Do Your New Recruits Fall Into Any of These Categories?

  

For hiring managers, interviewing candidates is an ongoing process. All through their journey, they come across a new face every day! A new individual with some unique traits and characteristics every day! It gives them a new experience daily!

Most commonly, there are a few categories in which every individual falls! However, some traits may vary, but on a broader picture, they somehow come under 4 categories.

Here are the listed categories that’ll help you make better decisions during the hiring process as well as it’ll help candidates to demonstrate their job-suitability that can help them achieve their targets and growth. 

Category #1 : 360 Degree Assessment Personalities:

Majority of your workforce belongs to this category. These individuals possess basic skills and undergo detailed assessment of their overall personality. This involves more in-depth behavioral and technical assessment rounds, and proper background checks. Such upgrade recruiting process is undertaken to ensure that no mistakes are made. The reasons why they are behind the top-performers include lack of motivation, cultural-fit issues, different working style, lack of team skills, etc. But, if they work on these aspects, they can surpass the top-performers!

Category #2: Resume-based Personalities:

These individuals are half way through just by their resumes! They possess the basic skills, qualifications, decent experience, good academic background, and a soothing personality. Hiring them is not a mistake, but a LIABILITY! You need to monitor and supervise them all the time to get that average performance out of them. Another matter of concern with this type is that they pollute the vicinity, demotivating other individuals as well. They can become the stars if treated well and given right situations and opportunities.

Category #3: Never Hire Personalities:

These are but obviously the ones that you should never hire. These are the actual under-performers and you will soon realize that you have made a fundamentally wrong decision by hiring them. It may happen because of certain reasons- they are not aware what exactly their responsibility is, recruiters didn’t paid attention to their resume or conduct a background check, or you misinterpreted the flamboyancy of the candidate.

Category #4:Star-performer Personalities:

These are the must hire ones, who regardless of any challenge or hurdle, bring out the best results. They are generally the leader types and suit well to the challenging leadership positions. This is the highly motivated and focused breed, like to jump on projects that are most difficult, gel along well with company culture and people.

These are the 4 types from which you need to fetch out the best ones! However, everyone wants the category 4 individuals to attain their business goals, it is important to have each category in your talent pool to make the best mix. You can transform category 1’s to category 4’s through your style of managing workforce and making under-performers the star-performers!

TeamWise is sophisticated Payroll & HR Management Software that performs comprehensive HR functions over the single interface. With the user-friendly GUI, you can seamlessly perform all routine tasks. The major features include Leave and Attendance Management, Payroll Management, Talent Management, Performance Management, Time Tracking, Grievance Handling, Recruitment Management, etc

Planning Not To Invest In Employee Training? First Know The Risks Involved!!

As the global economy is going through a struggling phase, the first thing that most of the companies will put aside is their ‘Training and Development’ department (of course, if they have one). The management strategy of cut, slash and burn might look ‘OK’ in the initial stages but can have drastic effects in the coming future.

Training and a scope to grow is one of the most desired Employee Benefits by workforce of all generations; especially, Gen Y employees, who fear of failing or falling behind in this competitive world, value training and learning as the most critical aspect to advance in their career and make more money.

Moreover, after a considerable time period, employee might get bored of the monotony in work and start looking for other opportunities. If they are given proper opportunities to learn and try new things, this may motivate and engage them to give bring in more innovative ideas and better performance.

Thus, employers should not sideline training and development as it is the key factor in engaging employees. Let’s have a look at few of the positive outcomes of skill training.

Enhanced performance and efficiency – By giving your employees an opportunity to learn new skills will help them understand and fulfill their basic roles and responsibilities in a better way on daily basis. The results will be a boost in employee efficiency, much higher productivity and positive outcomes.

Better employee morale – Every employee has the zeal to advance in their career and training plays a significant role in fulfilling that goal. Neglecting employee training will leave them in a state of distress and with thinking that they don’t have any future within the organization, at least not in the near future, thereby affecting their commitment towards work, morale and performance levels.

Development of potential leaders – Every individual possess the qualities of becoming a potential leader and with proper training and skills enhancement, this quality can be refined. It is the responsibility of the employer to identify and improve their employees’ qualities through proper support and training.

Staying competitive – When you have a high quality workforce, equipped with all the latest skills and technologies, short-term and long-term organizational goals are no difficult task to achieve. This enables the organization to stay ahead of the curve in this cut-throat market competition.

Much higher return on investment – Training programs entail considerable investments initially, but if the program targets a specific business need, it is surely to provide rapid returns. Your initial investment will soon be recouped through a rapid increase in efficiency gains or a power-boost in the revenue.

In addition to better productivity and other benefits mentioned above, organizations that emphasize on their employee development tend to make a lasting impression on them and earn their lasting loyalty.

Learning and upgrading skills must start from the day employee joins a company and should become successive as he/she grows within the organization. It is obvious that the returns will not be visible from day-one but the long-term benefits are definitely going to make a difference, something that is worth investing and waiting for.

Let The Superheroes In Your Talent Pool To Take Over!

After spending some time in corporate environment, everyone realizes that surviving and winning is not a child’s play. The nature of challenges and issues that crop up on daily basis, can only be dealt effectively if the organization’s talent is full of superheroes who can turn impossible into possible! The article discusses the charismatic superheroes and what lessons can be taken from them.


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Coupling Today’s HR With New Age Corporate Strategies

Those days are long gone when HR function could be handled by a single person. The typical “HR Lady” is being replaced by a complete staff of professionals having diverse roles & responsibilities. Today’s HR is seen as the catch for handling all aspects of employee relations and organizational culture. Furthermore, their role continues to evolve on a daily basis in the current employment environment.

Every business has its own strategies and visions in place but they somehow lag behind in bringing all things together at the same place and pace. Aligning organizational goals includes connecting to all employees individually, delivering to customers, operational excellence processes, measuring outcomes and rewarding the worthy personnel. This job requires certain talent that only an HR could possess and implement in a stipulated manner. 

“HRs are the makers and keepers of an organization’s culture; and they are the one who run the show”.

Here are some excerpts from what the industry experts believe HR teams must have:

• The HR team should contain people who possess business knowledge so that they can take decisions according to the business perspective. The team will then be more comfortable in talking about strategies and will understand the business operations in a better way.
• HR pros should be analytical and technology-driven so that they can suggest new ways of handling the workforce.
• HR has the responsibility of an overall organizational development thus they should be well-versed with the organizational capabilities, its design and strategic talent. 

Challenges Faced By The HR Role In Growing Markets

Unlike in mature markets like that of US and Europe, HR role faces many sorts of challenges with respect to growing markets (as in Asian countries). Mature markets are focused more on upgrading themselves to a higher level of technology or automating new processes. Whereas in other markets, in spite of having organizations that are growing really fast; there is a lack of required infrastructure, the consistent processes and the teams. Some of the challenges encountered by growing markets are mentioned below - 

• Availability of talent in the local marketplace
• Need to pay higher salaries as the price of scarce resources is way higher
• Binding talent with the organization
• Managing and measuring in-job performance
• Complex employment law provisions
• Difficulty in justifying technological investment

Other facts like facilities and infrastructure that definitely impacts overall productivity. Using smart analytics tools can help HR pros to overcome these challenges. It can help in identifying issues according to a specific country and develop customized approaches to resolve them. With the adoption of a Workforce Management System, HR pros can create a high performing workforce; keeping in mind the intangible things that form an organization – employee engagement and workplace culture.

What Kills HR Productivity??

As the roles of HR keep evolving in the organizational set-up, a clear fact is that HR is made to be directly related to strategic business planning and initiatives. 

A recent survey on what consumes maximum HR professionals’ time versus what must consume it revealed that the major threat to HR productivity is managing employees that includes solving their queries, resolving issues, maintaining discipline, and employee recognition. About 71% HR professionals admitted that their maximum time is utilized in handling these employee issues and queries. 

Other areas that eat up their time include recruitment and company compliance matters.  

Seasoned HR professionals have a more strategic role to play in the company rather than investing it in routine tasks. Their scope is beyond manual employee documentation or payroll processing or taking regular employee trainings. Moreover, these professionals also want to be in the roles of overseeing and managing workplace culture and involving in strategic workforce planning and other related activities. 

Though it is believed that HR people are well-trained, maximum HR respondents revealed that they take trainings at regular intervals as well as try updating themselves with weekly HR updates.

Thus, the findings have clearly emphasized the need to analyze the gap between the functions HRs are involved in and what are the ones they actually need to be instrumental in.  

These mundane HR tasks can be regarded as the productivity killers for seasoned HR professionals as they consume their maximum time and deter them from focusing towards more strategic roles. However, using all-automated HRIS software can scale down these functions and free the department from tedious manual tasks. 

The major functions include employee management, recruitment, managing timesheets, updating employee information, Leave And Attendance Management, performance management, etc. TeamWise can be an answer to all those HR professionals who are looking forward to improve their performance and enhance role within the organization. By getting adaptive to the technology and shifting routine tasks to the system can help witness a new age HR that is more strategic and has more power!

Is Your Talent Falling Prey To Biased Opinions?

HR professionals are keeping quite busy in compiling talent pool in their organizations! 

Companies are always looking out to identify, nurture, engage and retain employees who have the capability and potential to add real value to the organization, and thus HR teams always have their antennae out to identify those individuals. 

But, what you need to beware of is the single handed opinion of the line managers…

Your process of finding the best one may fall prey to a single biased opinion and that may lead to losing out on a potential candidate. Usually, HR’s have the tendency to take employee feedback from their immediate heads or seniors or line managers. These feedbacks, at times, could be a reflection of the inter-personal relation between the single individual and the manager. This could be quite different from the original one. 

For instance, if you take an individuals’ rating from his current manager, you can get a complete idea of what level of performer he/she is. In many cases, this could be true, but if you take his/her colleagues, team members and clients’ ratings as well, you never know you could have got a completely different rating! 

Thus, to overcome this bias, what you can do is trying using a well-planned talent-identification process where you can involve other colleagues, team members and customers to take an individual’s overall feedback. This should not be taken as an offensive practice, but can be used to identify the blind spots (if any) while judging an individual’s abilities. 

Therefore, HR people must try focusing on using the right data and analytics while making decisions as biased or partial opinions may make you miss out on some hidden internal talent. Talent Management System can be a solution, where employees can showcase their contribution, while their supervisors can rate them on the basis of what they have accomplished and not according to their personal opinions.

Are Purple Squirrels Always Recognized When Recruited or Can Be Recognized Later??

Every HR professional must be thrilled with the term “Purple Squirrel”. Quite a familiar term among HR industry, but to all those who don’t know: 

“Purple Squirrel is a candidate who has the perfect combination of qualification, work experience and skill set for any particular job position.”

 

This breed is one of the rarest one and every recruiter aspires to recruit these individuals with extreme talent and innovative capabilities. If recognized in time and given proper space, they can directly impact an organization’s growth and success instantly. 

However, they have those pioneering capabilities; they are mavericks and tough to manage and are definitely not good team players. They can only be well integrated if the team understands their intentions and is prepared to take on their unconventional ways. Despite of these facts, they are like the trophies for recruiters and can be the game changers for any business. 

 Growing recession has further increased the interest of recruiters in these candidates. It is obvious that business leaders want to put these pioneers in senior positions to get the ultimate solutions to business challenges. But, they need to understand that conventional ways of recruitment are not suited to find such talented individuals. 

Many perceive this purple squirrel concept as an unrealistic expectation and can be a reason for unfilled job positions. However, this is not completely true, but the traits can be even found through internal hiring or monitoring a candidate’s performance who has been giving outstanding results. They can be easily tracked through their high-impact work in the organization. Here only what the organizations need is an efficient Talent Management System that can monitor individual employee’s performance and bring it in notice of the management.

You may never know that you have a purple squirrel within your existing workforce, if you don’t have proper performance indicators that can detect the hitherto unrecognized talent.