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  • All You Need To Know About Taking Feedback From Employees

    Every thought matters, even in professional life. Teamwork output depends on individual thinking and connection with co-workers. A study says that a worker’s performance depends on how others feel about them. Consistent feedback from co-employees strengthen the engagement rate and minimize employee turnover.

    Are you aware of the feedback? It is the sharing of reactions and opinions regarding a past story. It boosts professional development and healthy competitiveness. However, feedback creates some complications in the workplace environment. Many employees need help understanding what the review conveys. Many queries pile up over this topic and restrict the workflow.

    How does feedback help a person to enrich growth? Do good and bad feedback exist? What are the insane tips to get honest feedback from co-workers? Let’s cover everything about the viewpoints of employees.

    The Importance Of Employee Feedback

    Feedback in official work life is just like constructive criticism that enhances peers for levelling up. It makes one understand the happenings in your surroundings and build an opinion about it. It is an essential factor that helps one reach their potential and boost productivity. What is the reason behind the feedback?

    Every feedback has one aim to begin a meaningful conversation. It may include a compliment or improvement.

    Every person has unique qualities and different behaviour. A co-employee’s viewpoint helps in maintaining positivity and rectifying silly mistakes. It is a crucial growth factor in the competitive, professional world. It builds a successful career path for the employee and the organization.

    Positive And Negative Feedback

    A comment may have positive or negative thoughts about a particular person. However, it must contain unique, honest, and accurate feedback explaining one’s performance. A compliment praises one’s nature and work spirit in the company. Why is it so valuable to get or ask for feedback?

    Every person desires praise for their hard work, sincerity, and efforts. A positive response from co-workers strengthens motivation and embraces overall workplace morale. Negative feedback implies that something needs improvement. It means rectification of work quality or lack of some skill that one can achieve once they are aware of it.

    One can address these situations positively, although these thoughts may contain a negative comment. One must overcome their issues and eliminate career restrictions for speedy success.

    Good And Bad Feedback: What Is It?

    A good feedback culture requires accuracy and honesty that helps in boosting the overall work cycle and performance. It embraces one’s behaviour in the workplace environment and provides constant employee satisfaction.

    Bad feedback can appear as the worst enemy that may leave you under-confidence. It may cause a lack of engagement and disrupts one’s mental health.

    Everyone can not take constructive criticism in the workplace in a helpful way. It may make one directionless in a career! So, one must speak with utmost care of one’s emotions.

    Different Types Of Feedbacks Surveys

    An employee needs to know their strengths and weaknesses. Superiors, peers, and managers provide thoughts that may support immediate corrective measures. One must understand the worker’s performance through review collection. This mechanism promotes multi-pointer rating. The main point of this system is that the feedback remains anonymous. This way makes sense in keeping the reviews strictly professional without creating any grudges.

    • Consistent Review System

    A worker receives continuous reviews on a timely schedule. Some industries need more time/willingness to provide feedback to their workers. Guesses of some points of view may lower one’s motivation.

    A workplace can surround a healthy relationship with an impressive morale boost through a consistent review system. It makes every employee happy and productive, although it is a complex system.

    Every worker must experience trustworthy leadership with constructive comments. It is not a blaming system that targets employee achievements. Constructive and repetitive feedback helps promote focus and enthusiasm for improvement.

    • Worker Outcome Evaluation

    It is one of the perfect methods to analyze one’s performance depending on their work. One can view the output of the employee’s job responsibilities and measure the value they add to the company. Many factors may help to analyze one’s contribution, such as revenue generation and organizational growth.

    Every organization desires a winning chance that one can get through expressive and honest feedback. This systematic procedure involves employee grading through manager reviews.

    This grading system may help one to earn a promotion or increment in the job. Hence, it plays a vital role in boosting self-awareness and performance metrics.

    Different Ways Of Employee Feedback Collection

    • Employee Surveys

    Employees, irrespective of their joining schedule, suffer from critical moments. So, an organization needs to know about its workers’ experience. Every team member must feel

    welcome and interactive. Poor manager relationships can increase turnover rates and affect an employee’s engagement. So worker communication can enhance their retention through appropriate survey systems. Anonymous feedback can promote healthy relationships without disturbing anyone’s dignity.

    • Worker Suggestion Box

    It is an old-fashioned way of getting honest feedback. But, it helps the companies get anonymous reviews without any digital footprints. One can place the suggestion box in an easily accessible office area where employees can come together.

    • Review Sites

    Review Sites make connections and networks more easily, unlike personal communications. Many employees are uncomfortable sharing their thoughts directly with some co-workers. But, review sites resolve these issues, and a company must keep them on their radar, including :

    • Glassdoor
    • InHerSight
    • Indeed
    • And more.
    • Stay And Exit Interviews

    It is a reliable way to collect feedback from top performers. An organization wishes to know answers to different questions like:

    • What features make them stay on the team?
    • What strengthens them to participate in multiple activities?
    • What are their plans for advancement?

    Such feedback is easy to run company-wide whether the employees work in a hybrid state or remotely.

    On the other hand, Exit interviews strengthen a community to discover the reason behind an employee’s resignation. An employee will respect the company’s curiosity about their thoughts regarding managers, compensation, and benefits.

    Conclusion

    Every employee’s efforts need appreciation and honest feedback. A constructive review may provide the determination to change their work perspective.

    An organization must utilize this tool with comprehensive actions. Our competitive talent pool requires a growth-oriented approach that feedback may provide. Hence, online or offline reviews work as a motivational career path building better relations in the workplace.

  • What Are The Key Considerations When Drafting A Commission-Only Employment Contract?

    Employment contract drafts are an agreement between an employer and an individual employee. It is a broad explanation of the duties and the rightsconcerning: the organization and the newbie worker. Drafting an accurate and confidential commission-only employment contract is a piece of work that needs patience and clarity. So, what does this employment contract mean?

    Employment Contract: What Is It?

    Every work relationship operates based on an agreement between the company and recruitment. Suppose you choose a perfect candidate for the job responsibilities. You propose an offer, and the recruitment accepts the proposal. But you must write down your employee’s contract before getting to work.

    It would help the joining employee to understand the expectations of the organization. That’s how it masterfully sets the obligations to avoid future disputes. So, what are the different types of worker contracts?

    Different Types Of Workers’ Contracts

    1. Employment Contract Drafts

    These are easy-to-write drafts that explain the role of the joint clearly. Such contracts broaden the responsibilities and benefits to avoid any calamity. The Breakdown of a contract causes legal consequences.

    1. Implied Contracts

    It depends on the comments that were made during the interview; therefore, it is important to refer to the training manual for guidance.

    1. Union Labor Agreement

    It occurs between a company and a group of laborers. It includes wages, benefits, and other work criteria.

    1. Commission-only Employment Contract

    It means that the worker won’t get any salary or wage. The advantages you get will depend on the sales you make.

    The employer track sales that the worker makes and provides a commission for the same. It is a convenient way to monitor the performance of the newbie. This agreement must involve the process of earning compensation for work. Selecting the option of commission-only payment is a dose of encouragement for employees. It boosts sales and maintains business at an optimal level.

    Are There Any Benefits Of Commission-only Employment Contracts?

    • It helps define the responsibilities and tasks recruitment must complete within the contract period.
    • This contract safeguards the rights of both parties, providing comprehensive coverage of every detail.
    • The unreliable future becomes stable for the worker and the organization through contracts.
    • Many organizations offer a benefit plan for recruitment that boosts participation.
    • Many companies offer health and medical coverage as an additional benefit to their employees.
    • Industries can provide services such as investment advice, life insurance, stock options, and executive financial counselling.
    • Some government agencies give pensions.

    What To Consider While Drafting Commission-only Worker Agreement?

    A well-drafted Contract prevents misunderstandings and ultimately aims to protect business interests. These are the must-know points to consider for a sales commission agreement:

    • Steps To Get Commission :

    A clear explanation of the task and responsibilities that makes sales representatives earn a commission. An employee will be comfortable with receiving commissions as part of their earnings.

    • Duration Of Payment :

    It also states the time of the month when commission payments are under the transaction. It puts in the details of invoice-making duration. For instance, the company considers the sales that the employee produces until the 7th of the month. The industry pays the commission on every 15th day of the month.

    • The Restrictions Of Commission Earning:

    Every sale that occurs within the industry has no going back. But, only some small organizations can experience reverse sales. It may lead to a refund, product return, order cancellation, or payment delay. So, the agreement must include the consequences of different situations on the commission.

    • Commission Formula And Structure

    All details of the aspects that highlight the commission formula must be there. It must describe an equation that companies prefer for calculating the sale price. Hence, commission calculation takes place with tax and shipping fees.

    • Incentives

    Some companies provide extra benefits to the workers in terms of sales reps incentives.

    The commission, for instance, is a bonus on task completion beyond the targets.

    • Additional Acknowledgement

    Agreement of both parties is essential:

    The parties are voluntarily executing this contract without any undue pressure. Both parties have read the terms and conditions and understand the consequences. An attorney’s advice has already sought the choices before the contract sign-up.

    • Liability, And Confidentiality

    The liability of the agreement is two-way; it depends on both parties. The contract must convey the confidentiality rules that the recruitment must consider within the agreement period and later. The worker must not reveal confidential information to any third party that may risk business operations.

    What Else Does The Contract Contain?

    • Personal information

    The recruitment must provide personal details, including :

    • Contact information,
    • Address,
    • Emergency contact number,
    • Education qualifications,
    • Blood group and more.

    Personal information helps an organization to know the chosen candidate better. It must also include identity card details and account details. These details will help the company in transferring the commission under safety.

    • Termination

    One must remember that an employee is not permanent. Several obligations of the company standards may terminate the company-employee relationship. So, the contract must contain the will of employment term and how long it lasts. What are the problems or conditions that might lead to termination of employment? Commission of any wrong deed or breach of the agreement can terminate the contract and the worker’s reputation.

    • Expenses Of The Employee

    Every worker has some expenses, and the company offers reimbursement in addition to the commission-based salary they promise. It can be the reimbursement of business expenses within a set period.

    Some organizations also offer car allowance or food allowance, or other such amenities. Some industrial fields also provide a relocation package. So, every detail must be present with accuracy.

    Conclusion

    Commission-only agreements make a stable environment between the company and the recruitment. The agreement explains the activities or duties that will help the worker earn a commission. The contract will cover the rights and benefits of both parties, outlining and solidifying the formal relationship, and preventing misunderstandings or disputes. It will also include details such as the termination, amount, duration of the invoice, payment methods, and more.

    Hiring a new employee requires rights, obligations, documents, contact information, and many other components. There are different clauses, like the non-disclosure clause, acceptance, and commission structure. Hence, one must handle such lawful write-ups with care and concern.

  • The Benefits of Hiring Young Employees

    The current situation of the job market is unstable! It is due to the complexity of finding the candidates who qualify. However, companies are exploring different ways to boost the era with intense growth. Reports say that trainees are more flexible with extra hours of hard work.

    The current youth is experiencing a rapid demand in the job network nowadays. Every young person aims to perform best in their first job. Their enthusiasm and sincerity in the workplace are inevitable! Excellent performance at work reflects on one’s mental health.

    Nowadays, industries and governments look forward to hiring as many youths as possible. The main motive for hiring youngsters is to embrace and explore the benefits.

    Why Young Employees?

    Young employers offer transparency to their co-workers and stay loyal to company standards. The innovative initiatives and up-to-date knowledge of the newbies support organizational growth. Many people are seeking retirement at an early stage, so companies are looking for top talent simultaneously. The fresh graduates are multi-taskers with skillful and passionate efforts. Their new skills and creative ideas develop the future flourishment of your business.

    Companies look forward to the continuous advancement of traditional standards of employee selection. Young employees provide never-ending benefits, including productivity, independence, and financial security. Hence, every newbie in the job network creates a sustainable future. Every employee has a unique style of working that enhances the diverse cooperation of different brains.

    Advantages Of Employing Youths

    • Maximization Of Productivity

    New hires have high-valued morals and quality goals. They put extra effort into meeting the company’s desires and blooming their growth with extraordinary performance. The bright side of massive productivity is that it is motivational at the best level for other co-workers. A newbie’s hard work won’t end up in the long run! They will fasten their speed to compete with the senior employees.

    The companies appreciate their focus on career advancement and, thus, promote youth recruitment. Their extra efforts help them win parity with their co-employees. They are responsible and avoid every mistake to maintain their personal/professional goals. Organizations must not concern themselves regarding the investment they make for newbie training. The amateurs may not have experience, but their high productivity contributes to an organization’s long-term goals.

    • Intense Patience For Career

    The younger the employees, the higher their passion! Their career activity strength is mesmerizing over long-term seniors and colleagues. Their energy and passion are inevitable as it is their first employment opportunity. The employers have super-high expectations regarding the commitment and quality of results from newbies.

    They are enthusiastic about everyday routine work. The reason behind their explicit passion is their interest in the field they work. Companies must train employees and let them have the best time. They can offer their learnings and put them into practice for the best results.

    • Tech Advancement And Agile Development

    The Millenial age surrounds technology that enables them a natural hold on the tech world. They have a keen ability to understand different technologies. The young generation provides a business-driving impact and supports the assistance of hi-tech software. Modern-day priorities are continuously changing that keeping workplaces in a state of flux. Thus, millennials are the perfect choice for a modern work environment offering adaptability. The workplace today is highly agile and fast-paced due to youth staff.

    • A Motivational Learner

    The newbies are keen learners with an extreme interest in the building experience. Studies have shown that 60% of 25 years olds have up-to-date contemporary qualifications. Their mindset of growth is so systematic that they absorb new skills at a quick learning pace. Their main motive of meeting workplace requirements makes them flexible. Young ones are easy to teach and follow intrinsic motivation. This way helps in fast growth and upscaling regarding new responsibilities. Their potential learning ability and highly flexible skills are something that every business needs.

    • Risk Takers And Future Planners

    The current youth are proficient risk-takers who extend a business opportunity for success. Companies that have exposure to multiple cutting-edge strategies recruit young ones. The millennials’ successive knowledge and risk-willingness grab the attention of industry professionals. They are aware of what they desire and how to achieve their goals!

    Experience turns one into an expert. Several contemporary organizations have intact knowledge and superlative-thinking capabilities.

    Such industrial guidance boosts success through digital transformation. The hiring of newbies provides an impressive outcome. Their plans are as rigid as a hard rock!

    Hence, the workforce must include a fully-fledged pack of youngsters who are keen learners with cutting-edge skills. Their top-notch adaptive nature makes them flexible and comfortable with every company requirement. The modern complex world is unsustainable due to variable demand and market variation. Thus, the newbie generation plans for the future with consideration of statistical probabilities. Thereby, it makes them a keeper and go-getters.

    • The Company’s Plus Points That Support Youth Hiring

    The newbie employees are not under the pressure of meeting payrolls, unlike the old applicants with a top-notch experience. Every millennial desire to settle and cover the path of a happy job from unemployment. The 21st-century pandemic has already altered career-enhancing changes for newbies. The recession due to COVID-19 has affected several job perspectives.

    Applicants who have intense experience demand high pay. However, companies need not spend several amounts on newbie individuals in the market. The newest employees are affordable, even though the millennials’ training might go expensive. But, this is not a worry for any industry or organization.

    The early investment in training compensates through high productivity in the long run. Some business organizations hold security deposits in case of the employee leaves before completing the probation period.

    The current generation brings positivity to the workplace. Proper instructions for a trainee makes them eligible for efficient growth. They are free from multiple office regulations as a newbie. However, a compact onboarding process is of utmost importance.

    Lastly, handling younger workers is an easier task. They feel happy to work extra hours to contribute their efforts to a company’s success. Their multitasking capabilities and prior-to-schedule make them a worthy choice.

    Conclusion

    Several decades of advancement have led many organizations to foster growth through technology. Companies are continuously changing business practices with the trends coming up in the market. Millennials change their approach and mindsets according to market conditions with broad ideation. They are engaging and always energize the workplace, hence, encouraging others. Younger employees thrive in a fun work environment along with excellent outcomes. Thus, they are in better shape than the company’s old employees.

  • Employee Appreciation Messages

    Everyone enjoys being acknowledged for their efforts. Recognizing your staff for a successful job is an excellent approach to increasing productivity and morale. One method is to send staff gratitude messages regularly.

    Meaning of employee appreciation messages

    Employee appreciation is described as acknowledging and appreciating employees’ contributions to the workplace, either formally or informally. Recognizing the contributions your staff members bring to the company and workplace culture is fundamental to employee appreciation. Employee Appreciation Day is marked on the First Friday of March. Employees who are not appreciated are more likely to become discouraged and disinterested in their employment. Companies recognize employees for things like:

    • Achievements
    • Displaying favorable behaviors
    • Exceeding expectations
    • Milestones like tenure

    Importance of Employee Appreciation Messages

    We desire approval from our parents, teachers, and peers from an early age. Our drive for optimistic assurance is so strong, especially during formative stages, that we might mistake a neutral emotion for a negative one. This is still true as we go into the job. Employee recognition contributes to:

    • Keep elite talent
    • Boost employee engagement.
    • Encourage high levels of performance.

    Many CEOs and upper-level management personnel operate on the presumption that receiving a salary is their employees’ way of saying thanks for a job well done. However, they need to catch up on the bigger picture in doing so.

    Employers should make their employees feel appreciated. Employees can develop sentiments of value, pride, and self-confidence by receiving a well-deserved thank you, even if they aren’t toddlers and don’t require continual flattery.

    Employees may become more creative, innovative, and productive due to feeling more comfortable taking chances. Additionally, there is a significant link between improved retention rates and workers’ positive feelings when they work for an organization that honors and appreciates their performance.

    Companies that establish and implement an employee appreciation plan will also observe their culture change to one that emphasizes thankfulness.

    When an employee is shown recognition, they are more inclined to show thanks to a manager or even a different coworker, which feeds into a positive feedback cycle and raises job satisfaction.

    The finest firms, like Google, prioritize saying “thank you” for a job well done, even though it may appear taboo in the office. This is because doing so has a variety of positive effects on the business itself, which should cause any forward-thinking CEO to rethink their position on creating an employee appreciation plan.

    Impact of employee appreciation messages on organization growth

    Your staff members require appreciation, and they will respond positively to it—especially if it is shown by publicly praising their accomplishments, demonstrating how much you respect what they do. In addition to boosting a person’s sense of worth, recognition has several advantages for your business. For instance:

    • Enhanced Productivity

    Consistent acknowledgment increases employee engagement, which leads to increased productivity. If one’s effort is noticed, appreciated, and rewarded, it will motivate the employee to perform more to obtain additional recognition.

    • Enhanced workplace wellbeing

    A content employee is valued. Employees who feel appreciated by the firm are more motivated to work for the company than simply for themselves. Employees that their employers appropriately treat will desire to perform well for them.

    • Higher job satisfaction

    When an employee is recognized for their efforts, it demonstrates the importance of the job and how it benefits the business. The employee, therefore, feels motivated to work hard every day as a result.

    • Enhancing the culture of your team

    Employee appreciation, whether it comes from a boss to a peer or vice versa, is excellent for team spirit because it inspires workers to recognize the good qualities in one another. It also gives people the power to demonstrate appreciation for one another’s ideas and efforts.

    Sample of employee appreciation messages

    Here are some tips for crafting a persuasive message of staff appreciation. There isn’t a magic recipe. You’ll quickly become an expert at writing employee appreciation notes if you bear the following advice in mind:

    1. To show someone you care, you don’t need to use a lot of words. The sentiment truly does matter!

    2. You should always say “Thank you.” Don’t hold off until an employee milestone or Employee Appreciation Day. You’re welcome to express your opinions any day of the week!

    3. There is no mandatory format. A commercial card is lovely if you include some of your very own words to demonstrate that you mean what the card says. Handwritten notes are particularly persuasive since they show that you took the time to consider what to say. Use a digital employee appreciation card to personalize your message if you wish to send it online.

    EXAMPLES:

    1. Messages of Thank You and Employee Appreciation in General
    • We appreciate the time and energy you put into all you do. You are an absolute rock star!
    • Every day, the enthusiasm with which you approach your work has a great effect on our company. We respect this aspect of you.
    • You might not be aware of it, but I appreciate everything you do daily to make the workplace smooth.
    • Your efforts are exceptional. We appreciate you giving your all every day at work.
    • For this business, you are indispensable. With you, we progressed as far.
    1. Employee appreciation notes for dedication
    • Just a quick message to express my gratitude for all of your hard work. Recognize that it matters.
    • Everyone is grateful for your persistent work to make our firm outstanding! We intend to keep you around for a very long time.
    • Your excellent work ethic is admirable! We all look up to you as role models!
    • Your production is of a high caliber, which is a result of your diligence. We value whatever you do!
    • I appreciate how hard you worked at the workplace. Without you, what would we do?
    1. Employee Appreciation Messages That Focus on the Team
    • I see that you try to motivate the other team members. You strengthen our group. I appreciate that.
    • We appreciate your hard work and devotion, team. We had a great year, and we owe many of our accomplishments to you.
    • I like that you don’t hesitate to raise questions in our team meetings. It improves my ability to lead a team.
    • Your commitment to fostering team unity is admirable. The result is better for the team.
    • Your eagerness to assist your colleagues impacts them. I appreciate you giving of yourself to others.

     CONCLUSION

    Recognizing your employees’ accomplishments regularly gives a significant return on investment because of the various advantages of employee appreciation letters. It’s not too late to start expressing appreciation to your staff if you’ve failed to do so. Employee appreciation letters are a great way to express your thanks in a time-efficient yet considerate manner. Check out these quotations to include in your messages.

  • Top challenges startups face in recruiting and retaining talent

    Successful business founders usually attribute their success to having the right team. This is mainly because an early employee may significantly influence a startup’s success narrative.

    The journey that the members take together forms a fantastic team. Hiring the appropriate individuals is the first step, though. Faster success may be achieved, especially for startups, by hiring workers that fit the company’s culture and possess the necessary technical abilities.

    Reputation and visibility of the business

    As a startup, you may have yet to hear of your company. Unlike larger firms, you don’t have a good reputation to rely on when looking for talent. It gets harder and harder to get top talent if no one has ever heard of your company. Candidates taking a chance by joining a startup business they’ve never heard of is risky. As much as we are reluctant to admit it, perception plays a significant role in applicant selection and impressions of employer brands, which is why hiring for your company may be challenging.

    Your employer brand and employee value proposition

    First and foremost, you must consider what distinguishes you from your major talent rivals—and yes, this also applies to the more well-known athletes. Many applicants will be attracted to your startup’s goal, beliefs, and culture, especially those seeking a challenge or wanting to be a part of something new.

    You probably haven’t given building an EVP—a set of standards outlining what applicants may expect from your role as an employer—a lot of attention if you have a small staff, but you should in the present labor market. This will assist you in determining what makes your company a special place to work, which you can subsequently share with candidates and lay the groundwork for candidate perceptions of your employer brand. The EVP will serve as a blueprint for your business’s culture, including how you treat workers and what you expect of them. It’s a helpful tool for setting yourself apart from the opposition and enhancing your employer brand.

    Lack of available tech talent

    Tech recruiting is now challenging for companies of all kinds, especially startups, due to a worldwide skills shortage. The number of tech graduates coming out of universities each year is limited, and firms are doing all in their power to retain experienced IT professionals. How can you fill positions to expand your company if they don’t exist? As much as we’d all like to, you can’t always afford to hire employees from scratch, and waiting for suitable candidates to find you will delay your expansion ambitions. Since applicants are being snatched up rapidly due to the strong demand for IT skills, many firms are left in a bind.

    Contacting unwilling or different prospects

    The fact that every startup, so-called “scale-up,” and established business look to the same talent pool to meet recruiting demand explains why many are having trouble finding talent. As a result, when it comes to hiring, businesses need to be innovative and think outside the box. Consider different approaches to enlarging your talent pool, such as deploying paid advertising campaigns to connect with and interest relevant passive prospects in your position, or reconsider your definition of the perfect applicant. While attitudes cannot be learned, skills can. As a result, it could be advantageous for you as a business if you locate people that match your passion and beliefs but who might need some assistance honing their IT skill set.

    Increased talent competition

    There is a big surge of organizations hiring and looking for the same skills, in addition to a shortage of talent. This is a challenge for startups since you have to make a solid first impression on potential employees who may have never heard of you. The question of remuneration also arises if you are in direct competition with major tech firms, such as Amazon, Google, or Facebook. Due to a lack of financing, startups sometimes cannot offer the same benefits and compensation as these well-known companies. This makes it more challenging to attract talent since you run the danger of being pushed out of the competition.

    How to solve the recruiting problem?

    Use a platform for recruitment marketing that enables you to centrally manage job ads and applicant responses. Most platforms also measure how frequently job ads are watched and clicked on, allowing you to reduce spending where it is ineffective. Making it a practice to review and analyze statistics can help you identify the sources that yield the most qualified applicants and conversions.

    To draw in top candidates, you must hire them swiftly and streamline the recruiting process. To hasten the process, it’s critical to create a recruiting strategy that outlines the precise knowledge and expertise you want in applicants, the money and effort you can commit to the search, the number of candidates needed, and the duration of the interview process. Additionally, everyone on your team has to be informed of this strategy.

    Using simple language in the position description is a fantastic place to start. Your job postings should outline the duties, obligations, and credentials you want in an applicant. A project or success story connected to the available position might be highlighted in your description to personalize it even more. Potential candidates should be interested and informed by your job advertisement.

    Conclusion

    Your recruitment expertise is the key factor influencing how a firm is shaped. By conquering the hiring as mentioned above difficulties, you will be establishing the stringent standards required for your business to remain competitive in the marketplace today.

    All of the advice mentioned above leads down to this: while developing recruiting techniques, applicant psychology must be your priority. However, what has worked for others might not be appropriate for handling your unique applicants. As a result, you need to pay special attention to how unique your business is and what sector it works in.

  • Candidate Rejection Email Template

    What is a candidate rejection email?

    An official email letting job seekers know they have been passed over for the next round of the recruiting process is known as a “candidate rejection email.” If you’re debating whether to send a rejection email, remember that ignoring a rejected prospect might negatively influence your employer brand and undermine your company’s candidate experience. To establish and keep contact with your candidates, use the rejection email sample.

    When a candidate is rejected from further consideration in the recruiting process, recruiters and hiring managers are notified via a candidate rejection email. Thanking the applicant for participating in the interview process, outlining the reason they weren’t chosen or providing some comments, as well as expressing your best wishes for them in their future pursuits are all essential components of this email.

    Importance of standardized rejection emails

    While each rejection letter is adverse, sending everyone an application is a thoughtful gesture. It tells them to refrain from getting their hopes and aspirations up regarding the position and continue their employment hunt. Otherwise, they may very well continue to wait for an interview that will never happen, and this optimism may eventually convert to dislike of your brand.

    When you tell prospects that you’ll continue to keep them in mind for future opportunities that could be a perfect fit for them, you have a chance to build their trust.

    A Workplace Trends survey found that, while three times as many job seekers would reapply to a firm if they were informed of the rejection, 80% of even more job seekers said they wouldn’t consider future comparable job openings at a company that didn’t follow up on their application.

    Furthermore, sending a termination letter that seems like it was penned by a real person rather than merely using a template helps lessen the impact. It shows the applicant that you appreciate their time learning about your company and applying. The candidate may move on and continue to apply for other jobs with an unbiased view since it frees them from needless overthinking.

    Let’s get right to the three reasons why you should never forget to send a post-interview rejection letter:

    1. It affects the reputation of your business

    Dissatisfied candidates vent their animosity more rapidly and to a broader audience than satisfied candidates. This has a reasonable risk of damaging your company’s reputation, which might result in you losing out on potential applicants as well. As a result, it is preferable to tell your applicants.

    1. The candidate experiences relief

    Even though the candidate was turned down, waiting and obsessing over whether they were chosen makes the interview process unpleasant. Contrary to what many people think, a candidate’s experience doesn’t stop when you eventually decide not to employ them. Those applicants you passed over for this particular post could be suitable for a vacancy in the future.

    1. A List of Potential Future Candidates

    Never sever all relationships with someone you reject today to hire the finest applicant tomorrow. They could have more relevant experience, be better trained, and be a suitable replacement for another role in a year if you construct a bridge that can be traversed later.

     Candidate rejection email subject line

    The ideal approach is to use a basic and straightforward subject line. Include the firm name as well as the job title. It’s usually best to use a direct subject line, such as “Your Application for [Job Title] at [Company Name].”

    How to craft the ideal email rejecting a Candidate

    Now that we know how critical it is to create a post-interview rejection letter, let’s examine how to format an email of rejection. Here are some guidelines when writing the ideal email to reject an applicant.

    • Always express gratitude to the candidate for their time and efforts.

    Making a candidate feel appreciated for their considerable time and effort is the least you can do, regardless of whether you want to move on with them for subsequent hiring rounds or not. By doing this, you may differentiate yourself from other recruiters and make your hiring process more transparent.

    Please accept our sincere gratitude for your application for the “job role” post at “business name.”

    An excellent illustration might be, “We genuinely appreciate you taking the time to think about us.”

    •  Make your potential candidates’ rejection emails individual.

    Identify the candidate by their first name and the position for which they applied. If you can, mention something positive about a candidate’s particular talent or an aspect of their résumé that stuck out. You may encourage applicants and reassure them of their value by highlighting their qualities before they question their abilities.

    A poor example: Your expertise amazed us. Thank you for applying!

    An excellent illustration is your “particular expertise” and how you used it to accomplish your “specific success.” highly pleased with the staff at “business name.”

    • Provide comments or a justification for rejection.

    It might be challenging for recruiters to set aside time to provide each prospect feedback; however, you can keep the remarks brief and to the point. Here are some other pieces of feedback you may give the applicants after their interview:

    1. What they may change or emphasize more on their CV to make it better
    1. Alterations to the application or assignment that they submitted
    1. How a particular course may help them improve their understanding of the subject

    Candidate rejection email template

    (1) Subject: Interview for “Name of the Role”

    Body: 

    “Name of the Candidate,”

    We appreciate your interest in [enter the title of the position you are applying for] at ABC Company. We appreciate and value your interest in working for our organization and are grateful for your time and effort during the interview process.

    We will, unfortunately, be unable to move forward with this. Even though it was fantastic to

    have an interview with you, we need someone with more experience in this position.

    We wish you well and anticipate you finding the ideal position soon!

    Thank you, 

    Name of Hiring Manager/Recruiter

    (2) Subject: Interview for “Name of the Role”

    Body: 

    “Name of the Candidate,”

    We appreciate you spending the time to complete the process, and we appreciate your enthusiasm for the job and our business.

    We cannot proceed with your application for this position.

    We appreciate you taking the opportunity to interview with us, and we invite you to submit future applications for different business positions.

    Thank you, 

    Name of Hiring Manager/Recruiter

    (3) Subject: Interview for “Name of the Role”

    Body: 

    “Name of the Candidate,”

    We appreciate you taking the time to interview with us and your interest in the position at ABC Company.

    Even though we were impressed with your interviews and skill set, we had to choose a different applicant with more expertise in the sector. But in the coming months, we urge you to submit applications for alternative jobs that match your interests and qualifications.

    Again, thank you for taking the time to apply and schedule an interview for this position. We wish you well in finding a job and in your future pursuits.

    Thank you, 

    Name of Hiring Manager/Recruiter

    Candidate rejection email example

    Email Subject Line: Your application to ABC Productions

    Dear Carlton,

    We appreciate your interest in the sales position at ABC Productions. We’ve decided to proceed with a different candidate.

    Your abilities and successes, notably your two Master’s degrees in business administration and law, really astonished me. If we ever have any openings, you’d be a terrific fit for our business, and I’d be pleased to get in touch with you again if necessary.

    I’m hoping for the best for you while you look for work.

    Best Regards,

    Park jeon

    The Fresh Prince of Bel-Air

  • How to Respond to a Job Rejection Email

    How To Reply To A Job Rejection Email?

    Being rejected for a job you always wanted might be upsetting, especially if you believed that you were a top candidate after clearing several rounds of interviews.

    What ought to be done if you’ve been rejected from a job application? How ought you to reply to an email rejection? The hiring process was no longer casual, and some businesses don’t bother to inform candidates that they have been passed over for a position. Notification of unsuccessful candidates by employers is not mandated by law.

    How To React To A Job Rejection Email?

    Sending a follow-up email is only required if you genuinely want to leave a positive impression and be given consideration for opportunities with that particular firm in the future.

    Nevertheless, you may want to leave a positive impression on the company that rejected you. In that case, you could write a follow-up email in which you thank them for the chance to interview you, apologize subtly for the denial, and ask to be considered for any prospective positions.

    Why You Should Consider Replying?

    Unbelievably, a lot of rejected job candidates later find employment with the organization that first left them.

    In other instances, hiring managers who are impressed with second or third-place applicants frequently make introductions on their behalf to other businesses or clients they know are looking for qualified people for available positions.

    What Should Be Said In The Message?

    Keep your message straightforward when you follow up in writing after receiving a job rejection. You only need to include the following in a brief email to the recruiting manager:

    “Thank you for giving me the place to express myself.”

    You are disappointed at not receiving an offer, but try not to be overly negative. A request to be taken into account for potential better-fitting possibilities in the future

    What Not To Say If You Weren’t Hired!

    You shouldn’t broadcast your complaints about the business in a follow-up letter or criticize the interviewers for failing to see how valuable you could have been to them.

    Follow-up letters and numbers are not opportunities to inquire whether you were passed over for a position or to get advice on how to improve your interview performance.

    Keep your tone professional and upbeat at all times. It is advisable to avoid sending a follow-up email altogether if you believe you cannot control your negative feelings.

    Importance Of Replying

    Any email should be responded out of politeness. The recipient wants to know that you got their communication first so that they will value your response. However, other factors make it crucial to reply to a rejection email.

    • Demonstrate your continued interest

    One method to demonstrate that you are still enthusiastic is to reply to a rejection email. If you don’t respond, the employer won’t feel the same way about them or may not think to consider your application for future openings. Or they could believe that you have abandoned them and joined another business.

    • A favorable impression

    Even though you may not have been a good match for a certain position, that doesn’t always mean you won’t fit in the firm. Responding to the work rejection email demonstrates maturity and emotional intelligence to prospective supervisors, and it leaves a positive image in general. Companies frequently maintain what they refer to as a “talent pipeline.” The corporation considers each person in the line as a possible applicant. You want to remain in the organization’s service.

    How Do You Reply To An Job Rejection Email? (Template)

    Your rejection email should contain a few sentences in which you express your appreciation and ask for feedback if any. Review this sample to discover what information to add in your email response to a job rejection:

    Dear Interviewer Name,

    Acknowledge the interviewer for providing an update on their choice and for the chance to speak with them.

    Ask to be considered for any upcoming positions the interviewer thinks you would be more qualified for.

    If you want professional input on your abilities or resume structure, use this section at the end to get it.

    Thank the interviewer again for the opportunity.

    Best regards,

    Your first and last name.

    A Good Email Rejection Response Example:

    Here are two illustrations of email replies for job rejections. Make sure to format it following the example above to avoid having your response come across as a boilerplate.

    How Do I Ask About Future Employment Opportunities?

    I appreciate you telling me about your choice and providing comments. I’m grateful you took the time to get in touch with me. Your competence is an excellent illustration of what Company ABC provides.

    I’m open to any opportunities that might benefit from my knowledge and abilities. It is a privilege to support Company ABC’s [insert objective] in any way.

    How To Request Feedback Following A Job Rejection?

    I appreciate you following up and letting me know what you decide. Despite my disappointment, I appreciated looking forward to meeting you and the project head during the interview. I wish ABC Company well and hope the project we discussed in the interview proceeds smoothly.

    I’d like to hear your thoughts on my interview and application process if you have time. Any information you can give will undoubtedly be useful to my job search.

    Once more, many thanks for the chance. If I can help you in the future, let me know.

    Is It Okay To Request Feedback Following An Email Rejection?

    Asking for input in response to an employment rejection email has no adverse effects whatsoever. The following are some advantages you may have in this situation:

    • You will gain more knowledge on how to strengthen your job search.
    • You could discover a new aspect of yourself.
    • You can demonstrate that you challenged yourself to improve and progress.
    • You provide access to upcoming employment possibilities.
    • Despite knowing that, you also gave your best, which allows you to go on.

  • Company’s Expense Policy

    How to create a company’s expense policy?

    Having regulations is usually beneficial when there is a concern about the employer’s funds. An expenditure policy is a collection of guidelines that tell employees how they can use the company’s funds. Additionally, if the employee pays out of pocket, it assures that they are reimbursed. Therefore, it’s a win-win scenario for both the employer and the employee, ensuring that little time is lost in reporting, submitting, authorizing, crediting, and auditing individual employee business costs.

    What is covered and not covered by the reimbursement procedure should be specified in the corporate expenditure policy. To put it simply, it should contain all the rules outlining what the workers are allowed and forbidden to buy while at work, as well as if travel, basic food, and other welfare goods and services may be accessed using corporate funds.

    What makes a company expenditure policy necessary?

    An expenditure policy is a key to sustaining costs and preventing unforeseen charges if your workers utilize company cash to make purchases. Workers are less likely to invest business money in unneeded or unjustified goods and services when they are given explicit instructions.

    A policy also simplifies expenditure management by streamlining the filing, approval, and reimbursement procedures.

    Category List of Capital Allowances

    There should be a precise list of the costs covered under the corporate policy. Typically, it involves

    • Supplier payments
    • Travelling (Airfares, railway ticket, vehicle hire, cab expenses, etc.) (Airfares, railway ticket, car rental, cab charges, etc.)
    • Cost of gasoline or diesel while driving your car while at work
    • Housing (in the case of the out-of-town trip) (In the case of out-of-town travel)
    • Papers that are legally necessary, such as visas,
    • Expenses for meals at work-related activities
    • Office supplies or any other costs related to business use
    • Call or phone bill fees

    Spending caps for each category of expenses

    It is crucial to specify a spending cap that follows the business budget. The policy should include yearly expenditure caps for personnel and budgets for teams based on their responsibilities and requirements. They have to be clear about how much they are permitted to spend on the business’s behalf.

    Steps for Making an Expense Report

    There are several sorts of expense reports. Some are more particular to each payment by every employee, while others are cumulative and indicate spending over a certain amount of time (a week, month, or quarter). Whatever the circumstance, it’s best to include the following information in the expenditure report:

    • When the expenditure occurred
    • The class of (travel, food, stationary, etc.)
    • The sum paid in whole, including taxes
    • The supplier that received the money
    • Whether the money may be allocated to a particular client or project

    The Method of Compensation

    Spend time developing an easy reimbursement procedure when writing the policy. Give specifics on how employees will be paid, when they may anticipate receiving their cash, and what to do if any of the things on their expenditure reports are disallowed.

    Example:

    [Company name] Expense Policy

    Plan of action

    The reimbursement procedures for work-related costs are outlined in this expense policy. We outline our procedure for processing expenditures, specify which costs will be repaid and which won’t, and give advice on proper expense reporting.

    Scope

    All workers who spend money on things related to their jobs are subject to this policy. After they have been authorized, we will repay any reasonable business expenditures in full or partly, depending on how closely they adhere to our policy.

    Evidence of purchase

    You must have a valid receipt to submit an expense claim. As a result, for every purchase, seek a receipt or invoice. You don’t need to save the original receipt because you can digitize the spending using the expense app. Make sure our firm’s name is always on all invoices. If such is not the case, request a modification from the vendor.

    Additionally, make sure the merchandise names and VAT amounts are included on the receipts and invoices. This is required to file a VAT refund claim with local or foreign tax authorities. Product descriptions and receipts without VAT are inadmissible as evidence of purchase.

    Keeping costs to a minimum

    While travelling, we want to ensure the comfort of our employees, but we also want to limit unnecessary spending. Therefore, we always strive for a reasonable solution, as long as it offers workers enough comfort. We select accommodations and dining options in the medium category and travel in economy class on trains and aeroplanes.

    Travelling costs

    Any lodging or transportation costs employees incur while on a business trip are considered travel expenditures. Certain sums have limitations. If you exceed the allotted amount, you are responsible for paying the difference. Travel costs comprise:

    • Tickets for a flight, a train, a ship, or other transportation costs
    • While travelling, local transportation (taxi fares, car rentals, etc.)
    • At most once every day, parking fees, tolls, other vehicle-related costs
    • necessary medical costs (vaccinations, for instance).
    • Legal papers that are required, like visas.

    Travel costs that are not reimbursed

    The following costs are not reimbursable by us:

    • Any costs incurred by guests travelling with workers who aren’t employees
    • unapproved service upgrades, such as those to first class
    • Personal pursuits (spas, museums, sightseeing, etc.)
    • Personal items (gifts, clothes, etc.)
    • Personal property is missing (your travel insurance will cover these costs).

    Business presents

    Sending presents to clients or business partners to improve commercial ties is typical. For tax-related reasons, we repay these fees up to per customer each year. You must obtain prior consent from your boss or the HR division if you want to exceed this cap. You will be responsible for paying the additional expense out of pocket if you still need to get pre-approval.

    Unrelated costs

    We aim to provide workers with everything they need to do their jobs properly. These issues concern employees and their interactions with colleagues. Consider expenditures like:

    A business laptop, phone, and software tools for communicating with clients or working on projects are necessary for working from home. Professional meals with clients or colleagues are also essential.



  • Top 10 Online Attendance Management Software

    What is Online Attendance Management Software?

    An organization keeps track of the staff’s time and attendance information using an attendance management system. A precise attendance tracking system can help you save time and effort by determining your employees’ working hours.

    A system for managing attendance records each day’s attendance as well as working hours, breaks, and login and logout times. It stops time theft by employees. All attendance devices, including smart cards, biometric scanners, and facial recognition equipment, are integrated in real-time by an attendance management system.

    The student attendance management program from MasterSoft enables schools of all sizes to manage various attendance needs. This system may easily create daily attendance reports, absence lists, letters, and other documents. Student attendance systems save teachers time by authorizing them to electronically record student attendance during class.

    It is used to keep track of a student’s attendance, absence record, and other relevant records. The daily attendance process can be sped up using student attendance software to manage and record daily attendance. Using an online attendance management system, school administrators can record, monitor, and collect daily student attendance data. This program enables teachers to create 100% accurate student attendance reports and track student attendance.

    Importance of Online Attendance Management Software

    In the worst-case scenario, employees could run into this circumstance each month when they create their time sheets with HR. Lack of staff productivity and morale will arise from disregarding the attendance tracking system.

    If an organization doesn’t have an employee attendance system, it may have payroll discrepancies, compliance challenges, and other problems. Businesses may cut down on administrative work and tedious processes by switching from paper time sheets to effective attendance-tracking software.

    The online tracking of employee attendance is more significant in the digital era. This method is being used by many businesses to track employees’ automated clock-in and clock-out times. This is when the significance of an online attendance system becomes apparent.

    • Monitoring Worker Performance

    The attendance management system’s value to companies comes partly from its ability to monitor employees’ overall performance. The timesheet will allow the employer to verify the employee’s arrival and departure times. Additionally, the total number of hours the person worked each day for the business. This makes it easier to determine the total salary to be paid to the employers once the month has been calculated.

    • Quick Payroll Processing

    In many big firms, faulty attendance records can lead to increased overtime costs. Online attendance tracking tools may provide precise data, which eases the hassle of making additional payments to employees as part of their monthly paychecks.

    • Calculates the Absenteeism Rate to assist in Planning

    Calculating the absentee rate is crucial in industries where employees work shifts. An employee attendance tracking system aids in determining an employee’s rate of absence, allowing management to plan when to hire replacement workers and prevent additional expenditures from increasing. A second benefit of using the online attendance tracking system is direct and indirect cost measurement.

    Top Features of an Online Attendance Management Software:

    Data from several geographical areas are brought into a centralized office through communication between attendance software and time attendance devices. Additionally, program users can handle attendance data according to their needs. The condensed attendance information is often utilized for reporting and payroll processing.

    The following features are included :

    • Complete Automation of Communication

    Without any user involvement, attendance software should be able to connect frequently with time and attendance or access control devices. Even if the devices are spread across various regions, communication should still be automated.

    • A single interface for all data

    To make it easier to grasp the data for each employee, attendance, leave, overtime information, and shift schedules should all be provided in a single interface. Employees may be assigned to various shifts, so it’s critical to use clock-in/clock-out data to determine work time for shift schedules.

    • Shift Scheduler

    You may assign staff to various shifts each day using the shift planner. The amount of time employees work is determined by their clock-in and clock-out hours and the shift they are allocated for the day. Employees may also be assigned various days off.

    • Rule Definition for Attendance

    There are attendance policies specific to each firm. Following these guidelines, the clock-in and clock-out data should be handled. The software used to track attendance should allow for the definition of attendance criteria so that data may be processed automatically.

    Top 10 Online Attendance Management Software:

    No matter how big your business is, as long as there is software for tracking attendance, it doesn’t matter. It helps keep track of staff attendance. It simplifies the process and makes it easy to record and report jobs. Using software for attendance monitoring makes it simple to share data between departments. For daily, thorough documentation of your employee’s dedication to working and their working hours, attendance monitoring software is required. For both small and large businesses, attendance management software is beneficial. Daily records must be kept for businesses to be aware of employee performance. Since it boosts the team’s overall efficiency, employee attendance software is a necessity for all businesses. The top time and attendance programs for your business are on SoftwareWorld’s list of the finest attendance-tracking software.

    Top 10 Online Attendance Management Software:

    1. Rippling
    2. Ximble
    3. Track smart
    4. Connecteam
    5. CakeHR
    6. Drawinbox
    7. ClockIt
    8. True
    9. UKG Dimension
    10. Replicon

    How to pick online attendance management software for your business?

    In today’s modern, dynamic, and fast-paced business environment, employee attendance tracking software is essential. Even though it might not seem to directly affect on the business, it is essential for boosting productivity and profitability over the long run.

    If you’ve ever had to manually monitor attendance in a company, you know how challenging it can be. You may profit from all the advantages that automated attendance management has over manual attendance management by switching to it.

    Nevertheless, you could need clarification when choosing an attendance management system from the many available options. It is now much more challenging to select the software that best suits your demands because every seller claims their product is superior.

    To help you select the best attendance management software for your needs, we have included a list of features to look for.

    Factors to consider are:

    • Cheapness and scalability
    • Accurate and flexible time tracking
    • Easily usable
    • Routine integration
    • Cloud-based
    • Compliance



  • Work at Microsoft 

    About Microsoft

    The 3rd target company in the world with a market capitalisation of $1.83 trillion, Microsoft is an American MNC that sells computer softwares and electronics. Microsoft was founder in 1975 by Bill Gates and Paul Allen. Microsoft is a dream company for millions of people across the globe. 

    What does Microsoft do?  

    Business of Microsoft
    Which business is Microsoft in?

    Source: https://www.microsoft.com/en-in 

    About the leadership team at Microsoft

    Executive Officers at Microsoft 

    Board Members at Microsoft 

    Microsoft in India

    Microsoft India began its Operations in 1990. Key leaders for Microsoft India are as below

    Source: https://news.microsoft.com/en-in/leadership/ 

    Offices of Microsoft in India

    Microsoft has office in the below cities in India

    • Bangalore
    • Gurgaon
    • Hyderabad
    • Mumbai
    • Noida

    Latest financial information of the company can be viewed at https://www.microsoft.com/en-us/Investor/ 

    Work at Microsoft 

    As of 30 June 2022, Microsoft employs 221,000 employees worldwide. 122,000 of these professionals are in the United States and 99,000 International. 

    Culture at Microsoft 

    The glassdoor ratings of the the company are fantastic. 

    • 93% recommend to a fried
    • 98% employees approve of the CEO
    • The overall rating was 4.5

    Details: https://www.glassdoor.co.in/Reviews/Microsoft-Reviews-E1651.htm 

    How to apply for a Job at Microsoft 

    Subscribe to the Youtube Channel

    Typical Salary at Microsoft

    Software Engineer Salaries at Microsoft (Data Source: https://www.glassdoor.co.in/ )

    3 reason why you should consider working at Microsoft 

    • Microsoft hires the top people and you can expect to work with other smart people that helps you grow
    • Good benefits – People, on average, like the compensation at Microsoft along with other benefits like health
    • Flexible work-setup allows for top talent to be attracted to Microsoft

    3 reason why you should not consider working at Microsoft

    Given the kind of large organisation Microsoft is, there are typical people issues of a larger organisation.

    • When so many people undergo yearly Performance Appraisals, a lot come out dis-satisfied
    • Some people did not like their managers based on the glass door review. They felt that their managers were confused. 
    • Work-life balance: Some people complained of long working hours on the weekend. 

    Hope this blog was useful for people planning to apply for a Job at Microsoft and for the ones who already have an offer and wanted to know more. If you have any questions, feel free to ask in the comments below. We will be happy to bring existing employees of Microsoft to answer those questions for you.

    Thank you for reading