SAPKAI

10/10/2024

Farewell to a Visionary Leader – In Memory of Ratan Tata

With heavy hearts, we at Morpheus Consulting extend our deepest condolences on the passing of Shri Ratan Tata, a true visionary and a beacon of excellence in Indian industry. His unparalleled contributions to the growth and transformation of the Tata Group have not only shaped industries but have also touched millions of lives across the world.

Ratan Tata’s leadership was defined by integrity, compassion, and an unwavering commitment to social responsibility. He championed innovation, sustainability, and philanthropy, always placing the greater good above personal gain. His legacy as a business leader and humanitarian will continue to inspire generations to come.

Though his presence will be deeply missed, his values and vision will live on, guiding us to build a better, more inclusive future.

Our thoughts and prayers are with his family, friends, and the countless people whose lives he impacted during his lifetime.

Rest in peace, Ratan Tata. Your light will forever shine in the hearts of those who strive for a better tomorrow.

Sincerely,
The Morpheus Consulting Team

06/02/2024

Looking for Immediate Hiring at Morpheus Consulting

# HR Executive (Recruitment)
# Team Leader (Recruitment)
# Corporate Sales Manager
# Franchise Manager
# Social Media Manager

Working Days: Mon – Fri (Alt Saturdays)
Time: 10 am to 7 pm

Location:
Morpheus Human Consulting Private Limited
Office #503, 5th Floor, Swastik Chambers, Sion – Trombay Road, Chembur, Mumbai, Maharashtra 400071

Phone:
8376986986

For more information on these roles, please visit www.mhc.co.in or email resume on [email protected]

Explore Mumbai's leading recruitment agency, Morpheus Consulting. Connecting top talent with employers for tailored solutions. Find your dream job now!

29/11/2023

Thrilled to share the incredible news! Morpheus Consulting's work speaks for itself, and positive ratings on major platforms are a testament to our commitment to excellence. Thank you for trusting us on this journey. Your support fuels our drive to deliver the best! 💼🚀




Visit: www.mhc.co.in

07/07/2023

Potential Performance Grid

19/10/2020

1. Engaging passive candidates

These days, it’s not enough to put a job post out into the world and wait for candidates to come to you.
Nor is it enough to find a few promising candidates and send them a templated message.
Great candidates have grown weary with generic outreach — and the more templated messages they receive, the more they’ll seem like white noise.

2. Analyzing talent data to drive decisions

With recruiting becoming less about following a hiring strategy and more about driving it, data analytics will soon become a vital component of recruiters’ jobs.

While your team may hire a specialist down the line (47% of recruiting pros think hiring a talent analytics specialist would be impactful), it doesn’t hurt to familiarize yourself with these techniques now. In fact, the benefits can be far-reaching.

3. Advising business leaders and hiring managers

It’s one thing to recognize patterns and trends in the data and another entirely to know what to do about them. That’s why you’ll need to become a nimble problem solver in order to advise your business leaders and hiring managers — and help shape strategies that don’t fall at the first hurdle.


Visit : http://www.sapkai.com/

17/10/2020

Visit : http://www.sapkai.com/

16/10/2020

1. Ready yourself for a larger talent pool

Candidate attraction is more important than ever. Post-COVID, the talent pool is significantly larger and filled with an incredible opportunity. Previously recruiters had to adapt and hone their skills to sniff out the top candidates. Now, sourcing skills are more important than ever to find the ideal candidates amid the huge number of job seekers.

2. Address your bias

There’s long been a preference for passive candidates in recruitment. The notion that somehow a person who is actively looking (and unemployed) is not as st\rong or attractive a candidate is not correct!
Disregard this bias and consider both passive and active candidates equally.

3. Automate where you can

With significantly larger volumes of traffic going through your hiring funnel, the manual workload can also explode.
Many of the time-consuming tasks can be automated. Whether it’s letting candidates know they haven’t been successful, online assessment, video interviewing, or calendar management, there is tech to help. Consider your weak areas – in many cases, we recommend looking into full talent acquisition suites to handle all your processes with one tool.

4. Don’t forget about the candidate experience!

With unemployment levels up, you could be forgiven for thinking this is now an employer’s market. It isn’t.
The candidate experience is more important than ever, especially with regard to your unsuccessful candidates.
While you may be under pressure to fill roles while sifting through hundreds of applications, it’s easier than ever before to forget about the experience of your applicants.
You will have more unsuccessful applicants than ever before, so it’s crucial that they still have a positive experience as they leave the process.

Bad press from disgruntled past applicants can affect your candidate attraction ability moving forward.

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15/10/2020

Candidates can look so good on paper that they trick you into thinking they are the perfect fit for the job. It’s important that you spot the basic warning signs during the interview to prevent yourself fro inm taking on a problem candidate.

1. Money Orientated:

Although candidates are entitled to ask about salary, this shouldn’t be their only concern.

You can spot a candidate who is only interested in the money by how salary appears to be their main reason for moving on.

2. Bad Mouthing:

During the interview, you may ask questions about the candidate’s previous roles.
Strangely, some candidates see this as an opportunity to bad-mouth their ex-employers.

Alarm bells should be ringing by this point. If they left their job due to not getting on with their manager or colleagues, it’s likely they will cause trouble in their next position.

Their openness to talk badly about them during an interview clearly displays their lack of professionalism.

3. Self-Criticism:

You may notice from some of the answers that you receive that your candidate struggles to criticize themselves.

This immediately signifies a problem candidate.

When candidates are able to criticize themselves, it shows that they are clearly aware of their own strengths and weaknesses and by personally recognizing them, they can work on their weaknesses as well as focusing on their strengths.

4. Lack of Knowledge:

Now, this one seems pretty obvious but it is a definite red alert.
They may be an ideal candidate in terms of skills and experience but if they know nothing about your company or the role, it’s probably best to avoid.

5. Me, Myself & I:

You can often spot when someone isn’t a team player by their desire to talk about themselves and no-one else.
All the success they have earned, by themselves and not a mention of anyone else along the way.

Visit : http://www.sapkai.com/