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  • How to Write Salary Increment Letter with Sample

    One of the many things that we bother about is salary, whether its credited or not, whether it’s worth the hard work we are putting or not, whether it is enough for us or not and so many questions around it. No matter how materialistic it sounds, our lives revolve around it. And why not? Our hard work needs to be paid; our bills need to be paid and more utilities and luxuries that we desire or aspire to purchase. 

    Talking about logically tangible aspects of it, salary needs to be adjusted according to work and responsibilities as well as the state of the economy. It is not necessary to bag a promotion to demand a salary increase. If your responsibilities have considerably increased and your seniority is considerable, you deserve an increase based on your loyalty and services.

    The question, which often confronts us and eventually prevents us from doing anything is- how to ask for increment? It needs to formal, of course, and it should be straight up to the point, it should include the reason why you are asking for the increment and why do you think you deserve it. We have come up with a few points that you need to pay special attention to while writing the salary increment letter. For your convenience, we have added a sample to absolve off all your doubts.

    How to Write Salary Increment Letter

    1. Follow the Format

    Formats are very important while writing any letter. They show your professional work ethic and smart approach. If you deviate from the official formal letter format, you might sound casual. The letter might give you a bad start and a bad image too. You, seniors and stakeholders, are going to give your letter great importance while dealing with your problems. If you follow the formal letter format, your chances of getting your increment will increase due to professionalism.

    2. Sound Professional

    Keeping great care of the format and sounding unprofessional with poor word choices and badly put arguments and reasoning might give you another thing to worry about by creating a bad impression. Therefore, it is important to pay attention to your sentences and words along with the format that you are following. It can surely be the deal breaker.

    Also Read: 10 Tips on How to Negotiate Salary with HR

    3. Pay Attention to the Matter

    The matter is really important while writing a salary increment letter; by matter we mean the content you are putting up. Since it is a salary increment letter you should pay special attention to questions such as your position, the work and responsibility that you are assigned, the salary you are receiving now and why do you think you deserve the increment. Also, highlight why do you think it is a fair option and justified one. Don’t forget to end the letter on an optimistic as well as a grateful note.

    4. Don’t Mention Irrelevant and Unnecessary Information

    Although you need to pay special attention to the content you are mentioning, by this, we don’t mean you need to add a bulk of information and other arguments. It is simply going to add up the length, sound utterly unprofessional as well as bore the decision makers so much so that they might not consider your appeal. To maintain professionalism, smartly pick up information, weave them into clear sentences and sum up as briefly as possible.

    5. Always use Microsoft Word Document for Drafting Letters

    Writing and communicating through letters can be a bit confusing since you can directly draft an email, send a pdf, a google doc or a word doc. Too many options might overwhelm and confuse you, but there is an only viable option here, i.e. Microsoft word document. It is easy to print and almost available in all the desktops. Google docs might hinder with accessibility glitches, and email is difficult to print. Therefore, always stick to the most viable option, i.e. Microsoft Word Document. 

    Salary Increment Letter Sample

    Samit Singh
    95, Karol Bagh,
    New Delhi, PIN: 23432789
    email: samits7377@gmail.com

    May 26, 2020

    Shri Ramesh Nath,
    Manager, GHF Organization,
    23456, Greater Kailash,
    New Delhi, PIN: 00834

    Dear Mr. Nath,

    I am writing to formally request a review of my current salary. As an Account Executive with five years at the organization, I have always been ready and able when asked to take on additional work and new job responsibilities. I believe a review of my track record with the company, my recent achievements, along with industry average salaries, will demonstrate justification for an increase of at least 10% in my annual pay.

    My role has evolved and multiplied many folds. Added duties now include staff management, budget decisions, and project management. In the past year, I have distinguished myself with the following accomplishments:

    • I improved efficiencies in the accounts payable system, saving the company 1 Lac in annual revenue.
    • I managed the successful launch of our new product Lypha.
    • I’ve strived for excellence, continued adding value to the company, and never missed a deadline.
    • Peer reviews indicate that my colleagues appreciate my management style, and I am a valuable member of the team.

    Further, the average annual salary for my position is (the salary you want to be paid) according to data from Payscale.com. This is more than 12% higher than my current salary of XYZ amount. A 10% raise in salary would put my compensation in line with industry and regional expectations for the work.

    Thank you for your attention to this matter. I am willing to work with you to accommodate my request, along with what is best for the company. If you have another amount in mind or a plan to increase my salary in the future, I am open to negotiation.

    Sincerely,

    Signature [for hard copy only]

    Samit Singh

    I hope this guide will help you to write a perfect salary increment letter to your boss. Comment down below if you still have any queries.

  • 7 Workplace Rules for Happy Life

    We work hard and sculpt ourselves tirelessly for one single goal. The goal might change, but all in all, we look for that one job that encompasses all the qualities we are looking for, these qualities more or less sum up to be about one goal- happiness. It is a requirement in everything that we aspire to or desire to behold someday.

    Happiness from work, especially when we are talking about the close cabined corporate sector seems a little strange. It can be found here and there but to seek happiness in every minute of your workspace can be a bit challenging. One way to tackle this problem is by setting out a few rules, according to your dreams and aspirations by asking yourself a few questions, to gain happiness and contentment from the work that you do. What are these questions and what general rules of happiness that can be applied in day to day work life, we will be covering here. But, remember one thing, the general rules and questions can be changed according to your lifestyle and the kind of work that you do.

    7 Workplace Rules for Happy Life

    1. Set Your Priorities Straight

    Setting priorities is one of the first things that you should do if you join a workspace. It gives you a direction to move towards, and it helps you in keeping track of your progress as well as motivates you to push more. Priorities also prevent confusion and the creation of havoc. And trust us, confusion is very easily created if our mind is cluttered with many things. It serves as a reminder, as well as a checklist. You need to ask what you want to do first, why, and how it is helping you. Write it down somewhere, and you are good to proceed with your checklist.

    2. Involve in Healthy Communications

    Interacting with peers, juniors, and seniors is a part of professional life that we all need time to adjust. It is a very subjective issue too, it requires time and consideration, but it is worth it. Communications around how you wish to work, how to go about specific projects, or simply how to want the organization to perceive you can make your life easier, sorted out, and hassle-free. Indeed, you cannot get along with almost everybody, so involved in communications in a way that doesn’t take offense to anyone as well as is not exclusive to individual members only.

    3. Maintain a Healthy Relationship With Peers, Seniors, as well as Juniors

    Relationships built on communication, trust, and teamwork can help any organization succeed in achieving its goal but also help each individual who is part of the organization. Healthy relationships are also helpful in bolstering your networking skills; they might land you with big and delightful opportunities. Therefore, you need to ask yourself the question, how do you communicate, what are your strong points, and what kind of relationship you want with certain people. It can tremendously help you in building up your network, improving communication skills, and bolstering up your professional reputation.

    4. Prevent Yourself from Burnouts

    Burnouts are very common nowadays since work has become monotonous and repetitive. Most of us are asked to spend most of our work hours staring at our desktop screen with an excel sheet opened in front of them. Not only it has physical repercussion but emotional too- in the form of burnouts. 

    Burnouts refer to the state of mind where you don’t feel like working anymore, so much so that one can start feeling physically sick. It lowers productivity, hampers the individual as well as the entire organization. There are not many cures for it, but if one takes frequent breaks while working, keeps the mind clutter-free, one can indeed prevent from burning out. So, before you feel like you cannot take anymore, go for a walk, get a cup of coffee or have a little chit chat with your colleague to prevent burning out.

    Also Read: Employee Burnout Causes and Cures

    5. Don’t get Personal Affairs Mixed with Professional Life

    It is a mistake that many of us know about, but we end up committing it anyway. It can only mean you end up bringing your relationships and prejudices to the workplace or you are preoccupied with your personal affairs while working office. It hampers your productivity, prevents your mind from forming new ideas and approaches, makes you irritable, and unable to give your best shot at projects that you are entrusted with. When you enter a workspace, enter with a free mind, and ask for help, you need a window to breathe.

    6. Be Trustworthy as Well as Generous with your Work Colleagues

    Ambition is a cherished quality, but ambition at the cost of a healthy relationship, or over ambition can lead to insecurity and unhealthy competition. Resorting to unethical ways to capture your goal might create a breach of trust, lack of empathy, and zero team accountability which ultimately hampers everybody’s business. Therefore it is important to be generous, helpful, and cheering with your co-workers. Champion and congratulate them on all the goods and support and help them for all the bad.

    7. Take a Step Back if Needed

    Taking a step back can mean different things for different people in a different context. It can mean to take a break from your work schedule if overburdened with tasks or taking a vacation to rejuvenate your mind and soul; it can also mean to quit your work if you cannot find fulfillment in your current job. In all of the situations, what is necessary is to step back, sit, and relax. It can help you back in taking control of your mind and body and make fair decisions in the future.

    I hope you find your work-life balance and happiness since all that matters is contentment and satisfaction. And if you don’t, don’t forget- happiness is just one change away!

  • What is Employee Retention, Why is it important & how to retain employees

    Employee Retention Meaning

    Let us break apart the term Employee Retention and understand the concept of Employee Retention. We all know that RETENTION refers to the ability to uphold, keeping, maintaining, or surviving through something or specific phase. Moreover, Employee Retention concerns the ideology of keeping the employees in an organization happy and content in the long run. Employee Retention can be done by laying various policies and practices, a work-friendly environment, healthy culture, rules, and regulations, which let the employees stick to an organization for a longer time. It undergoes various steps and sacrifices to achieve employee retention for the maximum time.

    Employee Retention Importance

    Now we have heard a lot about the importance of Employee Retention by various phrases, but its time to understand its importance from a depth in different ways-

    • Hiring requires a lot of resources: Following the entire journey from drawing job descriptions, selecting universities for pool drives, inviting and managing candidates there, going through the resumes, taking interviews, undergoing the differential screening procedure, shortlisting, grilling the candidates to get a refined version of them, and then finally followed by training. This entire journey is crucial and requires patience, skills, time, capital, and utmost management.
    • Grooming a candidate: A new fresher is like a clay molded and baked at regular intervals to extract maximum outputs. If the employee leaves the firm, the company would lose dearly. How much loss a company will undergo? Moreover, a redundant and frustrating effort of HR will be costed in this entire cycle. 
    • Market competition: Today, everyone is smart, intelligent, and selfish of their own’s gain and pain, and when coming to leaving a job, there is a high risk of joining the market rival by that employee. It may result in disclosing confidential company data, company policies, or strategies. However, to avoid these circumstances, an undertaking document is made signed by the candidate, and also strict laws are laid out.
    • Quality time spent in an Organization: As someone has stayed for a longer period knows the exact requirement, working culture, and ideologies of a company, and tunes well with others, also become a mentor for others. They perform better than individuals who change jobs frequently. Spending more time with an organization is also a trait of loyalty and trustworthiness of a person.
    • Time taken for adjustment: One needs time to know the team members, working culture, improving performance, befriending fellow mates, and trusting them. The team bonding is built through team activities: a lot of team collaborations, discussions, solving challenges and working together. All of these processes cost time, which is costly. So why to waste the company’s time on such irregular adjusting intervals. 
    • Important for a company to retain value: Every organization runs on its talented and hardworking smart people. These people are very creative and stand unique by their values. Losing a chance to retain employees equals losing a performing talent. 

    How to retain employees

    There is always a right way and an appropriate methodology to solve a problem efficiently and effectively. Although the term EMPLOYEE RETENTION was pretty easy to understand, even if someone has not got the exact essence, I assure you you will get to know a lot about it after reading these strategies. So without wasting much of the time, let’s take a glance at the various methods to improve or establish employee retention in an organization

    1. It all starts with the recruitment– “Retention starts right from the beginning, from the application process to screening applicants to choosing who to interview,” says Dan Pickett, CEO of Nfrastructure. Remember to build that trust and outstanding quality of yours to the candidate. Be sure that you pick the right candidate, give appropriate training and resources to them, and maintains a personnel touch with them. It is similar to investment; the longer hold it, the better would be the returning goods. 
    2. Benefitting the employees– You are running a company to fulfill your wishes and our paying a person to do some random tasks so that you make money out of it. Fine! Not to forget you are paying them( fair enough). But they are human beings too, isn’t it somewhere your responsibility to keep them happy? Yes? So try to invest a little amount on their health benefits, working location choices, personal grooming, paying good money, or simply providing them with transportation facilities.
    3. Flexible working schedule or working hours– Time is changing, so does the working culture. Don’t you think one must instead focus on the result rather than the working style? Everyone is unique; some might like working in the daytime; some may be a night geek. You should set them flexible on working hours, productivity, and working schedule. Just assign them the task and headlines, be there as a mentor, but don’t sit over their heads like bosses and rule them after each second. Instead, be a leader, understand them, and spend the journey with them. 
    4. Appreciating open and comfortable communications– Do not create an overrated strict environment, that people tend to think thrice before speaking and keep their mouths shut. NO! Treat them as your friend, welcome their suggestions, understand their grievances, and mentor them. If questions are raised, do not turn up your ego or anger. Employees ask questions only at workplaces where people feel a belongingness and want things to improve. An open-door policy is an effective way to establish a culture of open communication. Give them a feeling of a valued employee, by simply listening to them.  
    5. Concern on personal growth – Everyone strives for personal development and aspires to work at a place where they can bloom and enhance themselves. So being an employer, you should create opportunities, augment the working experience, regular promotions, or learning culture for the employees. Provide them with the latest skill training, regular sessions, or collaborative workshops. 
    6. Assure the quality of the entire working chain– Often, we miss checking on the seniors mentoring the freshers or the junior employees. Sometimes the quality inconsistency creates & causes a void whenever tried to detect a loophole. To avoid this practice, top-to-bottom and the reverse way anonymous surveys to detect the actual pain point. This is particularly important for average performers, as they often lack the quality of self-motivation that characterizes high-performing employees. 
    7. Immediate action on the loopholes– Don’t procrastinate the decisions of firm welfare. When you are sure about something, practice it, if not search about it, until you conclude. You must find the wrong patterns and address them before it is too late, and you end up losing value. Measure productivity at regular intervals and deploy an employee engagement survey. 
    8. Building future-ready and resistant to unfit conditions workforce– Were you aware of the COVID19 pandemic arrival a couple of years back? No right? Economic downswing, or a dramatic dip in profitability, is a significant cause of turnover. Employees want to harbor on a safer side, and they leave that company immediately. Such phenomena pull out talent from your company. But if you prepare the workforce beforehand, offer financial support, and instill confidence in the company’s future, you can prevent significant turnover. 
    9. Time for a reward– Out of human tendency, everyone wants to feel appreciated for their work. As soon as you like or value any a of an individual, make a habit of thanking them, a written gift card, an incentive pay, a day off, a dine away, or giving them the honor of badge to them. This will keep them motivated, enthusiastic, and a craving to perform better.

    To conclude, I would like to say that it is time for you to understand your working force, converse with them, and then decide which strategy to use to fix the organization’s retention leak.

  • Employee Attrition – Types & meaning

    Meaning of Employee Attrition

    Employee attrition is a situation that occurs when an employee leaves the organization. Why does employee attrition occur? Reasons for employee attrition may be voluntary or involuntary. In the former, initiation for attrition is taken place by the employee himself or herself. The latter is the situation where the employer initiates to separate an employee. Namely, that can be positive employee attrition or negative employee attrition. Employee attrition has got both positive and negative impact on the company as well.

    Positive Attrition

    Positive attrition refers to staff turnover that actually benefits the organization. Whereas negative employee attrition Is when employees are laid off because they are being productive or the organization is developing a poor company culture. Positive attrition has proven useful for organizations because the company can save the extra cost by cutting out the poor performers. It is also a positive attrition when a non-performing employee separates the organization on his or her own will due retirement or getting a better opportunity

    Negative Attrition

    Negative attrition refers to the loss of an employee the organization would like to keep. For negative attrition, the business loses productivity and involves high cost for the company to sustain the existing employees. Negative employee attrition is one of the top Challenges for HR. HR Managers should proactively engage its Top Performers with Employee Engagement Activities to reduce Negative Employee Attrition

    Irrespective of whether an attrition is positive OR negative, attrition should be done on a good note that maintains a cordial relationship between the the organization. Employee Separation should always be an amicable. A non friendly employee separation can not only create chaos, but also effect the morale of the existing employees

    TYPES OF EMPLOYEE ATTRITION:

     VOLUNTARY Attrition:

    Voluntary employee attrition occurs when the employee decides to terminate his or her relationship with the organization on his or her own will. Quits and retirement are the most manifestations of voluntary employee attrition.

    • Employee QUITS:

    An employee decides to quit or resign when their level of dissatisfaction with the present job is high, or a more attractive alternative job is awaiting the individual. One of the major reasons for dissatisfaction among employees is the job itself or the extrinsic factors involved in a job, such as company policy, lack of compensation, health, spouse relocation, and the like.

    During the economic boom, jobs are available in plenty. Competent people get multiple offers at any given time. Some of the employees who are incredibly loyal and committed to the organization stay with the organization. But the majority of employees on getting more attractive offers accept it and prefer to leave the company. Organizations often encourage or initiate quits through cash incentives. Also, called the voluntary retirement scheme (VRS), these employee separations are resorted to when organizations are experiencing losses, not strictly voluntary.

    • Employee RETIREMENTS:

    Retirements generally occur when employees reach the end of their careers. The age for an employee superannuation difference. In states, it is 58 years, and in the central government, it is 60. Many governments have reasonable limits to 60 and 62, respectively, as there is no shortage of skilled people to fill up the vacant jobs. Retirement differs from quits. When the employee superannuates and it’s time for them to leave the organization, several benefits are offered to the employee. But an employee who quits is denied such privileges. Second, retirement occurs at the end of an employee’s career, but the quit is not time-specific. Third, retirement is not likely to leave any corporate bad blood behind the retiree, but a quit might result in hurt feelings with the employer.

    INVOLUNTARY Attrition:

    Employee Termination Reasons: Employees Resort to terminate the employment contract with employees for at least three reasons

    1. The organization is unable to maintain the existing labor because of going through a lean period 
    2. Initial faulty hiring results in a mismatch between job and employs fit 
    3. Employee exhibits deviant behavior by vitiating the environment around 

    Discharges, layoffs, retrenchment, or rightsizing could be the standard methods of involuntary employee attrition initiated by the employer.

    • Employee DISCHARGES

    Discharge occurs when the employer discovers that the employee is no more productively serving the organization. Discharge is also widely referred to as termination, should be aimed to be avoided as far as possible. Any termination is a reflection of the company’s HR system. Also, termination is an expensive affair because the firm has to seek a replacement, hire, and train the new candidate. Finally, a discharged individual is likely to fowl mouth the company. Discharge should be one’s last resort. 

    • Employee LAYOFFS 

    A layoff is a temporary separation of the employee at the instance of the employer section 2 (KKK) of the industrial disputes act 1947 denies the officer failure refusal or inability of an employee to give employment to a worker whose name is present on the roles but who has not been retrenched. A layoff may be for a definite period on the expiry of which the employer will recall the employer for duty. It may extend to any length of time; with the result, the employer is not able to estimate anymore to recall his or her employees.

    A layoff may be occasioned by one of the following reasons:

      1. Shortage of coal power or raw material
      2. Accumulation of stocks
      3. Breakdown of machinery
      4. Economic recession
      5. For any other reason

    • Employee DISMISSAL/Employee DISCHARGE

    Whether termination of employment is initiated by the manager, it’s called dismissal or discharge, which may be a forceful step and may be taken once careful thought is given. A dismissal has to be supported by fair and sufficient reasons.

    The following reasons cause the dismissal of an employee:

      1. Excessive absence
      2. Serious misconduct
      3. Inaccurate statement of qualification at the time of employment
      4. Theft of the company’s property.

    Dismissal shall be the last step and may be resorted to after all the efforts in celebrating the employees have failed.

    • Employee RETRENCHMENT

    Retrenchment, too, results in the separation of an associate worker from his or her employer. It refers to the termination of employees’ service because of the replacement of labor by machines or the closure of a department due to the continuing lack of demand for the products manufactured in the particular department of the organization. Retrenchment like layoff entitles the employee to section 25f of the industrial disputes act 1947, is equivalent to 15 days average reimbursement for every completed year of continuous service. However, retrenchment differs from sacking in this that in the latter, the employee continues to be within the employment of the organization and is sure to be recalled post the period of layoff. Entertainment employee sent home for good, and his or her connection with the company are severed immediately.

    Retrenchment differs from dismissal as well. A worker is discharged as a result of his or her fault. Retrenchment, on the other hand, is forced on both the employer and its employees. Moreover, a retrenchment involves the termination of the service of many staff however, dismissal typically involves the termination of the service of 1 or 2 staff.

    • Employee VOLUNTARY RETIREMENT SCHEME

    Voluntary retirement scheme VRS is yet one more type of separation. In the early 1980, companies both in the public and private sectors, they have been sending home surplus labor for good, not strictly by retrenchment, but by a noble scheme called the VRS. Euphemistically all the golden handshake plans—handsome compensation of pay to those workers to leave.

  • Top 10 Recruitment Challenges in 2024

    The first step in the life cycle of HR is recruitment. When a baby takes the first step in life, it seems fascinating, and it becomes the never-ending process. Same is with recruitment; this first step in the dynamics of HR is though fascinating but becomes a never-ending process. As said life is struggle and challenges are waiting at every step, similarly with recruitment. This exciting process has several hurdles in its way, but if there is no struggle, there is no progress.

    Hence below listed are some major recruiting challenges.

    Top 10 Recruitment Challenges

    1. Reluctant to Relocate

    The most common challenge while recruiting is “Homesickness” which is quite obvious as nobody wants to leave their family, friends and hometown unless they prioritize career above all or have some serious obligations. Therefore in most of the cases, it becomes almost impossible to convince the right candidates to relocate to other cities for the job opportunity recruiter is hiring for.

    2. The Desire for Remote Work

    This is the new talk of the town in current pandemic situation, where unemployment has reached its pinnacle, and people are exploring for a better opportunity but not willing for the in-house job due to fear factor of this contagious disease and concept of social distancing, but yet many companies are only up for the candidates who can work from the office due to need of their job type as every job can’t be done from remote. This difference of opinion between employer, recruiter and candidate has become a great struggle nowadays in the scope of recruitment.

    Also Read: Work from Home Challenges and Solutions

    3. High Salary Expectations

    It is a general saying if you dream big you will achieve big. So this big dream of getting the most handsome pay package is the ultimate desire for all the job doers and seekers which troubles the recruiters a lot because to fulfill this dream many times candidates place the expectation way beyond his/her worth and what the market price of their job is.

    It is not problematic until the candidate is found to be intelligent and understand its worth or many times compels with a certain situation. Still, things get entangled when candidates become adamant and irrelevant in their demands and unwillingly the recruiter needs to shift their focus from one potential candidate to searching the next one.

    4. Competitive Market

    With every passing day market is getting more volatile and competitive. This competition and advancement are leading to improvement. Hence a good learner, trained and developed resource is high in demand within the job market. At one particular point, candidates, themselves start realising the same and understand the markets so well that his/her constant desire to prosper becomes vivid and they always try to capture the best in their sector. Hence this urge in this competitive market makes recruitment even more challenging as multiple doors are open for the best man to fit in.

    5. Brand Value of the Company

    Whether small or big, need of human asset is must for all so as the recruitment but general human tendency is always reluctant to associate with start-ups or small company even with those companies who are doing well but don’t have much fame in the market or also may defame due to poor work culture or less profitability, which creates insecurity in the mind of the candidate before applying and makes a vital hindrance in the recruitment.

    6. Low HR Budget of the Company

    It is not always the candidate or job seekers creating trouble while recruiting many times the company itself becomes its enemy in recruitment due to very poor or less HR budget. Not all the companies are open-handed to pay well to their resources or do not acknowledge the factor of the sustainable standard of living but do not compromise in the requirement of manpower too, such dualistic strategies of the company not only annoys recruitment cycle but defame themselves paying market as well.

    7. Unorganized and Insufficient Recruiting Tool and Data

    Recruitment then and recruitment now has sky gap difference as it has drastically changed. Modes of recruitment approach everything has undergone a complete makeover, but still many companies found using those old tools have not upgraded themselves. Their hiring is completely yet based on some existing unorganized data and has not intended to accept new digital changes like recruitment softwares, top consultancies and paid portals. Those orthodox data and methods due to non-acceptance of companies in the digital era is a considerable challenge while recruiting.

    8. The difference of Opinion Between Hiring Manager and Recruiter

    Generally people misconceptualized between recruiter and hiring manager. Recruiters are those who recruit as per the need of the hiring manager but hiring managers are those who need the resources to get the job done. But many times what is found is the difference of opinion in between the ideology and demand of hiring managers and recruiters as the hiring manager is only confined within his job requirement and duties and does not wish to become flexible enough as per the need of the market. Hence any such expectations and rigidness irrespective to the current market trends make recruitment even more challenging.

    9. Target based Recruiting

    Though being focussed and having targets are the essence of every job, but many employers don’t understand the concept that HR dynamics have to be more liberal with multiple options and they keep vague expectations and gives neck to neck targets of recruiters, such target based recruitment may help companies in fulfilling the vacant position fast but as said quick work of the devil is never a sound deal to crack which ends in the faulty selection, higher attrition and more absenteeism.

    10. Existing Team/Work Culture

    The last but not the least thing in the challenges of recruitment is that whatsoever efforts a recruiter may put in fulfilling the position, but things come back to square one if the existing work culture in not friendly and teammates instead nurturing or helping each other believes in pulling the new guy down and inculcates more work politics. Such negative ambiance leads to early resignation and increases the number of absconders which fails the entire recruitment process and becomes snake within the sleeves for the recruiter and team.

    So are you also facing any of such challenges while recruiting, approach Zigsaw for the most hassle free recruitment for your company. Register here on our platform to start.

  • Self Introduction in English for Interview for Freshers

    “Tell me about yourself” is one of the most hair-raising questions that a fresher would face while sitting for an interview. -This question is a crafty one placed in front of the candidate by the interviewer, this is so because the interviewer already knows some details about the candidate from the resume submitted. However, still, the reason behind this question being asked is that he wants to know the candidates’ attitude towards the work, what are the values that he brings into the company and how well he fits into the job.

    One cannot deny the fact that this question is one of the best keys to prove that you are the best for the given job, this is so because having seen hundreds of candidates similar to you, the interviewers expect for that one answer which would correctly light the candle.

    Hierarchy of Information to be Included

    1. Start with a formal greeting: Use the following wordings like accordingly Good morning (or) Good afternoon (or) Good Evening

    2. Tell your Name: My name is XY / I am XY

    3. Location: I am from XXX / I was born and raised in XXX/ I grew up in XXX.

    4. Projects/internship undertaken: Include the topic, name of the company, type of the work done, awards won, experience gained.

    5. Qualifications: I am a …. Graduate from XYZ University.

    6. Additional Qualifications: courses done, language proficiency

    7. Adjectives to describe yourself

    8. Hobbies/passion/strengt-hs and weakness

    9. Fun Fact (optional)

    10. Describe some points on how well you fit in the job

    Rules so be Kept in Mind

    1. Always sound enthusiastic.

    2. Maintain eye-contact

    3. Use hand gestures

    4. Don’t sound lie a robot (don’t memorize)

    5. Don’t stammer

    6. Sound confident all along with your introduction.

    7. Don’t take beyond a minute.

    8. Be the best yourself

    9. Don’t round the bush

    10. Reduce the use of superlatives

    11. Present the content in quite an intelligent way

    Tricks to Follow While Jotting Down your Answer

    1. Research about the company and the job offered.

    2. Link your projects with the job offered.

    3. Shape your answer based on the company.

    4. Write down something more other than that mentioned in the resume.

    5. Put in at most energy in your wordings.

    6. Always maintain a sense of Formality.

    7. Practice in front of the mirror.

    To conclude, try to give your best possible answer to this question in the most confident manner as this will decide the flow of the interview, and this will put forward your first impression on the table.

    Self Introduction in English for Interview for Freshers Samples

    Self Introduction in English for Interview for Freshers

    Here are some sample answers to the question “Tell me about Yourself.”

    Scenario 1:

    Good morning. I want to thank everyone for giving me this golden opportunity to introduce myself. My name is Rocky, and I am from Bombay. I am a biology graduate from IIT Bombay. I now work as an intern at Youth Foundation, and I am a big fan of soccer and gymnastics. My goal is to build a successful career as an XYZ, which can help the company and me personally. My strengths are my positive attitude, punctuality, and interpersonal skills. My weakness is my emotional nature. This is all about me. Thanks once again for this wonderful chance.

    Scenario 2:

    Good morning everyone. I am Jacob. I am born and brought up in Delhi. My fields and expertise lie in operating systems. I have previously worked on projects based on hardware, big data analysis, and AI. As a result of my Love towards operating systems, I began setting up databases and platforms on which others can work on. During my projects, I worked as a Team leader as well as a Team player, and by doing so, I ensured the proper completion of work by team members. My interests lie in orating. Finally, I think that I am an ideal candidate for this job as I found myself satisfying the requirements of this opening. Thanks, everyone for this opportunity. 

    Scenario 3:

    Good morning. It’s my pleasure to introduce myself. I am XXX, and I am currently pursuing my degree in the field of the automobile at ABC University. I was raised in Assam, and when I was 18, I moved to Bangalore for my university study. Last year I went to the US to join the student exchange program. During my exchange, I went backpacking with other backpackers from all over the world to other countries across the US. It was a fun experience. I think I have been fortunate enough to be able to live in different parts of the world and thus be able to broaden my horizon.

    I have a strong interest in automotive and services industry. The reason is I’d like to leverage my detail-oriented mind and apply the skills and knowledge that I have attained throughout my degree courses. I see myself as a people-oriented person. I demonstrated this by working in various group projects with different types of people in which I had been able to perform well. I want to be part of your company to further develop myself in the automobile field and to use my capabilities to serve both your company and your clients. 

    Scenario 4:

    Good morning sir/madam;

    Firstly, I would like to thank you for giving me this opportunity. I am XY from Chennai. I completed my B.com with CA from AB University affiliated to Anna University, with an aggregate of 78%. My hobbies are net surfing, playing chess. I am fresher and have no work experience in any company. My strength is that I can adapt quickly to any environment.

    My short-term goal is to get placed in a reputed company like yours, which will allow me to enhance my skills and Knowledge. My long term goal would be to reach a higher position in your company. That’s all about me. Thank you for giving such an excellent opportunity.

    I hope this article will help you to prepare a perfect self introduction for your job interview. Comment down below if you have any queries.

  • Cost Per Hire – Calculating Hiring Cost in Recruitment

    Cost per Hire meaning

    The Recruitment process costs organizations dearly. The cost per hire means the total cost incurred for hiring purposes for each hire. This includes among other things, the following costs

    • Time Cost of the HR Managers & the technical managers involved in the Recruitment Process
    • Payments made to placement Consultants
    • Payment made to buy Resumes online
    • Cost any on-campus institution drives
    • Cost of joining bonus and relocation allowances
    • Expenses incurred on conducting recruitment tests and interviews
    • Cost of overtime or temporary staff retraining during the period when jobs remain vacant
    • Any other incidental cause availed by the selection  team,  we can / overtime lunch/dinner transport claims and the like

    To these may be added cost and expenses related and involved in the recruitment process.

    The cost to hire or cost per hire is obtained by dividing the total cost by the number of hires.  Organizations closely watched the cost per hire to monitor the effectiveness of the hiring function.  Efforts are always made to keep the cost per hire within acceptable limits.  Cost per hire varies from organization to organization, deciding factors being skill level of hires,  demand and supply of such skills, number of fires, sourcing strategy,  and compensation levels.  Change of Sourcing strategy and withdrawing joining bonuses are common strategies used by organizations to keep the cost per hire within desired norms.

    COST TO HIRE OR COST PER HIRE = TOTAL RECRUITMENT COST/TOTAL NUMBER OF HIRES

    TOTAL RECRUITMENT COST = TOTAL INTERNAL RECRUITMENT COST + TOTAL EXTERNAL RECRUITMENT COST

    INTERNAL SOURCES OF RECRUITMENT

    • Present employees – One of the most sought after internal source of recruitment methods are present employees, which has proven to be beneficial in various ways.  In this type of recruitment, the cost of training might be less,  but there is an added cost of providing the promoted employee with a higher pay scale. This is the most common internal source of recruitment,  wherein the organization need not look for new employees,  the organization can appoint one of their efficient employees to a higher position or a different department where they can work efficiently and get the system running smoother. For an existing employee, he/she is acquainted with the organizational culture and systems which cuts down the retraining cost. But in cases of promotions,  when an existing employee is getting promoted to the next level in the hierarchy, he/she is to be paid a higher salary which is the cost the organization needs to bear for this kind of recruitment.
    • Employee referrals –  Over the years with strong networking being built, this source of internal recruitment has proven to be very effective, where employees can encourage their families and friends by familiarizing them with the advantages of a job with the company, furnishing cards of introduction and even encouraging them to apply. Some companies even offer “finders fees”  in the form of monetary incentives for successful referrals. For example, companies like Microsoft offers referral incentives to its employees for internet experts. Infosys in Bangalore also has a practice of coming up with vacancies on its website, inviting referrals from employees. Employees are paid Rs.10000 to Rs.15000 charges for every successful hire. Finder’s fees could be referred to as the cost related to this sort of internal hiring. If used wisely, employee referrals could prove to be an effective way of recruiting. The prospective reach is wider at a very low cost and in an organization with a large number of employees, this approach can provide quite a large pool of potential organizational members.
    • Former employees – Another internal source of applicants are former employees. Increasingly more and more employers are reaching out to ex-employees and sharing information on job openings organizations. They maintain close contact with ex-employees with proven good performance records.  The advantage of recruiting former employees is that they are quick to hire. These hires are quick to work as they are familiar with the company’s policies and procedures and will connect soon with peers and customers. MNCs purchase IBM and Microsoft are active in re-hiring. The problem with this internal source of recruitment is their placements and compensation. Often, we have seen that former employees re-joining ask for a higher pay scale which gets added as an internal cost to hire.

    EXTERNAL SOURCES OF RECRUITMENT

    • Temporary/Contract workers–  contract workers by then a number are almost working the small number of regular employees.  For employers, contract workers are less expensive. Wages paid to these employees constitute only half of what is paid to regular employees with minimal demands for better wages and benefits and no need to implement mandatory welfare measurements. During times of sudden rise in demand or uncertainty, organizations rely on temporary workers instead of hiring regulars. Temporary or contract workers insulate permanent employees from downturns in a business cycle, thereby improving job stability. This is one of the most affordable external sources of recruitment with minimal costs related to it.
    • Campus recruitment – Placement programs in Colleges, Universities and Research Laboratories, sports fields, and institutes are a great opportunity for recruiters to hire budding talents with young perspective, particularly the institutes for top campus recruitment is going Global with companies like Hindustan Unilever, Citibank, HCL HP,  Facebook and Reliance looking for in global market campus recruitment is so much sought after by the recruiters that each College University Department or Institute will have to have a placement of a to handle recruitment functions. This type of external recruitment is often an expensive process, even if the recruiting process eventually produces job offers and acceptances. For conducting on-campus recruitment programs, there needs to be a contract between the university/institute and the company/organization.  There are cases where colleges charge a lot of money for the companies to arrange employment fares or get a seat in the placement cell for external recruiting purposes. This could be considered as the cost related to campus recruitment.
    • Advertisements – This is the most popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want as described the job and the benefits, identify the employer and tell those who are interested and how to apply. A number of factors influence the response rate of an advertisement. Three important variables to be kept in mind are – identification of the company, labour market conditions, and the degree to which specific requirements are included in the advertisement. Moreover, we can say that an organization can customize the advertisement as per their requirement, which demands some investment. This is one of the major elements in the cost of recruiting not only because it is the most common method of the external source of recruitment irrespective of a paper print advertisement or advertisement on an e-recruitment website, but also it opens up a wider pool of potential candidates who would prove to be an asset of the company.
    • Job Boards: Job portals allow access to their database on payment of a Fixed Fee. Companies can also post their Job openings on Top Job Posting Sites in India.
    • Recruitment Companies: Unlike Job-boards that mostly ask for a prepaid fee, Recruitment Consultants usually work on a success fee model. This means that you only need to pay to Recruitment Firms once you have made a successful hire via them. Here’s a list of Top Recruitment Companies in India you can engage with for your next hire. Their Fee varies from 5%-25% of annual CTC of the selected candidate.

    The above were a few of the elements in the recruitment cost Inclusive of both internal sources of recruitment as well as a cost related to the external source of recruitment.  Now to find out the cost to hire or the cost per hire, the total recruitment cost is to be divided by the total number of actual hires, which roundabout gives an idea of the cost involved in hiring from a financial perspective.

  • Employee Background Verification Process in MNCs

    In recent times, we have witnessed the rapid rate of globalization and its effects on mankind. The advent of new technologies, such as the Internet and other networks has its pros and cons. The pros of the evolving technologies include speed, efficiency, better time management, access to an ocean of information, mobility, agility, automation, connectivity, remote sharing, better management of resources, and the list could go on.

    The drawbacks include higher levels of dependencies, data security concerns, and manipulation of information. Out of enlisted cons, one of the major downsides is that the new technologies have resulted in an increased rate of fraud in most sectors, and education is not an exception. Fraud and corruption in education may exist in various forms beyond contract-cheating. Its global manifestations include diploma mills and the counterfeiting of academic documents, bribery to ensure the licensing of educational institutions, the hiring of academic staff, the passing of examinations, admission into education programs, and the award of degrees.

    Moreover, the increase in population has resulted in increased needs, but the employment opportunities are still way less than required. This has paved the way for many miscreants to set up agencies that provide fake mark sheets, degree certificates, and experience certificates. The funniest part is that there also exist fake universities, advertisements in the name of these fake universities have been flooding the World Wide Web platform in recent times. 

    This has indeed resulted in added pressure to companies, i.e., checking the authenticity of the documents presented by the job seeker.

    So, there came the need for a background verification process. In general, it refers to any official process carried out by an organization to validate the documents submitted by the candidate’s post getting shortlisted in an interview. 

    Background verification process or Background Checker or Background screening is a major weapon of the MNCs for the risk mitigation and checking the authenticity of the candidates. Moreover, it acts as a major tool that gives an impression of the candidate to the HR.

    The important point is that the company can perform these background verification checks only after informing the candidate and getting their signature in the consent form.

    Background screening involves the verification of the following:

    Employee Background Verification Process in MNCs

    Employee Background Verification Process in MNCs

    1. Candidate’s criminal history: To check if the candidates have any record of criminal behavior or related tendencies. This check is usually done to ensure the safety of the customers and the work environment. Moreover, the process followed to check criminal history differs from state to state.

    2. Identity: The candidate’s name, place, and date of birth are referenced to verify the candidate’s credentials.

    3. References: These are to check how many people and exactly who in their previous workplace would confirm the candidates’ skills and work ethic.

    4. Work experience: Companies, organizations, and institutes the candidate claim to have worked with, and their credibility is cross-checked. Also, their reasons for leaving these organizations are reviewed. This check bears information about the candidates’ quality, work stability, and loyalty.

    5. Address verification 

    6. Personal finances and credit: To check the credit score and loan details.

    7. Sexual offender registry: This will reduce the risk of the company’s workplace sex offense.

    8. Drug Screening Test: This test is a prerequisite in specific industries like aviation and driving.

    The government also plays a vital role in this process. The tools used by the government to stop frauds are enlisted below:

    1. Aadhaar verification: It consists of an individuals’ biometrics and consists of every other necessary information about the residence, D.O.B, and bank accounts. 

    2. National Skills Registry (NSR): NSR is the largest database consisting of nearly 255 companies with 18,84,380 biometrics submitted. That helps companies counter-check employees’ information (if they are registered). 

    3. National Academics Depository (NAD): Government launched NAD to store your education records digitally. NAD can also issue reliable certificates to verified users.

    4. Permanent Account Number (PAN) card: It helps in keeping track of an individual’s transaction and tax liability.

    The social media used by nearly 376.1 million Indian users has its role to play. It serves as a gateway that showcases the activities, interests, and affiliations of the candidates. Hence it serves as the best platform for the recruiter to know about the candidate without the latter’s presence.

    Now, turning the focus onto how this screening is being carried out by the MNCs, one would witness the flurry of background organizations working solely on this process. 

    Recent studies have found that an MNC can carry out this screening process in the following ways:

    1. Uses the platform WELCOME TO NATIONAL SKILLs REGISTRY

    2. Reference from a connected network of people and organizations 

    3. Social media platforms 

    4. Hire third parties like HireRight, IDfy, SecUR credentials limited, etc.

    5. Public sector undertakings (PSUs)

    Moreover, one cannot deny the challenges faced by the organization in the process of background screening. One of the major problems faced is the time delay of the screening process, which affects both the employer and the candidate. Add to this, the other challenges would include the absence of updated records and the lack of open information.

    After going through the above-stated points on the background verification process, one would have realized the need to countercheck every step taken in life. This is so because even a tiny mistake committed today can have its adverse effects on the things that will happen in the future. The takeaway from this is that never resort to the mindset of, “Why should I care about this mistake now?” Instead, solve them at the very moment and try to avoid mistakes and the activities which might backfire. Moreover, be cautious while entering personnel information on any social media platforms. Also, do present genuine documentation while seeking for a job, as this would give the best impression.

  • 15+ Best HR Jokes – Human Resources Jokes

    There exists a misnomer amongst the employees that most of the human resource managers are heavy-hearted. In reality, as there exist two faces in a coin, so does the job of the HR manager. Looking at the roles played by an HR manager, one would realize the fact that HR is the face of the company.

    A good human resources employee develops and balances the dynamics of the company. They recruit, train, approve invoices, maintain payroll, benefits, and databases, mediate conflicts, and ensure background checks. Furthermore, they act as an essential component of upward communication in the organization.

    Most of the employees try to maintain a friendly relationship with the HRs of their respective organization, the main reason behind this is that the HR serves as a significant link which connects the management and the employees. Moreover, it is the role of HR to maintain a productive atmosphere and an excellent work-life balance. Sometimes, these needs are met with a short humorous piece of oral literature called a joke.

    Best HR Jokes

    Best HR Jokes

    In the recent past, social media is flooded with a flurry of memes related to some hilarious HR jokes. Listed below are some of the jokes:

    HR: Imagine that you are on the 6th floor, and it caught fire, how will you escape from that place?

    Interviewee: That’s so simple, I will stop my imagination.

     

    HR: Why should you be hired?

    Interviewee: I should be hired because this company needs someone who knows why he should hire People.

     

    HR: What if the earth rotates 30 times faster?

    Interviewee: Chill, we will get our salary every day.

     

    HR: What is your strength?

    Interviewee: Persistence

     

    HR: We will call you back to inform you about your recruitment

    Interviewee: I will wait here, till that.

     

    HR: Why did you leave your previous job?

    Interviewee: The company relocated and didn’t give me its new address.

     

    HR: What’s your strategy to avoid blunders at work?

    Interviewee: It’s simple. Never do work when at work!

     

    HR: The starting package is $500, but later it may go up to $1500.

    Interviewee: Ok, then I will come later.

     

    HR: Tell us about yourself.

    Interviewee: Yourself is a pronoun, used when the subject and object of the verb are you.

     

    HR: With no previous experience for this job, how do you expect for such a high salary package

    Interviewee: You know what, the job turns much harder when you don’t know what you’re doing!

     

    HR: What is the most difficult challenge that you faced in your last job?

    Interviewee: Staying awake after lunch.

     

    HR: What attracts you to our company?

    Interviewee: The receptionist!

     

    HR: Late Again!

    Employee: Yes, it makes the day seem shorter!

     

    HR: Keep your revised payroll confidential…!

    Employee: Don’t worry, I’m equally ashamed of it!

     

    HR: Don’t bring me problems. Bring me solutions.

    Employee: If I had solutions, I wouldn’t bring you anything.

     

    HR: Are you on drugs?

    Interviewee: You and I both know that the drugs are priced at a higher cost than what I am offered.

    Here let’s take a look at a story that has a masterpiece climax.

    On a fine spring morning, a highly successful Human Resources Manager was walking to her work, on her way, she was tragically hit by a bus and died. Her soul traveled to heaven, where she met St Peter himself. St Peter welcomed her to heaven with open arms. “We are privileged to have a successful HR like you in heaven, but I feel that you should be given a chance to choose between Heaven and Hell. Hence, what we’re going to do is let you spend a day in Hell and a day in Heaven, and then you can make your choice.”

    “In all honesty, I prefer to stay in Heaven”, said the woman.

    “Sorry, we do have rules…”

    And with that St Peter put the executive in an elevator and it went sliding down to hell. The doors opened, and she found herself stepping out onto the green grasses of a beautiful golf course. There was a country club situated a foot away from her and standing in front of her were all her friends – fellow executives that she had worked with and they were besuited in evening gowns and cheering up for her. They ran towards her and gave her a warming hug, and they talked about old times. They all played an excellent round of golf, and when the night was young, they went to the country club where she enjoyed an excellent steak and dinner. She met the Devil, who was a handsome guy. She was enjoying her wonderful time that before she knew it, it was time to leave. Everybody waved goodbye as she got on the elevator.

    The elevator went up to heaven, and she found St Peter waiting for her. “Now the time has come for your day in heaven,” he said. So she spent the next 24 hours lounging around on clouds and singing. She had a great time and before she knew it the day got over and St Peter came and got her. “So, now, you have completed your challenge. Now it’s your turn choose your eternity.” The woman paused for a second and then replied, “Well, I never thought I’d say this, I mean, Heaven has been great, but comparatively I had a better day in Hell.”

    So, St Peter showed her the way to the elevator, and again she went down back to Hell. When the doors of the elevator opened, to her dismay, she found herself standing in a desolate wasteland covered with garbage. Added to that she got to notice that her friends were dressed up in rags and were picking up the garbage and putting it in sacks. The Devil welcomed her back.

    “I cannot make head or tail of this situation,” said the woman, “Yesterday when I was here, and there was a golf course and well-structured country club, and we danced and had a great time. Now, there is nothing but a wasteland full of garbage, and all my friends look miserable.” The Devil smiled at her and told…

    “Yesterday was your 

    recruitment day, but today you’re an Employee.”

    To conclude, HRs are of immense importance to an organization’s success as they tend to find the right balance between work etiquette and the workplace atmosphere. In order, to be a successful HR one has to adapt to diversities, prefer inclusion over exclusion, and help employees figure out their purpose of work.

    I hope you enjoyed these jokes. Please mention in the comment section if you know any good hr jokes. I will love to add it to the list.

  • 10 Tips on How to Negotiate Salary with HR

    Motivations are many in life, some get motivated from positive appreciation, and some get motivated by negative humiliation. Different people with different mentality for different strategies, but the biggest motivator irrespective to positive or negative ionic is money. The only factor which humans practically associate with growth and makes the job market volatile and competitive. Gone are the days where job stability and sustainability matters a lot. A maximum couple of years is the tenure for an individual to sustain in any organization nowadays due to the fact other competitive firms always offer more than the current pay scale. 

    But just due to this factor, leaving a secure job may not be a good nut to crack because to make the job advertisement lucrative the showcased salary and offered salary may have the variation because the employer and HR sitting at the next side of the table is way more intelligent which creates an urge at the other side of the table to become smarter as well. Hence smarter the candidate greater would be the pay package. Thus for all the agile and vivid candidates and potentially the best job seekers below are listed some do’s and don’ts while negotiating salary with HR.

    Don’ts while Negotiating Salary with HR

    1. Don’t Skip Negotiating

    Probably the biggest mistake is merely accepting an offer received. Research shows that younger job seekers or freshers do that because they don’t know how to negotiate salary, lack confidence and dislike the act of negotiating, due to which at times they don’t understand the potential impact of their decision.

    Settling for a lower salary than worth can have major financial consequences, both immediately and down the road. In the short term, is to earn less, receive smaller raises because most raises are based on a percentage of current salary, and in the long-term, being underpaid gives stress. Accepting a low offer can also hamper earning potential later, as future employers might ask for salary history when determining how much money they should offer you.

    2. Don’t Accept a Job Offer Too Quickly

    Always ask for time to review an offer and respect the time limit agreed upon to make the final decision. If they asked for a revert within a particular frame, all negotiating should be done within that frame. However, even the best offers should be reviewed with a clear head and without the pressure of a future boss or HR director staring at you.

    3. Don’t Reveal How Much You Would Accept

    Information is the key to any negotiation, and a common mistake job seekers make is telling the HR what they’ll accept. It can be hard not to offer this information, especially if the HR asks for salary history. Still, if at the earlier stage this kind of information is furnished, it creates less room for negotiating a better offer later. Always try to remain as noncommittal as possible when asked about salary requirements early in the interview process. 

    4. Don’t Make a Salary Pitch Too Early in the Process

    Asking earlier in the process can be perceived as being too focused on money rather than on the job itself, and it may also force at an early stage to reveal what one would be willing to accept. Yet, many job seekers begin salary negotiations too early in the process. The ideal time for talking salary is once you get the job offer. It’s at that time when it can be asked for more specifics about salary, bonuses, commissions, insurance, and other perks.

    5. Don’t Ask for Too Much in a Counteroffer

    It’s not a good sign to renegotiate everything in a job offer. If that’s the case, either candidate or the employer or HR has misunderstood the situation, or one of them is trying to take advantage of the other. Trying to swing things the way isn’t likely to work in such a scenario.

    Also Read: Top 10 Highest Paying Jobs in India 2020

    Tips on How to Negotiate Salary with HR

    Tips on How to Negotiate Salary with HR

    1. Calculating Your Value

    One must know exactly how much value he/she can offer an employer before beginning the process of negotiating a salary. Candidates must be sure about their value as an employee and consider using the below factors to justify your desired salary:

    • Geographic location
    • Years of industry experience
    • Education level
    • Career level
    • Skills
    • Licenses and certifications

    2. Research the Market Average

    Having this data can support a more successful negotiation. Knowing the market average gives a good baseline for salary request and can even be used as a justification. This includes factors like salaries listed from a past job or relevant job postings. Here are some inquiries to consider as you start your research.

    • What is the national average salary for the position?
    • What is the average salary in your geographic location and cities nearby?
    • How much do similar companies in your area pay in this position?

    3. Prepare Agenda Points

    Developing negotiation notes is always helpful to answer the question such as: Why do you feel you deserve a higher salary than the one the HR is offering? Putting together a few talking points as listed below before interacting with HR could be helpful 

    Results achieved in previous roles such as goals achieved, the revenue generated with the use of actual numbers.

    • Years of industry experience, 
    • Skills or certifications, especially if it is in high demand within your industry.

    4. Rehearse Well

    Practising the talking points can help you gain confidence and identify areas of improvement. The best way to practise would be in front of a trusted friend or mirror.

    5. Be Confident

    Once you have done the homework and equipped well with the information, what matters most is one needs to be confident about what HR is asking for. Until and unless the projection is self-assured and assertive, the HR would always have the upper hand in the conversation and try to bring down the package that has been asked for.

    6. Ask for More

    One fundamental rule of salary negotiation is to give HR a slightly higher number than your goal. This way, if they negotiate down, you’ll still find yourself with a salary offered that is comfortable in accepting. If a neck to neck salary expectation is provided, HR will likely settle on the lower end, so be sure the number you give still ends with an amount you feel is fair.

    7. Share Incurring Expenses

    Share incurring expenses is always a good deal to ask for an increased salary which involves accumulating the cost of moving to a new city for the job, commute expenses such as train fare or fuel and wear and tear on your vehicle if the job location is very far. It’s not unusual for candidates to ask HR to adjust the salary to account for their expenses.

    8. Be Flexible

    Even if the employer or HR is unable to provide the salary amount you want, they may be able to offer other forms of compensation. For example, you will be ready to negotiate more stock options, extra vacation days or additional work-from-home days to combat a lengthy commute. Don’t be shy about asking for alternatives. In some cases, they may be more valuable than the actual package offered.

    9. Don’t be Afraid to Walk Away

    In some cases, an employer or HR may not be able to meet your minimum salary requirement or offer additional benefits that make it worthy. Or the HR may counter-offer with a salary that’s higher than their first offer but not as high as your request. In this case, you’ll need to decide if the job is worth the lesser amount. If it’s less stressful than your current position, it is closer to home or offers you more flexibility or more free time, but at a lower salary, it must be accepted in such cases with open arms. However, if not, you ought to consider walking away and seeking other opportunities elsewhere.

    10. Express Gratitude

    Once you reach the last offer phase of the hiring process, you’ve probably invested in a fruitful deal with your time and energy applying and interviewing for the position. The employer and HR have also invested time in the process so you must recognise this and thank them for considering you for the opportunity. Be sure to share any specific reasons why you’re excited about the role like the culture or the merchandise.

    I hope these tips will help you to negotiate salary during your job interview. Comment down below if you have any queries.