Zigsaw Blog

Month: July 2021

  • What does HR do all day? List of day to day responsibilities

    Every business needs a capable and professional human resources department. Many individuals are unaware of how important human resources are to a company’s success. Many people want to learn about the daily tasks of an HR manager because these professionals are the ones who pull strings in the background of a company.

    It’s an excellent question to which the best response is that it depends. HR’s specific function varies based on the company’s size and scope. In a big corporation, HR professionals will specialize in one or more areas. In a smaller firm, however, an HR professional may be in charge of numerous duties at the same time.

    Let’s take a look at the responsibilities of HR.

    What does HR do all day?

    If you ask any individual what an HR department is, they’ll tell you it works with the most unpleasant elements of the job: HR infractions, layoffs, and termination. Human resources, on the other hand, exists to assist employees. It is, very literally, a human resource.

    Here are some of the daily duties that your HR department is working on.

    1. Recruit candidates

    When recruiting for new roles, HR must first identify the company’s needs and ensure that those

    needs are satisfied. It’s not as easy as posting an ad. You’ll need to conduct market research, interact with stakeholders, and manage finances.

    Then, once the position has been posted, more research must be conducted to ensure that the best candidates are drawn and presented. Recruiting is a massive and expensive task; the perfect candidate may reinvigorate a whole business, while the incorrect applicant can throw everything into disarray.

    2. Hire the right employees

    Human resources are responsible for scheduling interviews, organizing hiring activities, and integrating new hires. They’re also responsible for making sure that all of the documentation associated with employing someone is completed and that everything runs well from the first day to the last.

    3. Process payroll

    Payment is an entity unto itself. Taxes and time must be estimated and collected on every payday. Expenses must be paid, and increases and incentives must be included. Imagine being in HR and having to make sure taxes are properly withheld each paid month if you think paying taxes once a year is a headache.

    4. Conduct disciplinary actions

    This is possibly why HR has such a poor reputation. When handled incorrectly, disciplinary measures can result in the loss of a key employee, as well as lawsuits and a tarnished image. However, when handled correctly, disciplinary action may lead to an employee’s success.

    For example, if a firm sees that a specific employee is frequently late and continues to be late despite receiving many warnings, HR may intervene and examine the cause of the tardiness. It might be a chance to provide additional advantages to the employee, such as counseling, or to provide additional resources to help the person learn to be on time. Rather than incurring the expense of dismissing and then hiring a replacement for that person, it may be viewed as a learning experience that will help that individual advance in their career.

    On the other side, disciplinary action isn’t always the wisest course of action, and an employee may need to be let go. Human resources managers with the finest track records recognize when a worker isn’t a good match for a firm and would be happier elsewhere. Often, as terrible as it may seem at the time, it is in the employee’s best financial interest to be let go. HR must establish a strong enough connection with superiors and subordinates to determine a team’s cohesion and health.

    5. Update policies

    As the company changes, policies must be revised (or at the very least evaluated) every year. It’s HR’s responsibility to keep policies up to date and recommend modifications when they’re no longer serving the firm or the employees. As a result of an incident, a policy may need to be modified. HR should be involved in and advised on these choices at all times.

    6. Maintain employee records

    The keeping of HR records is required by law. These records aid businesses in identifying talent shortages, as well as analyzing demographic data and complying with legislation. Every employee’s personal information and emergency contacts are also included.

    7. Conduct benefit analysis

    When it comes to attracting the finest people, being competitive is critical. If the advantages are more appealing, a prospective candidate may pick a different firm with a lower salary. HR should look at similar firms on a regular basis to determine whether their perks are compatible. For example, your company may think about providing cat insurance in its benefits package.

    What are the skills of an HR?

    In order to be effective as a human resource manager, you’ll need to have the following skills:

    • Interpersonal skills: Human resource managers must be able to talk, write, and present on training to both staff and employers in a straightforward and effective manner. They must also be good communicators, acquiring knowledge about each party’s requirements in order to establish the most successful working tactics and partnerships.
    • Ability to lead: Specialists in this position lead colleagues and corporate employees in maintaining hiring, onboarding, and risk assessment programs and processes. They also supervise teams to ensure that everyone is doing their job and meeting their duties to the company.
    • Technical skills: These executives should be abreast of new technology and trends that might help them simplify and automate operations to boost productivity.
    • Organizational skills: HR managers should be able to handle a variety of tasks, including talent scouting and recruitment, staff training, workplace conflict resolution, and salary and benefits administration.

    Conclusion

    The human resources department has a significant impact on a company’s culture: if HR is poisonous, employees will be disheartened and less inclined to seek help from HR, whether for professional or personal reasons. If HR truly cares about workers’ well-being, though, the culture is among openness and progress.

  • Is it right to go remote permanently? Advantages & Disadvantages

    The Covid-19 epidemic caused a significant change in the global work economy in 2020. While working from home used to be a benefit offered by certain organizations, it has now become the standard for most. 70% of the workers will be remote working at least 5 days per month by 2025, according to estimates. While 2020 may be seen as the year of working remotely, we believe it is only the beginning since the trend is expected to continue in 2021.

    Let’s head on to the sections below to learn about the advantages and disadvantages of working remotely after the pandemic ends.

    What are the advantages of working remotely?

    Here is a list of factors that work as advantages of working remotely:

    • Flexibility and agility: Working from home gives you greater flexibility and agility in your work schedule. Workers may be better positioned and more ready to work flexible work hours, such as sooner or later in the day, and also on weekends if they are no longer bound to an office. This might assist you in meeting specific company demands, such as dealing with clients in a different time zone.
    • Improved employee retention: Employees may be more likely to stay at work if they have the option to work from home since it allows them to fulfill child care demands, minimize travel time, and integrate their work into their personal lives. Allowing workers to work from home builds trust in the company, which may lead to increased employee loyalty.
    • Attract new talent: Working from home may be provided as an incentive to continue working for you, assisting you in attracting fresh talent to your company. Allowing workers to work from home can let you have a competitive advantage over companies that don’t allow it.
    • Increased productivity: Because there are fewer interruptions than there would be in an office setting. Workers may also work more hours since they can use the savings made from traveling to begin work sooner, later or both.
    • Increased staff motivation: Workers will feel more respected by their company if they work from home because the professional relationship isn’t as tightly watched, and employees are given more latitude to get on with their tasks. Employees will also be happier if they can establish a home working schedule that suits them better, which will help them feel more driven to do their best job.
    • Better work/life balance: Working from home may help employees achieve a better work-life balance. For example, individuals who would have had to travel can now utilize that time for themselves, resulting in a better work-life balance. Staff may also incorporate home tasks into their workday, allowing them more free time in the evenings, such as loading and unloading the washer or cooking supper during their lunch break.

    What are the disadvantages of working remotely?

    Here is a list of factors which work as disadvantages of working remotely:

    • Doesn’t suit everyone: Working from home isn’t for everyone’s temperament or skill set. Some employees may enjoy the regularity and structure that comes with working in an office setting. Some employees prefer face-to-face connections with coworkers and believe that face-to-face coaching from their boss is highly useful in assisting them in completing duties and achieving their objectives. You must also consider personnel with disabilities. Working remotely may have an adverse effect on the assistance they require to do their duties. Working remotely may not be suitable for everyone’s lifestyle. For example, some individuals may have small children who are oblivious to limits and cause disruptions during the workday. Some may not have the necessary physical space to set up a distinct workplace.
    • Staff feeling isolated: People who work from home may experience a separation from their coworkers and the company as a whole, which is natural in an office setting. Employers might solve this issue by ensuring that communications are more consistent. Staff is given additional opportunities to feel connected and part of the team by organizing brief catch-ups via phone or frequent staff meetings via other tools like Skype. More casual and social gatherings may also help to reduce feelings of loneliness.
    • Difficulty monitoring performance: It may be challenging to manage and oversee the performance of home employees. Monitoring may have a good or bad impact on distinct characteristics. You may consider creating measurable objectives and targets for your employees so that if they don’t meet them, you can spot and address any performance concerns early on. See how to effectively manage workers who work from home by looking at how to manage organizational effectiveness.
    • Home distractions: Whilst working from home eliminates workplace distractions, if a person does not have a sufficiently quiet devoted working area at home, they may be easily distracted by domestic noises or other people in their home.
    • Potential burnout: Working from home, where an office offers a clear physical difference between work and family life, might cause employees to lose sight of the divide. Workers may find it challenging to decide when to leave work, resulting in longer hours, higher stress, and, eventually, burnout. Employers should urge their employees to take breaks on a regular basis and remind them of the significance of doing so.
    • Cost of working from home: Initial training expenses include the provision of appropriate equipment, such as laptops, cell phones, as well as other IT tools. You’ll also need to think about making changes to fulfill health and safety regulations.

    Conclusion

    Working remotely was on the rise prior to the coronavirus epidemic, as many firms recognized the perks to their businesses and better work-life balance for their employees. Although if you don’t feel working remotely will benefit your firm, employees with six months of service have a legal right to seek flexible work schedules, such as working remotely, and you, as a supervisor, must seriously review such applications.

  • Workplace Safety for Women

    In developing countries, both men and women are working in the same surroundings, at the same time, and coordinating well with each other. Still, there are inequalities of income and safety at the workplace. Most of the women do not feel safe at their workplace. A large number of them have to leave their jobs because of the harassment they face at their offices. It’s not only women who face harassment, but many times men also get trapped in the circle of continuous disturbance and termination. 

    Workplace safety for women has gained importance from the last few years, thanks to women who raised their voices against sexual or mental harassment they had to face at the place of work. Workplace harassment can take various forms, such as sexual harassment, mental harassment, gender discrimination, unwanted or offensive comments on female co-workers, unpleasant and undesirable conduct by colleagues or employers and the list goes on. You can read more about harassment, reasons for harassment with women at the workplace, why women’s safety is important at the workplace, laws that govern women’s safety at the workplace, and ways to ensure women’s safety at the workplace in this blog.

    What is harassment?

    Harassment is defined as unwanted conduct, which tends to threaten or annoy a person and at times, render the person helpless to safeguard themselves. 

    Harassment can take various forms: 

    1. Sexual harassment
    2. Mental harassment
    3. Visual harassment
    4. Verbal harassment, and so on.

    Why do women feel unsafe at the place of work?

    Many women in the unorganized sector feel extremely uncomfortable due to the unsafe job climate. Three industries that are not safe for women in this regard are infrastructure, manufacturing industry, and domestic help. This is because people engaged in these jobs are not conscious of the laws that safeguard women.

    Nearly 25% of the working women are the only earning members of their families, rendering them further vulnerable to harassment, which takes the form of sexual favours in return for cash rewards. 

    Why is women’s safety at the workplace important?

    Women’s safety at the workplace is most important because:

    1. It helps them to carry out their work efficiently. What a woman wants is a safe place to work without any unwelcome distractions. 
    1. It helps women to be calmer. Workplace harassment is traumatizing, leads girls and women to suffer from depression and degrading mental health.

    For the organization, if a woman is sexually harassed by co-workers or employers, then it may reduce productivity and increase absenteeism of the respective employee. The health and wellbeing of the employee get severely affected. It is of utmost importance to treat both female and male employees equally. Many women have raised their voices against the unjust conduct towards them, which has led to the introduction of various laws and provisions in this aspect.

    What are the laws to safeguard women in their workplace?

    Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 seeks to protect women from sexual harassment in offices or workplaces. It aims to prevent, strictly prohibit harassment at the workplace and allow redressal to women who feel unsafe in offices or places of work. 

    Vishakha Guidelines, 1997 made it compulsory for employers to ensure a safe work environment for female employees. 

    After the advent of the MeToo Movement, 2017, many women from the entertainment and media industry have come up with their stories of harassment at the workplace. 

    An important point to consider here is that the laws and legislations appear only on paper, and a large number of women in the informal sector are still facing harassment, which has become normal for many of them. Even if they want to raise their voice against this, poverty and economic vulnerability force them to endure. If they complain to the employer, they may face more pain and discrimination as the employer may file theft charges against them. 

    What are the measures to ensure the safety of women at the workplace?

    Some measures that can be used to safeguard women at their workplace are: 

    1. Stringent legislations

    There should be stricter enforcement of laws and regulations related to women’s safety in organizations. Every company and factory that employs women should implement a zero-tolerance policy towards sexual harassment. Even the laws that are implemented nationwide should be executed without any discrimination. 

    2. Greater awareness

    Increased awareness among male employers and employees so that they are able to support their female co-workers instead of threatening them for sexual favours. Women should also be made conscious of their rights regarding sexual harassment at the workplace. HR should ensure that the employees in the company are well aware of their rights and duties.

    3. Self-defense training

    Women should be imparted self-defence training so that they are able to protect themselves from rape and harassment. Self-defence programs should be organized by various institutions, and more and more women should be a part of these programs. 

    4. A safe and healthy job climate

    The job environment should be made safe and healthy for all the employees. This will increase employee participation and productivity and reduce employee absenteeism and turnover. This way, women will also be able to give their careers a smooth ride and will not be forced to leave their jobs. 

    5. Platform to express concerns

    Every woman should be provided with a platform to raise their concerns. Setting up an Internal Complaints Committee (ICC) to resolve sexual harassment issues in the organizations and implement policies relating to women’s safety at the workplace. Social media is emerging as a trusted platform where women can voice their opinion and share their stories and experiences. But not every woman has access to social media, neither their workplace has an established committee for redressal. 

    6. Encourage vocational training among women

    Every woman should be provided vocational training, and an entrepreneurial skill must be imbibed in them so that they become independent, and it will reduce gender discrimination.  

    7. Provide equipment for the safety of women

    The company or organization should have a provision to come up with equipment such as pepper spray that will ensure safety for women employees. Moreover, an all-time active redressal committee should be mandated in every organization to ensure safety for women.

    Conclusion

    Women’s safety at the workplace has become a matter of serious concern in the country. Most of the victims are found in informal sectors, who don’t have any means to exercise their rights. Women from formal sectors are mostly educated and can raise their voices against men who tend to sexually assault them through social media and redressal laws. But women who are not educated normalize the daily torture from their male co-workers. Hence, we have a long way to go to protect every woman in the country from harassment at the workplace.

    Questions

    1. What are the laws to protect women from workplace harassment?

    Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 seeks to guard women against harassment at the place of work.  

    2. What are the measures to ensure the safety of women at the workplace?

    Strict laws and regulations, increased awareness, self-defence and vocational training to women, setting up of an Internal Complaints Committee in every organization, and the increased role of HR in awareness programs are some of the measures.

  • What is the procedure to register your business & Generate GST Number?

    All people and businesses selling goods or services in India must register for GST. When the total value of a supply reaches Rs.20 lakh, GST registration is required. To make tax reporting easier, the Ministry of Finance (MoF) streamlined the GST registration process. If the worth of the business reaches Rs.10 lakh per year in a special category state, GST registration is required. Let’s take a look at who qualifies for GST registration in this post. 

    Let’s move on and discuss the steps in detail.

    How to register your business? Step by step Guide

    Step 1: Incorporate your Business

    You must first form a Private Limited Liability Company, a Partnership Firm, or a Personal Assets Partnership to start your business. You must follow all of the standard steps for registering a business, including acquiring a Certificate of Incorporation or Partnership Registration, a PAN, and other legal requirements.

    Step 2: Register with Startup India

    The company must then be established as a startup. The entire procedure is easy and may be completed online. All you have to do is go to the Startup India website and fill out a form with information about your company. Next, input the OTP that was provided to your email address, as well as additional information such as the startup as the kind of user, the name and stage of the company, and so on. The Startup India profile is generated when this information is entered.

    Startups may apply for different acceleration, incubator or mentorship programs, and other competitions on the website after creating a profile, as well as get access to the resources like the Training and Development Program, Fiscal Incentives, State Policies for Startups, and pro-bono activities.

    Step 3: Get DPIIT Recognition

    The Department for Industrial policy And promotion Trade (DPIIT) Recognition is the next stage after setting up an account on the Startup India website. This recognition allows startups to take advantage of benefits such as access to the highest property rights facilities and benefits, the tranquility of public procurement rules, self-certification under labor and environmental laws, ease of company getting stuck, connect directly to Fund of Funds, tax exemption for three years, and a tax break on investments above fair market value.

    Step 4: Recognition Application

    The page titled “Recognition Application Detail” appears. On this screen, go to the Registration Details tab and tap on ‘View Details.’ Fill out the ‘Startup Recognition Form’ and hit the ‘Submit’ button.

    Step 5: Documents for Registration

    • Incorporation or Registration Certificate 
    • Details of the Directors
    • Proof of concept like a pitch deck
    • Traction or scaling stage startup
    • Patent and trademark details 
    • PAN Number

    Step 6: Recognition Number

    That concludes our discussion. As long as you register, you will be assigned an identification number for your business. The certification of recognition will be provided when all of your documents have been examined, which generally takes two days after you input your information online.

    However, use caution when submitting documents. If it is discovered after further verification that the needed document was not submitted, the incorrect document was posted, or a fraudulent document was uploaded, you will be fined 50% of the startup’s terms of investment, with a minimum punishment of Rs. 25,000.

    Step 7: Other Areas

    Patents, trademarks and/or design registration: You may readily approach any of the government-issued facilitators if you require a patent for your invention or a trademark for your firm. You will only be responsible for the statutory fees, resulting in a charge savings of 80%.

    Funding: Access to capital has been one of the most difficult issues for many companies. Entrepreneurs are unable to attract investors leading to a shortage of experience, security, or current cash flows. Additionally, many financiers are put off by the high-risk nature of startups, which fail to take off in significant numbers.

    Work and Labor Laws Self-Certification: Startups can decrease their compliance expenses by self-certifying under labor and environmental regulations. Businesses can use self-certification to reduce their regulatory burden and emphasize the main business. Startups have three to five years after the date of formation to self-certify their compliance with six labor regulations and three environmental statutes.

    Tax Exemption: For the first three years, startups are tax-free. However, they must be recognized by the Inter-Ministerial Platform in order to get these benefits (IMB). Startups that were formed on or after April 1, 2016, are eligible for an income tax exemption.

    How to generate a GST number?

    • GST registration can be done at a local GST Seva Kendra or online through the GST Portal. 
    • Go to the GST official website and choose the ‘Services’ option.
    • Tap on ‘New Registration’ after hovering over the ‘Registration’ button.
    • ‘I am a’ appears in the drop-down option. select a taxpayer
    • Then, choose your business’s region and district. Then input the company name, PAN number, phone number, and email address.
    • An OTP will be sent to your registered phone number and email address. Enter the OTP and double-check the data.
    • Select ‘Proceed’ from the drop-down menu. You will be issued a Temporary Reference Number and directed to the next step in the registration process, Part B.
    • Make a mental note of the Temporary Reference Number. Then check in with this number and the verification code on the New Registration homepage. Click the ‘Proceed’ button.
    • Additional OTP will be sent to your email address and registered cellphone number. Select ‘Proceed’ after entering this OTP.
    • Your registration status is visible on the next page. Select the ‘Edit’ icon.
    • The next page will be divided into ten sections. Complete the blanks. You must submit the following documents: business address proof, photos, the authorization form, bank account details, IFSC code, bank name and location, and the taxpayer’s constitutional.
    • Go over to the ‘Verification’ page after that. Make a declaration in the statement box. For firms that wish to register, you can use an EVC (Electronic Verification Code), an E-Sign technique, or a DSC (Digital Signature Certificate) to submit the form.
    • You will notice a success message saying once you have completed these steps. Your ARN will be delivered to your email address and cell phone number.
    • By entering onto the GST site with your ARN number, you may check its status.

    Conclusion

    The GST number is highly important for any firm since it appears on all invoices. If you already own a business, you’ll be familiar with the concept of an input tax credit. You’ll be able to legally register your business, which will boost your reputation. You may get the certificate of registration after signing on the official portal.

  • How Talent Acquisition Analytics Function Works? 4 Benefits of Talent Acquisition Analytics

    The process of discovering and hiring talented people to suit your organization’s needs is known as talent acquisition. The talent acquisition team is in charge of locating, obtaining, evaluating, and recruiting individuals to fill available jobs inside a business. In this article, you will learn about the work process of Talent Acquisition Analytics along with the benefits which you can use for your betterment.

    How does Talent Acquisition Analytics work?

    Talent acquisition, unlike traditional recruiting, is a process that takes place when organizations need to fill a skill shortage in their organization. Rather than focusing just on filling a vacant job, recruiting experts consider the company’s strategic objectives. Because the stakes are so high, a greater focus is placed on creating tactical HR analytics and a data-driven recruitment strategy to find the appropriate people.

    This is where talent acquisition analytics enters the picture. Leveraging data to inform recruiting strategies and procedures is what talent acquisition analytics is all about. As per LinkedIn’s Global Recruiting Insights 2018, 50% of recruiting managers utilize big data as part of its strategy, which has benefited them with talent acquisition and boosted retention of employees by 56%.

    HR departments may use their people and business information to better understand what makes a great employee, how to find the appropriate applicants, and what makes your organization desirable to prospective future workers. Once discovered, this data may be used to detect and fill talents and skill gaps during recruiting.

    Now, let’s move on to the next section, where we will learn about the various benefits of Talent Acquisition Analytics.

    What are the benefits of Talent Acquisition Analytics?

    Analytics may be used to enhance hiring and applicant experience in the very same way this is used to improve the customer experience.

    Using predictive analytics in your talent management approach has several advantages. The following are the top four major advantages of talent acquisition analytics:

    1. Predict the success of a candidate

    Analytics may be used to forecast a job employee’s future performance. Companies may use people analytics to determine what a successful worker looks like and create a candidate profile that fits. When making recruiting decisions, they might seek comparable traits, activities, hiring supervisors, education, and expertise.

    2. Job applicants who are a good fit

    Prospective HR analytics can assist recruiters in swiftly identifying, locating, and connecting with the proper sorts of applicants. You can utilize statistics to figure out where that group is (certain social media sites may assist you in locating this) and publish your job advertisements in which they will notice them when you’ve pinpointed the precise abilities and traits you’re looking for in a candidate. You may even tailor the phrasing in the ad/job descriptions to appeal to the personalities of the individuals you’re looking for.

    3. Remove bias from the equation

    Data is unconcerned about an individual’s age, gender, or ethnicity. Individuals, on the other hand, have flaws. Recruiting managers frequently have unconscious prejudices that obstruct their ability to make the best hiring decisions. Unconscious biases are formed in our brains based on our understanding of social circumstances, attitudes, cultures, preconceptions, emotional reactions, and other factors. You can’t really go wrong with creating a hiring choice based on cool, clear facts and statistics if you want to prevent prejudice.

    4. Benefits for employees should be tailored

    Matching incentives to individual beliefs, personalities, and behaviors might persuade top applicants to join your company. A job applicant with an introverted disposition who thrives in calm settings, for example, would welcome the option to work remotely once per week. This would not only appeal to the prospect and may influence whether or not they accept the position with your firm, but it would also help them achieve their goals as a worker and enhance employee happiness.

    How can you make the most of talent acquisition analytics?

    You should keep a few things in mind if you want to fully profit from the advantages of talent acquisition analytics. Here are some suggestions to help you maximize your data-driven recruiting strategy

    1. Allow automation to take care of the heavy lifting

    If you specialize in human resources, you probably don’t have a lot of spare time to arrange the information on recruitment and hiring. Many recruitment processes that used to take hours of human work, such as applicant screening, application monitoring, and interview scheduling, may now be mechanized.

    2. Keep track of key performance indicators

    Analyze and monitor market trends, hiring funds, workforce statistics, and any other data you need to assess your company’s human resources. You might wish to invest in panel software that helps you uncover patterns, connections, and findings with your information quickly and easily. Some contemporary all-in-one recruitment software has built-in hiring statistics, allowing you to save time and money while making more informed judgments.

    3. Establish a culture of trust

    Include workers in the judgment process and explain why you’re doing what you’re doing. Use collaborative recruitment and hiring strategy, and involve your workers in the process of tailoring particular employee perks to match their specific requirements.

    4. Determine where you can improve

    You can effectively manage your applicant pipeline and discover the best venues for sourcing people if you track your recruiting process. The more data you collect, the better you’ll be able to determine whether your present talent acquisition approach is working. Sometimes, you may update and change your “ideal employee” character, the application process, and job opportunities based on the facts.

    Conclusion

    Employee performance may be improved with the use of talent analytics. It not only allows recruiting managers to select better-qualified and more dedicated employees, but it also offers facts to support their decisions.

    Any firm that uses analytics, on the other hand, will have a better chance of succeeding if they are open about their methods. Companies that employ this type of analytics data, according to Deloitte, will outshine their competition when it comes to attracting and keeping top personnel.

  • Common Human Resource mistakes that can harm your business

    Human Resource is that part of the business which is responsible for managing the people of a business or an organization efficiently so that they work in accordance with the employer’s objectives, and together the organization is able to gain a competitive edge. Human Resource Management is the effective management and maximum utilization of people of a company and bridges the space between the employer’s objectives and employees’ performance. An HR is responsible for managing the activities involved in the employee cycle, from recruiting, training, development, compensation and firing. Hence, the Human Resource department is the most prominent part of any organization. 

    It is important here to note that even the Human Resource has certain limitations. Some weaknesses in Human Resource Management that, if not rectified on time, may accrue losses in the business. Here are some of the most common mistakes committed by the Human Resource department that should be avoided.

    What are the common mistakes made by the HR department?

    If the HR department of your company is likely to commit these mistakes, then you should be aware, as these may cause problems in the long term. 

    1. Absence of written rules and policies

    Oral communication is not relevant as it is not set in stone. But many HR managers tend to rely on the oral transfer of policies, which further leads to conflict between different groups in an organization. 

    2. Fallacious commitments

    Many times, HR managers tend to make false promises to the job aspirants in order to grab the finest talent in their organization. This is the major fault of Human Resources, which should be resolved by the employer to reduce employee turnover. 

    3. Reckless recruitment

    Hasty recruitments lead to the hiring of wrong people many times. HR has its own roles and responsibilities, and because of this, they are unable to extract the creamy layer of talent. There is a need to give enough time and space for recruitment and selection of employees, and hurrying hires can be fatal for the company.

    4. Insufficient employee documents

    It is essential to maintain each employee’s details and information for future obligations. This is a common yet disastrous mistake committed by the HR department, which many times stand at the cost of the employer and employee relations. HR managers should possess an in-depth knowledge of employment rules and regulations so that the recruitment process becomes smooth.

    5. Favoritism

    Favoritism is a ‘big no, no’ when it comes to the employment process in big companies. Still, many HR managers look for their relatives and friends for the job. Employers are advised to always keep an eye on this matter at the time of selection. 

    6. Overlook employee training

    In order to maintain the budget, HR cut down expenditure on training and development of the employees and think of this as unimportant. Disregarding the training is a serious mistake and may increase employee accidents and employee absenteeism, and the organization will have to bear the long-term consequences. 

    7. Excessive interaction with employees

    Socializing and interacting with the employees is not good for the healthy growth of the manager and employee relationship. There should be a formal curtain between the employees and HR managers. Otherwise, the employees will not work effectively and efficiently, and their productivity will reduce significantly.

    8. No value for employee privacy

    The matter of employee privacy is very significant and should be complied with by the HR managers. If unknowingly, they disclose the personal information of any employee, then it may reveal their privacy to their co-workers and employer, which at times, become the subject of life and death for the employees.

    What are the weaknesses of Human Resource Management?

    Though Human Resources is believed to be the strength of any organization, it too has some embedded limitations. 

    1. Time and expense considerations

    The process of Human Resource Management comprises a full employment cycle, from workforce analysis to recruitment to training and development to firing, which is extremely time-consuming and expensive. As recruitment and selection require a lot of patience, and training of the employees is very costly.

    2. Uncertainty

    It is not known that the employees recruited in the company will stay for the long term. Hence, Human Resource Management is unpredictable, as the company may be unable to retain talent. 

    3. Insecurity among existing employees

    Human Resource Planning is indeed a complicated procedure. At times when there is surplus manpower, the company fixes this imbalance by firing or laying off employees. This results in insecurity among existing employees and erosion of their confidence in the organization.

    4. Flexibility issues

    Human Resource Accounting sounds preposterous. This is because Human Capital at times becomes unmanageable. The same approach does not work for each and every individual. 

    How to avoid the mistakes committed by the Human Resource department?

    The common HR mistakes and problems can be avoided by making the most of this significant department. It is extremely important to counseling the members of the HR department when there is a rise in inaccurate results. As HR managers have a lot of work to perform, it is a high possibility of these mistakes. This is the department that is responsible for maintaining the workforce in an organization. Hence it is very important that common mistakes by the Human Resource should be reduced to a large extent. 

    Conclusion

    Human Resource plays a vital role in every organization, as it serves as a link between a job aspirant and an employer looking out for talented employees. A major part of Human Resource Management revolves around Talent Acquisition and Talent Retention. But there are certain problems in front of the Human Resource department and some mistakes which the members of this department commit, knowingly or unknowingly. 

    The limitations of Human Resources cannot be rectified, but the provisions have to be made earlier. If the HR department makes mistakes very frequently, then there is a requirement of counseling for them. They have a lot of duties and responsibilities, which increases their probability of committing mistakes. But the value that Human resources derive from every organization should be realized and recognized.

    Questions

    1. What are the common mistakes of HR managers?

    Some of these mistakes which should be kept an eye on are hasty recruitments, favoritism, too many friendly relations with employees, lack of written policies, ignoring employee training etc.

    2. What are the limitations of Human Resource Planning?

    Some inbuilt limitations are time and cost considerations, uncertainty, inflexibility and loss of confidence and morale of employees.

  • How to express gratitude after an interview?

    You have been shortlisted for the interview for your dream job, and in your dream company, you excelled in the interview and amazed everyone. And now you are just waiting for the second round of interviews without even following up with the recruiter. Then, there will be a high probability that the company might not consider you as a good fit for the job position. 

    It is always better to express your gratitude as a follow-up soon after the interview. You must express your thankfulness through this note, and also write about how much you are looking forward to the second interview, why you consider yourself perfect for this job position, any new ideas that you have got based on the projects that you discussed in the meeting and most importantly, your contact details.

    During this article, you will get to know the reasons companies look forward to the follow-up message, ways to write the perfect thank-you note, important points to remember while writing the note, and a sample note that is sure to woo anyone. 

    Why do companies expect follow-up from the candidates?

    Almost all the companies look forward to receiving a gratitude letter from the candidates after an interview. It also increases the chances of selection of the candidate for a particular job position. This is due to the following reasons:

    1. A thank-you note is important as the employer will judge the worthiness of the candidate. 
    2. The employer also gets to know if a candidate is a perfect fit for the company or not. 
    3. If the candidate mentions new ideas related to the discussion held during the interview, it also helps the employer boost the projects on hold. 
    4. The candidate also tells how much he is looking forward to the next round of interviews, which also indicates that the candidate is punctual and responsible. 
    5. The thank-you note also contains the contact details of the aspiring candidate.

    What does a thank-you note consist of?

    A typical thank-you letter consists of the following contents:

    1. Gratitude towards the interviewers.
    2. Expressing how much you are looking forward to the next round of interviews.
    3. Enumerating your skills and interests along with how you consider yourself compatible for this job.
    4. Convey your ideas related to the projects discussed in the meeting.
    5. Availability of the candidate for the next round of selection.
    6. Contact details like mobile number and email address.

    How to write a perfect thank-you note after an interview?

    A thank-you note is written to express how much you look forward to hearing from the recruiter or the employer and how much you are thankful for their time, what you have learned from them, and the reason why you can be perfect for this job. 

    Here are some steps by which you can write a thank-you note after a meeting with the employer:

    1. Subject

    The subject of your note should be short and clear. Simply writing, ‘Thank you for your time’ or ‘Thank-you for the interview’ will do wonders. It will be more than enough for interviewers to understand what the letter is about.

    2. Greeting

    You can address the interviewer by name. An example of greeting would be, ‘Respected Mr. XYZ.’ 

    3. Content of the letter

    This is the main part of a thank-you letter as this is the body of the letter. In the content, you can express that you appreciate this opportunity and thank the panelists for their time. You should include that you have an inquisitive mind and that you have acquired a lot of knowledge by discussing major projects during the meeting. Propose the ideas that you have in mind related to the projects that you discussed. Rephrase that you are highly compatible with this job. Finally, remind them of your next meeting with them. 

    4. Closing

    Conclude your letter by thanking the interviewer again and appreciating them for their time. Give a sincere thanks and a perfect closing to your note, for instance, by writing, ‘Yours sincerely, XYZ.’ 

    5. Details

    Enclose the note with your name and contact details, such as your phone number, email address, and important links to your LinkedIn account or your website, if any. 

    What are the important points to remember while writing a thank-you note?

    Some important points that you should always remember while writing a thank-you note after an interview:

    1. If you were interviewed by more than one person, then you should write personalized thank-you letters for each of them.
    2. Always remember to send a thank-you note within 24 hours of an interview or meeting. Make sure that you send them the note as soon after the interview as possible.
    3. You can be creative while writing the note, such as you can leave a handwritten letter on the employer’s desk instead of mailing it to them.
    4. Always make sure that the content of your note is perfect, as that will surely increase your chances of getting selected for the job. 
    5. In your note, you must never forget to remind the interviewers about your next meeting with them, as discussed earlier.
    6. Always mention your name and contact details at the end of the thank-you note.

    Sample Thank-You Note

    Subject line: Thank you for your time, Mr. XYZ.

    Greeting: Respected Mr. XYZ,

    A cordial thanks to you and the whole team of the interviewers, who were so generous to take out some time to discuss the prospects of this reputed organization, and about the job position of a Technical Analyst. I am highly delighted as I got to know so much about ABC Ltd. and learn so much in the presence of a highly knowledgeable and supporting panel. 

    Furthermore, I would like to put forward my views regarding the upcoming venture we discussed. (You can present your ideas based on your current job experience).

    I believe that my inquisitive mind and experience will be of great help to this prestigious organization and its upcoming ventures. 

    I can provide you with more information on the project as and when you require it. Looking forward to hearing from you next Monday as discussed. 

    Thank you again!

    Yours sincerely

    (Your name, contact number, email address, and other important links, if any)

    Conclusion

    Almost every company looks forward to receiving an interview follow-up from the candidates. It is very important as it determines the worthiness and potential of the candidate, and it increases the probability of selection for the job position. 

    A thank-you note consists of the subject, greeting, content or the main body of the letter, closing, and the respective candidate’s contact details. The aspiring candidate should always elaborate on why he/she is a perfect fit for this job position and mention his/her contact details. Always read a sample thank-you note before writing to ensure perfection.

    Questions

    1. What is the best time to write a thank-you note?

    A thank-you note should be written as soon as you come out after an interview. You should send your note to the employer within 24 hours after the interview.

    2. How should I write a perfect thank-you note after an interview?

    A thank-you note is written just like a letter for formal occasions. Make sure that the content of your letter should amaze the reader. Always mention the reason why you are a good fit for the job, thank and appreciate the interviewer for their time and don’t forget to mention your details. 

  • What is the best Alternative to Employee downsizing

    There are instances when companies must take drastic measures, such as downsizing or redundancies, to save their businesses from failing. Employers frequently downsize when faced with corporate restructuring, resizing, mergers, relocation, or buyouts. Layoffs are also prevalent amid financial crises, such as the current COVID-19 outbreak.

    However, there are certainly better options than layoffs or downsizing if businesses want to retain those loyal and skilled employees on board.

    Before moving ahead with the article to find the best alternatives of employee downsizing, let’s learn what downsizing is and how it works.

    What Is Downsizing?

    Downsizing is when a firm fires a large number of people at once to turn a profit. Downsizing, unlike termination for cause, is usually the result of company conditions overall rather than any behavior on the worker’s side.

    How Does Downsizing Work?

    Throughout a downsizing, some employees are generally notified that they will be laid off. Typically, these are final layoffs, but the employees may be hired back following a restructuring phase. Layoffs are frequently followed by additional changes, including branch closures or department mergers.

    After a firm downsizes, there may be adjustments in the day-to-day activities of the remaining workers. Many staff may have to take on additional duties as a result of the reduced workforce.

    Finding a Job after Downsizing

    Contact your corporation’s Human resources department once you’ve been laid off to discover what benefits you could be eligible for. As you begin your job hunt, you should simultaneously file for jobless benefits. The federal government funds dislocated worker initiatives that provide job hunt and training assistance.

    When looking for employment, if you are a displaced worker who was dismissed due to corporate downsizing, you should describe your situation. Since it is due to events beyond your control, getting laid off differs from being fired. Once you apply for a job, companies should be aware of this disparity.

    Best Alternatives of Employee Downsizing

    Redeployment 

    Melvin Scales surveyed 268 top company and HR professionals and discovered that 22 percent usually offer relocation before making job cuts, while 29 percent do it sometimes. To assist improve income, several companies are repurposing underutilized employees into customer-facing jobs like sales. Rhino Foods, which manufactures the cookie dough for ice cream, transferred 15 of its manufacturing workers to Autumn Harp, a neighboring lip-balm maker, for a week to assist with the Christmas demand. Autumn Harp was billed for the hours performed after Rhino paid the staff.

    Furloughs and decreased hours are being used to minimize payroll expenditures

    The premise behind unpaid vacations, often known as furloughs, is that by spreading the pain of a downturn throughout the staff, a company may retain outstanding people, gain more loyalty, and a good spot for recovery. Layoffs are also less expensive than severance pay. For example, during the 2009 economic crisis in China, accounting firm Ernst & Young allowed its 9,000 onshore and Hong Kong workers to take one week of low- to no-pay vacation to cut operational expenses. About 19% of the firm’s inspectors opted in, resulting in a 17 percent reduction in payroll expenses.

    Pay reductions and pay reductions with incentives

    Companies can use a pay decrease as an alternative to shrinking staff while lowering labor expenses and retaining employment. However, this option may negatively impact, as pay cutbacks may leave lasting emotional wounds and harm employee morale. Poor management can lead to decreased production, which in turn raises labor expenses. Many firms have adopted salary cutbacks, including Winnebago Industries, Inc. Due to the present crisis, Winnebago enacted a tiered compensation decrease for its CEOs in February 2009. According to the WSJ, Winnebago Inc. CEOs received a 20% salary decrease, while other top executives received a 10% pay cut. The compensation of all other salaried employees was cut by 3%.

    Employers might also adopt wage cutbacks with bonuses to reduce the negative impact. Employers can, for example, encourage employees to take up to a year of unplanned sabbaticals and allow them to trade a portion of their salary for company shares.

    Levels of defense 

    This version has a few levels to it. The first level or outermost level involves employment freezes and spending cuts. The second stage entails converting much staff to four-day working weeks and phasing out temporary and contract personnel. The third ring involves job cuts, factory consolidation, and salary freezes. The third option, which should be taken if sales continue to decline, is selling assets and reducing salary, perks, and R&D investment.

    Work sharing 

    Work-sharing is indeed a state-based scheme available in 18 countries, namely Belgium, Netherlands, France, Germany, Italy, the UK, Switzerland, and many American states. Allowing companies to decrease work hours to claim unemployment benefits to restore a portion of their employees’ lost income is known as work sharing. Although the rules and payouts vary, most businesses must maintain healthcare and pension benefits and obtain clearance from organizations or third parties involved.

    Offering remote/telecommuting employment or relocating to a smaller workplace

    To be competitive in the market, distant and remote work is now a corporate need. This is also an excellent way to save money on things like electricity and building costs. Remote or telework is also a viable option for avoiding layoffs. However, some companies may have worries about the security of corporate data, fear of reduced productivity, and, in certain cases, a lack of confidence in employees while applying this method.

    Conclusion

    Downsizing a business is never a pleasant experience. When a firm decides to reduce its workforce, it affects everyone in the organization in some manner. Aside from generating joblessness for some, it also results in reorganization and a shift of responsibilities for others. Downsizing is always a difficult option for business companies to make. Downsizing is usually done when a firm makes substantial adjustments to either improve the firm’s value or save costs.

  • How can Job Fairs be helpful for volume recruitment?

    Ever wondered about bulk recruitment that can get you an effective and efficient mass of employees at once, and that too with affordable costs. You got that right. Job Fairs have proved to be an employer and employee-friendly method of volume recruiting. It has numerous advantages, which makes it an attractive mass recruiting strategy. Recruiting at a career fair can be a bit stressful, but you can interact and expand your network through this method of bulk recruitment. 

    There can be various reasons and methods for bulk recruitment. But managing high-volume recruitment is a task in itself. For this, a bulk recruitment strategy is to be made by the recruiting team so that they attract the finest layer of graduates. Job aspirants who walked in the career fair or job fair get knowledge of various vacant job positions and expand their network. In this article, you will get to know about the reasons for bulk recruitment, Job Fair as a method of bulk recruitment, pros and cons of Job Fairs, points to bear in mind for recruiting talented candidates and the effect of COVID-19 on volume recruiting methods.

    Why do companies go for bulk recruitment?

    Most companies go for bulk recruitment when they are thinking of starting a new project, which involves a huge budget, research, planning and efficient implementation. The companies formed a lookout recently for bulk employees at once. Volume recruitment is required, especially in construction, BPO, customer support, hospitality, telecommunication, banking and manufacturing sectors. The established companies which are aiming to diversify their product line and going for a divisional structure also opt for bulk recruiting methods. 

    What are Job Fairs? 

    Job Fair or Career Fair is a method of attracting a bulk of talented aspirants simultaneously. Organizing Job Fairs will reduce the communication gap between the employers and prospective candidates. It is an event where companies, job aspirants and recent graduates take part and recruiters lookout for prospective employees. Job Fairs have proved to be an efficient way to attract many talented candidates at once. It is also helpful for the job aspirants, wherein they get to choose where they want to work and increase their network. 

    How can Job Fairs help in volume recruitment?

    Job Fairs prove to be effective on many parameters, such as volume recruitment, expanding contacts, enhancing networks and attracting the best talent. They can be extremely helpful for bulk recruitment and save time for interviewing numerous candidates. Many companies resort to organizing career expos or hackathons to get in contact with numerous talented people. This is also quite an easy way to recruit many people at once. Also, it is helpful to fill the positions that were vacant for a long time.

    To organize a Career Fair, the advertisement costs are involved, and the event can be conducted at a suitable location, which can be the office as well. The HR team should also consider other methods of bulk recruiting according to their budget and requirements, such as Employee Referral Programs, Campus Recruitment, Social Media Recruitment, Job Boards, Employment Agencies etc. 

    What are the merits and demerits of Job Fairs?

    As every coin has two sides, Job Fairs also possess some advantages and disadvantages, which are as follows:

    – Merits

    1. As compared to other bulk recruiting options, Career Fairs have proved to be quite inexpensive. Though there are advertising and location costs, they are budget-friendly. 
    2. The applications of the candidates are readily analyzed in the Job Fairs, which also saves time, both the job aspirants and the company. 
    3. Job Fairs are a medium to interact with different types of candidates with requisite qualifications, who use different approaches to perform their duties. This helps the employers to not lose confidence with some unsatisfactory candidates. 
    4. Also, these fairs allow networking with other corporations or organizations and increase contacts. For an employer, it becomes worth the time, money and efforts to join hands with competitors and gain knowledge of their plans and policies. The candidates looking for jobs also get to interact with different employers and understand their requirements. 
    5. Job Fairs help increase brand awareness and indirect marketing of a brand because of the huge crowd of job seekers.

    – Demerits

    1. Job Fairs as an option for bulk recruiting is suitable for established companies, as hardly any aspirant gets attracted to jobs offered by recent companies.
    2. The vast crowd increases stress on recruiters, as there are high chances of missing prospective employees, which makes Job Fair an unsuitable option.
    3. Because of the immensely large population in the Career Fair, the time to interview each candidate reduces. This is a major drawback of a Job Fair, as many times an unsuitable or inefficient candidate gets selected.
    4. Some people who already have a job attend career fairs to look for the second-best option and don’t come to get a job. 
    5. Job Fair is a draining and tiring task. Due to the inability to deal with large crowds, it becomes the tendency of the HR team to miss out on some of the best options.

    What are points to remember while recruiting through Job Fairs?

    Some points to keep in mind while recruiting candidates by organizing Job Fairs are:

    1. Always be industry-specific while organizing Job Fairs so that you are able to stimulate your employer branding strategy and attract top talent from your field.
    2. You can also choose for Campus Recruitment by organizing a Career Fair in the college/university premises.
    3. Choose your representatives wisely, as most job seekers get an idea and form an opinion about your company by having a conversation with the representatives. You can choose from the HR team, hiring managers or other delegates.
    4. Prepare for the Job Fair in advance, and make sure that you do not forget to take the company’s brochures and cards that contain the employer’s contact details with you. 
    5. Make sure to provide all the representatives with their name and designation tags. You can also get your company’s customized shirts designed for the representatives to have an impact on the job seekers.
    6. Always prepare the interview questions beforehand. You can ask role-specific questions or questions related to skills and experience. Ask about the candidate’s qualifications, hobbies, interests and experiences. 
    7. Advertising the event through social media, newspapers, existing employees and in your network is really important. 
    8. Keep the interview within a specified time frame, wherein you gather all the necessary details about the job seekers and answer their queries. Inform everything about the organization and job to the candidates. 
    9. After the event, get in touch with the prospective candidates for the further selection procedure. 
    10. Don’t forget to analyze the results of the Job Fair recruitment. This will help you to know the best bulk recruitment strategy for your organization. 

    How has volume recruiting affected by COVID-19?

    The process of recruiting many people at once through Job Fairs has been affected by COVID-19. Nowadays, Job Fairs are being organized online, which has given the companies much flexibility to interview more and more candidates and also market their brand. Other types of recruitment, such as Campus Recruitment, are also being conducted online. But not interacting with the job seekers face-to-face continues to be a major drawback.

    Conclusion

    Among the various bulk recruitment methods, Job Fairs or Career Fairs or Career Expos have proved to be effective and efficient. But it, too, has certain benefits as well as limitations. Some points should be remembered while organizing a Job Fair. COVID-19 has converted the traditional Job Fairs into online Job Fairs, which has increased the options for the companies to recruit the best people. 

    Questions

    1. What are the merits of organizing a Job Fair?

    Job Fairs are time and cost-effective, help to expand the network and increase contacts, get the best employees possible and marketing the brand.

    2. What is important to consider before organizing a Job Fair?

    Before organizing a Career Fair, prepare the interview questions, choose representatives, design customized shirts, brochures, cards and name tags for the representatives. Advertising and choosing the location beforehand is necessary to attract as many people as possible.

  • Top 10 Reasons Why No one Will Hire You for a Job Role

    Not receiving the job, you wanted is an unavoidable element of the job hunt. It’s not always apparent why you weren’t able to land a job that seemed to be a wonderful fit for your expertise and talents. Understanding why you weren’t selected will allow you to better prepare for the rest of your job hunt and excellent land employment. In this article, we’ll discuss why understanding why you didn’t get a job is crucial for your potential job search performance, as well as the most frequent reasons why and what you can do to remedy them.

    10 Reasons Why No one Will Hire You

    1. Passively participation

    Having conscientiousness is linked to professional success. You’re missing a vital component of the job hunt if you apply to positions without checking up or if you register for few opportunities.

    By applying to more positions every week, aggressively chasing any prospective leads by contacting out after screenings, and structuring your job search, you may improve your constructive attitude to job hunting. Knowing what sort of work you want and what areas you’re prepared to compromise on, such as income, perks, location, and responsibilities, are key strategies.

    2. Lack of passion

    Employers can tell if a candidate isn’t really committed to a position. Employers want to see passion and excitement when assessing applications, which may be taught.

    In your letter and at your initial meeting, express your enthusiasm for the role. When applying for a job, read the job description carefully and conduct extensive research on the firm. Create a list of all the facts that pique your interest in working for that firm, and be sure to mention why you like your work and how you can contribute to the company’s vision and goals.

    3. Undervaluing your talents

    When you’re looking for a job, one of the essential things you can do is show that you’re confident in your abilities, expertise, and education. You may be ignored for a position you are otherwise well suited for if you do not highlight your biggest qualities and accomplishments.

    Understand your best talents and achievements and how they connect to the job you’re looking for to enhance your ability to market yourself.

    4. Application needs work

    Your resume is a recruiting manager’s initial impression of you and the first step toward an interview. If your resume fails to emphasise your skills, lacks a feeling of originality, or lacks keywords, you may be passed over for the next round of interviews.

    To catch the attention of the hiring manager, include a compelling beginning to your resume. Concentrate on your prior achievements and triumphs, and customise your CV to each position.

    5. No research of the company

    Another factor that might impact your job hunt is not doing enough research on the organisation and role. While in an interview, many companies use questions to assess a candidate’s understanding of the firm and the position. They want to know that a possible employee has done their homework on the company and is really interested in working there.

    6. High expectations

    If you really can afford it, it’s critical to be adaptable with pay and benefit expectations. Some positions will want you to provide a pay range, while others will have a defined hourly wage. Recruiters may be put off if you come into an interview with a set of non-negotiable criteria.

    Work on being as adaptable as possible to enhance your expectations. Make a list of the advantages you require, such as health insurance and paid vacation time. Make a separate list of perks that would be optimal but are negotiable, along with an hourly rate, pay, or a retirement package.

    7. Too much experience

    Big differences between your expertise and the real job requirements might cause you to be missed. However, this is not always the case. Employers may not seek overqualified applicants because they are unable to pay what they feel an applicant expects, or they want to ensure that the applicant will stay with the firm long-term and not leave for a better position shortly after employment.

    Even if you are overqualified for a position, you may keep your name in the running. Highlighting your experience directly in your application, emphasising your pay flexibility, and concentrating on your enthusiasm in work itself are all examples of how to accomplish this.

    8. Underqualified 

    Many applicants are hesitant to apply for positions that appear to be beyond their expertise and skillsets because companies frequently reject applicants who lack the requisite abilities. It is still feasible to be evaluated if you know how to handle the prospective employer with what you can contribute to the position.

    Take a moment to demonstrate to the potential employer that you are a good fit for the advanced role to increase your chances of getting recruited. List as many important skills and experiences as possible that are stated in the job posting, as well as education, volunteer work, internships, and any other experiential learning relevant to the role.

    9. Industry connection

    Developing network connections may be quite beneficial in today’s employment environment. Many organisations have referral systems to bring in new recruits since referred employees have a considerably greater success rate than applicants found through job advertisements.

    Attend meetings and seminars in the sector you want to work in to improve your networking abilities. When you obtain leads or a reference from a contact, be careful to ask for permission to contact them using their name. Friends and relatives might also be part of your network. Allowing others to know what kind of employment you’re looking for can lead to more prospects.

    10. Bad interviewing skills 

    The first interview is among the most important stages of the recruiting process. Hiring managers focus a lot of their decisions on the initial interview, including how effectively you speak and think logically and also your eye for detail and competence.

    Conclusion

    Knowing what factors may be keeping you from progressing in the recruiting process can assist and encourage you during your job hunt. When you know the areas where you can develop, you may take action to be a better applicant and impress recruiters. Furthermore, understanding which aspects you can improve can assist steer you in the correct direction during your job hunt, reducing uncertainty and making the trip more pleasurable.