4 Simple Tips for Promoting a Healthy Work Culture

4 Simple Tips for Promoting a Healthy Work Culture

As employees have turned out to be the most important asset for any organization, especially those dealing with services, HR professionals have recognized the importance of promoting an enthusiastic office culture. Companies that fail to do this, make their staff feel undervalued and struggle hard to retain them. Well, it’s true that monetary incentives are the highest motivator for professionals, today they also seek a positive work environment. The office atmosphere can dictate how the staff acts and feels on the job. But this ambitious term work culture is not limited to structural surroundings, and it also envelopes the people and the mood that they feel while at work. Remember employees’ ability to focus and stay efficient, happy, and productive depends on how comfortable they feel in their organization. That feeling comes from liking what they are doing and getting a sense of pride in being an indispensable part of the organization. In this blog post, we have suggested some great ideas focusing on which you can create your ideal work environment to optimize your workforce productivity.

Hire Smart

Being an HR manager, it’s important for you to hire the right employees as a rotten apple spoils the barrel. While looking for a potential hire, it’s important to think of how that individual will add value to the business. For selecting the right candidate, you must look for the important skills. Apart from this, make sure that you hire someone who is a self-starter and does not rely on micromanagement to work efficiently. Also, be sure that the person is passionate about their work. Having an enthusiastic employee will add value to your office atmosphere as motivation is contagious.  So, while interviewing potential candidates, ensure that you ask them about their ambition and where they see themselves in the future.

Always Measure Your Employees Engagement

Tracking employees’ behavior has become more important than ever because it gives a real insight into how a company is working. HR professionals can conduct surveys and face-to-face interviews to gain insight into how an employee feels about their work and their colleagues. Such personal and group interactions can also be an important tool to gauge whether each individual is performing to its fullest capacity. Apart from this, it can help you to point out the red flags within the organization.

Keep Your Employees Informed

Employees want to feel like an indispensable part of the organization they are working with. And, they want to align their professional growth around the key goals of the company. Thus, it’s important to keep them informed about the big challenges and opportunities lying ahead. Also, you can bring each employee on a journey to grow and evolve with the company. Besides this, show them that you care for their well being and career development.

Encourage Efficient Work – Not More Work

Many organizations think that working more is equivalent to being more productive. But that’s not the fact; rather, working for long hours has proved to be devastating for employees’ morale. A report by the Mental Health Foundation suggests that when working long hours, 27% of individuals feel depressed, 34% feel anxious, and 58% feel irritated. So, being an HR manager, you should abstain from encouraging your employees to work for longer hours. Instead, motivate them to work more efficiently.

Last but not least, we would like to remind you that no one wants to work in a cage and feel like a prisoner. Instead, employees enjoy working in a fun environment. Promoting such an atmosphere can help in retaining the current workforce. Moreover, professionals who share a positive work environment with your organization are more likely to refer others.

In case you are still unable to create an environment where team members are productive, happy, encouraging, feel free to ask our experts for suggestions. Moreover, we also recommend you to opt for our recruitment software that will take this process to the next level.

Know How Workplace Culture Can Influence Recruitment and Employee Retention

Recruitment and Employee Retention

At present, hiring has become a nerve-racking job as it is an employee-oriented market, where it’s finally the candidates who choose or reject a company. But the game does not end with the recruitment process as the big challenge lying ahead is retaining staff. So, HR professionals are looking forward to taking their organization’s culture into consideration because even the most capable candidates can turn out to be a disastrous hire if they do not fit with the organization’s culture. The culture of a business firm refers to its norms, vision, values, as well as the tangible aspects of the work environment that influence and reflect these beliefs. If the company is forward thinking, it will keep on evolving these features over time with a careful effort. Despite its significance, many companies don’t pay attention to creating a strong culture, and they just let it evolve from within. But that should not be done as a proper organizational culture can vastly improve employee retention and performance which translates into growth and profits. Read on further to know how the two aspects are interconnected:

Culture Matters in Hiring and Retention

Once an organization has defined its culture, it can set some parameters to identify whether a new recruit will fit with it or not. Remember even the most resourceful companies can make hiring mistakes and waste hundreds of dollars here. So, you are not an exception. For example, in 2012, the hiring of former Dixon CEO John Browett as retails operations head was announced as a poor culture fit by Apple’s CEO Tim Cook. Well, a traditional interview process is not sufficient to determine whether a candidate will adapt to the company’s cultural or not. To analyze this, the interview process should incorporate multiple forms of assessments, such as personality tests and psychological evaluations. Many companies have addressed this challenge by involving the current employees in the selection process. Face-to-face interactions with candidates can be useful in getting a deep insight into their behavior and perspective, which can be never possible through a more formalized interview process. When employees feel at home within an organization’s culture, they show greater job satisfaction, produce higher quality work, and are more engaged overall. All these factors play a critical role in employees’ retention.


Emphasizing Cultural Fit Can Lead to Bias

Although most HR professionals are emphasizing on culture fit, this might lead to problems unless there is a formalized practice to anticipate and guard against biases. To a large extent, it has been found that hiring to match an existing work culture leads to lack of diversity in terms of knowledge, personality, and cultural background. And, employees lose the opportunity to learn and grow their interpersonal skills. Thus, many MNCs are shifting their ‘culture fit’ approach to a ‘culture add’ approach that seeks to enhance existing culture by adding more diverse candidates to the workforce. However, in such an approach, it’s mandatory to check whether the new recruits share the company’s principles or values. This attempt can help in finding the right people who will thrive within the organization while also introducing new ideas and perspectives.


Diverse Cultures Are an Asset and a Challenge

While there are good arguments for hiring candidates who can fit with the existing work culture, researches have consistently proved that diverse teams perform better than their less diverse counterparts. Moreover, it has also been found that inclusive and diverse team members are better decision makers. However, to reap these benefits, organizations must be willing to make investments in promoting diversity and making it work. Otherwise, it might lead to devastating outcomes like conflicts. Remember an organizational culture has a tremendous impact on whether or not a newly hired candidate will remain in the organization for a long time. Promoting a healthy culture of inclusion can promote employees’ engagement and work satisfaction.


Hiring is a mind-boggling affair that may have many repercussions. So, HR managers cannot just select anyone because they are afraid a competitor can beat them to the punch. They should consider that a bad choice can be very damaging to the company’s productivity and reputation, and that candidate won’t stick around long. Well, if you are wondering how to select the best talent that would prove be an asset in the long run, then try advanced recruitment software. These computerized programs use artificial intelligence to identify the most suitable candidates for a particular position.

Three Biggest Social Media Recruiting Mistakes That You Should Avoid at Any Cost

Social Media Mistake

In recent years, the vast stretch of social media has transformed the way we do businesses. From generating sales, managing clients to creating huge databases, it has facilitated many managerial roles. For HR professionals, it has proven to be a powerful tool for attracting high-quality talent and recruiting them. They are using various platforms, such as LinkedIn, Facebook, and Twitter to advertise job openings and communicate with interested candidates. It won’t be untrue to say that hiring via social media is an amazing way to engage both active and passive job-seekers. But it still presents many challenges in view of the fact that all your competitive counterparts are looking to poach high performers and influencers more than ever before. Keeping this competitive scenario in mind, it’s crucial for businesses to come up with a strategic and well-organized recruiting plan before jumping into the game. Otherwise, they might make some dreadful mistakes which may cost money, the company’s reputation, and ultimately, the opportunity to reach top recruits. In this blog, we’ve broken down the three biggest social recruiting mistakes that you might be making and suggested the best way to avoid them. Take a look:

  1. Not making an authentic connection

Anyone who is trying the hand at media recruiting is competing with a vast community of global leaders. Thus, it’s important to fight for a place in professionals’ home feed. But that’s not enough to make them tick for your job opening and get them hired. At this point, you need to understand that in this talent-oriented world, candidates have become equivalent to consumers. Thus, you need to develop a competitive advantage that will motivate professionals to join your company. The biggest mistake that most HR managers make during social media recruitment is that they only rely on the use of social feeds and do not make any effort to connect with prospective talent. This might result in getting a few applications, but in long run, it’s not going to bear any fruit. But again focusing only on posting ads, might upset the candidates and they may block your social media posts. Well, your success as a social recruiter lies in making authentic connections; instead of just broadcasting open roles. So, try to open up a dialogue or start a new relationship with the target group of individuals. When doing so, avoid sending a generic message to everyone; rather, establish a one-on-one connection. This will certainly develop a positive impression on the candidate’s mind and they are more likely to apply down the line.

  1. Not having good content to share

Social recruiting is a time-consuming process, so it’s important to keep the candidates engaged. In this context, you cannot compromise on posting regular, high-quality content to your social media channels. Publishing relevant and appealing feeds can help you attract a broad audience of relevant candidates and achieve real results. When used correctly, they can highlight your company culture, engage users and promote your employer brand.

 On the other hand, sharing fake or misleading content can have a devastating impact on your company’s reputation. Thus, having an effective content strategy is inevitable. Here are a few major considerations in this regard:

  • There are certain questions in mind of every candidate who is looking forward to applying in your company. You can post some informative content illustrating day-to-day life at your company. It will help them gauge the company culture.
  • Try sharing a mixture of infographics and videos. Think about the kinds of content that would appeal to the candidates you’re trying to attract, and share it from your social channels to build a following of relevant talent.

Content sharing can let your prospective candidates know that there is a real face behind the social profiles. This will, in turn, encourage them to take a look into your employer brand.

  1. Focusing on quantity not quality

Some HR specialists use consistent videos and content posting as a way to stand out to candidates. They try to block out competitors in individuals’ home feed and stay in their mind. But this strategy won’t work unless they have an original and well-written content to churn out. In case the quality of content is not up to the mark, then you are putting your employer reputation at stake. Thus, it’s more effective to post less to your social media profiles, but that should create a good impression of your company. Thus, before you share anything, ask yourself: “Is this something that I would like reading, commenting on, reading or share on social media?” Remember a high-quality post will significantly increase your company’s social reach, and introduce you to new candidates.

These were only a handful of mistakes that you might commit while social media recruiting and there are a lot more in the list that our highly-proficient engineers can help you analyze. But most importantly, we would like to tell you that a lot of success in social recruiting comes down to being responsive. So, carve out time each and every day to react and respond to queries, opportunities, and interests as they arise. If you can’t make this commitment, there’s a real danger that your social recruiting activities backfire on you. On a final note, we suggest you arm yourself with the latest HR recruiting software to simplify the entire process and hunt the best talent for your company.

Five Most Significant Recruiting Trends That Will Rule the Runway in 2019

Recruitment Trends

Over the past few years, technology has brought a paradigm shift to the way HR managers work.  No doubt embracing high-tech software has made managerial functions a lot easier. But it’s still challenging to recruit top-notch talents for key roles in light of the fact that machines haven’t replaced us and the way we connect with others. Also, compared to the past decade, professionals have now got more options during the job search.  At present, the market is more candidate-oriented. That suggests companies cannot pick talent anymore; rather, best professionals select them on the basis of numerous parameters. Thus being an HR manager, it’s your responsibility to attract highly-skilled people to your organization. In this regard, the year 2019 will bring some amazing ideas that are bound to impact your recruiting process. Read on further to learn about a few of them:

Inbound Recruiting

Today, it’s not enough to post openings on a job portal and wait for the candidates to apply. After all, the demand for highly-proficient employees is far more than supply. So, it’s obvious that companies need to build their competitive advantage over others. Inbound marketing methods and strategies are a sure-shot way to make them win in this war for talent. They focus on communicating the employer value proposition and increasing the brand recognition, which in turn help in attracting, converting and engaging candidates.

Employer Branding 

As per a research by LinkedIn, more than 75% job-seekers check the company’s reputation before applying for any position. Hunting a suitable job has become equivalent to buying a new product. Instead of reading product descriptions and testimonials on different websites, candidates are turning to social media in order to gauge the company’s culture.  Thus, it has become important for human resource managers to promote the firm as the employer of choice to the desired individuals which the company wants to recruit and retain. In order to create a perfect employer impression on an individual’s mind, it’s important to carry out extensive research and generate strategic ideas to communicate effectively. In essence, it’s crucial to focus on the best talents’ expectations and create a set of unique employer offerings which will encourage them to become a part of the company.

Talent Relationship Management

Many business organizations have adopted Application Tracking Software over the last few years. But it is no longer sufficient to deal with the recruitment process as it only focuses on posting jobs, screening CVs, and communicating with applicants. Thus, it’s high time to adopt a TRM (Talent Relationship Management) system which will take the process a step further by offering better tools for integration with various means of candidate outreach and more comprehensives databases. Moreover, it can let you analyze the diversity of your manpower pool, and give you suggestions for changes, if required. Along with this, by using it, you can remain in contact with candidates who were not selected for a specific role; maybe they can be offered any other opportunity in the future. Plus, it helps in building and promoting present employees for filling challenging roles in upcoming years and evaluating their current skill gaps.

Candidate’s Experience

HR professionals across the world have recognized enhanced candidate experience as another extremely important recruitment trend for 2019. Experts say that candidates who gather a positive experience during the whole recruiting process are more likely to accept the job offer, reapply in the future, and refer others. On the other hand, after collecting a negative experience, the person will not just reject the job offer but will also share his poor feedback with their peers. Sometimes, even rejected candidates are far more likely to tell others not to apply to a company, by posting negative reviews on websites. Thus, hiring process, extending offer letter, and onboarding should be done to create a positive impression on the candidate’s mind. In this regard, HR professionals may also employ recruitment marketing strategies that aim to make a great impression on those candidates who may not qualify.

Social Recruiting

Social media websites have become an important tool to find, attract, and hire most qualified and talented candidates. As per a data, fifty-nine percent of employees use a company’s social media presence to select it as a suitable workplace.  Thus, social recruiting is not limited to posting current vacant jobs ads, but it also emphasizes on building a relationship with prospective candidates and encouraging them to apply for vacant job positions. While in the past few years, HR experts were mainly focused on using LinkedIn to find and collaborate with qualified professionals, today they are also embracing other important platforms, such as Facebook and Twitter.

Human resource practices are continuously changing. And with, it’s inevitable to abreast yourself with the latest trends that will affect recruiting industry in the coming years. However, if you are still not able to acquire the technical proficiency in this area, then do not worry anymore as we have arrived at your rescue. Our highly-qualified team of engineers can provide you with custom-made recruitment software that will cater to your requirements perfectly. We can also help in upgrading your whole HR process by offering invaluable analysis, metrics, and reports. Just give us a trial, we promise you won’t regret this decision.