Great employees are meant for great companies.
Every company you make your way towards, you’ll hear bosses complaining of how their employees left them helpless because of quitting the workplace.
Employee turnover is a sad dilemma, and leaves the company in a huge fix for a long time. Most of the time, the good employees opt to make an exit from the workplace primarily because of the bad management. Employers many a times tend to make their employee’s life incredibly difficult.
Based on common grounds, here are the top reasons why some great employees make an exit from the company.
1. Not Respected
Your job might be amazing in terms of money. However, if you don’t get the respect you deserve, you wouldn’t be able to continue for long. This is one of the worst management practices that make great employees to quit a bit too soon.
Treating employees like a doormat and not giving them the respect they deserve is one of the worst things you could do as a management. At the end, it’s
Be it any business year, one thing that refuses to change with time is the disparity between what employers want in their prospective employees and what is available in the market as talent.
Widening skill gap and diminishing sense of job security are two aspects that plague any industry across the globe with economic forces and academic inputs notwithstanding.
Companies want “job ready” experienced candidates instead of “wasting” time.”
The pressing questions repeat every time someone does skill gap analysis.
· Who is responsible for the development of skills? Is the onus on employers, employees, academic institutions or government?
· What is the best way to tackle this demon? Where can it start?
· Can the employers and employees keep up with the speed of change? What is desirable today fades out as redundant tomorrow!
While the questions are not going away anywhere for a while, let’s pause and examine the causes behind this “mighty” problem:
· Investments for employee development see a cut during wilting economy
· Sharlyn Lauby (Founder of blog HRbartender, Author/Speaker & President @ITM group) makes
In order to gain a competitive advantage and fuel a company’s growth, there is a need for qualified and highly skilled professionals. To recruit such talent pool, HR recruiter plays the most important role in any organization. A Human Resources (HR) Recruiter is a person who is responsible for maintaining all levels of recruitment throughout the company. Furthermore, in order to make a career in this field, one needs to have:
- At least a bachelor’s degree
- Master’s degree in Human Resources
- Knowledge of whole recruitment lifecycle
- Know how of employment regulations
- Excellent communication and interpersonal skills
- Phone and interviewing skills
- Professional approach
- Ability to work under various situations
- Time management skills
- Project management and judgment skills
- Strong decision-making skills
- Ability to keep and manage confidential information
The job of an HR recruiter is to achieve the staffing goals of an organization. Recruitment process usually involves establishing recruiting needs according to the company’s plan, advising managers, building applicant sources, attracting and evaluating candidates. The HR recruiter is solely responsible for the outcomes of the recruitment process within an organization. The recruiter not only handles the recruitment process but also required to take care of the quality of
As a starting point in your reference checking activities, you may want to verify the correct spelling of applicant’s name(s), check for aliases, verify the applicant’s SSN, verify current and previous addresses, and verify the applicant’s home telephone number. Next check information related to educational, business, and professional achievements. You can verify degrees earned, certificates received, and professional designations obtained. And, depending on the nature and requirements of the job, such as bonding or security clearance requirements, the degree of contact with the public, and other factors, check the applicant’s credit history and conduct a criminal conviction check.
Since some references may be reluctant to discuss an employee’s work performance or conduct, it has become common practice to have applicants sign a form, releasing their references from liability for responding to your inquiries.
In my experience, telephone or email inquiries are usually the quickest way to contact references. You could also send a letter on your company stationary requesting a reference. As a rule of thumb, I like to get three references for each qualified job candidate.
Seek only information that is relevant to the position being filled and which will help you to choose
All employees had a part to play in achieving this goal and the Business will ensure that they are aware of their personal responsibility to follow and support the ‘Equal Opportunity Policy System’, in force. This is not a Business Model. With the ‘Equal Opportunity Policy System’, in force no employee or prospective employee will receive unfair or unlawful treatment due to race, colour, nationality, ethnic or origins, religion, creed, sex, sexual orientation, marital status, or disability; nor unwarranted discrimination on grounds of age. The business will identify; and remove any unfair or unlawful discrimination which denies individuals the opportunities on any of these grounds. Employees have the rights to complain about unfair discrimination. Which including harassment or victimization through laid down procedures. And active steps will be taken to ensure that this policy is fully implemented.
The business will be responsible to continuously monitored the composition of the workforce and the effects of its employments’ practices; and to compare these with those of the community it served. Breaking down any barrier to equality of opportunity, which may prevent individuals in currently under representing groups in realizing their full potential. Promoted equal opportunities by introducing positive action
The following are five effective tips to help hiring managers when recruiting quality candidates:
1. The LinkedIn profile is like an advertisement
Not only should your LinkedIn profile be up to date but so should the members of your team or department. Candidates want to be able to not only research the future boss but also who they would be working with. This allows them to ask better questions which results in more engaging and fruitful dialogue during the interviews.
2. Spend considerable time on the development of the position description
It would be much more effective if the hiring manager spent a significant amount of time crafting the position spec. This would include getting feedback from the hiring manager’s boss, colleagues, the current holder of the position, and possibly subordinates. The ultimate decision about the requirements and qualifications would be determined by the hiring manager but issues this person may not be aware of can be brought to light. It is amazing how during the interview process candidates figure out problems with the role that the hiring manager did not take into consideration and/or were clueless about.
3. Move faster
Are you a fresh graduate looking for a job? Are you amongst the hundreds who have been forwarding their resume, but are not getting any positive response? If that is the case, we have some excellent news for you. There are many jobs that are willing to take in fresh graduates. These jobs may not be very well paying but they give you an entry into the industry and make it easy for you to grow from here.
So, here is a look at your options:
Sales executive: For many organisations, the buying-selling process is constantly on. You can easily get absorbed as a sales executive. Mind you, this is just the entry level option. Work hard and a sales job can really take you places.
Programmer: If you have little knowledge about computers, do a programing course and you will be surprised at the way in which your opportunities can multiply. What’s more is that applying to such jobs does not require too much experience.
Content Developer: Companies are in dire need of content developers. Those who are well versed with the nuances of developing engaging content and using it as a marketing
Teamwork and collaborations one of the toughest tricks to pull off in the business world. We are all so different, so unique in our talents, our education, and our expectations. There are, however, a few commonalities to leverage when building and maintaining a great team. Corporate wellness is the result of sound mind, sound body, employee engagement, and a whole lot of teamwork. Here are our suggestions:
Transparency and a Shared Vision: It’s important to clearly articulate the end goal of the project, and why this is important. It’s crucial to the success of the endeavour to be able to say, we are here at Point A and we want to get here to Point B. For example, right now we do not have the deliverables for this campaign. This campaign is important because it’s one of the company’s biggest clients. There is some concern that in the past, other teams didn’t quite hit the mark. Make sure they understand that they need to be fully invested. One of the ways to do this is to ask for feedback. For example, present examples of past campaigns and solicit feedback as to how this could’ve been done better.
Break the Monotony
Bring in surprises to break the monotony at work. The HR and managers can work together towards some creative ideas to boost employee morale. These ideas need not have to be expensive and even a small treat can go a long way to boost employee’s happiness.
Throwing a quirky office party in lieu of holiday or bringing in a special gift like chocolates or baked goods are enough to show people that you care about them and appreciate them.
Find Ways to Engage Employees Socially
Research have proved that even introverts like to socialize as it helps in improving the mood and make people feel appreciated. Create a work environment that encourages communication. Align workstations in a way that people can see and interact with each other. Send birthday and anniversary wishes and encourage others to do the same.
Motivate people to communicate with each other not just in office but also after that. You can use any available social media to do so or simply create a WhatsApp group. Discourage people to eat alone at their workstations, instead provide a small eating space or cafeteria and ask people to
It has become quite common for business owners nowadays to use different employee monitoring methods to control their personnel. With the availability of tools and devices that make it possible to monitor voice mail, computers and telephones, the number of employers who use these technologies keeps growing. At the same time, there exists the opinion that employee monitoring methods violate the privacy of people in the workplace, because many of them are not aware of the fact that they are being watched. In fact, the issue of employee privacy has already become controversial and widely discussed in the field of HR management. Thus, it has been counted that over 30 million employees in the USA are monitored in their offices and don’t even suspect that. No wonder, there emerges concerns regarding the privacy rights of employees. While company managers aim at identifying the way their employees work, people tell that they don’t wish their behavior, personal activity and lunches to be monitored and watched. Unfortunately, there is no law that can protect their privacy in such situations yet. Let us discuss the most popular methods of employee monitoring below.
Methods of Employee Monitoring