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.

The HR’s Guide to Poaching the Right Candidate without Being Extravagant

hire right candidate

The success of any organization is heavily dependent on its workforce. So, being an HR professional, it becomes your utmost priority to hunt the best talent. Hiring talented and enthusiastic professionals cannot just improve your business productivity, they can also enhance the positivity and energy in your office. But in today’s highly competitive environment, attracting the right talent is not a plain-sailing task in light of the fact that professionals have got many options to choose from. So, sometimes HR managers have to spend a lot of money on sourcing suitable candidates. Well, recruitment is a costly affair that eats up a major chunk of the operational cost. And, it is estimated that hiring budgets of the company will increase speedily in the coming years. No matter whatever be your demand for quality professionals, hiring has not to be an expensive affair, if you follow a strategic approach for the same.  Here we have shared some tips for building a highly productive team without spending a big budget on recruitment. Take a look:

  • Create an amazing career website

The career website of a company is the best medium to source talented professionals. As per a data, about sixty-four percent of job seekers consider career pages as a valuable resource during their job search. Companies can go a long way in creating a steady stream of new applications by creating a career page that gives an in-depth view of company’s work culture, USPs as an organization, recommendation from existing employees, along with job openings. Furthermore, if they integrate the career website with Application Tracking System, then it becomes easier to manage the selection process.

  • Turn employees into recruiters

Your existing employees are the best sources of hiring. You may ask them to refer their friends. This will certainly increase your reach to potential candidates. However, if you realize that your existing staff demands bonus or incentives for this purpose, then you may try another idea. In that case, instead of having a formal employee referral program, you can directly approach the top performers in each department, and ask them to recommend some talented individuals for a particular opening. Most high-potential staff will love to propose their colleagues to join their company.

  • Source from internal candidates

There are various important positions within an organization that need to be handled by a trusted employee. In that case, it’s best to look for candidates from within the organization. One way to find out talented employees for the vacant position is conducting open internal interviews. You can also extend an opportunity to a staff member who is working since long if his track record vouch for his good performance. Well, in this way you will certainly save on hiring. And, as the internal employee will demand less salary than an outsider, you will also save on operational cost.

  • Recruit former employees

You can always consider rehiring employees who had left your company in the past for greener pastures. If the staff had developed a good impression of your organization while working there, then he/she can come back. However, in that case, make sure that you offer an attractive salary package. This simple idea will certainly go a long way in ensuring recruitment of proven talent, without being a spendthrift.

  • Reach passive candidates by posting jobs on social media

Sometimes, suitable candidates escape the HR manager’s reach because they already have a job. Social recruiting can help you reach such candidates who are not looking for a new opportunity but may opt for a job change in the future. You can target such prospective candidates by sending home feeds that will encourage them to apply for the position. When it comes to social media recruitment, you need to have a strong strategy at hand and make sure that the contents that you post will create a good impression on the individual’s mind. Even if you are not filling any specific positions at the moment, connecting with talented people on social media can benefit your business and your hiring team later on.

With these tips in mind, you can certainly go a long way in cutting the cost of hiring. Apart from this, we suggest you adopt the latest recruitment software as they will simply the entire task and improve the chances of hiring the right people. We the team of human-telligence has a dedicated team of technical experts that have already helped hundreds of companies across the world to enhance their recruitment process and accomplishing challenging hiring.

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.