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.


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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One of the foremost wanted employee benefits today is flexible work schedules and the environment. Aside from compensation, a flexible work setup is among the top thing a candidate would look, while searching for a job in today’s market, and this comes as no surprise. Technological advances have long been paving the way and it is a boon to an employee to achieve everything at a remote with cloud-based tools, real-time collaboration platforms, team messaging applications, and advanced video conferencing.

COVID-19 has brought restoration focus in flexible working as we all struggle to adapt to the present situation. However, the COVID-19 crisis isn’t the first or last major obstruction we are likely to face within the future and businesses should try to adapt.

While the advantages of the individual are strongly noticeable, the impacts on the employers aren’t always so clear. Vital brush back arguments often inculpate remote working allocation to cause authentic results, inconsistency from an immoderate amount of rescheduling, slower outputs, stifled teamwork thanks to less physical presence, and sacrifices to company culture. However, many companies that embrace flexible working environments especially software companies, in particular, are finding that the positives way outweigh the negatives.

Here is what many organizations are arguing that they are gaining from it:

Increased employee retention

Arguably the most important driver for companies to provide flexible working options is that the impact on employee retention rates. A report from the New York Times published that “flexible scheduling and work-from-home opportunities play a significant role in an employee’s decision to accept the offer or not, and Thrive Global quotes, according to a study by the Society for Human Resource Management, “89 percent of companies report better retention just by offering flexible work options.” Particularly in an industry like software development where experienced developers are a very important part, flexibility has become an essential part of the employment offer.

Increased productivity

Providing employees the liberty to form their hours has led to a rise in productivity for several companies. When it happens to agile development, it’s not a prerequisite for everybody to be performing on the same thing at the same time. Employees can figure out when to work based on what most accurately fits them – some people are morning people while others are night owls. Some companies have expressed that employees who be flexible to regulate their schedules produce higher quality work more regularly.

More engaged team members

If staffs are happier in their work environment, then they seem to be more engaged. Sara Sutton Fell, founding father of Flex jobs, said, “Employees who feel entitled to design their work and personal lives according to their needs are more satisfied. When asked whether they’d rather have a flexible work environment or a pay raise, employees overwhelming to opt for flexible work”(source).

Access to a wider pool of talent during a broader geographic area

Companies that support the offering of flexible work and utilize the tools to their advantage have fewer reasons to control their recruiting geographically. This will provide enormous benefits on the whole because it opens the door to more talented individuals and may become a robust culture that draws other great people. Provided flexibility, it also grants companies the chance to work with talented individuals who can’t support traditional 9-5 roles due to disabilities, family responsibilities, or alternative reasons.

Making remote work, work

Considering everything, it’s a key that flexible working isn’t only offered as an employment perk but that it also works well for both parties. Being an individual you should realize and go the extra mile to fulfill the responsibility and add value, and therefore the company will revise its processes to handle a more dynamic environment. Everyone should have an understanding of what kind of jobs or tasks should make as a remote work a better option, and therefore the company must take the required measures to make sure that communication, company culture, and responsibilities are upheld. Going forward, all signs purpose to flexibility changing into a fair larger mainstay within the workplace.

There was an increase in the trend towards remote working even before COVID-19, created inevitable state of reality. For organizations that had been contemplating remote work activities, this present crisis can serve as a crucial testing land. There might be doing cut and try as leaders struggle to establish new relationships with their workers through virtual or remote applications. However, if they keep an open mind, and communicate effectively, it might be the dawn of a brave new age.

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In the fast-moving world of recruiting, the main objective while searching for a new employee is to hire the best talent available in market for a given position as quickly and efficiently as possible while also reducing the hiring costs. Technology is helping the whole world in all aspects and it has come a long way in streamlining the overall recruitment process and also improving the candidate experience. Automation helps to reduce unconscious bias, it gives job seekers the flexibility to self-schedule interviews, which makes communication between recruiters and the candidates much easier than ever. While all this sounds good to hear, it is a difficult task in reality. With progress also comes the challenge. There are recruitment pitfalls which can knock down all your recruiting efforts off course if you’re not careful.

Here are the top recruiting pitfalls to avoid for a better candidate experience

Improvised Automation

Automation has so many good things to talk about. But complete automation removes the human element completely from the recruitment process. Job search has an emotional side that recruiters should keep in mind. Automation should act as an aid your recruitment process not to completely replace it. Automation should be used to handle all the behind-the-scenes functions like to do job postings, maintain candidate’s data etc. Don’t miss out on the actual human touch-points while communicating with candidates. Just getting automated feedback from your side will make candidates less engaged and finally loose interest in your position.

Falling Prey to Bias

Humans tend to like people who are similar to them in any way this happens while interviewing also but just because you liked a candidate for who they are doesn’t mean they are fit for the job role. Recruitment is about hiring someone who can bring in fresh ideas and new perspectives rather than someone whom you’ve considered in your head as right. With bias recruitment, diversity in the hiring process fades away slowly, crashing all efforts to build a balanced and multi-talented team. With advancement of AI recruitment tools human biases against older workers, minorities or religious groups is reduced to some extent. But AI works on perceiving patterns of past behaviors, which might result in few hidden biases in your organization’s hiring that an AI solution will inevitably pick up.

Rushing the Recruiting Process

The ease of applying for jobs online helps recruiters to build a large pool of candidates. But this also makes it difficult to sort right candidates from so many applicants. If there are lot of resumes to look at, it’s tantalizing to toss each one aside at the first bad line. Obviously, you want the hiring process to be smooth and really quick in order to fill open positions fast, but not at the cost of excessively expensive or a bad hire. An in efficacious process results in multiple mistakes and ultimately, a wrong hire. Take time to understand and analyze each applicant before you decide he or she isn’t the right fit for the job.

Complicated HR technology platforms

There are enough human resource software solutions available that you can use to manage your recruiting efforts, to name a few: Workday, Epicor HCM, Oracle HCM Cloud, Dayforce, SAP Success Factors etc. But not all systems can do everything you need or want it to do. Many solutions have feature gaps that require to be augmented by additional point solutions for example CRM to interview scheduling to improve the candidate experience. It’s highly recommended to do gap analysis before integrating it to the rest of that platform to be make sure your team has the right tools to succeed.

The main goal in recruitment is to give all candidates a great experience while also ensuring the best candidates keep moving along the interview process and get hired. Technology certainly helps with the overall process. But relying on it too heavily, or without the right amount of thought and consideration will lead to certain pitfalls. If you avoid these pitfalls, you’ll be reaping all the benefits of the digital age hiring great talents and offering amazing candidate experience.

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Over a period of time, employees’ preferences and requirements have evolved, and it is often challenging for companies to keep pace with. Employers are pounded with a great range of contemporary tips for keeping different generations of employees happy. But when it involves attracting and retaining best talent, employers should understand what employees actually need from an organization. While we all know that competitive pay package and great company benefits is one of the factor into an employee’s decision to consider a position at the company , there are many other important factors that are more important than a paycheck.

In order to, enjoy their jobs, employees must feel that their employers respect them and must be able to provide them with what they need to be successful in both their professional and private lives.

Below are some important lists of things to look for in a company:

Do the company’s values align with yours?

One of the key things to consider when researching potential employers is how their values align with yours. Because working for a company is lot more important than just spending time in a company. It’s about knowing and understanding that the company values some of the similar things (like honesty, integrity and hard work) and understanding how those values match up together with your own. You must feel that you simply and your potential employer represent similar things which you’ll build an enduring relationship.

Does the corporate culture suit your personality?

Many companies put cultural fit as the most necessary thing they look for when interviewing candidates and you must showcase this in your top priority list. for instance , if you’re comfortable in  a more relaxed environment than a traditional one, then a company with a corporate culture won’t be a right fit you. Before you accept the provide letter, take the time to analyse how you’d fit in that company and how the company culture would suit you .

Are the team members people you’d like to work with?

Whether it’s a full-time job or an internship, you will be spending lot of your time together with your new co-workers, so it’s very crucial to make sure that they’re people you’d wish to work with. This goes concurrently with cultural fit and it’s something you must to remember when you considering a new opportunity. the average American spends around one-third of every weekday at work, so having co-workers you get along with might be a key a part of being happy at your job.

Will you be offered opportunities to learn?

Getting the chance to learn new things is key in any position, but it’s especially important during the beginning of your career. Therefore, finding an internship or full-time job that let you to find learn as much possible is vital in the event of your career.

The growth within the company?

Besides offering opportunities to learn about the industry, a great organization should also provide opportunities for growth within the organization. This is really important in the case of internships and full time entry level jobs because the opportunity for a promotion may be a great incentive to your career and prove your dedication to the team.

You to feel appreciated and valued?

When you feel appreciated at your workplace, it is another crucial part of your work life experience. Also it doesn’t necessarily mean that there should be a company-supported parties, happy hours or free lunches, it does mean that your employer should cause you to feel valued by offering positive feedback and encouraging your efforts to find out and improve.

Does the corporate offer security and stability?

Another important aspect of a company is that it can offer employees a secure and stable environment. This doesn’t mean that getting a regular monthly pay check in your account, but also a proven history of stable success and a sense of job security. However, it’s unrealistic to expect solid track record all the time, but good consistency in achieving growth and stats, shows that the company can provide you with the right kind of environment you like to succeed.

So, next time when you appear for an interview, you will be having dozens of answers ready to choose company rather than just pay check.

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Remote Working Edited

The Internet along with other technologies has made remote working a reality for employees and has completely revised the way businesses operate in the today’s modern world. But this change is also one of our greatest competitive strength. We can hire talented people from any part of the world.

We live in a connected world so, connected that we don’t even need to leave our comfort zones and still get the work done on fingertips. Modern day job seekers and businesses all over the world are adopting the same in the form of virtual teams.

So, before learning how to manage virtual teams let’s first understand what it is?

Virtual teams are teams entirely consist of remote workers. A virtual team is a group of individuals or employees who are geographically scattered across different locations locally or globally and different time zones sharing information and cooperating in real-time using various technology tools like online communication, cloud applications etc. Managing virtual teams has its own set of challenges and benefits, but overall the benefits outweigh the difficulties.

Here are few tips on how you can manage your virtual employees

Choose right communication tools

Communication is one of the tops challenges for virtual teams. It requires a plan to drive it. Since teams aren’t together in a co-located office, everyone needs to be dynamic in creating a communication schedule⁠. Discussion that takes place in an office can sometimes be immensely helpful and productive, generating new ideas that might not have come to light in another context. Email, in particular, is a solid tool for conversation, Skype or Google Hangouts are great for quick instant messaging. Virtual phone systems centered on cloud technology can be used for quick calling and task management. Also, Project management tools can help you keep your communication in a lot more organized manner and you can refer to it whenever you want. It also helps new people when they join, as they can refer the previously discussed points. Also using screen sharing tools like TeamViewer, Join.me etc. comes handy when you want multiple people to see the same screen in real time.

Promote remote team building

Remote team building won’t happen naturally and it’s not an overnight process, it requires constant efforts on your part as a virtual team manager, also from your team members. Some easy ideas for team building are a daily video standup, a weekly meeting where the team can share about their personal life along with professional thoughts like what they did over the vacation or weekend. Additionally, setting professional goals contributes to being systematic and puts people in the right mindset.

Track working hours

In a flexible environment, it’s becomes difficult for a manager to actually find out how many hours team members are working or even if they are working at all. In this case you need to track work hours by using software to make sure that your team members are working on the tasks at hand, few software can help you see what projects are being working on, which websites team members are visiting, applications being used, and even time spent working and time on breaks in real time.

Make expectations clear

Simply telling verbally someone to do a task is usually not the best way to go about managing teams. Put your expectations into writing exactly what you expect from your virtual employees including work deadlines, work hours, availability, and response times. Also include small details that are specific to your business which can cause trouble when working with virtual employees.

Build trust

It is important for the executive team to cultivate and encourage an environment of trust and give team members the benefit of the doubt. This should go without saying. Leaders are still bringing the idea that remote work does not mean less work. Build trust in your colleague’s by giving them space to speak openly to discuss individual ideas without ridicule or judgment.  Employees should feel comfortable while having conversations where they can be honest and frank with each other as this will help build strong relationships not matter which part of the globe they are located.

Over Communicate.

More communication means more trust-building, less confusions and misunderstanding and better teamwork. Also, not to mention, it is one of the key components which adds to the broader success of the organization in long run. Effective communication can the solve the problem of many employees who feel isolated working outside the office. The individual may overthink about the quality of their work judged or just feel out of the loop. While communication is essential for remote teams, overloaded information can quickly become a problem where no one understands anything.

Rewards & Recognition

Have you heard of the saying “no good deed should go unrewarded”. Make sure you set up a reward system to keep your team motivated and its better pinpoint the team members that can take on more responsibility. You do get up personally and praise your employees and probably pat on their back when they do something good. Remote employees work just as hard as employees based out at an office. And they need the occasional praises to stay motivated just as much, if not more.

With time teams are becoming more and more spry and less constricted to a physical location. Managing a remote team is fun and challenging at the same time. Ultimately it has proved to be rewarding for many companies across the globe. If you want to remember anything from this post, it is to bump in with your remote team frequently, and make sure everyone gets the time they need. If you’re planning to build a virtual team, then keep the above tips in mind and arm the tools you need to be successful.

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