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

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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Following HR Policies with the Right HRMS

Screening piles of resumes, gathering and maintaining employee details and documenting each and everything else, is the typical work of a HR personnel in any organization. They have the responsibility of sustaining company reputation in the eyes of the employees and side-by-side engaging them for establishing a healthy workplace culture.

In the midst of all the core HR responsibilities, strictly following company regulations and policies is of most importance. By not following any of them, organizations might fall into some serious legal issues and subsequent heavy penalties. Thus, an organization must abide by all the HR regulations to avoid any kind of government accusation or claims by the employees.   

Furthermore, HR policies must not be vague and should be clearly understood by all to avoid any kind of confusion among the employees. The doubtfulness might also affect the management-employee relationship that is not good for any organization. To keep everyone updated with correct information, HRMS provides a perfect alternative.

Surprised how adopting a Human Resource Management System can help? Well take a good look at the following points.

To ensure smooth flow of the organizational processes and complying with day-to-day challenges, an HRMS System might come handy.

HR Managers can be benefited in the following aspects when a HRMS is used:

Adhering to HR Policies and Regulations Irrespective of the Location:

Government has mandated some HR rules and policies that have to be followed by employers. Different states and countries have different HR regulations so in the event of having multi-location offices, employers have to take care of and comply with each location’s rules. But this makes it a challenging task for the HR professionals to follow and manage all the policies. In order to be sure that everything gets into place properly, all the policy rules can be entered in an HRMS. Then it is the responsibility of HRMS to apply the regulations wherever applicable by directing employees to follow the rules properly.

Cut Short the Time and Costs Included:

Companies have different provisions for compensation, working age, working hours and factors like that. To keep an account of each aspect is quite hectic and require HR professionals to invest more cost and time. By adopting a well-developed HRMS with all the required details pre-fed, the HR professionals don’t have to invest productive time in gathering information and feeding into the system. 

Avoid Legal Actions & Risks Involved:

If the system, that your organization posses, follow all the demanding HR regulations and policies then you can minimize the inconveniences caused due to legal actions taken. Moreover, this will help in making a good image of the organization as clients and investors prefer those companies who strictly follow all the HR protocols.

In this manner, an effective HRMS will help an organization in following all complicated government rules and policies. It will then eventually eliminate the doubts caused due to difference in written and applied policies.

Dropping Employee Performance: Whose Fault Is It?

Has it ever happened that you are so contended with your great hiring and just waiting for the teams to thank you with positive feedback that you acquired a wonderful resource, but to your surprise, you get negative feedback from the team and the performance of that candidate is in negative numbers. 

Alas! Bad luck…But this might have happened to every one of you once in your career. You get to regret your decisions some time later, even being cent percent sure about the respective candidate at the time of joining. 

Though, underperformers are everywhere, but the worst case scenario is when smart candidates start to underperform. There are many reasons that contribute in deteriorated performance of these individuals.

 Some of the major contributing factors are listed here:

Unclear Goals or Deliverables: Many employees struggle so hard, but still fail to clearly understand what is expected of them. This cannot be completely their fault as their managers may give them vague or incomplete description of what exactly they want from these individuals.

Mistakenly Misjudged: Famous saying, ‘don’t judge someone through the cover’, same applies here. Sometimes, hiring managers just judge the candidate through the skills and qualifications written on the resume. They might overlook the other skills gap in front of the confidence shown by the candidate. 

Not the Right Fit: “Fit” is the keyword for today’s dynamic corporate scenario. It is probably most difficult to determine if a job candidate will be the right fit for the organization or not. Moreover, the success (or failure) of an individual very much depends on how he/she gels with company interests, goals and objectives.

Unhealthy Relations with Manager: This is the number one reason for any employee to underperform. Usually, managers fail to understand that their approach “one size fits all” does not work while managing different individuals.  Poor rapport with the supervisor or manager generally lowers down employee morale and will to perform. 

Being Underpaid: While many believe they don’t, but, compensations DO matter! Every employee wishes to be fairly and competitively paid. While an employee is in his/her learning phase, he/she may work being less paid, but a good performer cannot work in considerably less salary as per industry standards.

These are the major reasons why smart Employees underperform. To have a consistently higher performance from employees, organizations need to put some hard efforts in these areas and try to keep the zeal and enthusiasm intact within the employees. 

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.