“Negativity is an addiction to the bleak shadow that lingers around every human form–you can transfigure negativity by turning it toward the light of your soul.” — John O’Donohue
You must be wondering what I mean by negative energy. Well, do you remember the day when your superior took the credit for the presentation that you had spent your whole night to prepare? Or, a public scolding from your superior embarrassing you in front of your colleagues?
There are more than a thousand similar circumstances you may have to face in your work life. These instances generate some anger, frustration, and a roadblock for your career. These are the negative energies we are talking about.
You may feel at times that you have been working hard that no one actually values. Know that you are not the only one who is feeling this way. But does that mean you cannot overcome this negative energy? You can. You must believe that you can do and ultimately leads towards success with Positive mindset .
Here are the simple ways how you can use these negative energies to pave the path for your success.
Give a comeback blow
Negative energies like anger and frustration can become your motivation to push yourself to blow a comeback. Put your heart and soul into the next project that comes on your way next.
“Be cautious with what you feed your mind and soul. Fuel yourself with positivity and let that fuel propel you into positive action.” — Steve Maraboli
Channeling your negative energy into the energy to become a better version of yourself is a wiser decision than just wasting your time drooling over the incident. Do not let emotions control your performance.
Modify your strategy
If you are stuck with some negative energies for some time, it is time to calm yourself down and rethink your ways. Every employee has their own strategy, and so do you. Channel your anger and frustration to rethink the strategy of success.
Instead of just shaming yourself for a wrong step, give yourself some time to figure out the right way to fix things or make them better. Remember, negativity is creativity if you choose the right attitude to deal with it.
Analyze and Persevere
Nothing comes in a silver spoon to you. You need to inculcate the virtue of perseverance if you want to achieve your ambitious goals. If you are frustrated about not getting a promotion, you may as well channelize your frustration to analyze what is it actually stopping you from receiving the promotion.
The reason can be a specific flaw that you have unintentionally repeated or a specific quality that one who got the promotion has, but you lack. Even though office politics is a real thing, you cannot always blame it for your frustration, anger, or any other negative energy.
“Make no mistake about it. Bad habits are called ‘bad’ for a reason. They kill our productivity and creativity. They slow us down. They hold us back from achieving our goals. And they’re detrimental to our health.” — John Rampton
It is essential to analyze yourself, the circumstances, and persevere with the best strategy to achieve your goals.
Final Thoughts
According to researches, almost 80% of employees feel stressed and frustrated in their jobs. But the other 20% know how to channel their negative energies to pave a path to their success.
Frustration, anger, stress, and embarrassment are common workplace negative energies that everyone has to deal with every day. Therefore, instead of just being stuck with the negative energies, go ahead, and motivate yourself to bring out the best version of yourself.
The first thing that comes to mind when we hear the term “Recruitment marketing” is probably various methods used to attract active and passive candidates to build a pipeline. It includes everything from your organization’s employer branding and job advertising to your candidate engagement and conversion strategies.
For few people this may seem like a lot to take in. But each and every step plays a significant role in creating an efficacious, well-rounded recruitment marketing approach for your business. It’s quite alike to how marketers engage and convert clients.
Let’s understand this whole process step by step. Recruitment marketing funnel consists of mainly four stages:
1. Entice
Top talent is not easy to find everywhere on the planet. Majority of candidates are passively, looking out for jobs. But passive candidates can quickly become active if they come across a right opportunity. They key to find passive candidates is by thinking and analyzing like them.
The major means to reach out to them should include both in-person networking combined with social media platforms like as LinkedIn, Twitter and Google+, Facebook etc.
One way could be to do job postings in similar LinkedIn Groups. To make great candidates to apply to your jobs, you should promote your company as a potential employer. Spotlighting your company’s success brings to attention the positives of your company. This branding can help get the term out about your company.
2. Engage
After evolving candidates interest next step should be to engage them. Tactics like providing a potential candidate with details that will boost his interest levels in your company. For this to be successful develop content that is logical and closely related to your employer branding campaign.
3. Convert
Your pitch is set, now it’s time to reel them in. Now that candidate has shown consistent interest in your company, it time to speak about your opening in detail and how it is different from other jobs in the market. Also you can provide more specific information about your company as a potential employer, the benefits, perks, compensation you offer and everything else an applicant needs to know before concluding and making a decision to apply.
4. Hire
This is the final step where the candidate is interviewed and hired. But an absurd interview process can turn down candidate’s interest. Simplify the hiring process short and simple starting from applying to job. Trim out any unnecessary qualification and application requirements, and provide them with all the juicy details of your offer.
One of the key components of victorious recruitment marketing is using the mindset of a marketer. That means approaching candidates not for their resumes; but as consumers that needs to be impressed, and won over. Because today’s candidates expect a lot more from the recruiting process.
To conclude job seeker’s are driving the job market. There are more job openings than potential applicants thus leaving more options for candidates to choose from. Candidates are more selective and resourceful; they tend to compare company’s strengths and weakness before applying to jobs. In this environment recruitment marketing is the only solution to excel.
A good marketing strategy enables recruiters to lure right candidates even before they submit an application and the hiring process is in full motion. Curated marketing efforts can help you find great hires quicker. Data driven reports can be used to track down the performance and make changes accordingly.
The process of making an employment offer to a candidate may seem a simple task at first glance. But do you know critical factors based on which applicants are weighing job offers. A recent study proves that salary isn’t the only factor that candidate looks for in a job offer.
The key to a creating a successful job offer extension is to consider it as a process that starts from the very second you start engaging a potential candidate. As employers, we all experienced that annoying feeling that comes along after finding a great candidate and rolling out a job offer and then the candidate reacting to it with unwillingness, taking too long to respond or even accepting a counter offer.
A compelling offer is anything that makes your organization and position stand above all other potential competitors in the market. Here are the tips to keep in mind while creating an offer that candidates just can’t resist:
Gather Information
This might seem simple, but it is one of the most commonly made mistake while making a job offer, lack of details and rolling out offer too early in the process. Most offer rejections happen just because hiring manager doesn’t know the candidate sufficiently. During the interviewing rounds, make a conscious effort to know the candidate well and note the key information points. A couple of must have notes is the candidate’s desired start date, financial outlooks, ability and willingness to commute to the office etc.
Apply the standard 10% rule
Generally, professionals expect a minimum of 10 to 15 percent increase in salary when they switch to new job. You noted down their present salary during the interview, so while making an offer keep this in mind that you will just get a tepid response if the amounts on table is less than 10 to 15 percent. But sometimes less salary can be compensated with additional bonus, healthcare, investment or lifestyle benefits, also highlighting your work culture, flexible work arrangements can act as a sweet topping on your offer which candidates just don’t want to miss.
Act Fast to Make an Offer
If you’ve made a decision and found your right fir then why wait? Time is always ticking on your head if you don’t act fast then you will miss out your found treasure, because in a down economy exceptional talent is rare. Reach out to candidate soon after they are interviewed and turn their interview anxiety into enthusiasm of cracking it successfully. This will ease the candidate’s stress during the post-interview waiting period. While informing the candidate don’t forget to mention how he was best among the whole lot of other candidates, show that you are thrilled to make them a part of your team.
Follow Up in Writing
Most important, many candidates don’t believe an offer to be real until it’s sent in writing. Then put your words in an email or letter. Clearly lay out all the elements in the offer letter including job title, base salary, benefits, vacation, holidays, perks, etc. Once the offer is sent to the candidate, don’t forget to follow up at least once a week until the start date. The risk of candidate backing out last minute is slightly high if the time period between acceptance and start is longer.
Set a deadline
Make sure to you set a deadline for the candidate to accept the offer. A three-day deadline is typical but if the candidate takes too long to respond then its not a good sign. Follow up again and ask the right questions to discover if you still can expect a positive response or candidate has made other plans in mind to do offer shopping.
Finding the right candidate in today’s competitive employment market is tough, you should be prepared to entice top talent at all levels in the recruitment cycle. And when you found the perfect fit for your job opening don’t risk losing out on them. Streamlined job offer process is one of the most important steps which includes designing a well-tailored offer letter that address the candidate’s needs, wants and pain points and is just too irresistible. The above discussed tips will definitely help you make a compelling and effective job offer and results in positive experiences that compel best talent to join your company.
“When you hire people that are smarter than you are, you prove that you are smarter than they are.” — R.H. Grant
Talent acquisition is the talk of the hour in the recruitment industry. Amidst several requirements, innovation and lateral thinking are something you invest in when you opt for quality hires. As a recruiter, it is essential to judge if the candidate you are interviewing has the potential to step up with his own ideas.
If you are hiring smart people, you are paying them for their innovation. But if your hire has the mindset of just following the superior’s orders, you have hired a wrong candidate. Smart people are not to be taught how to do their work. Instead, you can have their out-of-the box ideas to grow your business.
When investing in top tier talents, do not forget to tick the innovation checkbox if you want a sustainable solution for your organization.
How is innovation the key to success?
Innovation can evidently become a competitive advantage for your company in this cut-throat era. It is essential to ensure that your talent acquisition strategies understand the importance of innovation. Here is how innovation can help your organization to stand out in the crowded talent space.
Perspective: If you are allowing your employees to share their ideas, you can figure out how you can do the same thing in 1000 in other ways. Indeed, you can crack the nut that seemed hard enough earlier.
Area of improvement: Innovation moves your organization towards improvement. Knowing where and how to use innovation is essential if you are looking for sustainable growth.
Identify weakness: It is the innovation that can expose the weakness of any strategy and tell you how to make that strategy fool-proof. If your employees stick their necks to the desk and follow your orders only, no one will ever tell you about a minor error that can be a backfire later.
Competitive advantage: Innovation can actually take you two steps ahead of your competitor. Be it figuring out your competitor’s next move or independently designing a strategy to beat them; you cannot do it without innovative employees.
Why opt for innovative talents?
If you are paying your employees, it is not just for the paperwork they do. When hiring top talents, you count on their contribution to the growth of the company. That is only possible if they can think, unlike you, with adequate reasons.
High-performance is undoubtedly on the top priorities of quality hires. But if you need to tell them what to do every time, do you think you have invested in the right place? Innovation opens up a broad scope of opportunities for your company. Therefore, if you are using your authority to curb it, you are actually harming your organization.
Investing in innovative talents ensures that you have made a smart choice for your organization.
Is investment in innovation overhyped?
Never. If you have innovative minds working for you, you can expect breakthroughs are on the way. Moreover, you can just avoid the hassle of passing orders on how to do and what to do on a project. Moreover, if you value your employees’ ideas, you also get the result in retention rates.
How to bring out innovation?
An innovative mind can be overburdened and destroyed if the superiors always practice their authorization rights. Therefore, it is essential to educate your managers on how not to say a straight ‘no’ to every idea that counters their ideas.
When a new employee enters a company with innovative ideas, you must teach them how to pitch it and where to pitch it. Brainstorming sessions not only bind your employees as a team but also ensures the exchange of ideas to figure out the best solution.
One thing that you must ensure is that a failure of a new idea does not become a barrier to the employee’s participation in any discussion.
The Bottom Line
“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” — Steve Jobs
The contribution of innovation is undeniable in any success. A sustainable business plan is actually based on innovation. Therefore, undermining innovation in your recruitment process can be a grave mistake that you should avoid.
Pragna is a competent recruitment solution for hiring the most innovative minds in the market. With us, you can definitely get access to quality hires. To know more about our services, please check our website.
Do not hire a man who does your work for money, but him who does it for the love of it.” – Henry David Thoreau.
In the recruitment industry, competition has always been acquiring the top tier talents. In most cases, the recruiter hires the candidate having a resume brimming with skill sets. But does that fulfill the intrinsic needs of the organization? The degrees on the resume do speak of the hard skills of the candidate, but the soft skills like effective communication, team spirit, etc. cannot be assessed just by going through a resume.
The right mindset plays a crucial role when you look for quality hires. Employees having the appropriate skill sets along with the right mindset ensures the sustainability and growth of the organization.
Skillset vs. Mindset
If there are 100 candidates, 75 of them will have the right skill sets. But if you are looking for 5 quality hires, how will you assess the candidates? Out of these 75 candidates, 25 are top graduates. If you want to ensure quality hires, you must check out which of the 25 candidates have the right mindset that can actually lead to your company’s growth. In this cut-throat competition, you will always find a large number of people who have the right skill sets.
But why is the right mindset essential for growth?
A candidate having good communication skill ensures smooth execution of operations
The flexibility of employees ensures better team performance
Commitment to deadlines is crucial virtue that cannot be taught
Loyalty to the organization can save your back in the worst situation
An improved working environment guarantees better productivity
How to ensure quality hires with the right mindset?
Skills can be taught, but the mindset of employees cannot be mold. The expression of mindset is through the attitude. Therefore, when a recruiter is looking for the right mindset, the candidate must be analyzed based on his/ her attitude.
Assess the candidate’s interest to engage
Indeed, you will be greeted with an obligatory smile when you are interviewing someone for a job. But what makes the difference between a candidate with the right mindset to stand out in the crowd is his/her attitude towards the interview and company. Therefore, as a recruiter, always check if the candidate is interested in engaging himself.
Check if the candidate’s goal aligns with that of the company’s
If you want your hires to vouch for the substantiality, in the long run, make sure you do not hire the one who just performs his tasks to just earn money without any interest in the company’s goal. In talent acquisition, it is essential to make quality hires whose goals align with the company’s agenda. Surely, a candidate with the right mindset and attitude can work whole-heartedly for the organization without just limiting his thoughts to his salary.
Background check with the candidate’s previous company
A background check is usually a routine thing while recruiting. However, instead of just viewing the company’s name, it’s always better to inquire about the candidate from the company. This will surely provide you a clearer vision of the candidate’s mindset and attitude.
Stress tests
Stress tests have been neglected even though it comes as a significant step in the selection process. It is under real stress that people show their true colors. As a recruiter, you can get a glimpse of how the candidate reacts. Indeed stress tests help you assess the mindset and attitude.
Final Thoughts
Talent acquisition in the recruitment industry is challenging, especially if you are looking for quality hires with the perfect blend of the right skills and right mindset. It is essential to ensure that every employee has the right attitude and frame of mind to help organization grow. Recruiters have to be tactical to ensure that every hire does have the right attitude and mindset along with required skillset.
“Attitude is more important than the past, than education, than money, than circumstances, than what people do or say. It is more important than appearance, giftedness, or skill.” W. C. Fields
Pragna offers you the best assistance when it comes to recruiting the perfect blend of skills and mindset. Our comprehensive selection and recruitment process ensure that every hire is a quality hire for your company. For more information please visit our website www.pragna.net.
