by Raghu Nandhan | Jun 26, 2019 | Blog, Industry Trends
Remember how you felt going to work on the first day of your new job – Excited, Eager and Ready to get started, right?
It is the responsibility of the HR, IT and Facilities team to make sure everything is ready – right from the work station, ID cards, network access and more. To get all these, there are usually a lot of backend processes that take place. This often causes the unnecessary delay and interferes with the productivity of the teams involved.
It is time to hit refresh on these Onboarding Trends!
Onboarding is the integration process used to ensure a smooth transition of new employees into their roles and the organization. It is more than just providing new employee orientation.
It’s the role of onboarding to help new employees welcome and get them prepared for their jobs, and to successfully contribute to organization’s mission, vision and values.
Here are 3 Employee Onboarding rules essential to the immigration and smooth transition of employees into their roles and to the organization;
- Have a plan and follow it
- Commit to 365 days
- Checklist – Build great resources
Let’s take a look at each rule in more detail and explore some tips and tricks for each.
1. Have a Plan and follow it:
Organizations must invest the time, energy and resources necessary to create an Onboarding experience.
Create a plan using the Three C’s of Onboarding:
- Clarify policy, expectations and how the employee’s work adds value to the organization.
- Help employees navigate culture, providing a sense of values, norms and unique language
- Make connections by fostering interpersonal and organizational relationships for the new employee.
This strategic approach requires HR professionals to deliver onboarding experience and support managers in doing the same.
2. Commit to 365 days
Onboarding is so much more than a day one orientation session.
Understanding in organization is associated with the employee commitment, satisfaction and engagement.
So use milestones such as 30,60,90 and 120 days on the job, and up to one year from day one to facilitate experiences and check in with your employee.
Onboarding best practices:
- Have everything ready.
- Make the first day on the job special
- Use a formal new employee orientation session
- Develop a written onboarding plan
- Consistently implement
Be crystal clear about objectives, roles and responsibilities.
3. Checklist– Build great resources
A checklist provides the road-map for the onboarding journey. HR professionals must provide for the understanding and support of the new employee and the manager.
It helps in ensuring consistent onboarding experiences.
Let’s take a look at 3 critical areas to cover in your onboarding checklist:
Before arrival of the new employee (Pre-boarding):
- Have all paperwork ready
- Have an on-the-job training and work plan ready
- Have the employees workstation ready and waiting to hit the ground running
- Create a what-you-need-to-know list – (tools used for the job, programs used to communicate with the teams, etc.
Day One for the new employee:
- Let them in on what’s going in the organization
- Lay out your expectations
- Impart your company culture
- Have projects or training programs, ready for them to work on.
- Remember to have someone they can go to with questions.
First whole year of the new employee
- Help them build a foundation in the organization
- Socially integrate into the team and the organization
- Build engagement and commitment through intentional experiences that meet their needs
- Conclude by recognizing their year one milestone
Follow these 3 simple rules of onboarding to create experiences that integrate and build connections between employees work and the organization’s mission
Joining a new company for hopefully be a long-term and mutually beneficial partnership is a critical first step in your employee’s career with your organization. Plan it with care so it’s a smooth and comfortable experience and watch -you, your employee and your company flourish!
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by Raghu Nandhan | Jun 14, 2019 | Blog, Employee Engagement
We all know about brand ambassadors or at least we’ve all heard about “influencers” on social media who are being paid to endorse or promote anything let it be a product or service. What about employer brand ambassadors? Are you aware of this term? This is a largely unused marketing opportunity just waiting to be tapped into.
Before we get into our list of top tips for converting your employees into brand ambassadors for your recruitment marketing efforts, a quick dive into the idea behind the title, Brand Ambassador. Great commercials, strong PR, vivid social media strategy all warrant effort when building your company’s brand. But you would definitely agree that an army of loyal employees living and breathing your brand are best PRs. You know the type – folks with enthusiasm bursting from their veins–talking about your products and services with their friends at every place possible.
Here are tips and strategies you can use to motivate your staffers to be positively vocal about your brand:
Encourage to use social media:
No one wants to feel like their employer is watching over their shoulder, waiting to catch them sharing something on social media that shouldn’t be shared. You need to create a culture within your company that is supportive of employee engagement on social media.
Organize employee events:
Events and company outings are a great way to treat employees to activities they might not experience otherwise. Unconventional team-building give employees the opportunity to get outside of their comfort zone, get to know each other and get invested in the company culture. And it’s quite obvious, fun work-sponsored events are incredibly the best to be posted on social media platforms like Instagram.
- Communicate: Once you have a handle on your reputation, it’s time to start recruiting those brand ambassadors. Do you have a product launch coming up? Be sure everyone knows all there is to know about the updates being released, or the newest feature set of your whizz-bang, world-changing widget. That way they’ll be ready to toot their own horns about the part they played in bringing it to fruition.
- Allow Them To Be The Hero: There’s nothing more frustrating to a frontline employee than when an executive swoops in and does EXACTLY what they would have done, but their hands were tied. Executives chalk this up to a common sense that apparently they think they have, but I’ve met many who question whether anyone they’ve hired to service their customers could possibly be that astute. Give your employees a few opportunities (at least) to do what you would do in such circumstances. Can you imagine what would happen if you could replicate that level of prudence and critical thinking?
- Encourage participation: One way to maintain a sustainable, meaningful employee advocacy program is on incentives. Perks or swag can certainly keep people interested. Try weekly or monthly contests or giveaways. These types of activities keep your employees engaged, informed, interested and motivated too. So make your contests fun and compelling.
- Make it easy to share: Create a weekly email that includes all shareable content (news, blog articles, photos, videos, etc.) that employees can share. This will ensure your employees are sharing the news that is timely and accurate. Encourage employees to follow, like and share the company’s social media updates.
- Identify Ambition and Ability: Social media is still a bit of a frontier field; its exact boundaries are undefined and professional progression within the industry has yet to calcify into anything resembling the predictable paths of more traditional careers. Its connoisseurs are not necessarily degrees holders, because degrees are often obsolete before graduation, due to the fast-changing nature of the industry.
Often times, the top experts in social media are not the ones who went out of their way to pursue that career, but rather those who sort of just discovered a talent and stumbled into it. For all you know, your business might be housing a social media megastar in the making. All that’s needed is to identify ambition and encourage engagement.
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by Raghu Nandhan | May 31, 2019 | Blog, Industry Trends, Recruitment Technology
The Internet of Things is called “the mother of all infrastructures” and it’s a revolution that has arrived and is no longer just a niche solution for a handful of businesses however a core technology that is basically reworking how we work and live. And apparently, it’s encouraging a whole new computing model known as Edge Computing, which promises to forever alter how businesses interact with the physical world.
Edge computing refers to processing power at the sting of the network, nearer to the supply of knowledge. With edge computing, every new generation device like a smartphone, various kinds of sensor, robots or other intelligent device takes some of the data processing performed by the cloud and packages it up for processing and analyzing at the edge.
Several factors are fueling the expansion of edge computing. As the price of sensors and processors decreases, the quantity of intelligent devices has been skyrocketing. By 2020, it’s foreseen that 50 billion things are going to be connected to the Internet. These devices can send trillions of messages-exponentially increasing hundreds across the network additionally because of the amount of knowledge which will become insights.
What is Edge Computing?
Edge computing refers to a network that advocates decentralized processing power. It allows data processing at the edge of a network rather than holding that processing power during a cloud or a central information warehouse. The name “edge” in edge computing indicates that it processes data at the source or the point at which traffic enters or exits the network.
Edge computing allows data generated by devices to be processed closer to its source instead of sending it across storage networks. This helps organizations to analyze the data in near real-time. So, in edge computing, data is processed by the connected device by itself or by a local server, rather than being transmitted to a data center. The local edge computing system can send daily reports to the central network instead of directing the data as soon as it’s generated.
Role of Edge Computing
The main role of edge computing is to ingest, store, filter, and send information to cloud systems. Edge computing becomes ideal in many circumstances. Edge computing reduces latency as a result of information doesn’t need to travel over a network to any information center. This is ideal for many industries such as financial services or manufacturing. Though the Internet of things is the key driver of edge computing, many other technologies and uses are accelerating the pace of adoption of the edge computing environment. It becomes an essential component of data-driven applications.
A valuable strategic advantage
As edge computing goes thought, it provides a major strategic benefit for a wide range of industries. Here are five ways that edge computing can remodel businesses within the close to future:
- Lowering Internet of things solution costs: Edge computing allows you to process and analyze-mission critical data closer to the device itself, reducing the amount of data that flows back and forth between the cloud and also the edge of the network. Businesses can select which services run at the edge and what data gets sent to the cloud, lowering the Internet of things solution costs and obtaining the most value from their overall Internet of things solution.
- Added security and compliance: Edge computing helps to address the security and compliance requirements that have prevented some industries from using the cloud. With edge computing, firms will filter sensitive personal info and process it regionally, causing the non-sensitive info to the cloud for the additional process.
- Faster response times: Without a round-trip to the cloud, data latency is reduced, lowering the time it takes to glean actionable insights from that data. In this manner, edge computing is poised to assist autonomous vehicles to avoid collisions, stop industrial plant operations before instrumentation fails and improve any scenario requiring instant analysis of knowledge.
- The dependable operation even with intermittent connectivity: Edge computing enables manufacturing equipment and other smart devices to operate without disruption even when they’re offline or Internet connectivity is intermittent. This makes it a perfect computing model for businesses that calculate the power to quickly analyze information in remote locations like ships, airplanes, and rural areas—for instance, detecting equipment failures even when it’s not connected to the cloud.
- Interoperability between new and legacy devices: Edge computing converts the communication protocols used by legacy devices into a language that modern smart devices and the cloud can understand, making it easier to connect legacy industrial equipment with the modern Internet of things platforms. As a result, businesses can get started with the internet of things without investing in expensive new equipment—and immediately capture advanced insights across their operations
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by Raghu Nandhan | May 28, 2019 | Blog, Employee Engagement
“Employee Engagement Definition”: Employee engagement is that the extents to that employee feel enthusiastic about their jobs, are committed to the organization, and place discretionary effort into their work.
And this can be the definition of happiness at work that we tend to use: Happiness at work is the extent to which employees feel smart regarding their jobs.
Just to make it clear: We think employee engagement is a useful concept and we are not arguing against it. We simply need to argue that of the two, it is rather more effective for an organization to target in creating their employees Happy than on creating them Engaged.
Here are the four main reasons why.
1: Happiness is easier to sell to employees
Whether you’re trying to make employee happiness or engagement, you would like your employees to be proactive partners within the method. This is not one thing you’ll do to them while not their active and willing participation or (even worse) against their will.
But seen from the employee side, it’s a way tougher sell. When a manager states that they want their employees to “be more engaged in their work” or “give more discretionary effort” it can easily come off as if they are easily demanding additional passion and work from individuals, while not giving something back.
2: Employee Engagement without happiness is untenable
A person can be incredibly passionate about their work and totally committed to the workplace, but still, be miserable at work this happens for instance when people are treated badly by their coworkers or manager or when they can’t do their job in a way that satisfies their own professional standards.
In this case, two things can happen:
The employee’s unhappiness will leech away any feeling of engagement, going away the person not caring regarding their work.
Or, even worse, the person remains engaged and sad – that end up in stress and burnout.
So although you would like to engage the workforce, you still need to focus on making them happy as a result of engagement without happiness is not sustainable.
3: What drives an employee to perform better and sustain happiness
What makes an efficient business within the same issue that makes an orchestra: People those that need to be there, who give everything they have, who are having a wonderful time doing it, whose eyes are shining, who are giving out energy to individual around them.
Furthermore, we all know from an outsized quantity of analysis that happy employees perform far better. In the workplace, we all know that happiness causes more-productive and more-creative employees.
If you recognize teacher, you recognize however careful they’re regarding using the word “causes.” During this case, we all know that happiness at work causes higher:
- Productivity – happy people get more work done with the same resources.
- Creativity – feeling good makes your mind more able to think of new ideas and approaches.
- Intrinsic motivation – happy people don’t need constant external motivators like bonuses or threats; they want to do good work.
- Loyalty – happy employees care about the company and stay longer in their jobs.
- Discretionary effort – employees who like their jobs go above and beyond for the customers, their co-workers, and the workplace.
4: Happiness causes engagement
You’ll notice that each loyalty and discretionary effort we tend to part of the definition of engagement that we give on top of
Of course, the results are circular and engagement and happiness can cause one another. But given the results on top as furthermore as the fact that engagement cannot last in the absence of happiness, it appears clear to me that happiness causes engagement more than engagement causes happiness.
The Upshot
Engagement could be a nice idea however ignoring employee happiness within the pursuit of engagement makes no sense. At the terribly least, sustainable engagement needs happiness at work, which means you can’t ignore the happiness side.
When do individuals feel “passionate regarding their work, committed to the workplace and provides discretionary effort?” When they’re happy at work! Last but not least- If you want engaged employees, focus on making them happy and engagement will follow.
When implemented properly, wellness can play a vital role in your employee engagement strategy. Healthy habits lead to increased happiness in the workplace, while engagement and happiness in the workplace improve physical and mental well-being. Employers will benefit from building upon the relationship between wellness and engagement. A happy and healthy employee will be your best employee!
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by Raghu Nandhan | May 17, 2019 | Blog, Offshore Recruitment
Ask any business owner, they’ve uttered those words at some stage and fully expect to say them again. Running a business can be a total rollercoaster and one of the hardest decisions a business owner needs to make is when and how to add to their team.
It won’t come as a shock to hear that the first sign you’re ready to outsource something from your to-do list is when you are ALWAYS busy. This is the perfect time to introduce a personal assistant or business manager. This type of work is perfectly suited for offshore recruiting in the form of a virtual assistant (VA).
Not doing the stuff you enjoy doing for offshore recruiting
There are times when all business owners find themselves wearing more hats than they should be. They know that they need help managing their business but don’t know where to start with finding help.
When someone starts a business they don’t realize that they’ll need to do more than providing the core business function that they think they’re great at. They’ll also need to be the marketing, sales, finance and HR departments.
When you’re wearing too many hats it’s easy to get disenchanted and feel like your business is more labor than love.
Costs getting out of control
Spiraling costs leading to a lack of profitability is the most common reason that businesses fail.
Employees can account for 70-80% of a business’s fixed costs. So, for a business in a financial crisis, downsizing their number of local employees can offer relief. But that’s not how Magnetic Alliance like to approach this subject because it’s better to address cost problems before they get out of control.
Bookkeeping, payroll, and data management are services every business requires that can be easily outsourced. Business owners often keep these functions in-house or, worse, do them after hours at the last minute. Because they’re procedural in nature and repeated often they’re easy functions to outsource, especially if it’s not a full-time job.
You don’t know where your next client is coming from
It’s no secret that if you don’t market your business you’ll find it hard to attract new customers. There are many options available to business owners in terms of how they market their business. Consequently, many business owners fall into the traps of inconsistency, ad hoc, and DIY.
Understanding how and where you’ll find your next client is critical for predictability and long-term growth.
Your business should have a well-developed marketing strategy that can be implemented with measurable results. You should also have a marketing budget that relates directly to your business income goals. If one or both of these things are missing then it’s time to look for outside help.
Customer satisfaction is starting to suffer
No business wants to experience a decline in customer satisfaction. For a business running at, or over, capacity customer satisfaction can take a sharp decline if you don’t have great systems in place. Emails slip through the cracks and calls go unanswered.
Delegation and automation can come to the rescue when you find yourself unable to keep up with all the work for offshore recruiting service. Amongst other things, a VA can help you out with inbox management, meaning you only have to personally reply to things that need your attention. A VA can also help out with calendar management and act as a gatekeeper for business-related calls.
Your business is transitioning from local to global and you need to be accessible 24/7
Whether you’re transitioning from local to global or just want to maintain best practice the reality is we live in a 24/7 world where people expect quick answers.
Whether you’re providing a product or a service there is little stopping you from making it available worldwide. However, 24/7 communication is critical to your success.
Obviously, you can’t be available in every time zone but a global support team can be. Staff can be hired to work night shift handling customer service inquiries in different time zones. Offshore recruiting is a perfect solution for companies who are building an international presence.
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by Raghu Nandhan | May 14, 2019 | Blog, Industry Trends
One of the fundamental principles of recruiting is that it’s a two-way decision. The candidate is selecting the company as much as the company is selecting the job seeker. And that selection process is getting more complex every day. Today’s candidates are doing their homework when it comes to the organizations they consider.
Part of that homework includes looking for information and recommendations from friends and colleagues. Which is why it’s no surprise that the most common source of hire remains employee referrals? However, technology is taking part in a large role also. Websites like Glassdoor, Indeed, and other social media platforms are popular places for candidates to research what’s being said about a company.
If job seekers are using multiple sources to make a decision about the company, then maybe organizations should consider the same thing. Collaborative hiring is the idea that the company would have multiple people involved in the hiring process, in addition to HR and the hiring manager. This “team” would include the other individuals – both inside and outside of their department – which the candidate would interact with most often.
5 Reasons to Consider Using Hiring Teams in Recruiting
1. You get more diversity in viewpoints-Hiring collaboratively will give diverse and wide-ranging perspectives on what your new role ought to look like, how potential candidates measure up to expectations, and what problems could occur in the future. This drastically decreases the chance of bad hires and ensures that any new hire will slot in well with the team culture. Hiring collaboratively also will inform your current team of the unbelievable price value added by a quality new hire.
2. The candidate gets realistic jobs preview-Let’s face it, sometimes the recruiter and the hiring managers can sugarcoat the job. Or leave something out. It’s not to trick a candidate. Recruiters and hiring manager don’t always do the job they’re hiring for so their impression of the work can be different. By including other people in the process, the candidate can get the “inside scoop” about the work.
3. Because more people are involved in the process, there’s more buy-into the candidate’s success. Occasionally, the company will hire someone that colleagues will not support. Behind the scenes, peers will say, “If we would have interviewed Leonard, we could have told the company he wasn’t a good fit.” Giving co-workers a chance to meet the candidate puts them in a position where they should support the final hiring decision.
4. The candidate has a larger informal network when they start. Every organization has unwritten rules. New hires don’t want to ask their boss or HR about these things. New hires need to have a network of people that they can ask “off the record” questions about policies or company culture. Some organizations are addressing this via a new hire buddy program. Consider including the buddy in the interview process.
5. The Company creates a greater opportunity for employee engagement. The last thing a company wants is to hire an employee and have them leave six months later. Having positive, trusting working relationships is the key to employee engagement, productivity, and retention. Collaborative hiring allows candidates to start building relationships with co-workers.
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