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When recruiters are looking for quality hire, there is more than a way to reach out to the potential candidates. Apart from LinkedIn and other social media site, email is an excellent tool to reach out to the potential candidates and urge them to apply for the job. If you are thinking that email is an outdated method, the statistics says otherwise.58% professionals never fail to check their email, and if you are counting the hours, they spend an average time of 2.5 hours a day checking their emails.

Email marketing serves a targeted method of sourcing candidate. You must have been using email as a source of communication. But when you take up email marketing as a recruiter, there are few tips than can help you make the right candidate reply to your email.

Surf for the best automation email marketing service/ platforms

When the goal is to reach out to qualified candidates, you must look for a few important features while selecting the most suitable email marketing automation platform. Here are the checkboxes you must tick while checking the feature.

  • Segmentation
  • social media integration
  • A/B testing
  • Personalization
  • Performance monitoring through data analytic
  • smart content

Some of the best emails marketing automation platforms are Customer.io, Contact solution, Hubspot. If you are looking for marketing solutions, do not forget to visit our website.

Segmentation is inevitable

Another significant factor which decides the efficiency of your email marketing strategy is segmentation. Segmentation of your email compliant list can be based on several factors such as job roles, active and passive job seekers, and experience in the industry or in the same domain. The main aim of segmentation is to pick the list of email recipients who are qualified and interested in the job vacancy you are offering. A pre-defined job role and expected experience can help you in the segmentation, so you don’t shoot emails at people who are not at all interested.

Simple and Clear Content with every required information

A complicated and vague content won’t help you in the success of email marketing. The email should contain the following details in clear and simple language (better to avoid jargons).

  • A few lines about your company (backed with your website link)
  • Job description of the vacancy
  • Expected qualification requirement
  • Benefits of the job like flexibility of working hours, health insurance, free trainings etc.
  • Expected or starting salary with the scopes of increment
  • A clear call to action

When a person opens his inbox, he scans through the mail first and then opens the one that catches his attention. So never forget to add suitable subject to your mail.

Personalizing attracts attention

Personalized emails get a better click rate than non-personalized email. As a recruiter, when you are enlisting the name of the recipient, you can create a connection and urge him to read through the whole mail. Your email compliant list contains a section of passive job seekers, you can increase their engagement and enhance their chances of conversion through regular newsletters or blog posts related to their professional skills, tips on job interviews or some programs or courses to upgrade their skills.

Visible Call-to-Action

The primary purpose of email marketing for recruiters is to pool application of qualified professionals fitting well in the vacancy. So, if you miss out to convey a loud and clear call-to-action, you may end up getting 5 applications per 100 emails. Either opt for an integrated ‘Apply Now’ or clearly state where the applicants can send their CV. You may also enlist the contact number of the recruiter so that the applicants can clarify any query related to the job. In order to lure job seekers for prompt action, you may use infographics to draw their attention to the lines or button of call-to –action.

Email marketing is an evergreen strategy that can help you get the desired response if used correctly. As a recruiter, you can definitely make your job of sourcing candidates less hectic through effective email marketing. The above mentioned tips can help you to kickstart or redefine your email marketing.

What were the pain points of your marketing strategy? Let us know in the comment section below.

“Innovation distinguishes between a leader and a follower.” Steve Jobs has been a great leader not only for Apple but also for every aspiring entrepreneur. When we talk about leaders, we always portray a strong and confident person who gives us hope to rise every time we stoop down or stumble over an obstacle. Remember how the most exemplary guy in your school was chosen as the head boy? Well, nothing has changed in the larger picture. Every organization decides its leaders carefully to ensure the growth of the organization. You can become the leader as well if you adopt some of the leadership attributes needed during challenging times.

In this era of the pandemic, the economy is sliding down every passing day. You must be amazed at how a leader can effectively change the scenario. Here are some leadership lessons for hard times that you must learn.

Motivation is key to productivity

A leader should have personal attributes like self-confidence, communication, ability to make decisions, etc. A ‘successful’ leader is the one who has the potential to motivate each member of his team. You may be surprised how just a compliment from the leader can boost the productivity of the employee. Therefore, a leader motivating employee in tough economic times becomes the need of the moment. If you want to emerge as a leader, never fail to boost your employees’ morale.

Lateral thinking can be the game-changer

Lateral thinking is a key attribute that every leader must possess. It is all about thinking out of the box. Every subject or situation has a conventional approach; a lateral thinking leader is the one who can break through this traditional course of thinking and bring out a creative approach of looking at the issue and solving it. For instance, Gillette has utilized an innovative way of marketing. They follow a strategy of making their products obsolete to replace it with their own new products. In this way, they successfully cut down their competitors. Lateral thinking is the creative and innovative way to investigate the mundane issues to bring out a new approach to resolve them. This leadership skill is crucial for facing the challenges and turning them into strengths. Just like ‘if life gives you lemons, make lemonade’.

Establish bond of trust

Trust building is an essential leadership skill that can become the key to the unexpected growth of an organization. You may have always seen that every great leader was surrounded by people who trusted him. Yes, this attribute can be beneficial in both ways. If you can establish a bond of trust between you and your employees, you will surely notice how it affects you as well as their productivity. Especially during this time of self-isolation, every employee needs to deal with stress due to remote work. If you want to emerge as a leader now, you must establish a trust bond to influence their productivity instead of just dumping your burden on them. Trust building activities not only enhance employees’ confidence but also their loyalty to the organization.

Empathy can reap sweeter fruit

Jack Welch once said, “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” Leadership is not about growing individually but growing as a team or organization. You may not be born with leadership skills, but you can acquire them with perseverance. Creative thinking, open communication, or bonding – each of this leadership skill can lead you to the best version of yourself as a leader. As a leader, you are bound to confront new challenges, but your skills can mold you to become the most outstanding leader.

Compassion is an attribute that every leader must possess to combat the challenges of tough times. A successful leader always listens to his employees to gain a better understanding. You must learn to be empathetic if you want to ace leadership skills during these tough times.

There will be situations when you can blame your employee or publicly criticize them. A successful leader will not take those steps; instead, talk to the employee personally. Just the empathetic approach towards your employee can boost their morale and turn them into an asset for the organization.

Strategize with a clear vision

Having a clear far-sighted vision is a significant leadership attribute during challenging times. As a leader, you may have to face several challenges due to the falling economy. It is your turn to take up the responsibilities and strategize with a clear vision. A leader’s clear vision can help to develop objectives for every level of the organization. Formulating strategies to combat the upcoming challenges requires far-sighted vision. In fact, a successful leader knows how to balance short term and long-term goals.

Open communication

When talking about leadership attributes, you cannot miss out on open communication on the list. According to statistics, 57% of employees fail to perform to their full potential due to the lack of open and clear communication with their leaders. Therefore, a successful leader must have effective communication skills to convey every vital information to his employees. Brainstorming sessions can be an effective way for leaders to practice with their team to bring out innovative solutions.

Lead with excellence

Leaders become examples for the employees. If you are always late, you cannot expect your employees to be punctual. The “walk the talk” philosophy is still something every successful leader has followed in his life. A successful leader never fails to inspire his teammates. In fact, a good leader always pushes his teammates for growth. Leadership does not mean exploiting power. In contrast, leadership is all about taking up responsibilities, following your own rules, and creating a benchmark of excellence to inspire others. So, if you want to become a successful leader, do not just command but lead by example.

Do you possess any of the leadership skills? Let us know how you have evolved as a leader in your life in the comments below. 

Workplace Wellness Tips to Implement Post Pandemic

Today’s multi-generational workforce is focused around health and wellness and this would be guiding the conversations about same in the workplace post-pandemic as well. Employers who prioritize mental well-being and work life balance have always been on top of the list of job seekers. Employee wellness programs have become of prime focus in many organizations and this will play an even more major role post Covid-19 to attract top talent, also to keep present employees happy and productive, and reduce employee turnover.

Let’s recall workplace wellness few decades ago, obesity and tobacco use were major concerns and reason for increasing health care costs. All wellness programs were focused to combat it. A lot has changed since then. The importance of a healthy workforce is known to all and all it takes to achieve this is revising health and wellness programs regularly to meet new workforce realities.

Well-design wellness programs will not only improve your employee’s health and but also reduce healthcare costs. Let’s look at a few wellness ideas and tips to implement post pandemic without compromising on your budget!

Hosting Office Health Screenings and Importance of Fitness

Exercise is one of the best ways to keep illness at bay. Bring a specialist like Yoga instructor, gym teacher, personal trainer, doctor or someone who has strong command of basic fitness and nutritional needs in your office obviously maintaining proper hygiene and social distancing. Ask the expert to do basic health assessments& screenings and also lay a roadmap to improved health and fitness.Physical health should not be your only point of consideration. For remote workers, loneliness is a major health concern.

Encourage your employees to setup exercise clubs and occasionally initiate a walking meeting or conduct meeting in a park, instead of your regular boardroom meetings.Gift your employee’s fitness wearable which will allow them to track the number of steps taken, exercise minutes and calories burned. This will allow them to track their fitness throughout the day, which will definitely make them more accountable and serious towards their fitness.

Healthy Eating

Employees love it whenever special events happen in the workplace and they miss it even more thanks to the remote working for so many months. The daily grind of their everyday jobs often leads to increased stressed levels. Anything that gains their attention and bring their stress levels down is a good thing. Take the opportunity to integrate a few special events that will make them healthier something like a healthy potluck lunch. Bring in a nutrition specialist or a chef who specializes in healthy food and could show a cooking demonstration. Also, they can talk some common healthy eating myths. Talking about the importance of green juices, fruit smoothies and also just plain water instead traditional junk food can motivate your employees towards eating healthy.

Incentives to Be Healthy

Incentives can take your employees far when it comes to making sustainable, long lasting changes. Combine your employee wellness program with a structured incentive scheme. This would inspire an employee to participate in a weight-loss challenge and collect the cash. Also,if your employees pass certain milestones, such as having a healthy BMI or normal blood pressure, you can cover part of their health insurance premiums. Involving incentives will improve both participation and progress.

Practice 20-20-20 to maintain Eye Health

Eyes are the most important sensory organ for the human being and majority employees suffer from eye issues that could be eye allergies, redness or weak eye sight. Constant working on laptops, mobiles often makes your eyes tired and strained. Employees often forget to take of their most essential organs. Spread awareness about symptoms and precautions for healthy eyes. Relaxing tips for eyes like looking out of a window at far distances, or simply spending a few minutes with your eyes closed. Practice the 20-20-20 rule with your employees where every desk worker is recommended to look at a distance of 20 feet or more, for 20 seconds at regular intervals of 20 minutes to help the eyes give a break from viewing at a short distance such as a screen or document.You can also organize regular eye checkups so that every employee can keep a check of their eye health.

Start a Smoke-Free Policy

Smoking is injurious to health. Everyone is aware of this, smoking not only effects persons own health but also the unhealthy for those around them. Many organizations have tried to resolve this problem by creating a designated space for smoking.  However, this is not final solution as it degrades one’s own health in turn, degrading their overall performance in the workplace. Implementing a smoke free policy and providing cessation materials to employees which will help and teach them how to quit smoking altogether. Quitting smoking is challenging, among all other wellness programs. But keep motivating people by communicating your intentions clearly and often. Make all your employees feel that they are valuable contributors to your workplace success.

Holistic benefits

The whole world is navigating to adapt and deal with the Covid-19 crisis,now employees lookup to their employers to provide solutions to their unique problems. Policies that could address situations like debt or loans, emotional issues, improving community involvement etc. Holistic benefits plans should be created to address all aspects of care, including mind and body components.

The key to have a successful wellness program at work is to encourage overall wellbeing of employees while still keeping it fun. If you can’t get your team interested and engaged then your whole ideas of wellness program will quickly lose steam. Try to make your initiatives more fun, implement new ideas and see what your team likes the most.

Also don’t forget employee wellness programs can be used as a vital component to attract top talent even after the threats of COVID-19 lower. Regardless of the size of your company, there are many benefits you and your employees can reap from an increased focus on employee health and happiness.

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Whether you are just out of college and looking forward to start your career or an experienced professional with many years in the industry, your resume is the passport to your new career journey and exciting fields of endeavour. Thus never underestimate the powers a resume possesses.

So here are expert tips to draft a brand-new resume or turn your old dusty retro resume into a high-powered personal marketing tool for winning interviews in today’s competitive job market.

1. Keep Your Resume Updated

Regardless of the time you may have spent being in your present job position, you constantly gain new skills and experience. Waiting for too long between updates could result in forgetting to add these experiences to your next renewal. Also, with the unpredictably of the job market, you never know when you might need your resume. Hurrying around to add new content because you are suddenly out of work typically leads to a mediocre document which certainly won’t help you land a job. By keeping it current, you will be less rushed should the unexpected happen or an intriguing opportunity to advance your career presents itself.

2. Make Sure Your Resume Speaks To The Intended Audience

For those who have many years of work experience, it is likely that not all experience will be apropos to positions that interest you. A ‘one size fits all’ approach rarely works well if this describes you. While some experience will certainly cross over, such as a marketing professional looking to move into a consulting domain, your ‘great closing percentage’ will be of little help to the company needing a new admissions officer.

3. Seek Professional Advice

No one knows your career better than you do. This may seem like a no-brainer to some, but believe it or not, there are still those who prefer on going alone when it comes to this vital piece of career strategy. However, binding that information together to create a perfect resume that will blow away your competition may require some tailoring by an expert who knows how to strategically balance content based on your professional goals. At the very least, if you are committed to write it on your own, you should research professional resume writing books to guide you in current resume development methods.

4. Don’t Add On To An Existing Document

Have you ever seen an old worn out car with a brand-new bumper? The new addition to the old car typically only makes the rest of it look even worse. The same is true for a resume with addition of some new content here and there. Spend some time to rebuild your resume completely when there is the need to add in new experience. Keep in mind that the new information should be integrated well and become a part of the bigger and better picture – not an afterthought.

5. Don’t Embellish Your Expertise

 Try to be as honest as possible while drafting your resume. Don’t try to overcome certain shortcomings of your career by over-highlighting your abilities. This will only lead to disappointment for all involved. Remember, no matter what your potential employer have advertised as a requirement for the position, these requirements are just a wish list in most cases. Your skill set might not line up perfectly, but it should be closer enough than anyone else who has applied. Be brave to take a chance. It is always better to lose honestly than to win dishonestly.

6. Don’t Over think About The Length

 Too often professionals are overly sensitive about the length of their resume. The number of pages usually has no impact on employers looking to fill a position. The key to stand out is in making sure the information is clear, concise, and lines up with the needs of the employer.

Think about any book you read recently. If the story was captivating from start to finish, did you concern yourself with the number of pages it took to tell the story? Of course not. Your resume is no different. No HR professional will ever turn away a job seeker just because the resume is too lengthy, especially if it proves to be the best-qualified candidate for the job.

Conclusion

Your resume is usually the first a potential employer will see of you. A great resume ultimately means a very good first impression and often the difference between an interview and the waste can. Your aim is to design an impressive document that displays your experience, accomplishments and skills that make you the perfect candidate for the job.

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3 Ways to Cut through the Chaos and Attract Great Talent

Recruiting the foremost effective talent isn’t as easy as several people want to assume. An employee hasn’t had a lot of choices throughout the work search. Public and personal sector organizations face similar talent shortages and more and more deploying ingenious ways in which to draw in and retain high performers. However, for organizations with tight budgets like cause-based nonprofits, state & native governments, and academic establishments, competitive against the non-public sector supported compensation alone is troublesome to try to.

With a powerful job market, employees prefer companies with smart cultures, competitive pay, and advancement opportunities. Giving employees what they need will assist you toinduce and keep the top talent.

With these few tips techniques and strategies, you can put into play in order to cut through all of that noise and attract more candidates.

Company’s mission and values

According to LinkedIn’s work Culture Report, eighty-six % of millennial would take into account a salary cut to figure at an organization whose mission and values align with their own. Establish the foremost vital skills and values for your company. Then fill positions around those desires rather than simply hiring one worker to exchange another.

It ought to be obvious for anyone who’s hung out in metallic element that employees do not solely wish to understand however their work ought to get done and the way it’s being measured, but also, that they perceive however those efforts align with the future mission, and vision, of their various employers – and why those efforts refer the business.

Employee Happiness

No, this doesn’t merely mean telling candidates what proportion you price worker satisfaction. Once the corporate culture is formed upon the principles of advantage, it reflects on the retention levels of the organization conjointly.

Think of your current workers as walking, talking billboards. Also, you already assume your current workers are talented mean, and productive. This army of workers members can facilitate to not solely rave regarding your culture and boost your employer’s name however in addition to expand your reach and broadcast your hiring must their own webs of contacts.

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Employer Brand Advantage

For brands with operations unfold across geographies, or for conglomerates with several businesses below them, ‘one size fits all’ approach doesn’t work. It’s not necessary that the story a whole desires to speak is that the same all told the regions.

When you consider promoting a business, you seemingly consider selling your product or services to consumers. However, if you’re progressing to attract the proper talent to your organization, you ought to place even as a lot of stress on promoting your brand.

Change goes to come back. It’s up to you to confirm your employees go together with it.

Hacks Talent Pool

It’s important to keep your talent pool full of high-quality candidates as being a leader you wish to grow your company or your team. Also, you never know when people might leave your organization suddenly for some reason.But being prepared would definitely help as you would not want to waste 3-4 months for your next hire.Engaging top talent will shorten your recruitment cycle and is a good way to stay ahead in the fierce combat for talent.

Building a robust talent pool might seem difficult to accomplish, but with little bit of your continuous efforts, it’s easy enough and the results will surely be worth doing it. Make it a part of your routine, reserve time slots in your calendar and make it a point to meet new people within your industry.

Here are four hacks for you to build up your talent pipeline and foster your relationships with passive candidates:

Leverage Your Networks

Collegiate and other professional collaborations can be a great way to fill your talent pipeline. These affiliations will open doors to intellectual discussions and help you build relationships, as you already have something in common. Don’t limit this to just your own network, make sure your team is also on look out within their own networks. Setting up great referral program is best way to make it worth it.

Direct Outreaching

Use social media platforms like LinkedIn or Twitter to target some of your top prospects. For higher-level or technical position, many of the candidates will have their presences on LinkedIn and GitHub for sure. Upgrade your LinkedIn account and connect to relevant groups, this will allow you to send in-mails or have access to their contact information. However, avoid the hard-selling part and instead consider sharing an interesting article or ask them a question. This will open the lines of communication and you can further engage them about open opportunities at your organization.

Personalized Messaging

Rather than tormenting prospects relentlessly through labour-intensive conversations, try to stay on top of their mind. Have a real reason to reach out to someone – for example, you can send an article that reminded you of a conversation or a work anniversary congratulations message. Encourage your team also to brand themselves and personalize their messages.

Host Events to Engage your local industry to find passive candidates.

Best way to develop strategy to build your talent pool is to engage them on a personal and genuine level. You can consider organizing happy hours or open house and invite your area professionals into your organization and publicize the event by using social media platforms and a curated email list. Other great events that can be considered to attract talent might include inviting speakers, hack-a-thons and other industry meetups. These events will allow others to get a peep into your company and its culture. Also, do not forget to do your research on the attendees so that you can introduce them to the right people within your organization. Also encourage your team mates to attend the event.

Final Thoughts

Consider your talent pipeline a community, not just a database. Put continuous efforts to keep your pipeline warm and deliver what you promise. Building talent pipeline for your hiring needs might seem of obvious importance but, with so many priorities on your plate, it is easy to run out of time and you may forget to keep in touch. To avoid this send yourself calendar reminders to stay connected.

Create one “source of truth” to keep your all your teammates on the same page. Use it to keep track of your metrics over time, so you can be sure that your efforts are producing results and never sacrifice speed for quality.

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Gamer Strategies

Everyone fall prey of bad habits like few people are too addicted to their phones and check it too many times in a day or some just can’t resist chewing their nails. It’s easy to develop wrong habits and you won’t even realize you have one unless someone put the spotlight on your habits.

Hiring managers and recruiters can also easily all into a few bad habits amidst continuous pressure and challenge to find great talent. And you might not even realize that your behaviors are negatively impacting business. It’s time to raise awareness and make a change. The faster you take control of your recruiting and hiring habits the better it is.

Let’s start by identifying most common bad hiring habits that are likely to stop you from finding the right person for your team:

Lack of Organization

When things are not organized at your workplace you will forget to do important things like follow up with the potential candidates. But following up is the key to ensure that candidates feel important and are on the same page as you of the hiring process. Not following up on right time will result in poor candidate experience and you might also loose best candidates in the market to another job offer.

Weighting one factor above all others

If you have a habit of considering one factor above all, then you’re definitely going to end up making some poor and potentially biased decisions. This will limit your decision to be driven by a single hiring factor, leading you to ignore other major factors that could be telling you a lot about your candidates. Evaluating each candidate in a holistic way is not a good habit. Remember that skills can be learned, personality can’t.

Copy Pasting Job Postings

Many recruiting managers have the habit of using a same template for all the job postings over and over again. Never forget that job postings are a form of sales pitch which needs to be perfect because you need to sell the job to the candidate. Job postings should be crafted in a persuasive manner and contain high quality content. Make sure the job posting highlights exactly what is in it for prospective job candidates.

Making false promises to lure great candidates

Recruiters go through tough times when they don’t find enough candidates, but making false promises to fill your pipeline isn’t a good way. If you are not fully honest with the candidates about the job opening, they will drop out of the hiring process. Even if you end up filling positions based on empty promises you will definitely see a dip in employee retention resulting in high turnover costs.

There are a lot of ways to boost your sourcing tactics to attract great candidates but manipulating a candidate to accept a role will bring you back to square one to find someone to fill that same position after you discover the candidate is not the right fit.

Failing to Stay Up-To-Date with Technology

Modern technology keeps changing quickly. It’s important to keep yourself updated with the latest trends to make sure that you know all the possible ways to recruit and contact your next great hire. Also don’t consider technology as your competition, it can help you reduce a lot of your tasks and save time. Automation can help you organize your hiring process and can improve your hiring decisions.

Closing Thoughts

Leaving bad habits isn’t easy, but realizing and denoting time to address them can help you improve. Bad habits impact your ability to hire top talent directly and it reflects poorly on your company as a whole and brings down your employer brand. Have a crystal-clear picture of whom you want to hire or else it’s will be extra difficult to find them.

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Strong morale is not a luxury item; it’s always been an essential for life. And that’s even more true today considering present situation. Uncertainty of the future can damage both motivation and productivity and can also create a lot of fear among employees. Companies that can sustain workforce and boost their employee’s morale while coronavirus disrupts businesses will be better compared to those who are just watching and waiting for it to vanish.

Keeping in view what’s important, here are few virtual and virtuous tips for maintaining morale at your company:

Stay Positive

If you’re in a leadership position or the boss of a company, keep in mind that the other employees are going to take indications from how you react to situations. If you keep complaining about unsteady market, economy downturn and bad productivity, employees will loose hope and the feeling of despair will spread as fast as a piece of office gossip. You need to be positive and upbeat. Try to look for solutions and be enthusiastic in your daily interactions with employees. By no means try to paint a false picture. Don’t restructure your personality just because you’re going through a hard time.

Be open

It’s one of the biggest mistake employers do, attempting to hide things going on with the company from your employees. Not realizing that they probably know, hearing rumours within the industry and talking amongst themselves, so it not okay to pretend like there is no problem. Being positive doesn’t mean in any way that you have to hide the truth from your employees thinking they would panic. Being honest and open about the current situation and the issues you are facing can strengthen your relationship and bring you all closer as a team and work towards finding a common solution. Discuss the problem and also the improvements and keep the forum open for suggestions. Being involved and valuing your employee’s thoughts in improving the company will automatically boost up their morale and loyalty.

Develop self-efficacy

Self-efficacy is a belief within that you are effective and can handle difficulties without getting stressed. Developing self-efficacy is like muscle strength training, you grow stronger and stronger with increased level of challenges. You can help your employees build their self-efficacy stronger though appropriate levels of challenge. Provide them with the right tools and resources. And train them to do their jobs well, so they can feel the thrill when challenged during difficult times.

Cut back unnecessary sources of stress

The fluidity and uncertainty of the current situation requires both companies and employees to be flexible. Priorities are quickly shifting and often unpredictably. So, you need to adapt to the present and not stick on the previous policies. Review your rules and policies as you don’t want your employees to spend all their time and energy struggling to cope up with ridiculous rules and policies. Smart employers, ask their employees about their challenges and try to find solution for those to eliminate all unnecessary sources of stress and frustration.

Be available and accessible

Now is not the time to disappear and lock yourself up and bounce back on surface when things are smooth sailing again. This is the time to be proactive and be out in the thick of it. If you act like you don’t care, your team is going react in the same way and stop caring about work and company too. Employees admire leaders who try to be part of the team and try to do as much as the rest of the team to find solution to the problem. Keep your doors open and be accessible. Encourage your employees to approach you about any problem or apprehension they have.

Celebrate wins and show your appreciation

The positive feelings that come from success are an antidote to anxiety and fear. Nothing boosts spirits and strengthens determination like succeeding at challenging times. During difficult phases when nothing falls at right place employees often develops a loser mentality. Restrain this natural tendency by celebrating victories both small and large. Make it a practice to appreciate hard work sharing this whole company on a regular basis.

Closing thoughts

Several researches conducted on stress and health has proven that strong relationships are more resilient to traumatic events. As a leader you should foster strong relationships by building teamwork, mutual respect, courtesy, and caring.
Even in the worst of times, recognizing and appreciating the hard work of employees even with a simple thank you every now and then can keep their morale up, meanwhile also strengthening the relationship that exists between you and your staff. By including your staff in the efforts to improve the current process and also their work will help them do a better job, making them feel like they have a stronger stake in your company.

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Engaged employees are more dynamic, more customer-oriented and more devoted to company’s success and organizations with high levels of employee engagement are more successful. Employee engagement is one priority always on top-of-mind of HR industry experts. Considering the present situation retention is equally as important as recruitment. Organizations are focusing on different methods to better engage workers who might otherwise go elsewhere seeking what they perceive to be “greener grass.”

As an employer, you need to find unique and innovative ways to improve employee engagement in the workplace. Along with the traditional benefits like loan assistance, health insurance, there are lot of new perks which can be added to your current employee engagement plan like gym memberships, standing desks, nap rooms and team building activities. These methods can be tailored according to the needs and motivations of each individual organization and employee.

Companies can invest in workplace wellness programs to combat the daily stress and decreased employee productivity. And in return reap the benefits of increased creativity and low employee turnover. Following are few innovative ideas to consider adding to your employee engagement strategy to truly make a difference in the lives of your employees.

Make room for flexibility

One of the secrets to increase employee engagement in the workplace is by giving flexibility to your employees. This would give them the freedom to adjust their work schedules to starting the day earlier or later or location to suiting their needs. You can also continue working from home one or two days a week even after the current pandemic situation is over. Millennial’s being the largest generation in the workforce always seek for flexibility and implementing these would definitely make them happy and comfortable and eventually more productive.

Try to be authentic

A sincere relationship between employees and the management is based on genuine attempts from both ends and it motivates building teamwork and trust. Employers should try to create a workplace environment that is unique, comfortable. Do not falsify your relationship with employees and develop a trusting work environment. This helps employees realize that their workplace is an open forum to keep their thoughts with no sugar-coating. This would motivate them to be honest and not to hide things from their managers. Creating such workplace environment will make people feel valued, heard and improve sense of comradeship.

Add benefits that satisfy employee lifestyle needs

As employees enter different life stages their lifestyle needs also changes. For example, young families would love paid parental leave programs, recent pass out graduates would prefer education loan assistance. Encourage your employees to maintain a lifestyle balance between work and their personal life.

Take a comprehensive approach to wellness

Earlier employee wellness used to mean arranging an internal health fair. But now companies are widening their approach to address the overall aspect of wellness including physical, mental, emotional, social, occupational, financial, purposeful and environmental wellness. Encourage your employees to take a short break from their desk at regular intervals and stretch. You can utilize few applications that can be easily installed in your computers to remind yourself to take breaks and set your eyes off the system. These don’t have to be equally proportionate, but happy, healthy employees are generally engaged employees, so address their wellness needs fitting your organization and employees the best. When employees see that you care for their well-being, they tend to work harder towards achieving the company goals.

Encourage collaboration and Show gratitude

Collaboration is one of the key aspects for any business to focus on improving. Collaboration while working on projects develops better ideas and even improve employee engagement by encouraging teamwork and learning from colleagues and peers. Successful organizations make clever use of employee collaboration to reduce company costs and improve efficiency among the team.

One important aspect to increase employee engagement is by simply saying ‘Thank You’ to your employees. Appreciate all their hard work and efforts they have put into in making your organization more successful.

Finally

The biggest secret to increase employee engagement at workplace is that there is no secret. Great leaders pay close attention to what their employees have to say and then act on the feedback. Focus on creating a work culture that promotes continuous development and help employees to build the skills required to fulfill their job responsibilities. Follow the above discussed tips and you will be surprised by the results.

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The process of making an employment offer to a candidate may seem a simple task at first glance. But do you know critical factors based on which applicants are weighing job offers. A recent study proves that salary isn’t the only factor that candidate looks for in a job offer.

The key to a creating a successful job offer extension is to consider it as a process that starts from the very second you start engaging a potential candidate. As employers, we all experienced that annoying feeling that comes along after finding a great candidate and rolling out a job offer and then the candidate reacting to it with unwillingness, taking too long to respond or even accepting a counter offer.

A compelling offer is anything that makes your organization and position stand above all other potential competitors in the market. Here are the tips to keep in mind while creating an offer that candidates just can’t resist:

Gather Information

This might seem simple, but it is one of the most commonly made mistake while making a job offer, lack of details and rolling out offer too early in the process. Most offer rejections happen just because hiring manager doesn’t know the candidate sufficiently. During the interviewing rounds, make a conscious effort to know the candidate well and note the key information points. A couple of must have notes is the candidate’s desired start date, financial outlooks, ability and willingness to commute to the office etc.

Apply the standard 10% rule

Generally, professionals expect a minimum of 10 to 15 percent increase in salary when they switch to new job. You noted down their present salary during the interview, so while making an offer keep this in mind that you will just get a tepid response if the amounts on table is less than 10 to 15 percent. But sometimes less salary can be compensated with additional bonus, healthcare, investment or lifestyle benefits, also highlighting your work culture, flexible work arrangements can act as a sweet topping on your offer which candidates just don’t want to miss.

Act Fast to Make an Offer

If you’ve made a decision and found your right fir then why wait? Time is always ticking on your head if you don’t act fast then you will miss out your found treasure, because in a down economy exceptional talent is rare. Reach out to candidate soon after they are interviewed and turn their interview anxiety into enthusiasm of cracking it successfully. This will ease the candidate’s stress during the post-interview waiting period. While informing the candidate don’t forget to mention how he was best among the whole lot of other candidates, show that you are thrilled to make them a part of your team.

Follow Up in Writing

Most important, many candidates don’t believe an offer to be real until it’s sent in writing. Then put your words in an email or letter. Clearly lay out all the elements in the offer letter including job title, base salary, benefits, vacation, holidays, perks, etc. Once the offer is sent to the candidate, don’t forget to follow up at least once a week until the start date. The risk of candidate backing out last minute is slightly high if the time period between acceptance and start is longer.

Set a deadline

Make sure to you set a deadline for the candidate to accept the offer. A three-day deadline is typical but if the candidate takes too long to respond then its not a good sign. Follow up again and ask the right questions to discover if you still can expect a positive response or candidate has made other plans in mind to do offer shopping.

Finding the right candidate in today’s competitive employment market is tough, you should be prepared to entice top talent at all levels in the recruitment cycle. And when you found the perfect fit for your job opening don’t risk losing out on them. Streamlined job offer process is one of the most important steps which includes designing a well-tailored offer letter that address the candidate’s needs, wants and pain points and is just too irresistible. The above discussed tips will definitely help you make a compelling and effective job offer and results in positive experiences that compel best talent to join your company.

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