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We all know about brand ambassadors or at least we’ve all heard about “influencers” on social media who are being paid to endorse or promote anything let it be a product or service. What about employer brand ambassadors? Are you aware of this term? This is a largely unused marketing opportunity just waiting to be tapped into.

Before we get into our list of top tips for converting your employees into brand ambassadors for your recruitment marketing efforts, a quick dive into the idea behind the title, Brand Ambassador. Great commercials, strong PR, vivid social media strategy all warrant effort when building your company’s brand. But you would definitely agree that an army of loyal employees living and breathing your brand are best PRs. You know the type – folks with enthusiasm bursting from their veins–talking about your products and services with their friends at every place possible.

Here are tips and strategies you can use to motivate your staffers to be positively vocal about your brand:

Encourage to use social media:

No one wants to feel like their employer is watching over their shoulder, waiting to catch them sharing something on social media that shouldn’t be shared. You need to create a culture within your company that is supportive of employee engagement on social media.

Organize employee events:

Events and company outings are a great way to treat employees to activities they might not experience otherwise.  Unconventional team-building give employees the opportunity to get outside of their comfort zone, get to know each other and get invested in the company culture. And it’s quite obvious, fun work-sponsored events are incredibly the best to be posted on social media platforms like Instagram.

  1. Communicate: Once you have a handle on your reputation, it’s time to start recruiting those brand ambassadors. Do you have a product launch coming up? Be sure everyone knows all there is to know about the updates being released, or the newest feature set of your whizz-bang, world-changing widget. That way they’ll be ready to toot their own horns about the part they played in bringing it to fruition.
  2. Allow Them To Be The Hero: There’s nothing more frustrating to a frontline employee than when an executive swoops in and does EXACTLY what they would have done, but their hands were tied. Executives chalk this up to a common sense that apparently they think they have, but I’ve met many who question whether anyone they’ve hired to service their customers could possibly be that astute. Give your employees a few opportunities (at least) to do what you would do in such circumstances. Can you imagine what would happen if you could replicate that level of prudence and critical thinking?
  1. Encourage participation: One way to maintain a sustainable, meaningful employee advocacy program is on incentives. Perks or swag can certainly keep people interested. Try weekly or monthly contests or giveaways. These types of activities keep your employees engaged, informed, interested and motivated too. So make your contests fun and compelling.
  2. Make it easy to share: Create a weekly email that includes all shareable content (news, blog articles, photos, videos, etc.) that employees can share. This will ensure your employees are sharing the news that is timely and accurate. Encourage employees to follow, like and share the company’s social media updates.
  3. Identify Ambition and Ability: Social media is still a bit of a frontier field; its exact boundaries are undefined and professional progression within the industry has yet to calcify into anything resembling the predictable paths of more traditional careers. Its connoisseurs are not necessarily degrees holders, because degrees are often obsolete before graduation, due to the fast-changing nature of the industry.

Often times, the top experts in social media are not the ones who went out of their way to pursue that career, but rather those who sort of just discovered a talent and stumbled into it. For all you know, your business might be housing a social media megastar in the making. All that’s needed is to identify ambition and encourage engagement.

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The Internet of Things is called “the mother of all infrastructures” and it’s a revolution that has arrived and is no longer just a niche solution for a handful of businesses however a core technology that is basically reworking how we work and live. And apparently, it’s encouraging a whole new computing model known as Edge Computing, which promises to forever alter how businesses interact with the physical world.

Edge computing refers to processing power at the sting of the network, nearer to the supply of knowledge. With edge computing, every new generation device like a smartphone, various kinds of sensor, robots or other intelligent device takes some of the data processing performed by the cloud and packages it up for processing and analyzing at the edge.

Several factors are fueling the expansion of edge computing. As the price of sensors and processors decreases, the quantity of intelligent devices has been skyrocketing. By 2020, it’s foreseen that 50 billion things are going to be connected to the Internet. These devices can send trillions of messages-exponentially increasing hundreds across the network additionally because of the amount of knowledge which will become insights.

What is Edge Computing?

Edge computing refers to a network that advocates decentralized processing power. It allows data processing at the edge of a network rather than holding that processing power during a cloud or a central information warehouse. The name “edge” in edge computing indicates that it processes data at the source or the point at which traffic enters or exits the network.

Edge computing allows data generated by devices to be processed closer to its source instead of sending it across storage networks. This helps organizations to analyze the data in near real-time.  So, in edge computing, data is processed by the connected device by itself or by a local server, rather than being transmitted to a data center. The local edge computing system can send daily reports to the central network instead of directing the data as soon as it’s generated.

Role of Edge Computing

The main role of edge computing is to ingest, store, filter, and send information to cloud systems. Edge computing becomes ideal in many circumstances. Edge computing reduces latency as a result of information doesn’t need to travel over a network to any information center. This is ideal for many industries such as financial services or manufacturing. Though the Internet of things is the key driver of edge computing, many other technologies and uses are accelerating the pace of adoption of the edge computing environment. It becomes an essential component of data-driven applications.

A valuable strategic advantage

As edge computing goes thought, it provides a major strategic benefit for a wide range of industries. Here are five ways that edge computing can remodel businesses within the close to future:

  1. Lowering Internet of things solution costs: Edge computing allows you to process and analyze-mission critical data closer to the device itself, reducing the amount of data that flows back and forth between the cloud and also the edge of the network. Businesses can select which services run at the edge and what data gets sent to the cloud, lowering the Internet of things solution costs and obtaining the most value from their overall Internet of things solution.
  2. Added security and compliance: Edge computing helps to address the security and compliance requirements that have prevented some industries from using the cloud. With edge computing, firms will filter sensitive personal info and process it regionally, causing the non-sensitive info to the cloud for the additional process.
  3. Faster response times: Without a round-trip to the cloud, data latency is reduced, lowering the time it takes to glean actionable insights from that data. In this manner, edge computing is poised to assist autonomous vehicles to avoid collisions, stop industrial plant operations before instrumentation fails and improve any scenario requiring instant analysis of knowledge.
  4. The dependable operation even with intermittent connectivity: Edge computing enables manufacturing equipment and other smart devices to operate without disruption even when they’re offline or Internet connectivity is intermittent. This makes it a perfect computing model for businesses that calculate the power to quickly analyze information in remote locations like ships, airplanes, and rural areas—for instance, detecting equipment failures even when it’s not connected to the cloud.
  5. Interoperability between new and legacy devices: Edge computing converts the communication protocols used by legacy devices into a language that modern smart devices and the cloud can understand, making it easier to connect legacy industrial equipment with the modern Internet of things platforms. As a result, businesses can get started with the internet of things without investing in expensive new equipment—and immediately capture advanced insights across their operations

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Happiness

“Employee Engagement Definition”: Employee engagement is that the extents to that employee feel enthusiastic about their jobs, are committed to the organization, and place discretionary effort into their work.

And this can be the definition of happiness at work that we tend to use: Happiness at work is the extent to which employees feel smart regarding their jobs.

Just to make it clear: We think employee engagement is a useful concept and we are not arguing against it. We simply need to argue that of the two, it is rather more effective for an organization to target in creating their employees Happy than on creating them Engaged.

Here are the four main reasons why.

1: Happiness is easier to sell to employees

Whether you’re trying to make employee happiness or engagement, you would like your employees to be proactive partners within the method. This is not one thing you’ll do to them while not their active and willing participation or (even worse) against their will.

But seen from the employee side, it’s a way tougher sell. When a manager states that they want their employees to “be more engaged in their work” or “give more discretionary effort” it can easily come off as if they are easily demanding additional passion and work from individuals, while not giving something back.

2: Employee Engagement without happiness is untenable

A person can be incredibly passionate about their work and totally committed to the workplace, but still, be miserable at work this happens for instance when people are treated badly by their coworkers or manager or when they can’t do their job in a way that satisfies their own professional standards.

In this case, two things can happen:

The employee’s unhappiness will leech away any feeling of engagement, going away the person not caring regarding their work.

Or, even worse, the person remains engaged and sad – that end up in stress and burnout.

So although you would like to engage the workforce, you still need to focus on making them happy as a result of engagement without happiness is not sustainable.

3: What drives an employee to perform better and sustain happiness

What makes an efficient business within the same issue that makes an orchestra: People those that need to be there, who give everything they have, who are having a wonderful time doing it, whose eyes are shining, who are giving out energy to individual around them.

Furthermore, we all know from an outsized quantity of analysis that happy employees perform far better. In the workplace, we all know that happiness causes more-productive and more-creative employees.

If you recognize teacher, you recognize however careful they’re regarding using the word “causes.” During this case, we all know that happiness at work causes higher:

  • Productivity – happy people get more work done with the same resources.
  • Creativity – feeling good makes your mind more able to think of new ideas and approaches.
  • Intrinsic motivation – happy people don’t need constant external motivators like bonuses or threats; they want to do good work.
  • Loyalty – happy employees care about the company and stay longer in their jobs.
  • Discretionary effort – employees who like their jobs go above and beyond for the customers, their co-workers, and the workplace.

4: Happiness causes engagement

You’ll notice that each loyalty and discretionary effort we tend to part of the definition of engagement that we give on top of

Of course, the results are circular and engagement and happiness can cause one another. But given the results on top as furthermore as the fact that engagement cannot last in the absence of happiness, it appears clear to me that happiness causes engagement more than engagement causes happiness.

The Upshot

Engagement could be a nice idea however ignoring employee happiness within the pursuit of engagement makes no sense. At the terribly least, sustainable engagement needs happiness at work, which means you can’t ignore the happiness side.

When do individuals feel “passionate regarding their work, committed to the workplace and provides discretionary effort?” When they’re happy at work! Last but not least- If you want engaged employees, focus on making them happy and engagement will follow.

When implemented properly, wellness can play a vital role in your employee engagement strategy. Healthy habits lead to increased happiness in the workplace, while engagement and happiness in the workplace improve physical and mental well-being. Employers will benefit from building upon the relationship between wellness and engagement. A happy and healthy employee will be your best employee!

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Gamer Strategies (2)

For an extended time currently, business leaders have been saying that the American workforce lacks enough skills to fill 21st-century jobs. Those people at the frontlines of social services, doing the work of preparing low-income young people to share these concerns and hear you loud and clear. The education gap is holding back not only the staff however businesses and the whole economy.

The issue might also exist inside the academic course of study itself. Where techniques and other applicable soft skills are practically non-existent in many programs outside of MBA and business administrative agendas. An important factor in this soft skill set is communications. This is something companies should not be overlooked during the hiring process.

The Skills Gap 2019

An exploratory study on the present state of the talent gap, together with skills employers feel are most lacking, however, businesses are addressing the problem and that remedies are most effective.

In recent years, there has been a great deal of discussion about the skills gap—the discrepancy between the skills that the workers have and the skills required by the businesses to remain globally competitive. Although researchers have worked to understand the existence and nature of such a spot, and although most people from business leaders to individual contributors—agree that there’s a skills gap, little is known about how businesses are addressing the issue, whether those solutions are working and what else needs to be done to prepare for the future of work.

  • Develop an Internal Skills Training Program.

For those skills that can’t be obtained within the university setting (and we have a tendency to both know there are some), this can be wherever firms have to be compelled to develop internal coaching programs designed to give employees the skills they need. Or partner with an associate external organization which will offer the ability. Either way, we’ve to comprehend everything can’t be learned at school and build a technique for skills development inside our organizations.

  • Develop a Technologically Adept Recruiting Strategy.

Candidates today want an easy application process. Frankly, we all tend to wish a simple application method – otherwise, candidates won’t use it. Taking advantage of what technology can do for us only makes sense.

  • Pursue likely candidates

Correctly matching abilities and skills sets to open positions is a very important craft that employers should be excellent.  While it’s tempting to focus on highly exclusive skills that are, in theory, more difficult to teach, concentrating on a very particular set of “micro-skills” may cause employers to lose light of the larger picture, which is to recruit a candidate who is capable of performing the most prominent and important parts of the job without a great deal of difficulty.

  • Advertise your jobs

Employers should remember to gather thorough and precise descriptions in their online job postings and utilize top employment portals when advertising an open position with their company. If students are aware of what types of jobs are available, locations, and what is required, they may be more likely to revise their course choices according to what is actually out there.  Individuals who have not yet entered the job market need a clear and realistic view of the employment conditions and what will be expected of them in order to become a well-rounded candidate.

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RPO Images

Ask any business owner, they’ve uttered those words at some stage and fully expect to say them again. Running a business can be a total rollercoaster and one of the hardest decisions a business owner needs to make is when and how to add to their team.

It won’t come as a shock to hear that the first sign you’re ready to outsource something from your to-do list is when you are ALWAYS busy. This is the perfect time to introduce a personal assistant or business manager. This type of work is perfectly suited for recruiting offshore in the form of a virtual assistant (VA).

Not doing the stuff you enjoy doing.

There are times when all business owners find themselves wearing more hats than they should be. They know that they need help managing their business but don’t know where to start with finding help.

When someone starts a business they don’t realize that they’ll need to do more than providing the core business function that they think they’re great at. They’ll also need to be the marketing, sales, finance and HR departments.

When you’re wearing too many hats it’s easy to get disenchanted and feel like your business is more labor than love.

Costs getting out of control

Spiraling costs leading to a lack of profitability is the most common reason that businesses fail.

Employees can account for 70-80% of a business’s fixed costs. So, for a business in a financial crisis, downsizing their number of local employees can offer relief. But that’s not how Magnetic Alliance like to approach this subject because it’s better to address cost problems before they get out of control.

Bookkeeping, payroll, and data management are services every business requires that can be easily outsourced. Business owners often keep these functions in-house or, worse, do them after hours at the last minute. Because they’re procedural in nature and repeated often they’re easy functions to outsource, especially if it’s not a full-time job.

You don’t know where your next client is coming from

It’s no secret that if you don’t market your business you’ll find it hard to attract new customers. There are many options available to business owners in terms of how they market their business. Consequently, many business owners fall into the traps of inconsistency, ad hoc, and DIY.

Understanding how and where you’ll find your next client is critical for predictability and long-term growth.

Your business should have a well-developed marketing strategy that can be implemented with measurable results. You should also have a marketing budget that relates directly to your business income goals. If one or both of these things are missing then it’s time to look for outside help.

Customer satisfaction is starting to suffer

No business wants to experience a decline in customer satisfaction. For a business running at, or over, capacity customer satisfaction can take a sharp decline if you don’t have great systems in place. Emails slip through the cracks and calls go unanswered.

Delegation and automation can come to the rescue when you find yourself unable to keep up with all the work. Amongst other things, a VA can help you out with inbox management, meaning you only have to personally reply to things that need your attention. A VA can also help out with calendar management and act as a gatekeeper for business-related calls.

Your business is transitioning from local to global and you need to be accessible 24/7

Whether you’re transitioning from local to global or just want to maintain best practice the reality is we live in a 24/7 world where people expect quick answers.

Whether you’re providing a product or a service there is little stopping you from making it available worldwide. However, 24/7 communication is critical to your success.

Obviously, you can’t be available in every time zone but a global support team can be. Staff can be hired to work night shift handling customer service inquiries in different time zones. Offshore staffing is a perfect solution for companies who are building an international presence.

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5 Advantages of using hiring Teams

One of the fundamental principles of recruiting is that it’s a two-way decision. The candidate is selecting the company as much as the company is selecting the job seeker. And that selection process is getting more complex every day. Today’s candidates are doing their homework when it comes to the organizations they consider.

Part of that homework includes looking for information and recommendations from friends and colleagues. Which is why it’s no surprise that the most common source of hire remains employee referrals? However, technology is taking part in a large role also. Websites like Glassdoor, Indeed, and other social media platforms are popular places for candidates to research what’s being said about a company.

If job seekers are using multiple sources to make a decision about the company, then maybe organizations should consider the same thing. Collaborative hiring is the idea that the company would have multiple people involved in the hiring process, in addition to HR and the hiring manager. This “team” would include the other individuals – both inside and outside of their department – which the candidate would interact with most often.

5 Reasons to Consider Using Hiring Teams in Recruiting

1. You get more diversity in viewpoints-Hiring collaboratively will give diverse and wide-ranging perspectives on what your new role ought to look like, how potential candidates measure up to expectations, and what problems could occur in the future. This drastically decreases the chance of bad hires and ensures that any new hire will slot in well with the team culture. Hiring collaboratively also will inform your current team of the unbelievable price value added by a quality new hire.

2. The candidate gets realistic jobs preview-Let’s face it, sometimes the recruiter and the hiring managers can sugarcoat the job. Or leave something out. It’s not to trick a candidate. Recruiters and hiring manager don’t always do the job they’re hiring for so their impression of the work can be different. By including other people in the process, the candidate can get the “inside scoop” about the work.

3. Because more people are involved in the process, there’s more buy-into the candidate’s success. Occasionally, the company will hire someone that colleagues will not support. Behind the scenes, peers will say, “If we would have interviewed Leonard, we could have told the company he wasn’t a good fit.” Giving co-workers a chance to meet the candidate puts them in a position where they should support the final hiring decision.

4. The candidate has a larger informal network when they start. Every organization has unwritten rules. New hires don’t want to ask their boss or HR about these things. New hires need to have a network of people that they can ask “off the record” questions about policies or company culture. Some organizations are addressing this via a new hire buddy program. Consider including the buddy in the interview process.

5. The Company creates a greater opportunity for employee engagement. The last thing a company wants is to hire an employee and have them leave six months later. Having positive, trusting working relationships is the key to employee engagement, productivity, and retention. Collaborative hiring allows candidates to start building relationships with co-workers.

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© 2019 Pragna Technologies. All Rights Reserved.

We spend a lot of time talking regarding the importance of making positive candidate expertise, therefore, folks can come back to figure for our firms. Then we have a tendency to point out making positive employee expertise, therefore people are engaged and productive. And we discuss the requirement for a positive company culture to retain employees.

All of these things are true. And we must do them all. But let’s be real, no matter what we do, every day will not be sunshine and roses. Sometimes organizations have tough days. They experience setbacks.

But when handled properly, its culture that can help companies push through the very events that threaten it. When neglected, though, the damage can be irreparable. Here are a few tips for maintaining culture when things go wrong

KEEP CUSTOMERS HAPPY

Preserving your corporate culture might seem like an internal affair, but you should never forget that the reason your business exists in the first place is to serve its customers. That fact can become a powerful rallying point for those within your organization during difficult periods.

As your employees: How can we continue to serve our customers despite what’s happened? Renewing your team’s sense of its mission under fire can have a ripple effect on the company culture. High customer retention is a sign that your employees are working together despite setbacks, which can be enormously affirming. Customer attrition, on the other hand, might cause team members to question themselves and one another

PROVIDE TRANSPARENCY

When it hits the fan, keeping quiet is one of the worst things leaders can do. It causes a rift between teams and their managers, and the effect on culture can be strangling. Don’t stay tight-lipped about what’s going on. Inform your employees of anything they may need to know in order to keep doing their jobs well and to prepare for any further shakeups to come.

Of course, if the information is confidential for any reason, it ought to stay that way. If that’s the case, it’s worth pointing out explicitly that that’s the reason you can’t share certain details. Maintaining transparency tells the team that management understands their responsibility in the matter and that they trust their staff enough to handle uncomfortable information. That trust is an indispensable tool for keeping culture on track in any situation, particularly when things go wrong.

COMMUNICATE, COMMUNICATE, COMMUNICATE

Transparency is all about communication, but you need to go further in times of strife. Don’t just keep the C-suite door open, so to speak–increase both the amount and kind of internal messaging according to the scope of the difficulties you’re facing. Things naturally get tense when the company turns in an unexpected direction, which has a terrible effect on communication.

TALK ONE-ON-ONE

If you have the resources, it might be worth having senior leaders hold one-on-one conversations with team members. Communication isn’t just a one-directional thing in times of crisis. You also need to listen. Let your employees speak freely and comfortably about the issues facing the company. That tells each person on an individual level that their input means something. It can even yield potential solutions to the problems at hand.

Most important, though, one-on-one conversations during tough times helps bring your employees together, showing them that the organization substantively values their opinion, rather than just paying lip service. These chats don’t need to be solemn meetings, either. Simply catching up for a few minutes can work wonders for company cultures that are going through tough times.

One great example of a positive company culture comes from Pragna. This fast-growing company believes that the most important ingredient to success is positive company culture. Pragna promotes a positive corporate culture by offering special perks that help boost positivity and morale throughout the company.

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