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Why organizations require employer branding

July 10, 2018 in Careers, Leadership, USP

employer brandingAn employer brand with a strong reputation can do wonders for a company. It can help the company recruit better candidates, bring down the hiring and marketing expenses and enhance the overall productivity of the organization. Therefore, if you are still in doubt over its significance, read on to know why it plays such a crucial role.

  1. Helps retain employees and recruit new ones: An organization with a sharp brand image will motivate employees to put in their best efforts for the company. They would not want to quit working with such an organization. A strong employer brand would develop in the employees a sense of pride to be associated with such an organization. Additionally, it helps in recruiting the best talent available because most people go through the social media channels of the employees before applying to get an idea of the brand image. A sharp brand image would attract better talent.
  2. Reduce costs: A strong brand image doesn’t require you to spend much on the recruitment part. Potential candidates will find you themselves an apply for positions. You can instead utilize this money in your company’s promotion or on developing your product, to get ahead of your competitors in the market. Also, this will lead to reduced recruitment efforts. The best part about having an impressive employer brand is that candidates would accept working for lower pay because they feel working with a well-known brand would give a boost to their careers and help them in the long run.
  3. Your employees become your recruitment agencies: A splendid employer image enables your existing employees to talk positively about you. Such positive reviews by your employees drive hiring through referrals and dramatically enhances your chances of recruiting better candidates. Thus, your employees act as your biggest recruitment agencies who bring in the best candidates. Also, when your employees talk positively about your brand, your brand grows without any additional expenditure on marketing. It sets in motion a domino effect. Thus, with an uptick in brand awareness, your sales also get a boost.
  4. Enhances employee engagement: As previously mentioned, employees feel more motivated working for an organization with a sharp brand image. They are a lot more enthusiastic about their jobs and are consequently more productive. Productivity naturally bodes well for the organization because this means more growth and increased revenue. It results in the organization becoming financially stable. A financially stable company would attract potential candidates; thus it is a repetitive process in progress.

A sharp brand image is a win-win situation by all means. It instills in the employees the necessary confidence and makes them an asset to the organization. The contribution that these employees make to the company helps the company move on an upward trajectory.


Tips to become an employer of choice

July 4, 2018 in Careers, Leadership

employer of choiceBeing the employer of choice suggests that you have managed to create and sustain a great working environment for your employees, which means that the best people in your business wish to work for you. Such a positive branding helps any company to both attract as well as retain talent, which is very crucial considering the global hunt for talent. However, becoming an employer of choice might take years of hard work and persistence. In today’s day and age when companies are neck to neck with each other to outperform one another, you would naturally want to emerge as a hub of talent without wasting several years in its pursuit. So, we have laid out five essential steps to help you achieve your goals.

  1. Stimulating work: Nothing disappoints and demotivates the employees more than a tedious job and routine. They wish to perform exciting and challenging roles. A great job will engage the employee, and such engagement is possible if the situation is a demanding one. Invest some time in creating a job design which appeals to your could consider having job rotations to spare your employees from the monotony of any sort.

  1. Reward: Rewards are the best way to motivate your employees. People like their work getting acknowledged. Rewarding them would convey the message that hard work would always get its due and sincerity shall never go unrewarded. The recognition of their contribution can go a long way in securing their loyalty for your organization. The rewards don’t have to be too luxurious but should be something of utility. Salaries benchmarked against the market averages and paying your employees according to the market rate is possibly the best way of rewarding your employees.

  1. Training: The employees come to your organization not only to earn a livelihood but also to learn and develop particular skills which they couldn’t acquire elsewhere. Learning these skills would help them on a day-to-day basis and help them move up the career ladder. Your company must be committed to growth and include a training and development structure along with an assessment program to take stock of your employees’ performance and personal development.

  1. Social responsibility and ethics: Employees want to work for organizations that are ethical and socially responsible. They expect the organization to exhibit a positive work culture where the employees are treated with respect. The corporate ethics displayed by your organization will determine whether you get employees or mere laborers for your company. Build a CSR program which outlays the values and principles that the company must follow while doing business.

  1. Opportunities to progress: Every employee wishes to see himself progressing with time. The primary reason why most employees leave a business is that of career stagnation. They begin to feel that all their toils mean very little, and therefore they move out to other companies in search of better salaries and career opportunities. Make sure that there is no favoritism in your organization and everybody gets equal opportunities based on their merits. It will help create an environment of potential for career progression.

Becoming the employer of choice isn’t easy. It requires you to have a look at your current workforce and juxtapose it with what you want it to become. It involves countering a few harsh truths and taking steps to make internal changes. The benefits involved are however too significant to ignore. Afterall who doesn’t wish to have the best employees, doing their best work, enhanced profits- and not leaving.


Top 10 Traits of A Successful Leader

June 12, 2018 in Careers, Industry Verticals, Leadership

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A leader is someone who guides the team. No business can succeed without a leader. Every organization wants a qualified leader for its employees who can act as their troubleshooter. But to be a leader, one must possess the following qualities:

  • Inspire and Motivate Others

Leaders have a clear vision for their organization. They want their organization to perform best in the market. They set a compelling target for the benefit of the company and motivate the employees to achieve them. Good leaders with their knowledge, experience, and skills inspire the employees and encourage them to put their best effort in achieving their target.

  • Honest and Transparent

Great leaders do not mince their words. They do what they say. They are honest, loyal, transparent, and have high integrity. They share their views with complete honesty and want others to be honest with them. Flattering is not their desire, but true words of appreciation are what they want.

  • Solve Problems

Leaders are hired to solve organizational issues. A good leader should be capable enough of addressing organizational matters and also possess the quality to catch advantage of opportunities in the marketplace.

  • Must Communicate Powerfully

For an individual to be a leader communication skills are essential. A good leader knows the technique of conveying his/her goals and thoughts to the employees.

  • Builds Relationship

No business can survive without a healthy relationship. To succeed businesses need a strong foundation of the relationship. In Spite of its busy schedule, a good leader always takes out time to build the relationship with employees, customers, boss, and with others in the industry.

  • Competitive Spirit

Leaders are competitive. They have a desire to be the best in the industry. No leader ignores the effort of their competitor. To keep a check on the competitors is also the job of the leader. And a leader knows a business can’t grow if it is not aware of the walk of its competitors.

  • Result-Oriented

Many works for money but leaders work because they want things to happen in their organization. They contribute their best in their work and crave for perfection in it. Their aim is to drive out best out of their work .

  • Innovative

The critical skill of any leader is the ability to innovate. Leaders always have a creative solution to every problem. With their innovative ideas, they may help the organization to create an identity for themselves.

  • Develop Others

Good leaders works continuously to improve themselves, but it also set aside a time to look for prominent employees and provide them the training they need to be an expert in their field.

  • Reliable Nature

A leader is stable and reliable. An organization can depend on them to get the job done. They always make a positive contribution to achieve any task.

Leaders are not born with these skills, but they develop these traits in them. They love what they do and strive for perfection in their field. Without any aggression, they guide others and lead the pack.

If you want to be a leader in your field, then practice above-mentioned tips daily to be the best in your domain.

How to Implement HR Analytics in Your Organization

June 5, 2018 in Function, Industry Verticals, Leadership

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To manage problematic areas in an organization implementation of HR-analytics is essential. It’s not easy to quickly start analytics in HR. Accurate and useful collection of information is necessary to resolve the internal and external issues in an organization. Gathering valuable data and implementing it poorly, results in the lower percentage of some significant problems like absenteeism, recruiter inefficiency, difficulty in spotting required skill in the market. Analytical data has the power to resolve all these issues.

Successful deployment of HR-analytics in any organization will enhance its performance. But the question arises here is ‘How to successfully launch HR analytics in an organization?’. To get the answer of this question, we need to go through these points and try to implement these in your organization:

  • Research Relevant Data

  Scrutinize the goals of the company and then relevantly research the data. Look at those directions only where you want your business to grow. Make sure you are investing and collecting only those information which is crucial for the progress of your business. When your skills in data mining, machine learning tools, statistics, and survey management improve your ability to find the correct answer to your business question will also grow.

  • Experiment with Different Analytical Tools

More and more means are available in the market that allows users to join successful data transformation techniques, data mining techniques and data visuals with a user-friendly self-service interface. This technology has made the process of exploring data more accessible.

Research by Visier showed that 44% of organizations considered that lack of suitable investment in HR Analytical Systems has made HR analytical more demanding while 54% confess that inaccurate or inconsistent data which needed more manual manipulation is the reason behind this problem. By taking the help of right analytical system and support these two problems can be solved quickly.

  • Make sure Data Gathered is Legally Compliant

It is wise of you to confirm that the legal team approves the data you decide to gather and analyze. The data should be compliant with the law as well before opening any analytical HR project.

Before implementing any result in your organization,  it would be sensible of you to get the finished result approved if you want to avoid any risk to the business.

Data protection and Anonymity involves strict laws, and hence you have to provide an appropriate reason as to why you intend to compare and evaluate such data. Make it a preference to check legal compliance during the whole process from start to finish.

Businesses now have understood the importance of HR-analytics. They are keen to implement it, but it is recommended to start with long-term HR-analytics plan. Hopefully, these steps will help you in achieving analytics in HR and you will soon reach your target of becoming a more fact-based organization.


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