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The gig economy is by no means a new concept, but it has expanded greatly over the past decade.

Today millions of workers worldwide are enticed to the unbounded realm of independent work engagement with businesses, and this is commonly known as the ‘gig economy.’ Thanks to the transformative gig economy platforms such as People per Hour, Hire able and Upwork, freelance workers now have access to larger, more transparent platforms to ally with buyers of their services. In simple words gig economy refers to the growing number of workers abandoning traditional 9 to 5 employment in favor of working independently on a task-by-task basis for various employers.

Here are a few ways the emerging gig economy is likely to shape the future employment:

Jobs will oscillate with gig workers:

According to a survey report the number of self-employed individuals increased by over 19 percent from 2005 to 2015.When compared with different generations like Baby Boomers, Generation X, Millennial‘s are restless, agile, untiring and are unafraid to break the principles. They consider themselves as dependable, self-disciplined, enthusiastic, and always open to new experiences. This makes millennial worker’s attracted to jobs that are entrepreneurial and allows them to take ownership.

Education Assistance Will Entice Workforce:

A majority of the gig economy workers worldwide belongs to the millennial cohort and usually start working even before they complete their education.  This section of the workforce usually chooses to finish education at its own pace and plenty of – particularly women – are likely to drop out of the job market to continue their learning. This means employers providing education assistance are going to be very important perk for the millennial gig staff trying to reinforce their career continuity. A company-sponsored education is one way to make sure that gig workers remain in the labor market by being tied to a particular employer.

Specialized Skill Development:

Workers in the gig economy will more likely want to work in creative work fields like arts, content writing, construction, and administrative roles. However, with emergence of technologies such as artificial intelligence (AI), vacancies in administrative support roles such as receptionists, Customer service, data entry, will decline. This will drive the gig workers to retrain and re-skill themselves to become specialized in their respective fields. To catch up with this trend, employers too will offer specialized skill development opportunities and training programs to employees in these roles.

Shifting Mindset of Work:

The growth of the gig economy represents a shift within the mindset of people to read work. Instead of a lot ancient system where an employee works regular for one employer, some employee prefer to enter the gig economy for the flexibleness, freedom and private fulfillment that it provides them. Workers now express interest in controlling and autonomizing their career paths.

Adapt to changes

The gig economy comes with each advantage and challenges. For many workers, the enlargement of the gig economy has provided new sources of revenue and work opportunities. The gig workers also called the freelancers work without the benefits provided by ancient employment strategies; thus, they’ll end up doing social services. A growing gig economy may result in higher economic growth and increased taxes or other forms of revenue.

To summarize the whole concept of traditional work is changing. Workers no longer like to be tied to a desk all day. Millennials and Gen Z crave ownership in their work – something which is very difficult to find in typical full-time job will dominate the world of work over the next few decades.

Companies will have to adapt, too. In the era of constant change, they need to become more flexible, agile and streamlined. Having a wide workforce of permanent or full-time employees will make this increasingly difficult.

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Spotting Costly Hires and Avoiding Big Recruiting Mistakes

The pressure of getting a seat filled is always on. The hiring manager is calling you daily, the coworkers taking up the slack are at breaking point, and you just want to get it done. But finding the incorrect candidate is worse than finding none, it means having to start over again in a few months. Mistakes will prove pricey for any company, and particularly for any company’s HR department. Not only can bad hire damage your reputation, but your business will end up taking a serious financial hit, so here are top key practices to help you do just that.

Technology and Automation

Modern world is built on Technology. No matter what the job is technology and automation are anyway a part of it. Any candidate who has difficulty with the hiring process that includes advance methods like video interview, email conversations etc. will definitely have performance issues if hired.

Pre-Hire Assessments

Pre-hiring assessments can be a little scary for few recruiters, who may worry that an extreme screening process will turn away candidates early on in the whole interviewing process. Just remember that all candidates take great measures to present themselves as positively as possible, so exercising measurable assessments is a highly efficient and effective way to determine how much of that image is just illusory.

In 2014, the Aberdeen Group released a survey report which summarized the impact of pre-hire assessments, stating that 55% of companies who used pre-hiring assessment tests linked candidate’s performance level to these assessment results. These can range from skills tests, which are a great way to check a candidate’s aptitude or even there personality. Regardless of their specific focus, these add an extra layer of review to filtrate unsuitable candidates.

Making decisions without sufficient data

There are two ways in which knowledge is hidden throughout the recruitment process. The first comes from the avalanche of candidate most organizations typically receive. Traditionally, and still these days, many HR and hiring professionals find candidates from enormous stack of resumes. There is enormous amount of data to review and few might not even be eligible to consider. Pre-screening tools can help to quickly filter the pool of available candidates by eliminating those who do not meet minimum skills and job requirements.

Lazy Sourcing

How many hiring managers create the job description, post it, then expect for the talent to return to them? Do you think you’re getting the best talent when you do this? Just imagine If you’re dating do you present yourself on the walkaway and expect for the love of your life to appear? Then why do we think the job description is going to attract the “best” person for the job? The “best” talent is already happily employed and most likely isn’t even looking for a job or may be busy enough not to see you employment advertisement.

Skipping the Phone Interview

Pre-interviews, like a 10-minute phone call, are a key to optimize your time. The resume appears to be nice, but can’t always tell you critical information. It may indicate that the candidate has “excellent communication skills” for a Customer Support position, but only a telephonic interview can assure if it’s true. The need for a bilingual candidate can solely be verified by phone. Some candidates won’t embrace crucial data, like salary history, unless they get a phone call; others might no longer be available or interested. While the telephonic interview could also be a step candidates don’t like, it’s immensely useful for recruiters attempting to optimize the particular face to face interview time spent on each hire.

Hazy Job Descriptions

One of the most costly hiring mistakes is not being clear of whom you want to hire or the qualities or skill set you are looking in a candidate. Always ask these questions before drafting the detailed job description.

What key responsibilities does one expect this person to require on?

What deliverable’s will this person need to produce?

What skill sets must he or she have?

What expertise set should they need to achieve success during this role?

Minimum education qualification? (If needed)

What character and personality traits or temperament can they have to powerful, long run fit?

When you begin this way, then and solely then are you able to begin to craft the correct accomplishment strategy, prepare interview queries, and then begin to speak with candidates about the position.

Using few or all of the above strategies allows you to spot a bad hire miles away. These unorthodox interview methods ensure risk free and efficient hiring process. It helps filter Candidates who cannot follow directions during the interview process.

Lastly, these methods allow candidates to present themselves in a more creative and spontaneous way. You get all the information about the candidate like communication skills, personality and also the technical prowess even before letting him or her enter into your office, which will definitely save a lot of time and reduce chances of making a bad hire!

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Embracing Gender Diversity in the Workplace for a better tomorrow

Diversity is imperative to all workplaces. People with completely different backgrounds and experiences, who come close together as a team, will develop innovative ideas that may keep your company alive and thriving. Despite this, companies in many industries and roles are not benefiting from this because they are dominated by a single-sex. For example, tech industry roles are typically filled by men, while nursing roles are typically filled by women. In each case, the customers are more diverse than the people serving them, which don’t bode well for understanding their needs. To better serve your customers, it’s important to cultivate gender diversity within the work.

Gender diversity doesn’t imply that an organization should have a 50/50 mix of males and females for every position in the company. However, it does mean that all the roles should have a fair representation of both sexes at every level in the company.

As leaders, we can employ a range of strategies to improve gender diversity in the workplace.

1. Encourage an inclusive and respectful culture

A survey report points out that though women connected with a lot of everyday slights and disrespectful behavior than men, 58 percent of all employees expertise some kind of micro aggression, suggesting incivility is common at work.

If things need to change, then it can’t just be about driving the culture and values of the company but also highlighting and communicating that there is no room for sexual harassment, disrespect, or bias, and when needed, stringent action will be taken. Communicate, communicate, communicate this a thousand times over, and start at the top.

2. Build a comprehensive workplace

Before making an attempt to hire for gender diversity, look at intervals and appraise your company culture. Is your company a decent place to figure despite gender? Do you treat people across the gender spectrum equally? Consult your employees to learn how you can build a more inclusive workplace, and put in the work to continually improve your company culture. An inclusive culture can facilitate build your employer brand, so you can attract and retain a diverse workforce

3. Restructure your pay and benefits program

To make your company as engaging as potential to a broader range of individual people, you want to erase pay difference between men and women within the same positions.

One way to try and do this is often to prevent asking a few candidate’s previous wage and offer the same pay range to every potential employee, no matter of what they made in an earlier position. Considering that asking candidates regarding their wage history is already prohibited in some states, this is good practice anyway.

When it involves to advantages, studies conjointly show that women in specifically value robust, family-oriented perks once seeking a new job. This means you should be as generous as possible with family leave, health insurance, remote work and flexible hours.

4. Analyze exit interviews

Exit interviews are useful to understand why people are leaving, so you can improve how you hire and retain talent. If you’re working toward gender diversity within the workplace, you‘ll conjointly poke into your differences in why men and women are leaving your organization. This can provide insights that are unique to your company, and allow you to monitor your progress over time. If, for example, you learn that women are less satisfied with compensation than men, you’ll take steps to enhance your compensation strategy and see however perceptions change over a year.

5. Reserve equal seats for women in a boardroom meeting

The higher they’re going; a lot of women realize themselves alone within the room, which typically makes them feel isolated. Companies need to stop having just two women in the boardroom because it checks a box. According to the report, companies need to examine and explore how they can move women through their organization.

The report explains, “One approach is to hire and promote women in cohorts; another is to cluster women on teams. As opposed to staffing one woman on several of teams, companies should consider putting groups of two to three women on teams together.”

And in to move far from reinforcing gender stereotypes, it recommends thinking twice before clustering women in functions traditionally dominated by women, like human resources and communications.

It additionally recommends making opportunities for the “only” women in a room to connect with other alternative women and to foster additional women’s networking teams inside organization.

Above discussed strategies are the few things companies can do for gender diversity and make more money while doing so. Promoting inclusiveness and variety at your workplace is one of the most effective ways that foster an open-minded, global company culture. Not only does this make good business sense serving your company to better understanding colleagues, clients, and customers around the world it additionally makes the workplace a lot interesting and personally enriching environment for everyone.

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Considering millennial’s as the largest generation in the workforce, it’s necessary to find ways to nail the corporate culture since today’s corporate teams are mostly made up of millennial’s.

The millenary wants a strong culture where a company’s values and visions are clearly demonstrated and the work environment is fun.

But to keep these youngest workers from moving on before they fulfil their professional potential, here are following ways to entice the newest, biggest generation of workers to stick with your organization for the rewarding challenges it offers.

Make them engage in purposeful work that hit a larger goal:

Engaging in meaningful work is the foremost priority of millennials. JD is what entices the workforce so it’s important to take a hard look at the job description; process-oriented work is most likely to gain attention for a long time.  Money isn’t the only thing driving force rather the work has to be meaningful. It is imperative for organizations to make sure to tie their job into the big picture and help the company fulfill its goals.

Offer transparent & performance-based pay:

These Millennial’s, like other generations are money-motivated, They expect to be fairly compensated, and they grew up with much more access to salary information – on the Internet and through their peers — than earlier generations had.

To retain these Millennial’s, companies need to move away from seniority-based, work-with-the-middle-of-pack approach, and individualize compensation,

and if you want Millennials to stay with your company, never stop offering them, performance based pay and opportunities to add more value and receive greater compensation in return.

Set a pace for rewards.

Millennia’s need to feel that they’re progressing in their field of work; they expect re-enforcement and spot bonuses. They expect to progress through titles and quickly to begin accommodating these preferences with blowing payroll.

Considering bonus strategy — Instead of giving a 3 percent annual raise — Provide a 1 percent increase every four months.

Proving the right Benefits and flexibility in job:

Office culture that promotes work-life balance (the norm these days) as the young generation respond positively to work flexibility. Due to the gig economy, the conventional 9-5 work is no longer the norm. It also encourages creativity and innovation.

To sum up, have an open door policy (sounds cliche but hardly practiced) which gives employees a sense of inclusiveness. Also, companies need to look beyond the ‘millennial’ reputation as job hoppers and focus more on their potential.

Providing guidance and creating opportunities for career development:

Millennial’s prefer bosses or managers who can coach them, guide them and at the same time give them trust and freedom to work on their own manner. And this requires clear disciplined communication, a mix of educational and motivational steps and apt mentor ship. Their skills set system allowing employees to get certified and attain a pay hike accordingly.

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There are always certain vacancies in every organization for which employers are not sure whether to hire a permanent employee or not. This dilemma can be resolved by Temp-to-hire services.

The growing trend for employers in recent years has been to use staffing services to fill their open position through a temp-to-permanent or temp-to-hire strategy. The benefit to the employer is the opportunity to test-drive the relationship between the candidate and his job role before making the full-time commitment to him.

Temp-to-hire position is something where the job candidate is typically paid on an hourly rate for specified contract duration. Following that contract duration, the employer of the company or the end client that has hired the candidate has the option to convert him/her as a permanent employee.

In most of the cases, there are 3, 6, 9 or maybe 12 months temp-to-hires, 3-6 months being the most common contract duration.

With the help of Temp to hire services, it’s easier for the clients to test and judge the capability of the candidate. By doing this, the clients can get the right match to the position, by observing and testing the needful skills and qualities of the candidate.

Here are few advantages of temp-to-hire services in the perception of the job-seeker:

Generate Income

Whether you are between successes or embarking on different ventures such as looking at starting a Business, having a contract can sometimes generate immediate income for you in a short term.

Try Before Buy

Buy taking on temp to hire opportunity, you can work for an organization and see if you enjoy the work culture, the team, the work before you actually look at potentially working for this employer on a full-time basis.

Foot in the Door

This role may end up going permanent. So it’s a great way to get your foot in the door with an organization.

Keep Experience

You keep your experience relevant and current by taking on a contract opportunity.

Add experience

You can increase your experience and knowledge base in a particular area. This will be especially true to new comers in a country or to people who are looking to make a complete carrier change.

May Pay more

Typically with contracting, the employers pay a bit more. The reason for this is because they are compensating for lack of extra benefits that contract employees are eligible for.

Grow Network

This is the opportunity to network and meet new people. You never know who you might end up meeting who could be the lead to your dream job.

Easier to Find Job

It’s usually easier to find a job when you are already working. For many recruiters, the Holy Grail is the passive job seeker. So if you are working on a contract, most likely you are going to be targeted more by the recruiters.

Less Competition

Because contracting tends to be a less desirable option than working permanent full- time role, there is less competition in the market place for people who are looking for contract opportunities and with less competition, better your odds are for getting the interview and even getting the job.

There is no way that an employer can truly vet a job seeker effectively in any interview scenario, but temp- to-hire strategy gives you days and weeks to watch someone in action and truly see their skills and most importantly their work ethic.

Firms that adopt a temp-to-hire approach benefit from observing job candidates firsthand — and by hiring people who have gained a familiarity with your firm and its corporate culture. This approach to staffing provides a hands-on, realistic way of choosing a new employee with a lower risk of a hiring mistake.

Hence this is an effective way to get back potential candidates to work and save themselves from making expensive mistakes.

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A harmful work atmosphere is made once an employee feels afraid, threatened and uncomfortable in his or her workplace due to the offensive behavior, intimidation or abuse by a colleague or superior.

The ongoing distress of a work environment where the pervading attitude is overwhelmingly negative, the management is self-interested and incompetent, and bullying and cliques are rife, makes you more likely to experience depression. It can leave you physically and emotionally drained in your work and personal life. And all that stress and depression can take its toll on your body. If you are undergoing something similar then take a deep breath and continue reading.

Be kind to yourself

The impact of a toxic environment is far-reaching. Prolonged stress is unsustainable. It causes us to break down physically, mentally and emotionally; it destroys our self-esteem; our performance suffers, as do our personal and work relationships. One of the best ways to deal with this is to find the fun and happy folks in your workplace and align with them. Make sure you take care of yourself by eating right, getting enough sleep and exercising. Spend time outdoors and in creative endeavors with people who matter to you. Recharge and regroup. And put out feelers for other opportunities.

Address the issue directly with the offender

On your first encounter of offensive behavior from your colleague or supervisor, it’s always better to bring their attention to their behavior. Stop them before it gets worse.

Inform Management and Human Resources (HR)

When you have tried everything and there is no option left, other than approaching HR and Management, then make sure you have all evidence against the offender. Stay calm and address the issue to Management, and let management handle the matter in their manner instead of you asking to fireside the employee or take action against the offender.

Focus on the Facts, Not the Stories

It will get very easy to get wrapped up in all of the stories being told. It may be simple to create these stories. I encourage you to take a step back, breathe for a second, and focus on the facts. What is happening here and what is not happening? Don’t waste your energy making an attempt to theorize why or why not one thing did or did not happen. Focus on the facts, don’t create stories that explain something regarding you, and keep grounded actually.

Document Everything. Seriously, Everything

Even if your work environment is not specifically “toxic,” you must think about documenting everything. Documentation is not foolproof protection from domineering managers or coworkers determined to throw you below the bus for his or her own mistakes, however it offer some defense. It is always useful to keep a work diary for your growth, but it can come in handy in other ways too. This implies saving and organizing each email associated with projects you’re working on. Make sure you take notes in meetings and on phone calls, and never trusting somebody to recall and agree after you inform them of something they said or did.

Don’t forsake your job

Don’t quit the job due to the toxic environment unless you think the situation remains persistent and you are not satisfied by the action of management or if it is affecting the productivity of your work. It sounds easy to quit the job to cope with such a situation but usually, it is not, setting yourself from one company to another will draw ample energy and time.

You’re not obligated to remain in a harmful workplace, particularly if you’re the sole one doing something regarding it. Your dignity may be disgracefully mocked, but no one can ever take it unless you surrender it willingly.  It’s all about making right decisions and finding strength to defend your boundaries.

No one should have to deal with working in a toxic office, but thankfully there are ways around it by using a few of these tips.

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In today’s organization, it has been seen up to five generations working at one place at one time. And this provides a depth of experience, skill sets and energy, it also presents unique challenges. The generations have its own way of thinking, working and processing information. So it’s important to create a culture that meets the varying needs of each age group.

Let understand first, about the different generations, and what motivates each:

Baby Boomers: Born: 1946 – 1964

Baby Boomers are technologically talented, ambitious and more goal- oriented also motivated by promotions, professional development, a desire to be in a position of authority, and having their expertise valued being acknowledged. They prefer recognition from their peers rather than their supervisors, and they do prefer monetary rewards and value non monetary rewards such as flexible retirement planning. They do not require constant feed backs.

 Generation X: Born: 1965 – 1980

Generation X is smaller than the previous and succeeding generations, but they’re often credited for bringing work-life balance. This is because they saw firsthand how their hardworking parents became so burnout. Members of this generation are in their 30’s and 40’s had spent a lot of time alone as children. This created an entrepreneurial spirit with them. In fact, Gen X makes up the highest percentage of start-up founders at 55 percent.

They also value opportunities to grow and make choices, as well as having relationships with mentors. They believe that promotions should be based on competence and not by rank, age, or seniority. Gen X can be motivated by flexible schedules, benefits like telecommuting, recognition from the boss, and bonuses, stock, and gift cards as monetary rewards. Even if they’re not starting their own businesses, Gen X prefers to work independently with minimal supervision.

Generation Y (Millennia’s): Born: 1980 – 1995

Millennia’s (Generation Y) are tech-savvy generation and is currently the largest age group in the country. They’re in their 20’s and are beginning to come into their own in the workforce. They’re the fastest growing segment of today’s workforce. This generation content with selling their skills to the highest bidder. That means unlike Boomers, they’re not as loyal. In most cases, they changes one organization to another. That’s doesn’t mean you can’t motivate this generation; you can motivate them by offering skills training, mentoring, feedback. Culture is also extremely important for Millennia’s. They want to work in an environment where they can collaborate with others. Flexible schedules, time off, and embracing the latest technology to communicate are important for Gen Y.

Generation Z: Born: 1996 Onwards

Generation Z  who born 1996 onwards are more interested in social rewards—mentor-ship and constant feedback—than money, but this generation also motivated by meaningful work and being given responsibility. They always keen to know how their work impacts the organization and their role in the organization’s big picture, they always seek for exciting projects which passionate them. They challenge businesses to think about their operational model. This also is the most tech-savvy of the generations. If Millennial’s [Generation Y] were multitaskers, then this group is multitaskers on steroids, and members typically are plugged into five devices at once.

In rewards they prefer include recognition from the boss, experiential rewards and badges such as those earned in gaming. This generation expects workplace flexibility and diversity. Preferred recognition style: regular in-person public praise.

We understood about the different generations, there types and what motivates each, now we let’s understand how to motivate each:-

  1. By eliminating stereotypes

The biggest reason professionals from different generations are, they don’t want to work together effectively because of preconceived notions about how a certain generation behaves. The Millennial feels that baby boomers are technologically impaired, inflexible and closed-minded, while baby boomers think that millennia’s are entitled and lack a strong work ethic. To eliminate the negative consequences of making assumptions about people’s behavior is to avoid doing it yourself. Being a leader, it’s important to eliminate stereotypes in the way you express yourself and in the way you treat your employees. Whereas, it’s important to evaluate each employee based on their own merit and be mindful of doing so. Too often we succumb to stereotypes without realizing it. So pay attention to the assumptions you’re making about each of your employees, and try eliminating these stereotypes.

  1. Avoid assuming everyone is on the same page.

When assigning team projects, don’t assume or avoid making general statements about the tasks assuming that everyone processes information the same way. Different generations might understand in different ways, leading to unnecessary clashes when they try to work together.

Before assigning tasks, review the instructions for the following:

  • Make sure that they are clear and specific.
  • Avoid trendy abbreviations or acronyms.
  • List a deadline by date and time.
  • Make sure everyone’s role is clearly defined and the point person on the project is identified and understands their role.
  • It may require some extra time and effort of yours, but when instructions and expectations are clear, your team will be able to work together more effectively regardless of their age.
  1. Prepare common ground/Make them agree on common goal.

To make your employees work together, make them to agree on common goal. If there is a motivational factor or goal that speaks to all of your employees, they are more likely to come together to achieve it, no matter how different their strengths or personality type is. That’s your job to determine what’s motivating factor could be.

Think about the following:

  • Does the project have a positive effect on society in general? For instance, do you want to implement a new process to reduce environmental waste?
  • Does this project help your clients of all age groups? Making out the benefits for older clients and new clients will avoid any inner feelings of favoritism.
  • Does this project address a common value important to all of your employees, such as family, personal fulfillment or communication?
  1. Find their strengths.

While eliminating stereotypes, it is true that every generation has its own skill set. And pairing teams or assigning projects make sure everyone is able to do something that they are good at. For example, if you are working on a new social media campaign, it may be helpful to team up a millennial who knows how to hash tag with a baby boomer who has more experience with client relationships. The baby boomer can provide insight on what clients respond while the millennial can help with phrasing for better social media exposure.

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