The ten hidden benefits of hiring employees with a disability
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The ten hidden benefits of hiring employees with a disability
“Employers have recognised for some time that it’s smart business to have a diverse workforce – one in which many views are represented, and everyone’s talents are valued. Well, disability is part of diversity.”
— Thomas Perez
Gone are the days’ when People with disabilities have long been excluded from the workspace based on low expectations, and preconceived believes about their abilities. But now a huge difference happened in the last decade as a lot of new doors opened for disabled ones. There has been a huge increase in conversation and activism concerning fair representation and opportunity for people with disabilities in the workforce. As a result, the working world has changed for the better.
hiring employees with a disability is not only the fair thing to do but also benefits the business. In this blog, we got covered ten hidden advantages of hiring disabled employees. Read further to know them.
“People with disabilities deserve the chance to build a life for themselves in the communities which they choose to live.”
— Barack Obama
Benefits of hiring employees with a disability
- Increased productivity
Businesses that actively seek to employ people with disabilities outperform companies that do not. Disabled employees are loyal, trustworthy, and hardworking. They are focused and highly motivated under the right working conditions. It is also proven that they have a lower rate of absenteeism. Other benefits of hiring a disabled person are they often try to make up for their negatives by offering greater efforts. All these qualities let them work to their full potential, increasing productivity levels in any business.
- Reduced Turnover
Disable workers are loyal and are less likely to change their job, position, or post regularly. They prefer doing their works efficiently with minimal complaints from their employers. Companies hiring workers with disabilities experience superior retention rates, thereby reducing the high cost of turnover.
- Diversity at the Workplace
Diversity is the key to a profitable business firm. A diverse workforce makes sure businesses have a talented pool of candidates who can handle different types of workloads. Hiring disabled workers also provide a different kind of diversity. Though they lack some physical abilities, they make it up with extremely high mental abilities that others can only imagine. Also, workers who aren’t disabled can learn their ways of accomplishing different tasks and solving problems.
- Larger Talent Pool
First of all, people with disabilities are as efficient as anyone else. Sometimes, finding the perfect candidate may seem impossible. Including people with disabilities during the hiring process widen your talent pool so you can find the ideal candidate. Qualified disabled people represent the untapped applicant pool for employers. It’s not hard to guess how hard they had to work to reach such a capable level. Hiring a good, hard-working employee will undoubtedly pay off.
- Fewer Work-related Accidents
Disabled individuals are more conscious of safety. In other words, disabled employees are more careful at the workspace, exhibiting a remarkably higher performance than their colleagues without disability in the area of safety. Hiring individuals with disabilities reduce work-related injuries/deaths, which in turn avoids litigation.
“Continuous effort – not strength or intelligence – is the key to unlocking your potential.”
— Winston Churchill
- Innovation through Creative Thinking
Disabled individuals face many challenges daily. So they are used to finding solutions that need an open mind, creativity, and flexibility. This problem-solving skills and creative way of thinking can benefit the business through innovation.
- Improved Image
Customers are more attracted to firms who show that their workforce reflects the community as a whole. The benefits of recruiting people with disabilities are that it creates a positive mindset in society and demonstrates a company’s commitment to equality. It makes a business more attractive to prospective customers, employees, and even business associates. Also, evidence of inclusion is often taken into account when awarding tenders and contracts.
- Added Benefits in Legal Issues
Having employees with disabilities in your workforce can help prevent some legal issues for your company, especially in cases related to discrimination. It reduces the risk of a lawsuit, which could otherwise tarnish your company’s reputation or lead to huge financial losses.
- Increased Market Share
Disabled customers, as well as their friends, family members, and associates, represent a broad market segment. They just like to buy goods and services from companies that meet their needs the best. Disabled employees have additional insight into what this market segment needs. Disabled employees will help you tailor your products or services better. It allows you to best satisfy the needs of customers with disabilities, giving you an edge over your competitors.
- Tax Benefits
Other benefits of hiring disabled workers are financial incentives. Employers are required to make reasonable adjustments to accommodate employees with disabilities. The cost of making such adjustments like purchasing adaptive equipment, having a barrier-free environment, preparing ramps, and qualify for tax relief as a business expense. Also, government organisations often offer funds for hiring disabled people. Employers should take benefits of such opportunities to lower the financial load of their firm as well as enhance ways of gathering funds, especially for small businesses.
People with disabilities can bring success, diversity and enrich motivation in the workplace. But still, they are fighting against decades of discrimination and stigma. More companies are seeing the advantages of fully inclusive hiring, but there is still a great deal of work to be done.
“We know that equality of individual ability has never existed and never will, but we do insist that equality of opportunity still must be sought.”
— Franklin D. Roosevelt
What makes hiring managers use a recruitment firm again?
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What makes hiring managers use a recruitment firm again?
Recruitment firms necessity for hiring needs in a concern
“Do not hire a man who does your work for money, but him who does it for the love of it.”
— Henry David Thoreau
We all know that the main purpose of a recruitment agency is to assist job seekers in finding new chairs while helping companies find the perfect person for their open positions. Unfortunately, very few people realise there are a lot of other benefits that come with using a recruitment agency. Countless organisations are now turning to recruitment agencies as partnering with them can highly beneficial not only to hiring managers but to the company as a whole.
Recruiters may appear intimidating, but they genuinely want the best for both candidates and the company. Here are some of the major reasons why organisations are now developing closer relationships with recruitment firms.
“A modern recruiter is one who is targeted, builds relationships and knows how to not only find candidates but also get them to respond!”
— Stacy Donovan Zapar
Five reasons why organisations are developing closer relationships with recruitment firms
- Faster hiring
By hiring a recruitment firm, you can fill your open positions within a shorter period. We find skilled candidates much faster than you can. Using a vast talent pool in our database, a network of connections to leverage, and access to expensive systems, we locate people with those hard to find skills you are looking for. So, it means hiring recruiters need not spend their valuable time to interview the wrong candidates. All the candidates hiring firm chooses for you are those who perfectly suit the norm of your job role. All of this assist you shorten your time to hire!
- High-quality candidates
A recruitment firm has a large talent pool of pre-screened and referenced candidates. We deal with candidates daily, and we are experts at interviewing, which increases your ability to meet with high-quality candidates. Through best-practice methods, we understand both our candidate needs and your requirements to make a great match. It means you are only meeting with candidates that have been already carefully assessed and interviewed by us.
- Knowledge of the market
We have detailed conversations with both client and candidates, which help us to gain quite a bit of understanding about the sector they work in. A good recruiter can also able to provide you with valuable insight and sage advice. It is a significant part of our job. When you use a recruitment firm you get access to the knowledge of salary rates, career expectations, available skill sets, current hiring complexities, and even market trends of a particular job, you may otherwise have never known about.
- Focus on serving the client
Most of the process we do happen before the payment arrives from our potential client. We will not charge fees for the work done if no candidate gets placed. It means that we come up with the best-skilled candidates for your open roles – those who are genuinely interested in your job.
All the best recruitment agencies also offer a guarantee period for the candidates placed in the client’s company. It means that we ensure if your new hire is terminated or leaves the job before a certain period, we will give you a full refund or find a new replacement candidate for no extra charge. The guarantee period is usually three to six months.
- Potential passive candidates
Passive candidates are the ones who are not seeking for a job currently. However, most of them may open to considering new opportunities. There is a higher chance for passive candidates to accept an offer if they get something exciting or better than their current job. Executive recruiters sense where these passive candidates are and how to present such opportunities to them. Because we live and breathe recruiting, we have the time to locate and reach out to passive candidates in a way probably not possible for your team.
The points listed above are the various reasons, most of the organisations partner with a highly-experienced recruiting firm to spot the employees they need. If you also have a prominent position to fill, or you want to stay more in tune with industry developments, align yourself with one of the top recruitment firms. Let us work together to make your company hit the ultimate success.
As a leading recruitment agency in India, Bangalore Secretary Services support careers in one of two ways:
- We help you find the right opportunity when the time is right.
- We help you recruit top talent for the critical needs of organizations.
“The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.”
— Steve Jobs
Pre-employment background checks – how to sharpen your recruitment
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Here is what I know about pre-employment background checks and how they can sharpen your recruitment process.
“We can never fall short when it comes to recruiting, hiring, maintaining and growing our workforce. It is the employees who make our organization’s success a reality.”
― Vern Dosch, Wired Differently
Recruitment is one of the crucial stages a company goes through to find the right fit candidates for their business. When they enlist new workers into the workforce, they should ensure they the candidates have the qualification and integrity needed to do the job. Professional employees work with a company for a long time and continuously deliver great work that positively impacts the business.
It is the reason background check is considered an imperative pre-employment screening step before making a hiring decision.
Background checks offer plenty of benefits to employers, which may include:
- Hiring professionally talented candidates.
- You can see less employee turnover and related expenses.
- You can limit exposure to claims of negligent hiring practices.
Continue reading the article and find out what are pre-employment background checks and why is it essential in the workplace.
Hire right, because the penalties of hiring wrong are huge.
― Ray Dalio
What is a pre-employment background check?
A crucial part of the recruitment process, pre-employment background involves delving into the history of candidates to get a clear idea of their abilities and employment performance.
Why pre-employment background check is essential
- It ensures that you have made the right decision
It is evident that you want your company to hit success, and that is the reason you need the best employees. If you want to ensure that you have hired the right person, then running a background check is as crucial. It helps you to catch out whether a candidate is suitable for a particular role, and they possess the required qualifications and skills.
It provides you with a full picture of your applicant and protects you from the potential risk of hiring an under-qualified staff, which can get you more losses and liabilities. It can affect the profit and goodwill of your company and can damage your brand’s reputation. It is the reason recruitment processes are usually vigorous and detailed as firms always look to hire the best.
- It helps identify the criminal history
The primary reason most employers run pre-employment background is to check is to whether there are any criminal convictions in an applicant’s past. Knowing the criminal history of the candidate, the employer can make a final decision.
Sometimes, these criminal charges put forward someone as dangerous, unreliable, untrustworthy, or otherwise not suitable for hiring. Other times, the charges may be a minor one, out of date, or irrelevant to the job at hand. Either way, an employer deserves to have this information to wise hiring decision to keep employees and customers safe.
- Helps to find dishonesty
The performance a job seeker put on in an interview will be in a way that a hiring manager wants to see. So, there is a chance of dishonesty on their application or resume. It can be making up work histories, embellishing job responsible or titles or changing employment dates. If you made a call to the previous employer, it would make sure the information on the resume matches up with the truth. If it doesn’t, you know you have dishonest applicant on your hands.
- It provides mental peace
If you verify the pre-employment background check of the candidate, you will never want to wonder about whether you can trust your employee or not. It can help you dodge common worries about the criminal history, dishonesty or anything about the person. So, you will surely get the peace of mind you need to run your business efficiently.
Spending a few moments to go through your applicant’s history will help you predict the future behaviour of the employ. So, if you want to make the informed choice, you need to have an accurate screening process, and that is only possible with a thorough background check on each applicant.
So, the choice is yours. Either you compromise your workplace safety or go through the stressful employment screening process again. It is best to pull out an applicant’s history to make smart decisions. It is the best approach for you!
Acquiring the right talent is the most important key to growth… Hiring was- and still is- the most important thing we do.
― Marc Bennioff
What to do about improving Employee Retention before it’s too late
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Employee Retention
Employee Retention is the mantra for an emplyer to his goal towrds his sucess.
“The way your employees feel will be the way your customers will feel. And if your employees don’t feel valued, neither will your customers.”
— Sybil F. Stershic, Taking Care of the People Who Matter Most: A Guide to Employee-Customer Care
Employees are the central pillar of an organization, the most valuable asset. But, as an employer, if you aren’t doing your part to make them feel valued, there is a higher chance for them to decide to quit the job before making it to the half-year mark! This kind of turnover is costly. Some may cost an employer double an employee’s salary to replace them when they quit. It might affect other employees and trigger negativity at work.
Then how do you win the employee retention battle? How do you keep yourselves away from losing your employees in this kind of job market? To keep your golden employees working for you, consider trying the employee retention strategies given below that are right for your company.
“Always treat your employees exactly as you want them to treat your best customers.”
— Stephen R. Covey
Strategies that help improve employee retention
- Pay your employees well
Salary is one of the significant factor employees typically consider as the primary motivation to come to work. If an employee feels that he works harder than another employee who receives a higher rate of compensation, he may leave for a higher paying opportunity. Employees often find they can enjoy a ten to twenty per cent salary increase by merely switching from one company to the next, which makes jumping ship attractive. Highly-paid employees tend to be more motivated to remain in their jobs. So, pay your employees right.
- Hire the right employees
Make sure your new hire isn’t a bad fit for your business. Pay close attention to the signs a job-hopper may have when you interview a candidate. While there is nothing wrong with someone switching jobs if it provides career advancement. So, look for someone interested in growing with your company rather than getting experience to jump somewhere else.
- Reduce employee pain
Never expect your employees to function like robots. When the work and life balance of an employee is out of whack, there’s a pain. Your employee starts feeling frustrated about the tremendous amount of work and feels like he pays out most of his life working instead of living. The job becomes a bad guy for him.
- Become a leader not a boss
A good employer is a good leader. And a good leader can hold a good position in employees mind. You should become an ideal leader, not a bad boss, to improve employee retention. Here is how a leader acts to his employees.
- An ideal employer let employees know where the company headed to.
- He handles the challenges, which can offload stress into the employees.
- A good leader considers employees as the most critical asset.
- He makes employees feel confident about their ability to lead them to a better position in the industry.
Here is how your leadership sprinkle the seeds motivation in your employees.
- It will grow their belief in you
- They will come out of their comfort zone and get ready to undertake even tricky task for your company.
- Help seeing failure as a learning opportunity.
- Encourage a growth-oriented mindset.
As a leader, you should have a job plan and provide regular feedback on an employee’s performance. It will help your employees fully aware of their job duties and how they’re doing in performing them. If an employee feels bewildered about his role in your firm, he’s more likely to feel disgruntled and begin searching for something else.
- Employee engagement impacts retention.
Increasing employee engagement can help improve retention. It can also provide the benefits of better productivity and higher employee satisfaction. Focus on your company culture and take proactive steps to promote engagement, especially among your top talent.
You should be helping your workforce to grow and expand, not only get better at what they already do. If your training centres rely entirely on increasing performance in a current role, you’re missing the boat. Good employees always want the opportunity to advance, not just maintain momentum.
Consider:
- Conduct training programs, so that employees have a broad skill set, not just a narrow set limited to their specific job.
- Mentorship programs that encourage the mentee to become a mentor.
- Allow the employees to climb the leadership ladder so that they know what they need to do to move up.
Employee Retention is a real issue that should address, especially if you already have high turnover rates. Improving retention rates doesn’t have to be strenuous. Be a positive role model and connect with your employees directly. If help you more likely to understand what they need to continue to help your business thrive.
“Employees engage with employers and brands when they get treated as humans worthy of respect.”
— Meghan M. Biro, Your Employees are Engaged…REALLY?, Forbes
What you don’t know about the reasons to hire a Recruitment Firm
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Recruitment firm
Recruitment firm assists in finding the right talents in the competitive job market.
“You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.”
– Renee West, Luxor and Excalibur Hotel
Why should you get assistance from a recruitment agency to fill your open job positions?
Recruitment firms have a remarkable deal of importance in a company as we are the most sought after people who can pick out the best candidates for your organisation. But, some hiring managers may not feel the term ‘recruitment agency’ ease to their ears. They may be reluctant to partner with a recruiting agency because of costs. If you are also one among them, it is time to reconsider your thoughts. Recruitment agencies will not only save you time and money, but we can offer you access to the hidden talent as well as various solutions tailored to your business needs.
Here are a few reasons you must read about why using a recruitment agency is the best solution to future employment.
“Human Resources aren’t a thing we do. It’s the thing that runs our business.”
– Steve Wynn, Wynn Las Vegas
How can the right Recruitment firm help you?
- Hire candidates faster with the Recruitment firm
As a hiring manager, you need to weed through applications from the candidates, contact and pre-screen selected ones, and then decide on the best talent to bring in for an in-person interview. Isn’t it a time-consuming task? Well, hiring a recruiting agency will save you hours, days and even months.
With us, you no longer need to spend your precious time looking through loads of resumes and line up pre-screens with candidates who may not be a fit. We will handle this part of the process and make your candidate search as easy as pie. It allows you to continue focusing on doing your best on the day to day business which requires your attention. It will save you a fair amount of money in the long run.
- Hire highly qualified candidates with Recruitment firm
As a good recruiter, we understand the type of candidate you are seeking to hire and match you with the best candidates. We follow an in-depth research and screening process to ensure providing quality candidates. As a professional in the recruiting industry, we carry out a minimum of three professional reference checks and conduct proper background checks to save your HR department time.
When it comes time for interviews, you only have to take the time to interview top candidates. We arrange everything else, which includes scheduling the interview session and providing the office location to the applicants.
- Keep your professional appearance
Some companies like start-ups or small companies may not have a dedicated in-house recruiter. So they lack the expertise and resources to find and hire the best candidates. If you also have less knowledge to recruit candidates in a highly professional manner, it is best to leave it to the experts from recruitment agencies. We can ensure doing your hiring process professionally and effectively.
- Guarantee refund on employee retention
The most critical benefit of using a recruitment firm instead of in-house recruiters is that recruitment agencies provide additional security when it comes to new hire retention. All the top recruitment agencies offer guarantee periods. It means that we assure you that the new hire will stay at your organisation for a specific period, which is usually three to six months. If your employee gets terminated or leaves before the expiry of the guarantee period, we will give you an entire refund or, find a new, replacement candidate for no extra charge.
In short, choosing the right recruitment agency can help you recruit and retain the right people faster and even cheaper! At Bangalore Secretary, we take a holistic approach to support your business goals and help you attract and retain top talents. Contact us today to experience the benefits of expert search and recruitment strategies.
“The key for us, number one, has always been hiring very smart people.”
– Bill Gates, Microsoft
Discover the long weekends and holidays 2020 and make those days special.
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Long weekends holidays 2020
Long weekends and holidays 2020 listed with comments from executives. Kindly fill this page with comments.
Holidays – any holiday – are such a great opportunity to focus on bringing the family together.
— Lidia Bastianich
Who in the world doesn’t like looking at the calendar and counting the long weekends in 2020?
Yes, I am sure most of us do that. After all, long weekends and holidays are the ideal time to get away from that mundane work life and spend some quality time with friends and family. Especially when the holidays fall on either side of the weekend, makes it more worthy as we can club it together and head out for a long trip or have a visit to your hometown.
Now that 2019 is about to end, you may begin to wonder about when can you meet or spend time your family next. Then, here we bring you an entire list of all long weekends in 2020 for you to plan your days. It is always better to plan well, take advantage of the lower bus, train or flight fares, than scramble last minute for options.
Indian Railways is the cheapest way of travelling long distances.
My favourite thing about the holiday season is to spend time with family and friends and to take time off to celebrate.
— Julie Payette
The entire list of holidays and long weekends in 2020
January Long weekends holidays 2020
The new year 2020 is like a chapter in a book waiting to get written. So never make it just the same old story, start over a wondrous new year with a memorable trip. January is entering into the picture with some pretty good news for the techies to escape from the monotonous city life.
- Holidays in Karnataka starts with Makar Sankranti on 15th of January, which is on a Wednesday. It is a significant festival in Karnataka, and it represents a period of abundance, peace, affluence and happiness.
- Another public holiday in January is Republic day, 26th January which falls on a Sunday. There goes one holiday off on a Sunday in 2020.
26 January 2020 is Sunday. Fate and time together plotted to steal our time. Well planned plot by the time machine –Mrs.Priyanka Shah works at Tech Mahindra as team lead
February Long weekends holidays 2020
February is the month of Maha Shivaratri, which is on 21st February, Friday. According to the belief, this day, Lord Shiva saved the universe from darkness and ignorance. So, on this day devotees worship Lord Shiva for attaining peace and prosperity.
Finally, Lord Shiva intervened with fate and time to fight the cause of IT Techs. There came Friday Maha Shivaratri on 21st February 2020 on Friday – Ms.Sahanaa works at Wipro at the IT recruiment wing.
March Long weekends holidays 2020
Ugadi or Kannada New Year is the only Public holiday that falls in March. It falls on March 25 th. It comes on 25th March, Wednesday.
Someone is seriously doing damage with our happiness down there.90 days gone and no serious of holidays turning around. Now is the time for us to turn the fate makers of 2020. The BANDH Calls are not far away. Stay tuned to the breaking news – Mr.RajKumar is a terror in his concern works as a team lead in a leading BPO concern.
April Long weekends holidays 2020
April 2020 has four public holidays. And that is –
- Mahavir Jayanti, on 6th April, Monday,
- Good Friday, 10th April, Friday,
- Ambedkar Jayanti 14th April, Tuesday, and
- Basava Jayanti 26th April, Sunday.
Now April 2020 is good enough. Will Recall the Bandh. Now in good terms will all. No more acts of revenge on any fate and destiny makers – Ms.Reshmi Reddy is a IT Java developer in L & T.
May Long weekends holidays 2020
The two public holidays in May is
- May Day on 1st May, Friday, and
-
Idul Fitr on 24th May, Sunday.
No grudged in May 2020.Work mode on.Need to work for career growth.Fine with all astrology and crystal gazing in May 2020 – Mr.Naveen is a manager in a start up product based company.
June Long weekends holidays 2020
Unfortunately, June is a month, which has no public holidays in the year.
I am doubting my running ability so far in June 2020. I can break down. Will start Praying for Badh wallahs to take over the country as the day dawns – Mr.Anil Pnadey is a Vice President in a leading bank.
July Long weekends holidays 2020
Another long holiday you can enjoy in 2020 is Bakrid or Eid al Adha. That is falling on 31st July, which is on a Friday.
Just a break for a long-planned long weekend plan towards my native. Well, all is good till now in 2020 – Ms.Suma Latha is a Python tech lead in an IT Company.
August Long weekends holidays 2020
There are three public holidays in August, and that is –
- Independence Day on 15th August, Saturday,
- Ganesh Chathurthi on 22nd August, Saturday, and
- Muharram on 30th Aug, Sunday.
Here comes the conspiracy team of the tech leads in Destiny Pvt limited and Fate Inc. Both have plotted well ahead in making August 2020 a stale month with no Long weekends holidays 2020 in August – Ms.Nadhini is HR in a Non-voice concern in a travelling company.
September Long weekends holidays 2020
Mahalaya Amavasya is a Hindu religious festival, which is the day to worship ancestors. The day is falling on 17th September 2020, Thursday.
Need to Headbreak a reason for a Friday holiday request among the many qued ups already on the HR Desk. Four days If I get my Friday request gets sanctioned Ms.Santha Kumar is an Inccocent BPO UK shift executive.
October Long weekends holidays 2020
October is a month that has more public holidays as there are five holidays in the month.
- Gandhi Jayanti is on 2nd October, Friday,
- Maha Navami and Vijaya Dashami is on 25th and 26th October, Sunday and Monday,
- Eid e Milad is falling on 30th October Friday and
- Maharishi Valmiki Jayanti is on 31st October Saturday.
Too many jackpots this October 2020 Long weekends holidays 2020. I must be a blessed soul to be born on this planet earth.Cannot wait for October 2020 to come over. Will be welcoming October 2020 with red carpets – Mr.Raj Sahekhar works as IT Tech lead-in a start-up company.
November Long weekends holidays 2020
- 1st November celebrated as Kannada Rajyotsava, the day that the state of Karnataka got formed. In 2020, it is falling on Sunday.
- Another holiday is Deepavali, and that is on 14th and 15th November, Sat and Sunday.
Hanover from October 2020 is yet to go off. November 2020 can be taken as work mode month.No harm with Deepavali falling on a Saturday and Sunday. October 2020 fun still hangs on to keep me steady on the go.– Mr.Raghu Raman is a financial adviser to leading stock brokerage firm in Bangalore.
December Long weekends holidays 2020
December is the last month you have in 2020. So, make it more unique. There are two holidays in December, and that is –
- Kanakadasa Jayanti, on December 3rd Thursday, and
- Christmas, on 25th December Friday.
There goes 2020 with a stylish finish. Nevertheless, 2020 will be a fabulous year with holidays ured over evenly.
So, this was the checklist of long weekends you have in 2020. Don’t waste time, start planning from now and have a marvellous vacation with your family.
I miss my family so much. My ideal holiday is to hang out with them.— Emilie de Ravin
Complained by the creative wing at Bangalore secretary.
Job Description – A Guide to list out major components in a job description
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Job Description
“The smartest business decision you can make is to hire qualified people. Bringing the right people on board saves you thousands, and your business will run smoothly and efficiently.”
– Brian Tracy
A job description is an outline that explains the responsibilities of a job position, which can help streamline the recruitment process. Almost every company glosses over the job description when hiring candidates.
They write up a generic description that includes all the requirements of the person they are seeking. A compelling job description can engage and inclusive, prompt the right people to apply and help you trim down your time-to-fill.
There are many benefits to an adequate job description. Here are some of its key uses.
Why Is Job Description an essential factor?
The job description provides the employee with the expectations required of them in the role.
- It provides the candidate with enough details to help them assess if they are suitable for the position.
- To help the prospective employee to determine their role or standing within the structure of the organization.
- It helps formulate questions for the interview process. It helps set goals and target for the employee upon joining.
Well, as you understood the importance of Job Description, now let us list out some of the significant components that should include in an ideal job description.
“You’re not just recruiting employees, but are sowing the seeds of your reputation.”
Essential components in a Job Description
- Job Title
The title is the fundamental element of a job description as it is the crucial factor that will catch the eye of an ideal candidate. A specific title accurately reflects the nature of the job and the duties performed. It makes the right people immediately think, “Yes, I can do that job,” and go on to read the full description.
- Location
Even if someone is entirely skilful and fit for a company, he can’t proceed if the company is not in a location he can reach out. So, the location of the position should be displayed front and centre on the job description so that a candidate can decide if it makes sense to apply.
- Objectives and Responsibilities
The next step is mentioning job objectives and the day-to-day responsibilities in bullet points. It is essential to provide a high-level summary of what the job entails. Explain why your company is hiring for the position. Also, include what the goals you want the future hire to accomplish are and how they are expected to achieve them. This step will make those who do these tasks in their previous job feel confident to apply.
- Skills and competencies
Another essential factor you should include in your job description is skills and competencies. Skills are activities the candidate can perform based on what they have learned in the past. And competencies are the traits or attributes employer expects from the candidates to display in the role. Both are very important in the talent hunt.
- Salary
You cannot include a particular salary as it can vary according to the education and experience of the candidate. So, you should include a salary range in the job description.
- Company description
It is highly vital to tell the job seekers what your company does and what it is like to be an employee. Many job seeker not only want a job they are interested in but also wish to work for an organisation that matches their personality or does something they are interested in. You can also include a link to your company’s career website.
A well-written job description can attract the most qualified candidates for a job role. It can give the reader a sense of the priorities or a clear picture of the job role. So, the more accurate you can make a job description upfront, the more useful it will become in the future. Fix all the above-mentioned points in mind and create a great job posting for the next time.
Placement consultants in Bangalore offer the best talents to be hired in the competitive job market. We are available for a discussion at Phone: +91 7795547089
“It doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.”
– Steve Jobs
Shocking truths about the significance of passion at the workplace
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Passion at the workplace
“The true soldier fights not because he hates what is in front of him, but because he loves what is behind him.”
― G.K. Chesterton
What is one of the severe issues most of the workplace facing, currently?
If you ask me this question, I must say it is the lack of employees who are passionate about their work.
- No Passion at the workplace
- Negativity at the workplace.
Almost no employee is passionate about what they do, and they do a job, to earn money than doing something that can earn them happiness and satisfaction.
The lack of enthusiasm makes them put on a sullen face feeling like they are in a wrong place, and this job doesn’t suit them. They may keep on thinking about an unfulfilled dream they wanted to do with their life.
Memories of all those wrong steps may kick them down to woe. The more they think, the more they feel wretched to cope up with the current scenario.
Is this describes your current internal battle of whether you should stay or move on with your current job? Here are some intuitions about what passion is, why passion is inevitable at the workplace, and how can you build that passion?
“The saddest people I’ve ever met in life are the ones who don’t care deeply about anything at all. Passion and satisfaction go hand in hand, and without them, any happiness is only temporary, because there’s nothing to make it last.”
― Nicholas Sparks, Dear John
What is all about Passion at the workplace?
Passion is the key to unlock the motivation to do things far better. When they enjoy every single effort you make to finish your job; it means that you have a passion for it. Your passion can lead you towards giving great performances and feel rewarded for the achievements you get.
Why is Passion at the workplace essential?
When an employee is vehement about what they do, they consistently look for ways to revamp themselves and their work role.
- The Passion at the workplace boost your energy – Passion increases your power to work an hour more, keep digging until you find answers or finish your task.
- A Passion at the workplace makes your work fun – Productive workers do things or find possibilities in their own ways. When you are Ardent about doing something, you feel less stress and tension. It makes your work fun.
- Passion at the workplace helps you kiss success – When you do something that makes you happy, it will make you happy to crack down all the obstacles — this way, you achieve success beyond the boundaries.
“One person with passion is better than forty people merely interested.”
—E. M. Forster
How to develop Passion at the workplace?
So, then the next question arrives, how do you create Passion at the workplace?
Here are three attributes to help you build your passion.
- Connecting with colleagues – Connecting is the first step passionate a worker should do. Connect with your co-workers help them solve problems and improve their work. You can also ask doubts; get help to solve your problems, which can make you improve. It will help you build up your career by getting rid of the feeling that you are not the ideal person for the job role.
- Find new ideas – Always come up with creative ideas or innovative ways to improve what you do. If you always put your best step forward and continually test or experiment with new ideas, you will ultimately achieve excellence in your job.
- Work for a particular goal – Set goals for you daily to achieve within a day or in a week or month. Work hard to make your daily goals and slowly increase your potential. Note down your progression every day. You will surely receive a huge difference after one or two months.
Every individual is different in likes and dislikes. It leads them to choose a career or things that make them happy. Then they will be passionately exploring every task of their favourite job with cent per cent dedication. Apart from earning money, you should focus on things that can win you happiness and satisfaction.
If you want a career or a rewarding job and beneficiary to you from all aspects, then you must put in your best and be passionate about what you do.
“You have to be burning with an idea, or a problem, or a wrong that you want to right. If you’re not passionate enough from the start, you’ll never stick it out.”
—Steve Jobs
A super simple guide in writing rejection emails to your Job Applicants
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Rejection emails
“Rejection is merely a redirection; a course correction to your destiny.
– Bryant McGill”
A rejection email for job applicants
Every day you receive more applications than you can handle for a particular post. Responding to all the applicants takes a lot of time. As a hiring manager, you may send more job rejection letter than offer letter. It can probably make you feel awkward. However, you mustn’t skip or delay sending a personalised rejection message to the people who took their valuable time to apply and interview for the opening.
They might have put all their commitments aside just for this interview. So, it is imperative to send a rejection letter to them so that they can move on with their job search.
Want to write a professional yet kind rejection letter? Follow the steps below to the essential things a thorough rejection email should include.
A rejection is nothing more than a necessary step in the pursuit of success.
– Bo Bennett
How should a perfect rejection email be?
- Thank the candidate warmly
The first thing you need to write in a rejection email is gratitude. You should thank your candidates for their interest in the company and the time they invested in the application and the interview process for the role title. It helps you end the rejection letter on a positive note and wish the person the very success. A polite and genuine appreciation also shows an applicant that your company values others’ time.
- Make it personalise
A rejection letter should not be a generic template. It should be personalised, including the position for which the candidate applied and the date of the interview.
- Provide feedback
It is understandably frustrating when candidates make it till the interview stage, get rejected, and don’t receive an explanation of why. Instead, you can explain why he didn’t get chosen for the job role. You can provide them with insight into areas of improvement they can consider in the next in their job search and achieve a successful career.
- Leave the door open
If you feel the candidate is a good fit for the company, you can let them know that you would like them to apply for other opportunities in the future. For example: If your job description required a candidate to have five years’ experience, but the applicant only had three, then you might say, “Right now, we are looking for candidates with more experience in the field. But surely you can join us in the coming years if we have any vacant chair.
- Identify strengths
You can also point out any strength of the candidate you noticed in the interview, along with the feedback to balance the tone of the letter. Think of some specific strength such as leadership experience, communication skills or technical skill that stood out and mention that in the message. It will aid to soften the blow and instils hope in the candidates. Do not forget to conclude the letter by wishing the candidate luck in the job search.
Remember, sending a rejection email is vital as it is the last opportunity to build a relationship with the candidates. A polite and on the point email will cause them to think favourably of your company. It surely sky-high your company’s reputation as you create a good impression on the candidate’s mind and the people affected by his opinion as well.
Don’t ever believe that this is unimportant for your reputation as a potential employer. “Start by doing what’s necessary; then do what’s possible, and suddenly you are doing the impossible.”
– Francis of Assisi
How to build a robust candidate-recruiter relationship to hunt down the talented candidates?
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Candidate-Recruiter Relationship
“Time spent on hiring is time well spent.”
– Robert Half
Matching a candidate to the wrong opportunity is the most frustrating thing a recruiter can have. It can make a huge difference in his productivity and a high rate of attrition. It can also affect your brand as a recruiter.
Do not do the same mistake of puncturing a Candidate-Recruiter Relationship again.
One of the big troubles most of the recruiters do are sourcing candidates only after opportunities opens up. If you also come under this category, it is the time to watch your steps.
Focus yourself on building a relationship with people who own the skill sets and values that match up your or clients company. It helps you match them up to the right position immediately when an opportunity opens its door.
Would you like some tips on how to have a great candidate-recruiter relationship? Well, continue reading the article.
“People are not your most important asset. The right people are.”
– Jim Collins
How to build trust in Candidate-Recruiter Relationship.
- Know your candidates
An open, honest, transparent conversation is the foundation of a successful candidate-recruiter relationship. It can help you get to know the bigger picture of a candidate. Know about what they are good at, the skills they have acquired and what they are expecting from a new job. Through this, you can understand the character and career aspirations of a candidate. If you dig deeper, you can gather lots of more information. It can help you makes an informed decision about whether he is the right one for the post.
- Make a relationship
Recruiters have to reject more candidates than they hire. If a candidate gets rejected for the current openings, consider it as an opportunity to build a relationship with him. You can have positive conversations and suggest them other suitable opportunities. You can also stay in contact with them for future openings.
- Become a bridge between candidate and hiring manager
A recruiter is a real bridge between a candidate and an employer. So it is essential, you should listen to your candidates carefully to offer them the best opportunity. As a recruiter, you need to go through a lot of profiles, before choosing the perfect one for the job position. You need to find different ways to satisfy the demands of the hiring managers, offering them the right candidates.
- Get them a job they can excel at
A candidate needs to get the right career placement. To secure those jobs, recruiters have to make informed decisions to ensure the job position completely matches his interest before inviting him to the corporate world.
Being a great recruiter means more than just ticking the right boxes. As a recruiter, ensure you are personable, honest and communicative to all your candidates.
Maintaining a good relationship with the candidate can take you to a deeper level to find the industry-best performers, which leads to successful candidate recruitment.
Following the above strategies can surely make quick hiring decisions to pick out a candidate who can excel at your or clients organisation. Finding the right candidate for the right job can also strengthen your relationship with your hiring manager.
“If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it, you almost don’t have to manage them.”
– Jack Welch
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