Leads in executive search and providing one stop solutions for HR functions
The evolution of latest hiring module in the hiring world is compelling the HR consultant companies to look out for new hiring ways, in order to find skilled and zealous employees for other companies. It has never been easy to hire a right person as an employee for any recruiter who can perform according to expectations of companies. With strong determination and uniqueness in its expertise to support by solving weaknesses in hiring process and strategy, providing effective and efficient solution, Buzz Corporate Services, has positioned itself strongly among the HR consultants companies throughout the country.
An ISO Certified Company by TUV AUSTRIA CERT, Buzz Corporate is one of the leading executive search firms providing one stop solutions for HR functions such as Executive Search, Staffing solutions and Payroll management.
The company in the Executive Search space is focusing on BFSI, FMCG, Pharmaceuticals, Oil & Gas (Domestic and Overseas), Engineering / Manufacturing, Auto Ancillary, Media, Lifestyle & Wellness, Gems / Jewellery, Logistics, etc.
The company commenced its journey with a vision wherein it is highly conscious of its social footprints in the terms of maintaining business ethics while dealing business with its clients. Buzz Corporate expertise having vast experience in the field of managing HR services offers a full suite of relevant and needful services. What differentiates Source from many other is that it has credit to trusted by over 100 clients like DHL Express, Diebold, Infomedia India entitles wherein it has been able to retain almost clients successfully. The company is committed to timely services thereby meeting the expectations of its external customers – Clients & Candidates. The company considers that its employees are the biggest strength who built good relationship with our Clients & Candidates. Buzz Corporate believes in transparency and therefore it keeps its clients & candidates fully informed throughout the process.
Few of its additional differentiating factors are below:
Temp & Permanent staffing – In this vertical Buzz Corporate has been working with its clients for more than 5 years. The company has been constantly engaging with its clients at all levels, forecasting likely issues which may crop up and having customized solutions ready for implementation. Whenever a client has asked the company to do a project e.g. sourcing 300 temp staff in a month, it has devised multiple sourcing strategies to ensure that the challenge was met within a given TAT.
Selection – Buzz Corporate has always tried to understand its client's requirements and has had a back- up plan ready if a plan failed. A client wanted a Senior Manager Accounts profile only from the White goods industry. During a span of 2 months many candidates from the white goods industry were interviewed and rejected. When the client came to the company, it suggested the brown goods industry which is similar but has small ticket products. The client liked the idea and shortlisted two of its candidates for a meeting.
Search – Many a candidate rejects an offer for not having understood the job role adequately or during the negotiation stage. There is a need for a strong engagement with the candidate to mitigate the above. At a senior level a person is looking for new challenges and hopes that the new stint will value add to his overall profile. The candidate also knows his worth in the market and will negotiate accordingly. It is important to understand the underlying factors which are pushing the candidate to seek a new opportunity apart from new challenges.
Major Milestones for the company since founding
Being asked by The CEO Magazine about its future plan, "Before 31st March 2017, we will have a new company in place which will buy out the business of Buzz Corporate & New Horizon Search Services. Thus there will be one single entity in place. We will expand into other locations and look for a strategic alliance with an international search firm to leverage on international assignments" replied Mr Sachin Jog, Business Head of Buzz Corporate.
The CEO Magazine chats with the Business Head of the company
TCM: What is the business problem it hopes to solve with its solutions and offerings & Road Map?
Sachiin: We are willing to leverage our clients with the best possible solution by bringing uniqueness in our services. We have initiated to go ahead by adopting different innovative ideas.
Following are the few points initiated by us:
Technology – From the résumé to the search to the interview, we're moving toward a digital hiring model. Resumes will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. By 2017, innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will be the primary screening method.
Even today, the résumé is a piece of paper. But soon it will be a collection of all candidates' data that can be found online, like participation in online communities, conferences and meet-ups. Recruiters can assess whether a person will fit, and learn if he or she has the right skills for a job.
For out-of-area candidates and first-round interviews, the phone call is quickly being replaced by the more-high-tech VC or a Skype interview. A lot of our clients are using this methodology to select candidates.
Engaging the 'passive candidate' – More and more of Generation Y will be entering the job market in the coming years, and will soon make up the largest percentage of the workforce. These employees have different expectations about the hiring process. To be effective, recruiters are going to need to engage Gen Y candidates in new ways. This is especially true of "passive candidates" — individuals who aren't necessarily seeking a job, but are open to new opportunities. These candidates need to be first seen through their social media profiles and anywhere else they have a Web presence, since today's professionals expect recruiters to search for them and take their online branding and positioning very seriously.
More-sophisticated data analytics – Using social networks and other digital profiles as candidate search tools has opened up a much wider talent pool for recruiters to draw from, but the time it takes to do that research and could end up taking a recruiter away from their most important task: actually hiring.
The next trend will be not just sourcing social and mobile recruiting data, but actually applying intelligence to summarizing the important information.
High-quality analytics programs have already been applied to customer data to help businesses make better strategic decisions. Candidate information will increasingly get the Big Data treatment so recruiters can quickly and easily locate the best people for the job.
Cloud-based hiring tools will allow recruiters to easily and affordably find, evaluate and organize top candidates, while innovative assessment and filtering techniques will help provide a 360-degree holistic view of top applicants. Data analytics may even help recruiters discover which passive candidates are better to approach.
While digital tools will never fully replace the human instinct necessary for identifying the right candidates, staying on top of technological trends could be a recruiter's biggest advantage going forward.
Sachiin S Jog- CEO & Business Head, Buzz Corporate Services
Sachiin is a visionary, strategist and an execution specialist who has been working for creating India's one of the best HR solutions since the inception of the company. He has worked for some of the finest companies like DHL Express, HDFC bank, Mashreqbank, Lioyds Finance limited and Citi Bank, etc. Sachiin has been a leader in the field wherever he has engaged himself and he was also awarded as "Best Rotarian of the Year" for his remarkable efforts. He is a skilled person having education from one of the most reputed institution IIM Ahmedabad.
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