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6 Qualities of a Smart Intern

July 31, 2015 in Services

6 Qualities of a Smart Intern

Congratulations on securing an internship! Now, to impress your employers and to make the experience really fulfilling, you ought to know and practice certain things that will truly differentiate you from your peers.

Here are six qualities that you, as a smart intern, must possess that will make you even smarter:

1. Inquisitiveness

A clever intern makes the most of the provided opportunity by being positively inquisitive. This means that you should invariably ask questions about your work, the operating procedures, and the company’s policies.

Asking the right questions periodically shows that you are exceedingly involved in your work, interested about the company, and eager to deliver better results. This practice will also help you avoid serious errors if you are unsure of a certain rule or procedure.

2. Proactive Nature

As a fresh intern, you would do well to act proactively and show resolve in accepting new job assignments. This attribute also connotes that you attempt to solve problems by all means possible and not get disheartened if an approach fails.

Taking initiative will benefit you greatly as the management will reward you with exciting work, heightened perquisites, and more recognition. You’ll also gain confidence, knowledge, and considerable job proficiency.

3. Showing Respect  

Many a time, interns who are exceptionally qualified acquire a superiority complex and tend to treat office personnel poorly. As a smart intern, you know these would be huge errors!

Hence, you must always be humble and nice to people around you at workplace. Showing respect, exuding friendliness, and being conscious of others’ thoughts will highlight your positive approach and indeed make you a popular personality.

4. Professionalism    

As a fresh intern, you’d be admirably served by adopting professional and potent work ethics. Factors that constitute a true professional and those you should embrace include:

  • Being devoted and dedicated to the project at hand.

  • Consistently meeting delegated targets and deadlines.

  • Conforming to all official rules and guidelines.

  • Maintaining an even tone and never losing your composure.

  • Reporting for work at the designated times.

  • Dressing appropriately.

5. Interaction Ability     

A smart intern recognizes the importance of constant interaction to gain admiration and acceptance. At the outset, communicating clearly, regularly, and quickly with your immediate superior and other colleagues is exceedingly important. Other clever interaction habits encompass using professional language with proper grammar and diction, adopting flawless email and telephone etiquette, and refraining from gossip.

6. Receptiveness      

 Receptiveness implies both being a good listener and being patient. Only when you listen attentively to directions and conversations will you acquire more knowledge and better assignment proficiency. This should be coupled with speaking less and being thoughtful of peoples’ opinions.

Though there are numerous other characteristics of a smart intern, demonstrating the above traits will pave the way for surefire success.  The management, on its part, ought to have immaculate systems in place to smoothen fresh transitions preferably with the aid of professional consultants – ManEdge being a fitting example.

Smart Recruiters: Foolish Choices

July 30, 2015 in Services

Smart Recruiters_ Foolish Choices

It can happen to the best among us: Intelligent people executing seemingly sound techniques, using, supposedly, perfect systems – but ultimately taking faulty decisions! The situation recreates itself in the hiring sphere with, apparently ‘smart recruiters’ making some ‘foolish choices’ mostly due to time and cost pressures.

Given below are some of the most common mistakes recruiters commit:

1. Incorrect Employment Postings

At the outset, even smart recruiters make poor choices while finalizing employment postings. These mistakes hinder the flow of talented candidates who could best blend with the company’s ethics. Prime error examples:

  • Omitting to offer data on the company’s way of working and culture, especially whether formal or informal.

  • Failing to adequately provide a career road map – a must as most aspirants are quite ambitious.

  • Not mentioning basic details like job location and salary structure.

Sidestepping such details transmits the message that the company is trying to hide some unwholesome things. Hence it is vital to post intelligently.

2. Refusing to Take Professional Help Entirely

Confidence is one thing, bravado is another. Some HR managers, in their enthusiasm to pull off recruitment, eventually fall short of interview and selection targets. Their error – not seeking ready professional advice. Hence, firms would do well to avail exceptional modern recruitment consultants, who deliver excellent results, speedily and economically.

ManEdge is a superior example of a new-age recruitment consultant. Through its vastly experienced staff, effective bulk hiring methods, and patented technological systems, ManEdge – for a reasonable fee – offers premium solutions to recruit successfully and cost-effectively.

3. Using Deficient Software

Some hirers, in the quest to adopt the latest technology, use extremely complex recruitment software that considerably bothers job aspirants. Such program glitches include slow resume processing, difficult navigation, a cluttered interface, and the inability to swiftly handle mass hiring.

Recruiters should take the example of ManEdge that harnesses efficient software such as ‘Flash’ and E2E’ to deliver quality outcomes at reduced costs.

4. Ignoring Traditional Interviews

No doubt that speedy internet in India has facilitated increased and convenient online interviews, but totally overlooking physical interviews is imprudent. Face to face interactions are a surer method of gauging a candidate’s skill, knowledge, and behavioral tendencies.

5. Proposing Unjust Compensation

Smart recruiters sometimes irrationally offer compensation that is much lower than industry standard. While cost-saving is a worthy objective, proposing decreased salaries is likely to keep deserving candidates away.

Recruiters should also appreciate that once they acquire the best talent at industry rates, the initial increased payout will be admirably compensated by enhanced productivity and maybe even lesser attrition.

6. Undue Youth Preference

Many recruiters feel that only young employees can give good job results and hence totally sideline older candidates. This is truly a foolish choice as many studies have shown that older personnel actually perform faster as they’re less likely to get distracted. Recruiters should also remember that older workers bring considerable experience with them that can prove beneficial in making informed decisions.


5 Hot Workplace Trends in 2015

July 28, 2015 in Services

5 hot workplace  blog image manedge 4

The workplace specifically has witnessed many recent developments that have caught the fancy of enterprises and employees alike. Here’s a closer look at five of the hottest workplace trends, especially in India, in 2015:

1. Social Media Transactions

Social media truly holds sway over a majority of Indian companies nowadays. Almost all worker-related transactions – from recruiting candidates to conducting interviews and from employee appraisals to management directives – are facilitated with social networking methods.

Popular social media platforms like Facebook, Twitter, LinkedIn, and Google+ are used by innumerable workers, employees, and prospective employees all across India. These platforms help people interact mutually and with companies, encourage meaningful dialogue, garner prospective jobs, and highlight job grievances. As hinted upon earlier, companies are also benefited as they are able to recruit appropriate employees, gauge job performances, and keep employees updated through these media.

2. Outsourced Employee Processes

2015 is a significant year for employee-related service providers, especially recruitment agencies. These external enterprises are highly coveted owing to their pool of experienced personnel, professional operations, use of advanced technology, and complete focus on cost-effective and time-saving methods.

ManEdge, one of India’s top recruitment platforms, is a shining example, where, entrepreneurs can delegate their entire hiring processes like prospecting, interviewing, and bulk-hiring and thereby, concentrate on strategic actions. ManEdge harnesses unique tools to manage multiple recruitment, source the best talent, reduce hiring costs, and ensure high retention. Employees, too, are motivated and benefited by the platform’s effective and scientific processes.

3. Advancement in Female Employment

Corporates of all developing nations including India, are giving special attention to female employment. We now are seeing more women getting recruited in executive and middle-management positions while an appreciable number have attained top management status.

Reasons fueling this change include just demands for pay parity, the exponentially-growing academic prowess of women, greater individual independence, and the rightful recognition of women’s employment rights.

4. Mobile Phone Operations

It’s official – 2015 is the year of mobile phone domination at the workplace. The cell phone has indeed become an inextricable and constant tool in the hands of consumers and employees to manage their respective business affairs.

Enterprise recruitment is a sphere that has witnessed a precipitous rise as regards mobile phone usage. Most employees have discarded their desktops and laptops and communicate with prospective employers through mobile devices especially concerning interviews and selections. Companies too have responded by conducting mobile recruitment, making employee-friendly applications, and optimizing their web sites.

5. Co-Working

Co-working connotes varied self-employed people working in a common work area. Such establishments – in exchange for nominal fees – allow people from all part of India to meet, work together, and learn from one another.

Co-working has emerged as a boon for freelancers, independent workers, and part-time employees. It serves as an excellent way to improve thought processes, interact freely, enhance productivity, reduce monotony, and increase all-round motivation.

2015 is sure to keep the trend graph high!


6 Awful Rumors When a Female Employee is Promoted in India

July 27, 2015 in Services

There is an overriding concern that female employees are discriminated in India. While a few progressive companies are striving to redeem this irregularity, it is regrettable that traditional enterprises still harbor gender prejudices and continue viewing the workplace as male bastions.

The anomaly is perhaps best reflected when a female employee is promoted with many people, including other women, suspecting external reasons other than merit. Presenting six awful rumors that are spread following a female employee promotion:

6 Awful Rumors When a Female Employee is Promoted in India

1. Affair With the Male Supervisor 

If the female employee in question has and is promoted by a male superior, sometimes rumors expeditiously float of an intimate affair between the two. This kind of rumor is almost always devoid of any basis whatsoever and hence totally unwarranted. Affair rumors are invariably spread by inveterate gossipmongers, uncivil individuals, and fellow employees who are envious of the promoted employee’s sudden positional rise.

2. Incompetent; and Lack of Relevant Experience

An unjust rumor after a female employee’s promotion insinuates that she lacks inherent skills and the requisite experience to justify her elevation. This rumor is normally narrow-minded as the promoted employee is surely meritorious and the management too is well aware of the capabilities of all employees.

3. Nepotism; Does Not Really Deserve It

As mentioned, conventional Indian enterprises are simply not attuned to seeing women rapidly ascending the corporate ladder. Thus, occasionally, upon promotion of a female employee, awful tales emanate about her being favored by a close relative who is also a senior manager in the company.

Unless there is strong evidence to support this, other employees should not be aggrieved and desist from disseminating the rumor further. The promoted employee should soldier on confident in the fact that her talent has been the true catalyst.

3. External Association With The Supervisor

A related unpleasant rumor surrounding a promoted female worker concerns her supervisor being closely associated with a close relative or acquaintance outside the company. For example, the employee’s boss could be a childhood friend of her father.

This gossip is also virtually unfounded and patently unfair to the employee’s demonstrated skills and developing reputation. This canard too deserves to be steadfastly ignored.

 5. Overcompensated For Being a Female Employee

Often it is perceived that the top management promotes a lady employee merely to show the world that the organization is serious about women’s rights and female employment. Rumor spreaders further feel that the management is simply trying to keep up with industry peers without giving much thought to job performance and the company’s entrenched recruitment structure.

6. Peer Counter  

Frequently a rumor spreads that a female employee was promoted only to counteract another person, usually female, in the same level. This misrepresentation usually circulates when the two peers are characteristically aggressive and deeply ambitious. This gossip also reduces the prestige of the management.

The prime method of dealing with such rumors is to completely ignore them and let them ebb naturally. If rumormongers do get antagonistic, however, the concerned employee should consider lodging a formal complaint with the Human Resources (HR) department.

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