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Gig Worker Legal Framework

Thu, 12 Mar 2026 01:36:18 +0530

The Emerging Legal Framework for Gig Workers in India

By MintSkill – HR Advisory Services | Implications for Platform Companies, Workers, and the Future of Work

India’s digital economy has accelerated the growth of platform-based work. App-driven services across mobility, food delivery, logistics, and professional freelancing have created a new workforce category known as gig or platform workers.

These workers typically operate outside the traditional employer-employee relationship. While the flexibility of gig work has enabled millions to participate in the labour market, the model has also raised serious questions around social security, income stability, and regulatory oversight.

Over the past few years, policymakers across India have started responding to these concerns. Several states have begun introducing legislation to create legal protections and welfare mechanisms for gig workers while preserving the flexibility of the platform economy. States such as Rajasthan, Karnataka, Telangana, Jharkhand, and Maharashtra are currently leading the regulatory shift.

These developments signal a major transformation in India’s labour law framework and could significantly affect the operational models of platform companies.

The Rise of the Gig Economy in India

India is one of the fastest-growing gig economies in the world. Government and industry estimates highlight this explosive growth:

Timeline / Metric	Gig Worker Statistics
2021	Approximately 7.7 million gig workers
By 2030 (Projected)	May grow to over 23 million workers
Next Decade (Share)	Could represent 4–5% of the total workforce

Sectors Driving Gig Work

Ride-hailing and mobility platforms
Food and grocery delivery
E-commerce logistics
Home services and repair marketplaces
Professional freelancing platforms

Core Concerns with the Model

Digital platforms use algorithm-driven systems to match demand and supply, enabling flexibility. However, this has resulted in several concerns:

Lack of social security benefits
Fluctuating earnings and incentive structures
Limited transparency in algorithm-based work allocation
Arbitrary account suspension or deactivation

These issues have prompted governments to explore regulatory mechanisms that extend basic protections without converting gig workers into full employees.

State-Level Gig Worker Regulations

Rajasthan – India’s First Law

The Rajasthan Platform Based Gig Workers Act, 2023 marked a historic milestone.

Welfare Board: Registers workers/platforms and addresses grievances.
Welfare Cess: Platforms contribute 1% to 2% of transaction values.
Benefits: Accident insurance, health coverage, welfare assistance.

Karnataka – Expanding Protections

The Karnataka Platform Based Gig Workers Act, 2025 significantly expands protections.

Tripartite Board: Gov, workers, and platforms represented.
Cess & Transparency: 1% to 5% welfare contribution; algorithm transparency required.
Rights: Due process for deactivation; right to refuse tasks.

Telangana – Draft Framework

The draft Telangana Gig and Platform Workers Bill, 2025 aims to create a comprehensive safety net.

Mandatory worker registration.
Welfare fund contributions.
Strong focus on accident insurance and social security schemes.

Jharkhand – Welfare Model

Introduced legislation to regulate workers and establish a welfare ecosystem, following a model similar to Rajasthan.

Creation of a welfare board.
Mandatory registrations.
Platform-financed social security.

Maharashtra – Emerging Framework

Considering the Maharashtra Gig and Platform Workers’ Rights Bill, 2026.

Wage Protection: Addresses unpredictable earnings and delayed payments.
Grievance System: Formal channels to challenge suspensions.

The Policy Direction: A Third Labour Category

These laws collectively indicate a shift toward a three-tier labour framework:

Employees
Independent contractors
Platform or gig workers

Gig workers would not be treated as traditional employees but would receive basic social security protections and regulatory safeguards. This hybrid model is increasingly being adopted globally.

Implications for Platform Companies

The emerging regulatory framework will significantly reshape the operational landscape for digital platforms.

1. Financial Impact

Platforms may need to contribute 1%–5% of transaction value toward worker welfare funds. For large platforms, this is a substantial commitment.

2. Compliance & Reporting

Companies must register with state boards, submit transaction data, and maintain strict compliance with welfare regulations.

3. Algo Transparency

Platforms will need to ensure transparency in work allocation, earnings calculation, and performance evaluation algorithms.

4. Worker Relations

Must strengthen grievance redressal systems, dispute resolution mechanisms, and direct communication with workers.

5. Contractual Updates

Agreements will require revisions to clearly outline payment structures, incentive programs, and deactivation policies.

What Platform Companies Should Do (Next 6–12 Months)

To prepare for regulatory changes, companies should begin proactive compliance planning.

Strategic Action	Implementation Details
Conduct Regulatory Impact Assessments	Analyze how proposed laws affect platform economics, operational models, and worker contracts.
Build Worker Registration Systems	Verify worker identity, track engagement/earnings, and integrate with government databases.
Create Transparent Payment Structures	Ensure complete clarity around base payments, incentives, and any deductions.
Strengthen Grievance Mechanisms	Implement formal systems allowing workers to raise disputes and track complaint resolution.
Prepare for Welfare Contributions	Financial planning must account for potential transaction-based welfare cesses.
Align Technology & Regulations	Review algorithm-driven systems for transparency, fairness, and legal compliance.

What These Changes Mean for Gig Workers

The emerging legislation represents a major shift toward greater recognition and protection. Potential benefits include:

Access to accident and health insurance
Welfare schemes and social security benefits
Protection against unfair account suspension
Improved transparency in earnings and incentives

These reforms aim to balance the flexibility of gig work with basic economic security for workers.

The Future of India’s Gig Economy

India’s gig economy will continue to grow rapidly, driven by digital platforms and evolving consumer demand. However, sustainable growth will depend on creating a balanced regulatory environment that protects workers while enabling innovation.

State-level regulations are likely to shape the foundation for a future national framework governing gig work. For platform companies, this represents both a compliance challenge and an opportunity to build more responsible and sustainable business models.

How MintSkill Can Help

Navigating the evolving regulatory landscape requires strategic HR advisory and compliance expertise. MintSkill works with organizations to:

Assess regulatory risks related to gig workforce models.
Design compliant workforce policies.
Build HR frameworks aligned with emerging labour laws.
Support platform companies in adapting to regulatory changes.

As India’s labour regulations evolve, companies that prepare early will be better positioned to operate sustainably in the digital economy.

Ready to assess your regulatory readiness?

If your organization operates a platform-based workforce or is exploring gig models, the time to prepare is now.

Visit MintSkill.com

Skills Companies Will Hire for in 2026 — And Why India Isn’t Ready Yet.

Thu, 27 Nov 2025 12:13:29 +0530

Top 10 skills companies will aggressively hire for in 2026

As industries accelerate toward automation, digitization, and AI-driven decision-making, the demand for talent in 2026 will be dramatically different from today. Across BFSI, NBFCs, Manufacturing, Engineering, EV, Power, Renewables, and Digital Services, organisations are already feeling the talent pressure. India, while rich in population, is facing a capability deficit. The workforce is large, but not necessarily future-ready.

This blog highlights the Top 10 skills companies will aggressively hire for in 2026, and why most workplaces (and even educational institutions) are not prepared for this wave.

1. AI-Driven Problem Solving

Artificial Intelligence is no longer a tool; it's becoming a core competence.

Companies expect employees to:

Build AI-enabled workflows
Use AI for decisions, modelling, and problem resolution
Understand generative AI and automation tools

Reality Check: Only a small percentage of India’s workforce can apply AI thoughtfully to real business problems.

2. Data Literacy for Every Role

In 2026, data is not just for analysts.

Organisations want:

Managers who interpret dashboards
HR teams who use analytics for talent decisions
Sales teams who convert CRM insights into revenue
Engineers who optimize processes with data

Gap: India still relies on intuition-based decision making in many sectors.

3. Digital Risk & Cybersecurity Governance

With digital adoption rising, cybersecurity is now a business-critical function.

Companies are hiring for:

Cyber compliance
Digital risk management
Cloud security
Data protection roles

Gap: Cyber talent supply is significantly lower than demand, especially in BFSI, NBFCs, fintech, and manufacturing digital systems.

4. EV & Battery Engineering Skills

India’s EV revolution is accelerating, and so is demand for:

Battery design engineers
Thermal management specialists
Power electronics engineers
Testing, quality, and safety engineers

Gap: The education pipeline and practical training infrastructure is still catching up.

5. Process Automation & Workflow Design

In 2026, companies will look for employees who can automate simple processes using:

HRMS automations
Business Process Automation
No-code internal tools

Gap: Most employees still perform repetitive tasks manually.

6. Multi-Industry Domain Expertise

Companies operating across industries want talent who can navigate multiple domains. For example:

Aerospace + Oil & Gas
Transformers + Cryogenics
Banking + Digital Lending
FMCG + Supply Chain Automation

Gap: Most professionals have depth in one domain but limited cross-industry understanding—yet future roles demand both.

7. Human-Centric Leadership

The leadership skills of 2026 differ sharply from the pre-pandemic era.

Companies want leaders who can:

Manage distributed teams
Drive engagement and retention
Coach and build capability
Lead with empathy and clarity

Gap: Leadership development has not scaled at the pace organisational complexity has.

8. Digital Sales & Growth Engineering

Sales teams in 2026 are not conventional.

They must leverage:

CRM intelligence
Analytics-driven campaigns
Automation-led lead nurturing
Social selling and relationship mapping

Gap: Many legacy sales teams lack digital competency and remain product-focused rather than insight-driven.

9. Sustainability & ESG Execution

Sustainability is no longer a corporate buzzword—it’s a compliance requirement.

Companies are hiring for:

ESG reporting
Supplier sustainability audits
Carbon footprint analysis
Compliance with global standards (EU, US, APAC)

Gap: India has limited trained talent for practical ESG execution.

10. Advanced Technical Trades

Manufacturing and engineering companies increasingly need skilled technicians with:

Robotics exposure
CNC and automation skills
Mechatronics fundamentals
Quality and inspection expertise

Gap: India’s vocational training ecosystem still focuses on traditional trades, while factories are moving to Industry 4.0.

Why India Isn’t Ready — The Harsh Reality

Despite the booming job market, India faces a future-skills mismatch. Key reasons include:

1. Curriculum not aligned with industry 2026 needs

Engineering and management programs lag behind technology and market shifts.

2. Hiring still based on degrees, not capabilities

Companies often filter talent by qualification instead of skill depth.

3. Limited focus on upskilling

Employees wait for companies to train them, and companies expect employees to arrive trained.

4. HR functions not capability-focused

Many HR teams lack the tools and frameworks to measure real skills.

What Companies Must Do Today (Not in 2026)

1. If organisations want to win the talent game, the preparation must start now:

Upskill employees annually in critical skills.

2. Redesign roles based on future business models

Move from “role-based hiring” to skill-based organisation design.

3. Integrate HR technology & automation

Modern HRMS, ATS, and workflow automation are non-negotiable.

4. Work with specialist recruitment & executive search firms

Especially for niche roles in engineering, BFSI, EV, and digital-first environments.

5. Create strong retention frameworks

2026 will be one of the toughest years for talent retention.

Conclusion

2026 will reward companies that prepare early—and challenge those who wait.

The future belongs to organisations that invest in skill development, capability-building, and strategic HR transformation today.

At Mintskill HR Solutions LLP, we support companies through this journey by building capability-driven hiring frameworks, leadership development structures, and HR systems aligned to the skills of the future.

If you want to prepare your organisation for 2026 talent requirements, we are here to support your transformation. Write to us at support@mintskill.com

Tips for Interviewer - Interviewing Techniques

Fri, 25 Mar 2022 17:57:26 +0530

Remember that during the interview process, candidates are also deciding whether they want to work for you just as much as you’re trying to decide whether to hire them. You have only about less than an hour to make a good impression on the candidate and to obtain the critical information you need about their skills, experience and personality.

Good interviewers make a conscious effort to get the most out of the interview process. Interviewing is hard work, but getting to hire great people and strengthening your employer’s brand is worthwhile.

Tips for Interviewers

Prepare well :

Make a List of Questions That Directly Relate to the Job’s Responsibilities, If you don’t have a job description, then list the key responsibilities of the position, and create a list of questions that relate to those responsibilities. If you have time, reach out to reputed HR consultant or your colleagues, who interact with this position on a daily basis for their input.

Review the Candidate’s Resume Before the Interview :

This may seem obvious, but by preparing your interview questions and reviewing the resume, you’re showing the candidate that you’ve taken the time to ensure a productive interview. It also saves your time and can help you to avoid any a misread of the resume during the interview.

Have a Interview Structure :

Give the candidate a roadmap for the interview as you get started. Begin with a brief description of the company and the job duties. Then let the applicant know that you will be asking job-related questions, followed by an opportunity for the candidate to ask questions. Providing this structure early on sets up the parameters of the interview, keeps you both focused, and gives the candidate an idea of what to expect.

Ask Relevant Questions

Ask for specific examples of past performance and behavior, with questions such as “tell me about a time when you…” Previous successes are a good indicator of future performance. Try to ask questions that will facilitate discussion. Avoid questions requiring only a yes or no answer. Keep the questions open-ended so that the applicant has the opportunity to speak freely.

Extend Professional Courtesies :

Offer candidates a glass of water, a suitable waiting place, access to rest room in case you have many applicants waiting for Interview, and ask if they had difficulty finding the place. Be on time. Consider giving them a tour of the office facilities if required. Give them an opportunity to speak with other team members or prospective coworkers, if appropriate.

Be attentive to the interview candidate :

Put away digital distractions. Silence your phone and any email alerts on your computer. Have your other staff hold calls. Bring back a little humanity in the interview process by being attentive to your interview candidates. Represent your organization well, in interviews in and out of your workplace. And most importantly, be ethical.

Here are some sample interview questions you may consider asking candidates?

Can you tell me about yourself ?
can you highlight some of your skills which will be useful for this Job role ?
Why would you like to work for us ?
How would you describe your working style?
What are your strengths?
What are your improvement areas ?
Why would you like to work for us?
What achievement are you most proud of?

Leave time for candidate questions :

A candidate who is truly interested will come with questions of their own. Some of these may be answered during the course of the interview, but be sure to leave at least 5 minutes at the end for any other questions.

In closing an interview, the interviewer may want to:

Ask if the candidate is interested in the job based on the information provided during the interview.
Ask about availability to Join after offer is being made.
Ask for a list of people who can be contacted for references.
Explain the time frame for the rest of the interviews, the subsequent steps in the process and when a decision is likely to be made.
Explain how to get in touch with the interviewer and when to expect to hear from him or her.
Walk the candidate to the door if required, and thank the person for the interview.

Communicating With Candidates Not Selected :

Following up with candidates who were not selected for a position, particularly those who were interviewed, is a professional courtesy that should not be overlooked. Providing those candidates with a respectful rejection information can maintain goodwill and increase the likelihood a candidate will consider future job openings with your company that may be a better fit.

Objective should be to uncover the candidate need, aspiration and job fit, while maintaining the overall experience pleasant. Hope this helps.

Your comments and suggestions are welcome. Don't forget to share the same with your group.

How to ace your First Month at New Job

Sun, 11 Jul 2021 18:59:00 +0530

10 things to keep in mind during your first month at a New Job

You will not know it all no matter, how experienced you are. Be ready and willing to shed the old skin.
It will be overwhelming. If it isn't, then chances are that you are not stepping out of your comfort zone and there's no growth there. Is it?
Quit rushing yourself. You ain't climbing the Everest in a day.
Pen down all the small and big tasks you have finished on a daily basis. Looking at it a month later could make you feel good about yourself.
Allow yourself to look clueless in meetings. There is no need to mask it.
Ask, ask, and, ask again. Keep throwing those questions till you get the answers that can help you. No shame there.
Expect your personal schedule to go for a toss. It is ok if you couldn't make it to that yoga class, or could not pick up the groceries. Allow yourself to learn your work schedule first and then squeeze in time for your well-being.
There is no point in thinking and planning for the big tasks. Just keep one foot in front of the other and keep walking.
It is not going to be a bed of roses. Don't think of this new job as a place where you will find the long-lost happiness and peace that you seek. Happiness is a power that rests within you. Why give that away to any job?
In case you have forgotten you were selected for this job. You are good enough. Relax, you've got this.

Have a fantistic First month on the Job.
Source : Linkedin

Managing Remote Workers

Sun, 11 Jul 2021 18:59:00 +0530

Empower and Engage your Remote Workforce

Since we are all going through the corona virus outbreak, and most people are working from home. So the organization needs to effectively manage people's performance, but the principles are really quite the same as if you had people next to you or in your office to manage. Because in todays’ world you do not want to be a micromanager, people don’t want that. They are looking for a coach, they are looking for direction and they want to allow them to work in their own way. Obviously, people will need to meet deadlines, need to contribute, need to be productive and that’s where the challenges are for the people who are working remotely as compared to in the office.

Here are few tips for HR managers, how to oversee and empower your workforce remotely:

Plan First, Action next : Before your team starts working remotely, you must plan what could be done to replicate the office experience and stay productive. You can create a document that is expected from each team member while working from home. Create a meme to track work progress and have a strategy for remote problem solving, but ensure that the policies don’t make your employees feel too restricted. Give them a few things to discover on their own.
Keep your workforce informed : Working from home can make employees lose touch because they are no longer aware of what’s happening in their company. It might be a good idea to maintain a common announcement channel where you can regularly post updates on your business growth, hiring updates, updates on travel and leave policies, insurance policies and many more. This will ensure employees never feel left out and are constantly up to date what’s happening in your organization.
Give your employees the right tools: Writers, designers, editors and developers can work from home without much adjustments. All they need is a computer and a good internet, and respective applications. The team that faces customers might need a few extra tools to make work from home successful. They might have to call or schedule online meetings for their clients, help them set up an ecosystem at their home with all the tools they need.
Compensate in-person interactions: Remote work can be made more social by facilitating conversation. Being able to video or audio calls someone anytime during work hours is as good as popping into a peer's cubicle to get some help. This ensures employees to feel guidance from their peers and makes them feel as they are surrounded by people while they work.
Encourage employees to switch off their work: While employees work from home, there is a possibility that they lose track of time. Since home is now both home and an office for your employees they might feel to continue working until late night. It is essential to maintain a fixed number of hours to work, so work life balance does not get disturbed. Encourage your employee to switch off their work email and chat after work hours. This way they will never feel exhausted when they start working the next day.

We have Moved to New office

Fri, 05 Mar 2021 16:52:07 +0530

We take pleasure in informing you that we have moved our Navi Mumbai office to a New location

Exciting things are happening at Mintskill HR Solutions, and we want to share some important news with you. Loyalty from clients, partners and associates like you has fueled continued growth, making a move to a new facility necessary. We take pleasure in informing you that we have moved our Navi Mumbai office to a new location for upscale employee space, improved working environment, bigger parking space, accessibility to public transportation. Our new address is Mintskill HR Solutions LLP, Office No. 601, 6th Floor, Shah Prima Building, Plot No.13, above Cafe Chowpatty, Sector 2, Kharghar, Navi Mumbai, Maharashtra 410210. Our telephone numbers +91 7710021312 and email ID connect@mintskill.com remains the same. We have been enjoying doing business with you and appreciate your support. This is just one of many exciting developments.

We are ensuring uninterrupted services to our clients and ease of relocation to our team members.

Job Opportunities with Startups

Wed, 21 Oct 2020 18:30:38 +0530

Opportunities Provided with Startups

With many sector units ready to shrink dramatically in India, the pressure of employment falls heavily on the startup within Private sector.

Big corporate do have stringent recruitment policies. Reputed corporate players do require highly skilled individuals. Companies establish relationships with a handful of specialized talent. Not just technical skills, they need employees with polished personalities, good communication skills and other soft skills.

India is a young nation and hence there is a demand for niche skills. Not just corporates, there is a demand for niche skills in every sector of the economy. Despite the gap between a demand and availability of Job opportunities, job-seekers have their own priorities. The Placement agencies too can help people to find the best job in startups, according to their skills. The People who can wait, do wait for better opportunities to come their way. On the contrary, there are many who would immediately grab any and every opportunity that comes their way.

Opportunities Provided by startups

Goes without saying, startups do provide a lot of employment opportunities. Contrary to established corporate names, startups provide their employees with a chance to experiment and try new things. That’s the benefit of not working in a 50 year-old company, because they do have stringent policies in place, which can hinder your experiential learning to a great extent.

Some people find rigid policies to be suffocating. The strict dress code, the rigid code of conduct at work, lack of variety in work or repetitive tasks do not go down well with some people. They rather prefer an amicable environment to work in, where they can not only work in comfortable clothing but also try new things and learn and grow through them.

There are many job consultancies in Mumbai as well, where they provide employment with Startups. Startups are more often than not the brainchild of innovative minds who are sporty enough to take a leap of faith and incur the risk involved in entrepreneurship, just to follow their true calling. Needless to mention, startups need a lot of innovative minds to work with them because innovation is what actually sets them apart from the already established names. This appreciation for innovation is really enticing to some people and this is how startups create employment opportunities.

What startups cannot provide?

Having said that, working in a startup cannot be congenial to many. Working in a startup will definitely not fetch you those big bucks from the very beginning. There are so many, who would love to work with startups just for the sake of learning, but they cannot afford to do so, as the amount that they make is a greater priority. Employees riding under loans or students having educational loans on them cannot avail the opportunity to work with startups, even if they want to.

There are many who have other priorities. Some love the experience of working in a reputed, established company than an emerging one. To some, a safe and secured job is what they need and want in their lives, which a startup cannot guarantee.

Therefore, whether or not to consider startups as serious employment opportunities, will vary from person to person, as it largely depends on an individual’s perception and priorities.

Advantages of Having Recruitment Consulting Agency

Sun, 14 Jun 2020 18:07:09 +0530

We all know that the basic purpose of an HR consulting and recruitment agency is to help job seekers find new roles, while helping companies find the perfect person for their open positions. Unfortunately, very few people realize all the other benefits that come with using a agency. Partnering with a recruitment agency can be highly beneficial not only to your hiring managers but to your company as a whole.

1. Faster Hiring

Using a reputed hiring and HR Consulting company can reduce your time to hire. A recruitment agency can find candidates much faster. They have a vast talent pool in database, a network of connections to leverage, and access to expensive systems that help locate people with those hard to find skills you are looking for. This means that the only people that agencies submit for your review are those that fit the criteria of your job. All of this helps shorten your time to hire.

2. Market Knowledge

Through their conversations with both clients and candidates, the recruiters will be able to get knowledge about the sector they work in. This means that they are often able to provide you with valuable insight about potential market, competition. In fact, this is a crucial part of their job. When you use a HR Consulting and recruitment agency you gain access to their knowledge of salary rates, available skill sets, candidate expectations, current hiring complexities, and even market trends you may otherwise have not known about.

3. Recruitment knowledge

As your company grows and changes, your in-house HR team may need to conduct complex process of selection and interviews for positions they are not necessarily familiar with. A recruitment agency has staff that specializes in recruiting for one sector or vertical. This means they often have better knowledge of technical roles and the skills needed for them. They are also able to spot transferable skills others may miss.

4. Extended reach

Not all the best candidates are actively looking for a new job. Recruitment firms call those passive candidates, and they take a little longer to find. There is a strong possibility their recruiters know who those people are, how to reach them, and more importantly, know how to incentivise them to make a move – another benefit to working with a good agency. Agencies will have access to multiple job boards, Job seekers forum and extended network of job seekers, this increases the reach of potential candidate.

5. Specialist

The biggest advantage of working with a recruitment agency is their specialization in recruitment, writing compelling job description, they can maximise the number of people who apply. An agency can quickly and effectively screen candidates to pick out the strongest candidates early in the process. They work to meet your hiring needs.

6. Candidate Screening

Agencies often provide only screened candidate, they can also run any psychometric test, aptitude test your company have, this saves lot of your time to screen the candidate before you actually meet them. Some agencies have their own test which they can provide you with little cost. Screening and keeping track of potential candidates from loads of application received can be big task if the positions are multi location, and your internal system might not capable of handling those applications.

7. Technology for Recruitment.

Many agencies provide services like Video interviews and candidate interview assessment at additional cost, which will be much lesser than setting up on your own. Reputed consultants will have a Client dashboard for their clients to enable them track them hiring pipeline for multiple branches, department and locations.

Good technology enable client, keep track of multiple resumes received, screening pipeline and loads of feedback from hiring managers internally. A good agency will provide with this dashboard so that you need not keep checking your emails and search candidate in mail boxes.

8. Focus on serving the client

Most of the work a recruiter does before any potential compensation comes from our client. If no candidate is placed, then no fees are charged for work done. This means that they will focus on providing you with the best possible candidates for your open roles – those who are genuinely interested in your company’s job.

Guide to A Better Candidate Experience

Fri, 13 Mar 2020 20:44:04 +0530

There are a lot of steps that go into a hiring process – whether it’s creating and posting your job on job boards, screening resumes, conducting Telephonic screening, performing in-person interviews, roll out job offer, closing the deal and all of the communications and logistics that happen in between all of those steps. But while you and your team are probably very familiar with the details of the hiring process from this one perspective, the job candidates you’re evaluating are seeing your hiring process from a totally different perspective on the other side.

The questions you should be asking yourself are…

Are you providing as great an overall candidate experience as you should be?
Are you providing a positive, that will leave the best candidates wanting to work for you, or are you only doing the bare minimum as you evaluate job applicants – without any thought of their candidate experience?

Since top job candidates today have likely “know it all”, therefore, it takes some thoughtfulness and effort in your candidate experience to get your company to stand out against other companies who are eyeing for the same candidates’ attention.

To get a feel for what aspects of the candidate experience make a real difference for job applicants and how to improve yours, Surprisingly, the insights of industry experts had a lot to do with the same themes, which revolve around respect, communication and transparency (among a few other important things).

Help them feel welcome from the start and value their time throughout.

Candidates often take time off work to come in for interviews, so it’s inconvenient if they’re left waiting for an unreasonable amount of time or are asked to reschedule at the last minute. It sends the message that they are not valued — even if that’s not your intention.

Make life easy for them

Make our interview process easy, simple and speedy. When you meet with them in-person, be sure they spend time with all the decision-makers on the same day, which allows us to move forward almost immediately. Try to give feedback quickly, and your time-to-hire ratio is fast too, which is appreciated by the interviewees.

A streamlined the interview process will only help YOUR chances, as an EMPLOYER, of gaining top talent. The more steps you add to your interview process (or even worse – the longer the waiting period), the more time you give the candidate to find another position. Don’t leave the guess work up to the candidate. Let them know who they will be meeting with, especially if they should expect a larger panel or multiple interviews.

Be honest and transparent

A lot of employers interview someone, and in an effort to make the situation less awkward, they give the potential future employee false hope. They will say they what may like the interviewee, that "next week the interviewee will receive a call for a second interview". Except the interviewee never gets called back. Be upfront on feedback even the person is not a right fit, in a subtle way, but the person will be happy that you didn’t give them false hope and you didn’t waste their time.

Embrace candidate feedback

Making a great candidate experience without candidates’ feedback is practically difficult. Some of this feedback might be negative, and that’s okay. Taken as a whole, candidate feedback will help you identify bottlenecks in your hiring process, potential areas for improvement. Embracing candidate feedback, positive or negative, will help you identify the areas where the human touch will have the greatest impact. Monitoring feedback is a small detail that has a huge impact on the overall experience. Some of these feedback in fragmented manner may come from hiring consultants and recruitment partners.

Set and manage expectations early on

When you’re interviewing candidates, let them know what your timeline looks like. The factors that give candidates negative impressions of companies vary, of course, but poor communication consistently tops the list. Job applicants expect a level of communication that they often do not get. A lot of the candidate frustration with the recruiting process comes from them investing a significant amount of time only to receive little to no feedback. When hiring managers or recruiters don’t clarify expectations and timelines, candidates are left waiting and wondering for further communication from the company, or through hiring consultants, which eventually comes in the form of phone call if followed up, which is a likes of "will revert to you in future", "you are not selected".

Train your employees to be good interviewers

Invest in making sure your employees are effective interviewers for external candidates. Before conducting interviews, your employees may go through a training process so they are accurately representing the organizational culture and providing a great candidate experience. Make sure that all the interviewers are prepared (have specific questions to ask) for the interview. They should first SELL the opportunity, organization, team etc. and ONLY then jump into questions. It is selling at both ends, Right ?

Please share and comments on how to improve the candidate experience leading to Happy Hiring.