Monthly Archives: October 2020

Do’s and Don’ts of Group Discussion

Posted on by Saumya Khatri
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The recruitment process is one of the first and possibly the most intimidating process of bagging a job at any organization belonging to any sector. The process is long and challenging and seems daunting for a newcomer. It is equally elaborate for the organization as well since conducting the entire process is a lengthy task. Finding potential recruits, arranging logistics as well as panels for the interview, making sure the interview is fair and just, conducting group discussions and following back with processed results is no easy job. 

It takes time, effort and a whole lot of other resources to compile a set of questions which may assess the candidates in an overall manner. Judging the capabilities of these candidates based on half an hour interaction is not an easy task as well. The organization needs to recruit the best promising candidate as much as the candidate needs the job. We can say that it is a mutual negotiation between recruit and recruiter.

One of the few steps of the entire process of recruitment is called group discussion. Group discussion might sound a simple process, as denoted by the name but it too crucial to be taken lightly. As a candidate applying for a job, the way you present yourself at the Group Discussion amongst all the other peer members can determine whether you will be trusted with the opportunity or not. Therefore, it becomes essential to know the dos and don’ts of a group discussion. But before that, it would help to understand why group discussions are considered essential and on what basis the organization is going to assess your performance.

Why are Group Discussions Important?

Group discussions are first and foremost important to judge how you conduct yourself amongst other peers. Your basic skills and knowledge about the specific sphere are already assessed in the interview, which few organizations may conduct while others may conduct after the group discussion. In the group discussion, you have to present yourself, your knowledge of your experience while sitting in between like-minded individuals who might be your future colleagues and competing individuals.

It is going to depict whether you have the knack of working with peers. Whether you showcase mutual respect, accommodate a various point of view and how do you amicably present your own opinion, especially when it is contradictory.

It shows your compatibility, accommodating capacity and ability to create a dialogue when confronted with a polarizing point of views. The organization needs a candidate who could portray all of these characteristics and help the organization in growing both in terms of quality and quantity.

Do’s of Group Discussion

1. Introduce yourself before making your first point

Group discussions are generally a process where you would have to speak time and again. You might need to take stands and present convincing arguments. So, before making your first statement, politely introduce yourself to your group and panelists. It will help the panelists as well as your peers to interact with you or refer to your point quickly. Do give an elaborate introduction, kindly mention your name and background in two sentences without taking much time.

2. Formulate an opinion in your mind before speaking

When you venture into speaking about a particular issue without giving it a good thought, it is sure that you might lose track of the argument or even mumble and fumble for words. It is better to give yourself some time to think about it, form an opinion and formulate that opinion in witty words. Remember, the first impression that you create is going to matter.

3. Allow others to speak

One of the critical characteristic to show that you are accommodating and readily listening person is by giving other members a chance to speak. It is most important to keep in mind that you don’t interrupt when someone else is speaking. If you don’t understand or agree with something, you need to keep patience and speak up when others have finished speaking.

4. Be Assertive about your opinion but stay calm

Group discussions involve a lot of people together speaking on a single subject. The time is also limited, which makes people easily cut other’s point in between which is not a good trait, as said earlier. You need to be assertive but not lose your calm since it might cost you a few good points.

5. Speak up. Don’t hesitate

When a group discussion is taking place, extroverts will likely dominate the conversation. In such scenarios, it becomes difficult for introverts to speak up. People who struggle with imposter syndrome or under-confidence might also face difficulties. It is very important, therefore, to pay special attention to the conversation and speak up whenever you feel comfortable. Don’t rush but also don’t let the opportunity pass. Speak less but make your presence felt.

Don’ts of Group Discussion

1. Don’t be argumentative

Since group discussions are generally a place where a lot of diverse opinions come together, there lies a high probability that these might breed arguments and unhealthy interpersonal debate between people. Therefore, it is important to keep in mind that the discussion shouldn’t end up as an argument.

2. Don’t let the discussion see the hegemonised conversation

Discussions can easily be hegemonised by a handful of people if equal chances to speak are not provided to everyone. This not at all reflects well upon people who are trying to create the hegemony. There remains a healthy way to put forward your opinions in an amicable manner, follow that course.

3. Refrain from making personal comments

Personal comments made while arguing in a professional sphere seems highly unprofessional as well as disrespectful. It would look a lot more professional if you could keep personal out of professional and move along the subject-specific discourse to sustain the credibility of the group discussion.

Dos and don’ts of group discussion don’t stop at mere bullet points, but as long as you are patient, optimistic and respectful, you are good to go and ace the GD!

Best Answers for “What Does Teamwork Mean to You” Interview Question

Posted on by Saumya Khatri
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Answering questions with firm clarity of what you are speaking helps us portray ourselves in a good light. It allows you to show that you have got enough confidence and accountability and the skill set required by the said job. Answering questions don’t have to be immediate and impulsive; you can take your time. Analyze the question, look for the answers they are looking for, take your time to put the answer in coherent thought, and speak.

The above given advice sounds easy for anybody to ace the interview or group discussion and bags the job they are striving for, but like many other things, it is easier said than done. The questions asked in the interview are relatively simple, but the answer might not come out easily. The questions can be tricky at times, but answers might be fairly simple. It is upon our minds to find out what the interviewer is looking out for. It can be related to the job and position you are seeking, but it can also be entirely detached from the employment. 

Although numerous questions can be asked in a group discussion, one of the most commonly asked questions is- ‘what does teamwork mean to you?’ Now you remember the drill. Pay attention and follow it. The simplicity of the question might urge you to jump right into blabbering your thoughts. Still, if, by any chance, they sound incoherent, not aligned with the agenda, and not reflective of your personality, your words can do serious harm to the impression you are trying to create. Therefore, follow the steps, analyze the question, look for the kind of answer they are looking for, take your time to put the answer in line of coherent series, and then start mouthing it patiently, realizing the importance of every word you are speaking. 

We have put together a few potential answers to the question of what team work means to you. You can sincerely follow these answers or make a few amends here and there to align it with your needs. But before jumping on to that bandwagon, let us try to understand what does teamwork means and why do organizations insist to ask this question while recruiting candidates. 

What Is Teamwork? Why Are Organizations Seeking This Quality?

A simple google search will tell you that teamwork refers to the combined action of a group, especially when effective and efficient. This clever and poignant explanation of the term gives a clear reflection of why does this quality is much sought by organizations. 

Organizations, as the work itself, denotes that it is a group of people working together in different capacities for a goal. It, therefore, becomes really important to coordinate and manage the tasks in an equally dispersed mechanism. Lack of coordination amongst people who are working to deliver a goal can seriously hamper production and mess with the quality of product the organization is trying to manufacture. Not only this, lack of teamwork creates an unhealthy and negative environment which is not at all conducive to production. 

What Should Be Included In An Ideal Answer?

An ideal answer to the question of ‘what does teamwork mean to you?’ should reflect your ability to coordinate with your fellow members through effective communication and inclusion. Mention equal and fair distribution of responsibilities, adequate communication network set up amongst team members, a healthy exchange of ideas and favors in an environment conducive to productivity, and overall positive being. You can put in interesting anecdotes from your prior experiences to make your answer more engaging and aligned with your personality. But make sure you do not elaborate an answer so much so that it becomes boring and stretched. This will only make the interviewer less interested and conclude that you cannot comprehensively produce your thoughts.

Sample Answers

Answer 1:

I would like first to mention the literal meaning of the word itself. Teamwork means when an activity is undertaken by a group of people together with proper co-ordination. Although we cannot vouch for equal distribution of responsibilities under all circumstances since organizational hierarchy might come into operation in a few instances, we can mention the fair distribution of responsibilities. Teamwork builds a healthy environment where good productivity is ensured with the assurance of the mental well-being of the individuals partaking in the production process. 

Teamwork is essential in any organization that aims to build a healthy work environment where a specific goal is achieved. A healthy trust is to be made amongst people working for the organization.

Answer 2:

Teamwork is a very crucial component of any organization. Therefore, its meaning should be inclined with what work you are doing at the given time, like many other things. Teamwork is also subjective to certain conditions. Although there cannot be an equal division of responsibilities due to hierarchies, we must try and bridge the gap as much as we can. A healthy cycle of learning and disseminating information should be built with people who are part of the team. Mutual respect and trust also come into play.

Therefore, teamwork, in my opinion, means this particular healthy cycle of exchange and a fair share of responsibilities.

Answer 3:

From my point of view, teamwork is indispensable and present at all stages of an organization. An organization cannot be run by one person; the extent to which the teamwork is healthy or not matters. Healthy teamwork consists of just distribution of roles and responsibilities as well as accountability. Strong communication and ethical exchange of work talk, as well as workplace banter, is what makes it healthy teamwork, which should be strived to be maintained in every organization.

As mentioned earlier, you can make slight changes, modify these statements, or go with one of your own according to the steps mentioned above. Don’t forget to breathe in and out before attempting an answer, and you will indeed create an everlasting impression.

Gamification in HR – Working, Importance and Example

Posted on by Sinibali Jana
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Gamification is the use of recreation-wondering and recreation mechanics in non-recreation eventualities inclusive of commercial enterprise surroundings and procedures, specially in recruitment, schooling and improvement, and motivation, with a purpose to interact with customers and remedy problems, as described through Gartner Group.

According to Gallup studies launched in April 2012, much less than one in 10 personnel are ‘engaged’ in their jobs. The closures are ‘now no longer engaged’ (60 %) or are ‘actively disengaged’ (32 %) – the maximum dangerous shape of disengagement. The goal is to take strategies from recreation layout and effect them in non-recreation contexts so that the general revel in for the worker or ‘user’ is extra enticing.

The writer of Gamification of Learning & Instruction, Karl Kapp, says the important thing to gamification is how addictive it could end up throughout all generations of people. Kapp believes the benefits which might be a part of gamification inspire customers to live engaged and engage with each other, constructing more potent relationships. Several companies like Marriott, Cognizant, Deloitte, Aetna, and others are using gaming to enhance staff alignment, decorate worker skills, remedy complex troubles, and faucet into new expertise pools. Typical recreation layout strategies encompass intention setting, competition, real-time comments, and rewards. There also are systems inclusive of eMee and MindTickle that facilitate Gamification in companies.

TCabs, a nearby radio cab provider issuer from Pune, India, has converted its everyday Call a Cab commercial enterprise right into a gamified consumer-enticing offering, using the eMee gamification engine. TCabs has added one of the first consumer loyalty software for cabs in India, referred to as TMiles. They have additionally brought recreation mechanics to inspire consumer sports like presenting comments at the cab journey, encouraging customers to actively take part in enhancing their provider, and sharing their TCabs revel in with their friends.

How Does It Work?

The energy of Gamification works like this: it makes use of the aggressive streak all of us have inside us, and as we play a recreation, we end up extra absorbed and engaged, we experience a different experience of fulfillment and are extra inclined to head the greater mile in both making extra efforts to pick the proper people or finishing extra schooling programs, or maybe assisting personnel to live motivated. And as we progress, we retain to boost our engagement with the sport and attain new levels.

In Recruitment and Selection

Marriott International Inc. became an early implementer to check how gamification may be applied in recruiting the proper people. It advanced a motel-themed video game, much like Farmville or The Sims, to acclimatize potential personnel with the Marriott as an organization, the corporation tradition, and the motel industry. Anil Garg, VP-HR, Whirlpool, said at some point in the latest TimesJobs.Com boardroom convention that they had been drastically using social media and gamification (cryptic puzzles) to interact with potential personnel to preserve the emblem join alive. It’s clear that gamification withinside the recruitment sphere has proved to achieve success for those businesses and is getting outstanding results.

Also Read: Difference between Recruitment and Selection

In Training and Development

The famed Deloitte Leadership Academy has skilled 10000+ executives from everywhere in the international, grants getting to know gamification through Badgeville to boom expertise sharing and emblem improvement. TCS has additionally stepped withinside the international of gamification through imposing recreation engines that permit the introduction of real-existence environments with integrated networking features, allowing the improvement of such Massively Multiplayer Online Role-Playing Games (MMORPG). The software of MMORPG for real-international commercial schooling and simulation can cause extra collaboration and group play and decrease the dreariness concerned in solo-schooling, says the group.

In Retention of Employees

Accenture is the use of the gamification gear for worker engagement and administrative center conduct modification. The World Bank’s Evoke is a social collaboration recreation for fixing social problems. A very promising region of engagement and retention wherein gamification may be applied to worker health. For example, Mindbloom’s Life Game being used by Aetna is a freemium online social recreation aimed toward enhancing worker fitness and health through encouraging interactions with a metaphorical “self.” In essence, customers can preserve a test on their health by choosing and growing plans to foster health.

The marketplace for gamification is anticipated to develop drastically, withinside the subsequent coming years. The Gartner studies suggest that through 2015, 50% of companies that cope with innovation procedures will gamify the one’s procedures, and that through 2014, extra than 70% of Global 2000 companies can have as a minimum one gamified app.

Importance of Gamification

  1.  HR can alternate the education content material with the aid of using revamping it right into a game. Activities may be added if you want to permit personnel to advantage factors and badges via levels.
  2. Onboarding costs bureaucracy, and files may be very time consuming and complicated. Reward factors via gamification can result in performance withinside the commercial enterprise processes.
  3. It facilitates the HRs to install a difficult machine for worker well-being. There is an organisation answer known as Welbe, which aggregates information from wearables and worker well-being right into a dashboard. All people can determine every difference via leaderboards.
  4. It lets personnel understand every difference via aggressive and collaborative processes to commercial enterprise processes, necessities, and events.
  5. It lets in personnel to cost every difference once they excel at a specific activity. This is carried out via the assist of cost badges and lifestyle factors supplied to personnel if they comply with the agency values appropriately.

Example of Gamification

In 2015, PWC Hungary introduced a sport referred to as a Multipoly video game that carried out the commercial enterprise demanding situations right into a digital surrounding wherein the personnel get a hazard to check their flair and abilities via means of receiving guidelines and remarks via the in-sport performances. It now no longer best improved worker retention however additionally boosted the agency recruitment,

Another New Zealand famed agency, Deloitte, used a recruiting video that became gamified and interactive. It went by way of the call of ‘Will you be healthy in Deloitte?’. It defined the firm’s offerings and agency lifestyle in information permitting applicants to play a position to get entry to their sports via desired points.

From getting to know and improvement to recruiting, gamification withinside the destiny will migrate from the place of work surroundings to new domain names if you want to assist HRs to realise excessive appearing personnel. If you’re one of these people who’s searching ahead to growing an attentive, worthwhile, and interactive workforce, it’s time which you to leverage their intrinsic motivators via exceptional gamification approaches.

Best Answers for “Why Shouldn’t We Hire You” Interview Question

Posted on by Aanchal Lohia
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Wait, wait, wait. Read the question again. It isn’t the normal, routine question that you might have faced in the interviews stating “Why should we hire you?”. As soon as you are gearing up to deliver your practised version of the answer, the realization will dawn upon you, that a trick question has been sent your way and the actual question stands as “Why shouldn’t we hire you?”.

This trick question is becoming pretty popular nowadays, and it is being used to throw the candidates off-guard. So, a well-prepared answer to this question is also one of the mandatory preparations that you have to do before facing an interview.

This question can be considered as an exaggeration to the question “What are your weakness?”. This question should be a well-prepared one. The main motive of answering this question is to highlight a strength wrapped up as a weakness. Although asked as a trick question, if answered nicely, then this question can allow you to shine. 

Why Such Trick Question?

Every question in an interview is asked with a purpose. Reasons, why an interviewer asks this question, are: 

  • To see how swiftly you can think on your feet, when a question, quite different from the traditional ones are asked. The interviewer wants to check how nimbly you can find your way out of an unfavourable situation.
  • Another reason is that the interviewer wants to get an idea about both the strengths and the weaknesses of the candidate so that they can better assess them. 

Some Tips to Follow While Answering This Question

A perfect answer demands lots of research and hard work. To turn this question in your favour, continuous practice is a must. For practising, a great answer is required. So, to prepare a great answer, some of the tips are: 

  • Be honest: There is a reason honesty is called the best policy. No person is perfect. So, don’t fall into that age-old trap of “I don’t have a weakness.” This answer will put you in a negative light, so be honest and think of a reason that can be stated when such a question is asked.
  • State a reason but with some corrective measures: An answer has to be given, so if you are stating a weakness as the reason, make sure to add some corrective measures that you are taking, improving that weakness as it will give a good impression. But be careful, do not mention a weakness, that can hurt your chances of getting the job, or that is related to the job profile. 
  • Identify your strengths: One of the best ways to answer such kind of questions is to mention some small weakness in a passing manner, followed by a vivid description of your strengths.
  • Make your research game pretty strong: You can prepare your answer based on the kind of job profile the company is offering. If a certain characteristic is required for the job, you can answer the question by stating the opposite of that characteristic. For example, The job entails to be working in large groups, so you can answer by saying that “You should not hire me if you want someone who can work independently on your projects.” 

Do Not Do These!

It is a trap question. So, falling in this pit-hole is quite easy. So, there are certain NOs which you should follow to avoid falling into the trap. These are:

  • Do not be cocky: Do not be one of those who answer along the lines that “You do not have any reason not to hire me!”. This creates a bad impression and can drive your interview downhill from that point forward.
  • Do not spread negativity: State your weakness, but not continue to dwell on them. Do not use this question as an opportunity to point out a weakness in other candidates.
  • Do not give them a reason not to hire you: Do not state a reason, that can straight-away give the employer a reason to disqualify you. So, have good background research about the company and the job profile.
  • Do not dodge the question: Answer it. Do not try to avoid it. This will do more harm than good.

Sample Answers

Some of the sample answers for the above question are:

Sample 1:

“Well if the job demands an individual that can head-on lead the department, then I may not be the correct person to do it. I am more of a team player. Heading a department will be something very new for me. But, the part that is my forte is bringing a plan to life, i.e., it’s execution. In meetings generally, a lot of ideas are thrown around, but none of those comes to its fruition. I shine at identifying potential ideas, following up these ideas, and executing the most suitable idea.”

Sample 2:

“I am great at delivering my deliverables at exact deadlines. I never miss an important deadline. But one weakness that I seem to have is, I am not the kind of the employee that can come sharp at 9 AM to the office. I am a person who prefers working late and can put in extra hours, but being chirpy and full of energy early in the morning is very difficult for me. So, if this is a judging-criteria, then I think I am not a correct match.”

Sample 3 (When you shine at a certain skill that is required, use it as leverage):

“If you are looking for a person who is great at managing people, so I may not be the right choice, as my management skills are quite rusty. But, if you are looking for someone who has great expertise in handling the reports and the statistical data, so I am the person, who has good experience in MS-Excel and being a statistician, I know all these, like the back of my hand.”

Sample 4: 

“I have this habit of getting too engrossed in my work and doing it till it is executed perfectly. So, if you don’t want your customers to have an individual and immersive experience, then I may not be the perfect candidate, because I believe in serving each customer on a personal level.”

Sample 5:

 “If you want someone who thrives working independently, so I am not the right choice. I like working in teams because I feel that I am at my maximum efficiency when I work with a group of people. Working in groups brings out the best in me as different ideas bounce off each other, and together, we can reach a great decision.”

Sample 6: 

“You should not hire me if you are looking for someone great at small talk. Though I love socializing with people, I like to talk to them, to get to know them, not just the formal Hellos and Byes. I need to get to know people who are in my team and share a great camaraderie so that we as a team can give out 100 per cent.”

Sample 7:

“You should not hire me if you want someone would stick to the official 9-5 job and would not be thrilled to put in extra effort just for the sake of the benefit of the company. I am the kind of the person, who believes in giving my 100% when it comes to projects so that I can deliver them to the finishing line as soon and as accurately as possible.”

So, these are some of the classical answers, where you can portray your strengths as the reason why you should not be hired. Taking a clue from these, you can create your own modified version of the answer, depending upon your strengths, the company and the job profile. This question gives you a chance to convert your interview to a huge success, so do not waste it and use it your advantage. 

Top 5 HR Trends in 2024

Posted on by Sinibali Jana
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HR trends are an important part of HR operations. HR trend depends on a lot of internal and external factors. These include market conditions, changing social dynamics, changing political dynamics, laws and legislations, predictive analysis etc. HR professionals predict and study these various trends to get an idea and decide on how the HR operations are going to take place.

HR trends are important both in terms of the welfare of the organisations as well as from the perspective of the employees.

2020 was a roller-coaster year in terms of everything. It has changed the economic situation, changed the social dynamics and completely shifted how workplaces used to work. With almost all the entire planet in lockdown and confined to their homes, the work has shifted to the homes as well, and all work has gone digital. With all the workforce going digital, it is only natural that the HR trends will take a digital turn too. Let’s find out a few top HR trends in 2024.

Top 5 HR Trends in 2024

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1. AI in The Recruitment Process

Artificial intelligence has made its way in the various sectors in the market. Be it baking, finance, health, marketing, retail, artificial intelligence has operations everywhere by substituting the traditionally used human labour.

AI will also make its way in the HR hiring and recruitment process. It is not only supposed to be saving a lot of time but also supposed to yield more accurate results. Chatbots are going to be implemented in the recruitment procedure. This would largely eliminate the repetitive tasks of the recruiters by providing automated responses. Most applicants have several Frequently Asked Questions, and by employing the bot to answer them, the recruiters will save upon a lot of time that they can use somewhere else.

Screening and elimination of candidates will also become easier and faster. The job requirements of the candidate would be recorded by AI, and the candidates would be screened accordingly. Otherwise, to screen candidates for a single hire, it takes 20 hours on an average by recruiters. As an additional advantage, the AI-based recruitment will not only be faster but also more accurate due to the absence of human bias.

Also Read: Role Of Artificial Intelligence In Recruitment

2. Implementation Of Data Analytics

Data analytics will make a striking presence in the HR trends in the coming years. Instead of the observatory and recorded information, HR decisions will be guided by data-driven results. This can help HR professionals to attract potential best candidates for their jobs. Data analytics will also help in retaining talented employees. Employee absenteeism, turnover rate, level of engagement etc. will have tremendous scope to be recorded under data analytics. Studying and predicting these trends by analytics will give HR professionals a great added advantage.

Implementation of data analytics will have varied impacts on the HR domain. Employee satisfaction and experience can be greatly improved by the use of data analytics. This will eventually lead to greater productivity. Studying the trends will also help in reducing employee turnover rate. Planning of workforce and development of training can also be improved by the use of data analytics.

3. Employee Experience Platforms

Ensuring a good employee experience is not just important to the employees but also hugely important to the company. Just a good pay and a healthy work environment are not enough to keep the employees satisfied. With widespread digitalisation and such a great social forum, employees can anytime take to websites like Glassdoor and review their current company. The reviews can be based on their workplace policies, compensation, benefits, etc. If an employee is not satisfied, negative reviews on these forums can impact the goodwill of the company.

Hence improving the experiences of the employees is an important part to focus on. This is where changing HR trends come into play. This means that global experts suggest that implementing HR technologies can positively impact the experience of these employees.

Hence, Employee Experience Platforms or EXPs can be used. These help in managing and designing different kinds of employee interactions that take place across the company. EXPs will help a great deal in to economise on cost and time that help in the development of custom employee portals, developing backend integrated systems etc.

The EXP will also help in integrating several processes on a single platform. These include the development of career, administration of benefits, performance management, payroll management, onboarding procedures, etc. The EXP uses an intuitive procedure to perform these tasks. In totality, HR will see an amalgamation of HR and IT functions that would lead to higher productivity.

Also Read: 7 Workplace Rules for Happy Life

4. On The Job Training

Training is very important for the employees to understand the functions of the organisation and to be able to fit in with that. On the job training is an important part of the entire training procedure where the employees are provided hands-on training about how to perform their specific job roles to meet the various long term and short term goals.

 However, the traditions methods of training are most likely to be replaced by more technologically advanced ones in the coming time. The companies can make use of augmented reality, virtual reality, gamification, etc. to provide training to their employees before they get on with their jobs. 

5. Feedback Tools

Feedback is an important part of engaging the employees in an organisation. Engaging the employees also mean increasing the possibility of their retention and improving their satisfaction. Hence an important trend in HR would be about employing feedback tools to increase employee engagement in the organisation. These tools would largely help in managing and tracking the concerns of the employees and thereby taking corrective measures.

All of these trends are based on predictive analysis and are not be trusted in blindsight about determining the functioning of a company. However, they are made by extensive studying of patterns, and other external factors and hence can be used as a framework upon which the operations will take place. These are created after analysis and in real-time should be implemented in steps after considering the needs and current status of the company. 

Difference between Career Planning and Succession Planning

Posted on by Aanchal Lohia
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Planning is one of the most fundamental characteristics of human nature. It is the tool that gives us the sense that we have control over certain aspects of our lives. It is a big, uncertain world out there, where it seems that nothing is in our hands, as the factors continuously change and new circumstances evolve from time to time. No one likes to live in a world full of uncertainty and cluelessness. But, having a definite plan in our minds gives us a kind of security of having a clear-cut path ahead of ourselves. It helps us train ourselves and be prepared for whatever may come.

Career planning is something that every individual does from their college-level or some maybe even from school level so that they have a well-thought-of road map to achieve their dreams and goals. On the other hand, succession planning is a decision that the organization as a whole take, by choosing a candidate from amongst the pool of qualified candidates, to be the successor to a particular higher-level post after the previous candidate retires. Succession planning directly or indirectly plays a key role in the fulfilment of an individual’s career plans.

What is Career Planning?

Career planning something that every individual does from a young age. It forms the first step in analyzing one’s personality to identify one’s interests, strengths, weaknesses and the type of career that they want to pursue. It is a process that the individual carries out at a personal level to gather more information regarding oneself so that further planning can be done.

Career planning, which comes under career management, where the process of exploring, analyzing and evaluation, starts happening at a very young age. The entire process starts by finding out about your interests. After the first box in the check-list is ticked off, you can find out more about the stream of academics that will help you to convert your interests to a more career-focused path. After the goal is set, planning involves formulating various strategic measures that have to be implemented to achieve that goal.

For example: Suppose an individual gets easily curious about anything (however small it may be) and tries to get to the bottom of it, may have a good career path in the field of journalism.

Also Read: Best Career Options after Graduation in India

So, after the decisions are taken, the next step is to convert all your plans to actions, so that the planning can finally see the light of the day. Thus, identifying the skills and interest at an early age can help you direct all your energies and focus on achieving the plan and may also give you a competitive advantage over your peers. 

Career planning is an ongoing, continuous process. Even after, you are in a corporate environment, and the career planning changes according to your job profiles, your strengths and weaknesses in handling the job, your interest in the work. Your career goals can also help you bring improvements in your current work-space. As and when you continue to succeed in your career, your career plans and objectives keep on changing, thus making it an ongoing process.

What is Succession Planning?

Succession planning as the name suggests is the process of identifying, training and selecting appropriate successors for a critical post in an organization. Unlike career planning, succession planning affects the entire organization, and thus the entire organization takes part in finding the next in line for the job.

Succession planning is done to fill up a critical post with newer, fresher talent because the old ones got retired, left the company due to some other reasons, or may have died. It is done to maintain the smooth functioning of the organization so that some key decisions do not take a hit just because a post is vacant.

As is intuitive, succession planning is a necessary process, upon which the future of the entire company lies. One wrong decision and it could cost millions. So, it has to be well-strategized, well thought of and successfully executed.

So, the first step involves identification of all the major job profiles in your organization and find out which profiles require a successor soon. This is followed by critically examining the employees’ performances and based on that, selecting a handful of potential candidates. These candidates are trained, and finally, based on some extensive training, the most eligible candidate is selected for the post.

Succession planning has its perks, as it encourages healthy competition between the employees, which results in value addition to the company. It helps identify the star players in every domain, who are most valuable to the organization. It also helps in motivating the work-force, thereby playing a central force in guiding the employees’ career plan and goals. 

Difference between Career Planning and Succession Planning

As is quite clear from above, career planning and succession planning are widely different from one another. Succession planning though plays a huge part in driving the career plan of an individual, but in no way are they the same thing. Their major point of differences is provided below. Please have a look.

  • Career planning is an individual decision, while succession planning is an organization’s decision.
  • Career planning is the process where an individual identifies her/his skills, interests, strengths and weaknesses and decides on a career path, whereas in succession planning the organization searches for the best suitable candidate to fill in a vacant position. 
  • Career planning is an ongoing, continuous process which spans almost over the entire working life of an individual, while succession planning is a process, that is done to fill in the vacant position in an organization and keeps in mind the long-term goals of an organization.
  • Career planning is done from an employee’s point of view, while succession planning is done from the organization’s point of view.
  • Career planning comes under the umbrella of career management, while succession planning comes under succession management.
  • While in career planning, an individual fills up various positions in his/her lifetime, in succession planning, a position is filled by various individuals.
  • Career planning ensures success and advancement in one’s career. In contrast, succession planning provides the leadership skills required to attain the goals of an individual and ensures the smooth functioning of an organization.
  • While succession planning, tends to have a direct impact on an individual’s career planning, targets and goals, vice versa is not true.  

The salient features of both career planning and succession planning are written in a concise form below: 

Career Planning Succession Planning
It is an individual decision. It is the entire organisation’s decision.
A process where an individual explores and identifies her/his interests and thus carve a career out of it. A process where the organization searches and trains the suitable candidate for taking up the higher position.
Done for an individual’s success in their career. Done for the smooth functioning of the organization.
Done from an employee’s point of view. Done from an organization’s point of view.
Comes under career management. Comes under succession management.
An individual takes up various positions in his/her lifetime. The position is filled up by various individuals.
Has no such impact on succession planning. Has an impact on career planning.

Thus, both career planning and succession planning is extremely important, and it is generally advised that everyone must have a clear idea regarding their plans. Career planning will help to have a clear focus and thus will help in redirecting all your energies to attain that goal. Succession planning is a well-defined strategic procedure that is designed to help the company reach great heights. So, both of the planning, though not directly related, is extremely critical and should be looked into.

10 Best CRM Software in India 2024

Posted on by Zainab Sutarwala
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Customer Relationship Management or CRM is a buzzword nowadays. This software is highly talked about software in the technical world. Dynamics of marketing and sales are continuously changing, bringing along a wide need for CRM software. There is a huge change in the past some years. The methods and tactics used for marketing and sales have changed too.

The advanced and modern technologies like CRM, marketing automation, AI, and sales automation have transformed to get the leads, convert them, and nurture them into prospects. Looking at the growing needs, we have come up with the list of top 10 CRM software firms in India that are changing their way of marketing and selling. So, without wasting our time, let us start.

Also Read: 10 Best HRMS Software in India 2020

10 Best CRM Software in India

1. SalezShark

SalezShark tops the list of the best CRM software companies in India; SalezShark is the fastest-growing company in the Customer Relationship Management world. This is one best option for small & medium enterprises. SalezShark software is designed exclusively for managing all types of business manual tasks, sales automation, activity updates, daily timesheet, marketing, invoicing, support system, marketing automation, task management, sales track and forecast, and more at one platform.

SalezShark CRM offers limitless possibilities. They offer the ultimate toolset for building strong relationships, improve engagement, as well as drive your business growth. SalezShark provides the most unified marketing and sales platform made for helping you & your team to run and build your business. 

2. Zoho CRM 

Zoho CRM software is another top rating CRM tool in India, mainly for small businesses to track the leads, optimize the sales activities, and close your deals much faster. The tool comes included with some rich features like sales performance, multi channel communication, productivity, automation, extensive customization, and enterprise readiness. Zoho helps you to sell faster, smarter, and better.

3. Hubspot

Hubspot is a prominent CRM software firm in India. Their software can easily be used by the small and medium businesses to push their business transactions just by increasing their total number of sales possible when curbing down on the excessive workload. It is used by everybody, installed on handheld devices too so that users will have access to CRM anytime and anywhere. The feature of sales automation is one amazing benefit of the CRM as users will focus on various other features of driving the business as well as staying in touch with their partners when any sales take place.

4. Agile CRM 

Agile combines marketing and sales features to offer smarter selling as well as complete customer involvement. Agile CRM software provides some exciting features like project management, lead scoring, telephony, marketing automation, appointment scheduling, email tracking, mobile marketing, and many more, etc. to their customers.

5. Bitrix24

Bitrix24’s CRM software offers the best portal where the businesses may streamline and track down the interactions with the potential leads and current partners and customers. This is one of the best CRM software that allows the users to manage and log client interactions, store and capture the lead data, produce sales reports, and perform the segregation of the target audience.

This has got some amazing features to feed the leads from the user’s site straight in the CRM software. The users then will create the email templates, send the group or individual emails to the sales qualified leads, to capture notes on the client interactions, fix down meetings, as well as assign some of the activities.

6. SplendidCRM

SplendidCRM is top CRM software in India developed mainly for system integrators & administrators. Some of the features allow the administrators to add user-customizable functions like .NET 2.0’s Themes, AJAX, and Web Parts. Analysts have awarded SplendidCRM as the top rivals for the Zoho CRM as they both have the same features and expertise spans throughout their same fields.

This software is made in C# for the ASP.NET framework. At present, this product is accessible in 2 editions- Open-source & professional edition. The only difference for professional edition from open source is an inclusion of the stored procedures & source code for the MS Outlook 2003 and 2007 plug-in.

7. Nextsky Sales CRM Software

This CRM is for the high-speed sales teams of the small business and helps you to track the user behavior, optimize the sales operations, and score leads. NextSky CRM Software provides some amazing features like contact management, alerts and lead tracking, deal management, invoice generation, and sales management.

8. Freshsales CRM System

Freshsales CRM tool offers you the option of customizing the presence and reflect your business policy. Users will be able to switch between the multiple currencies & language when dealing with foreign clients. The Freshsales CRM software enables simple import of data, tools, and live chat to get real-time insights. Freshsales is CRM software made in India and helps to manage the leads to tracking the phone & email coordination with the customers, managing their workflows as well as generating the reports.  

9. SAP CRM

SAP CRM software is the popular Customer Relation platforms, which supports improved working abilities and offers you good customer interaction for the better growth of the business. SAP CRM software allows using the application in a cloud and on-premise that depends on customer requirements. This plays an important role in boosting customer engagement, marketing, and sales. This integrates and automates all customer-facing activities.

10. Sage CRM

Sage Group is the biggest business software vendor across the world. This company boasts over 6.1 million customers & 25 years of working experience with small & medium-sized firms. Sage CRM Software in India is the subsidiary of the Sage Group & has more than 1000 customers across India for CRM, ERP, and Payroll products. This company provides expertise across various platforms like Trading & Distribution, Services, Manufacturing, IT or ITES, Media, Financial Services, Travel, and Hospitality or Professional Services.

Wrap Up

These are some of the top CRM Software’s used aggressively among the companies to maintain the organization workflows and a strong and healthy relationship with their customers.

Why MBA – Top 5 Reasons to Pursue MBA

Posted on by Sinibali Jana
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Students after graduation generally face a dilemma of which path to take. A course of Masters in Business Administration (MBA) is, however, a very popular choice. But it does require a lot of investment both in terms of efforts and money. Good and well-accredited business schools all across India and the world cost lakhs of money for a 1-2 year course. But a large number of graduates pursue this course. So the question is, is it worth it? Or is it just the common flow everyone is following?

Not just graduates, many professionals give up their jobs temporarily to pursue MBA for either career advancement in the current profession or starting their ventures. It is rather a common scene these days where people take up employment after their graduation, prepare for the MBA entrances, give up their jobs, and join the course.

Even if the B schools are not the most top tier- they have relatively higher fees than other Post-graduate degrees. But it does not affect their popularity or their student intake. It is one of the courses with one of the highest numbers of aspirants all over the world.

Also Read: Best Career Options after Graduation in India

So why should a person opt for MBA? What are the actual benefits? Is it worth it?

These are the few common questions that people generally have. Below described are several reasons why a person should study MBA. Read on!

Why MBA – Top 5 Reasons to Pursue MBA

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1. Better Management Skills

Like already said earlier, people who opt for an MBA are not just graduates but also professionals who have an average of two years of experience. Even Professionals who are at the senior level sometimes opt for the course to upscale themselves. A degree in MBA generally equips a person with better management skills. These skills help a person to manage and run a company better. These make them a great catch for companies who are looking to recruit managers.

Also, the degree in MBA is not just theoretical. The students learn about recent business trends, make practical applications of their knowledge, interact with companies, get global exposure, etc. Hence, it helps people run up the professional ladder to post its completion and enable people to start and grow their ventures effectively. Even though there can be different specialisations that MBA comes with, but the general management knowledge and skills that it provides remain constant.

2. Specialisations

MBA degrees are not a general course. It provides several speciations to the students opting for it. These range from Human Resource, Marketing, Finance, IT, International Business, Operations, Consulting, so on and so forth. MBA is a great option for people with specific goals and aspirations. They can choose the specialisation that they want to learn and advance their career in that field.

For example, for people who want to work abroad or with global companies and handle international operations, they can choose International Business as their specialisation. Consulting allows people to provide outside opinions to companies and resolve their issues and is one of the highest-paid careers after an MBA.

3. High Salaries

Even though studying MBA costs relatively higher than other post-graduate courses, the salaries of MBA graduates are one of the highest in the job market. Irrespective of the fact that a person is a graduate from a premier or a middle-tier B-school, the salary that a person is most likely to get after an MBA degree is comparatively higher than others. That’s one of the biggest reasons why a lot of people opt for an MBA is to increase their earning potential.

A person with an MBA degree can expect to earn twice as much as another person with a general Master’s degree under normal circumstances. Consulting and Finance are consistently listed as the highest paying MBA domains. The investment made to study an MBA is high, but with the high salaries it offers, the cost incurred will be covered within a maximum average of 2-3 years.

Some of the countries with the most affordable and low-cost MBA degrees include Germany, Austria, France, Finland, and Sweden.

Also Read: 10 Best HR MBA Colleges in India 2020

4. Entrepreneurship

A lot of people with a vision of setting up their own business join an MBA. Since an MBA teaches the whys and running a business, it gives a path to bussing entrepreneurs. It teaches them how to start a business, how to grow it, and how to stabilise it over-time, even in the face of various economic and competitive uncertainties. 

An MBA equips a person with a wide business network whose benefits they can leverage on. The professors in B-schools generally have a great deal of experience themselves. The classmates may share a similar idea and have sources. A student in an MBA institute also gets to build a network with the alumni, and all of these factors help a person grow a business. A good business network is what almost everyone wants to build.

Also, setting up a business alone is not a cake-walk. Hence, a person in a B-school might find someone who shares the same vision as him/her. This will enable them to exchange their knowledge mutually and, in some cases, get on board, become business partners, and set up a business together. This can be a great opportunity for budding entrepreneurs.

5. Change In Careers

Many people opt for an MBA because they want to change their careers and explore newer avenues of work. This is mostly applicable for people who already have professional knowledge and pursue an MBA degree henceforth. It is great for a person who does not feel one with his/her current profession. A specialised degree in MBA will equip this person with specific skills and hence pave the path for making a career in that field and exploit the thriving opportunities that it comes with.

These being the most significant ones, there are varied reasons why people opt for an MBA and why it is worth it. MBAs accept a lot of older students, and hence its scope is not limited. It allows the opportunity to study worldwide, and that’s a prospect people do not want to miss out on. It helps people build a network, and no matter how challenging it is, it is not difficult to graduate. Hence these are the reasons why people pursue an MBA, and honestly, given the outcomes, it is a pretty great choice to make. 

Difference between IT and CS

Posted on by Aanchal Lohia
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Two of the most common words used by the majority of the younger generation nowadays is IT and CS. For all who are confused by the acronym, IT stands for Information Technology while CS stands for Computer Science. For many people, these two are words with almost the same meaning. Though these words may be similar, let us assure you, they have a spectrum of differences when looked closely upon. They sure do have some overlaps, as both of them are related to technology and computers, but both these paths require to have skillset and knowledge unique to each of the career paths.

This is a very common question that most of the students interested in having a career in the field of technology and computer have. But don’t you worry! We have got you covered. We will provide you with clear knowledge regarding both the fields, how to get into those fields, the kind of skills required to excel in that career, and majorly the differences between both IT and CS. So, let’s get started!

Also Read: What to do After B.Tech in CSE?

What is IT?

Information technology, in the simplest words, means an application of technology, which is usually created on a huge scale to provide a solution to some organizational problem. It is related to solving problems of technology. A career in IT mostly revolves around the installation, testing, running, maintenance, and running of computer systems and massive databases. In simple terms, it is the practical application of technology learning.

How to Get a Career In IT?

Like most careers, a career as an IT professional also demands a bachelor’s degree of 3-4 years in IT or a related subject. Apart from formal education, a good aptitude in Linux and SQL, project management, customer service skills are also recommended as it aids in an IT career. Being up-to-date with the current trends in technology, programs, and operating servers is a must if you want to be a successful IT professional.

Apart from formal education, attaining various industrial certifications like ITIL, Network+, Security+ can help when searching for a job in the IT sector. A bachelor’s degree is a great start, but don’t just limit yourselves to that one degree. Complete your master’s in IT or a related subject to make your resume more appealing. Also, gaining work experience in any field is the best way to gain hands-on knowledge of the actual workings of the IT sector.

Key Skills Required

A successful IT professional must have many skills, but the following key skills are mandatory to make a successful career in IT. These are:

  • A vast software knowledge
  • Critical analytical thinking
  • Problem-solving skills
  • Technical skills
  • Project management skills
  • Strong communication skills
  • Database management
  • Operating System knowledge

Careers in Information Technology

One of the fastest-growing career options, a career as an IT professional, does provide some options depending upon the kind of role you want to perform. Some of these are:

  • IT Consultant: A professional that generally works for a consulting company whose aim is to provide technical advice to its clients to make the most cost-effective use of technology and improve the work environment.
  • Network engineer: The person who is responsible for overseeing the company’s network infrastructure and also build communication networks like LANs and WANs.
  • Computer support specialists: Individuals whose work is to advise people and help them solve their queries regarding their software.
  • Information security analysts: Individuals responsible for the security of the organisation’s entire network and prevent it from cyberattacks and devising an emergency route in case of a breach.

There are many other career options available as an IT professional. The most common ones are listed here.

What is CS?

In simple terms, computer science is the computer and the associated software and software systems. It provides the foundation for pursuing a career in coding and programming. It is related to the “how” behind any computer application. A computer science degree will provide much in-depth knowledge regarding the designing of computers and other devices. In a fun way, computer science people are the ones who can chit-chat with your computer and can understand the problems (if any) with your system within seconds. 

How to Get a Career in CS?

To have a career in CS, strong mathematical skills are a must, which is followed by the same old procedure of getting a bachelor’s degree of 3-4 years in computer science, which will make you good to go start pursuing a career in CS. Along with the knowledge of the working of computers, a pretty decent knowledge of different coding languages like Java, C, C++ is a must to excel in a CS career. Along with the bachelor’s degree, certifications, and a master’s degree in computer science will help catapult your career forward.

Key Skills Required

To have a fruitful career in computer science, having some of these skills might help. These are:

  • A strong, advanced mathematical background
  • Love for coding in different languages like Java, C++, and many more
  • Software engineering 
  • Problem-solving skills
  • Great analytical skills
  • Resilience and patience

Careers in Computer Science

Having a degree in computer science opens up a plethora of career options. It provides a vast number of opportunities as they have a solid background in coding, which is a much-demanded skill nowadays. Some of the career options are listed below:

  • Software Engineer: The job includes developing new software as per requirements and keeping the last ones updated.
  • Programmer: One of the most popular jobs after completing a CS degree, which entails creating codes for various software programs in the language as demanded by the client.
  • Computer hardware engineer: Just as a software engineer is responsible for keeping the internal software running, a hardware engineer’s job is to design, repair, and update the physical hardware parts of the computer.
  • Database Administrator: The job role includes building, maintaining, and continuously updating the database created for the client.

Difference between IT and CS

Apart from their definitions, the kind of job that both degrees invite, the skills required, there are some more differences between IT and CS, which are stated below:

Information Technology Computer Science
It is a process of solving technological problems by the application of networks. It is the process of developing a new program by coding.
The study of computing techniques that needs to be applied for industrial problems. Study of the computer and the principals of computing.
A bachelor’s degree in IT or other related areas is required. A bachelor’s in computers is needed.
The curriculum entails the study of software. The curriculum includes the study of both hardware and software.
An IT professional usually work in teams and needs to interact with the team frequently. It is an individual job, where the code is written, developed and tested.
Skills required are customer relationships, project management, the current trend in technologies. Skills required are software engineering, different languages.
Job includes application of the tools. Job includes designing of the tools.
A team worker, who likes assisting others, can choose IT. Those who love working independently can go for this career.

Conclusion

Though there are specific differences between IT and CS, of these discipline offers excellent career options with great career graphs. The difference between them is important to understand as it will help you decide what kind of skills you possess and which career will be more suitable for you. Just figure out the skills, and then you are destined to make great things happen!

What is Job Simplification – Techniques, Advantages and Disadvantages

Posted on by Sinibali Jana
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Job simplification is a widely used process in many organizations. In simple terms, job simplification means simplifying a complex job into several simpler parts. It is intended to improve the productivity of the individual by lessening the work-pressure on him. The work-pressure includes strenuous physical activity, mental pressure, and psychological stress caused due to complex jobs.

A complex job is considered, and then it is broken down into smaller and simpler parts. These simpler parts are reach assigned to employees, and they are employed to work on that part of the job only. The employees’ work is repetitive, and that increases the expertise of the employee on that particular job. Therefore it leads to individual skill formation of the employee as well as increases the productivity of the company. It is a component of job design where job rotation and job enlargement is also a part.

Also Read: What is Job Enlargement? – Definition, Advantages and Disadvantages

Under the job simplification procedure, the organization spares its preparation cost, as a low degree of aptitude is required to play out the improved employments. Additionally, the activity speed increments, as the individual is required to play out a little segment of the beforehand bigger and complex activity.

Because of expansion in mechanization and expanded familiarity with working conditions for representatives, work simplification tumbled from popularity. Rather than a building approach, a persuasive methodology was supported. This methodology concentrated on making employments inspiring to chip away at – particularly for information laborers. 

Notwithstanding the lessening in prevalence, job simplification stays one of the four key approaches to job design. Moreover, a contention could be made to reintroduce job simplification as a strategy to improve jobs during a time where extreme work-pressure can prompt pressure and medical issues.

Techniques of Job Simplification

1. Identification of the Job

The first step towards simplifying a job is identifying or selecting which job is to be simplified. The best way to identify such a job is to check which one is most strenuous or produce the most unproductive results. If the knowledge about the said job is inadequate, then interviews must be conducted with people who have the experience to get a better insight.

2. Collecting Relevant Data

The second step is collecting all relevant information about the job that is being simplified. This involves gathering information about the total time taken, the steps involved in the job, how they are performed, etc.

3. Analysis of Collected Data

After the collection of data about the job is done, it needs to be analyzed. This is the step for analysis. This is where all the questions are asked, and analysis is made for alternatives are investigated.

4. Finding Alternate Solutions

This is the step for the development of different possibilities and alternatives for the simplification of the job. This is the core step where job simplification is done. Four criteria are employed for the jobs that are to be simplified. These criteria are elimination, combination, re-arranging, and simplification. The main objective of this step is that the current job has to be made safer, easier, and the effectiveness of the job has to be improved.

While simplification of the job at this stage, different tools can be used. These can be newer technology, digitalization, automation even physical instruments. Once the simplification of the job is finally done, the result should be duly noted, and the new method should be proposed.

5. Evaluation of Such Solutions

The last and the final step is the implementation and optimization of the ultimate simplified job. At this step, the new result is taken into account to test the new prototype. Henceforth, it is optimized and adjusted. This step mainly includes managing stakeholders and convincing superiors to facilitate the final implementation of job simplification.

Job Simplification Advantages

  • Since the job is broken down and simplified, it makes the job a lot easier than complex jobs.
  • Since an employee is continuously associated with a narrow line of job, it increases the skill and productivity of the employee.
  • More straightforward jobs reduce various kinds of physical and mental stress that the employees otherwise go through due to complex jobs.
  • The training process of staff becomes simpler as the jobs are simplified.
  • It is easier to replace unproductive employees with newer ones as the training attached is not very complicated.
  • It is a cost-effective method as the cost incurred to the organization after job simplification is practically negligible.
  • It achieves specialization.
  • Employees under job simplification are prone to get higher rewards.

Job Simplification Disadvantages

Job simplification has several significant drawbacks, and they are why better alternatives to job simplification are chosen in recent times. Maybe it poses many benefits to the organization, but on more in-depth analysis, it has underlying limitations. Even to the employees, it causes several issues that have to be considered. The limitations of job simplification are listed as follows:

  • It affects the quality of work of the employee in the long-run due to the constant repetition of the job.
  • Presence of monotony in the employees due to the same narrow nature of the job.
  • Increased tardiness among the employees.
  • Even though the productivity increases initially, in the long run, the productivity of work due to repetition goes on decreasing.
  • Increasing absenteeism among the employees.
  • The companies are most likely have to increase the wages to retain the employees in the job.
  • The process decreases the pressure and complexity of the job upon the employees but increases the frustration.

In totality, job simplification can be used as a short-term approach to achieve short-term goals. However, in the long run, it does more harm than good. The productivity and cost-effectiveness that it achieves in the short-term get overshadowed by the decreasing productivity and employee tardiness in the long-run.

This is why several alternatives are preferred in place of job simplification. Even though it is part and parcel of job design, the other components like job rotation and job design have better benefits and lesser drawbacks in terms of both the employee and the organization. 

Groupism in Office – Causes, Effects & Remedies

Posted on by Shaivee Kumawat
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We, humans, tend to settle with the same frequency people, and when these similar set of interest drives these people, it gives birth to a concept called group or a Community( in social scenarios). Yes being in groups and supporting each other, taking care, understanding, tuning well with each other is a good thing, but if done in access then leads to destruction. One should not sell their grandmother for petty things. It means one should not convert that friendliness to bad habits of staying in the same belief, being inflexible, or having false feelings for others. This kind of groupism is seen in almost every sector of society.

Groupism in Office

It is about favouring the closed ones, buttering the powerful, or fulfilling one’s mean for influencing people. This is often used as a strategy to discriminate against people for their own personal, professional, or social welfare. In the long run, this practice undervalues real talent, being pessimistic, and demotivates hardworking fellas.

Moreover, this adds depression, mental stress, doomed feeling, and a lack of charm in a person. It is often seen that at workplaces, these kinds of practices are prevalent either to flatter higher position holders or to satisfy personal needs or motives. That is why it should be regulated by the HRs of the firm, to manage these malpractices, to save the reputation and fuel growth of the company. 

For example, nepotism in Bollywood, a community in social gatherings, corporate groupism, ethnicity belief, etc. Today we will be discussing Groupism from a certain depth. 

Office Politics

It is as simple as messing around, gossiping, or spreading rumours. According to an Accountemps survey – it says, 46% of employees voted that office politics behaviour is seen most often in their companies. The reason behind these practices is found to be gaining favour by flattering the boss, snatching others’ credit, wrecking co-workers’ projects, or demotivating a person. When this drama takes root in any organization, eventually a decline in firms’ productivity is seen, less engagement of workers, halfhearted participation, and uneasy feeling to share ideas. This creates a lot of problems for the company CEOs, business owners, or the management department. So it is a heartfelt request to the employees for not creating this, and if felt at any corner of the company, then they should stay away from it and if needed or desired should be reported to an appropriate authority.

Causes of Groupism

To detect the origin of any cause is very important, to treat it effectively and quickly. Some of the causes are-

  • Showing superiority– Many a time, out of habit or to get a feeling of very acknowledged and reputed person, a person ends up bragging about his/ her qualities or deeds and tends to create a particular group. And not to forget, that person feels very safe and comfortable in that group.
  • Intending on someone to quit their job– This kind of groupism is practised out of ill feelings and disrespect for someone. Here a certain set of people/a person is intentionally hurt out of no unforeseen reasons. 
  • Buttering of a senior– To be ‘an eye candy’ of a boss’/senior someone overdoes, shows up frequently, or brags about his/her work to be in good books of a senior, to quickly gain a promotion, good appraisal or some other incentives. 
  • Lack of mutual communication– This is a hidden devil, which needs proper care, and the only remedy for it seen so far is – Employee Engagement. To avoid misconceptions, misunderstandings, and false feelings in the team, a good channel of communication should be built.
  • Inflexible to modify a good build notion– There are always a few people present everywhere who belongs to the category of – “What I have said is correct !”, “No! Sorry I do not want to listen to you and understand your point.” or “I’ll strongly stick to my point, no matter whatsoever happens.” Beware of these people as there is no found solution to these kinds of mentalities yet. 

Effects of Groupism

Groupism adversely affects organisations in various ways like

  • A loss of talent
  • A gradual increase in Lawsuit risk
  • A demotivated and negative environment
  • A big unhealthy challenge for the newbies
  • A downfall in the firm’s productivity
  • Degraded Employee morale
  • Unwanted and unknown conflicts 

Remedies to Groupism

As this activity can not be seen clearly but can be predicted only through actions and the company’s result. So this must be dealt with mutual coordination of a company and employee both.

  • For an Employee– To be an asset to a society or a firm, follow certain rules in life-
    • Behave with strict Professionalism. Please!
    • Avoid your emotions to control you at the workplace.
    • Distance yourself from unhealthy discussions, gossips, or a rumour spreading channel.
    • Avoid misconceptions, but being in regular touch with a trusted senior.
    • Your end goal should be quality performance and productive team spirit. 
  • For Company Heads– Wanting better results from the workforce they may practice-
    • Make Strict laws, rules, and regulations
    • Strict professional environment
    • Offering equal and appropriate opportunities to each individual
    • Trying to keep as many things as possible in the documented format.
    • Organizing certain informal meetups or parties

Conclusion

See there is a very clear understanding of it because one might lie to an individual, but not to thyself. One would have a clear understanding and feeling that they are on the wrong path or doing wrong. So kindly undo all the previous tasks done and do not repeat them in the future. It will be good for an individual and a company or a society as a whole. Before groupism takes up its strong roots alike caste and creed or gender inequality as in India, it is high time for us to understand its drawbacks and uproot it immediately from our surrounding environment.

 

How to Write Congratulation Mail to Selected Candidates with Samples

Posted on by Aanchal Lohia
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Getting a job is probably one of the happiest moments of someone’s life. Being employed, the ability to fulfil the responsibility on one’s shoulder, the sense of accomplishment is something unparalleled for. In a country like India, the competition is extremely high. Here we have so many candidates competing against one another for the same job and with almost the same set of qualifications that it makes the selection process quite a challenging task for the recruiters. Everyone puts in their best to convert the opportunity, and when that mail finally arrives, stating SELECTED or HIRED, that moment is nothing but pure bliss.

Most of the companies follow a standard format for the congratulations mail when delivering the great news that lightens up the life of the candidate. The hired candidate is called and is given the news of his selection first through call or in person. It is not considered a good industry norm to inform the selected candidate only through the email.

Most of the candidates are looking at various job alternatives, so informing them beforehand through call is considered a better option. Then, the terms of employment, which include the salary, the duration of employment (if applicable), location, and others, are negotiated in person. Then the final congratulation mail is sent to the candidate. The email serves as the verbal agreement for all the negotiations held earlier.

Why Send a Congratulation Mail to Selected Candidates?

Congratulations! You are hired! Email is sent by the HR of the company to the selected candidate after the candidate is successful in securing the job. The reasons for sending the email are:

  • It is the most commonly practiced industry standard.
  • The candidate may forget the terms of employment if they are just discussed verbally, so to state the terms of employment clearly, the congratulations email is sent.
  • To make a formal documented proof of the negotiated and then agreed-upon terms of employment so that no discrepancy arises in the future, and there is no case of cheating.
  • To extend a formal welcome invitation to the candidate in the organization.
  • To get the candidate excited for the new stint at a new company and also covey the information required by the candidate for the first day at the company.

So, sending out a congratulations email does serve various purposes.

What to Include in Congratulations Email?

There is no perfect way to write a congratulations email. Still, some details have to be included in every Congratulations email that the organisation sends to the candidate. So, the most important aspects that have to be included in every congratulations email are as follows:

  • A catchy subject line that conveys the good news to the selected candidate. Examples of a catchy subject line are:
    • Job offer from [company name]
    • Your job offer from [company name]
    • Your offer from [company name]
    • Hired at [company name]
  • A vivid description of all the duties that the selected candidate is expected to perform.
  • The date from which the job commences, i.e., the starting date. This also included the job location where the candidate is supposed to be working.
  • Details of the immediate supervisor, the person to whom the selected person will be reporting to directly.
  • First-day reporting details.
  • Details of the salary, i.e., how much to be paid and when to be paid.
  • Detailed information regarding leaves, vacations, and personal leaves, how many are allowed, how many are paid leaves, and when they can be taken.
  • The benefits, pension scheme provided by the organization. 
  • Working hours that the candidate is required to put in. 
  • A deadline for the candidate to revert in case of any queries or when they accept the job offer.
  • Name and the contact information of the recruiter in charge.
  • The organisation’s stamp.

These are the mandatory details that need to be included in the congratulations email. Now, let us look at some sample congratulation emails so that the format becomes even more clear.

Congratulation Mail to Selected Candidates Samples

SAMPLE 1:

Subject Line: Job offer from [company name]

Email:

Dear [candidate name],

Congratulations! This email is to formally offer you the job of [job title] for [company name]. We strongly believe that your skills and expertise will help our company to reach great heights.

As discussed with you previously, you must start on [start date], and the salary stands at [salary figure] per annum. We have the policy to disburse the salary by every 10th of every month, and it will be credited directly to your bank account. You are supposed to report to [reporting manager] on [day] at sharp [time].

The pension scheme offered by the organization covers your entire family, and it will begin one month from your first working day. You may sign up for additional benefits that the company provides [can include other benefits as negotiated with the candidate].

A copy of the offer letter is enclosed as an attachment. You are required to sign the document by [deadline] and return it to the below-mentioned communication address in case you accept the offer. After receiving the signed copy, I can further communicate the details of the benefits and the leaves that you are entitled for. 

We are looking forward to working with you.

Please contact me in case of any queries.

Yours’ sincerely,

[Signature of the employer]

[Position of the employer]

[Company name]

Sample 2:

Subject line: Offer from [company name]

Email:

Dear [Candidate name],

Congratulations. We are so happy to inform you that [name of the company] you like to extend the offer to you for the position of [job position]. After interviewing all the candidates, we found you the most suitable person for the job. You will be working directly under [supervisor name], and we believe that your addition to the team will add great value to the company.

According to the laws, we would require to check your employment eligibility. I have enclosed a form, which you need to fill in and report to the office on [start date] at [time]. You can report directly to [reporting officer], who will guide you through the training procedure.

On your first day, the HR team will brief you about the benefits and the insurance claims you can choose from. They will also explain the leave policy, profit-sharing plans, and the norms followed in the office.

Your salary will be [salary figure] per annum, which will be paid monthly and credited to your account by the 7th of every month. I have enclosed the offer letter and the document stating the terms and the conditions. If you accept the offer, you are required to send back the signed copy of the offer letter by [deadline]. The other steps in the hiring procedure will be communicated by me after receiving the signed acceptance letter.

Please feel free to reach out to me in case you have any other doubts. We look forward to you joining us and making us bigger and better than ever.

Yours’ sincerely,

[HR’s signature]

[HR’s name]

[HR’s contact details]

Sample 3:

Subject line: Job offer from the [company name]

Email:

Dear [name of the candidate],

We are excited to inform you that you have been hired as the [position name] for [company name]. You will work closely with [person’s name], and we believe that your combined excellence will help bring great laurels to the company.

Based on our conversation, your annual starting salary is [salary figure] payable monthly via direct deposit. You are required to report on [date] at [time]. Your job duties and responsibilities are explained in the document attached below. Please go through it and familiarize yourself with it. 

The rules and regulations of the company, terms and conditions of your employment, and the details of the benefits and insurances offered by the company are enclosed below. Please have a look. 

In case you accept the offer, kindly send the signed offer letter to [company’s address]. We are looking forward to having a great fruitful future with you.

Regards,

[Name]

[Signature]

[Contact details]

These were some of the sample congratulations emails. Every email contains the same basic information. The congratulations email serves as a ray of hope and happiness to the selected one. Everyone loves receiving good news, and a good email with a positive tone can do wonders. So, it is a great way to welcome the new addition to your work family and make them feel that they belong there.

EMPLOYEE SATISFACTION – Meaning, factors and surveys

Posted on by Ankita Sanyal
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Employee satisfaction is a term that is used to measure the happiness of an employee in an organisation. It shows how content the employee is with the job. The level of happiness or satisfaction depends upon the type of working condition prevailing in the organisation, the reward system, working hours, the nature of the job, and the working experience in the organisation. Employee satisfaction is very important because it helps in measuring the overall health of an organisation. The higher the level of employee satisfaction higher is the rate of employee retention, which is very necessary for the efficient working of an organisation. A higher Employer Satisfaction might lead to Employer Engagement that boosts employee morale and increase productivity

Employee satisfaction is from the viewpoint of the employer or the organisation, whereas job satisfaction is from the viewpoint of the individual employee. Both the terms employee satisfaction and job satisfaction are interrelated, and it can be said that job satisfaction is complementary to employee satisfaction.

To have a healthy employee retention rate, it is very important that the employees are satisfied with their job. A person who is satisfied with his job holds a positive feeling about the work while the person with low satisfaction for the job holds a negative feeling. Along with this, job involvement also plays a very important role where people identify psychologically with their jobs and consider their perceived performance level important to their self-worth. Employees with a high level of job involvement strongly establish a connection and are concerned about the kind of work they are doing. Another important factor is the organisational commitment. An employee with strong organisational commitment identifies with the organisation and its goals and wishes to remain a member of the organisation. Employees who are loyal to their organisation, are less likely to leave, even if they are dissatisfied because they feel that they should work harder out of a sense of commitment or attachment to the organisation.

Since employee satisfaction is from the viewpoint of the employer perceived organisational support plays a very important role because employees perceive the organisation as supportive when rewards are deemed fair, employees have a voice in the decision-making process, and they see their supervisor as a supportive figure rather than an authoritative one. Employees are more likely to work as an exchange than as a moral obligation, so employees look for reasons to feel supported by the employer, which in turn makes the employee satisfied.

VARIABLES FOR EMPLOYEE SATISFACTION

  • ORGANISATIONAL VARIABLES: This variable plays a very important role in employee satisfaction because an employee spends most of his time in the organisation and there are certain factors present in the organisation which has an impact on the employee’s satisfaction.
    • ORGANISATIONAL DEVELOPMENT: It is an ongoing structured process to bring about changes in the organisation. It is done keeping in mind the changes happening in the outside world so that the organisation is efficient enough to cope up with the future challenges and potential requirements of the organisation.
    • COMPENSATION AND BENEFIT POLICY: This variable plays a very important role in employee satisfaction. It includes rewards and incentives given to the employees based on their performance. Employees have a sense of satisfaction when they are rewarded for their job well done.
    • PROMOTION AND CAREER DEVELOPMENT: Promotion may be reciprocated as a big accomplishment within the life of an employee. It guarantees and delivers extra pay, responsibility, authority, independence, and status. So, the chance for promotion determines the degree of satisfaction to the worker.
    • JOB SATISFACTION: It is a feeling reflected from the perception that one’s job fulfils or allows for the fulfilment of their job values. Jobs that are wealthy in positive activity elements like autonomy, task identity, task significance, and feedback contribute to employee satisfaction.
    • JOB SECURITY: It is a term associated with employee’s assurance or confidence that they’re going to keep their current job. Staff with a high level of job security have an occasional likelihood of losing their job in the future. Some professions or employment opportunities inherently have higher job security than others; a worker’s performance additionally strikes job security, the success of the business, and also the current economic setting.
    • WORKING ENVIRONMENT: Employees’ motivation depends on smart operating conditions as they sense a feeling of safety, comfort, and motivation. On the contrary, poor operating conditions bring out concern about the danger and bad health of workers. The more well-off the operating surroundings are, the more productive the workers are going to be.
  • PERSONAL VARIABLE: The personal determinants conjointly facilitate in maintaining the motivation and personal factors of the staff to figure out how to work effectively and efficiently. Employee satisfaction is often associated with psychological factors, so a large number of personal variables play an important role in the satisfaction level of the employee.
    • PERSONALITY: The character of an individual may be determined by carefully understanding his psychological condition. The factors that confirm the satisfaction of an individual and his psychological conditions are perception, point of view, and learning.
    • EXPECTATION: The expectation level of workers affects their satisfaction level. If one receives different outcomes than expected, then the individual is extremely happy and vice-versa.
    • AGE: Age can often be delineated as important determinants of worker satisfaction. It is as a result of younger age workers possessing higher energy levels are capable of having a lot of worker satisfaction than older age workers.
    • EDUCATION: Education is a major determinant of employee satisfaction because it provides a chance for developing one’s temperament. Education develops and improvises individual knowledge and analysis methods. The extremely educated workers will perceive the situation and assess it as they possess persistence, rationality, and thinking power.

MEASURING EMPLOYEE SATISFACTION

Businesses that would like to enhance satisfaction need to establish metrics to grasp where they presently stand. There would be an expansive range of approaches that may be applied to assess satisfaction; however, analysis usually shows that surveys are extremely effective. With a survey, you’ll get a glimpse of how the workers feel regarding your company. Giving out surveys consistently over time will allow you to watch the performance, whereas testing the effectiveness of the latest management methods.

USING EMPLOYEE SATISFACTION SURVEYS

Before giving out surveys, you need to recognise what areas you would like to evaluate. In general, you need to concentrate on factors that you believe you will be able to manage. Some topics that can be included in an employee satisfaction survey are:

  • management expectations
  • coworker relations
  • perceptions of authorisation
  • communication quality
  • level of stress

CREATING AN EMPLOYEE SATISFACTION SURVEY

Once you have organised a list of things, you must compose a survey that’s acceptable for your organisation. It would be best if you took some time for creating a survey since you may need to use an equivalent survey over several years to profile your performance. You’ll be able to print out copies of your survey; however, digital channels are typically the best in today’s world. There is an expansive range of cheap tools that you can use to email surveys to any or all of your workers simultaneously.

IMPROVING EMPLOYEE SATISFACTION OVERTIME

The enhancements that you implement can be monitored over-time to make sure that they had been effective. Additionally, you need to sporadically review the satisfaction of your personnel to get new pain points that turn up. In several cases, you will need to schedule a quarterly or annual meeting along with your workers to debate problems associated with job satisfaction.

Most significantly, workers need to realise that satisfaction could be the responsibility of all the members of your company. Once workers feel empowered to boost their satisfaction and therefore the satisfaction of other people in your company, They’ll naturally feel a lot more motivated and happier regarding their jobs.

Difference between Skill and Competency

Posted on by Sinibali Jana
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In the Human Resource perspective, skills and competencies are often used interchangeably. They are often considered similar to the other and put into a similar context. However, skills and competencies have a few differences that are, if not significant, noticeable. It can be said that skills are a subset of competencies. Competency, as the literal meaning of the term, considers all the abilities, skills, and personality traits of a person. Competencies are behavioural, whereas skills only test the raw abilities of a person. 

Let us find out some of the key differences between Skills and Competencies under different heads.

Meaning

There have been different attempts to define what skills are and various definitions have emerged to point out the meaning of skills distinctively. It is defined as the capability or aptitude that is obtained or created through preparing or experience. It is the capacity, originating from one’s information, practice, inclination, and so forth., to accomplish something great. A capacity and limit obtained through conscious, precise, and supported exertion to easily and adaptively complete complex exercises or employment capacities, including thoughts (psychological abilities), things (specialized aptitudes), as well as individuals (relational aptitudes) can be successfully described as a skill set. 

Skill is the educated ability to do pre-decided outcomes and an educated capacity to achieve the result one needs, with the most extreme conviction and effectiveness. It is the capability or adroitness that is procured or created through preparing or experience. So, a Skill is something Learned to be able to carry out one or more job functions.

Different sources and different definitions also attempt to pin-point ta exact definition of competencies to set it notably apart from skills. It is defined as a group of related capacities, duties, information, and abilities that empower an individual (or an association) to act adequately in an occupation or circumstance. Competencies mean abilities or knowledge that lead to overall execution. 

Quantifiable aptitudes, skills, and character qualities that distinguish effective workers against characterized jobs inside an association. A competency is something other than just information and skills. It includes the capacity to fulfill complex needs by drawing on and assembling psychosocial assets (counting abilities and perspectives) in a specific setting. It is a quantifiable example of information, aptitudes, capacities, practices, and different attributes that an individual needs to perform work jobs or word related capacities effectively. Competencies determine the “how” (rather than the what) of performing work errands or what the individual needs to carry out the responsibility effectively. 

Competencies employ skills, but it is not just limited to skills. It also uses knowledge and action. They incorporate capacities and practices only as information that is principal to the utilization of a potential skill-set.

Approach

Skills have a universal approach, per se. It means that a specific individual with a particular skill is universally the same. The skills remain constant irrespective of place, situation, or type of employment. For example, if a person has a technical skill of Digital Marketing, his skill can and will be listed everywhere the same provided he/she has the proper certification.

However, competencies are contextual. This means that just because a person has a particular skill does not mean that he/she is competent in the same. Competencies include skill, knowledge as well as the ability. Hence a person with skill has to analytically and logically apply it in a correct situation, then only will he/she prove to be competent. Taking the above example, a skilled employee in Digital Marketing must know and have the ability to apply that knowledge in his term of requirement; otherwise, he/she would not be considered as competent.

Position

Skills are generally transferable across various job roles in an organization. This means that an employee with a specific skill can be moved across different jobs that demand that specific skill-set that the person possesses. Hence, it is more dynamic. Skills are not aspirational. These are need-based and absolute.

Competencies, on the other hand, are extremely aspirational and job-specific. When moved across various jobs, a person’s skill set will remain the same. However, his/her competencies will vary to a great extent. A person with skill will be put in a position of work. When the person employs that skill into execution to perform the job efficiently, his/her competency will be proved. 

Relationship

It can be so regarded that skills and competencies have a cause and effect relationship. Skills are what is the initial requirement for a person to perform a particular job. Without the required skills, a person is not eligible to be employed in a job that demands it.

However, competencies are how the job is performed. With the effective implementation of skills, knowledge, and ability, when the job is completed, and the result is obtained, which determines the competency.

Concept

Skills are a narrower concept comprising technical or non-technical knowledge that is required for a job.

Competency is much broader that is more result-oriented by employing skills, knowledge, and abilities.

Example

Digital marketing, coding, language proficiency, software proficiency, computer programming are some of the things that can be defined as skills.

Whereas professionalism, time-management, analytical abilities, excellent communication are some of the competencies, to name a few. 

Difference between Skill and Competency

Bases Skills

 

 Competencies

 
Meaning Learned abilities required for a job. Skills, employed with knowledge and ability leading to the success or failure of a job.

 
Approach Universal Contextual
Relationship Cause Effect
Concept Narrower concept Broader concept
Example Digital marketing, python, wielding, programming. Analytical approach, professionalism, time-management.

 

 

Skills and competencies might not be interchangeable but not inseparable. However, skills can exist without competencies. But, competencies cannot exist without skills. Competency is a superset of which skill is a component. That is why it is essential to acquire skills. It is also important to know how to apply them. Employers are not looking for just skilled employees; they are looking for competent ones.

Difference between Recruitment and Selection

Posted on by Aanchal Lohia
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“Recruitment” and “Selection”. These two words sound almost the same right? The words that have been used interchangeably for god knows how long, looks like synonyms at first glance, but they bear a slight difference from one other. Though the differences are quite subtle, it will be really helpful to understand the differences, especially for the budding managers. As we know that employees are the building block of any organization. It is the employees’ contribution that plays a huge role in making or breaking the organization. So, careful recruitment and selection procedure must be carried out to reduce the amount of loss caused to the organization.

The entire recruitment and the selection procedure comes under the job scope of the Human Resource department. The HR team is the one responsible for bringing in the fresh selects, training them and making them comfortable with the culture of the organization. Every company needs to expand its workforce, maybe to cater to growth or because of a vacancy in a job position. So, the way to extend the workforce is nothing but “hiring”. Hiring is the gateway for bringing in the best talents from among the lot so that they can add value to the company in the best possible way and recruitment and selection forms a part of the hiring process. 

What is Recruitment?

As Edwin B. Flippo said, Recruitment is the process of searching for the potential candidates for employment and stimulating them to apply for job vacancies in the organisation.

It is defined as the act of searching for potential candidates for the company. The procedure involves looking out for potential candidates, searching about their educational backgrounds and finally motivating them to apply for the job profiles for which the company is hiring. A huge process spanning out for weeks, recruitment is a process which is the summation of many different activities. It involves searching and finally hiring the most eligible candidates for the job by scrutiny and examination. 

For the hiring process, recruitment is the first step. As, the market place is extremely competitive, so every company must keep itself updating with more effective human resources (manpower) that can be of a great addition to the company. So, recruitment is not just a necessity but also is of strategic importance to the company. Recruitment serves as the link between the people for jobs and the companies that require them. So, following the correct recruitment process yields in fruitful results.

Why Recruitment?

The recruitment process is carried out to increase the workforce of an organisation. Broadly, recruitment can be carried out for 3 reasons. They are:

  • PLANNED: This kind of recruitment activities are already planned and happens because of known changes in the organisation like the retirement of a certain percentage of the workforce.
  • ANTICIPATED: This type of recruitment occurs when there has been some indication to the HR about the movement of the employees, by analysing the recent trend that has been going on in the organisation. 
  • UNEXPECTED: This recruitment process cannot be planned as it happens without any prior notice. This includes reasons like sudden resignations, deaths and accidents.

How to Do Recruitment?

As said above, recruitment is the culmination of various activities. The activities are listed below:

  • Assess the needs of the organisation and analyse the kind of resource requirement of the company.
  • Advertising the vacancy in the organisation through various means like print media, social media, to make the job seekers aware of the recent opening.
  • Generate interest in the minds of the candidates and encourage them to fill the application form.
  • Manage the responses from a massive pile of interested candidates.
  • Careful analysis and scrutiny of all the applications.
  • Shortlisting of the candidates for the following process, that is most suitable for the job profile offered.

Types of Recruitments

Though all the steps are followed in any recruitment process, 2 types of recruitments can take place.

  • Internal recruitment: This process does not involve any fresh hiring, it implies the transfer of the employees within the organisation to new positions. Examples include:
    • Promotions
    • Transfers
    • Contact or references
    • Ex-employees
  • External recruitment: This process involves fresh hiring of new talent from outside resources. Examples are:
    • Advertisement
    • Poaching
    • Campus recruitments
    • Recruitment agencies

What is Selection?

As Stone defines, Selection is the process of differentiating between applicants to identify (and hire) those with a greater likelihood of success in a job. 

Choosing the most suitable candidate from the pool of candidates provided by the recruitment process is called as the process of selection. It is generally an elimination process where the unsuitable candidates are removed, and the most worthy candidates are hired by the organisation. It is the job of HR to differentiate between the qualified and the unqualified applicants. The goal is to find the perfect candidate for the job, just like the correct piece fits the jigsaw puzzle.

How to Carry Out the Selection Procedure?

There is a certain overlap between the recruitment and the selection process. Just like the recruitment procedure, there are many steps involved in the selection process too. They are: 

  • Screening process: This involves reviewing the candidate’s applications to eliminate unsuitable applications.
  • Elimination of some candidates: After the screening process is over, the unsuitable candidates are removed from the process of further hiring steps.
  • Conducting selection tasks: There have to be specific criteria based on which the most eligible candidate is selected. So, this can include an aptitude test, performance test, behaviour test, psychological test and many more.
  • Interview: One of the most important steps in choosing the candidate. Here, the candidate can be tested on multiple fronts by asking behavioural questions, situation-based questions and can gauge the candidate’s thought process.
  • Checking references: This is generally done to cross-check the information as furnished by the candidate. Usually, a company asks for a minimum of two references, from where the candidate’s authenticity can be verified.
  • Medical check-ups: The candidate must be strong, fit and of sound mind, to be considered eligible for the job. So, this is a mandatory step that must be completed before selecting a candidate for the job.

These are the steps that are involved in a selection procedure. As can be seen, a selection process is a long and time-consuming process. It is carried out after the recruitment process is done. The selection process brings the entire hiring process to its completion. 

Difference between Recruitment and Selection

So, the key differences between recruitment and selection can be summarised precisely as follows:

CHARACTERISTIC RECRUITMENT SELECTION
Meaning Searching and encouraging potential candidates to fill in the application. Selecting the best fit for the job.
Objective To have a large pool of applicants. To eliminate and select the perfect candidate.
Nature It is a positive process as it encourages maximum participation. It is a negative process as it involves the rejection of the majority of candidates.
Process It is a fairly simple process. It is a complex one.
Sequence It comes before the selection process. It follows the recruitment process.
Function Its main aim is to provide the candidates for the selection process. It results in making an offer to the most suitable candidate by providing the appointment letter.
Process It involves the advertising of vacancies through various methods. It involves the evaluation of the candidates on various parameters.
Method It is an economical method. It is a fairly expensive method.
Time required It is a quicker method. It requires much more time.

Thus, recruitment and selection though seeming quite similar, have a large number of differences between them. A clear understanding of both the processes is a must, as it will ensure that the organisation has a strong and effective workforce. It will help in proper scouting, shortlisting and selection of the perfect candidate for the job. Great hiring, followed by proper training can do wonders for the organisation.

How to Write Salary Increment Letter with Sample

Posted on by Saumya Khatri
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One of the many things that we bother about is salary, whether its credited or not, whether it’s worth the hard work we are putting or not, whether it is enough for us or not and so many questions around it. No matter how materialistic it sounds, our lives revolve around it. And why not? Our hard work needs to be paid; our bills need to be paid and more utilities and luxuries that we desire or aspire to purchase. 

Talking about logically tangible aspects of it, salary needs to be adjusted according to work and responsibilities as well as the state of the economy. It is not necessary to bag a promotion to demand a salary increase. If your responsibilities have considerably increased and your seniority is considerable, you deserve an increase based on your loyalty and services.

The question, which often confronts us and eventually prevents us from doing anything is- how to ask for increment? It needs to formal, of course, and it should be straight up to the point, it should include the reason why you are asking for the increment and why do you think you deserve it. We have come up with a few points that you need to pay special attention to while writing the salary increment letter. For your convenience, we have added a sample to absolve off all your doubts.

How to Write Salary Increment Letter

1. Follow the Format

Formats are very important while writing any letter. They show your professional work ethic and smart approach. If you deviate from the official formal letter format, you might sound casual. The letter might give you a bad start and a bad image too. You, seniors and stakeholders, are going to give your letter great importance while dealing with your problems. If you follow the formal letter format, your chances of getting your increment will increase due to professionalism.

2. Sound Professional

Keeping great care of the format and sounding unprofessional with poor word choices and badly put arguments and reasoning might give you another thing to worry about by creating a bad impression. Therefore, it is important to pay attention to your sentences and words along with the format that you are following. It can surely be the deal breaker.

Also Read: 10 Tips on How to Negotiate Salary with HR

3. Pay Attention to the Matter

The matter is really important while writing a salary increment letter; by matter we mean the content you are putting up. Since it is a salary increment letter you should pay special attention to questions such as your position, the work and responsibility that you are assigned, the salary you are receiving now and why do you think you deserve the increment. Also, highlight why do you think it is a fair option and justified one. Don’t forget to end the letter on an optimistic as well as a grateful note.

4. Don’t Mention Irrelevant and Unnecessary Information

Although you need to pay special attention to the content you are mentioning, by this, we don’t mean you need to add a bulk of information and other arguments. It is simply going to add up the length, sound utterly unprofessional as well as bore the decision makers so much so that they might not consider your appeal. To maintain professionalism, smartly pick up information, weave them into clear sentences and sum up as briefly as possible.

5. Always use Microsoft Word Document for Drafting Letters

Writing and communicating through letters can be a bit confusing since you can directly draft an email, send a pdf, a google doc or a word doc. Too many options might overwhelm and confuse you, but there is an only viable option here, i.e. Microsoft word document. It is easy to print and almost available in all the desktops. Google docs might hinder with accessibility glitches, and email is difficult to print. Therefore, always stick to the most viable option, i.e. Microsoft Word Document. 

Salary Increment Letter Sample

Samit Singh
95, Karol Bagh,
New Delhi, PIN: 23432789
email: samits7377@gmail.com

May 26, 2020

Shri Ramesh Nath,
Manager, GHF Organization,
23456, Greater Kailash,
New Delhi, PIN: 00834

Dear Mr. Nath,

I am writing to formally request a review of my current salary. As an Account Executive with five years at the organization, I have always been ready and able when asked to take on additional work and new job responsibilities. I believe a review of my track record with the company, my recent achievements, along with industry average salaries, will demonstrate justification for an increase of at least 10% in my annual pay.

My role has evolved and multiplied many folds. Added duties now include staff management, budget decisions, and project management. In the past year, I have distinguished myself with the following accomplishments:

  • I improved efficiencies in the accounts payable system, saving the company 1 Lac in annual revenue.
  • I managed the successful launch of our new product Lypha.
  • I’ve strived for excellence, continued adding value to the company, and never missed a deadline.
  • Peer reviews indicate that my colleagues appreciate my management style, and I am a valuable member of the team.

Further, the average annual salary for my position is (the salary you want to be paid) according to data from Payscale.com. This is more than 12% higher than my current salary of XYZ amount. A 10% raise in salary would put my compensation in line with industry and regional expectations for the work.

Thank you for your attention to this matter. I am willing to work with you to accommodate my request, along with what is best for the company. If you have another amount in mind or a plan to increase my salary in the future, I am open to negotiation.

Sincerely,

Signature [for hard copy only]

Samit Singh

I hope this guide will help you to write a perfect salary increment letter to your boss. Comment down below if you still have any queries.

7 Workplace Rules for Happy Life

Posted on by Saumya Khatri
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We work hard and sculpt ourselves tirelessly for one single goal. The goal might change, but all in all, we look for that one job that encompasses all the qualities we are looking for, these qualities more or less sum up to be about one goal- happiness. It is a requirement in everything that we aspire to or desire to behold someday.

Happiness from work, especially when we are talking about the close cabined corporate sector seems a little strange. It can be found here and there but to seek happiness in every minute of your workspace can be a bit challenging. One way to tackle this problem is by setting out a few rules, according to your dreams and aspirations by asking yourself a few questions, to gain happiness and contentment from the work that you do. What are these questions and what general rules of happiness that can be applied in day to day work life, we will be covering here. But, remember one thing, the general rules and questions can be changed according to your lifestyle and the kind of work that you do.

7 Workplace Rules for Happy Life

1. Set Your Priorities Straight

Setting priorities is one of the first things that you should do if you join a workspace. It gives you a direction to move towards, and it helps you in keeping track of your progress as well as motivates you to push more. Priorities also prevent confusion and the creation of havoc. And trust us, confusion is very easily created if our mind is cluttered with many things. It serves as a reminder, as well as a checklist. You need to ask what you want to do first, why, and how it is helping you. Write it down somewhere, and you are good to proceed with your checklist.

2. Involve in Healthy Communications

Interacting with peers, juniors, and seniors is a part of professional life that we all need time to adjust. It is a very subjective issue too, it requires time and consideration, but it is worth it. Communications around how you wish to work, how to go about specific projects, or simply how to want the organization to perceive you can make your life easier, sorted out, and hassle-free. Indeed, you cannot get along with almost everybody, so involved in communications in a way that doesn’t take offense to anyone as well as is not exclusive to individual members only.

3. Maintain a Healthy Relationship With Peers, Seniors, as well as Juniors

Relationships built on communication, trust, and teamwork can help any organization succeed in achieving its goal but also help each individual who is part of the organization. Healthy relationships are also helpful in bolstering your networking skills; they might land you with big and delightful opportunities. Therefore, you need to ask yourself the question, how do you communicate, what are your strong points, and what kind of relationship you want with certain people. It can tremendously help you in building up your network, improving communication skills, and bolstering up your professional reputation.

4. Prevent Yourself from Burnouts

Burnouts are very common nowadays since work has become monotonous and repetitive. Most of us are asked to spend most of our work hours staring at our desktop screen with an excel sheet opened in front of them. Not only it has physical repercussion but emotional too- in the form of burnouts. 

Burnouts refer to the state of mind where you don’t feel like working anymore, so much so that one can start feeling physically sick. It lowers productivity, hampers the individual as well as the entire organization. There are not many cures for it, but if one takes frequent breaks while working, keeps the mind clutter-free, one can indeed prevent from burning out. So, before you feel like you cannot take anymore, go for a walk, get a cup of coffee or have a little chit chat with your colleague to prevent burning out.

Also Read: Employee Burnout Causes and Cures

5. Don’t get Personal Affairs Mixed with Professional Life

It is a mistake that many of us know about, but we end up committing it anyway. It can only mean you end up bringing your relationships and prejudices to the workplace or you are preoccupied with your personal affairs while working office. It hampers your productivity, prevents your mind from forming new ideas and approaches, makes you irritable, and unable to give your best shot at projects that you are entrusted with. When you enter a workspace, enter with a free mind, and ask for help, you need a window to breathe.

6. Be Trustworthy as Well as Generous with your Work Colleagues

Ambition is a cherished quality, but ambition at the cost of a healthy relationship, or over ambition can lead to insecurity and unhealthy competition. Resorting to unethical ways to capture your goal might create a breach of trust, lack of empathy, and zero team accountability which ultimately hampers everybody’s business. Therefore it is important to be generous, helpful, and cheering with your co-workers. Champion and congratulate them on all the goods and support and help them for all the bad.

7. Take a Step Back if Needed

Taking a step back can mean different things for different people in a different context. It can mean to take a break from your work schedule if overburdened with tasks or taking a vacation to rejuvenate your mind and soul; it can also mean to quit your work if you cannot find fulfillment in your current job. In all of the situations, what is necessary is to step back, sit, and relax. It can help you back in taking control of your mind and body and make fair decisions in the future.

I hope you find your work-life balance and happiness since all that matters is contentment and satisfaction. And if you don’t, don’t forget- happiness is just one change away!

What is Employee Retention, Why is it important & how to retain employees

Posted on by Shaivee Kumawat
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Employee Retention Meaning

Let us break apart the term Employee Retention and understand the concept of Employee Retention. We all know that RETENTION refers to the ability to uphold, keeping, maintaining, or surviving through something or specific phase. Moreover, Employee Retention concerns the ideology of keeping the employees in an organization happy and content in the long run. Employee Retention can be done by laying various policies and practices, a work-friendly environment, healthy culture, rules, and regulations, which let the employees stick to an organization for a longer time. It undergoes various steps and sacrifices to achieve employee retention for the maximum time.

Employee Retention Importance

Now we have heard a lot about the importance of Employee Retention by various phrases, but its time to understand its importance from a depth in different ways-

  • Hiring requires a lot of resources: Following the entire journey from drawing job descriptions, selecting universities for pool drives, inviting and managing candidates there, going through the resumes, taking interviews, undergoing the differential screening procedure, shortlisting, grilling the candidates to get a refined version of them, and then finally followed by training. This entire journey is crucial and requires patience, skills, time, capital, and utmost management.
  • Grooming a candidate: A new fresher is like a clay molded and baked at regular intervals to extract maximum outputs. If the employee leaves the firm, the company would lose dearly. How much loss a company will undergo? Moreover, a redundant and frustrating effort of HR will be costed in this entire cycle. 
  • Market competition: Today, everyone is smart, intelligent, and selfish of their own’s gain and pain, and when coming to leaving a job, there is a high risk of joining the market rival by that employee. It may result in disclosing confidential company data, company policies, or strategies. However, to avoid these circumstances, an undertaking document is made signed by the candidate, and also strict laws are laid out.
  • Quality time spent in an Organization: As someone has stayed for a longer period knows the exact requirement, working culture, and ideologies of a company, and tunes well with others, also become a mentor for others. They perform better than individuals who change jobs frequently. Spending more time with an organization is also a trait of loyalty and trustworthiness of a person.
  • Time taken for adjustment: One needs time to know the team members, working culture, improving performance, befriending fellow mates, and trusting them. The team bonding is built through team activities: a lot of team collaborations, discussions, solving challenges and working together. All of these processes cost time, which is costly. So why to waste the company’s time on such irregular adjusting intervals. 
  • Important for a company to retain value: Every organization runs on its talented and hardworking smart people. These people are very creative and stand unique by their values. Losing a chance to retain employees equals losing a performing talent. 

How to retain employees

There is always a right way and an appropriate methodology to solve a problem efficiently and effectively. Although the term EMPLOYEE RETENTION was pretty easy to understand, even if someone has not got the exact essence, I assure you you will get to know a lot about it after reading these strategies. So without wasting much of the time, let’s take a glance at the various methods to improve or establish employee retention in an organization

  1. It all starts with the recruitment– “Retention starts right from the beginning, from the application process to screening applicants to choosing who to interview,” says Dan Pickett, CEO of Nfrastructure. Remember to build that trust and outstanding quality of yours to the candidate. Be sure that you pick the right candidate, give appropriate training and resources to them, and maintains a personnel touch with them. It is similar to investment; the longer hold it, the better would be the returning goods. 
  2. Benefitting the employees– You are running a company to fulfill your wishes and our paying a person to do some random tasks so that you make money out of it. Fine! Not to forget you are paying them( fair enough). But they are human beings too, isn’t it somewhere your responsibility to keep them happy? Yes? So try to invest a little amount on their health benefits, working location choices, personal grooming, paying good money, or simply providing them with transportation facilities.
  3. Flexible working schedule or working hours– Time is changing, so does the working culture. Don’t you think one must instead focus on the result rather than the working style? Everyone is unique; some might like working in the daytime; some may be a night geek. You should set them flexible on working hours, productivity, and working schedule. Just assign them the task and headlines, be there as a mentor, but don’t sit over their heads like bosses and rule them after each second. Instead, be a leader, understand them, and spend the journey with them. 
  4. Appreciating open and comfortable communications– Do not create an overrated strict environment, that people tend to think thrice before speaking and keep their mouths shut. NO! Treat them as your friend, welcome their suggestions, understand their grievances, and mentor them. If questions are raised, do not turn up your ego or anger. Employees ask questions only at workplaces where people feel a belongingness and want things to improve. An open-door policy is an effective way to establish a culture of open communication. Give them a feeling of a valued employee, by simply listening to them.  
  5. Concern on personal growth – Everyone strives for personal development and aspires to work at a place where they can bloom and enhance themselves. So being an employer, you should create opportunities, augment the working experience, regular promotions, or learning culture for the employees. Provide them with the latest skill training, regular sessions, or collaborative workshops. 
  6. Assure the quality of the entire working chain– Often, we miss checking on the seniors mentoring the freshers or the junior employees. Sometimes the quality inconsistency creates & causes a void whenever tried to detect a loophole. To avoid this practice, top-to-bottom and the reverse way anonymous surveys to detect the actual pain point. This is particularly important for average performers, as they often lack the quality of self-motivation that characterizes high-performing employees. 
  7. Immediate action on the loopholes– Don’t procrastinate the decisions of firm welfare. When you are sure about something, practice it, if not search about it, until you conclude. You must find the wrong patterns and address them before it is too late, and you end up losing value. Measure productivity at regular intervals and deploy an employee engagement survey. 
  8. Building future-ready and resistant to unfit conditions workforce– Were you aware of the COVID19 pandemic arrival a couple of years back? No right? Economic downswing, or a dramatic dip in profitability, is a significant cause of turnover. Employees want to harbor on a safer side, and they leave that company immediately. Such phenomena pull out talent from your company. But if you prepare the workforce beforehand, offer financial support, and instill confidence in the company’s future, you can prevent significant turnover. 
  9. Time for a reward– Out of human tendency, everyone wants to feel appreciated for their work. As soon as you like or value any a of an individual, make a habit of thanking them, a written gift card, an incentive pay, a day off, a dine away, or giving them the honor of badge to them. This will keep them motivated, enthusiastic, and a craving to perform better.

To conclude, I would like to say that it is time for you to understand your working force, converse with them, and then decide which strategy to use to fix the organization’s retention leak.

Employee Attrition – Types & meaning

Posted on by Ankita Sanyal
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Meaning of Employee Attrition

Employee attrition is a situation that occurs when an employee leaves the organization. Why does employee attrition occur? Reasons for employee attrition may be voluntary or involuntary. In the former, initiation for attrition is taken place by the employee himself or herself. The latter is the situation where the employer initiates to separate an employee. Namely, that can be positive employee attrition or negative employee attrition. Employee attrition has got both positive and negative impact on the company as well.

Positive Attrition

Positive attrition refers to staff turnover that actually benefits the organization. Whereas negative employee attrition Is when employees are laid off because they are being productive or the organization is developing a poor company culture. Positive attrition has proven useful for organizations because the company can save the extra cost by cutting out the poor performers. It is also a positive attrition when a non-performing employee separates the organization on his or her own will due retirement or getting a better opportunity

Negative Attrition

Negative attrition refers to the loss of an employee the organization would like to keep. For negative attrition, the business loses productivity and involves high cost for the company to sustain the existing employees. Negative employee attrition is one of the top Challenges for HR. HR Managers should proactively engage its Top Performers with Employee Engagement Activities to reduce Negative Employee Attrition

Irrespective of whether an attrition is positive OR negative, attrition should be done on a good note that maintains a cordial relationship between the the organization. Employee Separation should always be an amicable. A non friendly employee separation can not only create chaos, but also effect the morale of the existing employees

TYPES OF EMPLOYEE ATTRITION:

 VOLUNTARY Attrition:

Voluntary employee attrition occurs when the employee decides to terminate his or her relationship with the organization on his or her own will. Quits and retirement are the most manifestations of voluntary employee attrition.

  • Employee QUITS:

An employee decides to quit or resign when their level of dissatisfaction with the present job is high, or a more attractive alternative job is awaiting the individual. One of the major reasons for dissatisfaction among employees is the job itself or the extrinsic factors involved in a job, such as company policy, lack of compensation, health, spouse relocation, and the like.

During the economic boom, jobs are available in plenty. Competent people get multiple offers at any given time. Some of the employees who are incredibly loyal and committed to the organization stay with the organization. But the majority of employees on getting more attractive offers accept it and prefer to leave the company. Organizations often encourage or initiate quits through cash incentives. Also, called the voluntary retirement scheme (VRS), these employee separations are resorted to when organizations are experiencing losses, not strictly voluntary.

  • Employee RETIREMENTS:

Retirements generally occur when employees reach the end of their careers. The age for an employee superannuation difference. In states, it is 58 years, and in the central government, it is 60. Many governments have reasonable limits to 60 and 62, respectively, as there is no shortage of skilled people to fill up the vacant jobs. Retirement differs from quits. When the employee superannuates and it’s time for them to leave the organization, several benefits are offered to the employee. But an employee who quits is denied such privileges. Second, retirement occurs at the end of an employee’s career, but the quit is not time-specific. Third, retirement is not likely to leave any corporate bad blood behind the retiree, but a quit might result in hurt feelings with the employer.

INVOLUNTARY Attrition:

Employee Termination Reasons: Employees Resort to terminate the employment contract with employees for at least three reasons

  1. The organization is unable to maintain the existing labor because of going through a lean period 
  2. Initial faulty hiring results in a mismatch between job and employs fit 
  3. Employee exhibits deviant behavior by vitiating the environment around 

Discharges, layoffs, retrenchment, or rightsizing could be the standard methods of involuntary employee attrition initiated by the employer.

  • Employee DISCHARGES

Discharge occurs when the employer discovers that the employee is no more productively serving the organization. Discharge is also widely referred to as termination, should be aimed to be avoided as far as possible. Any termination is a reflection of the company’s HR system. Also, termination is an expensive affair because the firm has to seek a replacement, hire, and train the new candidate. Finally, a discharged individual is likely to fowl mouth the company. Discharge should be one’s last resort. 

  • Employee LAYOFFS 

A layoff is a temporary separation of the employee at the instance of the employer section 2 (KKK) of the industrial disputes act 1947 denies the officer failure refusal or inability of an employee to give employment to a worker whose name is present on the roles but who has not been retrenched. A layoff may be for a definite period on the expiry of which the employer will recall the employer for duty. It may extend to any length of time; with the result, the employer is not able to estimate anymore to recall his or her employees.

A layoff may be occasioned by one of the following reasons:

    1. Shortage of coal power or raw material
    2. Accumulation of stocks
    3. Breakdown of machinery
    4. Economic recession
    5. For any other reason

  • Employee DISMISSAL/Employee DISCHARGE

Whether termination of employment is initiated by the manager, it’s called dismissal or discharge, which may be a forceful step and may be taken once careful thought is given. A dismissal has to be supported by fair and sufficient reasons.

The following reasons cause the dismissal of an employee:

    1. Excessive absence
    2. Serious misconduct
    3. Inaccurate statement of qualification at the time of employment
    4. Theft of the company’s property.

Dismissal shall be the last step and may be resorted to after all the efforts in celebrating the employees have failed.

  • Employee RETRENCHMENT

Retrenchment, too, results in the separation of an associate worker from his or her employer. It refers to the termination of employees’ service because of the replacement of labor by machines or the closure of a department due to the continuing lack of demand for the products manufactured in the particular department of the organization. Retrenchment like layoff entitles the employee to section 25f of the industrial disputes act 1947, is equivalent to 15 days average reimbursement for every completed year of continuous service. However, retrenchment differs from sacking in this that in the latter, the employee continues to be within the employment of the organization and is sure to be recalled post the period of layoff. Entertainment employee sent home for good, and his or her connection with the company are severed immediately.

Retrenchment differs from dismissal as well. A worker is discharged as a result of his or her fault. Retrenchment, on the other hand, is forced on both the employer and its employees. Moreover, a retrenchment involves the termination of the service of many staff however, dismissal typically involves the termination of the service of 1 or 2 staff.

  • Employee VOLUNTARY RETIREMENT SCHEME

Voluntary retirement scheme VRS is yet one more type of separation. In the early 1980, companies both in the public and private sectors, they have been sending home surplus labor for good, not strictly by retrenchment, but by a noble scheme called the VRS. Euphemistically all the golden handshake plans—handsome compensation of pay to those workers to leave.

Top 10 Recruitment Challenges in 2024

Posted on by Meghna Ghosh
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The first step in the life cycle of HR is recruitment. When a baby takes the first step in life, it seems fascinating, and it becomes the never-ending process. Same is with recruitment; this first step in the dynamics of HR is though fascinating but becomes a never-ending process. As said life is struggle and challenges are waiting at every step, similarly with recruitment. This exciting process has several hurdles in its way, but if there is no struggle, there is no progress.

Hence below listed are some major recruiting challenges.

Top 10 Recruitment Challenges

1. Reluctant to Relocate

The most common challenge while recruiting is “Homesickness” which is quite obvious as nobody wants to leave their family, friends and hometown unless they prioritize career above all or have some serious obligations. Therefore in most of the cases, it becomes almost impossible to convince the right candidates to relocate to other cities for the job opportunity recruiter is hiring for.

2. The Desire for Remote Work

This is the new talk of the town in current pandemic situation, where unemployment has reached its pinnacle, and people are exploring for a better opportunity but not willing for the in-house job due to fear factor of this contagious disease and concept of social distancing, but yet many companies are only up for the candidates who can work from the office due to need of their job type as every job can’t be done from remote. This difference of opinion between employer, recruiter and candidate has become a great struggle nowadays in the scope of recruitment.

Also Read: Work from Home Challenges and Solutions

3. High Salary Expectations

It is a general saying if you dream big you will achieve big. So this big dream of getting the most handsome pay package is the ultimate desire for all the job doers and seekers which troubles the recruiters a lot because to fulfill this dream many times candidates place the expectation way beyond his/her worth and what the market price of their job is.

It is not problematic until the candidate is found to be intelligent and understand its worth or many times compels with a certain situation. Still, things get entangled when candidates become adamant and irrelevant in their demands and unwillingly the recruiter needs to shift their focus from one potential candidate to searching the next one.

4. Competitive Market

With every passing day market is getting more volatile and competitive. This competition and advancement are leading to improvement. Hence a good learner, trained and developed resource is high in demand within the job market. At one particular point, candidates, themselves start realising the same and understand the markets so well that his/her constant desire to prosper becomes vivid and they always try to capture the best in their sector. Hence this urge in this competitive market makes recruitment even more challenging as multiple doors are open for the best man to fit in.

5. Brand Value of the Company

Whether small or big, need of human asset is must for all so as the recruitment but general human tendency is always reluctant to associate with start-ups or small company even with those companies who are doing well but don’t have much fame in the market or also may defame due to poor work culture or less profitability, which creates insecurity in the mind of the candidate before applying and makes a vital hindrance in the recruitment.

6. Low HR Budget of the Company

It is not always the candidate or job seekers creating trouble while recruiting many times the company itself becomes its enemy in recruitment due to very poor or less HR budget. Not all the companies are open-handed to pay well to their resources or do not acknowledge the factor of the sustainable standard of living but do not compromise in the requirement of manpower too, such dualistic strategies of the company not only annoys recruitment cycle but defame themselves paying market as well.

7. Unorganized and Insufficient Recruiting Tool and Data

Recruitment then and recruitment now has sky gap difference as it has drastically changed. Modes of recruitment approach everything has undergone a complete makeover, but still many companies found using those old tools have not upgraded themselves. Their hiring is completely yet based on some existing unorganized data and has not intended to accept new digital changes like recruitment softwares, top consultancies and paid portals. Those orthodox data and methods due to non-acceptance of companies in the digital era is a considerable challenge while recruiting.

8. The difference of Opinion Between Hiring Manager and Recruiter

Generally people misconceptualized between recruiter and hiring manager. Recruiters are those who recruit as per the need of the hiring manager but hiring managers are those who need the resources to get the job done. But many times what is found is the difference of opinion in between the ideology and demand of hiring managers and recruiters as the hiring manager is only confined within his job requirement and duties and does not wish to become flexible enough as per the need of the market. Hence any such expectations and rigidness irrespective to the current market trends make recruitment even more challenging.

9. Target based Recruiting

Though being focussed and having targets are the essence of every job, but many employers don’t understand the concept that HR dynamics have to be more liberal with multiple options and they keep vague expectations and gives neck to neck targets of recruiters, such target based recruitment may help companies in fulfilling the vacant position fast but as said quick work of the devil is never a sound deal to crack which ends in the faulty selection, higher attrition and more absenteeism.

10. Existing Team/Work Culture

The last but not the least thing in the challenges of recruitment is that whatsoever efforts a recruiter may put in fulfilling the position, but things come back to square one if the existing work culture in not friendly and teammates instead nurturing or helping each other believes in pulling the new guy down and inculcates more work politics. Such negative ambiance leads to early resignation and increases the number of absconders which fails the entire recruitment process and becomes snake within the sleeves for the recruiter and team.

So are you also facing any of such challenges while recruiting, approach Zigsaw for the most hassle free recruitment for your company. Register here on our platform to start.

Self Introduction in English for Interview for Freshers

Posted on by Aashritha Ramesh
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“Tell me about yourself” is one of the most hair-raising questions that a fresher would face while sitting for an interview. -This question is a crafty one placed in front of the candidate by the interviewer, this is so because the interviewer already knows some details about the candidate from the resume submitted. However, still, the reason behind this question being asked is that he wants to know the candidates’ attitude towards the work, what are the values that he brings into the company and how well he fits into the job.

One cannot deny the fact that this question is one of the best keys to prove that you are the best for the given job, this is so because having seen hundreds of candidates similar to you, the interviewers expect for that one answer which would correctly light the candle.

Hierarchy of Information to be Included

1. Start with a formal greeting: Use the following wordings like accordingly Good morning (or) Good afternoon (or) Good Evening

2. Tell your Name: My name is XY / I am XY

3. Location: I am from XXX / I was born and raised in XXX/ I grew up in XXX.

4. Projects/internship undertaken: Include the topic, name of the company, type of the work done, awards won, experience gained.

5. Qualifications: I am a …. Graduate from XYZ University.

6. Additional Qualifications: courses done, language proficiency

7. Adjectives to describe yourself

8. Hobbies/passion/strengt-hs and weakness

9. Fun Fact (optional)

10. Describe some points on how well you fit in the job

Rules so be Kept in Mind

1. Always sound enthusiastic.

2. Maintain eye-contact

3. Use hand gestures

4. Don’t sound lie a robot (don’t memorize)

5. Don’t stammer

6. Sound confident all along with your introduction.

7. Don’t take beyond a minute.

8. Be the best yourself

9. Don’t round the bush

10. Reduce the use of superlatives

11. Present the content in quite an intelligent way

Tricks to Follow While Jotting Down your Answer

1. Research about the company and the job offered.

2. Link your projects with the job offered.

3. Shape your answer based on the company.

4. Write down something more other than that mentioned in the resume.

5. Put in at most energy in your wordings.

6. Always maintain a sense of Formality.

7. Practice in front of the mirror.

To conclude, try to give your best possible answer to this question in the most confident manner as this will decide the flow of the interview, and this will put forward your first impression on the table.

Self Introduction in English for Interview for Freshers Samples

Here are some sample answers to the question “Tell me about Yourself.”

Scenario 1:

Good morning. I want to thank everyone for giving me this golden opportunity to introduce myself. My name is Rocky, and I am from Bombay. I am a biology graduate from IIT Bombay. I now work as an intern at Youth Foundation, and I am a big fan of soccer and gymnastics. My goal is to build a successful career as an XYZ, which can help the company and me personally. My strengths are my positive attitude, punctuality, and interpersonal skills. My weakness is my emotional nature. This is all about me. Thanks once again for this wonderful chance.

Scenario 2:

Good morning everyone. I am Jacob. I am born and brought up in Delhi. My fields and expertise lie in operating systems. I have previously worked on projects based on hardware, big data analysis, and AI. As a result of my Love towards operating systems, I began setting up databases and platforms on which others can work on. During my projects, I worked as a Team leader as well as a Team player, and by doing so, I ensured the proper completion of work by team members. My interests lie in orating. Finally, I think that I am an ideal candidate for this job as I found myself satisfying the requirements of this opening. Thanks, everyone for this opportunity. 

Scenario 3:

Good morning. It’s my pleasure to introduce myself. I am XXX, and I am currently pursuing my degree in the field of the automobile at ABC University. I was raised in Assam, and when I was 18, I moved to Bangalore for my university study. Last year I went to the US to join the student exchange program. During my exchange, I went backpacking with other backpackers from all over the world to other countries across the US. It was a fun experience. I think I have been fortunate enough to be able to live in different parts of the world and thus be able to broaden my horizon.

I have a strong interest in automotive and services industry. The reason is I’d like to leverage my detail-oriented mind and apply the skills and knowledge that I have attained throughout my degree courses. I see myself as a people-oriented person. I demonstrated this by working in various group projects with different types of people in which I had been able to perform well. I want to be part of your company to further develop myself in the automobile field and to use my capabilities to serve both your company and your clients. 

Scenario 4:

Good morning sir/madam;

Firstly, I would like to thank you for giving me this opportunity. I am XY from Chennai. I completed my B.com with CA from AB University affiliated to Anna University, with an aggregate of 78%. My hobbies are net surfing, playing chess. I am fresher and have no work experience in any company. My strength is that I can adapt quickly to any environment.

My short-term goal is to get placed in a reputed company like yours, which will allow me to enhance my skills and Knowledge. My long term goal would be to reach a higher position in your company. That’s all about me. Thank you for giving such an excellent opportunity.

I hope this article will help you to prepare a perfect self introduction for your job interview. Comment down below if you have any queries.

Cost Per Hire – Calculating Hiring Cost in Recruitment

Posted on by Ankita Sanyal
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Cost per Hire meaning

The Recruitment process costs organizations dearly. The cost per hire means the total cost incurred for hiring purposes for each hire. This includes among other things, the following costs

  • Time Cost of the HR Managers & the technical managers involved in the Recruitment Process
  • Payments made to placement Consultants
  • Payment made to buy Resumes online
  • Cost any on-campus institution drives
  • Cost of joining bonus and relocation allowances
  • Expenses incurred on conducting recruitment tests and interviews
  • Cost of overtime or temporary staff retraining during the period when jobs remain vacant
  • Any other incidental cause availed by the selection  team,  we can / overtime lunch/dinner transport claims and the like

To these may be added cost and expenses related and involved in the recruitment process.

The cost to hire or cost per hire is obtained by dividing the total cost by the number of hires.  Organizations closely watched the cost per hire to monitor the effectiveness of the hiring function.  Efforts are always made to keep the cost per hire within acceptable limits.  Cost per hire varies from organization to organization, deciding factors being skill level of hires,  demand and supply of such skills, number of fires, sourcing strategy,  and compensation levels.  Change of Sourcing strategy and withdrawing joining bonuses are common strategies used by organizations to keep the cost per hire within desired norms.

COST TO HIRE OR COST PER HIRE = TOTAL RECRUITMENT COST/TOTAL NUMBER OF HIRES

TOTAL RECRUITMENT COST = TOTAL INTERNAL RECRUITMENT COST + TOTAL EXTERNAL RECRUITMENT COST

INTERNAL SOURCES OF RECRUITMENT

  • Present employees – One of the most sought after internal source of recruitment methods are present employees, which has proven to be beneficial in various ways.  In this type of recruitment, the cost of training might be less,  but there is an added cost of providing the promoted employee with a higher pay scale. This is the most common internal source of recruitment,  wherein the organization need not look for new employees,  the organization can appoint one of their efficient employees to a higher position or a different department where they can work efficiently and get the system running smoother. For an existing employee, he/she is acquainted with the organizational culture and systems which cuts down the retraining cost. But in cases of promotions,  when an existing employee is getting promoted to the next level in the hierarchy, he/she is to be paid a higher salary which is the cost the organization needs to bear for this kind of recruitment.
  • Employee referrals –  Over the years with strong networking being built, this source of internal recruitment has proven to be very effective, where employees can encourage their families and friends by familiarizing them with the advantages of a job with the company, furnishing cards of introduction and even encouraging them to apply. Some companies even offer “finders fees”  in the form of monetary incentives for successful referrals. For example, companies like Microsoft offers referral incentives to its employees for internet experts. Infosys in Bangalore also has a practice of coming up with vacancies on its website, inviting referrals from employees. Employees are paid Rs.10000 to Rs.15000 charges for every successful hire. Finder’s fees could be referred to as the cost related to this sort of internal hiring. If used wisely, employee referrals could prove to be an effective way of recruiting. The prospective reach is wider at a very low cost and in an organization with a large number of employees, this approach can provide quite a large pool of potential organizational members.
  • Former employees – Another internal source of applicants are former employees. Increasingly more and more employers are reaching out to ex-employees and sharing information on job openings organizations. They maintain close contact with ex-employees with proven good performance records.  The advantage of recruiting former employees is that they are quick to hire. These hires are quick to work as they are familiar with the company’s policies and procedures and will connect soon with peers and customers. MNCs purchase IBM and Microsoft are active in re-hiring. The problem with this internal source of recruitment is their placements and compensation. Often, we have seen that former employees re-joining ask for a higher pay scale which gets added as an internal cost to hire.

EXTERNAL SOURCES OF RECRUITMENT

  • Temporary/Contract workers–  contract workers by then a number are almost working the small number of regular employees.  For employers, contract workers are less expensive. Wages paid to these employees constitute only half of what is paid to regular employees with minimal demands for better wages and benefits and no need to implement mandatory welfare measurements. During times of sudden rise in demand or uncertainty, organizations rely on temporary workers instead of hiring regulars. Temporary or contract workers insulate permanent employees from downturns in a business cycle, thereby improving job stability. This is one of the most affordable external sources of recruitment with minimal costs related to it.
  • Campus recruitment – Placement programs in Colleges, Universities and Research Laboratories, sports fields, and institutes are a great opportunity for recruiters to hire budding talents with young perspective, particularly the institutes for top campus recruitment is going Global with companies like Hindustan Unilever, Citibank, HCL HP,  Facebook and Reliance looking for in global market campus recruitment is so much sought after by the recruiters that each College University Department or Institute will have to have a placement of a to handle recruitment functions. This type of external recruitment is often an expensive process, even if the recruiting process eventually produces job offers and acceptances. For conducting on-campus recruitment programs, there needs to be a contract between the university/institute and the company/organization.  There are cases where colleges charge a lot of money for the companies to arrange employment fares or get a seat in the placement cell for external recruiting purposes. This could be considered as the cost related to campus recruitment.
  • Advertisements – This is the most popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want as described the job and the benefits, identify the employer and tell those who are interested and how to apply. A number of factors influence the response rate of an advertisement. Three important variables to be kept in mind are – identification of the company, labour market conditions, and the degree to which specific requirements are included in the advertisement. Moreover, we can say that an organization can customize the advertisement as per their requirement, which demands some investment. This is one of the major elements in the cost of recruiting not only because it is the most common method of the external source of recruitment irrespective of a paper print advertisement or advertisement on an e-recruitment website, but also it opens up a wider pool of potential candidates who would prove to be an asset of the company.
  • Job Boards: Job portals allow access to their database on payment of a Fixed Fee. Companies can also post their Job openings on Top Job Posting Sites in India.
  • Recruitment Companies: Unlike Job-boards that mostly ask for a prepaid fee, Recruitment Consultants usually work on a success fee model. This means that you only need to pay to Recruitment Firms once you have made a successful hire via them. Here’s a list of Top Recruitment Companies in India you can engage with for your next hire. Their Fee varies from 5%-25% of annual CTC of the selected candidate.

The above were a few of the elements in the recruitment cost Inclusive of both internal sources of recruitment as well as a cost related to the external source of recruitment.  Now to find out the cost to hire or the cost per hire, the total recruitment cost is to be divided by the total number of actual hires, which roundabout gives an idea of the cost involved in hiring from a financial perspective.

Employee Background Verification Process in MNCs

Posted on by Aashritha Ramesh
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In recent times, we have witnessed the rapid rate of globalization and its effects on mankind. The advent of new technologies, such as the Internet and other networks has its pros and cons. The pros of the evolving technologies include speed, efficiency, better time management, access to an ocean of information, mobility, agility, automation, connectivity, remote sharing, better management of resources, and the list could go on.

The drawbacks include higher levels of dependencies, data security concerns, and manipulation of information. Out of enlisted cons, one of the major downsides is that the new technologies have resulted in an increased rate of fraud in most sectors, and education is not an exception. Fraud and corruption in education may exist in various forms beyond contract-cheating. Its global manifestations include diploma mills and the counterfeiting of academic documents, bribery to ensure the licensing of educational institutions, the hiring of academic staff, the passing of examinations, admission into education programs, and the award of degrees.

Moreover, the increase in population has resulted in increased needs, but the employment opportunities are still way less than required. This has paved the way for many miscreants to set up agencies that provide fake mark sheets, degree certificates, and experience certificates. The funniest part is that there also exist fake universities, advertisements in the name of these fake universities have been flooding the World Wide Web platform in recent times. 

This has indeed resulted in added pressure to companies, i.e., checking the authenticity of the documents presented by the job seeker.

So, there came the need for a background verification process. In general, it refers to any official process carried out by an organization to validate the documents submitted by the candidate’s post getting shortlisted in an interview. 

Background verification process or Background Checker or Background screening is a major weapon of the MNCs for the risk mitigation and checking the authenticity of the candidates. Moreover, it acts as a major tool that gives an impression of the candidate to the HR.

The important point is that the company can perform these background verification checks only after informing the candidate and getting their signature in the consent form.

Background screening involves the verification of the following:

Employee Background Verification Process in MNCs

1. Candidate’s criminal history: To check if the candidates have any record of criminal behavior or related tendencies. This check is usually done to ensure the safety of the customers and the work environment. Moreover, the process followed to check criminal history differs from state to state.

2. Identity: The candidate’s name, place, and date of birth are referenced to verify the candidate’s credentials.

3. References: These are to check how many people and exactly who in their previous workplace would confirm the candidates’ skills and work ethic.

4. Work experience: Companies, organizations, and institutes the candidate claim to have worked with, and their credibility is cross-checked. Also, their reasons for leaving these organizations are reviewed. This check bears information about the candidates’ quality, work stability, and loyalty.

5. Address verification 

6. Personal finances and credit: To check the credit score and loan details.

7. Sexual offender registry: This will reduce the risk of the company’s workplace sex offense.

8. Drug Screening Test: This test is a prerequisite in specific industries like aviation and driving.

The government also plays a vital role in this process. The tools used by the government to stop frauds are enlisted below:

1. Aadhaar verification: It consists of an individuals’ biometrics and consists of every other necessary information about the residence, D.O.B, and bank accounts. 

2. National Skills Registry (NSR): NSR is the largest database consisting of nearly 255 companies with 18,84,380 biometrics submitted. That helps companies counter-check employees’ information (if they are registered). 

3. National Academics Depository (NAD): Government launched NAD to store your education records digitally. NAD can also issue reliable certificates to verified users.

4. Permanent Account Number (PAN) card: It helps in keeping track of an individual’s transaction and tax liability.

The social media used by nearly 376.1 million Indian users has its role to play. It serves as a gateway that showcases the activities, interests, and affiliations of the candidates. Hence it serves as the best platform for the recruiter to know about the candidate without the latter’s presence.

Now, turning the focus onto how this screening is being carried out by the MNCs, one would witness the flurry of background organizations working solely on this process. 

Recent studies have found that an MNC can carry out this screening process in the following ways:

1. Uses the platform WELCOME TO NATIONAL SKILLs REGISTRY

2. Reference from a connected network of people and organizations 

3. Social media platforms 

4. Hire third parties like HireRight, IDfy, SecUR credentials limited, etc.

5. Public sector undertakings (PSUs)

Moreover, one cannot deny the challenges faced by the organization in the process of background screening. One of the major problems faced is the time delay of the screening process, which affects both the employer and the candidate. Add to this, the other challenges would include the absence of updated records and the lack of open information.

After going through the above-stated points on the background verification process, one would have realized the need to countercheck every step taken in life. This is so because even a tiny mistake committed today can have its adverse effects on the things that will happen in the future. The takeaway from this is that never resort to the mindset of, “Why should I care about this mistake now?” Instead, solve them at the very moment and try to avoid mistakes and the activities which might backfire. Moreover, be cautious while entering personnel information on any social media platforms. Also, do present genuine documentation while seeking for a job, as this would give the best impression.

15+ Best HR Jokes – Human Resources Jokes

Posted on by Aashritha Ramesh
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There exists a misnomer amongst the employees that most of the human resource managers are heavy-hearted. In reality, as there exist two faces in a coin, so does the job of the HR manager. Looking at the roles played by an HR manager, one would realize the fact that HR is the face of the company.

A good human resources employee develops and balances the dynamics of the company. They recruit, train, approve invoices, maintain payroll, benefits, and databases, mediate conflicts, and ensure background checks. Furthermore, they act as an essential component of upward communication in the organization.

Most of the employees try to maintain a friendly relationship with the HRs of their respective organization, the main reason behind this is that the HR serves as a significant link which connects the management and the employees. Moreover, it is the role of HR to maintain a productive atmosphere and an excellent work-life balance. Sometimes, these needs are met with a short humorous piece of oral literature called a joke.

Best HR Jokes

In the recent past, social media is flooded with a flurry of memes related to some hilarious HR jokes. Listed below are some of the jokes:

HR: Imagine that you are on the 6th floor, and it caught fire, how will you escape from that place?

Interviewee: That’s so simple, I will stop my imagination.

 

HR: Why should you be hired?

Interviewee: I should be hired because this company needs someone who knows why he should hire People.

 

HR: What if the earth rotates 30 times faster?

Interviewee: Chill, we will get our salary every day.

 

HR: What is your strength?

Interviewee: Persistence

 

HR: We will call you back to inform you about your recruitment

Interviewee: I will wait here, till that.

 

HR: Why did you leave your previous job?

Interviewee: The company relocated and didn’t give me its new address.

 

HR: What’s your strategy to avoid blunders at work?

Interviewee: It’s simple. Never do work when at work!

 

HR: The starting package is $500, but later it may go up to $1500.

Interviewee: Ok, then I will come later.

 

HR: Tell us about yourself.

Interviewee: Yourself is a pronoun, used when the subject and object of the verb are you.

 

HR: With no previous experience for this job, how do you expect for such a high salary package

Interviewee: You know what, the job turns much harder when you don’t know what you’re doing!

 

HR: What is the most difficult challenge that you faced in your last job?

Interviewee: Staying awake after lunch.

 

HR: What attracts you to our company?

Interviewee: The receptionist!

 

HR: Late Again!

Employee: Yes, it makes the day seem shorter!

 

HR: Keep your revised payroll confidential…!

Employee: Don’t worry, I’m equally ashamed of it!

 

HR: Don’t bring me problems. Bring me solutions.

Employee: If I had solutions, I wouldn’t bring you anything.

 

HR: Are you on drugs?

Interviewee: You and I both know that the drugs are priced at a higher cost than what I am offered.

Here let’s take a look at a story that has a masterpiece climax.

On a fine spring morning, a highly successful Human Resources Manager was walking to her work, on her way, she was tragically hit by a bus and died. Her soul traveled to heaven, where she met St Peter himself. St Peter welcomed her to heaven with open arms. “We are privileged to have a successful HR like you in heaven, but I feel that you should be given a chance to choose between Heaven and Hell. Hence, what we’re going to do is let you spend a day in Hell and a day in Heaven, and then you can make your choice.”

“In all honesty, I prefer to stay in Heaven”, said the woman.

“Sorry, we do have rules…”

And with that St Peter put the executive in an elevator and it went sliding down to hell. The doors opened, and she found herself stepping out onto the green grasses of a beautiful golf course. There was a country club situated a foot away from her and standing in front of her were all her friends – fellow executives that she had worked with and they were besuited in evening gowns and cheering up for her. They ran towards her and gave her a warming hug, and they talked about old times. They all played an excellent round of golf, and when the night was young, they went to the country club where she enjoyed an excellent steak and dinner. She met the Devil, who was a handsome guy. She was enjoying her wonderful time that before she knew it, it was time to leave. Everybody waved goodbye as she got on the elevator.

The elevator went up to heaven, and she found St Peter waiting for her. “Now the time has come for your day in heaven,” he said. So she spent the next 24 hours lounging around on clouds and singing. She had a great time and before she knew it the day got over and St Peter came and got her. “So, now, you have completed your challenge. Now it’s your turn choose your eternity.” The woman paused for a second and then replied, “Well, I never thought I’d say this, I mean, Heaven has been great, but comparatively I had a better day in Hell.”

So, St Peter showed her the way to the elevator, and again she went down back to Hell. When the doors of the elevator opened, to her dismay, she found herself standing in a desolate wasteland covered with garbage. Added to that she got to notice that her friends were dressed up in rags and were picking up the garbage and putting it in sacks. The Devil welcomed her back.

“I cannot make head or tail of this situation,” said the woman, “Yesterday when I was here, and there was a golf course and well-structured country club, and we danced and had a great time. Now, there is nothing but a wasteland full of garbage, and all my friends look miserable.” The Devil smiled at her and told…

“Yesterday was your 

recruitment day, but today you’re an Employee.”

To conclude, HRs are of immense importance to an organization’s success as they tend to find the right balance between work etiquette and the workplace atmosphere. In order, to be a successful HR one has to adapt to diversities, prefer inclusion over exclusion, and help employees figure out their purpose of work.

I hope you enjoyed these jokes. Please mention in the comment section if you know any good hr jokes. I will love to add it to the list.

10 Tips on How to Negotiate Salary with HR

Posted on by Meghna Ghosh
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Motivations are many in life, some get motivated from positive appreciation, and some get motivated by negative humiliation. Different people with different mentality for different strategies, but the biggest motivator irrespective to positive or negative ionic is money. The only factor which humans practically associate with growth and makes the job market volatile and competitive. Gone are the days where job stability and sustainability matters a lot. A maximum couple of years is the tenure for an individual to sustain in any organization nowadays due to the fact other competitive firms always offer more than the current pay scale. 

But just due to this factor, leaving a secure job may not be a good nut to crack because to make the job advertisement lucrative the showcased salary and offered salary may have the variation because the employer and HR sitting at the next side of the table is way more intelligent which creates an urge at the other side of the table to become smarter as well. Hence smarter the candidate greater would be the pay package. Thus for all the agile and vivid candidates and potentially the best job seekers below are listed some do’s and don’ts while negotiating salary with HR.

Don’ts while Negotiating Salary with HR

1. Don’t Skip Negotiating

Probably the biggest mistake is merely accepting an offer received. Research shows that younger job seekers or freshers do that because they don’t know how to negotiate salary, lack confidence and dislike the act of negotiating, due to which at times they don’t understand the potential impact of their decision.

Settling for a lower salary than worth can have major financial consequences, both immediately and down the road. In the short term, is to earn less, receive smaller raises because most raises are based on a percentage of current salary, and in the long-term, being underpaid gives stress. Accepting a low offer can also hamper earning potential later, as future employers might ask for salary history when determining how much money they should offer you.

2. Don’t Accept a Job Offer Too Quickly

Always ask for time to review an offer and respect the time limit agreed upon to make the final decision. If they asked for a revert within a particular frame, all negotiating should be done within that frame. However, even the best offers should be reviewed with a clear head and without the pressure of a future boss or HR director staring at you.

3. Don’t Reveal How Much You Would Accept

Information is the key to any negotiation, and a common mistake job seekers make is telling the HR what they’ll accept. It can be hard not to offer this information, especially if the HR asks for salary history. Still, if at the earlier stage this kind of information is furnished, it creates less room for negotiating a better offer later. Always try to remain as noncommittal as possible when asked about salary requirements early in the interview process. 

4. Don’t Make a Salary Pitch Too Early in the Process

Asking earlier in the process can be perceived as being too focused on money rather than on the job itself, and it may also force at an early stage to reveal what one would be willing to accept. Yet, many job seekers begin salary negotiations too early in the process. The ideal time for talking salary is once you get the job offer. It’s at that time when it can be asked for more specifics about salary, bonuses, commissions, insurance, and other perks.

5. Don’t Ask for Too Much in a Counteroffer

It’s not a good sign to renegotiate everything in a job offer. If that’s the case, either candidate or the employer or HR has misunderstood the situation, or one of them is trying to take advantage of the other. Trying to swing things the way isn’t likely to work in such a scenario.

Also Read: Top 10 Highest Paying Jobs in India 2020

Tips on How to Negotiate Salary with HR

1. Calculating Your Value

One must know exactly how much value he/she can offer an employer before beginning the process of negotiating a salary. Candidates must be sure about their value as an employee and consider using the below factors to justify your desired salary:

  • Geographic location
  • Years of industry experience
  • Education level
  • Career level
  • Skills
  • Licenses and certifications

2. Research the Market Average

Having this data can support a more successful negotiation. Knowing the market average gives a good baseline for salary request and can even be used as a justification. This includes factors like salaries listed from a past job or relevant job postings. Here are some inquiries to consider as you start your research.

  • What is the national average salary for the position?
  • What is the average salary in your geographic location and cities nearby?
  • How much do similar companies in your area pay in this position?

3. Prepare Agenda Points

Developing negotiation notes is always helpful to answer the question such as: Why do you feel you deserve a higher salary than the one the HR is offering? Putting together a few talking points as listed below before interacting with HR could be helpful 

Results achieved in previous roles such as goals achieved, the revenue generated with the use of actual numbers.

  • Years of industry experience, 
  • Skills or certifications, especially if it is in high demand within your industry.

4. Rehearse Well

Practising the talking points can help you gain confidence and identify areas of improvement. The best way to practise would be in front of a trusted friend or mirror.

5. Be Confident

Once you have done the homework and equipped well with the information, what matters most is one needs to be confident about what HR is asking for. Until and unless the projection is self-assured and assertive, the HR would always have the upper hand in the conversation and try to bring down the package that has been asked for.

6. Ask for More

One fundamental rule of salary negotiation is to give HR a slightly higher number than your goal. This way, if they negotiate down, you’ll still find yourself with a salary offered that is comfortable in accepting. If a neck to neck salary expectation is provided, HR will likely settle on the lower end, so be sure the number you give still ends with an amount you feel is fair.

7. Share Incurring Expenses

Share incurring expenses is always a good deal to ask for an increased salary which involves accumulating the cost of moving to a new city for the job, commute expenses such as train fare or fuel and wear and tear on your vehicle if the job location is very far. It’s not unusual for candidates to ask HR to adjust the salary to account for their expenses.

8. Be Flexible

Even if the employer or HR is unable to provide the salary amount you want, they may be able to offer other forms of compensation. For example, you will be ready to negotiate more stock options, extra vacation days or additional work-from-home days to combat a lengthy commute. Don’t be shy about asking for alternatives. In some cases, they may be more valuable than the actual package offered.

9. Don’t be Afraid to Walk Away

In some cases, an employer or HR may not be able to meet your minimum salary requirement or offer additional benefits that make it worthy. Or the HR may counter-offer with a salary that’s higher than their first offer but not as high as your request. In this case, you’ll need to decide if the job is worth the lesser amount. If it’s less stressful than your current position, it is closer to home or offers you more flexibility or more free time, but at a lower salary, it must be accepted in such cases with open arms. However, if not, you ought to consider walking away and seeking other opportunities elsewhere.

10. Express Gratitude

Once you reach the last offer phase of the hiring process, you’ve probably invested in a fruitful deal with your time and energy applying and interviewing for the position. The employer and HR have also invested time in the process so you must recognise this and thank them for considering you for the opportunity. Be sure to share any specific reasons why you’re excited about the role like the culture or the merchandise.

I hope these tips will help you to negotiate salary during your job interview. Comment down below if you have any queries.