7 Effective Strategies to Connect Your Employees to the Brand
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7 Effective Strategies to Connect Your Employees to the Brand

You plant a tree and take good care of it by frequently watering and giving necessary fertilizers. Despite taking best steps to get the desired results you are disappointed if the tree stops growing.

In such a situation how would you feel?

You would be heartbroken as all your efforts went in vain and would like to find out what went wrong.

This is exactly what happens when you hire employees, train them and before they could yield productivity they leave.

Most industries today, are facing a “challenge” of high employer turnover ratio. A Job switch is a click away with the power of the Internet. It is ironical, how the corporate management are busy in meeting productivity measures and its employees are busy looking for new job opportunities. Even imaging such a situation indicates the poor management practices. Practices that merely aim at acquiring talent and paying no heed to manage and retain the same. The end result is as simple as a highly disengaged workforce.

A further analysis of this issue reveals that engaging the workforce is not the only challenges at hand. The biggest challenge is to re-build the lost connection between the brand and its employee. Following are a few strategies that can be incorporated to bring the desired change:

1. Road-map to Career:

An employee joins an organization not merely for a job but, for building a great career. It is the equal responsibility of the immediate manager and HR team, to be honest about the career prospects to an employee. Thus, there should be at least two meetings in a year with the reporting manager and HR on the career path.

2. Mandatory connects:

There must be mandatory connects every quarter. These connects can be in form of Town-hall sessions as well. The idea is to bring employees close to all the key players of their processes.

The connects can be led by different management players like the manager, assistant manager, and team leads. They act as a ground to discuss the overall functioning of the process and the challenges faced.

3. MBA / Courses with the company:

The company can offer an opportunity to learn and work.

A variety of relevant courses can be offered to employees who complete certain tenure in the company. It boosts the morale of the employees as well as their skills.

4. Employee Engagement:

There must be a proper strategy for identifying the significant events in a year that must have Employee Engagement activities. The aim should be to promote collective participation by exploring the unconventional ways to engage employees.

5. Company outings:

All work no play makes a very dull corporate life. Thus, the management should plan out company outings. Such outings usually prove to be the melting points which bring employees close to each other.

6. Feedback:

Driving a proper feedback system that caters to employee needs and helps yield unbiased results is a must today.

It should not be merely a day’s exercise in a year rather should be practiced at least 3-4 times a year at different levels.

7. Training of managers:

The Managers must also undergo a training periodically based on guidelines to behave with their subordinates. A system designed by the HR team must closely monitor and evaluate the effectiveness of such training.

Best Recruitment Practices
by admin -

Need for Best Recruitment Practices

The need to acquire right talent is growing as business is constantly expanding. It has become essentially important to streamline recruitment process, source top talent and do employer branding in the best possible way. However, in the fast-moving business world today, it is not easy for all the companies to acquire the right skills by themselves, especially when they have demanding core business.
This is where, getting best recruitment services done by an efficient KPO partner comes into picture.
The partner plays a key role in identifying the cream resources available in the market and thus, helps in meeting the need of its client.
The idea of the KPO partner is to implement ace recruitment services and consider all significant factors affecting the same. Here is the list of Best Recruitment practices that are must to be followed.

1. Understand Client’s requirement:
As client’s requirement is dynamic thus, it becomes more challenging for the KPO partner to meet the expectations. This makes it essential for the KPO partner to first understand the Client’s business requirement. “Requirement” here, is an umbrella term that covers detailed information related to significant parameters like skills, industrial experience, level of expertise, location, industrial exposure, feasibility, flexibility & cultural fitment that the Client considers mandatory.

2. Create a system:
The system here means a sound strategy that should be incorporated to acquire right talent. Once, the partner has a thorough idea about Client’s requirement and business understanding, it becomes easy to work towards creating a system/ strategy. A system that helps in meeting client’s requirements. At times, there may be chances that the entire strategy needs change as per the change in client.

3. Market Research:
It becomes critical for the recruiters to have the idea about present day market standards. Parameters like compensation benchmarking, skill mapping, potential sources and market dynamics should be taken into consideration.

4. Think like investor:
Before implementing the strategy, it is important to think like the investor and bring the necessary changes in the strategy created after thorough market research analysis. This means that the recruiter must have a clear idea about Client’s business which will help them to look for potential candidates available from relevant industries. Investing time and money in a candidate who doesn’t fit in client’s model is a real loss to business.

5. Generate pool of candidates:
Once the strategy/course of action gets finalized then it should be implemented to create pool of candidates. Here, it is important to utilize all significant recruitment tools.
The common job sites are most utilized recruitment tools. However, a detailed research can bring to light many effective tools that are not mainstream. Some of them are Mpool, Lusha, AngelList, CutShort, GitHub etc. The benefits of using these tools is the fact that more refined candidates can be accessed here.

6. Be Active on Social Media:
Today social media is doing wonders in not just popularizing a brand but, also by turning out to be a great tool in attracting and gaining the potential job seekers especially in the age group of 20 to 35years.

7. Effective Pitching and Employer Branding:
A conversation is significant enough to create impression, thus a recruiter who is the front face for any business should have a sound pitch with detailed knowledge about business and role being offered. The pitching skills of Recruiter have a long-lasting impact on the candidate that, sometimes is the sole reason why they join the organization.

8. Stringent Candidate Screening:
The candidate screening must be sound from the very first step. All essential tests and standards should be met before choosing the right talent. The tests used in the process should be based on a proper Job description.

9. Candidate Stability:
Parameters like cultural fitment, stability and other behavioural aspects cannot always be evaluated by the set test/ interview standards. Here, the recruiter’s judgement and experience play a great role in evaluating the behavioural part of the employee.

10. Pipeline of passive candidates:
Nothing is more exciting for a recruiter then a suitable candidate who turns out to be the final choice of the hiring manager. The perfect candidate who has successfully qualified all the rounds of screening. However, this excitement can turn into a nightmare if the candidate backs out at the last moment and has better options in his hands. Thus, it is important for recruiters to make a pipeline of passive candidates while entertaining active candidates.

11. References:
The references must always be taken from candidates as you never know when they turn out to be the last moment backup.

12. Salary Negotiations:
All the hard work goes in vain if the selected candidate backs out just because the recruiter fails to convince them with the salary offered. This step mostly becomes a great hindrance in the path of new recruiters as they don’t have great negotiation skills while closing an offer.
Thus, a recruiter should focus on developing all the necessary skills to do end to end recruitments.

13. Measure, Review & Repeat:
The recruitment system of any KPO partner will not have long terms success if it is not reviewed. There is a constant need to evaluate the measures undertaken in the recruitment process and identify the shortcomings. It is significantly to incorporate key changes in next process and keep repeating the review process.