Company Culture Needs to Get Employees Through the Hard Times

Company Culture Needs to Get Employees Through the Hard Times

We spend a lot of time talking regarding the importance of making positive candidate expertise, therefore, folks can come back to figure for our firms. Then we have a tendency to point out making positive employee expertise, therefore people are engaged and productive. And we discuss the requirement for a positive company culture to retain employees.

All of these things are true. And we must do them all. But let’s be real, no matter what we do, every day will not be sunshine and roses. Sometimes organizations have tough days. They experience setbacks.

But when handled properly, its culture that can help companies push through the very events that threaten it. When neglected, though, the damage can be irreparable. Here are a few tips for maintaining culture when things go wrong

KEEP CUSTOMERS HAPPY

Preserving your corporate culture might seem like an internal affair, but you should never forget that the reason your business exists in the first place is to serve its customers. That fact can become a powerful rallying point for those within your organization during difficult periods.

As your employees: How can we continue to serve our customers despite what’s happened? Renewing your team’s sense of its mission under fire can have a ripple effect on the company culture. High customer retention is a sign that your employees are working together despite setbacks, which can be enormously affirming. Customer attrition, on the other hand, might cause team members to question themselves and one another

PROVIDE TRANSPARENCY

When it hits the fan, keeping quiet is one of the worst things leaders can do. It causes a rift between teams and their managers, and the effect on culture can be strangling. Don’t stay tight-lipped about what’s going on. Inform your employees of anything they may need to know in order to keep doing their jobs well and to prepare for any further shakeups to come.

Of course, if the information is confidential for any reason, it ought to stay that way. If that’s the case, it’s worth pointing out explicitly that that’s the reason you can’t share certain details. Maintaining transparency tells the team that management understands their responsibility in the matter and that they trust their staff enough to handle uncomfortable information. That trust is an indispensable tool for keeping culture on track in any situation, particularly when things go wrong.

COMMUNICATE, COMMUNICATE, COMMUNICATE

Transparency is all about communication, but you need to go further in times of strife. Don’t just keep the C-suite door open, so to speak–increase both the amount and kind of internal messaging according to the scope of the difficulties you’re facing. Things naturally get tense when the company turns in an unexpected direction, which has a terrible effect on communication.

TALK ONE-ON-ONE

If you have the resources, it might be worth having senior leaders hold one-on-one conversations with team members. Communication isn’t just a one-directional thing in times of crisis. You also need to listen. Let your employees speak freely and comfortably about the issues facing the company. That tells each person on an individual level that their input means something. It can even yield potential solutions to the problems at hand.

Most important, though, one-on-one conversations during tough times helps bring your employees together, showing them that the organization substantively values their opinion, rather than just paying lip service. These chats don’t need to be solemn meetings, either. Simply catching up for a few minutes can work wonders for company cultures that are going through tough times.

One great example of a positive company culture comes from Pragna. This fast-growing company believes that the most important ingredient to success is positive company culture. Pragna promotes a positive corporate culture by offering special perks that help boost positivity and morale throughout the company.

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Are Employees Underperforming? 5 Tips to turn around an Underperforming Employee.

Are Employees Underperforming? 5 Tips to turn around an Underperforming Employee.

Think of your office as a rowing crew. As the workplace coxswain or person in command, it’s your responsibility to spot underperforming staff on your boat and facilitate them out of their slump. After all, it takes multiple oars to reach the finish line. When any member fails to drag his or her weight, it drags down the complete team’s performance.

If you’re in a management position for long enough, at some point, you’re probably to encounter an employee whose Performance isn’t up to mark. While you may be tempted to ignore the problem and hope it goes away, it is more likely that the problem will only get worse. An underperforming worker will have a negative upshot effect on the rest of the alternative staff because other employees are forced to choose up the slack. This can cause everything from feelings of resentment to burnout to high turnover.

The next time you’re feeling your team going adrift due to an underperforming employee, try these five steps to turn things around and boost productivity.

Address the problem immediately

Approach an underperforming worker immediately, therefore, you’ll discuss the poor performance and set a corrective course ASAP. But you need to be tactful. You don’t wish to launch right into a listing of things the executive skilled is doing wrong. Otherwise, your worker can become defensive quickly away and tune you out. When it involves this first spoken conversation, the additional constructive your criticism is, the better.

Explain that you simply have determined a decline in work quality and raise if there’s one thing happening. Listen for cues about interpersonal conflicts that might be hindering the worker. Perhaps he or she feels further training is needed to perform well in the role. Or there may be issues outside of work. Make sure you reiterate, and that the person grasps, the full scope of their responsibilities and expectations for the position.

Timing Is Everything

Try not to reprimand an employee in the heat of the moment, when you’re more likely to say something you’ll later regret. Once you’ve given yourself time to cool down off, schedule a one-on-one meeting with the employee. Be ready to have a two-way conversation that allows your employee to explain his or her side of the situation.

Be specific

Instead of simply speaking in broad terms, be as specific regarding the performance issue as you can; be ready with notes or documentation specifically wherever the performance drawback lies. If the problem is targets connected, have your figures prepared. If the employee incompliant with company policy, have the policy available.

The discussion ought to leave completely no area for mistake. You should be causation a transparent message and explaining your expectations during a method that’s simply understood

Let them know you’re on their side

Discussing employees’ underperformance could be necessary to opening move to firing them. They know these as well as you do. So after you sit somebody right down to tell them there’s a drawback with however they’re doing their job, that person might don’t have any plans whether or not you genuinely wish to help or are simply gathering ammunition.

Make your smart intentions as clear as you’ll with phrases like “We can get through this,” or “We can notice the way to beat this.

Encourage a sense of ownership

Many staff isn’t simply “earning a paycheck” and don’t have any real excitement regarding the corporate, its vision, or its opportunities— or do they see themselves as an integral part of the enterprise.

Performance reviews, training, and mentoring can help an employee see that their job is important and that their contribution is valued—helping to build a “sense of ownership”—but there also needs to be a cooperative, “we’re tried together” philosophy that’s perceivable throughout the corporate, starting at the top.

With underperforming employees, the spark to motivate positive change is often simply an attitude adjustment, so work hard to get them to see that their success and the company’s success are intertwined. Do this with respect and with a real plea for them to require “ownership” of their role within the company, and you’ll be afraid at the performance turnaround.

Conclusion

A good leader knows when to pause and change the gear for better functionality. So next time when you come across an underperforming employee, spend some time to find the root cause of their underperformance and implement the above-discussed suggestions to boost up their morale and productivity.

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10 Resume Writing Tips to help you land a Job

10 Resume Writing Tips to help you land a Job

When you haven’t updated your resume in a while, it can be difficult to understand where to begin. What experiences and accomplishments must you include for the job roles you’ve got your eye on? What new resume rules and trends must be following? And seriously, one page or two?

Employers use resumes throughout the hiring method to learn more about applicants and whether or not they may well be a good fit. Your resume ought to be simple to read, summarize your accomplishments and skills, and highlight relevant expertise.

Well, search no more: We’ve compiled all the resume recommendations you wish into one place. Read on for tips and tricks that’ll confirm you craft a winning resume—and assist you land employment.

1. Look for keywords in the job postings

The best place to start when getting to put in writing a resume is to rigorously read the job postings that interest you. As you apply for various jobs, you should study each job description for keywords that show what the employer is trying to find in a perfect candidate. Include those keywords in your resume where relevant.

For example, if you’re applying for a job as a Medical Billing Coder, an employer might list keywords such as “coding”, “claims submission,” “compliance,” or “AR management” in the job description. Pay specific attention to something listed within the sections tagged “Requirements” or “Qualifications.” If you have the skills that employers are looking for, you can add these same terms to your resume in the expertise or skills sections.

2. Put the Best Stuff “Above the Fold”

In promoting speak, “above the fold” refers to what you see on the front half of a rolled newspaper (or, within the digital age, before you scroll down on a website), however basically, it’s your 1st impression of a document. In resume-speak, it suggests that you must confirm your best experiences are visible on the highest third of your resume. This top section is what the hiring manager is going to see first—and what will serve as a hook for someone to keep on reading. So target on putting your best, most relevant experiences fir

3. Choose a Basic Font

When formatting your resume, use a basic font that is simple to read, both for hiring managers and for applicant management systems. Google also favors the simple over the complex. Many fonts build your resume clear and simple to read whereas holding your individual style.

4. Include Contact Information, With a Caveat

Include all your contact information so that employers can easily get in touch with you. Give your full name, street address, city, state, zip code, phone number, and email address. If you’ve got a LinkedIn profile or skilled website, include those links as additional. Under some circumstances, you might want not want to include your entire mailing address, but it is generally a good practice to do so.

5. Move your education under work experience.

Unless you’re a recent college graduate, move your education towards the bottom of the resume. Why? Employers typically care additional concerning about work expertise, connected technical skills and evidenced success/results over education. And yes, that means if you went to an Ivy League school, you should put that the same place as the professional who went the two-year degree or four-year public school route.

6. Keep it fresh.

Document your career successes and achievements over time. The Recruiter.com article expressed, “Every few months, you should take a second to tweak and update your resume. It’s good to keep it current, even if you don’t actively job searching—you never know when you’ll need it for a promotion or volunteer opportunity.”

7. Back up your qualities and strengths

Instead of making a long (and boring) list with all of your qualities (e.g., disciplined, creative, problem solver) tries to attach them with world and work experiences. In different words, you would like to back these qualities and strengths up, else it’ll seem that you’re just attempting to inflate things.

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5 Recruitment Trends That Impact Your Time To Hire

5 Recruitment Trends That Impact Your Time To Hire

Hiring talent has become highly transactional. The candidate searches, the endless planning, and therefore the repetitive screening are inefficient and mind-numbing for Recruitment Trends. It’s time for a brand new era of recruiting that focuses on the additional gratifying components of the job — the human part, the strategic part.

And the lowest unemployment numbers recorded in decades are impacting those trying to recruit the most effective and brightest and forcing them to undertake new concepts once it involves hiring.

Here are a few recruitment trends impacting hiring and how they can impact you:

Diversity is the new global mindset

78% of talent professionals and hiring managers say that diversity is one of the high recruitment trends impacting however they hire.

Diversity used to be a box that the organization checked. But today, diversity is directly tied to organizational culture and financial performance. Our data shows that 78% of organizations prioritize diversity to improve culture and 62% do so to boost financial performance.

Key forces are at play here: ever-changing demographics are diversifying our communities, shrinking talent pools for companies that don’t adapt. Growing proof that diverse group is additional productive, additional innovative, and more engaged also makes it hard to ignore.

Encouraging a candidate to accept a job offer

During an associate degree, candidates would accept almost any job offer. However, within the market during which candidates receive various offers, the recruitment process changes dramatically. This means that the main focus can shift to grabbing offers in terms of remuneration packages, as well as to individual criteria of a particular candidate.

Social network pages will replace CVs

The reality is that only a few candidates have time to update their resume. And whereas you’re utilized, you are doing not update it in the least. It seems that it’s not impossible to become a candidate in principle until you update and send out a current resume. However, these days in place of a resume, it’s enough to appear through profiles on LinkedIn and realize open vacancies. LinkedIn profiles are typically a lot of specific than a resume, and they are viewed by an outsized variety of people.

Employee referrals

Employee referral programs are definitively one among the foremost productive ways that hiring talent and filling open positions. Employee referrals should never stop. Referrals offer quality hire, not as results they recognize someone; however as a result of the most effective worker will usually even outperform recruiters in building relationships, evaluating and selling extremely qualified professionals who are not active in the labor market. In top companies, more than 50% of employees are hired through a referral program

That being aforementioned, we tend to put employee referrals to our list of best recruitment trends for 2021!

Artificial Intelligence is becoming your secret workhorse as a part of Recruitment Trends

Admittedly, this can be one in each of the trends that everyone talks regarding however only very few organizations or professionals understand its impact or what it really means.

The truth is that Artificial Intelligence (AI) has taken a powerful foothold in recruiting and can possibly still continue to take over a number of the repetitive aspects of your job. For example, there’s already software (including LinkedIn Recruiter) that permits you to modify candidate searches and quickly notice prospects that match your criteria. Other technology will assist you screen these candidates before you even speak to them. Chabot’s will reply to candidate queries thus you don’t need to.

Multiply the effects of these examples and the time savings is huge. For the more additional advance aspects of your job — engaging and interviewing candidates — it’s no surprise that AI is seen as less useful.

The HR and recruitment field is evolving every day and with a global workforce transforming, it is time to elevate your company’s recruitment strategy to a whole new level this year.

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5 ways Candidates will influence Recruitment in 2019

5 ways Candidates will influence Recruitment in 2019

In 2011, only 54% of recruiters believed we have a tendency to be heading towards a candidate-driven job market. The time (and the numbers) has changed, and today, 90% recruiters agree on the crucial role of candidates in any hiring plan.

A candidate’s opinions of your organization are going to be formed nearly entirely by the recruitment method. Consider their first initial point with your company as a primary date. While it’s crucial for the candidate to sweep the recruiter off their feet, recruiters usually forget however it’s is necessary for them to make a positive impression in favor of the organization.

After a nasty candidate experience, 72% of job seekers report sharing their encounters online. This alone will severely diminish an organization’s complete equity and stop future candidates from considering them as employers. In fact, 55% of job seekers report avoiding bound corporations when reading negative reviews.

Every interaction with a candidate sends a transparent message concerning the organization. Let’s examine some common enlisting mistakes, and also the message they send to smart candidates that may scare them away.

We explore the reasons behind this shift and share five trends in recruitment for 2019.

#1 The Rise of the Employer Brand

Studies by LinkedIn show that over half of job seekers conduct thorough research about a brand before applying. Now, for SMBs this could be a challenge — mid to large-scale companies have an established online presence and even word-of-mouth repute, small employers risk coming off as unfamiliar and uncertain. In 2019, this section can invest heavily in employer branding initiatives so as to draw in high talent.

“To build a strong brand, CHROs must have a dedicated tech team focused just on HR technology. Employer brands are maintained on the underlying technology that supports their initiatives. The Best practice is to have the tech team report to HR, not to IT. Technology moves quickly, so having experts focused solely on HR’s direction and initiatives are imperative. CHROs must be ahead of changing technology.

#2 It’s Social All the Way

2019 is a generation that’s grown up online, using social media to shop, ask for recommendations, and even job hunt. While social recruiting gained plenty of momentum in 2018, next year it’ll be a must-have. Further, in a candidate-driven job market, social media may be a bigger game changer holder recruiters realize and connect with passive talent.

#3 Drawing out the recruitment process

The interview method can be lengthily based on companies hiring policies. The overall method can take an average of 23.7 days. While a good candidate may be considering your organization, they’re likely possible considering different companies as well. By drawing out your process, you are communicating to a good candidate that not only is you still not sure about them, but they might not be your top pick. As a result, sensible candidates could withdraw themselves from the pool. Having multiple screening ways beyond the interview (IQ tests, presentations, panel interviews, etc.) also slows down the process and build more hurdles that scare candidates away.

Eliminate any uncalled steps or meetings, and make an offer as quickly as potential. Remember, if you string candidates on and treat them poorly, they’re going to possibly share their experience on sites like Glassdoor, thus communicate transparently and regularly.

#4 Proactive Recruitment Marketing Strategies

Recruitment promoting has been around for a minute, however specific campaigns are typically connected to a forthcoming hiring event, a spike in attrition, or seasonal shifts. In other words, it is reactive in nature. In 2019, this is poised to change with recruiters investing in solutions or partnering with agencies, helping create a continuous conversation around the company — and thereby boost candidate interest levels. There are already a number of recruitment marketing tools available like LinkedIn Talent Solutions or Breezy HR, and more will join the list in 2019.

#5 Forgetting to sell the company and opportunity

Finally, keep in mind that as a recruiter, you’re attempting to sell a candidate on your organization. It’s necessary to be clear about the realities of the job. It’s also crucial to share positive information about the culture, highlight their growth potential, and always ensure the candidate is completely informed of all aspects of the role they are interviewing for. Like in any sales cycle, you must close the positions!

Losing sensible candidates to a bad recruitment process will solely harm your talent pipeline however can influence how candidate interact with your brand and products at the end of the day. The best candidates perceive that interviewing could be a two-way street, this information should be shared each way, and candidates should be treated with respect and value!

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How AI can eliminate Bias in Hiring?

How AI can eliminate Bias in Hiring?

Hiring the best talent is one of the most important key for any successful business but it isn’t easy. Over time, the recruitment process has become advanced. The search for good candidates has never stopped. So, to keep up the pace companies are developing and implementing various new ways to improve their hiring process.

Recruitment was considered to be solely dependent on humans but with the introduction of Artificial Intelligence, AI many of us feared to be losing out our jobs. It’s true that AI would replace many of human driven jobs but need of human supervision will still exist. In fact, AI would save a lot of our time which was spent on doing repetitive tasks which now can be used wisely in building humanly relationship with candidates. Henceforth making the whole recruitment process easier and quicker.

Artificial Intelligence can help us overcome biases to make meaningful and data driven decisions. But to eliminate recruiting or interviewing biases we need to understand or identify the biases. Biases can be of many types but one of the most problematic and common one is unconscious bias as we are not aware of it. We tend to make opinion about candidates even before interviewing them just by going through there resume. A candidate who attended a reputed college is not always the right fit. And sometimes we tend to judge a candidate by his physical appearance. His visible tattoos or scars should not be a parameter to question his job suitability. We tend to select applicants who are like minded to us. And sometime we offer a candidate just because out sixth sense or intuition approves it.

Hiring managers should work to revamp their hiring program to remove all visible and hidden bias. Artificial Intelligence has the potential to do this. AI can be used progressively in all stages of hiring that is from resume screening, candidate acquisition to employee engagement and retention.

Artificial Intelligence can help reduce the diversity gap.  But there are few drawbacks to AI: It tends to mimics human behaviour. Whatever is put into it gives out similar results.  A vast amount of data and information is available so AI picks up the most usual trends like it chooses men over women for tech positions, education qualification over skill set. So intensive care must be taken while writing algorithms to design your AI tool.

This doesn’t mean that AI doesn’t have any future in recruitment. It just means we need to teach AI what we don’t accept it to do. By learning AI can definitely promote diversity by reducing bias. It can help save time by responding to job applicants who fit in the set criteria and also can help resolving applicant’s queries. It can also help detect and analyse attrition patterns.

In conclusion, Artificial Intelligence can help us in lot many ways. It should be accepted and utilized positively and to be considered as something which will take our jobs. It doesn’t inhibit equality. It is easier to remove biases from AI than from humans, so ultimately it has the potential to build an equitable and diverse workplace.

In the near future, existing recruitment system would be more AI driven then now which is data driven as it will be able to find quality candidates in a blink and fill positions easily.

Pragna has been leveraging the AI technology for RPO in the recent times to eliminate bias hiring. AI has undoubtedly and seamlessly done an exemplary job at eliminating bias when it comes to recruitment processes.

Pragna’s AI enabled staffing managers and leaders to attract, retain and inspire the competent manpower which has lead to the success and growth of out Esteemed customers

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