Zigsaw Blog

Category: employer

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

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

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

    How to register your business? Step by step Guide

    Step 1: Incorporate your Business

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

    Step 2: Register with Startup India

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

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

    Step 3: Get DPIIT Recognition

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

    Step 4: Recognition Application

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

    Step 5: Documents for Registration

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

    Step 6: Recognition Number

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

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

    Step 7: Other Areas

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

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

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

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

    How to generate a GST number?

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

    Conclusion

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

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

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

    How does Talent Acquisition Analytics work?

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

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

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

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

    What are the benefits of Talent Acquisition Analytics?

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

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

    1. Predict the success of a candidate

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

    2. Job applicants who are a good fit

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

    3. Remove bias from the equation

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

    4. Benefits for employees should be tailored

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

    How can you make the most of talent acquisition analytics?

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

    1. Allow automation to take care of the heavy lifting

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

    2. Keep track of key performance indicators

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

    3. Establish a culture of trust

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

    4. Determine where you can improve

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

    Conclusion

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

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

  • Common Human Resource mistakes that can harm your business

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

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

    What are the common mistakes made by the HR department?

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

    1. Absence of written rules and policies

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

    2. Fallacious commitments

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

    3. Reckless recruitment

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

    4. Insufficient employee documents

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

    5. Favoritism

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

    6. Overlook employee training

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

    7. Excessive interaction with employees

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

    8. No value for employee privacy

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

    What are the weaknesses of Human Resource Management?

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

    1. Time and expense considerations

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

    2. Uncertainty

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

    3. Insecurity among existing employees

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

    4. Flexibility issues

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

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

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

    Conclusion

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

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

    Questions

    1. What are the common mistakes of HR managers?

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

    2. What are the limitations of Human Resource Planning?

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

  • What is the best Alternative to Employee downsizing

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

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

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

    What Is Downsizing?

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

    How Does Downsizing Work?

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

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

    Finding a Job after Downsizing

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

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

    Best Alternatives of Employee Downsizing

    Redeployment 

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

    Furloughs and decreased hours are being used to minimize payroll expenditures

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

    Pay reductions and pay reductions with incentives

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

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

    Levels of defense 

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

    Work sharing 

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

    Offering remote/telecommuting employment or relocating to a smaller workplace

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

    Conclusion

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

  • How can Job Fairs be helpful for volume recruitment?

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

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

    Why do companies go for bulk recruitment?

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

    What are Job Fairs? 

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

    How can Job Fairs help in volume recruitment?

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

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

    What are the merits and demerits of Job Fairs?

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

    – Merits

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

    – Demerits

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

    What are points to remember while recruiting through Job Fairs?

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

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

    How has volume recruiting affected by COVID-19?

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

    Conclusion

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

    Questions

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

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

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

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

  • How to write a REJOINING Letter? Step-by-step Instructions

    You may need to take a very long leave of absence at some point during your work, such as if you get unwell, need to take paternity leave or need to care for a dear one. Before you can resume work after a leave, your company may require an official letter of purpose. On this page, we’ll go over why it’s important to write a return to work letter after getting a leave of absence, how to plan for your return to work and how to write a return to work letter.

    What is a Rejoining Letter?

    A rejoining letter is a formal letter issued by a former employee requesting to return to the firm. A rejoining letter is often written to the corporation’s Manager or Managing Director or CEO or HR administrator.

    A rejoining letter is a notifying letter sent to a company requesting that they rejoined the organization. If a member quits his or her place of employment for personal reasons and desires to rejoin the organization, a letter is written to the company with a request to join the organization.

    However, after your capitulation is accepted, it is tough to rejoin the organization since the organization loses trust in you and has to examine numerous documents for your settlement following abdication. It is far from impossible to rejoin whether there is an unacknowledged abdication. In the instance of long and extended absences, such as maternity leaves or absences due to a medical condition, it might be anything but tough to rejoin the organization for a variety of reasons.

    How to get ready to return to work?

    Here are some suggestions to help you prepare for when you may return to work:

    1. Ask for a phased return

    Contemplate a gradual return to work if you are going back to work after being unwell and are still having lingering symptoms. This will allow you to progressively resume your usual duties. Employees with phased returns can start working part-time on specific days of the week or through reduced workdays, enabling them to come back to work at their own tempo.

    A phased return may limit the sorts of duties you undertake at work until you are healthy enough to resume all of your obligations, depending on the details of your recovery and employment. To establish a strategy that is advantageous to both you and the employer, discuss your requirements and plan with your manager and physician.

    2. Stay in contact 

    Keep in touch with your colleagues and supervisor throughout your time off to obtain frequent information on operations, targets, and other developments to ensure a seamless return to work. If you can’t keep in touch, set up a meeting with your boss either before or right after you return to hear about any advancements or changes you might have missed.

    Keeping in touch with your coworkers might also help you retain good working connections and get support while you’re gone.

    3. Ask for help

    If you have queries or worries regarding your workload after going back to work after a prolonged leave of absence, seek assistance from colleagues, your HR manager, and/or your manager.

    Rejoining Letter Format 

    Every official letter must follow a specific format. Similarly, a rejoining letter should be written by the employee in a correct manner to persuade the appropriate authorities to contact you for an interview. 

    The rejoining letter format:

    • Date
    • Name and designation of the recipient
    • Name and address of the company
    • The subject of the letter
    • Salutation, for example, Respected Sir/Madam
    • Body of the letter  
    • Closing the letter
    • Your name, address and contact number

    How to write a Rejoining Letter?

    To create a successful letter of purpose to return to work, follow these instructions:

    1. Send the letter to the appropriate individual

    You may also need to address your back to work statement to a manager or a human resources person, based on your corporation’s regulations and structure. This individual, in whatever role they have within the firm, is most likely the one who organized your time off from work.

    2. Thank them for approving your leave of absence

    The correct etiquette for a back to work letter, like with other business letters, is to begin with gratitude for allowing your leave. Analyze how your absence helped you to recuperate and recover health, care for a dear one, or otherwise adapt to changes in the household.

    3. Please provide all necessary paperwork

    The paperwork you’ll need is determined on your cause for being absent as well as your company’s rules. This paperwork might be in the type of documentation you were given when you originally took your leave or a particular return to work intention form that your employer needs workers to fill out.

    Furthermore, if you are going to work after being ill or getting treatment, your employer may ask you to submit a doctor’s discharge letter stating that you are well and capable of returning to your previous position. If you want to attach a doctor’s discharge letter, make sure it specifies the cause for your leave as well as any limitations you’ll have to follow when you come back to work.

    4. Describe how you intend to re-acclimate

    Mention specific actions you intend to take in your back-to-work letters to guarantee a seamless transition back to the office and your previous level of performance. You might state, for example, that you’ve spoken with your assistant and that they’ve emailed you meeting notes to assist you in catching up.

    5. Thank you at the end of the letter

    To show your respect and appreciation, thank your supervisor, human resources person, or boss once more for their assistance and flexibility during your leave.

    Conclusion

    And that’s how you should write a rejoining letter. Keep these key points in your mind while writing. Never forget to close your rejoining letter with gratitude. 

    We would hope you like the article, if you did, kindly share it with your friends and colleagues.

  • ATS Resume Screening

    If you’ve been job searching within the digital age, you’ve probably heard a few sorts of software called “Applicant Tracking Systems” or ATS. An ATS is employed by over 90% of employers today to screen resumes and pass the foremost relevant and qualified candidates forward to the hiring manager. 

    Applicant Tracking Systems (ATS) are software applications that scan resumes and other job recruitment documents for relevant keywords like skills, job titles, and academic background. To pass the ATS scan, your resume has got to be formatted properly and include the proper words.

    Nearly 75% of resumes are rejected by an ATS resume test because they’re not correctly formatted or keyword optimized. This post will tell you ways an ATS works and the way to extend your chances of passing the ATS resume test. We end with an example of an honest ATS-friendly resume format and a valuable hack to urge past the filters. 

    This article will show you: 

    • What an ATS-friendly resume is.
    • How to make a resume ATS compliant.
    • Examples of ATS-friendly resume templates.

    How does an ATS work?

    An ATS resume scanner is meant to scan a resume template for work experience, skills, education, and other relevant information. If it determines the resume may be a good match for the position, it gets sent forward to the hiring manager.

    “The truth is, only a few resumes are read top to bottom by a person when deciding who to interview for employment.”

    An ATS can make searching resumes easier or automated. There are many reasons why it’s so hard to seek out employment, including the large pool of applicants. With over 250 resumes submitted on average for each job posted online, an ATS system saves the hiring team tons of your time and energy. The resumes that don’t meet the pre-determined qualifications are rejected, and therefore the resume isn’t seen by human eyes.

    So what’s the problem?

    The problem is that there are many qualified job seekers who are rejected because their resumes aren’t written and formatted with ATS readability in mind. The reality is, only a few resumes are read top to bottom by a person when deciding who to interview for employment.

    From simple resume formats to identifying keywords, this post has all the answers on getting your resume past an applicant tracking system.

    How to make an ATS friendly resume?

    There are five things a candidate should confine mind when writing your resume to urge past an ATS:

    • Standard formatting
    • Keyword optimization
    • Send as a Word document.
    • Spell out abbreviations 
    • Include relevant information

    1. Standard formatting for ATS scans

    Use a typical resume format freed from any images, designs, charts, and tables. A transparent and concise resume is straightforward for an ATS to process–and it’s also what hiring managers prefer.

    We have a post about the three hottest formats for resumes within the US. We also recently published 200+ resume examples with a downloadable resume template designed for ATS compatibility.

    2. ATS keyword optimization

    This is one of the foremost important elements of a resume with regard to passing an ATS test. Keywords, during this case, ask words that the ATS resume checker could also be trying to find that match the industry or description. The more keywords you’ve got that the employer wants, the greater you’ll score on an ATS scan.

    Your resume should already contain core industry keywords, and therefore the description is another excellent spot to seem for keywords. Making an inventory of core competencies on a resume allows you to simply swap keywords in and out when applying for various positions. If an edge lists knowledge of Excel and Quickbooks as requirements, confirm those skills are listed within the right place on your resume.

    3. Send as a Word document

    A Word document, specifically a .doc or .docx file, is definitely processed by all ATS out there, and it’s also preferred by the bulk of hiring managers. Although most ATS systems now process a PDF, some applicant systems still have trouble with them.

    In our team of experts’ opinion, it isn’t well worth the risk to preserve your formatting on a web application! Send your resume as a Word .doc to rest assured that your resume is often read easily by any ATS.

    4. Spell out abbreviations

    An ATS might not understand all abbreviations, which is why it’s important to spell out an abbreviation you employ a minimum of once. The ATS keyword scanner could also be trying to find the non-abbreviated sort of the word rather than an abbreviation, so make certain to spell out any abbreviations.

    One final reason to try to do this is often to assist anyone watching your resume in understanding what you are doing without confusing or industry-specific jargon. The recruiter or person responsible for hiring isn’t necessarily an expert on the job’s functions. Make your resume easy to understand! 

    Examples of spelling out abbreviations:

    • CPA (Certified Public Accountant)
    • SEO (Search Engine Optimization)
    • MBA (Master of Business Administration)

    5. Include relevant information

    The ATS scans your resume to work out if it contains relevant information and knowledge for a selected job. Don’t submit two pages of experience from a sales position for an accounting job. The ATS will presumably reject you because your resume contains little or no relevant information. 

    If you don’t have any relevant experience, attempt to include education, skills, or maybe reword your past experience, so it’s relevant to the position. You’ll leverage your transferable skills to raised match what this job is trying to find. Now that we’ve gone over all the ideas let’s put it all at once with an honest resume format to use for ATS scans.

    How do I do know if my resume is ATS-friendly?

    Compare your resume to the ATS optimized example above. Concentrate on those aspects:

    • The traditional, reverse-chronological format
    • Relevant keywords used throughout the resume
    • Simple formatting with clear headings
    • Degrees and abbreviations are spelled out.
    • All experience relates to an equivalent career target.

    How to Beat an Applicant Tracking System?

    Optimizing your resume for ATS is a crucial part of the fashionable job searching process. Without listening to keywords, formatting, other ATS-friendly elements, qualified candidates can slip through the cracks.

    Here are some quick recommendations on the way to beat applicant tracking systems:

    1. Tailor Your Resume to the work Description.

    One-size-fits-all resumes don’t work well for contemporary job searches. Customizing your resume for every job gives you the simplest chance of being identified as an excellent candidate. Tailor your resume headline to match the role and prioritize your most relevant skills and knowledge.

    2. Match Your Resume Keywords to Skills Found within the description.

    Optimize for ATS search and ranking algorithms by paying close attention to the keywords you include on your resume. Keywords are most ordinarily the hard skills requirements listed within the description. Include as many relevant skills and keywords as possible on your resume.

    3. Use Long-Form and Acronym Versions of Keywords.

    Recruiters and hiring managers may search by keywords when trying to find candidates. Some ATS will only return exact keyword match results, which suggests that if you included the term “Search Engine Optimization” without its acronym counterpart, your profile might not appear during a recruiter’s look for the term “SEO.”

    4. Use Chronological or Hybrid Resume Format.

    Formats that deemphasize work history, just like the functional resume format, don’t work well for applicant tracking systems that calculate more traditional reverse-chronological formatting to know an applicant’s experience. Recruiters also are most conversant in chronological and hybrid resume formats.

    5. Don’t Use Tables or Columns.

    Even though tables and columns can improve readability for human readers, they’ll cause parsing errors within the ATS.

    6. Use a Screen-Friendly, Traditional Font.

    For readability, it’s best to use a standard serif or Helvetica font. Some ATS will automatically change unfamiliar fonts, which may alter the planning of your resume.

    7. Don’t Use Headers or Footers.

    The information in headers and footers may stray or cause parsing errors inside and ATS.

    8. Use Standard Resume Section Headings.

    Section headers like “Where I’ve Been” in situ of “Work Experience” may confuse applicant tracking systems, causing them to arrange information incorrectly.

    9. Save Your File as a .docx if Possible

    A docx. file is most compatible with ATS.

    Why Are Applicant Tracking Systems Important?

    Applicant tracking systems help ease the workload of recruiters and hiring managers, especially now that the web makes it faster and easier than ever for job seekers to use for jobs. In fact, job board sites like Indeed and LinkedIn allow job seekers to use employing a saved resume and just one click.

    As long as applying is that easy, job postings are getting to receive more applications than hiring teams can realistically read. While applicant tracking systems aren’t perfect, they’re an honest way for recruiters to efficiently range in on top candidates.

    Many ATS goes beyond simple applicant tracking to supply communication, interview scheduling, and onboarding functionality. ATS also saves resumes for later. If an applicant isn’t the proper fit, recruiters and hiring managers can search the system later to uncover resumes that match new positions. If you’ve ever been contacted months later by a corporation you applied to, ATS was probably behind it.

  • Top 10 Recruitment/ATS Softwares

    Historically, recruiting has been an extremely laborious and tiring task for the hiring team of any firm. With huge amounts of data and endless sheets of information, manual hiring was a tedious process. Hours spent on the recruitment process, and if the right talent is not hired, the entire hard work went to waste. To tackle these problems in the recruitment process, in today’s world, where every process is automated with the least amount of human intervention, is the recruitment process. With everything made easy with technology, the recruitment process has also been simpler so that the best candidates can be hired for the organization. The company’s growth and productivity can be enhanced. Let’s have a look at the top 10 recruitment software of 2021. 

    What is recruitment software?

    Recruitment software is something that makes the entire hiring process automated. Starting from posting the vacancy for a job online, making job descriptions, shortlisting the candidates, taking interviews, selecting the final candidates, and the onboarding process of the new hires, recruitment software helps it all! It is used by firms of all sizes, whether big or small, to make their recruitment process a smooth flow and interact with many applicants.

    Recruitment software makes the hiring process easier, less time-consuming and automated. The huge number of emails, notifications can be sent to all the candidates at once and thus helps in selecting the perfect fit for the organization. It makes the work easier for the recruiting team.

    What is Applicant Tracking System (ATS)?

    ATS provides recruitment and hiring tools for various organizations. ATS collects thousands of resumes from various job applicants all around the world and sorts them. Most of the companies, be it small or large, use these ATS to sort out resumes and thus provide the list of the candidates best fit for the firm according to the organisation’s needs. These systems highlight the top candidates and help hire professionals and make the correct fit between the job seeker and the employer. Most of the recruitment software has an ATS embedded in them, and applicant tracking forms a part of the recruitment process.

    What are the benefits of using recruitment software or ATS?

    A recruitment software provides many benefits for the recruitment team. Some of them are:

    • It reduces the time consumption in the hiring process and thus makes the process easier.
    • It increases the productivity of the recruiter.
    • Enhances the communication done within the recruitment team and also with the applicants.
    • Allows the company to hire a good fit for the organization.
    • The in-built analytics feature helps in the critical decision making of the team.

    Which is the TOP 10 recruitment/ATS software of 2021?

    There are many recruitment/ATS software available in the market. Many follow a basic code, while many provide customization according to the client’s needs and demands. Almost every one of them has a predefined method that is followed whenever the hiring process starts. Encapsulation of AI and machine learning has automated all the steps and thus reduced the firms’ workload. But some of them are better than others, and thus based on reviews, usefulness, the number of features provided, and popularity, we have curated a list of the Top 10 online recruitment software. So, here they are:

    1.   Zigsaw Consultancy: An emerging recruitment/ATS, where job vacancies according to different domains and locations can be searched, and communication can occur. Zigsaw is the preferred hiring partner for many firms. Rated a solid 5 star on Facebook and 4.8 on google, Zigsaw makes the hiring process a lot easier. With three dedicated plans to help HRs in their hiring needs, Zigsaw has a clear path in front of it, to be every firm’s HR partner.

    Features: Candidate sourcing, screening, Interview coordination and management, Database management

    Price: 3 models, free model with no cost, rent-a-recruiter model with Rs 15000 per month fixed and Rs 5000 per hire variable and a dedicated hire plan costing 15% of the annual CTC of the selected person (plus GST).

    2.   BambooHR: A leading recruitment/ATS software for small and medium enterprises. It has a cloud-based system where data management is easier due to personalized human resources information system (HRIS). It has an applicant tracking system and also provides customizable offer letter templates.

    Features: Pre Boarding and onboarding facilities, Job requisition, CRM.

    Price: Quotation-based for different firms.

    3.   Zoho Recruit: A powerful recruitment/ATS software streamlines the hiring process due to a cutting edge applicant tracking system. Tracking of resumes and efficient interviews, Zoho does it all. It is an all-in-one package used by corporate HRs, hiring agencies as it provides background screening, reference checking, self-service portals.

    Features: CRM, Internal HR, assessments, Interaction tracking, Interview management, Onboarding, Resume Parsing, Job requisition

    Price: Free trial with two modes of pricing, standard at Rs 1500 per month per

    recruiter and enterprise with Rs 3000 per month per recruiter.

    4. icIMS Recruit: It has market-leading technologies that help the team manage resumes and the recruitment process. It provides customizable job advertisements, searching for suitable candidates through the in-built features. It also uses social media, thus making it easier to connect the recruiters with applicants. They make their online presence felt so that employees can be seen and can be hired.

    Features: Background screening, Internal HR, Self Service Portal, Onboarding, Job board posting, CRM, Reference checking, Interview management, assessments

    Price: No pricing available on the site.

    5.   SmartRecruiters: High-performance firms use it to hire the best talents. It is built on a cloud platform and has a function for collaborative hiring. More than 4000 companies use this for their recruitment needs. It also has more than 400 vendors on its platform.

    Features: Self-service portal, CRM, interview management, background management, resume parsing, Internal HR, Job board posting.

    Price: Quotation-based for different firms.

    6.   Workable: It has streamlined the hiring process for more than 6000 companies. It has a system that manages candidates’ profiles, matches them with the job requirements, manages interviews, and charters a scoreboard for every individual. It shares job vacancies to more than 200 sites at once and thus makes the process very fast.

    Features: Job board posting, interview scheduling, recruitment firms, reference checking, resume parsing, internal HR, background screening

    Price: Quotation-based for different firms.

    7.   Greenhouse: It is one of the fastest-growing recruitment/ATS software. Thousands of companies already use this for their hiring processes. It conducts top-class interaction with every candidate and takes care of diversity while hiring for the firm. It automates tasks, improves the team’s efficiency by collaborating work and designing the perfect tech stack.

    Features: Job posting, Hiring process tracking, Evaluation of candidates, onboarding, assessment

    Price: Quotation-based for different firms.

    8.   Lever: It is a platform used by all the big firms and has more than 2500 clients. It has a powerful applicant tracking system, viewing candidate profiles and schedule interviews effortlessly. It can be used for small to medium to large firms, and it delivers results according to the needs and requirements.

    Features: Interview management, resume parsing, self-service, CRM, internal HR, database management, reporting, sourcing automation

    Price: Quotation-based for different firms.

    9.   Jobvite: It is useful for small, medium and large enterprises. It incorporates AI and thus provides cost-effective solutions for all the hiring needs. It provides an applicant tracking system and critical decision-making features through analytics and mobile-optimized career sites.

    Features: Onboarding, applicant tracking, advanced analytics, job broadcasting, sourcing, onboarding, CRM

    Price: Quotation-based for different firms.

    10.  Manatel: The next generation recruitment software with the latest technologies with AI helps in sourcing to onboarding and even beyond that. A cloud-based platform that provides features like remote management of the team, a collaboration of the team, reporting tools and compliance tools.

    Features: Background screening, CRM, onboarding, interview management, job posting, recruitment firms, resume parsing

    Price: 3 plans, professional for USD 15 per user per month, enterprise plan for USD 35 per user per month and customized pricing models.

    These are some of the widely used recruitment software which makes the life of HRs a bit easier. They make the process streamlined and ensure that the best talent gets hired by the firm.

  • Is there any need for an HR person for a startup?

    Startups have a flexible culture. Startups with their ambitions of making it big in the world generally administer executives with dual roles of managing people at the nascent stage with 5-10 people. As soon as the workforce starts to grow, managing the workforce becomes quite a task and who other than HR can manage them. Recruiting, onboarding, background checks and employee woes – for all these problems, HR is the person to go to! The importance of HR in a startup increases manifold as they are responsible for making the workforce up from scratch and thus have to make sure that they hire correct people who will give their all for the firm and help it grow.   

    When should a startup hire its first HR personnel?

    Hiring the first HR for any startup is a very crucial decision. It will set the scene for how the HR department will function in the firm. The HR will take crucial decisions with the firm’s senior-most people and decide on policies, the culture of the workplace and the environment that they want to set for the workforce and will live on with the firm for years to come. Thus, hiring the first HR in any startup is a strategic decision that must be well thought off and carefully executed.

    For hiring the first 10-15 people of the startup, HR is not necessary. Since, during this stage, the founder is the person handling all the decisions, he/she might want to hire people similar to his temperament and values. So, the first few hires need to be done by the founding members themselves. During this stage, HR’s policy of hiring may or may not coincide with that of the founder’s, and this is the difference of opinion that the company should not deal with at this nascent stage. But varied opinions and depending upon the kind of startup it is, the first HR should be hired once the firm hits 25-40 employees, as managing this workforce smoothly requires an HR.

    What is the importance of HR in a startup?

    The importance of HR in a startup are manifold. Let us have a look at that:

    • Development of a good culture and healthy work environment: Creating a positive workspace right from the beginning is one of the most important factors for attracting and retaining the right talent. Good work culture is desired by every employee and fostering it right from the beginning, where the employees can have frequent interactions with the HR and thus can share their problems, is a good practice to follow right from the start.
    • Development of the firm’s VMO statement and policies: Every firm, whether big or small, has a specific vision, mission and objectives statements, which makes the entire workforce aligned to a specific goal that they need to work upon. HR plays an indispensable part in formulating the VMO and the rules and compliances which needs to be adhered to by every employee of the startup.  
    • Looking after all the regulatory and compliance requirements of the startup: Every country has its labour laws that must be complied with if the firm wants to avoid any legal hassles. The founder might not be well-versed with all these, so an expert on the subject matter of hiring, work laws, firing and legal frameworks must look after these and here, none other than HR comes to the rescue. Thus, HR protects the firm from facing any lawsuits even before its inception.
    • Hiring and retaining candidates that align with the startup’s ideologies: Starting your business with the right kind of people makes the foundation of the startup strong. So, no mistakes should be made during initial hiring as the employees make up the culture as they increase in size. Retaining the right people will give an edge to the firm and will help the startup to move in the right direction and achieve goals faster.
    • To create inclusive job titles and conduct well-structured interviews: Creating clearly explained job descriptions would entice the correct candidates to apply, and thus the hiring process can run smoothly. Every startup looks for a diverse set of employees who can help the firm in every situation that arises. So, hiring the right set of people for a startup is a must. So, having a well-structured interview process can help examine the candidates correctly on the skills required and thus help judge them accordingly.
    • Formulate appraisals and compensation structure for the workforce: Having a fair compensation structure, which is well researched and matches the industry’s standards, is a must for building a stronghold on the employees. The HR does this job efficiently and also makes sure that the startup does not make mistakes like the gender pay gap. Thus, making sure that the employees have a “fair” pay structure and the firm is not on the way to a lawsuit, and HR does its job to perfection.
    • Develop proper training schedules for the workforce: In the initial phase of any startup, it is filled with generalists as they can don multiple hats and can work efficiently in cross-domain projects. But as the firm grows, these generalists need to move on to specific management roles, and without having the proper training and experience, they can fail miserably at their task, which can be a huge drawback for the firm. So, having good managers has a direct impact on the firm’s performance, and thus the HR must churn out good quality managers.
    • Help the employees to have specific career paths right from the beginning: As soon as the employee strength starts reaching 30, it is imperative for the firm to have a critical approach regarding its employees’ career paths, so that there is least attrition rate and employees can work in the correct direction of their career paths. HR provides career pathing programs that help the employees in ensuring that they are taking the right decision. 

    As discussed above, an HR’s role in a startup is multi-fold. Having a good HR team since the beginning of a startup can help build a great culture, hire and retain talents required by the firm and thus can set a positive tone in notion for the firm. As the workforce makes the backbone of any firm, so it is mandatory to have the authority in place that manages the workforce, i.e., the HR. Although investing in HRs can seem a huge investment right from the beginning, it is sure to reap benefits in the future and save a lot of time for the founder.

  • 30 Best Birthday Wishes for Employees

    Being a boss or the head of an organization is an extremely important role. Your employees look up to you as a source of motivation and they will seek your approval in whatever way possible. Be it a few words of encouragement, or even a passing smile, it goes a long way to push an employee to be productive. The employees also feel comfortable with you as a boss, and open up to you as friends instead of viewing you as someone to be intimidated by.

    Acknowledging small things like a birthday or an anniversary is the easiest and simplest way to reach out to your employee casually. Not only will that build mutual respect, but it will also go a long way in reassuring your employees that you would be there for them no matter what.

    Here’s a list of birthday wishes for that you, as a boss or the leader of an organization can use.

    Best Birthday Wishes for Employees

    You showed your strength when I needed you the most, you’re a faithful employee. I hope in due season you’ll get rewarded massively. Happy Birthday faithful employee.

    Life has a way of bringing to us people that impact our lives in many ways, thank God I employed you, a lot changed in my company because of you. Happiest birthday loyal employee.

    I figured that it wouldn’t be wrong to call you my friend and not just an employee, you have developed to earn that place in my heart.

    You are an outstanding employee in our organization; wish you all the great achievements and a bright future. Today is your day, celebrate it and enjoy to its fullest. Happy Birthday!

    The extra effort you put in everything is amazing, you deserve a pay rise for every task you accomplish,but I know you want to ask for this. Happy Birthday hard working employee, enjoy yourself.

    Your excellent deeds and dedication make you famous among all. Keep your efforts going. Happy Birthday in advance.

    I can’t imagine a day without you here, you have really improved our company and for that, I’m in a rush to share your birthday, so I sent this early. Happy B-day in advance.

    You make work easier, you are a fast learner and someday, you will be a great mentor. Happy Birthday in advance

    I love your competence and your work ethics; you are definitely an honorable member in this society. Enjoy this day and more to come; I sent you earlier so I hope to get some cake too.

    May you execute all your goals and objectives that you have been set for this year. Have a wonderful day. Happy Belated Birthday.

    I may be your boss, but our relationship goes deeper than that. I’m proud to be part of this day and sorry for being late. Hope you had a good day.

    You are a great employee and I appreciate you much, I hope you had a hearty birthday with your friends and family around. Sorry for being late.

    Your value to this company is really appreciated and you are great to be a lady but still can work better than men. Happy Birthday awesome woman, have lots of fun.

    I sincerely appreciate little things in people, and I wonder how you could possess them all although you’re a young girl. Happy Birthday my royal and loyal employee. I won’t trade you for anything. Enjoy it.

    You’ve worked so hard for this company and you know if you asked for anything, you’ll have it because you are so indispensable. But yet your female nature made you ask for nothing, you are kind.

    I have been a boss in many places and I have seen and worked with many girls, but you seem to be so different. Keep being different and you’ll be great someday.

    Open the windows of fun, close your eyes and enjoy every single minute of your Bday celebration. The sweetest birthday to the sweetest employee ever.

    You reminded me of my work way when I was working with my boss, people like you always end up having their own company. The best birthday to the best employee.

    Every worker always wants to win the award of employee of the year, but even though there might be another winner this year, none has served me like you have always done. Happy Birthday my favorite employee.

    I will do all that is in my power to make you happy as you did much to my company, your inputs give great results. Happy Birthday hard working employee.

    The best employee deserves the best celebration on a special day like this, I wanna especially wish the most talented employee a prosperous year ahead. An outstanding birthday to you!

    If there is an award for the overall best employee in this country, I’m so optimistic that only the person that has your kind of work ethics will win it. Enjoy your day.

    Best wishes for the most valuable person of our company. May your days get bright and nights shine.

    Great minds like yours deserve to be exalted, you are a great addition to my life both person and work, and I hope you live longer than your grandmother. Have a hearty birthday sir.

    You are the valuable talent of our company, your knowledge, and mentoring skills are quite stupendous to make a learning ground for new arrivals. Happy Birthday!

    Now that my retirement is soon, I just feel like I can retire in peace and with so much comfort, because the company will be in safe hands. Happy Birthday wonderful friend.

    The most recognized hard worker by the senior staff of this company is no one else but you, you have done brilliantly well since your employment. Don’t stop now. Reward awaits you.

    With employees like you, my work is easier, thank you for being such a great person. Have a hearty birthday and may all your wishes come true.

    Your services, enthusiasm, and commitments are appreciated. You did it as you said. Wish you a very Happy Birthday.

    Works are easier to be carried out by you, I wonder how an employee could be this great. Keep up your good work. Happy Birthday to my wonderful employee.

    A birthday is one of the most special events in a person’s life. One well-wished greeting can truly earn you numerous brownie points as a boss!