the M1xchange under the auspices of the RBI licence granted to only 3 companies across India. The exchange is changing the traditional field of bill discounting by bringing the entire process online along with the participation of banks through online auctioning.

Sundeep Mohindru

Founder Director

Sundeep initiated Mynd with a small team of just five people in 2002 and has been instrumental in steering it to evolve into a knowledge management company. He has brought about substantial improvements in growth, profitability, and performance, which has helped Mynd achieve remarkable customer, employee and stakeholder satisfaction. He has been involved in creating specialized service delivery models suitable for diverse client needs and has always created a new benchmark for Mynd and its team. Under his leadership, Mynd has developed niche products and implemented them on an all India scale for superior services. Mynd has been servicing a large number of multinational companies in India through its on-shore and off-shore model.

TReDS (Trade Receivable Discounting System) has been nurtured from a concept stage by Sundeep and the Mynd team. M1xchange, Mynd Online National Exchange for Receivables was successfully launched on April 7th, 2017. While spearheading the project, Sundeep and his team have built up the TReDS platform to meet RBI guidelines and enhance the transparency for all stakeholders. This platform and related service has the capability of transforming the way the receivable finance and other supply chain finance solutions are operating currently.

Sundeep is currently focused on providing strategic direction to the company and is working towards achieving high growth for Mynd, which will help in creating the products as per customer needs and increase its top line while maintaining the bottom line. He directly involves, develops, nurtures and manages all key client relationships of Mynd. He has also successfully acquired numerous preferred partners to support Mynd’s technology-based endeavors and scale up its business.

Sundeep has been the on the Board of Directors for many renowned companies. He has played a key role in planning the entry strategy and has set up subsidiaries for many multinational companies in India. In his leadership, Mynd has seen consistent growth at the rate of 20+ % CAGR from the year 2009 onwards. This was primarily because of investing into technology and bringing platform based offering in Accounting and HR domain for the customers.