Zigsaw Blog

Category: employer

  • How Employer Branding Helps Attract Top Talent

    Are you looking to attract top talent to your company? Employer branding is the solution! It’s the process of creating a positive image of your company as a great place to work. By highlighting your company culture, values, and opportunities, you can attract the best candidates and stand out in a competitive job market. In this topic, we’ll dive into how employer branding can help you attract top talent, from creating a strong employer brand to leveraging social media to promote it. Get ready to learn the strategies and best practices to make your company the employer of choice!

    What Is Employer Branding

    Employer branding is the process of creating and managing the reputation of a company as an employer, and the image that it projects to potential and current employees, as well as other stakeholders. It is the practice of promoting the company’s culture, values, and opportunities to attract and retain the best employees. This includes highlighting the company’s unique selling points, such as its mission, vision, and values, as well as its working conditions, benefits, and opportunities for growth and development. The goal of employer branding is to make the company an “employer of choice” in its industry and among job seekers. Employer branding is a long-term strategy that helps to create a positive image of the company as a great place to work, which can help to attract and retain top talent.

    How Employer Branding Helps Attract Top Talent

    Employer branding helps attract top talent by creating a positive image of your company as a great place to work. By highlighting your company culture, values, and opportunities, you can attract the best candidates and stand out in a competitive job market.

    • It helps to communicate the company’s mission, vision, and values to potential employees.
    • It showcases the company’s culture, benefits, and working conditions to potential employees.
    • It improves the company’s reputation as an employer of choice, which can lead to increased interest from top talent.
    • It helps to attract passive job seekers who may not be actively looking for a job but are open to new opportunities.
    • It helps to reduce recruitment costs by reducing the need to advertise job openings as much.
    • It helps to retain the current employees by creating a positive working environment.
    • It helps to attract a diverse range of candidates, including millennials and other diverse groups.
    • It helps to leverage social media to promote the company’s employer brand, which can reach a large number of potential candidates.

    Overall, employer branding helps to create a positive image of the company, which can attract top talent who are looking for a fulfilling and meaningful work experience.

    Strategies To Leverage Employer Branding To Attract Top Talent

    There are several strategies that organisations can use to leverage employer branding and attract top talent:

    • Develop a strong employer brand: This includes clearly defining the company’s mission, vision, and values, and communicating them effectively to potential employees.
    • Highlight company culture: Share information about the company culture, such as the work environment, team dynamics, and opportunities for growth and development.
    • Showcase employee testimonials: Share positive stories and testimonials from current employees about their experiences working at the company.
    • Leverage social media: Use social media platforms to promote the company’s employer brand and reach a large number of potential candidates.
    • Create an engaging career website: Create a website that showcases the company’s employer brand and provides information about job openings and the application process.
    • Use employee referrals: Encourage current employees to refer friends and acquaintances who they think would be a good fit for the company.
    • Host job fairs, networking events and other recruiting events: Attend industry-specific job fairs and networking events to connect with potential candidates.
    • Offer internships, mentoring and other development opportunities: Offer development opportunities such as internships and mentoring programs, to attract and retain young talent.
    • Create an Employee Value Proposition (EVP): EVP is a statement that describes what an organisation can offer to its employees in terms of career development, work-life balance, compensation, benefits, and culture.
    • Measure and Evaluate: Regularly measure and evaluate the effectiveness of employer branding efforts and make adjustments as needed.

    Overall, leveraging employer branding requires a combination of effective communication strategies, technology and a supportive organisational culture. It requires a consistent effort to build trust and open lines of communication and a willingness to listen and respond to employee feedback. By leveraging employer branding, organisations can improve employee satisfaction and productivity, reduce turnover, and make better decisions.

    Must Read

    The Role Of Company Culture In Attracting Top Talent

  • How To Decline A Job Offer You Already Accepted

    Introduction

    Accepting a job offer can be a big decision, and sometimes, even after accepting an offer, individuals may realise that the job is not the right fit for them.

    There can be various reasons why someone might want to decline a job offer they have already accepted, such as a change in personal circumstances, discovering new information about the company or position, or receiving a better job offer.

    This blog post will discuss the three main reasons why people might want to decline a job offer they have already accepted, and provide guidance on how to handle this situation in a professional and respectful manner.

    The three main points will be:

    1. Understanding the reasons why someone might want to decline a job offer they have already accepted
    2. How to handle the situation in a professional and respectful manner
    3. The potential consequences of declining a job offer and steps to take to minimise the impact.

    Understanding the reasons why someone might want to decline a job offer they have already accepted

    Understanding the reasons why someone might want to decline a job offer they have already accepted is important in order to make a thoughtful decision. Some of the main reasons why someone might want to decline a job offer after accepting it include:

    1. Change in personal circumstances: Personal circumstances such as a change in family situation, health, or relocation can make it difficult for the individual to take on the job.
    2. New information: The individual may have learned new information about the company or the job that makes them uncomfortable or concerned about accepting the offer.
    3. Better job offer: The individual may have received a better job offer with more favourable terms and conditions.
    4. Company culture: After accepting the job offer, the individual may have realised that the company culture does not align with their personal values or work style.
    5. Compensation concerns: The individual may have accepted the job offer with the understanding that certain compensation or benefits were included, but later found out that it was not the case.

    It’s important to note that these reasons can be valid and understandable, but it’s also important to take into consideration the consequences of declining a job offer and the impact it could have on your career.

    How to handle the situation in a professional and respectful manner?

    Handling the situation in a professional and respectful manner is important to maintain a positive relationship with the employer and to minimise any negative impact on your career. Some steps that can be taken to handle the situation in a professional and respectful manner include:

    1. Communicate clearly and promptly: Let the employer know as soon as possible that you will not be able to accept the job offer, and be clear and honest about the reasons for your decision.
    2. Show appreciation: Express appreciation for the opportunity and the time the employer invested in the recruitment process.
    3. Be flexible: If the reasons for declining the job are not severe, consider discussing if there are ways to make the job more suitable for you and if it’s possible to negotiate the terms and conditions of the job offer.
    4. Provide a written notice: Provide a written notice of your decision to decline the job offer and include your contact information in case the employer needs to reach you.
    5. Maintain a good relationship: Keep the lines of communication open with the employer and maintain a good relationship. This could be beneficial for your future job prospects.

    By communicating clearly and promptly, showing appreciation, being flexible, providing a written notice, and maintaining a good relationship, you can handle the situation in a professional and respectful manner, and potentially minimise any negative impact on your career.

    The potential consequences of declining a job offer and steps to take to minimise the impact.

    Declining a job offer after accepting it can have potential consequences for the individual, both professionally and financially. It’s important to be aware of these consequences and take steps to minimise the impact.

    1. Reputation: Declining a job offer can damage an individual’s reputation and may cause potential employers to question the individual’s commitment and reliability.
    2. Burned Bridges: It could also burn bridges with the employer and could make them less likely to consider the individual for future job opportunities.
    3. Legal Consequences: If the individual has signed a contract or non-compete agreement, there may be legal consequences for declining the job offer.
    4. Financial Consequences: Depending on the circumstances, the individual may be required to pay back any relocation expenses or signing bonuses they received from the employer.

    To minimise the impact of declining a job offer, the individual can take the following steps:

    1. Communicate professionally: As stated earlier, communicate clearly and promptly and express appreciation for the opportunity and the time the employer invested in the recruitment process.
    2. Maintain a good relationship: Keep the lines of communication open and maintain a good relationship with the employer, this could be beneficial for future job prospects.
    3. Be honest: Be honest and transparent about the reasons for declining the job offer, this can help to mitigate any potential negative impact on the individual’s reputation.
    4. Seek legal advice: If the individual is concerned about any legal consequences, they should seek legal advice.

    By being aware of the potential consequences and taking steps to minimise the impact, the individual can navigate the situation in a professional and respectful manner and minimise any negative impact on their career.

    Sample Letter Turning Down a Job Offer After Accepting

    [Your Name]

    [Your Address]

    [City, State ZIP Code]

    [Email Address]

    [Phone Number]

    [Employer’s Name]

    [Company Name]

    [Address]

    [City, State ZIP Code]

    [Date]

    Dear [Employer’s Name],

    I am writing to inform you that I will not be able to accept the job offer for the [Position Name] role that I accepted on [Date]. I want to express my gratitude for the opportunity and the time you invested in the recruitment process.

    I have recently been presented with [new job opportunity/ personal circumstances that have changed] that I believe will be a better fit for my [career goals/personal situation]. I apologize for any inconvenience this may cause and I hope you understand my decision.

    I want to assure you that I have the highest regard for your company and the work you do. I appreciate the time and effort you put into the interview process and I hope that we can maintain a positive relationship in the future.

    Please let me know if there is any further information you need from me or if there is anything else I can do to assist with the transition.

    Thank you again for your time and consideration.

    Sincerely,

    [Your Name]

  • 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 become the standard for most. 70% of the workers will be remote working at least five 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?

    Is it right to go remote permanently? Advantages & Disadvantages

    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, Or even on weekends if they are no longer bound to an office. The flexibility 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, leading 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 who don’tdon’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. 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’tisn’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. It would help if you also considered 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’tdon’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: while 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 regularly 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, and other IT tools. You’llYou’ll also need to think about making changes to fulfill health and safety regulations.

    Conclusion

    Working remotely was on the rise before 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.

  • Boolean Search in Recruitment

    Today’s careers and jobs are highly competitive, and the job roles demand an extremely specific skill set from the candidates. To select the correct candidates for the correct job, especially candidates with a great quality of work and high caliber, is a feat in and of itself. Studies show that recruiters spend an average of 13 hours looking for candidates for one single job role. How can this task be simplified? By using the Boolean Search Algorithm!

    What is the Boolean Search Algorithm?

    Boolean search, in simple terms, provides a filter of sorts that narrows down the search results according to your specifications using tools called the ‘operators’ which will be discussed further in this article. This query methodology was invented by George Boole who was an English mathematician and has greatly influenced the evolution and optimization of search engines such as Google.

    Boolean Search allows a recruiter to effectively identify candidates best fit for a certain job role. It functions as an advanced search wherein you can include or exclude specific words and tags using the boolean operators to select candidates fit for a unique work position. Using the operators creates a ‘complex search string’ through which the recruiter/ employer can pick the ideal candidate over a range of relevant ones. This streamlines and optimizes the recruitment process.

    Basic Boolean Search Operators that every Recruiter should know about

    To create the aforementioned complex search strings, 6 basic operators come in extremely handy. They can be used multiple times in a search query and have to be written in the upper case. This separates the operator from other keywords in your query string. 

    Operator 1: AND

    AND is an operator that is used when you want to include multiple criteria all of which need to be fulfilled by the candidate for whom you are looking. For example, if as a recruiter you are looking to recruit a graphic designer, you could use the AND operator to search for ‘graphic AND designer’ which would imply that your vacant job role is for someone who is proficient in graphic editing and is a trained designer. 

    Operator 2: OR

    OR operator is also used when you want to include multiple criteria in your search query but you only need one of the criteria to be satisfied in your ideal candidate. For example, if you wish to recruit somebody for handling equipment in your clinic you would either look for a clinical technician or a biomedical engineer using the OR operator- ‘clinical technician OR biomedical engineer’. This will show you a list of candidates who are only clinical technicians, or only biomedical engineers, or are qualified for both posts. 

    Operator 3: NOT

    The NOT operator is used to exclude results that include unwanted criteria that you look for in a candidate. This operator helps you filter your results to a great extent, and is perhaps has the most common and frequent applications from among all the boolean operators. One of the best examples to illustrate the use of the NOT operator is to filter new candidates looking for open positions in organizations from existing job seekers wishing to change their current job roles by applying to these vacant positions. Here’s how the not operator is used in such cases- a (-) sign  is used before the keyword without any space when searching on Google or LinkedIn; 

    NOT jobs= -job

    NOT HIRING= -hiring 

    Operator 4: Brackets/Paranthesis

    Much like mathematics, the bracket/ parentheses operator is used to provide an order of importance to your keywords in your search string. They help in grouping and prioritizing the criteria using which you are looking to recruit candidates into your organization. This operator mainly comes into play when you use other operators in your search query. 

    For example, if you search for something like- ‘computer AND engineer OR developer NOT hiring’ this sends your search engine into a tizzy of confusion as it does not have clear instructions as to what results should be signified before others. This could lead to unsatisfactory scouting of recruits. 

    So if you add a bracket around one of the operator queries, like ‘computer AND (engineer OR developer) -hiring’ the search engine algorithm will look for candidates who are either engineers or developers, both of whom are proficient in computer sciences. 

    Operator 5: Quotes/ Quotations

    The quotes or the quotations operator is only used when you want an exact phrase or word or criteria included in your search results verbatim. This operator is very prevalent among other general searches, like looking for a specific interview on the internet but you only remember a snippet of it or a song to which you only remember one or two lines of the lyric.

    In recruitment specifically, this operator is used to scout candidates for a niche job role. However, recruiters are advised to use this operator for scouting only when they know exactly what to search for, or else it is an open invitation to unwanted search entries which will take more time to filter down. For example, if you are looking only for a software engineer, not a developer, this is how your search string would look: ‘“software engineer”-developer’. This would show you candidates who are only specifically software engineers without any developing background. 

    Operator 6: Asterisk

    The asterisk operator is used to look for the different variations of a root word. For example, ‘develop*’ would show you search results including developer, development, developed developing, etc. 

    In the field of recruitment, if you are looking for somebody to occupy a managerial position, enter ‘manag*’ into the search engine for which the results will show candidates who have listed words like manager, manage, managed, management and managing. The tricky part with this operator is to know the root word. If you enter ‘manage*’ in your search engine, results including managing will not be shown.

    Advantages of the Boolean Search algorithm

    1. It speeds up the recruitment process to a great extent as the recruiters don’t have to sort through applications manually.
    2. The algorithm is cost-effective. It is virtually free and can be accessed or applied from anywhere on the planet.
    3. This algorithm gives the recruiters a great amount of control over the applications and can customize their search to fulfill the job role in the vacancy. 
    4. Through the Boolean search algorithm, recruiters don’t need to wait for viable candidates to come and apply for the job. Here the employers themselves can reach out to the ideal candidates for the work position in mind. 
    5. It helps the recruitment team narrow down and streamline the applications of ideal candidates without having to go through tedious paperwork and interviews. 

    The Boolean search algorithm is a technological revolution. It has numerous applications, one of them being a tremendous aiding tool in the recruitment industry. It saves time and improves the quality of the candidates that you wish to induct into your organization. 

  • What is Employer Branding?

    The employer-employee dynamic has evolved and progressed over the year and has come a long way. Once upon a time, the employer used to be an intimidating power who could make or break your career with strict profile evaluation and background checks. But today, employers can be easily researched by potential candidates using the power of the internet. This does not mean that the value of the employer has diminished, this just means that the candidates can now level the previously existing status quo. The employers however need to take measures to attract the best of the best for their company and to do that, they need to build their brand! An employer brand strategy could get you the best quality of candidate pool for your organization which would go a long way in creating the overall company brand as genuine and uncompromising. So let’s get started!

    What is employer branding? 

    Branding stands as the mark of market value, customer service, and products or services that a corporate organization offers. We have many a time used the phrase, “It may be costly but at least it is ‘branded’.”  This is the reliability and trust of a consumer on a product from a well-known brand about its longevity and usefulness.

    So, much like corporate branding, employer branding is something along the same lines. When building your brand as an employer, you essentially influence the minds of job seekers, potential candidates, existing employees, higher management, and stakeholders of the company about your ingenuity as an employer. In simpler terms, it is what the above-mentioned group of people think about you as a professional. It is your personality and the image you have created as an employer that people talk about with their friends and family in your absence. 

    Now employer brand cannot be controlled or owned because it is not something you have with you despite it being your brand! You can influence the way that the brand progresses but can’t own it because it exists in the thoughts and perceptions of everybody you interact with as an employer. These people have an opinion about you which you may or may not agree with but it is their own. 

    What is the importance of employer branding?

    As mentioned above, employer branding is extremely important to your image as a professional employer and in the long run, reflects on the brand of the company you work for. The concept of employer branding has been around for quite a few decades but it didn’t become quite prevalent until the first online jobs were launched into the market. Almost abruptly, a huge number of candidates had access to millions of job opportunities from across different countries. This reduced the pressure on the employees to stick to one job for financial stability. With the advent of the world wide web and the revolutionary internet, employees, job seekers, and potential candidates could research their employers and form a perception of the kind of person you are with the work you have done! But the story doesn’t end with the image of the employer. This image goes on to attract and keep the good quality candidates within the company, attracts and keeps hence improving the quality of work.

    1. A huge number of candidates look at your reputation as well as the company’s brand image while considering career opportunities and growth in your organization. 
    2. Several job seekers look up your culture and values while looking for a job, mostly to see how you handle diversity as an employer.
    3. A large number of candidates have no problem turning down a job offer from a branded company with bad employer branding. This way, the company is losing on potential quality candidates. 
    4. Statistics show that companies with poor employer brands must increase their wages to attract job seekers and candidates, which could be financially devastating for the company in a long run. 
    5. Studies also show that a company with good employer branding is more likely to retain talented employees without a pay raise than companies with a bad employer brand. 
    6. Additional survey sources show that a majority of the young adult population would forgo a well-paying job position in exchange to work with a company that has good employer branding, mainly for gaining experience and professional growth.
    7. Less than 50% of a workforce of a company with weak employer branding would recommend the company to friends and family, which could be damaging, as employee referrals are one of the greatest sources of job applications. 

    All in all, your employer brand could make or break the employer-employee relationship that defines the quality of work at every organization.

    What is the process of building an employer brand?

    1. Familiarize yourself with the company. Understand its USP (unique selling point), its values and ideals that it stands for, and how to integrate yourself as an employer in its fabric. An employer must keep in mind that their brand must be a reflection of the company’s brand for the coherent growth of the organization as a whole. 
    2. Research your employer brand and analyze where it is lacking. You may be well-versed with your company’s current standing in the market or how well your products and services are doing. To round it all up, conduct surveys and audits with your existing employees to understand their perception of the brand and fill the gaps wherever necessary. 
    3. Engage your current employees and make them feel comfortable. As an employer, you must be a figure that they can trust and confide in, rather than a person of intimidating and unapproachable power. Celebrate their successes with them and lift them in a downfall. Encourage them to update their professional skills and update their profile. Incentivize the tasks that you give to them to motivate them to put their best foot forward!
    4. Ask your employees to write honest reviews on social media pages or job listing sites about the company and share any open positions or vacancies among their circle. This will improve the authenticity of the organization in the eyes of the common public. If your employees are happy, there is bound to be an inflow of applications of candidates who are genuinely looking forward to working with you and your company. 
    5. While onboarding an employee, make sure that they are comfortable with the induction process and the team that they are allotted. Studies show that the first 90 days of any new job is critical to retain the employee for a long-term run in the company. You could arm the recruit with instructions and tools that would help them start and settle in their new role smoothly.
    6. As senior personnel in the organization, your employees would look up to you for guidance. In such cases, you could offer them seminars and training sessions to help hone their skills. You could also offer professional certifications as a company package which would propel their profiles to a great extent and help them explore several avenues professionally. This would also renew the interest of your employee coming to work every day!
    7. Finally, while listing out job vacancies, make the job description interesting and catchy. This would pique the interest of potential candidates and would look up the company brand eagerly. 

    How to improve an existing employer brand?

    1. Market your brand value and the work culture and ethic instead of the money you would pay to potential candidates. While many of the applicants would be money-driven, good quality and potential candidates would mostly be the ones looking for work experience and professional growth as opposed to the compensation package they would be offered by a company. 
    2. Use social media to market your brand strategy and start a company blog. These platforms are ideal to voice your views and opinions and make the managerial panel more approachable and relatable. These platforms can also highlight policies and ideals which are unique to your company and can conduct programs to show to the public that you as an employer are insistent on employee well-being. 
    3. Show off your workspace using high-quality videos and pictures. You could record a video from the CEO or the director to welcome new employees, or conduct staff interviews to show the public a normal workday at the company. Allocate a separate budget for this program while planning your finances. 
    4. Last but not the least, keep your workforce diverse. Include every ethnicity, color, and, gender without any bias. Encourage ideas from each one of your employees equally. This not only promotes a healthy work environment but at the same time, shows that your company can push boundaries and build on them productively. 

    Employee branding is a slow process, but if done correctly, the results are staggering. It isn’t easy, and rushing the process would get you nowhere. Once each of these steps and strategies is employed meticulously, the employer brand grows into something more organic and self-evolving! Good luck!

  • Why is hiring top talent important?

    Talent Acquisition is vital for every business, as human capital accrues various benefits to the company, and the finest talent generates immense value to the organization. The current job market is competitive and dynamic. To ensure profitability, the right personnel are recruited through various methods, which are given in this article. 

    The importance of the top talent for companies can be explained by looking at their developmental strategies. If you want to grow your business and scale heights, then the most prominent factor is the value of assets in the business, and reputation is paramount of all assets. Finest talents work with the top and prestigious companies. In this article, you will get to know how you can gain a reputation in your field and attract and retain the best talent. 

    Why is hiring the best talent important?

    Employees are believed to be assets for any company. They are specialized in the work they do. Hence assigning the right role to the right person is the chief purpose of Talent Acquisition. Recruiting the potential personnel and utilizing their skills efficiently is important to get the work done timely and with the least wastage of resources. Hiring top talent is vital because they are specialized to perform their duties effectively and efficiently, which means they respect deadlines and complete the work by utilizing resources to their full potential and avoiding wastage. 

    Talent drives business value so that it is able to stand in a competitive job market. A business should always welcome fresh talent and innovative ideas, which enhances its profitability. Talented employees are always determined to fulfill their duties and responsibilities within the deadline and simultaneously planning for future projects. Ideal candidates work for the organizational goals, leaving aside their own interests. Therefore, hiring the best-talented people is necessary for every organization.

    What are the best recruiting strategies to attract talented people to your company?

    High-rated recruiting strategies to draw the attention of top talent towards your business are:  

    1. Employer Branding

    An ideal candidate is needed for long-term job positions. A strong employer branding strategy is needed for attracting the attention of prospective candidates, as no one will be interested in a job where the employer branding is low.

    2. Campus Recruitment

    Businesses should go for campus recruitment as it brings competitive personnel with fresh talent. Recent graduates are full of enthusiasm, and they know about the dynamics of the competitive job market. Companies must tie up with colleges and universities and organize events that enable the aspirants to work in a professional environment to attract new and talented candidates. 

    3. Perks and Benefits

    Employees should be provided with perks such as bonuses, paid leaves, family vacations, and benefits like employee recognition and appreciation programs. The salary should be such that it satisfies both the employer and the employees. 

    4. Broader Job Vacancy

    The job description should mention everything related to the job position. There should be transparency while designing job descriptions. But not every minute detail should be part of a job vacancy post. To attract talent, there should be a broader job vacancy with a good amount of information.

    5. Recruiting through Social Media

    Social media has become the most common and suitable platform to promote the business and search for prospective candidates. It is a great way to attract talent, if done in an innovative way, also easy and inexpensive. Social media platforms like Facebook, Instagram, Twitter etc. have become means to acquire talented people for your business. 

    6. Shorter Selection Process

    It is significant to remember that the selection procedure should not be delayed, as the competitors might attract the finest aspirants towards themselves, and you might lose the creamy layer to them. Always ping the candidates that you wish to select for the job role soon after screening their application. If you delay the process, the candidates might lose interest in your company.

    How can I retain top talent in my business?

    Talent Retention is also a major factor that determines the smooth functioning of the business. Talent Acquisition alone is not enough, as when the finest aspirants don’t get ample opportunities for career growth, they tend to leave the company. Hence, Talent Retention is pivotal to the success of every business.

    Companies can organize competitions, field trips, training and development of employees, promotions, perks and benefits, transparency, excellent teamwork, flexible schedules and motivating them to recognize their worth. Making the employees part of big projects that also gives them sufficient career advancement opportunities is also a method of Talent Retention.

    What type of jobs requires greater talent?

    All jobs, whether skilled or unskilled, require specialization. Even unskilled jobs require some degree of accuracy and efficiency to ensure greater productivity. Educated and skilled personnel is of utmost importance in the company, especially in the fields of Human resources, Marketing, Finance and Operations.

    What is meant by Talent Management?

    Talent Management comprises the full cycle that involves identifying potential candidates, onboarding, motivating, training and retaining talented candidates. This process helps in enhancing business activities and increasing productivity. There are seven components of Talent Management:

    1. Strategic Employee Planning– It refers to the process of deciding the role and responsibilities of the personnel. Every organization has certain goals to achieve, which is possible with the right planning, assigning the roles to the employees, and determining the personnel that you will require to fill the gaps.

    2. Talent Acquisition and Retention– This is the process of attracting top talent to your business, recruiting them and retaining them by giving them ample opportunities to enhance their career and providing them a better job climate.

    3. Performance Management– The basic theory of assigning the right job to the right person is nothing but Performance Management. It is necessary because every person is specialized in some of the other fields. If someone from the finance department is allotted the responsibility of marketing, then the business will not be able to achieve its goals on time. 

    4. Learning and motivating– Learning is the acquisition of skills and interests, acquiring knowledge and efficiently managing the task assigned. The motivation of employees is equally important as, without motivation, they will not apply what they have learned, and it will become difficult to achieve organizational goals. When they realize how important is their contribution to the company, they will know their worth and be motivated to contribute more.

    5. Compensation– Acknowledging employees and rewarding them, in cash or kind, and giving them extra perks and benefits, such as family vacations, paid leaves, employee appreciation programs, time flexibility and so on, will recognize the value and efforts of the employees.

    6. Career Development– This is related to the training and development of the employees and has its roots in Talent Retention. This is done to ensure that future leaders have the necessary tools for professional advancement. 

    7. Succession Planning– Succession Planning relates to the process of deciding in advance about the key roles and the gaps that will appear in the future. This process ensures that the organization will function smoothly if there is a plan that will aim to fill the key position.

     Conclusion

    Identification, acquisition and retention of talent is the secret of the success of every business. Hiring the top talent is important as these employees work for the organization effectively and efficiently. To attract the attention of prospective candidates, there are modifications required in the strategies of the recruitment process. Talent Retention is equally important as Talent Acquisition. Almost every job requires people who are specialized in their work. Hence, the process of Talent Management is followed to achieve the goals of the business.

    Questions

    1. How can I catch the attention of talented people in my business?

    To attract talented and skilled people to your business, you need to modify your recruitment strategies. Some points to remember are: Have a strong employer branding strategy, broader job vacancy, shorter selection process, campus recruitment, social media recruitment and perks for the employees. 

    2. What is Talent Management and its components?

    Talent Management is the cycle of attracting talented candidates and utilizing their skills for achieving organizational goals. Its components are Strategic employee planning, talent acquisition and retention, performance management, learning and motivating, compensation, career development and succession planning.

  • Startups & How to Pitch the Investor for Funding?

    Startups are small businesses that were formed with the goal of creating a one-of-a-kind product or service, bringing it to market, and making it appealing to customers.

    Startups are built on innovation, fixing flaws in existing products or inventing completely new categories of goods and services, causing entire sectors to change their methods of thinking and conducting business. Startups in Big Tech, such as Apple, Google, Facebook, Netflix, and Microsoft (together known as FAANG stocks), are well-known, but firms like WeWork, Peloton, and Beyond Meat are also considered startups.

    If you want to start a new business, this guide is the holy grail for you.

    How Does a Startup Work?

    A group of employees works together to create a product that customers will want to purchase. Regular businesses just repeat what has already been done. A potential restaurant manager can license an existing business. Such that, they operate according to a pre-existing template for how a business should function. A firm, on the other side, tries to create an entirely new template.

    How Are Startups Funded?

    • Bootstrapping is a preliminary round in which the founders, their colleagues, and family invest in the company.
    • After then, “angel investors,” or high-net-worth people who invest in early-stage firms, provide seed capital.
    • Then there are the Series A, B, C, and D fundraising rounds, which are primarily headed by venture capitalists and involve investments of tens to hundreds of millions of dollars.
    • Finally, a business may elect to go public and raise money from investors through an initial public offering (IPO), a specific purpose acquisitions company (SPAC), or a direct registration on a stock market.

    Types of Startup Funding 

    • Small business loans

    When it comes to financing options, small company loans are the bread and butter. Small company loans are similar to personal loans in that you’ll be authorized for a certain amount of money with a specific interest rate.

    Banks and financial institutions, some of which may be located through the Small Company Administration, can help you acquire a small business loan (SBA). Remember that, just like a home loan, you’ll need good business credit. This will enable you to obtain a larger loan with a cheaper interest rate, lowering the total cost of the loan.

    • Funding rounds

    Many businesses may go through many financing rounds or periods in which they seek various forms of investment. Series A, Series B, and Series C investment rounds are divided into three categories, each matching the company’s stage. Money is often swapped for business shares in every financing round, implying that investors expect a payback.

    Funding rounds may be required to get your business off the ground, engage in critical marketing, or assist in getting your product to market.

    • Venture capitalists

    A venture capitalist (VC) is a sort of private investor who invests in potential new businesses. Members of a bigger venture capital company frequently venture capitalists. These corporations frequently have boards that deliberate on certain companies to support.

    If the venture capital firm chooses your startup, a VC will contact you with a financial offer. Usually, venture capitalists purchase stock in a firm with the expectation of receiving payment in some way if and when the company succeeds. However, if your company fails, the VC has made a poor investment and will get nothing in exchange.

    You could be a suitable candidate for venture financing if your business is past the idea stage and has a minimal viable product. Venture capitalists are businessmen who don’t take needless risks. Startups need to be prepared to offer their service or product to the public but lack the cash to do so in order to attract venture capital investment.

    • Angel investors

    Angel investors are wealthy individuals who invest in startups and budding entrepreneurs. Angel investors, unlike venture capitalists, usually work alone and are not part of a board or business.

    Angel investors, like VCs, anticipate a return on investment because they’ve bought some kind of stock or ownership in your firm.

    Angel investors, like VCs, might be left high and dry if they make a terrible investment. As a result, they are a safer alternative to typical company loans. But keep in mind that you’re selling stock in return for cash. Since a result, you may no longer have total control over your company, as you will be required to meet the needs of your investor.

    If you’d like to engage angel investors, make sure your company is well-organized and that you have a strategy in place. Angel investors are generally regarded as part of the initial round of investment, which means they offer cash to startups. As a result, angel investors are an excellent fit for startup companies with only a concept.

    Angel investors, like geniuses, are difficult to come by and aren’t necessarily as well-organized as a venture capital company. Angel investors might be relatives or friends. As a result, they’re a bit of a wild card. Someone you know who has money may be a prospective angel investor.

    • Crowdfunding

    Crowdfunding is the way ahead for many people with a company concept but little or no capital. Crowdfunding is a kind of fundraising in which private supporters (individual investors) buy your goods or services before it is released to the general public. This allows entrepreneurs with a good concept to raise funds for their venture in exchange for offering a product or service to its backers.

    Crowdsourcing may be done in a variety of ways, including hosting local or online events, although it’s increasingly popular to use crowdfunding sites like Kickstarter or Indiegogo. Users may quickly browse hundreds of ideas on these sites and back the ideas they’re enthusiastic about.

    You could be a good candidate for crowdfunding if you offer a consumer-oriented good or service. You’ll need a strategy for using any money, as well as a thorough map of the funds needed and how they’ll be spent. To offer openness to your investors, several sites, like Kickstarter, require you to put out your financial targets or stretch goals.

    • Equity crowdfunding

    Equity crowdfunding is similar to crowdsourcing in that it involves raising money from a large number of individuals. You are not selling your goods or service, with the exception of traditional crowdfunding. Equity crowdfunding entails the sale of stock in your firm. This entails selling a variety of holdings in your firm, such as stocks, revenue shares, and so on.

    Suitable for: Equity crowdfunding is better suited to enterprises in the early stages since it entails selling equity rather than a marketable product or service. Stock crowdfunding may be a wonderful method to get your firm off the ground if you’re confident in selling stock and have a good business plan.

    • Incubators

    A business incubator, sometimes known as an accelerator program, is a group committed to assisting new firms in getting off the ground. Incubators are typically created and sponsored by other businesses that wish to assist new businesses to achieve their full potential. Incubators frequently provide workspace for businesses, as well as money and coaching.

    There are a variety of incubator groups to choose from, so if you’re interested, do some more research to find local and worldwide possibilities.

    An incubator may help almost every early-stage company or entrepreneur. Those with a strong company concept and the team will gain the most, but even companies that are just getting off the ground might tremendously benefit from the appropriate incubator.

    How do you pitch a startup?

    Your startup pitch is crucial to your success, and understanding how to pitch a business is crucial. If you can’t find buyers for your company, no matter how inventive, well-thought-out, or possibly profitable your product concept is, your company will have a tough time scaling up and attaining widespread success. Raising financing, of course, offers a particular set of problems that many entrepreneurs face. Your potential investors won’t just take your word for it that your firm will succeed; you’ll have to show them that financing in your startup will give them a decent return on investment. Obtaining funding demands putting together a great, engaging proposal that persuades investors to support your firm.

    1. Keep your startup pitch short and sweet

    When pitching your business, the most crucial thing to keep in mind is that investors are bombarded with investment offers. Startup activity has continued to rise above pre-recession values, giving investors a wide range of options for where to put their money. That implies you must explain your company idea and strategy to provide investors with a return on investment in a clear and concise manner.

    Begin with a quick description of your business concept that expresses your vision and purpose right away. Describe the problem that your startup is seeking to address and why your company is the best candidate to solve it. Outline how your company intends to make money. Above all, don’t get mired down in little details that detract from your main point.

    2. Maintain control over the timing of your startup pitch

    It’s essential to make the most of the time you have to present your company pitch. Nothing irritates investors more than a protracted pitch; on the other hand, you don’t want to spend the precious time you have by being too short. That either you or your potential investor sets the time limit for your pitch, stick to it and time your speech so that you don’t have to rush to the conclusion.

    Additionally,

    • Manage your rhythm during the pitch to avoid running over or, worse, floundering and running out of things to say in the first few minutes.
    • Remember that slides are only a tool for you to utilize, not a crutch. To put it another way, never directly determined from a slide but never spend longer than 3 minutes on a single presentation.
    • Keep a steady pace and avoid hurrying. You want to keep your audience engaged without overloading them with information or giving them too much time to reflect on anything else other than your delivery. It’s an indication that you’re moving too slowly if your listener is fantasizing.
    • Allow enough time for inquiries. If someone is going to invest in your business, a successful pitch realizes that a discussion is required. After all, you want possible potential investors to share your enthusiasm for your business, just as you do with anybody who would listen.

    3. Tell your startup story

    When delivering a pitch, it’s easy to become mired down in statistics, figures, and spreadsheets, yet this material will nearly always fail to pique your investors’ interest. Instead of treating the chance as a sales pitch, utilize it to teach prospective investors about your company’s history. This kind of narrative will create your pitch far more memorable and entertaining for your viewing public. If your client needs actual data, they can always request it from you.

    It’s as easy as this to tell a story:

    • Developing a professional demeanor yet being emotional and enthusiastic.
    • Looking around the room. Know when to crack a joke and when to move on to a more serious subject. You may go to the same place in any method, but only one will connect with your viewers.
    • Just in as a support framework for your startup’s story in a subtle way.
    • Making something that is both memorable and distinctive to your startup.

    4. Stay focused

    However, don’t lose track of the purpose of your pitch while you tell your narrative. Honoring the schedule of your clients should always be at the forefront of your attention. To prevent having lost in unimportant tangents, make sure your pitch’s main parts are clearly developed and highlighted when writing it.

    5. Demonstrate how your startup’s product or service is distinctive

    One of the most important aspects of attracting investors is demonstrating how your service or product differs from others on the market. It isn’t enough for your startup to be able to address an issue; it must be able to tackle a specific issue in a way that no other company can, and you must be able to demonstrate this in your pitch. It’s a good idea to point out any patents or licenses your product possesses, as well as any big buy orders or distribution arrangements, to back up your claims.

    6. Allow potential investors to get a firsthand look at your product.

    Allowing investors to see and feel your product personally is another great method to demonstrate the unique characteristics of your product. Images or photos of your product might help investors visualize it, but if at all feasible, allowing your audience to grasp it or check out a live demo can boost your effectiveness.

    7. Determine who your intended audience is and why they are important to you

    Investors are interested in knowing what your product is, but they also want to know who will use it. Using data about your target audience to build a map of your ideal client can assist investors to see that your company’s new product has enough need to warrant their investment.

    Whether your business is focused on a product or service, one thing seems certain: you must have an intended audience if you want to earn money. To target your core demographic, use psychographic and demographic information. Explain why these people are your target market. Use relevant statistics to back up your assertions and demonstrate the profitability of focusing on a certain demographic.

    8. Know your numbers

    You’ll still need to talk about the main statistics that investors care about when telling your business’s story: how much capital your startup needs to raise, what your present overhead is, where you need to get to be successful, and what your schedule is for getting there. While providing too many statistics in your pitch might detract from your focus, incorporating a few key data in your pitch will help you to show that you are ready and understand what is important to your company and industry.

    Top 6 Crowdfunding websites in India

    • Indiegogo
    • SeedInvest Technology
    • MightyCause
    • StartEngine
    • GoFundMe
    • Patreon

    Can I start a startup while working?

    Many businessmen start their businesses while working full-time for another company. This arrangement allows them to receive a wage while also allowing them to concentrate on their business. While this is an ideal scenario, it is tough to manage. It necessitates a careful balancing act. When most workers begin working, they sign employment contracts. These agreements might range from basic secrecy or non-compete contracts to full-fledged employment contracts with numerous limitations. Outside of typical office hours, operate your startup. It’s challenging, yet many businesses have succeeded. 

    Entrepreneurs have a habit of telling everyone they know that they own a firm. They frequently brag about their accomplishments to particular coworkers. This is not a good idea since it might backfire. Taking pride in one’s accomplishments may frequently invite unfavorable attention. Colleagues may develop a negative impression of you. Supervisors may be skeptical of your work ethic or commitment to the firm. It’s never a happy ending.

    Conclusion

    If you’re a business owner, you’ll need to know how and when to pitch your idea. Even if you don’t intend to seek investment, having a strong elevator presentation demonstrates that you understand your company through and out, which will come in helpful if and when you opt to seek funding.

  • 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.