There is no smoke without fire.
If we go by this saying rumours might not be completely baseless as they might hold some truth in them. Rumours is something which is part and parcel of our everyday life, both personal and professional.
Whether it’s about a class mate, colleague or about or current/previous organization we tend to hear about these rumours and form our perception about an issue. True or false rumours do frame a particular line of thinking where it effects one consciousness.
When we speak of organization rumours we need to understand the nature of these rumors and to the extent they are affecting the brand image. It should always be remembered that rumors spread much faster than the information shared through company’s communication channel. Also whether to ignore or address these rumours must depend on the nature of the rumour.
For e.g. if a rumour is based on an important information which is yet to be announced to the employees or the stakeholders then such rumours have the tendency to impact the brand image in a negative way. It is usually the information meant for public and private stakeholders such as mergers or acquisition, changes in business strategy, bad exit or any other negative case tend to tarnish the image. So in such situations the responsible teams should be active to handle queries, clear out confusions and provide adequate and honest knowledge to the stakeholders involved. Such rumours may also lead to involvement of the Senior Teams at times.
Another e.g. of rumours which usually involves internal misunderstanding, miscommunications or conflicts then in such cases the managers should be addressing such rumours within their teams and operational areas to maintain a positive environment. They should pay attention to the periodic disruptions that lead to such rumours and try to resolve the issue before it takes a potential surface.
But whatever, the case is rumours are unavoidable and unpreventable so the organizations should be apt to deal with rumours. So in such cases, crucial departments such as HR, Communication, PR, Finance, Sales etc. should be brand endorsers. Even in the most hard situation they should bring out the positive attitude and thinking of the company and rule out the negativity. The team should focus on what benefits or the gaining experience the organization provides as compared to others than getting along with the rumours.
Sabbatical is really a big question towards employees as well to the employers. They may think that they will miss the opportunity that will come towards them in the rat race. Employers also remain in confusion and may think that you are not the worth employee for the company. Well, there is a good argument that still prevails because of this idea. Some companies or employers prefer this method so bring out the best productivity from the employees, which in turn gives positivity, patience and may prepare you for the next job.
Myths of Sabbatical
1.It is only given to the employees who worked for a long time in the company.
2.It should be related to your job. This is totally a wrong concept. With sabbatical, you can bring out the creative side and push yourself to the end to bring the best thing in life. It is not related to careers and you can get the best time to find yourself.
3.Sabbatical is unpaid. It is not at all true because employees negotiate with the money when they are on sabbatical.
What are the things you can do on Sabbatical?
The experiences you will gather during this period, you should always use this experience in your professional gain. You can volunteer to different works, learn about different culture and understand their way of living a life, you can learn skill and language and you can also learn some creative things and implement the same in your life.
Benefits of Sabbatical
It is benefited thing in both ways for both employees and employers. It helps in the development of skills. If an employer negotiates with an employee for some months and gets back the employee rejuvenated, then it is much more worth than hiring a new employee which will affect the time, training session and this can be really costly. You just need to prepare yourself for a presentation so that you can convince your employer easily and this is a serious topic so you cannot take this very lightly.
So, how you can definitely decide how you take the sabbatical and how the employers are convinced to take up this idea in their company to get motivated employees back on track and increase the profit of the company. Without wasting much of your time, you should take up the decision and this will help you to take a break from your work and explore your mind and soul.
In the latest technology era when we are extensively transforming processes and systems into technology job-hunting is also witnessing vast change. We go to online portals, use social media and end most of the time in front of the box to search a good job.
We begin our job search by writing a good resume where we refer to other similar resumes that are available online to build our resume. With a perfect resume we start posting it online so that our information can be delivered to the organizations or the HR department that are looking for similar profiles.
Now when it is delivered to HR department they may contact you if they think that resume is relevant to what they are looking for. So now if we have rethink on the human element on the entire process we can say that only 20-30% of human element is present in the process. When we say human element we mean the human potential and capability which is different in each one of us.
For e.g. for an IT consultant his/her function skills will almost remain the same but what will change a person attitude towards work, dedication, personality traits, behavior experience etc. So while writing a resume an IT consultant should focus on what his/her personality or behavior can bring to solve a business problem. If a resume speak out of these traits along with one technical skills, then many IT staffing consultants would love to go through the resume and understand the caliber.
Also, through technology innovation the staffing companies are able to sort out the relevant data but to attract the right caliber consultant should look for different ways to market the requirements. Job description can be one area where IT staffing consultants can frame the required areas and be very specific with their details. When reviewing resumes they should look out for the traits that is apt for the job which can be both personal and technical skills.
As it is important to understand that we should treat candidates not just a mere list of skills but a human with a potential to perform. Though in contemporary terms recruitment process has become more keyword matching with different types of resumes the essentiality of what the person is holding has been lot. A lot of barriers has been placed between the hiring manager and the candidate where less scope for interaction and communication.
So the need is to balance both the technology innovation and the human element together where building sufficient scope of communication, importance of skills, personality traits and most importantly treating each candidate in different way.
One fact with which we all agree is that all major industries are facing skill crunch where the even the top most companies are unable to find the kind of talent or caliber they look for. Our interactions with the hiring managers have shown that through a typical recruitment process they are able to find good pool of potential candidate but still a lot has to be changed to bring on the Best Candidate in an efficient way and time.
But figuring out what has to be changed is still needs more understanding and debate.
Some of the areas which I feel can be focused to change the Recruitment Process.
- The Big Change: we stress that we need make the Big Technology change. Agreed that we have been able to make a huge transformation by bringing data management on cloud and improvising on the processes through technology. But now what actually is required is bringing in Stakeholder Engagement and Communication on a common platform. We need to build direct interactions with the potential candidates where more than their resumes their past performance and future potential can speak. The recruitment consultants can evaluate candidates on not just resumes but what the candidate actually holds. So we have to think of a technological change that can bring in direct and live interface between the stakeholders
- Tell your story: Nothing sells more than a story. We all somewhere or the other love a story where we picture ourselves in that story. Similarly even for a job potential candidates must be shown how this specific story is meant for them. We need a mindset change from “I need a job” to “we need you” whenever we are competing for top talent. Whenever candidates are coming for the interview the hiring managers should tell them the story why they will be perfect for the job and how their skills can be essential.
- Look for permutation and combination: Try out for new type of skills and experience that they think can click and bring our desired results. We may always not succeed 100% but definitely can increase our success bracket. A whole new ingredient can change a dish taste so why not testing the new skills.
- All about building relations: Recruitment is known to be a People industry where every day we build relations. So the focus should be on building these relations as the best relations. We need to start defining what we want from our customer experience be it client or candidate. This will definitely improve the mindset and can further define our SWOT Analysis.
- Data Analysis: The industry holds the real time data of people with their past history. So we in the industry domain should think of utilizing this data for better evaluation. The data present with the industry is still un-utilized to a large extent and the industry is still figuring the best possible ways to utilize the data to the maximum.
Along with profits, performance and technology the other aspect which has emerged as an important factor for business growth is creating a winning employee experience. It’s high time for organization to give employee experience its due recognition which is very crucial for an effective Talent Acquisition and Talent Retention Strategy.
In today’s time, even the internal employees are also seen possible consumer to attract and retain. They have become the customers of so called “Workplace as an Experience” which companies are selling to emerge as a bigger brand.
We all are aware that internal employees are coming up as the biggest brand ambassadors where they advocate about the company image. So creating a social, mobile and positive experience has become vital.
Creating a winning employee experience though do entails providing recreational facilities in office space for relaxation but it also means reinventing work structure and process. When we speak of reinventing work structure and processes we do include technology innovation for making business operation simple and fast and also includes the work environment.
Under work environment we speak of significant issues such as performance management, learning and leading opportunities, collaboration opportunities, culture of ethic etc. These are focus areas which can create a winning environment:
- Performance Management: Companies should re-design the way conduct their performance management. Performance management should be given a positive approach where employees strengthens can be highlighted. Performance rating scale should be incorporated where employee should be accessed on strengths, capacity to learn, seizing opportunity, communication, creativity, obedience etc.
- Learning & Leading Opportunities: Learning and Development has become a core functionality within organizations where extensively is worked upon improve the work skills of employees. The skills does not imply only for professional skills but personality, team building, communication and behavior is also focused. In regular interval short training programmes should be run to keep the employee motivated and enhancing knowledge.
- Collaboration Opportunities: Focus should be shifted from individuals to teams. To maintain a dynamic in office culture the different teams should be promoted. The ideology of “network of teams” should be imbibe in the culture for empowerment, strong communication and rapid flow of knowledge. Teams should be empowered to set their own goals and plan strategy within the broader purview of company’s strategy and aim.
- Culture of Ethics: The senior teams within organization should work towards clearing the toxic environment where negative ideologies are existing. Proper and active channels of communication should be built and implemented where employees are provided clarity and satisfaction. All employees from top to bottom should be encouraged to conduct ethical behavior and practices.
To create a winning employee engagement companies should develop proper strategies to develop professional competencies.
At the time of industrialization human resource management was limited to the managing of labour wages and relations in respect to total hours of working and the quantity of work done. With the rising industrial disputes and formation trade unions it was realized that minimum working wages, standard working hours, workers leaves policy, minimum standard of health and safety was the prime agenda. Here the prime focus of any company’s HR policies was on managing the new organized labour.
Post the agricultural and the industrialization phase came the service economy. Here a paradigm shift was witness where the assessment of labour was not just done on the quantity but the quality of work done. So as a society we moved away from shop floor work to white collar and pink collar jobs. This economy pushed companies in search for new skills that can expand their consumers’ reachability, engage technology and identify those employers that can create and manage technology innovation. Finding and retaining such talent gave rise of Human Resource as a full-fledged separate company’s department whose role was to identify, hire and retain the right talent. Moreover this brought restructuring of HR policies where employers’ benefits were planned in respect to financial increment, bonus, hierarchical upgradation and performance in respect to sales and targets achieved.
Rising consumerism and emergence of various industries other than manufacturing such as banking, tourism, information technology, healthcare and consumer retailing services etc. demanded the change in ideology from ‘people in need of good company’ to ‘companies in need of good people’. The rise of people as an important stakeholder of businesses made human resource managers define policies through culture, system, process and structure in respect to equal opportunity for all, constructive working environment, promotion of individual and team work, empowerment through capacity building programs and quality of work in respect to satisfaction level. For this the HR team closely worked with communication, finance, IT and operations team to bring effective implementation of these policies.
Today, companies have realized that people as their brand managers, promoters of social responsibility, channel of consumer satisfaction and growth. This has led towards a step further where HR policies are being expanded to even employees families and special occasions in their lives where health & educational benefits, child day care facilities for working women, reframing of maternal benefits for both the parents, extended leave policies, flexible work timings, opportunities for the employees to explore their personal passion with the professional lives and some companies are even offering on-job sleeping and break taking initiatives to maintain the overall conducive environment.
The role of human resource personnel has also expanded where they are not only the communication channel between company’s management and employees but also between employees and company’s management thereby defining HR as people management process. Gamification is another emerging tool in recent times where not just training but company’s vision & mission, sales targets, employees’ growth and even expectation level of both company and employees are being managed.
To keep pace with the changing economies, social thought process and political geographies it has become necessary for companies to continuously redefine and innovative on their HR policies as only then they can map out their future strategies and implement present projects.
Are you a job seeker? Are you looking for any job change? Then, the first thing you do is to looking for a job change. There are certain things that you should keep in mind while you are looking for a job change. It will help you find the best result in job search and it will surely make a huge difference in your career. So, what are you waiting for? You should always look for easy and simple steps to find the job change fruitful.
Step 1: Update your resume: You should update your resume and make it more professional so that everyone can have a look into your resume and you will get a perfect response from the resume. Resume needs to be marketed so that YOU as a brand get a job in a good company.
Step 2: Enroll with placement firm- You should enroll with the placement firm to get calls from them so that you can attend the interview and get placed in a reputed company. Enrolling with this firm will give you 100% assurance to get the job.
Step 3: Update your profile in job portal- You should update the information on the job portal. It will definitely make a good impression in the eyes of the employer. You can get calls directly from the employer or from placement firms.
These are the three crucial steps that you need to follow while you are looking for a job change. It is very important for today and you definitely get a way to grab your dream job. It is really a good thing for your career growth and you can actually make a great result. If you are really worth for your job role, then the companies are always ready to give you the best that you can ask for.
Recruitment is a part of HR department work. They follow a pattern of recruitment and this pattern differs from one company to another. In this recruitment process, it is very important that HR takes the concern of a company as well take the words of the candidate very seriously. After all, the candidate will bring real worth to the company. It is really effective and the company will flourish in a positive way. Hence, HR should always take into consideration of both the parties and create a balance inside the company so that a company witness a continuous growth.
When there is a vacant position in a company, then the HR department either source out the position to placement agencies or work internally to appoint the candidate. They first go through first round of interview and then suitable candidates are shortlisted from the 1st round and are asked for 2nd round of interview with the head of the individual department of a company. Once the candidate pass the interview, then they are given the confirmation about the interview result. Some companies also take written test followed by group discussion and this totally differs from company to company.
The candidate should be smart, confident and set a positive thought towards the company. It will help you to face the interview and challenges in a positive way. Even if you are not selected, then you will try for better opportunities and one failure will not break you. It is very important for candidate to be around with positive mind. The recruitment process can go long and so you need to have patience so that you can deal with interview dilemma and be tension free.
These days, interviews are taken digitally I.e. through telephone or SKYPE. So, if it is telecom interview, then you should be polite with your voice and choose a place where the surrounding is peaceful so that you can attend the interview peacefully. If it SKYPE interview, then you should choose a background that is decent and you should dress well to look presentable. These ideas definitely work the best to get through the interview and you can get the dream job.
Placement firm is a kind of firm where the companies will get the help to find good employees. Candidates and jobseekers will find their dream job because they act as a bridge between the candidate and companies. These firms sort the candidates for the reputed companies in the available job position. Accordingly, they work hard to find the best opportunities for the both side and fulfill the requirement. In a way, you will get the benefit to join hands with placement firms and see the solution.
There are many placement firms in the market, but to choose the best one you need to find the best one only through research. It will help you find the best one with good reputation in the creation of 100% job placement. These firms collect and maintain the database of the candidates and look for the clients vacant job role and accordingly schedule the interview so that they can get the help and accordingly make sure that the firms help the candidates in a proper way.
The experts or HR professionals work in these firms are well talented, smart and active to handle and become the bridge of them. These experts maintain the cordial relationship with both of them and always ready to help each other. They are talented and knowledgeable to understand the external factors and accordingly take the decision to organize the interview schedule and this is definitely a great way to get the job for the candidate and the companies will get the eligible candidate for the vacant job position.
What are you waiting for? Both companies and candidates can join their hands and get the best opportunity respectively so that both of you can help each other.
The work of a HR agency is not only to hire the candidate and to meet targets in a month or in a year. It is much more than these things above. The HR of the agency start their with:
- sorting the numbers of the candidates
- Make suitable calls to all the jobseekers
- Check the office database and find out the list of candidates
- Then make a call to these candidates and then confirm the interview
- Talk with the employer and get the notification of vacant position
- Schedule the interview as per the compatibility of both the parties
These are the listed jobs that they prefer to do and in a way help both candidates and employers to get the job. It will actually help you to get acknowledgment from both of them. The employers become their potential client so that the hr agency give them the best candidates for the vacant job position. It is very important for you to handle the situation and keep a balance between the candidate and the employer.
Before anyone hire the service of this agency, it is very important to take on a complete research of the service and you will get the hands in a proper way. The research work is very important because it is just the way help you choose the right decision and will give you excellent service. So, the employer can rely on them and find out the best employment service. A HR firm will help you in all possible manner to get you find the right candidate for the job position and you will find the candidate that worth for the job role.