All You Need To Know About Taking Feedback From Employees

Posted on 16/12/2022 by Tanya Rastogi

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

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

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

The Importance Of Employee Feedback

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

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

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

Positive And Negative Feedback

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

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

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

Good And Bad Feedback: What Is It?

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

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

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

Different Types Of Feedbacks Surveys

360-degree feedback

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

Consistent Review System

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

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

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

Worker Outcome Evaluation

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

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

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

Different Ways Of Employee Feedback Collection

Employee Surveys

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

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

Worker Suggestion Box

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

Review Sites

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

Glassdoor
InHerSight
Indeed
And more.

Stay And Exit Interviews

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

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

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

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

Conclusion

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

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

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

Posted on 14/12/2022 by Tanya Rastogi

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

Employment Contract: What Is It?

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

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

Different Types Of Workers’ Contracts

Employment Contract Drafts

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

Implied Contracts

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

Union Labor Agreement

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

Commission-only Employment Contract

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

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

Are There Any Benefits Of Commission-only Employment Contracts?

It helps define the responsibilities and tasks recruitment must complete within the contract period.

This contract safeguards the rights of both parties, providing comprehensive coverage of every detail.

The unreliable future becomes stable for the worker and the organization through contracts.

Many organizations offer a benefit plan for recruitment that boosts participation.

Many companies offer health and medical coverage as an additional benefit to their employees.

Industries can provide services such as investment advice, life insurance, stock options, and executive financial counselling.

Some government agencies give pensions.

What To Consider While Drafting Commission-only Worker Agreement?

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

Steps To Get Commission :

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

Duration Of Payment :

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

The Restrictions Of Commission Earning:

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

Commission Formula And Structure

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

Incentives

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

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

Additional Acknowledgement

Agreement of both parties is essential:

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

Liability, And Confidentiality

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

What Else Does The Contract Contain?

Personal information

The recruitment must provide personal details, including :

Contact information,

Address,

Emergency contact number,

Education qualifications,

Blood group and more.

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

Termination

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

Expenses Of The Employee

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

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

Conclusion

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

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

The Benefits of Hiring Young Employees

Posted on 12/12/2022 by Tanya Rastogi

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

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

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

Why Young Employees?

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

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

Advantages Of Employing Youths

Maximization Of Productivity

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

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

Intense Patience For Career

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

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

Tech Advancement And Agile Development

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

A Motivational Learner

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

Risk Takers And Future Planners

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

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

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

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

The Company’s Plus Points That Support Youth Hiring

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

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

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

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

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

Conclusion

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

Employee Appreciation Messages

Posted on 09/12/2022 by Vaishnavi Srinivasan

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

Meaning of employee appreciation messages

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

Achievements
Displaying favorable behaviors
Exceeding expectations
Milestones like tenure

Importance of Employee Appreciation Messages

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

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

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

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

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

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

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

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

Impact of employee appreciation messages on organization growth

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

Enhanced Productivity

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

Enhanced workplace wellbeing

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

Higher job satisfaction

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

Enhancing the culture of your team

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

Sample of employee appreciation messages

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

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

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

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

EXAMPLES:

Messages of Thank You and Employee Appreciation in General

We appreciate the time and energy you put into all you do. You are an absolute rock star!
Every day, the enthusiasm with which you approach your work has a great effect on our company. We respect this aspect of you.
You might not be aware of it, but I appreciate everything you do daily to make the workplace smooth.
Your efforts are exceptional. We appreciate you giving your all every day at work.
For this business, you are indispensable. With you, we progressed as far.

Employee appreciation notes for dedication

Just a quick message to express my gratitude for all of your hard work. Recognize that it matters.
Everyone is grateful for your persistent work to make our firm outstanding! We intend to keep you around for a very long time.
Your excellent work ethic is admirable! We all look up to you as role models!
Your production is of a high caliber, which is a result of your diligence. We value whatever you do!
I appreciate how hard you worked at the workplace. Without you, what would we do?

Employee Appreciation Messages That Focus on the Team

I see that you try to motivate the other team members. You strengthen our group. I appreciate that.
We appreciate your hard work and devotion, team. We had a great year, and we owe many of our accomplishments to you.
I like that you don’t hesitate to raise questions in our team meetings. It improves my ability to lead a team.
Your commitment to fostering team unity is admirable. The result is better for the team.
Your eagerness to assist your colleagues impacts them. I appreciate you giving of yourself to others.

CONCLUSION

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

Top challenges startups face in recruiting and retaining talent

Posted on 07/12/2022 by Vaishnavi Srinivasan

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

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

Reputation and visibility of the business

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

Your employer brand and employee value proposition

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

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

Lack of available tech talent

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

Contacting unwilling or different prospects

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

Increased talent competition

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

How to solve the recruiting problem?

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

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

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

Conclusion

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

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

Candidate Rejection Email Template

Posted on 05/12/2022 by Vaishnavi Srinivasan

What is a candidate rejection email?

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

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

Importance of standardized rejection emails

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

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

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

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

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

It affects the reputation of your business

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

The candidate experiences relief

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

A List of Potential Future Candidates

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

Candidate rejection email subject line

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

How to craft the ideal email rejecting a Candidate

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

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

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

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

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

Make your potential candidates’ rejection emails individual.

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

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

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

Provide comments or a justification for rejection.

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

What they may change or emphasize more on their CV to make it better

Alterations to the application or assignment that they submitted

How a particular course may help them improve their understanding of the subject

Candidate rejection email template

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

Body:

“Name of the Candidate,”

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

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

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

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

Thank you,

Name of Hiring Manager/Recruiter

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

Body:

“Name of the Candidate,”

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

We cannot proceed with your application for this position.

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

Thank you,

Name of Hiring Manager/Recruiter

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

Body:

“Name of the Candidate,”

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

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

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

Thank you,

Name of Hiring Manager/Recruiter

Candidate rejection email example

Email Subject Line: Your application to ABC Productions

Dear Carlton,

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

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

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

Best Regards,

Park jeon

The Fresh Prince of Bel-Air

How to Respond to a Job Rejection Email

Posted on 02/12/2022 by Vaishnavi Srinivasan

How To Reply To A Job Rejection Email?

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

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

How To React To A Job Rejection Email?

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

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

Why You Should Consider Replying?

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

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

What Should Be Said In The Message?

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

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

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

What Not To Say If You Weren’t Hired!

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

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

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

Importance Of Replying

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

Demonstrate your continued interest

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

A favorable impression

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

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

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

Dear Interviewer Name,

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

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

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

Thank the interviewer again for the opportunity.

Best regards,

Your first and last name.

A Good Email Rejection Response Example:

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

How Do I Ask About Future Employment Opportunities?

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

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

How To Request Feedback Following A Job Rejection?

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

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

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

Is It Okay To Request Feedback Following An Email Rejection?

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

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

Company’s Expense Policy

Posted on 01/12/2022 by Vaishnavi Srinivasan

How to create a company’s expense policy?

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

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

What makes a company expenditure policy necessary?

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

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

Category List of Capital Allowances

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

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

Spending caps for each category of expenses

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

Steps for Making an Expense Report

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

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

The Method of Compensation

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

Example:

[Company name] Expense Policy

Plan of action

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

Scope

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

Evidence of purchase

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

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

Keeping costs to a minimum

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

Travelling costs

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

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

Travel costs that are not reimbursed

The following costs are not reimbursable by us:

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

Business presents

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

Unrelated costs

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

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

Top 10 Online Attendance Management Software

Posted on 30/11/2022 by Vaishnavi Srinivasan

What is Online Attendance Management Software?

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

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

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

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

Importance of Online Attendance Management Software

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

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

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

Monitoring Worker Performance

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

Quick Payroll Processing

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

Calculates the Absenteeism Rate to assist in Planning

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

Top Features of an Online Attendance Management Software:

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

The following features are included :

Complete Automation of Communication

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

A single interface for all data

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

Shift Scheduler

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

Rule Definition for Attendance

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

Top 10 Online Attendance Management Software:

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

Top 10 Online Attendance Management Software:

Rippling
Ximble
Track smart
Connecteam
CakeHR
Drawinbox
ClockIt
True
UKG Dimension
Replicon

How to pick online attendance management software for your business?

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

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

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

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

Factors to consider are:

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

Work at Microsoft

Posted on 18/09/2022 by Vaibhav Chouhan

About Microsoft

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

What does Microsoft do?

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

About the leadership team at Microsoft

Executive Officers at Microsoft

Judson Altoff: https://www.linkedin.com/in/judsonalthoff/ ,https://twitter.com/judsonalthoff
Chris Capossela : https://www.linkedin.com/in/chriscapossela/ , https://twitter.com/chriscapossela/
Kathleen Hogan:
Amy Hood
Satya Nadella: https://www.linkedin.com/in/satya-nadella-3145136/ , https://twitter.com/satyanadella
Brad Smith: https://www.linkedin.com/in/bradsmi/ , https://twitter.com/bradsmi
Christopher Young: https://www.linkedin.com/in/christopheryoung4/ , https://twitter.com/youngdchris

Board Members at Microsoft

Microsoft in India

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

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

Offices of Microsoft in India

Microsoft has office in the below cities in India

Bangalore
Gurgaon
Hyderabad
Mumbai
Noida

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

Work at Microsoft

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

Culture at Microsoft

The glassdoor ratings of the the company are fantastic.

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

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

How to apply for a Job at Microsoft

Typical Salary at Microsoft

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

Software Engineer typically gets 14,00,000 – 18,00,000
Software Engineer – 2 on average gets between 23,00,000 to 29,00,000 Source: https://www.glassdoor.co.in/Salary/Microsoft-Software-Engineer-II-Salaries-E1651_D_KO10,30.htm
Sr. Software Engineer on average gets 40,00,000 at Microsoft

3 reason why you should consider working at Microsoft

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

3 reason why you should not consider working at Microsoft

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

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

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

Thank you for reading

How can foreign companies find Talent in India?

Posted on 23/08/2022 by Vaibhav Chouhan

Five reasons why Companies look to hire Indian Talent

Tremendous Talent Pool: In 2022-23 alone, 5860 Engineering institutes absorbed 2369831aspiring engineers. The “too many engineers” problem in India translates to a very healthy talent pipeline for companies outside India.

A simple LinkedIn search with the below keywords for profile searches keeping the Location as India fetches the below number of results

Java: 23,40,000
Sales: 45,60,000
Marketing: 53,70,000

The above numbers showcasing the number of potential hires in India are astounding, mainly because only less than 6.5% of the Indian population is on LinkedIn.

The Talent in India is aplenty that international companies can use to their advantage.

Expected Pay: Average salary candidates expect in India is much less, in some cases even less than 10% of their international counterparts

	India	US	UK
Java Developer	US$ 6259	US$ 93118	US$ 58717
Sales	US$ 3568	US$ 57789	US$ 39082
Marketing	US$ 3816	US$ 74464	US$ 39101

Source: https://www.glassdoor.co.in

Good penetration of English in India allows English-speaking employers to connect effectively with their remote workforce.

Image Source: https://twitter.com/Stats_of_India/status/1514844191670824962/photo/1

Indians are hardworking: Coming from a conservative culture also makes Indians someone ready to listen and do more of what is expected. Also, they are more disciplined in general.
Indians are problem solvers, and they love doing it. Besides, Indians are also hungry to acquire new skills. Besides, India produces way too many engineers, which makes it very lucrative for foreign companies to recruit from India.

Can a foreign company hire employees in India?

Absolutely, Yes. Foreign companies can hire and employ Indian employees directly without the need of any 3rd party.

How do companies hire remote Indian Talent?

Sourcing: Relevant candidates can be found via LinkedIn, Job-boards, OR via Recruitment Companies in India
Screening & Coordination and engagement during the Interview process: It is better to keep all interview rounds as video interview rounds to ensure that there are no fake candidates in the process. Also, connecting with the candidate on LinkedIn is recommended to ensure that the candidate is exclusively employed with your organization.
Employee Management: Companies can hire employees directly OR hire them on the payroll of an Indian company.

Here’s a recruiting from India checklist

Make sure you set up a minimum of two interview rounds (a minimum of one functional interview and 1 HR discussion) with the candidate before making an offer. Make sure that the below questions are covered in the HR Interview.
- How would the candidate manage the time-zone difference (if any and if required)
- Infrastructure: In the case of Work from Home, it is best for HR to confirm that the candidate has the required resources Examples

Uninterrupted internet connection,
Laptop as per the configuration required by the company in case the company is not providing laptop on joining,
Others include comfortable seating (desk/chair), mobile, etc.

Holidays: It is best to discuss your company’s leave calendar and policy at the start.
Growth opportunities: The Indian market is booming (especially IT), and if HR can showcase company growth and potential project growth for the employee, it might have a very positive impact on the candidates’ performance
Mode of salary transfer. It is imperative to communicate in advance about the mode of salary transfer and transfer deductions if any. The tax liability rests with the individual, and HR should ensure that it is also mentioned in the candidate’s offer letter.
Open a line of communication: The HR interview is a fantastic place for HR to build a rapport with the candidate. Suppose the selected candidate was working with an Indian company earlier. In that case, HR must proactively communicate to the candidate that there might be cultural differences and differences in “how the company works”. Ask the candidate to expect that and make them comfortable to be able to communicate if they face any challenge. A 1, 3, 15, 30, and 90 days feedback could be an excellent idea in this scenario.

Why do Indian employees prefer international organizations?

Disclaimer: Kindly note that the below points are blatant generalizations and might not hold in some scenarios. However, here are the top 4 reasons why Indian employees prefer international organizations

Better pay: Indian candidates typically expect a 20-30% hike while switching to the Indian market. However, they may expect a 30-50% hike when switching Jobs to a company with an office outside India.
Work from Home: After covid, as more employers start calling employees back to the office, some of them prefer a Work from Home regime and can easily switch to an international organizations
Increased Work-life balance: Some Indian companies expect impractical working hours, and their foreign counterparts offer a better work-life balance.
Exposure & future career opportunities: Working with international employers gives them better exposure and opens up opportunities for several other Jobs.

When not to consider hiring a remote Indian employee

When your complete team is from a particular geography, a manager from the same culture would understand the team better, and it might be counter-intuitive to hire a manager from a different culture altogether.
Sales roles where relationships play a significant role: Every culture has nuances that might take some time for outsiders to adapt. For roles that require meeting customers in person, it might be efficient to hire a local candidate.
In cases where proximity with the team can be more efficient, remote hires might not be the best option.

Have questions related to recruiting from India? Let us know in the comments below and we will be happy to answer them

Five digital trends that are urging the evolution of HR

Posted on 17/04/2022 by Madhurjya Chowdhury

Five HR digital trends that are urging the evolution of HR

Even though the pandemic has slowed development in several industries, the field of HR technology is looking promising. With some exciting innovations on the horizon for 2022, HR’s usage and relevance of HR technology is more prominent than ever—procedures like telecommuting and virtual training are now standard. Technology must smoothly integrate into the everyday world of work from the first point of contact with a possible employee, eventually allowing the employee to provide better performance in a digital workplace.

Here are some of the major HR technology trends for 2020 to 21 that would help you achieve the productivity and efficiency of your HR department in the following years.

Heading Towards Productivity Systems with Core HR Platforms

Core HR solutions are an essential element of the HR technology ecosystem, with a market value of over $8 billion. As per Bersin’s study, Core has grown even more helpful for workers over the previous decade, with devices that allow users to manage their data, benefits, and different activities utilizing a unified platform employing self-service capability. Furthermore, in addition to the primary HCM system, many companies now want an app market.

Darwinbox is India’s most complete HRMS platform, allowing you to customize the whole organizational structure to make it much more relevant and structured. You also can connect it with ORAPPS and other similar systems to gain a completely different perspective on the data.

2. Employee Engagement and the Employee Experience Industry

Employers are changing their mindset from routines and transactions to encounters that count, as per Josh Bersin. To put it another way, businesses no longer merely seek easy-to-use platforms, and they want to invest in systems that can provide employees with simple, treasured memories. They seek a system that can assist them in analyzing case management, concurrency control, service management, and ensuring their workers’ safe return to work following the pandemic.

A representation based on Deloitte’s Simply Irresistible Organizational structure is shown below. These are complicated workflows in and of themselves, which all employees face at different times throughout their careers.

3. Contingent and Gig Work Management Has Turned Into A Marketplace

The remote working environment has become a must-have for several organizations, and innovation plays a big part in that. Everything would be handled utilizing HR Technology, from the most fundamental operations such as tracking employee leaves and attendance to more essential ones such as talent acquisition and managing payouts and tenures.

According to Bersin’s research, only 8% of respondents feel their firms are prepared to handle gig or contract employees properly. At the same time, 65% now regard it as vital, and 41% say gig and independent contractors represent a substantial part of their labor force. However, according to the Deloitte Human Capital Trends study, HR is only involved with this workforce approximately half the time or less from outside recruiting, interviewing, and choosing individuals. This “shadow labor” is not being handled well, necessitating significant advancement in necessary tools to make it simpler.

4. Augmented analytics will be around for a long time

The worst blunder one can do to speak about tech without clearly addressing the worlds of analytics, AI, and mental functioning. People analytics is a prevalent issue in HR, and it is presently the fastest-growing sub-domain of the industry. Companies that integrate data and analytics into their operations outperform their competition in efficiency and profitability. It is correct since this data can eventually assist in making better judgments by depending on patterns rather than intuition.

The analytical examination of candidates, devoid of human prejudice or mistake, is an extra benefit in the field of HR software. Employers may now delve into employee data to learn about essential elements of their employees’ lives, such as attrition rates and causes, performance, and the general efficacy of leadership techniques. Companies may better detect talent indicators and hazards that may develop due to new hiring and leadership techniques using predictive analytics.

5. Artificial Intelligence is now powering more processes than it has ever been before

The transition to machine learning is a crucial trend in the technology sector, and HR software is no exception. AI systems can ingest large volumes of data, use techniques to discover patterns, and utilize the results to draw connections, draw conclusions, or aid decision-making.

We think that intelligent bots, such as Darwinbox’s changes in the world, may function as self-service platforms, allowing HRs to concentrate on the more complicated and urgent concerns that need to be addressed. Regarding video-based applicant screening, it may also play a big part in determining whether or not the applicants are guilty of any wrongdoing by evaluating the ambient noises and facial expressions. AI will simplify transactional operations, including leaves, punctuality, and surveillance teams to a slight glance or voice control on the individual employee’s mobile device.

Conclusion

It’s difficult to dispute that innovation has been changing traditional HR procedures for the past couple of years, and 2020 seems to be no different so far. It is correct to conclude that everyone’s future in business is already shifting and will continue to change in generations. Whether that’s the constant organizational performance approach, improving comprehensive training opportunities in the industry, or even using machine learning to monitor their applicants.

Australia’s Approach to AI Governance in Security and Defence

Posted on 25/01/2022 by Vaibhav Chouhan

On 27th February 2020, a fully autonomous Australian robot with no human on board used a pre-programmed route with remote supervision to undertake and complete its mission. Australia also won the Silver medal at the 2021 Robot Olympics six months later. In this event, the Australian robot used AI to autonomously explore, map, and discover models representing lost or injured people, suspicious backpacks, or phones while navigating harsh conditions. Clearly, Australia is at the forefront of robotics, autonomous systems, and AI research and development. Australia intends to use AI for security and defense applications and is also developing governance structures in line with Australian values, standards, ethical and legal frameworks.

Kate Devitt & Damian Copeland have discussed this in their research paper titled “Australia’s Approach to AI Governance in Security and Defence” which forms the basis of the following text.

Importance of this Research

AI has enormous potential in Security and Defence applications. AI applications could threaten human rights in warfare and pose ethical and legal risks. This research paper outlines the approach of Australia to make use of AI in Security and Defense.

The research paper also outlines that Australia’s Department of Defense recognizes AI as a priority for future developments. The research paper also outlined the definition of AI and explained the need for Artificial Intelligence for Australian Defense.

Use of AI in Defense

As per the Australian government, Australia focuses on AI to build robotics capability, autonomous systems, precision-guided munitions, hypersonic weapons, and integrated air and missile defense systems, space and information warfare, and cyber capabilities.

AI Governance in Australia

Source: https://arxiv.org/pdf/2112.01252.pdf

AI Ethics Principles

Source: https://arxiv.org/pdf/2112.01252.pdf

The research paper also discusses in detail about

Standards Australia’s Artificial Intelligence Standards Roadmap: Making Australia’s Voice Heard, Human Rights, and Australia’s action plan for AI,
AI governance in Defense and Ethical AI statements across the Australian Navy, Army & Airforce,
Human governance in Defense,
Ethics in Australian Cybersecurity and Intelligence; and the Framework for Ethical AI in Defence, and
Defense Data Strategy

Concerning the use of AI, it is helpful to establish

Responsibility: Who is responsible for AI?
Governance – how is AI-controlled?
Trust – how can AI be trusted?
Law: How can AI be used lawfully?
Traceability: How are the actions of AI recorded?

Conclusion:

AI has tremendous potential for security and defense applications. Nations can use it to counter-terrorism, for border conflicts, and help them save armed personnel’s lives. Australia has identified the criticality of AI in defense and tried to build a framework around its application

In the words of the researchers

Australia is a leading AI nation with strong allies and partnerships. Australia has prioritised the development of robotics, AI, and autonomous systems to develop sovereign capability for the military. Australia commits to Article 36 reviews of all new means and method of warfare to ensure weapons and weapons systems are operated within acceptable systems of control. Additionally, Australia has undergone significant reviews of the risks of AI to human rights and within intelligence organisations and has committed to producing ethics guidelines and frameworks in Security and Defence (Department of Defence 2021a; Attorney-General’s Department 2020). Australia is committed to OECD’s values-based principles for the responsible stewardship of trustworthy AI as well as adopting a set of National AI ethics principles. While Australia has not adopted an AI governance framework specifically for Defence; Defence Science has published ‘A Method for Ethical AI in Defence’ (MEAID) technical report which includes a framework and pragmatic tools for managing ethical and legal risks for military applications of AI.

Source: Kate Devitt & Damian Copeland’s “Australia’s Approach to AI Governance in Security and Defence” https://arxiv.org/pdf/2112.01252.pdf

Taxable Stock Trading with Deep Reinforcement Learning

Posted on 25/01/2022 by Vaibhav Chouhan

Can machines beat humans in stock market trading?

Machine Learning has been an area of great interest for traders because of the insane amount of money that could be made from the stock market. Arguably, Deep Reinforcement Learning can outperform human traders. However, most of the Deep Reinforcement Learning models built to date only consider the stock’s selling price minus the buying price to maximize profit. In a real-world scenario, transaction costs for buying, selling, and taxes affect the actual profit made by the investor.

Shan Huang has discussed this approach in his research paper titled “Taxable Stock Trading with Deep Reinforcement Learning,” which forms the basis of the following text.

Importance of this research

The researchers have demonstrated that tax ignorance could induce more than a 62% loss on the average portfolio returns. This research paper by Shan Huang aims to maximize net portfolio returns using Deep Reinforcement Learning while considering transaction and tax calculations.

About the research

The research paper mentions the mathematical details of the model built for Deep Reinforcement Learning.

Assumptions

The data set includes SPY’s (Exchange Traded Fund consisting of S&P’s top 500 companies) daily closed price and volumes from 13th November 2008 to 13th November 2018.
Minimum time step dt = 1 representing one trading day, and hence the total trading days per year is 252.
The tax regime is as mentioned below (in the US)
- When a stock is held for more than one year, a 15% tax rate is applicable for capital gains.
- When a stock is held for less than one year, a 25% tax rate is applicable for capital gains.
- Investors can get a tax rebate to offset their capital gain for losses.
The length of the trading period is set to be five years.
A transaction cost of 0.1% is also included for more realistic calculations.

Research Data

The researchers have created a new OpenAI Gym environment where the observation in each timestep is SPY’s daily closed price, trading volume, averaged-basis, and average holding period.

About the Model

In the words of the researchers

To represent the policy, we use the same default neural network architecture as PPO with fixed-length trajectory segments, which was a fully-connected MLP with two hidden layers of 64 and 64 tanh units respectively. The final output layer has a linear activation. policy and value function are estimated through separated network. The number of steps of interaction (state-action pairs) for the agent and the environment in each epoch is 5000 and the number of epochs is 50. The hyperparameter for clipping in the policy objective is chosen to be 0.2 and the GAE-Lambda is 0.97. The learning rate for policy and value function optimizer is 0.001 and 0.0003 respectively. If tax is not included in the model, the average expected return is 0.44 which seems quite promising. This considerable return is the result of exploiting price trending and frequently adjusting holding positions correspondingly, similar as the results of other AI platforms. However, this is not compelling since tax is heavily charged in a taxable year. Rather than ignoring taxes, the learning of stock trading should consider the effect of tax costs. We use PPO to train the stock trading policy in the environment with tax costs. The optimal stock trading policy in the model with taxes can achieve 0.13 average returns. To illustrate the suboptimality of the policy trained in the model without considering taxes, we apply this trained policy in the environment with tax costs, the average expected return drops to only 0.05.

Research Result:

The optimal stock trading policy with taxes can achieve 13% average returns in the model.
Trained policy in the environment with tax costs, the average expected return drops to only 5%.
This reduction is equal to 62%, which means that the returns shrunk by 62% upon consideration of taxes.

Source: https://arxiv.org/pdf/1907.12093.pdf

Conclusion:

Investment in public markets could be a good way to invest in the world’s top companies. Public markets could be a fantastic way to invest the money as the return are, on average higher than the rates offered by the banks and other investment options. Trading stocks by reinforcement learning can guide and help agents increase their portfolio returns. Deep Reinforcement Learning Models built for stock market investment sometimes neglect the tax rates, which can massively impact the overall returns. This research paper by Shan Huang is an attempt to integrate tax calculations in the net return calculations with Deep Reinforcement Learning. The objective is to maximize net returns (after subtracting taxes) for stock investments which are the actual returns for an investor.

Source: Shan Huang’s “Taxable Stock Trading with Deep Reinforcement Learning” https://arxiv.org/pdf/1907.12093.pdf

The Study of Machine Learning Models in Predicting the Intention of Adolescents to Smoke Cigarettes

Posted on 25/01/2022 by Vaibhav Chouhan

Four hundred eighty thousand deaths are recorded every year in the US alone due to smoking. Also, as per research, life expectancy for smokers is atleast ten years shorter than for non-smokers. In recent years, the use of e-cigarettes has been increasing rapidly for adolescents. Sometimes, e-cigarettes act as a gateway to cigarette use, which could be severe. This makes it important to predict the probability of adolescents smoking cigarettes in the future.

Seung Joon Nam, Han Min Kim, Thomas Kang, and Cheol Young Park have discussed this in their research paper titled “The Study of Machine Learning Models in Predicting the Intention of Adolescents to Smoke Cigarettes”, which forms the basis of the following text.

Importance of this research

Consuming nicotine can cause cancer (lung cancer), cardiovascular and metabolic diseases, respiratory diseases, and perinatal diseases. These conditions are fatal for individuals. If an ML algorithm can predict the probability of individuals smoking cigarettes, efforts can be made to educate these individuals about the ill effects of smoking. This counseling could help adolescents avoid the ill effects of cigarette smoking. Thus, prediction can directly help individuals stay away from the path of smoking cigarettes and help save lives!

Research Objective

The main aim of this research is to

Find the best-fitting model to predict smoking intention for individuals
Create a website to help adolescents prevent e-cigarette.

About the Research

The researchers evaluated different models such as Decision Tree, Gaussian NB, Logistic Regression, Random Forest, and Gradient Boosting to predict the accuracy of ML models for accurately predicting the intention of Adolescents to smoke cigarettes.

Research Result

Based on the experiments done by the researchers, they found the Gradient Boosting to be the most accurate way to predict smoking tendency in the future. The researchers have also published http://nyts.pythonanywhere.com for an anti-smoking campaign for teenagers.

Conclusion

While healthcare has made a lot of progress in recent years, the number of medical conditions affecting teenagers has only increased. Often, these diseases are of our own making caused by our lifestyle choices. This research paper attempts to identify adolescents who are more likely to smoke and help adolescents make informed and healthier lifestyle choices. In the words of the researchers

E-cigarette use has increased among adolescents. This is a worldwide problem, because it has been stated in many researches mentioned in the introduction that e-cigarette use can cause future use of cigarettes. Since e-cigarette is a recent rising issue, there is little research done on this topic, compared to smoking cigarettes. Even among the researches done, there is a lack of researches implementing prediction models, which are more practical in preventing adolescents from using (e-)cigarettes. Thus, we researched using the 2018 NYTS data and developed multiple prediction models to predict a adolescent’s intention to smoke cigarette. The most accurate prediction model was Gradient Boosting Classifier with an overall accuracy of 93%. This model was applied in the website we designed to allow the public to input their information in respect to tobacco products, including e-cigarette, cigarette, and cigar. With this information, the algorithm can predict the respondee’s probability of future of smoking. This will help the public become more aware about certain factors in their lives and be attentive about their drug use or how their environment can affect their intention to smoke cigarettes. Further research could include a wider range of ages, since our research is mainly focused on adolescents rather than adults. In order to improve the accuracy of the prediction model, it is essential to increase the amount of data or choose better, more fitting, variables.

Source: Seung Joon Nam, Han Min Kim, Thomas Kang and Cheol Young Park’s “The Study of Machine Learning Models in Predicting the Intention of Adolescents to Smoke Cigarettes” https://arxiv.org/pdf/1910.12748v2.pdf

Invest in Zigsaw

Posted on 04/11/2021 by zigsawzindagi

Want to invest in us?

We value ourselves to be a 6Cr. Company.

We are expecting investment upwards of 6L

More than 5% of the company will get you a seat at the director’s table.

Our roadmap

Be the biggest IT Recruitment Services company in India by September 2022
Be the biggest Recruitment Services company in India by September 2024
Be India’s biggest Job-portal company by September 2027
Be the world’s biggest IT Recruitment Services company by September 2032
Be the world’s biggest Recruitment Services company by September 2037
Be the world’s biggest Recruitment Product company by September 2057

Our Moat

~~1200-1300 clientele (~600-700 IT Services) clients in India that are poised for growth.~~ 2000+ clients as of December 2022
Analytics drive expertise in Recruitment Services Business
Internal ATS built by, for & around Recruiters
Objective, transparent appraisal policies to reward top performers
Minimal hierarchy to avoid inhibitors to growth
Recruitment training package to bring fresh recruits to pace in Recruitment
Our Brand value

For further communication, kindly reach out to us at investors@zigsaw.in

Supporting documents

Our P/L for FY 19-20 is attached here for your reference
Our Financial Statement for FY 20-21 (draft) is attached herewith for your reference
Our estimated revenue for FY 21-22 is 45,00,000 INR
Our TTM revenue in October 2022 is ~ 74,30,000 INR

GFL-RECRUITMENT-PRIVATE-LIMITED-PROFIT-LOSS-FY2019-20 Download

GFL-Recruitment-Financial-Statement-FY-2020-21-Draft Download

What Are Pre-Employment Assessment Tests? How to prepare?

Posted on 23/07/2021 by Madhurjya Chowdhury

Pre-employment exams are a systematic, objective method of collecting information about candidates throughout the recruiting process. All professionally created, well-validated pre-employment exams have one common factor: they offer a quick and accurate way to learn about a candidate’s talents and personality qualities. Pre-employment evaluations, based on the type of exam used, can provide useful information about a job applicant’s capacity to execute in the work environment.

What are Pre-employment assessment tests?

In recent times, pre-employment exams have grown in popularity to filter and manage large applicant streams. The Internet has made it simpler than ever for job searchers to apply for employment; according to one research, every corporate job posting receives an average of 250 applications. Some job searchers, dubbed “resume spammers,” send out mass email blasts with their applications, disregarding needed credentials or job fit. With candidates spending just 76 seconds to complete reading each job requirement, it’s no surprise that recruiters find that more than half of job applications do not satisfy the position’s fundamental requirements. Consequently, most hiring managers lack the time and resources to properly evaluate each student’s application, with recruiters allegedly devoting just 6.25 seconds on average reviewing each CV.

Types of Pre-Employment Tests

Pre-employment examinations come in a variety of shapes and sizes. We’ll go through five different sorts of assessments: aptitude, character, emotional maturity, risk, and skills exams.

Aptitude Tests

Rational thought, problem-solving, and the capacity to acquire, assimilate, and apply new knowledge are assessed via aptitude tests. In essence, cognitive aptitude tests are used to evaluate a candidate’s general intellect or mental capacity. As per one research, 70% of companies sought individuals with problem-solving abilities, while 63% sought analytical abilities. These skills are tough to judge merely based on resumes and interviews, where aptitude tests come in handy. Aptitude exams may be utilized in virtually every employment setting, although they are most effective in mid and senior-level positions. Aptitude tests the most important skills for workplace success in a wide range of professions, so it’s no wonder that it’s the most consistent predictor of job satisfaction.

In contrast, research shows that mental aptitude tests are considerably more effective in predicting work success than other conventional hiring factors, with aptitude tests being twice as accurate as job interviews, three times as accurate as experience, and four times as accurate as educational level.

Personality Tests

Although personality tests are growing more popular among Hr managers, there are still some misunderstandings regarding what they are and how hiring managers could leverage them.

Personality tests are designed to answer the following questions: Will the candidate be happy in this position? Is the candidate displaying the behavioral qualities that have been related to job success? There are no right or incorrect answers on questionnaires, unlike aptitude exams. Rather, these assessments assess the degree to which persons have behavioral characteristics that are generally stable across time. By assessing if a candidate’s behavioral patterns are a perfect fit for both the role and the business culture, these qualities can help employers anticipate job fit.

Personality tests can assess various qualities, but the “Five Factors” or “Big Five Model” is the most often used personality test paradigm. Sociability, Conscientiousness, Assertiveness, Openness (to Knowledge), and Stress Tolerance are the five personality traits that regularly appear in empirical studies. The idea of personality “traits” is now broadly acknowledged. It has largely replaced Carl Jung’s earlier paradigm of character “types,” which was based on a theory of personality that classified people into each of two distinct types, such as loner or outsider, thinker or feeler, Form A or Type B. Growing evidence suggests that a tight dichotomy between two different kinds does not adequately represent the complexities of human personality; therefore the characteristics model is gaining traction in personality research.

Emotional Intelligence Tests

Emotionally intelligent tests are a relatively new evaluation area. Emotional maturity, or EI, is a relatively recent phenomenon that gained popularity in the 1990s. The idea of emotional maturity has become increasingly relevant in the workplace throughout time.

According to research, transformational leadership has been linked to crucial job outcomes like specific biochemical, collaboration, motivation, and decision-making. Deep emotional IQ has also been linked to organizational development. As a result, employers are becoming more interested in evaluating EI throughout the recruiting process.

Risk Tests

Risk assessments fundamentally assist businesses in reducing risk. The risk may take many forms, and different evaluations are used to assess various risks. A hazard assessment’s major value is that it aids businesses in reducing the danger of employees engaging in risky or unproductive work practices.

Skills Tests

Skills exams assess job-related abilities, such as verbal, numeracy, interpersonal skills, and more specific abilities such as typing and programming knowledge. These are abilities that applicants have gained via their schooling and work experiences; they do not necessarily represent fundamental ability but rather accumulated knowledge, whatever the applicant currently knows how to accomplish based on prior experience.

How to prepare?

Relax

Please remember that pre-employment testing results are simply one of many criteria that employers consider when determining whether or not you are qualified for the position. The impressive résumé you made is still important!

Set the stage

Many businesses need candidates to take the test before moving on to the interviewing process. Calculate how long it takes you to finish the exams if you are taking them remotely rather than at an employer’s office, and then restrict any distractions during that period.

Read the instructions

Skipping through directions is by far the most common error made by test takers. You may read and comprehend them in as much time as you like!

Get Familiar with the Tests

Personality, aptitude, and skills exams are the three major types of pre-employment exams. To feel more relaxed, familiarise yourself with the sort of test you’ll be taking.

Conclusion

In this climate, pre-employment exams may be quite beneficial to companies looking to hire the best people. Companies of all sizes may better manage the huge pool of candidates seeking available positions by incorporating pre-employment evaluations into the candidate selection procedure. While tech may be to blame for the rise in applications, it also offers a solution by making pre-employment testing easier to incorporate into the recruiting process.

10 Ways to Set Up Video Interview Process in Right Way

Posted on 21/07/2021 by Madhurjya Chowdhury

10 Ways to Set Up Video Interview Process in Right Way

First and foremost, collaborate with your whole hiring team to create a written plan. Also, do a few practice interviews with the team to verify that everyone knows how to use the video and audio options, silence themselves, share their screen, and communicate throughout the interview. Go the extra mile and look into the problems other software users might have encountered to rehearse remedies for typical blunders. Request that applicants complete a survey questionnaire after each interview so that you may learn from them.

Let’s learn how to set up a video interview in the right way.

How to Set Up a Video Interview Properly?

Keep your body language in mind.

Just because you’re separated from the applicant by a screen doesn’t mean you can’t provide basic courtesy. Nonverbal communication accounts for 55 percent of the conversation, with the tone of voice accounting for another 38 percent; your words account for only 7%.

In fact, in a conference call, the way you put yourself is critical. Make direct eye contact, sit upright, and nod to demonstrate that you are paying attention to what the person is saying.

2. Dress appropriately

Dress professionally, even if you’re not at the workplace. If you show up to the interview in sweatpants and a t-shirt, the applicant will assume the talk isn’t significant unless it’s standard workplace clothing for your company. Wear a shirt and tie if that is the most acceptable attire; you may change after the interview.

Dressing professionally offers the prospect a sense of your company’s culture and makes a recorded interview feel more like an in-person interview. Of course, your clothes are generally only seen from the shoulders up, so a shirt, collared shirt, or beautiful sweater would suffice.

3. Emphasize your organization’s image

Candidates won’t experience your corporation culture model conceptualized during a conference call, so emphasize it throughout the conversation. Emphasize your company’s fundamental values and goals, tell tales about team excursions, and discuss how your workplace is organized and why.

You can give a detailed description of what it was like to work for your firm. Above all, bring your company’s culture into the interview by demonstrating your fundamental principles and treating the applicant as a coworker.

4. Examine previous interviews and take notes

Analyze your notes from prior interactions with the candidate before the video interview so that the next one is as effective as possible. During each interview, take some notes on what the applicant says, how engaged they appear, and their overall manner. It’s critical to let the interviewee know that you’re taking notes for future references but that you’re still paying much attention to the talk. They have no way of knowing what you’re composing, and it may appear to them that you’re not paying much attention.

Conference transcripts are generated by most systems, making it easy to capture the full dialogue and share it with other parties.

5. Be thoughtful and caring

Reduce background music and distractions to show your applicant the recognition they deserve. Yet, life occurs — especially at home — and interruptions are inevitable. Before you get started, take a minute to thank the applicant for their flexibility in changing the interview to a video call and requesting their tolerance if any issues arise. Also, don’t hold it against applicants if the same thing occurs to them.

6. Ask the same questions every time

Regardless of the interview style, you must ask all candidates the same set of questions. There’s no need to remake the wheel; keep asking the same questions during in-person and site meetings.

You’ll be more prepared to assess and compare applicants based on the value of their replies if interruptions occur, which are frequent during video interviews. Additionally, utilize an interview score to keep your evaluations impartial.

7. Take into account pre-recorded interviews.

When scheduling video interviews is challenging due to time restrictions or a lack of resources, probably ask participants to fill a pre-recorded interview. Go to them for a restricted number of questions to answer and keep in mind each answer’s length. Adhere to a few more in-depth questions while asking them.

Applicants will record their responses and upload the video clip of the interview. This may be done using email or a secure content-sharing site. Some sites even support this type of conference call. Make sure to provide the file size, type, and any time constraints. Prepare.

8. Have a backup plan

Even if you check your recorded interview software several times, issues might arise. Have a failsafe in place if video or sound functions fail, internet connectivity becomes unreliable, or the environment becomes unsuitable for an interview. Whether you choose to do the interview over the phone or via FaceTime, make sure you have a backup plan.

You can consult with the candidate to see what works best for them. They may need to resort to a phone conversation if internet connectivity is a problem. Nevertheless, if nothing works, you may need to postpone the interview or resort to a pre-recorded interview.

9. Turn off your phone notifications

When doing video interviews, give applicants your entire focus and turn off the rest of the population. Warning noises can be picked up and amplified by your phone’s built-in speakers, resulting in a highly annoying interruption. Furthermore, it is impolite and inconsiderate of your interviewee’s time. Remember that this is a moment to analyze a candidate’s suitability for the position and pitch your firm as a possible employer, so approach them with the care you deserve.

10. Log on early

Don’t let your applicant wait around, unsure if they’ve arrived at the correct time or attended the correct meeting. Arrive five minutes early for your video interview and turn off your camera while you wait. This simple discipline will guarantee that you arrive on time for the meeting, but you may work or tidy your workspace while waiting. Your applicants will appreciate your readiness and timeliness.

Conclusion

The interview method via video may be a refreshing change of pace, and it can open doors for a wide range of applicants. There are benefits and drawbacks to all interview techniques, so it’s critical to have your video interviews set up and running correctly to get the most out of the procedure.

11 Things to Consider While Working in a Family Business

Posted on 19/07/2021 by Madhurjya Chowdhury

11 Things to Consider While Working in a Family Business

As per the Family Firm Institute, family firms account for 2/3rd of all businesses globally, making them critical for productivity expansion and employment creation.

While family companies are a key economic engine, only 30% survive to the 2nd gen, only 12% survive to the third generation, and just 3% survive to the fourth.

What is the key to running a successful family company? We’ve compiled a list of eight suggestions to help guarantee that your family business, or the one for which you work, survives the generations.

What is considered a family business?

Those engaged understand that the features of a family business differ from those of a larger corporation. Understanding who owns what and what actions should make such an individual vital for the firm and family to stay in peace. If the firm is still in the creator’s stage, it is simple for him to have authority over and select how the organizational assets will be distributed. However, if the second wave matures and expresses an interest in staying with the firm, all parties’ duties must be clearly defined.

11 Tips for a successful family business

Communicate

Families have their communication style, which isn’t always the greatest, as many therapists will tell you. Break the mold and make open, frequent communication a priority in your family company. When you notice a communication problem, address it straight immediately.

Evolve

When it concerns durability and the prosperity accompanying it, every business, especially intergenerational family companies, must change with the changes. A family-run company, the people who run it, irrespective of age, develop or avoid offending both customers and employees. Whether that’s abhorrence to new technology or opposition to changing social practices, a family-run business—and the people who run it—must evolve or end up alienating both customers and employees.

Set boundaries

Setting limits is important to creating and maintaining success, as leaders of thriving family-owned companies know. Establish and maintain a clean line between family and business. To put it another way, keep family matters off the board and work in the workplace.

Practice good governance

In the administration of family-owned enterprises, boundaries are also created. This type of monitoring, which top family companies use all over the globe, usually takes the form of a professional, advisory, or managerial board made up of non-family members with a small number of families.

Recruit from the outside

It’s critical to recruit beyond your family for both personal and leadership roles, just as it’s critical to create governance with non-family individuals at the head. There are plenty of skills available. For talents and knowledge that family members lack, successful family businesses draw into this pool of talent.

Treat employees like family.

Everyone is treated like family in a thriving family-owned firm, whether they are related or not. Customers are frequently subjected to this behavior. This “redefining family” strategy is used by recreational vehicle maker Jayco, which has been family-owned for more than 40 years. According to Jayco CEO Derald Bontrager, it pushes workers and leadership to “lift the bar as far as value is given,” according to Jayco CEO Derald Bontrager. Rather than depending on industry norms, “you should ask yourself, ‘Would you do something like this if that was one of my family members?'”

Make it optional

A good family company does not use coercion or guilt to entice relatives to join the company. It allows employees to choose whether or not to work for the firm. Employees enthusiastic about the firm and their position within it are essential in every business, whether it is family-owned or not. Encouraging family members to come to work on their results in happier employees and a better bottom line.

Plan for the future

Family companies that succeed don’t just let the cards fall wherever they may. They prepare for the future by developing family company succession plans well ahead of time. They also recognize potential in workers, both inside and beyond the family, and engage in them quickly to catch future leadership success.

Mutual respect

A firm foundation of understanding and respect, like any strategic partnership, goes a long way. Acknowledge your parents’ past accomplishments and where they went before you joined them in business. Respect the wisdom and information they’ve gained through time. Parents, be proud of what your kids bring to the party, both in youthful enthusiasm and abilities, and unique qualities.

Know yourself and each other

Personality traits and temperaments differ considerably. I propose that any children and parents who are starting a company together spend some time getting to know one another. The more you know about each other’s skills and shortcomings, as well as what makes them click, the more successfully and efficiently you can collaborate.

Recognize the stages

When it comes to parents and children collaborating, there are several stages to go through. There will be an evident mentor/mentee relationship when the youngster initially joins the adult in business. After the parent has given their knowledge to the kid and the youngster has professionally grown into their own, this will eventually shift into an equal relationship. Finally, the parent may begin to slack down, leaving the kid to shoulder more of the burden and duty. Understand that these phases are normal, and learn to recognize which one you’re in and when you’re transitioning between them. Remember that all of these changes are made easier with a foundation of trust.

What are the advantages and disadvantages of a family business?

Advantages of a family-run business are:

Stability
Commitment
Flexibility
Long-term outlook
Decreased cost

Disadvantages of a family run business are:

A lack of family interest
The conflict between family members
A lack of structure
Nepotism
Succession planning

Conclusion

Every family business will have its own set of benefits and disadvantages. However, to remain effective, company leaders must use these advantages and conquer these obstacles to prevent being one of the 70% of firms that fail after the first generation.

Is it right to go remote permanently? Advantages & Disadvantages

Posted on 18/07/2021 by Madhurjya Chowdhury

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?

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

Posted on 12/07/2021 by Aashritha Ramesh

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

It speeds up the recruitment process to a great extent as the recruiters don’t have to sort through applications manually.
The algorithm is cost-effective. It is virtually free and can be accessed or applied from anywhere on the planet.
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.
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.
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.

Top Soft Skills that Employers Value with Examples

Posted on 12/07/2021 by Aashritha Ramesh

Today’s world is extremely competitive and cut-throat. Each individual that applies for a particular post or a job has many technical qualifications that would make them just right for the position. And yet the process of getting green-lit for the post is highly selective and particular. What does the employer see beyond technical skills that can increase your chances of getting a job? What can set your resume apart from the many others that apply for the same post? Soft skills.

What are Soft Skills?

Soft skills are based on your personality, attitude, and behavior when it comes to a professional setting. These are traits that can’t be taught but have to be developed by oneself in the face of different situations. These skills adapt and evolve and help you integrate yourself into the fabric of your workplace. They stand as a mark of your professionalism and your ability to handle any situation maturely.

Why are soft skills important?

Soft skills are an extremely important part of your resume as they depict your personality traits to the employer. Any company will look for an employee who can successfully communicate with colleagues and workplace superiors and has a positive outlook towards their work and their future at the said company before selecting a candidate for the particular job. In many job listings, you would find traits such as ‘hardworking’ or ‘good leadership qualities and management’ or ‘excellent communication skills’ as a primary requirement for the job role, sometimes putting more priority on soft skills rather than technical skills.

Soft skills are not specific to any job role and can be transferred across industries. You may be a medical assistant, or a civil engineer, or a hotel management intern, you would still require a certain set of soft skills to get you over the line.

Another very important advantage of having soft skills is that you may be able to apply to a job whose title may not seem like your cup of tea but the description might match your skillset. To ensure this, you might want to update your resume with the relevant soft skills for that post.

Another way that soft skills can ensure your selection for a job, is to integrate them with your interview answers. For example, when the employer is asking you something like “Tell me more about yourself”, you could talk about your soft skills and how they reflect your personality like being adaptable, hardworking and having problem-solving abilities. This will subtly hint to your employer that you are good at communication and can highlight and access your strengths when required.

Difference between soft skills and hard skills

Soft Skills	Hard Skills
Soft Skills speak about your emotional intelligence and personality and behavioral traits that impact your professional persona.	Hard skills refer to the technical knowledge and finesse that you hold concerning the post that you have applied for in an organization.
Soft skills are acquired naturally by analyzing the various situations that one faces in their life and are a measure of how well one can integrate those traits with a professional setting.	Hard skills are learned through years of dedicated education and other hands-on training methods.
Soft skills are not industry-specific, a range of professions across various fields can require the same set of soft skills.	Hard skills are extremely industry-specific. If you wish to pursue a certain post in an organization you need to have a highly specialized hard skillset that is closely analyzed by the selection panel before giving you the job.

Highly sought after soft skills:

Communication

Communication ranks as one of the most important soft skills of all time. No matter the kind of job you do or have applied for, communication is a means to convey your ideas, thoughts, and notions to your colleagues, superiors, or even your clients and vendors!

Starting from your interview process to the later stages of your career, communication plays a very vital role in your personal and professional growth. It involves standing your own ground during ideation while cleverly integrating your ideas with the ones pitched by your colleagues or teammates. The most essential need of good communication is to pitch a conducive idea without disrespecting or disregarding the view of others as to not create conflict in a professional setting.

Communication soft skills include:

Active listening
Confidence
Problem-solving
Organizational skills

Problem-solving and critical thinking

Be it any job, employers always want employees who are quick on their feet with ideation and implementation. Critical skills are used by a person in the need of the hour to come up with creative and sustainable solutions to an organizational problem. This ability might include giving a spur-of-the-moment solution or a short-term solution to a problem or involve intensive research for the longevity of the solution to the said problem. Both these scenarios require the brain to work in unique and creative ways to best solve any problem at any given moment and is a skill highly appreciated in competitive, cutthroat corporate settings.

This soft skill includes:

Creativity
Research
Risk analysis and management
Teamwork and intensive ideation

Adaptability and positive attitude

In your career ladder, there are always going to be obstacles. It may be professional competition, your relationship with your colleagues and superiors, or even work-personal life balance. And as you grow, your workload and responsibilities are only going to increase. During these testing times, the one thing that is highly appreciated is a positive outlook towards the work that you are doing. Such an attitude will inspire and motivate others around you to put their best foot forward, producing the optimum results.

One other soft skill that is highly sought after is adaptability. Your professional life might throw you into situations that you may or may not have prepared for or might pose a problem that you may not know how to solve. In those cases, your ability to change your work format, mold it to the given situation, and rising to fulfill the needs of the organization is called adaptability. It shows the amount of professionalism you have and your company’s reliance on you during times of crisis.

Leadership and teamwork

One of the main qualities that an employer looks for in a suitable candidate is the commitment they have to rise the ranks of the organization and their leadership and managerial abilities. Such a thought process motivates the candidate to work as hard as they can and produce the best possible results for the company.

Leadership is your ability to work with a team of people with different strengths and weaknesses and perspectives and mold these differences into one single functioning unit. As a leader and a team member, you need to make sure that you take important decisions in the heat of the moment and that those decisions be in the best interest of the team and the company. You must also ensure that you get along with every member of your team and that they get along with each other without any friction or personal bias that may affect their work.

Work ethic

Work ethic is an all-encompassing soft skill. Basically, your attitude towards work as an employee is what your work ethic means. It includes your punctuality, your dedication to complete the assigned work promptly and with the best quality and results, your attitude towards your work and your co-workers as well as your professionalism during work. It is extremely important to have a healthy work ethic for professional growth in your future.

Hard skills may help you grow and rise ranks in your career but soft skills define the process of growth and your personality as a professional. A healthy balance of both these skillsets is the key to a good resume and in turn better opportunities and a good career. So what are you waiting for? Go update your soft skills now!

What is Employer Branding?

Posted on 11/07/2021 by Aashritha Ramesh

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.

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.
Several job seekers look up your culture and values while looking for a job, mostly to see how you handle diversity as an employer.
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.
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.
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.
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.
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?

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.
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.
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!
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.
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.
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!
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?

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.
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.
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.
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?

Posted on 11/07/2021 by Niharika Sondhi

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:

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

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.

What can you do if you don’t want to work anymore? Why are you losing motivation?

Posted on 10/07/2021 by Madhurjya Chowdhury

Are you feeling low lately? Are you tired of working in the same old position? Are you looking for some motivation? Well, read on to discover what you can do if you don’t want to work anymore.

Below are some key points you can follow when you feel like you don’t want to work anymore.

1. Change your mind

It’s sometimes just a question of faking it until you make it. You have the ability to alter the way your brain functions. You may improve your attitude just by attempting to do so. Begin by considering your job as more than simply a source of misery. This is still your work and you must perform it until your two weeks notice is received. Restart your thought process. Find a part of your job that you enjoy. If you can’t, start planning your next career move.

2. Reward yourself

Allow yourselves an iced coffee with a coworker once you’ve completed that one assignment you’re dreading. Encourage yourself to take a special day and do something pleasurable if you complete a large assignment. Keep your email clean for a week and treat yourself to supper!

3. Think about the future

It might just be a stumbling block or a dull period. Consider speaking with your supervisor about moving forward, maybe by taking on a more exciting job or transferring to a different area. Now is the time to start planning the meetings that will help you achieve your goals. If you’re certain, it’s not simply a phase. Start thinking about what you’ll have to do to get yourself into the position you desire.

How to start encouraging yourself to work again?

Start thinking about your future actions after you’re certain it’s the job but not you. The worst idea you can do is depend on a job you despise merely to remain afloat or because you’ve given in to lethargy. Find a career that allows you to live a life that you truly like. Here are some things to consider.

1. Rethink your relationship to money

Money isn’t just a piece of paper. It’s a matter of time, freedom, and potential. It’s a family affair. It’s time to go. Decide if money or time is much more essential to you. You’ll never be able to escape the hamster wheel if money is your first concern. If time is an issue, it’s time to start prioritising the important things. Why not save that extra cappuccino or luxury purse for a loan or a family vacation instead? Material items may trap you in a cycle of need and need that no amount of effort will ever be able to break you free from. Also, keep in mind that the less you earn, the lower your tax bill will be!

2. Cut corners

By dining at home, you may save money and eat healthier. Consider your automobile not as a prestige symbol, but as a means of getting from point A to point B securely. Consider having a picnic instead of going to the movies if the weather is pleasant. Instead of buying concert tickets, have a movie night at home. Instead of paying for a gym membership, try running. Consider each cost as a piece of your life that you will have to give up. Spend time with care.

3. Choose work you care about

This is the most crucial point. Believe in what you’re doing and take responsibility for it. Find a method to combine your personal passions into your working life. Don’t worry if you haven’t arrived yet. Let’s get this party started. Begin the effort that will be required to get there.

Why are you losing motivation?

1. Too Busy

Being busy is generally viewed as a status symbol in today’s workplace; it indicates that you’re in great demand and trusted with a large number of responsibilities. While this affirmation is beneficial for your self-esteem, devoting your whole waking day in “job mode” might leave you exhausted and unmotivated.

Many individuals believe that working to their full capacity entails working longer hours and taking on more tasks than is required. While this might provide immediate benefits, it can also be quite exhausting.

2. Hard Time Getting Started

Trying to get started on a task when you have no idea where to begin is a huge demotivator. We’ve all noticed that the toughest thing of starting a major assignment or a difficult job is getting started, but once you get into the groove of things, the whole thing may seem a lot less scary.

3. Separating Work From Your Personal Life

Leaving your work at the workplace was the norm before cell phones took over our lives, and carrying work home with you needed extra effort and forethought. We are still mentally and physically linked nowadays since we have accessibility to our email account on our wallets.

When we’re not in the workplace, it can be tough to disconnect from work, particularly if we’re working on a major project or have a load on our schedule.

4. Emotionally Exhausted

If you cognitively check out at the office and can’t recall a single thing when you get home, you’re definitely emotionally detached from your job.

5. Your Personal Time

After such a long day of being busy , it might seem tempting to fully shut down your mind and take to Youtube for the rest of your day. While being a total couch potato during your off-hours might be pleasant, it may also sap your drive to return to work the very next day.

6. Mentally and Physically Exhausted

When we’re completely exhausted, it’s difficult to work to our best capacity. Occasionally we just need to get a vacation after working for several days straight, particularly if we’ve been engaged on a particularly difficult assignment.

Conclusion

If you don’t want to work, you might be tired of working all day. Or you must have gotten bored of the job role. A good night’s sleep and a nutritious breakfast will help you stay motivated. Try going to bed an hour prior, giving yourself extra time to prepare a healthy lunch, and getting exercise throughout the day. Try utilising a time management system, such as the Pomodoro technique, which schedules short and lengthy breaks across the day.

Best wishes!