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Looking for a job change

February 5, 2018 in Careers

Looking for a job change

Looking for a Job Change? Think again.
A job change opportunity can seem very tempting. It becomes irresistible when a prospective employer is offering you a better salary and incentives. But your job is not just about pay and incentives. It is more than that. It’s also about your career, future, and dreams. Job change brings not only new opportunities but also new risks.
Here are some risks involved in a job change that will make you reconsider your decision:

New work environment/culture

Every organization has a different culture. Changing a job brings you into a totally unfamiliar work environment. There will be new rules and new people to team up with. The chances are good that you may face some difficulty or unexpected challenges adapting to the new culture at the workplace. So, why not do some research before you decide on joining the new organization? Take a good look at the culture of the organization through the information available online. Go to the organization’s website and read about the work environment there. If you have some references there, ask them about the culture of the company and the people employed there.

Your presence at the organization

When you have been working for an organization for a long time, you become a valuable asset to the company. Changing your job means losing the credibility and value you have earned at your workplace after a long period of hard work. At your new job, you will have to replicate that hard work to become a valuable asset to the organization. Not to mention the time it will need. So, ask yourself if you are ready to make that sacrifice before you make your decision.

Your lifestyle

It goes without saying that a new job will affect your lifestyle. There is a possibility that your new office may be at a location more remote from your place. In case of this probability, your commute will take longer, or you may have to relocate to cut the transportation time.
If even if you decide to relocate, living in the new place may be more expensive. So, before making your decision to change your job, weigh the expenses and the new salary, conveniences and inconveniences, and other factors.

Your goals

One’s future goals and dreams are of utmost value to an individual. There is no point in pursuing a career that does not align with a person’s individual goals. Therefore, it is vital to your personal growth to consider your goals and dreams when looking for a job change. Before deciding on an organization, visit their website, look into their goals and then analyze those goals in respect of your goals. If it is a match, further consider if the new organization offers enough room for growth and personal development.

These are the possible risks involved in a job change. Weigh your options carefully before you make a rash plunge. We hope you found the article helpful. Feel free to leave your queries and thoughts. We’d appreciate it. Best of luck with your lives!

How to deal with overtime at the workplace?

January 30, 2018 in Services

How to deal with overtime at the workplace

Overtime is one of the most common problems that organizations face today. Not only overtime is a blow to the budget but also a threat to the productivity of an organization.  Coping with overtime at work is a challenge for most managers.  So, if you are a manager and have no clue how to deal with workplace overtime, you have come to the right place. We are here to assist.

Here are some tips on how to handle overtime at the workplace effectively.

Evaluate the workload

If your employees are constantly failing to finish their work during regular hours, there is a reason for it. Dig into the situation for that reason. Could it be the amount of workload? Are you asking too much of the employees? Consider reassessment of workload to make sure you are not giving them unrealistic daily targets.

Hire if necessary

It is always more cost-effective to hire new people than having people working overtime. So, use proper means to find out if you have sufficient people on staff to handle all work efficiently. If you think you are short on staff, get into posting job ads and hiring candidates urgently.

Monitor Absenteeism

Employee absenteeism can be a major cause of overtime in workplaces. People take days off work for different reasons all the time. These reasons may range from personal sickness to personal needs, family problems/issues, and the sense of entitlement. Track absenteeism in the organization. Make rules about the absentee count being as low as possible on a particular day. Also, keep adequate back-up available at all times.

Monitor Employees

Keep an eye on how your employees spend their regular working hours. Some employees deliberately work slowly to generate extra income by working overtime. Appoint a supervisor to monitor the activities of such employees. If that doesn’t seem feasible to you, there are tools available like “Mobile Time Tracking.” They keep track of when employees clock in/out and send alerts to managers.

Smart Shift Scheduling

Instead of having people working overtime, have people working in shifts. Assign a sufficient number of employees appropriately to each shift so that all of the work is equally and effectively handled in shifts. It is a smart way to make sure no employee feels pressured and unable to accomplish their daily target during regular working hours. It will eliminate the need for overtime.


Careful time-management is the key to getting things done on time. To avoid the unpleasant situation of overtime, train your employees. Teach them to work efficiently by prioritizing their tasks and managing their time. Conduct regular short-term classes or seminars if necessary.

Smart Planning

Last but not least, advanced planning can be quite effective when coping with overtime. Plan beforehand for a busy and important period of time by working ahead of the schedule. Also, let the employees take some time off or leave early during the normal working week. It will help them prepare for the busy day/week that would otherwise take overtime.

These were some tips to deal with overtime at work. We hope you found the article helpful. Feel free to leave your queries and comments below in the comment section. We’d appreciate that Good luck.


How to Build a Talent Pipeline for your Startup?

January 23, 2018 in Services

How to Build a Talent Pipeline for your Startup

For any business to grow, it is essential to provide it with a perpetual supply of talent. In other words, a pipeline that a business owner can rely on regardless of market circumstances. If you are a businessperson yourself, here are some pointers to build a talent pipeline for your startup/business:\

Plan your future

Plan well before you start out to build your pipeline. It is important to know your current needs and the needs you will face in the future. Keep your corporate goals and values in mind. Also consider other factors like locations of operations, challenges in talent development, the size of your talent pool, and the influence of your brand.

The whole point of building a talent pipeline is ensuring a continuous inflow of talent for now and forever. So, plan to make sure your pipeline aligns with your present and future requirements.

Identify your prospective talent

Planning must have given you some insight into what kind of talent your startup needs. Now you can utilize that insight to find the talents in your domain that have the potential of fueling your future pipeline. There is no rule for identifying prospective candidates. It takes a little creativity. Therefore, every organization has its own approach. Some rely on Artificial Intelligence whereas others prefer manual hunt on social media platforms like LinkedIn or in senior secondary schools. Feel free to take your pick. But at the height of competition in the market, it would be wise to exploit every available option.

Approach your prospects

Considering that you have found some potential prospects, it’s time to reach out to them. Now directly approaching them with a job offer may backfire. This is what most organizations do, and it’s becoming a cliche these days. Instead, start an honest communication with them. Tell them about your startup, your values and goals, and most importantly opportunities for them at your organization. If possible, offer them an attractive internship.

Assess your current talent inventory

Assess the present talents employed in your startup. There are tons of assessment tools and techniques for judging employees, e.g., MBTI or DISC profiling. Although any one particular technique is sufficient, prefer a number of methods to avoid any irregularities in the assessment data.

Organizations conduct these assessments for many reasons, some of them can be:

  • To know if candidates possess adequate experience required to meet challenges of the job.

  • To know if candidates are competent enough to achieve future goals.

  • To know if candidates are aware of the organization, its values, and strategic goals.

  • To know if candidates are personality attributes.

Craft a careful development plan

One great way to fuel your talent pipeline is to develop your current talents for the future. So, craft a meticulous plan that targets the development of specific skills/competencies in the employees. Include values like leadership, people management, building relationship, etc. on the schedule. Use training techniques of your preference as there are many to choose from, e.g., internal training, external training, executive coaching and all.

These were a handful of tips on how to build an effective talent pipeline for your startup. We hope you found the article helpful. If you have any questions/opinions, please do take the time to share them with us. We’d like that. Good luck!


How is AI transforming recruitment?

January 22, 2018 in Services

How is AI transforming recruitment

Ever since its advent, technology has been evolving. One significant product of this evolution is the introduction of Artificial Intelligence(AI). Today, AI finds its application in all major fields of life. One such area that appreciates the utilization of AI is the recruitment sector. It is quickly becoming the source of considerable transformations in hiring. Here are the ways in which AI is transforming recruitment:

1. AI Customized recommendations

Manually sorting through resumes of applicants to find the relevant ones is an error-prone and tedious process. It consumes up to a majority of HR managers’ quality time. But with the help of AI, recruiters can solve this problem. AI algorithms provide a recommendation list of candidates which is relevantly sorted by the parameters preferred by the recruiter. Moreover, there are also some AI-powered engines that can analyze the job descriptions given by the employer and find the most suitable candidates.

2.Knowing the best time to approach candidates

Reaching out to unresponsive candidates is nothing but a waste of time. Besides, HR managers cannot distinguish between candidates who are willing to switch jobs and who are not. AI-powered engines can monitor the social media activities of the candidates and figure out which ones are ready for job transition. AI algorithms then notify the potential candidates at a time when they are most likely to see the notification. AI picks the optimum time to send these notifications by tracking each candidate’s Internet usage behavior.

3.Writing more precise job descriptions

Writing job descriptions for different job roles is usually a challenge for recruiters. It is understandable because there is no rule of thumb for writing job descriptions. AI can help recruiters write precise job descriptions. AI algorithms find the relevant keywords after a market analysis and insert them in the descriptions. These descriptions are easily searchable on the web and best highlight the key details about the job profiles. It serves the ultimate goal of tempting candidates to apply for the job.

4.Screening applications

Major organizations receive applications for jobs in bulk. It poses a challenge for HR managers to go through all the applications. And a majority of these applications are not even relevant. These irrelevant applications are a waste of time for recruiters. It emphasizes the need for screening applications beforehand. By having the irrelevant applications filtered out by AI, HR professionals can focus on the ones that are potentially useful. It saves their valuable time.

5. Avoiding unconscious bias

One of the most useful aspects of AI-powered recruitment is that it is free from any partiality. Human recruiters are prone to conscious or unconscious bias based on age, gender or ethnicity. It adversely affects the quality of the hiring process and the reputation of the organization. Recruitment by AI focuses only on the relevant parameters like qualifications and skills of the candidates. It eliminates any chances of undeserving candidates getting hired.

That brings us to the end of our list. We hope you found the article helpful. Feel free to share your queries and opinions with us. Good luck!


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