Recruitment Challenges and How to Avoid Them

Every HR professional faces certain challenges when they are trying to hire new employees. From not receiving resumes from candidates with enough experience to being unable to sift through applications effectively, many HR professionals must tackle  their search for great talent in various  ways. These issues require HR representatives to adopt specific solutions and strategies if they want to improve their hiring.

Here are five of these challenges and how to overcome them:

1. The need to make a Speedy Hire.

According to an article in HR resource ERE.net, one of the biggest struggles recruiters are starting to encounter is the need to make a quick hire.In addition, many companies are growing so fast and need to fill multiple positions at the same time that recruiters no longer have a lot of time to recruit employees

Solution: HR professionals should examine their recruitment tools, especially their software and employee management strategies. Recruiters can spend a lot of extra time trying to input candidates’ information into systems or speaking with managers about the specific requirements of a certain position. Ensuring all of the needed information is already documented and easily accessible can save recruiters some steps and cut down on their recruitment time.

2. Not having enough resources.

Many HR professionals have lesser resources to work with. While some HR departments are given large budgets to place ads across the Internet so job openings are in the hottest recruitment spots, others may have to use free job boards or take out space in more traditional recruiting channels. This can present big problems with finding qualified candidates.

Solution: Not every department can boost its recruitment budget, but HR professionals are able to examine where the best hires are searching for jobs. External recruitment partners can be of great  help since professional recruitment consultants have expertise in searching, coordinating and managing the end to end recruitment process.

3. Being unable to find the perfect candidate for a certain position.

HR professionals often see themselves stuck when they aren’t receiving resumes from candidates with strong backgrounds or skill sets needed for the position. Even if these recruiters reach out to passive job seekers, they may hit a brick wall in terms of finding the talent they need.

Solution: HR professionals need to get out of the mindset of hiring for a position rather than assembling superstar talent. While recruiters may have to fill a certain position, they should also be open to training and educating talented employees  so they can acquire the needed skills.

4. Understanding and using analytics effectively.

Big data may be a topic that’s old news to many HR professionals, but analytics remain a big challenge for many HR professionals. Being able to sort through data acquired through human resource information systems and other types of technology can be difficult for HR professionals. Making sense of the collected data can be especially tricky.

Solution: HR professionals should work with data analytics experts or HR solution vendors to understand what various data points mean and how the department can harness them. Recruiters can then create cheat-sheets to help them understand how certain types of information can be used in the future.

5. Finding workers who fit the company culture.

New hires need to be able to integrate into a team and work well in the company environment, otherwise HR professionals will have to start the talent acquisition process all over again. Finding workers who fit the company culture can be the business’s top recruiting challenge.

Solution: HR professionals should ensure they describe the company culture as best as they can in job descriptions. Displaying the company’s mission and aspects of its internal environment can help job seekers understand the organization better, which can ensure only those candidates who may fit well will apply.

Email Etiquette

The Dos and Don’ts of Professional Emails

 

Do have a clear subject line.

Most of us have to compete with the hundreds of emails hitting our inbox every day, so the clearer your subject line, the more likely your message will be read.

Don’t forget your signature.

Every email should include a signature that tells the recipient who you are and how to contact you. Set it up to automatically appear at the end of each email. Include your mobile number or desk  number so the recipient doesn’t have to search for  your address, email or phone number by looking into the website.

Do use a professional salutation.

Using ‘Hey,’ ‘Yo,’ or ‘Hiya’ isn’t professional, no matter how well you know the recipient. Use ‘Hi’ or ‘Hello’ instead. To be more formal, use ‘Dear (insert name).’ Using the person’s name in the salutation – ‘Hello Mr. Rohit’ — is quite appropriate, but remember not to shorten a person’s name unless you’re given permission to do so.

Don’t use humor.

Humor does not translate well via email. What you think is funny has a good chance of being misinterpreted by the other party, or taken as sarcasm, without the accompanying vocal tone and facial expressions. When in doubt, leave humor out of business communications.

Do proofread your message.

Don’t be surprised if you’re judged by the way you compose an email. For example, if your email is littered with misspelled words and grammatical errors, you may be perceived as sloppy, careless, or even uneducated. Check your spelling, grammar and tone of the message before hitting  the ‘send’ button

Don’t assume the recipient knows what you are talking about.

Create your message as a stand-alone note, even if it is in response to a chain of emails. This means no “one-liners.” Include the subject and any references to previous emails, research or conversations. It can be frustrating and time consuming to look back at the chain to brush up on the context. Your recipient may have hundreds of emails coming in each day and likely won’t remember the chain of events leading up to your email.

Do reply to all emails.

Give a timely and polite reply to each legitimate email addressed to you. Even if you do not have an answer at the moment, take a second to write a response letting the sender know you received their email. Inform the sender if their email was sent to the wrong recipient, too.

Don’t shoot from the lip.

Never send an angry email, or give a quick, flip response. Give your message some thoughtful consideration before sending it. If you feel angry, put your message into the ‘drafts’ folder, and review it again later when you are calmer and have time to formulate an appropriate response.

Do keep private material confidential.

It is far too easy to share emails, even inadvertently. If you have to share highly personal or confidential information, do so in person or over the phone. Ask permission before posting sensitive material either in the body of the email or in an attachment.

Don’t! overuse exclamation points.

Exclamation points and other indications of excitement such as emoticons, abbreviations like LOL, and all CAPITALS do not translate well in business communications. Leave them off unless you know the recipient extremely well. It’s also not professional to use a string of exclamation points!!

By following these 10 quick Email Etiquette Do’s and Don’ts , you can help reduce the chances of sending out Emails that are not needed, not properly organized, or that can result in confusion or miscommunication. It may take some practice to keep your emails professional and to the point, but you will look more polished and organized in the long run.

 

Rethinking Workplace Communication  

Research has shown that within one hour, people would forget   an average of 50 per cent of the information presented. Within 24 hours, they would forget an average of 70 per cent of new information, and within a month, 90 per cent of it.

Most corporate management training programs would train your employees for a duration of six hours only (One Day) in response to the investment that you make for upskilling your employees.

Advantages of weekly sessions on communication skills training to your employees over the traditional approach:

1) Training goes hand in hand with development. The more time is invested in developing the skill sets of  your employees, the faster they can acquire the necessary skills that will make them more efficient and productive at the workplace.

2) Better training effectiveness and a positive return on investment.

3) Duration of learning hours is longer as compared to One-Day program on Communication Skills which helps in deeper understanding of the modern concepts of communication which enables to measure the level of understanding between the multiple sessions conducted.

4) Keeping a record of learning progress thereby learning from the mistakes in the past session.

5) Man-hour productivity is maintained as employees are not engaged for the full day.

It is recommended to choose a training partner who can design your training plan that consists of two hours session weekly to be delivered in eight consecutive weeks. It would not replace existing methodologies but will enrich learners experience and increase the efficiency of training.

5 Tips to Work from Home More Effectively

How do we keep our work life separate from our home life Here’s how to work from home effectively.

Maintain a regular schedule

Start the day as you would if you worked in an office: Get up early, get dressed, and try to avoid online distractions once you sit down to work. If you have just started working from home  or you’ve been doing it for some time now, work on your slots to determine the best rhythm and pattern  for your day

Set clear boundaries

When you work at home, it’s easy to let your work life blur into your home life. One way to prevent  that is to set aside a separate space in your home for work.You also want to make sure your loved ones understand that even though you are at home, you are off limits during your scheduled work hours.

Take regular breaks

It may be tempting to work flat out, especially if you’re trying to prove that you’re productive at home. But it’s vital to  take regular ‘brain breaks”.It can be as simple as staring out the window or reading the newspaper or anything to give your brain an opportunity to briefly recuperate.

Stay connected

Prolonged isolation can lead to weakened productivity and motivation. So if you don’t have a job that requires face-time with others on a daily basis, you need to put in the extra effort to stay connected. Use online networking sites like LinkedIn to maintain connections with far-flung contacts.It’s critically important not just for your career, but for your psychological well-being as well.

Celebrate your wins

When you’re working on your own at home, staying motivated can be difficult, especially when distractions — Facebook, that pile of laundry, the closet that needs organizing — abound. Take some time at the end of the day to attend to the things that you got done instead of the things you didn’t get done. You might also keep a daily “personal tracker”  in which you reflect on that day’s events and note what you were able to check off your to-do list. The daily reminder of what you were able to finish will help create a virtuous cycle going forward.

Principles to Remember:

Do:

  • Make a schedule and stick to it
  • Focus on what you’ve accomplished at the end of each day to keep yourself motivated
  • Create a dedicated work space and let your family know that you are unavailable during work hours

Don’t:

  • Try to work all day without regular breaks — your productivity and motivation will suffer
  • Isolate yourself — go the extra mile to meet up with colleagues and peers to talk shop
  • Neglect to check in regularly with colleagues and bosses — it’s important to make yourself ‘visible’ even if you aren’t in the office.

 

How to Stop Making Bad Hiring Decisions

Sometimes, HR recruiters do make bad hiring decisions which bring along a few fatal repercussions. Every misfit hired leads to huge costs for the company in terms of salaries, other variables, induction training, on-the-job training, etc.So what makes you good at hiring? You need to know who you are as an organization, what you want from your employees, and what process determines if a candidate is a good fit.

Let’s take a look at how to hire right candidates and immediately put a full stop to making bad hiring decisions.

LOOK FOR THE INTANGIBLES

A candidate’s skill-set isn’t limited to their functional abilities. It also includes how good they are with regards to the interpersonal equation with colleagues and/or customers. Employers who don’t take soft skills such as leadership  and communication into account may set themselves up for a bad match.

AVOID THE HORNS AND HALO EFFECT

Halo Effect: If the first impression of a candidate is very positive, then interviewers  tends to ignore the negative characteristics in the person and concentrate only on the positives. They start seeing the person with a halo of the positive first impression. This has to be taken care of and should be avoided for better results.

Horn Effect: If the first impression of the candidate is negative, interviewers tend to ignore their positive characteristics and concentrate only on the negative ones. They see the person in the light of the negative first impression, thereby increasing the probability of not liking the person. If an interview starts with a negative statement from the interviewee, there is a higher chance of him being rejected.

WOO YOUR TOP CHOICES

Hiring works both ways – while you may be convinced with a candidate, are they convinced about you as well? It is important that you clearly state the pros of working with your organization. Preferably, align it to what they think is important to them as a professional. You must tell them ‘what’s in it for them’ with respect to the compensation structure, growth pattern, career advancement, and other significant opportunities in your organisation. Good candidates must be lured. If not, you may lose them to a competitor.

CHOOSE THE RIGHT EXECUTIVE SEARCH FIRM

An important step in choosing your perfect recruitment firm is to check their expertise. Search for and study their client list. If your staffing needs involve a specialization, it’s important that you partner with an agency that has expertise in that area. Whether you’re hiring in sales, administration, technology, or finance, there’s a recruitment agency that specializes in these skill sets. A specialized firm also tends to attract more qualified candidates than general firms, giving you better access to top talent. At the end of the day, the most important part of a recruitment agency is its candidate pool. The primary goal of a good agency is to match you with the best-suited candidates. Also ,pay special attention to their guarantee period and terms.