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  • Recruitment Life Cycle – Different Stages of Recruitment

    The recruitment life cycle refers to the complete process of recruitment from start to end. Hence it is also known as a 360-degree recruitment process or end-to-end recruitment process. From scratch till the end, that is the final recruitment, the process of requirement employs several stages. This entire cycle is known as a recruitment life-cycle.

    Recruitment is an integral part of Human Resource Management. Recruitment is a hiring process where firstly the staffing and organizational needs of the company are identified. After that, a potential pool of candidates for the required staffing is attracted. The pool of candidates is generated by firstly identifying these candidates. These can be done by both internal and external sources. Next, the recruiter should attract these candidates to apply for the job. This can be done by extensive advertising in job sites, campus drives, reaching out to potential candidates from the company database, etc.

    Recruitment is such an important process because it serves as a pre-math for selection. Recruitment is a deciding factor on the correct candidates being chosen in the selection process. Hence, attracting a better pool of candidates in the recruitment process proves to be extremely beneficial.

    The process of recruitment largely varies due to the size of the organization. A small or medium-sized firm may have only one person as a recruiter or a hiring manager. However, a larger company is most likely to have a whole dedicated team of recruiters to carry on the process effectively. A well-framed recruitment process helps both the company and the applicants. The company gets to generate a potential pool of candidates, whereas the candidates get potential employment opportunities.

    However, in every organizational setting and every differential organizational need, the recruitment life-cycle large remains the same. There are namely 6 major steps in the recruitment life cycle:

    1. Preparing
    2. Sourcing
    3. Screening
    4. Selecting
    5. Hiring
    6. Onboarding

    Recruitment Life Cycle Stages

    Recruitment Life Cycle - Different Stages of Recruitment

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    1. Preparing

    Preparation is an essential component for the success of any process. The recruitment process also has a comprehensive preparation process which serves as a foundation for the proper functioning of the later stages in the life-cycle. 

    The first step to preparation is creating a candidate persona. This means that the recruiter has to define the traits or skills or experience that a candidate has to have to be eligible for the recruitment process. Drafting an appropriate candidate persona increases the possibility of an appropriate hire.

    The second step to preparation is drafting a job description. The job description is responsible for attracting potential candidates in the recruitment process. Hence, an unattractive job description will be a thumbs-down to the process. However, an employer cannot publish wrong or misleading information. The job description has to be accurate and state the responsibilities that it entails. It should most importantly include the salary, perks, and other benefits provided by the company.

    2. Sourcing

    The second stage is establishing the sourcing for the candidates. This means creating awareness about the job in various sources and hence generating potential candidates from those sources. Professional recruiters choose to do the recruitment on multiple sources to achieve maximum results. The different sources of recruitment are listed below:

    Internal Source: Internal sources of recruitment can be not only effective but also economical. It is cost-effective for the company, and an ad also economizes on a lot of time. Internal sources of recruitment mainly include promotions and transfers of employees intra-organization. In addition to that, intra-organization employee referrals also largely contribute to the internal sources of recruitment. Utilizing the company’s database to recruit former employees and candidates can also be a good choice.

    External Source: A company can recruit through external sources via employment agencies. This is the common and surest source of recruiting eligible pool of candidates. The company can also conduct campus drives in various schools, colleges, and universities, thereby facilitating recruitment. Apart from that, the recruitment procedure can be advertised in multiple media sources to have a greater reach and therefore attract a greater pool. Utilizing various labor unions in the recruitment process is also something that the company can do.

    E-sources: The e-sources of recruitment are gaining quick popularity in today’s times. Recruitment ads can be posted on agency websites. Also, online job boards can be used for the recruitment process. However, the chance of attracting a large number of unqualified candidates works as the biggest disadvantage in this case. Its easy availability and much higher reach still make it a popular option. 

    3. Screening

    The third step is screening all the applications that have been generated from all the sources. Sourcing attracts a large number of candidates, and not all of them have the required skills and traits needed for the vacant job. Hence screening is important to list out the ineligible candidates based on their resumes, portfolios, etc., and take the eligible candidates to the next round of screening which is generally a telephonic interview process. Candidates who pass the telephonic interview round are chosen for the face-to-face interview.

    4. Selection

    This is the most critical stage of recruitment life-cycle. This is because, in this stage, the final selection of the candidates is made for the said job. The resumes and cover letters, in most cases, seem a lot more eligible than the candidate himself/herself. Hence face to face interviews or tests should be well-drafted to test the candidate on all aspects and then make an informed and educated decision.

    Even though in most cases, the stage of selection is defined by an interview process, in some instances, different forms of test can also be employed. These can be personality assessments and written ability tests, to name a few. These can also go hand-in-hand with the interview process to finally select the candidate or candidates for the job.

    Interviews can also be of various types depending upon the discretion of the employer/recruiter. These can be unstructured interviews where different candidates are asked different questions and judged. These can also be structured interviews where a standardized set of questions is asked to every candidate, and then they are judged. Interviews can also be behavioral interviews or stress interviews to test how a candidate reacts or behaves under stress.

    Under any circumstance, before the final selection is made, a background or reference check must be done on the candidate.

    5. Hiring

    After the selection is made, it is time to hire the candidate, that notifies him/her about his/her selection. The hiring stage of the recruitment life-cycle generally consists of two parts.

    The first part is notifying the candidate about the job that is making the final job offer. An offer letter must be sent to the candidate. An offer letter must be accurate and consist of all the necessary information regarding the job. It should contain the working hours, the benefits, the compensation as well as the starting date of the job. If the job is contractual, the details of the contract must be mentioned. 

    The second part of the hiring process is negotiation. After a candidate receives an offer letter, he/she has to accept it. However, not all selected candidates will select the offer letter right away. They might want to negotiate with the HR on various terms. The most common terms of negotiation are the working hours and salary. Negotiation is important so that a mutually acceptable employment contract can be reached between the candidate and the employer.

    6. Onboarding

    The recruitment process does not end with hiring the candidate. Onboarding is an important part of the recruitment life-cycle because it plays a great role to determine if the candidate can fit in the company culture and hence work productively. A proper onboarding procedure includes steps like introduction, orientation, and training of the employee. Henceforth the recruitment life-cycle ends, and the employment starts.

    From layman’s eyes, recruitment might seem like a very simple process of just hiring candidates. But in reality, it is complex and comprehensive and is very much responsible for the productivity and success of the company. Hence trained professionals carry out the process with a minute focus on each stage so that the most eligible candidates are finally onboarded for the job.

  • How to Make Interview Evaluation Form with Sample Templates

    Interviews are one of the most challenging tasks that many people face in their lives. That stressful time, with the interview panel sitting in front, sweaty palms, nervous thoughts, and the added pressure of delivering an excellent performance. An experience that everyone must go through to make it to their dream companies. An interview is just the place for you to showcase your skills and talents and project yourself as the ideal candidate for the company. The better you pitch, the more likely it is for you to get your dream. So, leave the nervousness aside and bring out her A-game!

    Though the candidates have their struggles, on the flip side, so does the interviewer. Any recruitment process is a cumbersome process with various rounds attached to it. The steps involved in the process may vary from company to company, but roughly they are:

    • A screening process where candidates are generally shortlisted based on their resume.
    • A selection task can include a group discussion procedure, some submission, depending upon the profile offered.
    • A telephonic interview, which is just a mini-interview conducted, for the selection of candidates for the final round.
    • The final interview, which is the final step, where the conversation that you have in the interview hall, decides your fate!

    The entire recruitment process is tiring for the interviewer as well. The responsibility of selecting the perfect candidate for the job that serves as the right fit for the company, the person that can add value to the company in the long run, the requirements are enormous. So, there are specific tips for the interviews for the interviewers on how to gauge a candidate. Some of these are:

    • Do a background check of the candidate before taking the interview.
    • Read the resume before diving into the question-answer mode.
    • List down the questions that you want to ask the candidate.
    • Make a structured plan for the interview process.
    • Ask situation-based, out-of-the-box questions, and gauge the answers accordingly.
    • Give the candidate the chance to speak more.
    • Along with verbal communication, observe clues from non-verbal communication as well.

    Interview Evaluation Form – What Is It And Why Is It Used?

    An interview evaluation form will aid immensely in carrying out a fruitful interview. An interview evaluation form is a document where the interviewer can evaluate the candidate’s performance in various areas and even comparing it with other candidate’s performance. So, this document comes handy when hiring someone for the job. An interview evaluation form is useful for the following reasons:

    • This form also helps in interviewing in a structured manner as it allows the interviewer to have an organized interview framework ready before-hand. 
    • As all the candidates are interviewed according to a pre-defined format, it also promotes fairness in the evaluation pattern. 
    • It also offers more precise and more in-depth insights regarding the candidate. 
    • Having data on the candidate, it also helps in the future training of the candidate.
    • Evaluation biases are reduced because every candidate goes through the same evaluation process. So, having an exact interview evaluation form makes the interview process a little smoother. 

    How to Make Interview Evaluation Form?

    An interview evaluation form is one of the essential HR tools used during the recruitment process. Different job profiles would evoke various evaluation forms depending upon the type of characteristics required by the company. But any evaluation form will roughly contain the following fields:

    Basic Candidate Details: Some basic but mandatory details that include: 

    • Name of the candidate 
    • Position applied for
    • Name of the interviewer 
    • The date of the interview was conducted.
    • Contact details (may or may not be included) to have a clear record of the candidates interviewed.

    Past relevant details: This includes the education details of the candidate, which can be relevant to the job profile applied for. It may consist of college degrees and any certification if done that enhances the chances of obtaining the job. This tab also includes the previous job experiences that may aid in the current job profile.

    Candidate Evaluation Criteria: Now, this is the section that will be included in the form, but the parameters may vary depending upon the company, it’s requirements, the job profile, and many more. The main section of the form is used for evaluating the candidate’s performance based on interview performance, overall experience, and knowledge. 

    This part generally has a pre-defined grading system, where the candidates are given grades in various fields. The most commonly used grading pattern is a range of 1-5, where 1 generally indicates the “non-possession of the skill” and 5 indicates “extremely proficient in the skill.” Some of the evaluation criteria can include: 

    • General personality skills like working in teams, the ability to adapt to various situations, verbal ability skills.
    • It is differentiating skills that answer the classic question of “what makes you different?”. Skills like leadership, time management, creative thinker, and many more. The skills that can put you one step ahead of your peers in the interview round.
    • Skills that the job profile demands, like for a marketing job profile, communication skills, customer management skills, technical skills, etc., are mandatory. So different job profiles command different kinds of skills.
    • Whether the employee is a fit to the organisation’s culture, the most important criteria as an organization fit are something that matters the most. 

    Overall review and comments:  After evaluating the candidate on various skills, the decision of the interviewer is supreme. Here the interviewer writes about the impression formed of the candidate. Comments relating to whether the company should hire the candidate, reject or put the candidate on hold, comprise this section. 

    Sample Interview Evaluation Forms

    These are some of the basic criteria each evaluation form should have. Some of the sample interview evaluation forms are provided below:

    Sample 1:

    Basic details:

    Name of the candidate: Mr ABC
    Profile applied for: ABCDE
    Date of the interview: DD/MM/YYYY
    Interviewer name: Mr XYZ

    Evaluation criteria (Tick as per requirements):

    Criteria Excellent Strong Average Weak
    Relevant education background *
    Relevant work experience *
    Communication skills *
    Leadership skills *
    Job-specific skills *
    Match to company’s values *

    Review and comments:

    (Give the comments according to the interview process and evaluating criteria).

    Sample 2:

    Basic details:

    Name of the candidate: Mr ABC
    Profile applied for: ABCDE
    Date of the interview: DD/MM/YYYY
    Interviewer name: Mr XYZ

    Evaluation criteria (Scoring as per interview):

    Here a rating scale of 1-5 is used for the evaluation of criteria.

    Where, 1= Poor, 2=Below Average, 3=Average, 4=Good, 5=Excellent.

    Skills Rating Comments
    Is the candidate’s educational qualification suitable for the job? 12345 ……..
    Can the candidate highlight their strengths? 12345 ……..
    Prior work experience 12345 ……..
    Situational questions 12345 ……..
    Aspirations of the candidate 12345 ……..
    The motivation for the job? 12345 ……..
    Prioritization 12345 ……..
    Interest in the company 12345 ……..

    Sample 3:

    Basic details:

    Name of the candidate: Mr ABC
    Profile applied for: ABCDE
    Date of the interview: DD/MM/YYYY
    Interviewer name: Mr XYZ

    Evaluation criteria (Scoring as per interview):

    Here a rating scale of 1-5 is used for the evaluation of criteria.

    Where, 1= Poor, 2=Below Average, 3=Average, 4=Good, 5=Excellent.

    Educational background: Does the candidate have the relevant educational knowledge required for this post?

    Rating:

    Comments:

    Prior Work experience: Is the prior work experience of the candidate suitable for the current position?

    Rating:

    Comments:

    Technical Qualifications: Does the candidate have the necessary technical skills required for the job?

    Rating:

    Comments:

    Leadership ability: Does the candidate have the necessary leadership skills required for the job?

    Rating:

    Comments:

    Communication skills: Does the candidate have good communication skills?

    Rating:

    Comments:

    Candidate enthusiasm level: Interest level of the candidate for the job?

    Rating:

    Comments:

    Overall comments and feedback:

    ……………………………………………………………………………………………….

    These are some of the samples of the interview evaluation form. An interview evaluation form is a great tool to conduct the interview process seamlessly. Making the process less tiresome and easy. Interviews were and always will be an indispensable part of the entire hiring process, but tools like these help to lessen the burden. Make your customized evaluation process and ace this process!

    Are you looking to hiring the best talents for your company? Register here on our platform to find.

  • How to Prepare for Placements?

    One of the many things that keep confronting us is how are our placements going to be like. Ever since we complete school and start a search for good colleges, we pay special attention to how the placements are going to be like, what are the companies that hire and how are packages that they offer. We prepare for entrances to get into good colleges to learn and land a pleasant offer to financially secure ourselves, our dreams to get the best placement that is being offered is generally experienced by all of us.

    Placements, no matter how many times we have heard it and no matter how many times we take advises seeming intimidating to students, especially if you are an introvert and have not mastered the art of articulation which means- most of us. We have curated a list of things that you need to check before appearing for interviews and cracking those placements.

    8 Tips to Prepare for Placements

    1. Read and Research About The Company

    The most important thing that you need to ensure that you have done enough research on the companies that you will be applying to. This research includes the ownership of the company, their motto, the kind of practice they indulge it, their origin story, their expansion and what values they propagate. Too thorough, oneself with the company’s policies and values can help you in aligning your experiences and aspirations with the same while explaining your job application or any other question. 

    2. Research and Read About The Job 

    The companies come up with different job profiles and roles while looking for recruits in colleges or any other similar institutions. When the process of placement starts, usually the students experience havoc and get confused between companies and the multiple roles they are hiring for. Therefore, it is very important to familiarize yourself with all the roles and prevent confusion in the incoming interview. Once you introduce yourself with the roles, you will also be able to cut down on what is suitable and preferable to you.

    3. Prepare Your Resume Properly

    Even before you open your mouth to tell your name, the panelists have formed an opinion on you based on the Resume that you have presented on their table. This single piece of paper speaks volumes for you. Your qualifications, achievements and experiences have all mentioned the paper which makes them form a primary opinion on you. The way you have chosen to present the details, starting from resume profile to the ending where you mention hobbies also plays a crucial role in what kind of opinion they are forming, therefore, it is essential to put relevant information professionally.

    4. Scale-up Your Aptitude and Logical Reasoning

    There are many ways to judge your aptitude and logical reasoning and interviews are one of them. People, most of the time, remain under the impression that logical reasoning and aptitude are only judged in examinations which is a false claim. During the whole process of the interview, the panelists are looking at your logical reasoning, aptitude and problem-solving ability. They might put complex problems in a simple way or through a different type of question; you have to play smart and showcase that you honestly possess logical reasoning and problem-solving ability. It can be a deal-breaker and help you land your dream job.

    5. Perfect Your Communication Skill

    Communication is the key that fits every lock, not just the placement interview. It is going to come handy in every space you try to enter be it any new college, job or city. You are going to impress others with what you say and believe if you possess impeccable communication skill. If you lack communication skill, even the best of your answers are not going to help you in cracking the placement. Therefore, it is very much crucial to hone your communication skill.

    Also Read: Top 10 Highest Paying Jobs in India

    Also Read: 7 Most Common Job Interview Questions and Answers

    6. Revise What You Have Learnt

    Although interviews and group discussions held in placements are hardly about your academic qualifications, the panelists might throw a few textbook questions here and there to test your knowledge and presence of mind. Therefore, it becomes essential to brush up the knowledge that you have gathered in your college years. If you cannot go through all the textbooks, at least try to be as thorough as possible with the basics of your course and the academic knowledge required for the job. 

    7. Appear Confident and Approachable

    The most crucial aspect of your personality is judged not by your academic qualifications and experiences, but how to are presenting yourself in the interview. Face to face interaction with the employee is very much preferred by the panelists to see how confident they sound and how do they approach challenging situations. They might through complex questions and situations in front of you to check your adaptability. It is impossible to know everything about a subject, and the panelists are also very much aware of this fact, therefore, if you don’t know something, don’t hesitate to speak so.

    Speak politely and clearly that you don’t have any idea, it is better than fumbling giving wrong answers which depicts nothing but negligence on your part. On the other hand, if you declare that you don’t possess the knowledge and refrain from speaking ahead, the panelists will know that you know the consequences and follow up by saying that you will ask for help, to your mentor, your senior or any other person who might hold the expertise, even your junior. Indeed, this will provide you with brownie points.

    8. Be Ready for Twists and Turns But Stay Calm

    Panelists might through complex questions in a twisted way, don’t forget to take your time, contemplate and then give your answer. Don’t doubt yourself if you are very well aware of the concept and don’t go with false fumbling and mumbling if you are not. Cracking the placement interview is all about the right mixture of confidence, humility and openness to learning.

    I hope these tips will help you to prepare for your placement effectively. If you have any queries, then feel free to mention the comment section below.

    All the best.

  • 40 Best Resume Headlines for Freshers – Resume Title Samples

    The resume is one of the most important documents for any working individual. A well-crafted resume is a crucial possession that helps setting foot in the corporate world. For a fresher, building a perfect resume is the first step for getting a job. Your entire life’s achievements are crammed up in a one-page document, but organizing it requires skill. As an impactful resume will create a good first impression and will help you in getting one step closer to your dream job. So, all the elements of your resume should be on point and especially the resume headline.

    A resume headline, also called the resume title, is a summary that shows the highlight of your characteristics and your career profile. The first thing located at the top of your resume must be an impressive one, as it is the first thing that the employer reads, so it should be catchy enough to hold your employer’s attention so that they can proceed further. For people with work-experience, a resume headline must comprise of their experience -but for a fresher who has no job experience, it can include some of their characteristics to align them with the kind of job applied.

    Also Read: How to Write a Declaration for Resume? – With Samples

    Tips to Write an Eye-catchy Resume Headline

    • Use a personalized tone while writing the headline, depending upon the kind of job profile you are applying for.
    • Use phrases instead of complete sentences. Keep it short and impactful.
    • Do not use heavy jargon as it may make your headline too cliched.
    • Use some very powerful keywords while describing your traits to make it more attention-grabby for the recruiter.
    • Include data-driven information for more impact.

    Proofread the document before submitting: A resume headline must be brief and crisp, thereby pitching yourself as the ideal candidate for the job role. Highlighting your educational achievements, personality traits, specializations, to make an impactful resume title is a must. Resume headlines also vary with the kind of job profile you are applying for so, let’s take a look into some of those.

    Best Resume Headlines for Freshers

    Best Resume Headlines for Freshers

    Software Developer

    “B.Tech in computer science. Have great coding skills in Java, C++, and PHP. A passionate professional with great interpersonal and communication skills.”

    “Extensive domain knowledge as a systems architect and a software developer- analysis, development, and management of complex software solutions.”

    Mechanical Engineer

    “Strong technical knowledge with quantitative aptitude. A team-worker with good communication skills.”

    “Proficiency in drafting and reviewing estimates and RFPs. Proficient in using the CAD software and ANSYS mechanical software.”

    “Skilled in COSMOS with a huge passion for machines and machine learning.”

    Electrical Engineer

    “Proficient in MIS with great reporting and organizational skills. High Proficiency in drawing project reports too.”

    “B.Tech in electrical engineering, with expertise in mixed-signal circuit design.”

    “Expertise in electrical specifications for new system design and also well acquainted with MATLAB, Autodesk, AutoCAD, and many more.”  

    Business Analyst

    “Great primary and research skills accompanied by an analytical bent of mind. Excellent organizing skills with an eye for detail.”

    “Research professional with an analytical bent of mind with great research skills.”

    “In-depth knowledge of the retail and e-commerce industry and major customer segments, with great negotiation and problem-solving skills.”

    Chartered Accountant

    “Strong capability in handling all related accounting operations along with cash flow management.” 

    “Extensive knowledge about GAAP, Financial Reporting, Taxation, Auditing, and industry trends.”

    “Skillful in dealing with huge numbers across various accounts simultaneously.”

    HR Manager

    “Graduate with a human resource degree. A people-oriented person with great communication skills and understanding.”

    “Well equipped with HR databases, Recruitment procedure, employee engagement, and great negotiation skills.”

    “Good understanding of Statutory compliance and ability to handle employee grievances.”

    Teaching Professional

    “Excellent subject knowledge, with great communication skills and the ability to motivate individuals.”

    “Innovative teaching methods with the ability to handle a big batch of kids at a time.”

    “B.Ed degree looking for a school to put my academic knowledge and teaching methods to use.” 

    “Encourage creative and higher-order thinking, thereby helping to increase student’s performance.”

    Content Writer

    “Flair for creating creative content out of regular, mundane information.”

    “Excellent grammar and English writing skills. Ability to present innovative ideas engagingly.”

    “An English literature graduate, result-focused, analytical, and highly creative content, capable of writing content in various genres.”

    Financial Analyst

    “Masters in finance, highly capable of budgeting, financial forecasting, and financial modelling tools.”

    “Excellent at consolidating and analysing financial data and creating dashboards.”

    “A result-oriented financial analyst seeking to work in a challenging atmosphere to utilize my business development management skills.”

    Sales Executive

    “Adept at lead generation and maintaining good customer relationship management.”

    “Proficient in using multiple communication channels for better customer service and resolving customer queries.”

    “Fresh MBA graduate with internship experience in the marketing domain. Multilingual skills, with great consumer interaction skills.”

    Graphic Designer

    “Great at developing unique designs as per the latest trends. Proficient at Illustrator and Dreamweaver.”

    “Skillful in designing various logos, web designs, banners, and many more as per the client requirements.”

    “Expert in photoshop, Corel draw, and PageMaker with great innovative design ideas that can help make your brand unique.”

    Interior Designer

    “Degree in interior designing with proficiency in AutoCAD, 3D, Photoshop, and many more.”

    “Expertise in creating aesthetic spaces for bedrooms, offices, restaurants according to client demands.”

    “Ability to create great designs for commercial and residential requirements. Great presentation and communication skills.”

    Travel Agent

    “Skilled at planning tours for both individuals and groups. Strong budgeting and planning skills.”

    “Internship experience with a leading travel company, sound knowledge about visa compliances.”

    Conclusion

    Creating a crisp, strong, and impactful headline is the only way to get the attention of the employer. Make sure you will be able to justify whatever you write in the headline as it makes the maximum impact and is likely to stay in the minds of the recruiter for a longer time. Be honest, express yourself impressively, and prepare for any questions related to the headline. The headline may aid, but at last, your personality, the ability to think on your feet, and the out-of-the-box thinking will help in securing your dream job. So, be passionate and keep dreaming!

  • Best Answers for “How Do You Handle Stress and Pressure” Interview Question

    Workplace Stress and pressure are inevitable. Every employee at some point of time gets stressed due to work pressure. And honestly, there is nothing wrong with that. What matters is that how an employee handles it. Effective handling of stress means high emotional intelligence and maturity on the employee’s part. However, ineffective handling of stress and pressure leads to lowered productivity of the employee and hence affects the organisation.

    Almost every interviewee is faced with the question “how do you handle stress and pressure”. To look impressive, the interviewee sometimes answers with phrases like:

    • “I don’t get stressed.”
    • “I am calm all the time.”
    • “Stress and pressure do not bother me.”

    This is not what the interviewer is looking for and happens to be one of the biggest and most common mistakes that the candidates make while answering this question. Answers like these make the interviewer suspicious and make him/her feel that the candidate is blurting out rehearsed answers.

    The sole reason why the interviewer asks this question is to know about the capability of the candidate. The interviewer also wants to know the past experiences of the candidate where he was exposed to stressful situations and how he dealt with them. The best way to answer this question in interviews is to firstly acknowledge that the candidate does face enough pressure and gets stressed under gruelling situations. Secondly, the candidate must state past experiences where he/she got stressed, and the steps are taken to overcome it. 

    Tips to Answer

    A proper answer to “how do you handle stress and pressure” should be well-articulated. In addition to that, it also has to be authentic and genuine. Employers do not wish to hire someone who crumbles under workplace pressure. If a candidate, under a gruelling situation has a nervous breakdown, nobody in the organisation wants to be responsible for it.

    Also, an employee unable to handle stress is most likely to evade responsibilities and pass them on to someone else. Unable to handle stressful and pressurising situations also means a lack of problem-solving skills and unsteady decision-making procedure. No employer wants these traits in someone who is being hired. Hence answering this question correctly is a very crucial part of an interview. The following listed are several tips that should be considered while answering:

    1. Provide an Example

    Talking in generic terms always evokes a lesser impact than talking specifically. Hence the candidate should give a real experience where he/she faced with a stressful or gruelling situation. The example should be concise but clear. It should summarise the situation and how it caused stressed to the candidate and what degree.

    2. Explain How You Overcame It

    The candidate should tell the interviewer how he had overcome the said stressful situation mentioned in the interview. The candidate has to make sure that he/she does not give this impression to the interviewer that his/her stress-coping mechanisms are unhealthy. For example, if the candidate answers that he had handled the stress by crying profusely for two hours or completely avoiding the situation, it would not make a good impression.

    The candidate has to answer how he used the stress the work better. He/she can say that he/she had used the stress as a motivator to increase the pace and productivity of his/her work. It can also be said that he/she took a very little time off work to neutralise his stress and got back to work with a fresh mind. Saying that the candidate meditated for a while or tried balancing the work can also be a perfect option.

    3. Stress as a Motivator

    Telling the interviewer how the candidate uses stress as a motivator is by far one of the best ways to answer this question. The candidate should articulate the reason for stress and how he/she used it as a positive gateway to amplify his work performance. The candidate should mention examples like the stress of tough deadlines motivating him/her to work better and faster.

    4. Skills Learned Due to Stress

    Employers generally look for employees who not only handle stress effectively but also use that to learn something that might benefit them in the future and evade the possibility of further stress. Skills learned due to stress are soft skills that employers look for in potential employees. These skills can be organising work, time-management, prioritising, etc.

    5. Results

    The answer should engage a result or ultimate goal that the candidate was able to achieve due to the effective handling of the stress. For example, he/she can state how the artwork was completed before the client needed or the reports were submitted to the supervisor before time.

    Sample Answers

    Every candidate is most likely to have a different experience, different stories and other answers to give in the interviews. However below listed are the best sample answers that can be said as a response to the question “how do you handle stress and pressure” in an interview.

    Answer 1: According to me, stress is a positive motivator. It teaches us a lot of skills that we cannot otherwise learn in normal situations. I try to learn something from every stressful situation. One time, I had to submit three reports in one week, and it was very stressful. However, I submitted all of them on time. This is because I balanced my workload and learnt how to effectively prioritise my workload to make the best of the current situation.

    Answer 2: Stress often improves the quality of my work as it acts as a motivator for me. Since I am a content writer, I can vouch for this. I generally have to work under strict deadlines to meet with the client’s demands. However, I have noticed I deliver the best content, especially when I am working under stress.

    Answer 3: As a comic artist workplace is mainly lined by stress to meet the demands and make submissions on time. Whenever I am stressed, I use that as a motivator so that I can finish my job at the earliest. Hence under stress, I have produced some of my best comics.

    Answer 4: I handle stress by reminding myself of the goal or the result that I am working towards. That gives me the drive or the motivation to push through the stress and reach my goal. Once in my earlier organisation, I had to get a massive target of sales within a week. Hence I reminded myself of the ultimate target and kept working until I reached it.

    Answer 5: Being in customer service can be a stressful job. Hence under stress, I make it a point to focus my reaction on the situations and not on the stress that I am feeling. For example, if I am handling a rude customer, I try to focus on the situation, which motivates me to effectively apply my communication skills to resolve the situation.

    Answer 6: Being in management has taught me that a stressed team causes a great deal of stress. So in those situations, I try to communicate well with my team members to get a clear idea of what is stressing them. On doing that, we can improve the group dynamics by sharing our duties and hence reducing the pressure. This collectively reduces the entire stress of the group, and thus I cope with my stress too.

    Answer 7: I handle stress by being too calculative. In my last organisation, I was assigned a task in the last minute due to a contingency, and I had to handle it on my own. The time was very less, and it was an important assignment. I chalked out the requirements of the assignment, listed what I had to do, calculated my available time, divided it into various tasks, and that led to the completion of the assignment on time.

    Answer 8: In this extremely competitive workplace scenario, stress is inevitable. To deal with it, I make sure I exercise and meditate regularly. IT keeps my mind active. Meditation keeps me focussed and thus helps me work through any stressful situation.

    Stress can never be evaded. Good and bad stress is a part of every workplace. Employers want to hire someone who experiences both but finds a way out of it to deliver his job nonetheless. These answers shall give the interviewer the idea that they are talking to the right candidate, and no amount of stress would be daunting enough to cripple his/her spirits.

  • How to Write Email to Boss of Completion of Work with Samples

    Work completion e-mail is sent when to communicate the completion of a specific task, job, or project that an employee was provided with. Work completion e-mails are not a professional mandate per se. It is not under the conventional professional protocols. However, it adds to added clarity in terms of communication. It keeps the boss updated upon the current position of the job. It also provides the employee to reach out to his/her supervisor regarding his work.

    It may so happen that at one point in time, the boss or the supervisor is currently occupied with other matters at hand, and the employee cannot directly communicate the information of his job completion. In a situation like this, the employee can send in a work completion e-mail to his/her boss, who can read it and revert at his/her convenience.

    Things to Remember While Writing a Work Completion E-mail

    1. Clarity

    Clarity is an integral part of any formal communication. The sender should be clear in his thoughts and be able to communicate them the same way.

    Even in the case of work-completion e-mails, clarity is very important. The employee should speak on this subject alone. He/she should clearly state the project, what it comprised of, what was the deadline, and when it was finished. The employee should state whether the job was completed before the deadline, or later than that, the possible outcomes.

    2. Official

    Before sending the work-completion e-mail, the employee should ensure that the completion of the work is updated officially. It should mean that the work completed should be officially documented. This is important to avoid any discrepancies in communication that might arise. This means that when the boss reads the e-mails and wants to verify it, he/she should find official documentation supporting it. Otherwise, it might cause a barrier to effective communication.

     3. Concise

    Lengthy and elongated e-mails do not generally work in the professional sphere except in some cases. Hence, a work-completion e-mail should be concise. It should be time-saving for both the employee and the boss. The e-mail should contain all the necessary information in a concisely packed manner.

     4. Structured

    The e-mail should follow a specific structure and should not be scattered. It should follow the format and be well drafted. All the pointers for information should be covered, and feedback should also be asked for.

    Format

    As stated above, a proper work-completion mail has to be well drafted. A well-drafted e-mail has to follow a specific format. It should also contain all the necessary information that the boss should know. A suitably formatted application will also preserve the essence of professionalism that the workplace demands. Below stated is the proper way of writing it:

     1. Subject

    Under this head, the gist of the main subject of the application has to be written. It is advised to make the subject concise and catchy to grab the reader’s attention. For completion of work, the subject can be something like “100 percent work completion in 35 hours”.

     2. Salutation

    This means writing the proper address for the leave application.

    For example-Sir/Madam.

     3. Tasks Assigned

    This part constitutes the body of the e-mail. Here the employee should state the works that were assigned to him. It is advisable to use bullet points to list the assigned tasks to give it a more clean and objective look.

    4. Tasks Completed

    Here the employee should state the tasks or projects that are completed and documented by him. It can so happen that he/she has completed specific parts of the task, and hence that should be mentioned likewise. If the entire task is completed and documented, this part of the e-mail should contain that information.

    5. Possible questions

    If the employee has any questions regarding any part of the work, he/she should address the questions here. They may be related to future anticipations from the project, possible continuation of the project, or a mere query regarding a specific part of the project or work assigned to the employee.

    6. Asking for feedback

    This is the concluding part of the e-mail where the employee asks for the feedback of the supervisor so that he/she can make necessary changes and also get on with his next assignment.

    7. Signature

    This means concluding the letter by stating the employee’s name and position.

    Work Completion E-mail

    Sample #1

    Sir/Madam,

     

    I have completed my tasks for the week/month, and here is a complete report of the same.

     

    The tasks that were assigned to me are listed below:

    *Task 1*

    *Task 2*

    *Task 3*

     

    The tasks that are completed are as follows:

    *mention in points*

     

    However, I have a few queries and questions regarding a particular area.

    *State the query/queries*

     

    Thank you for your sincere guidance throughout the project, without which it could not have been completed with such zeal. It was an absolute pleasure to work with you and the amazing team who made the success possible. Please provide your valuable feedback so that the changes can be implemented, and the next phase of work can be started at the earliest.

     

    Yours sincerely,

    *Name*

     

    Sample #2

    Sir,

     

    This is an e-mail regarding the *Title* project that was assigned in October 2019.

    It was indeed a huge project. The tasks that were assigned were:

     

    1. Completion of an audit of all financial documents till September
    2. Documenting the same in the software.

     

    I am happy to inform you that a hundred percent completion of the task is possible and that, too, one month before the deadline. Even though we faced many challenges, due to diligence and teamwork, we could reach the completion.

     

    However, I have a few queries regarding the last phase of the project.

    *State the query/queries*

     

    Thank you for your sincere guidance throughout the project, without which it could not have been completed with such zeal. It was an absolute pleasure to work with you and the amazing team who made the success possible. Please provide your valuable feedback so that the changes can be implemented, and the next phase of work can be started at the earliest.

     

    Yours sincerely,

    *Name*

    I hope you got an idea of writing an email to the boss of the completion of work. Comment down below if you any queries.

  • How Can organizational Culture Attract and Retain Talented Employees?

    The constant focus for corporate companies lately has been paying attention to creating, fostering, and sustaining organisational culture, also called corporate culture. It is not P&G alone – all successful companies like IBM, HP, Apple, Coca-Cola, Pepsi, L&T, Tata’s, Wipro, Cognizant, or Infosys – have one underlying factor behind the success, and that is maintaining a workplace culture. Culture is like the DNA of the organisation, unique to itself. Culture has a direct proportional impact on employee attention, retention, performance and satisfaction. The value system of the workplace culture manifests itself through the language they speak, murals on the wall, their building aesthetics and a host of other artefacts. Companies with a strong workplace culture rightly consider it to be very precious. Sometimes more important than a trade secret and in some sense, unique. Organisational members begin to feel a strong bond with the company they are working for. The strong bond transcends material returns given by the organisation, and the employees begin to identify with it. The entire organisation turns into some clan. 

    MEANING OF ORGANIZATIONAL CULTURE

    `From a wider perspective, the word ‘culture’ linguistically translates to the universal set which includes knowledge, principles, beliefs, morals, law, custom and other capabilities and habits acquired by particular individuals in a society. Two important aspects of culture are cultural history and mutual phenomenon. Cultural History is the cultural mores of a society that are transgenerational. The second term points towards the cultural ethos and the principles that are shared among the members of society. In other words, unlike one-person specific, culture is a group-specific concept. Organisational culture or company culture is a reflection of the ideologies, values, assumptions, beliefs, expectations, attitudes and norms that weave an organisation together and are shared by its employees. Organisational members tend to internalise cultural policies and practices and like to indoctrinate newcomers into such moves. Some of these practices are thoroughly internalised that no one can question them – they are taken for granted; in other words, they get institutionalised.

    UNDERSTANDING ORGANIZATIONAL CULTURE:

    Corporate culture mainly consists of three distinct levels, namely, common assumptions, shared values and observable values.

    1. OBSERVABLE CULTURE:

      At the surface is the observable culture, it could be considered as the first layer which manifests through symbols such as physical design, dress code, logos, gadget, and murals. It broadly includes unique office stories, traditions and rituals that add up to the history of the success of the organisation.

    2. SHARED VALUES:

      The second level includes shared values. Shared values apply to all organisational members, and no deviation is tolerated. Common uniformity and shared beliefs or mutual values represent a shared culture. Corporate Vision and Mission must be shared by all and must be binding all.

    3. COMMON ASSUMPTIONS:

      The third level is of Common assumptions, the deeper or hidden aspect of organisational culture. These are the taken for granted truths that every organisational member shares as a result of their collective experience. As difficult as it may be to isolate these patterns but doing so helps give a valid explanation of culture invading every aspect of organisational life. The common assumption may surface in an organisational crisis, like for example, the way a senior executive guilty of sexual harassment, is handled or an employee caught indulging in an ethical act is dealt with. How employees stand united to thwart hostile takeover bid and the way employees volunteer for pay cuts to steer the organisation from the financial crisis are also instances of the common assumptions.

    ATTRACTION, SUSTENENCE AND RETENTION OF TALENT:

    Few strategies that support the cause :

    • SELECTING AND SOCIALISING EMPLOYEES:

    The main purpose of the hiring process to hire the right people for the right job. When for a given job, two or more candidates with identical skills and abilities are available final selection is influenced by how well a candidate fits into the organisation. By identifying candidates who can help with the organisational culture selection help sustain culture considerably. Job applicants to look at an organisation from its cultural perspective before seeking entry into it. More than pay and perquisites in an organisation offers, it is the cultural artefacts that often attract or detract job seekers. Along with selecting people with compatible values, companies maintain strong cultural aspects through the effective socialisation of new employees. 

    The socialisation of employees is the learning process of every individual to acquire values, expected behaviour, and social knowledge necessary to assume their roles in the organisation.

    Pre-arrival, encounter and metamorphosis are the three central stages of employee Socialisation. Pre-arrival is the initial stage that encircles the learning aspect that occurs before a new member joins the organisation. Encounter, the next stage, where the new employee sees what the organisation is and confronts where his/her expectations diverge reality. The last stage is related to lasting changes that take place. The new employee masters and adjusts the skills required for his or her new roles in accordance with his or her work group’s values and norms.

    • PERFORMANCE AND SATISFACTION:

    Company culture has a significant impact on performance. Culture has an innate quality of performance enhancement for at least four reasons.

      1. Culture makes strategy implementation
      2.  Organisational wide common goals as employees share common goals
      3. a strong culture creates a high level of motivation because of the mutual values shared by the members
      4. strong culture provides a control mechanism without the prospect of bureaucracy

    There is a correlation between organisational culture and employee satisfaction. But individual needs of employees main monetary the relationship between culture and satisfaction. In general, satisfaction will be the highest when there is congruence between individual needs and organisational culture. For instance, an organisation whose culture would be characterised is low in structure, having loose supervision and rewarding employees for higher achievement is more likely to have more satisfied employees if those employees have a higher achievement need and prefer autonomy. Thus, job satisfaction often varies according to employees’ perception of the culture.

    • STRONG COMMITMENT FROM EMPLOYEES:

    Culture not only increases their commitment to the organisation but also creates a sense of identity in them. When employees in the values of the company define their work intrinsically rewarding and identified with their fellow workers, motivation is enhanced, and their morale has an automatic boost. The commitment of employees could be picturised as a three phases plan :

      1. Compliance – people confirm to obtain some material benefit.
      2. Identification – the demands of culture are accepted to maintain good relationships with colleagues.
      3. Internalisation – People find that the adoption of cultural values of the organisation produces intrinsic satisfaction because these values are in line with their personal values. In many ways, This is an ideal status as far as the acceptance of organisational values are concerned and if widespread, is indicative of a strong culture.

    • MAINTAINING A STABLE WORKFORCE:

    An organisation’s culture is embedded and projected through the minds of its employees. Organisational stories are rarely written down; rituals and celebration do not usually exist in manual, and organisation metaphors are not found in corporate directories. Thus, a stable workforce that communicates and reinforces the dominant beliefs and values is what an organisation seeks. High turnover and downsizing can demolish the organisational culture because the ‘corporate memory’ leaves along with those employees. Organisational culture also weakens during periods of rapid expansion or mergers because it takes time for incoming employees to learn about and accept the dominant corporate values and beliefs. For this reason, some organisations keep their culture intact by keeping a mindful check on their employee growth and turnover ratios.

    • CULTURALLY CONSISTENT REWARDS:

    Reward systems strengthen corporate culture when they are consistent and with cultural values. Aggressive cultures might offer more performance-based individual incentives, whereas Paternalistic cultures would more likely offer employee assistance programs, medical insurance, and other fringe benefits that support employees’ well being.

    How important is organization culture for any organisation? Is it more important than the monetary aspects? Let is know in the comments below

  • 11 Best Jobs for Women in India 2024

    Jobs are undoubtedly one of the most important aspects of any person’s life. All those years of schools, hundreds of books, all-nighters for preparation for exams, and then anxiously waiting for the results. So much of labour, done for what? For securing a stable, well-off job that can fend your and family’s needs, provide you with all the amenities that you oh-so-crazily desire and your dream life. Having a job offers a sense of accomplishment, the freedom to make decisions and live life on their terms. 

    Everyone must have the right to choose what profession they want to enter and make a career in. Be it a man or a woman; your gender should not come in the way of your career progression. Gone are the days when females were only allowed to descend upon a specific career path, and the other jobs were touted as more “suitable for a man.” Especially in this age and generation, when women are giving a tough competition to everyone in every field imaginable, be it being managers or running for the Presidents, women can do them all! 

    Working in the tech-driven industry, managing director of a company, serving in the Indian navy to representing India in sports at a national level, you name it, and women have got it covered. Curated below is the list of best jobs that any woman can pursue in India and build a fantastic career out of it!

    [toc]

    Also Read: 8 Best Creative Jobs In India

    11 Best Jobs for Women in India

    1. Teaching Profession

    Women have naturally been considered nurturing, able to understand a child’s needs better than a man, and can guide a young blooming flower in a much better way than anyone else. So, teaching still claims the number one spot as the best jobs for women. The teaching profession also provides different routes for giving knowledge. Apart from being the traditional classroom faculty and home tuitions, growth in the digital sector has also opened the option of offering e-learning from the comforts of their homes. Apart from parents, teachers are the ones who touch a child’s heart, and a caring, soft, tender natured woman is the best suited for this job.

    2. Hospitality Jobs

    Women are inadvertently associated with glamour. Hospitality is an indispensable part of most services, and with the growing service sector in India, the hospitality sector is expanding, which opens up job opportunities for women. Communication skills are the essential skills required to be a hospitality staff. Women tend to possess them naturally, thus making this career a suitable one for them. Be it an air hostess or a receptionist at a five-star hotel, this sector is booming, and so is the number of jobs associated with it.

    3. Medical Field

    One of the noblest professions considered, women are the perfect fit for the medical sector. Evolution turned women into natural care-givers, and it goes perfectly with the medical profession. Though it does require years of dedication and higher studies, a medical profession is a fulfilling one. Gynecologists and nurses are the two careers where there is a strict demand for females only. The medical profession does provide a stable job, which makes it so popular for females.

    4. Entertainment Industry

    Everyone knows, the entertainment industry is a diva’s job. And who can be a greater diva than a woman who was born with the attitude to slay? Indian Bollywood industry is one of the biggest entertainment industries in the world, which serves as a huge job provider. Not just acting, there are other professions like anchoring, modelling, dancing stylists, cinematographers, and many more. The entertainment industry is one of the most sought-after industries in India, where millions of girls dream of being a part of and thus secure a household presence. With the right talent, you are born to make it big there, girl!

    5. Human Resource Manager

    Take a moment and think. Is or was your HR manager a woman? Yes? That is because human resource is a sector that is currently dominated by women. Most of the organisations today prefer to hire a female for this job because of the great inherent interpersonal skills and the ability to listen, understand, and provide a solution to the problem, belongs to women. HRs are one of the most valuable assets of the company, and thus the firm desires to fill this post with someone who can do justice to the job, and most of the women perfectly fit the shoe.

    Also Read: 13 Best Jobs for the Future in India

    6. Media and Journalism

    Again, excellent communication skills are a great advantage for all women. The poise, the grace required to be present in front of a camera and collect and present it on the television, to some women, this skill comes naturally. The field which provides you with the right to exercise your creative part of the brain and satisfy your imagination this sector can be checked out for sure.

    7. Finance and Banking

    One of the few sectors, which clearly shows that women can do anything when they set their mind on something. A male-dominated sector for a long time, women are slowly making progress here as well. This profession requires a lot of people management skills and patience. A booming sector now, women with excellent customer handling skills and knowledge of the industry can make it big in this domain for sure. Arundhati Bhattacharya, Chanda Kochhar, Indira Nooyi are some Indian women who have set the example in the field of finance.

    8. Sports

    Though a common notion that sports are a field for men, current generation women have broken all barriers and made headlines with their outstanding performance in the sports industry. P.V. Sindhu, Mary Kom, Mithila Raj, Dipa Karmakar, Hima Das, Geeta Phogat, the names are endless. From being the youngest Indian ever to win a medal in the Olympics to becoming World Amateur Boxing champion for a record of 6 times to the first Indian to win a gold medal at the IAAF World U20 championships, these women have done it all. A highly lucrative career option, which can be pursued if interested in the field of sports.

    9. Designing

    Be it fashion designing, jewellery, or interior, women have been flourishing in almost every field. Women tend to excel in this field more because if their natural exposure to these fields. From creating your showrooms to working under a professional and enhancing your skills, this domain offers many options to capitalize on your interest. 

    10. Beauty and Cosmetics

    It is not a hidden fact that the skill of makeup is something that all the females proudly hone. Turning something that you love doing into a full-fledged career option, isn’t it great? There are various beauty schools where you can earn a degree as a beautician and start practicing as a beauty therapist. Setting up your beauty salon with multiple services to offer, you can go strong in the game. 

    11. Fitness Sector

    A booming sector, with more and more individuals going fitness crazy, this sector provides a lot of job opportunities. Any fitness-loving female can have a great career in this domain. Online fitness related videos are in trend nowadays and are becoming very popular in today’s era. Aerobics, Zumba, yoga, core work-out, and many options available for you to try out our fitness calling!

    Women today dream bigger and also has the zeal to fight for equal rights. In no sense do they consider themselves less than their male counterparts? And why should they? There is nothing in today’s generation that a man can do, and a woman cannot. Many are breaking this glass ceiling and setting new examples and benchmarks every day. Woman today has the same capability, maybe even more, to be the financial support of their family. Just believe in yourself, and you can achieve the world, girl!

  • Employee Training – Meaning, Benefits, Types, Process, Facilitation & Measurement

    MEANING OF EMPLOYEE TRAINING

    Employee training refers to the process of imparting specific skills to the employees via classroom OR practical training programs. The training programs make the workforce more efficient and has numerous other benefits. Let us look at some of these benefits below

    BENEFITS OF EMPLOYEE TRAINING

    Employee training ensures employee retention and prevents burnouts by removing performance deficiencies, drive employee engagement making employees stay long, minimizing accidents, scraps, damage and meeting future employee needs. Strong training programs ensure greater stability, flexibility and capacity for growth in an organization. Training contributes to employees in many ways, efficiency heading the chart. Efficient employees contribute to the growth of the firm. Growth renders stability to the workforce for the trained employees who tend to stay with the company. They seldom leave the company. Training makes the employee versatile in all operations giving increased flexibility to the organisation. Leading to growth and prosperity which is reflected in increased profits from year to year.

    Employee training is not only advantageous for individual employees but also gives an added advantage to the firm/company. If we look into these two broad categories closely we would see how individual employee training has an overall impact on the entire organization.

    1. Profitability:

      Beginning with how training benefits the organization,  leading with improved profitability for the company because of efficient employees, building a positive attitude towards profit orientation.

    2. Job knowledge:

      Employee training enhances job knowledge and skill at all levels of the organization which helps to create a better corporate image. Proficient job knowledge through training boosts employee confidence leading to improved morale of the workplace.

    3. Avoids confusion:

      Elaborate employee training ensures clarity of mind among the employees which helps to foster authenticity, openness and trust. Not just clarity of mind, it also helps an individual in making better decisions and effective problem-solving skills. Employee training also provides information for improving leadership knowledge, communication skill and attitude of the employee. Confusion among employees reduces, therefore a healthy relationship is maintained between the employer and employee.

    4. Boosts Confidence:

      Once an employee is confident about the job that they are doing and is well acquainted with the job knowledge he or she can handle stress, tension, frustration and conflict in a smoother manner. employee training also provides information for improving leadership knowledge, communication skill and attitude of the employee.

    5. Motivation:

      It motivates an employee towards his or her personal goals while improving interactive skills. Training not only aids in development for promotion from within but also helps in developing leadership skills, motivation, loyalty and other aspects that successful workers and managers usually display. Increased motivation leads to an increase in productivity and quality of work which insures growth in the organization leading to more profits. When an employee is well aware of the job and has enough knowledge about the job that they are performing it negates the element of fear in attempting new tasks. Here are Top 50 Motivational quotes for Employees & Workplace to further aid an HR

    Employee Training - Meaning, Benefits, Types, Process, Facilitation & Measurement

    TYPES OF EMPLOYEE TRAININGS

    Throughout the years we have seen a lot of employee training methods and types such as instructor-led training, eLearning, simulation employee training,  hands-on training, coaching or mentoring,  lectures, group discussion and activities, role-playing, management-specific activities, case studies or other required reading. Training for every sector is different as per their  requirements and is supported with a specified description about the training. Trainings are broadly categorised in 2 heads

    1. Functional Trainings:

      Functional Trainings are usually given to increase the functional competency of the Employee. These trainings are usually given by domain experts aimed to make people better at their Jobs.

    2. Behavioural Trainings:

      These training programs are usually focussed around interpersonal skills of employees. Behavioural training improves communication between individuals, also among employees at every level of the organization, maintaining a healthy communicative relationship between individuals and groups. Not just communicative clarity, it also ensures cohesiveness in groups which makes the organization a better place to work in. From a wider perspective employee training also provides information on equal opportunities in affirmative action.

      Now that we have a basic idea about how employee training programs are beneficial to individual employees belonging to every level of the organisation impact on the overall growth of the organisation, let’s put some light on the benefits of employee training in personnel and human relations, intragroup and intergroup relations and policy implementation.

    EMPLOYEE TRAINING PROCESS

    A training program is tailored through a well-defined process. Starting with need assessment and various issues in need assessment the plan leads to deriving instructional objectives which gives a blueprint about the training and development design and the various types of training. On having a satisfactory training design, the appropriate one is selected with instructional programs which is further implemented as the final employment training program.

    Trainings are necessary, not just for new joinees but also for professionals & the leadership team 

    • Training Programs for Freshers: New joinees have a prior formal education and it is recommended to give them specific training programs to make them industry ready. Classroom training and On-Job training are complementary in nature and are a part of the entire training program for Freshers. These trainings are mostly functional in nature
    • Training for Professionals: Professionals are required to regularly undergo training programs to keep their knowledge updated & stay abreast of the best industry practices. Trainings at this end are a mix of functional & behavioural trainings.  
    • Training for Organizational Leaders: Mostly behavioural in nature, these trainings are usually around team building, decision making, motivating team members and improving cross functional communication. Since the stakes are highest at Leadership positions, it is all the more necessary for organisations to invest more time & resources in employee training. 

    TRAINING NEED ASSESSMENT

    The most crucial element in a training plan is the need assessment. The need assessment is the diagnosis that presents all the problems and the future challenges to be met through training. The issues to be addressed in need assessment generally comprises organizational support, organization analysis, task and KSA analysis, and lastly person analysis. After need assessment, comes deriving instructional objectives which is the next phase in the training process which is to be identified. The instructional objectives help in preparing a blueprint that describes the objectives to be achieved by the trainee upon completion of the training program. Next, comes the designing phase which mainly includes

    • Who are the trainers?
    • Who are the trainees?
    • What methods and techniques are being used for the training?
    • What are the principles of training?
    • Where is the program being conducted?
    • What should be the level of training?

    EMPLOYEE TRAINING TEMPLATE

    A well proof training plan ensures optimum utilization of every human resource that is available at hand and ensures that no talent is being wasted . Hence comes the main role of an employee training plan template, which schedules the training program for every employee in a customized manner so that the employee and employer get most out of it. Similar to an itinerary, a training plan template includes the name of the employee the group that the employee belongs to, the number of hours that the employee is training for and the tasks involved in the training plan. Employee training plan template is used extensively in the Army or Airforce services where every cadet is assigned a task and a log/record is kept which acts as their personal training plan template. A general plan template looks like the following:

    COMPANY NAME:

    PROJECT OVERVIEW:

    NAME OF CANDIDATE :

    POSITION OF CANDIDATE :

    DATE

    TIME

    TASK

    PURPOSE

    NUMBER OF HOURS

    Feedback from the reporting manager of the employee is also recorded while developing an employees’s training plan. The final employee training plan is approved by the HR manager of the company. The HR manager is required to look after the needs of the employees and how the betterment of the employees is going to have a positive impact on the organisation as a whole and accordingly make changes to the training plan as & when required. A general training plan mainly includes the following :

    Example,

    For any company a general employee training plan looks something like the chart/table given below.

    Employee Training Template Example

    DATE

    TEAM

    AREA

    DESCRIPTION

    TRAINER

    STATUS

    01/09/2020

    SALES AND MARKETING

    TARGETS AND GOALS

    Training on how to reach the goal and acquire the required sales target.

    MR. XYZ

    COMPLETED

    02/09/2020

    SALES AND MARKETING

    COMMUNICATION SKILLS

    Soft-skills, interpersonal skills, negotiation skills.

    MR. ABC

    IN-PROGRESS

    03/09/2020

    HUMAN RESOURCE

    PERFORMANCE MANAGEMENT REVIEW

    Advanced training on how to review employee performance and manage employee performance on certain scales.

    MR. MNO

    COMPLETED

    04/09/2020

    HUMAN RESOURCE

    PAYROLL AND INCENTIVES

    Effective use of software for payroll management.

    MR. RST

    COMPLETED

    05/09/2020

    INFORMATION TECHNOLOGY

    SOFTWARE

    Introduction to new software and enhanced new technology.

    MISS. J

    IN-PROGRESS

    06/09/2020

    INFORMATION TECHNOLOGY

    SOFT SKILLS

    Training on communication skills.

    MRS. T

    IN-PROGRESS

    07/09/2020

    ACCOUNTING

    SOFTWARE

    Introduction to new accounting software and it’s working.

    MISS. FGH

    IN-PROGRESS

    Be it and an on-the job training and off-the job training, the HR manager needs to look out for the fulfillment of the needs assessed in the first stages of the training process. Scheduling an employee training plan is not  just enough,  an HR manager needs to keep a track of the training program and how effectively it is working.

    MEASURING TRAINING EFFECTIVENESS

    Finally once the training process is reeling we cannot put a full stop to it without a measurement of how effectively the training process has been going. There are a lot of ways to check the level of usefulness of the training process by measuring the efficiency and effectiveness of employees individually and whether it’s having a greater impact on the organisation as a whole or not. One may resort to checking the level of productivity of the employees which could be a yardstick of measurement of the training procedure or a log record could be kept where the employees have to register about their work change and the level of their individual output after the training. As much as feedback from the HR manager is required for approval of an employee training plan,  feedback from the employees also prove to be essential.

    Conclusively, an employee training plan has to strike a balance between the management, administration and the employees of the organisation and how the needs of individual employees and of the organisation could be put down on paper as a directive plan for training the employees of the organisation, for them to prove to be a strong asset. To sum up, we can say

    TRAINING NEED =  STANDARD PERFORMANCE-ACTUAL PERFORMANCE

    and to fulfill the deducted performance amount,here comes in the need for training  which can lead to further development of the organisation providing them with a competitive advantage.

  • Recruitment – Meaning, Process, Best Practices, Types, Trends & Future

    Recruitment is an ever-necessary and extremely important process in an organisation. It serves as a pre-math for selection. Recruitment is a deciding factor on the correct candidates being actually chosen in the selection process. Hence, attracting a better pool of candidates in the recruitment process proves to be extremely beneficial.

    The process of recruitment largely varies due to the size of the organisation. A small or medium-sized firm may have only one person as a recruiter or a hiring manager. However, a larger company is most likely to have a whole dedicated team of recruiters to carry on the process effectively. A well-framed recruitment process helps both the company and the applicants. The company gets to generate a potential pool of candidates whereas the candidates get potential employment opportunities.

    MEANING OF RECRUITMENT

    Recruitment is an integral part of Human Resource Management. Recruitment is a hiring process where firstly the staffing and organizational needs of the company are identified. After that, a potential pool of candidates for the required staffing is attracted. The pool of candidates is generated by firstly identifying these candidates. These can be done by both internal and external sources. Next, the recruiter should attract these candidates to apply for the job. This can be done by extensive advertising in job sites, campus drives, reaching out to potential candidates from company database etc.

    Know more about Sources, Purpose & Importance of Recruitment here.

    TYPES OF INTERVIEWS

    The recruitment process is followed by the selection process which is then followed by an employment interview. An interview is a formal meeting with potential candidates which involves an in-depth conversation conducted to evaluate acceptability. Its popularity stems from its flexibility. Discussions are adapted to consider unskilled, skilled managerial, and operational employees.

    Based on interaction with candidates interviews may be classified into three categories :

    1. One-to-one interview :

    In this type of Interview, there are only two participants- the interviewer and interviewee.

    2. Sequential interview :

    This type of interview is a higher version of the one to one interview process and involves a series of interviews, usually utilizing the strength and knowledge base of each interviewer and they can ask questions in relation to his or her subject area to each candidate, or he/ she moves from room to room.

    3. Panel interview :

    This type of interview consists of two or more interviewers and the number may go up to as many as 15. Panel interviews are not very personal similar to one to one interviews, but if handled and organized well, it can provide a wealth of information. If not handled carefully, the panel interview can make the candidate feel ill at ease and confused about whose question to answer and who to address. Interviewers themselves are likely to experience nightmares, not knowing who will ask which question and in what order.

    4. Phone interview :

    Many organizations use this type of interview and it is considered more useful than one-to-one or panel interviews to ascertain the candidate’s sustainability. For these types of interviews unintentionally the main focus of the interviewer gets derailed from one’s appearance or handshake, the interviewer and interviewee focus on asking and answering questions. Phone interviews save time and are economical. It is widely used in IT companies while hiring technical employees.

    5. Online interview :

    Most of the organizations are dependent on computers and the internet to conduct interviews. A typical computer interview requires the candidate to answer a series of multiple-choice questions custom made for the job. These answers are compared with a benchmark score to determine the sustainability and suitability of a candidate. The computer interview can also be used to filter undesirable applicants who have applied online.

    HOW TO SET UP AN INTERVIEW :

    The selection process follows recruitment which starts with an interview. All kinds of interviews, whether structured, unstructured, mixed, behavioral, or stressful, every interview type goes through a process before implementation. From a general perspective, after the recruitment process, once a compact pool of candidates is selected, they have to go through the interview process to choose the candidate. 

    Best practices to be taken care of before setting up an interview are:-

    1. An Official Communication:

    After the recruitment process, an official formal mail is sent to the candidate for the next round for which he or she is selected.

    The mail should contain details like the candidate’s essential requirements such as their identity proof and resume. 

    The mail should clearly state the location of the interview process with an attached Google Map

           2. E-Recruitment:

    In this day and age where the pandemic has taken over the world and physical workspace has its own constraints, organizations mainly bank on the Internet and online work mode. Though e-recruitment has been a concept for years now, selecting the electronic interview is relatively a newer concept. For an electronic interview process, after the recruitment process, the organization is to send the candidate a mail about the electronic interview to be held and the email must contain the following specification:-

    a. The online platform at which the interview is to be held be it Google meets or zoom

    b. The duration of the online interview

    c. Specifying to have a steady internet connection so that there is no lag in connectivity

    d. The link for the meeting

           3. An Acknowledgment Mail:

    Be it an online interview or a physical interview, after screening candidates via interview, the organization must send a thank you letter thank you mail to the candidate for attending the interview and acknowledging it. If the candidate has been able to impress the panel members or the interviewer, they would be informed about whether they need to appear for the background check and the other selection processes.

    Recruitment - Meaning, Process, Best Practices, Types, Trends & Future

    BEST PRACTICES IN RECRUITMENT

    Needless to say, the job market is competitive. This does not only mean that the candidates find it difficult to look for their dream job. This also means that the organizations also have to put their best foot forward in order to attract and finally recruit the best possible candidate. An ill-framed recruitment policy will mean that the organizations miss out on the best fit for their current job role.

    The followings are the best practices in the recruitment procedure to ensure its success.

    1. Customized process:

      The recruitment process should be customized according to the size, structure and need of the organization. The process should be well-defined and executable. A planned process without the potential for execution will act as a barrier to the success of recruitment.

    2. Right recruiter:

      Recruitment is not just screening a resume and taking an interview. The recruitment process is detrimental to the success of the organization. Hence, having the right and a well-trained recruiter is important for the success of the process.

    3. Sales function:

      On an overall basis, the process of recruitment should be treated as a process of sales. This means that the goal of the recruitment process would be to sell the idea of the job and the current position to prospective candidates. The successful selling of the idea of the job to the right candidate will result in successful recruitment.

    4. Relationship between hiring managers and recruiters:

      The goal of the hiring managers is to fill a vacant job position with a candidate. On that account, they are likely to set very unrealistic time-frames for recruiters. This severely hampers the quality of the process. A good professional relational between the managers and the recruiters will ensure transparency. This will build a level of trust and reliance between them thereby leading to high-quality recruitment.

    5. Use social-media:

      The huge network of social media is one of the biggest opportunities that present-day recruiters should leverage. Creating a candidate pool by a social-media search, not only provides a wide array of options but also cost-effective. The online job portals and platforms like LinkedIn are filled with prospective professionals and can hugely facilitate the recruitment process. Know more about Social Media Recruiting here

    6. Candidate experience:

      Recruitment is a step-by-step process and each step is vital to the process. The candidate experience throughout each step is highly important in the recruitment process. If the candidates have a negative experience, it very likely that they will probably leave the process mid-way or spread negative word-of-mouth about the organization. Hence a positive candidate experience will make sure the organization does not let go of potential candidates, and thereby pave a way for employee referrals.

    7. Applicant tracking system (ATS):

      Finding the right candidate for the right job is the sole purpose of recruitment. Maintaining a large pool of candidates that the organization has acquired over the years is a complex and difficult task to manage. Hence employing an ATS in the recruitment process will ensure that it will match the job with the candidates registered in that system. Also, the large pool acquired over the years ensures that there is already a huge pool of potential candidates to choose from.

    TRENDS IN RECRUITMENT

    Needless to say, technology has changed the way the world is perceived. In fact, it has created an entirely new world of its own. It has made its way into various types, sizes and levels of an organisation. The recruitment industry has also seen a sweeping change due to the implementation of technology. A lot of old-school methods have been substituted and newer recruitment trends have made their way in the industry.

    The most important recruitment trends in the present are described below:

    1. Recruitment Marketing:

      This means undertaking marketing strategies but in the field of recruitment. This is done to attract the best candidates for the existing job positions as well as to build the brand image of the company.

    2. Mobile technology:

      According to a recent study, more than 60% of the candidate hunt for jobs through their phones. More than 20 percent of candidates submit their applications from their home. Hence to amplify the recruitment process, the recruiters should adapt to this change and switch to mobile communication with the candidates.

    3. Inbound recruiting:

      Inbound recruiting means the implementation of various digital marketing strategies to build strong relationships with potential candidates over time. This means attracting various active and passive candidates and thereby completing the recruitment process.

    4. E-resumes:

      Gradually as more candidates are choosing the online medium for their job applications, the recruiters should also evaluate the e-resumes. Paper resumes are an old-school method and they are now substituted by digital resumes. These include video resumes, social media profiles, digital portfolios, etc. These give a more comprehensive idea to the recruiters about the traits they are searching for and the right fit.

    5. Artificial Intelligence:

      Artificial Intelligence is responsible for automating a huge number of jobs. Even though it is not the perfect substitute for HR, but its implementation is inevitable. There are AI softwares that are used in interviews. These judge traits like nervousness and truthfulness of the employees. Know more about the AI in Recruitment here

    6. Gamification:

      Gamification is a brand new and emerging trend in the recruitment process. Here an interactive game is introduced to the candidates. These games are then plugged in with various corporate and business situations. This shows how a candidate will react under a specific situation and hence it increases the efficiency of the hiring process to a great degree.

    FUTURE OF RECRUITMENT

    The future of recruitment is now and it is here to stay. The current trends in the recruitment industry will get amplified and turn into a foundation upon which the future of recruitment rests. With the pandemic, each company is trying to manage costs as well as keep their operation intact. In a scenario like that the recruitment process has also undergone sweeping changes.

    The use of Virtual reality, video interviews, artificial intelligence are not mere try-outs. They are the necessity of every organization. These will revolutionize the recruitment industry in the next couple of years and these will become the new normal.

    Hence the current recruitment trends are extremely vital to the sustenance and success of this industry. In a situation far worse, we will find ourselves falling back on these trends and abiding by them.

    Recruitment is up for a complete revolution.