All posts tagged: employer tips

3 tips to focus on employee experience and not just engagement

Employee engagement is indeed one of the most important aspects that companies are focusing on these days. After all, employees are the most important part of a company, and thus, they have to be kept satisfied and happy. However, we are living in an era where employees are expecting a lot more than mere employee engagement programs from the firms. They want the firm to consider ‘employee experience’. And, the human resource department has certainly realized that. Here are the top tips to focus on employee experience:

  • Keep a check on their journey

In order to make sure that employee experience is taken care of, the company has to keep an eye on the journey of the employee. Also, they have to keep intervening and checking that employees are happy and not facing any issues. This is done by continuously interacting with the employees. Also, personalized communications are a great way to make sure that the employees are doing well, and they are happy.

  • Do continuous surveys

One of the other fantastic ways to make sure that employees are offered a good experience is by constantly asking for feedback. The HR teams have to make sure that they keep organizing surveys to take important feedbacks from the employees. This information will surely help the firms to design their policies and plans in such a way that enrich the employee experience. Although, it is preferred to keep the surveys anonymous as then only mostly employees give honest feedback without any scare.

  • Focus on long term plans

Though employee engagement programs are important, companies should focus on devising long term employee experience strategies. Companies should aim to build programs that help the employees to grow and do better. At the same time, the plans should focus on the wellbeing of the employees as well. With this, not only the company would be able to offer a better experience to the employees, but indirectly, this will also help to boost the happiness and thus, the productivity of the employees as well.

Employee experience is important. Thus, make sure that you are designing strategies that are not merely engaging the workers for some hours. But, there should be concrete plans that should be aimed to enhance the complete experience of the employees while working in the firm. As we all know; ‘Happy employees are the best employees’.

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How you can make interviews less stressful for the candidates?

As an employer, you keep organizing interviews to close various vacancies. But, have you ever thought about how important it is to care for the candidates who appear for the interview? Interviews are quite stressful for the candidates, therefore, it is always better to make the complete process a lot friendlier, and this can be done by avoiding the situation where the candidates have to wait for long hours without purpose. Mostly, the recruiters never deliberately create a situation where the candidate has to wait for long, but at times, automatically, just because there are so many candidates or any other genuine situation, the candidates might be asked to wait. But, there are a few instances, where candidates are meant to wait for some invalid reasons as well, and this is where the recruiters have to work!

Here’s how you can make interviews less stressful for the candidates:

  • Lessen the wait time

More waiting time automatically stresses the candidates more. As, they are waiting for long, and a thousand types of thoughts are running through their mind. They also keep seeing the other candidates who are constantly coming out of the interview room, and then their level of nervousness automatically increases. Hence, it is better to manage the interviews in such a way that doesn’t allow the candidate to wait for too long.  Sometimes, if the candidate is asked to wait for long, without any genuine reason that this will surely create a negative image of the company. The candidate will think that the recruiters or rather the company does not value the candidates or even their future probable employees. It is surely pretty harmful to your company’s reputation. As a candidate might spread his or her disappointment or bad experience will others as well.

  • Indulge them in discussions

One of the best ways to destress the candidates is by asking them to indulge in some kind of conversations. Also, you may want to give them some magazines to read or show them your company videos while they are waiting. Some recruiters who are not that busy on that day might come and spend some time with the candidate as well. This will not only distress them, but this will also create a great impression about the culture of your company.

Interviews are nerve-wracking, but with various techniques, we can definitely make the whole process less stressful for the candidates.





RinkyHow you can make interviews less stressful for the candidates?
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Goals for 2019: A focus on employee wellness and happiness

No matter how cliché this statement becomes; (employees are the assets of the company) the message that it conveys stays strong. So, if you also consider employees as the assets of your company, then you should definitely care about the wellbeing of your employees. At the same time, you should surely focus on how your employees are feeling in the office, how happy or satisfied they are. As, at the end of the day, your employees are the face of your company to the world.

Here’s why you should surely focus on the happiness and wellbeing of your employees:

  • Healthy and happy employees are more productive

With this statement that healthy employees are the more productive ones, we don’t want to sound like we only care about the company. But, to an extent, it is true that the company would like their employees to be more productive. Therefore, it is important to take care of the health and happiness of your employees. As, employees who like to do their work, and are happy working with your firm, will surely perform better. Therefore, it is extremely important to make sure that you are considering the happiness level of your employees as an important stat.

  • Healthy and happy employees become your indirect ambassadors

Every company knows how much money they need to spend in order to perform marketing actives. What better than someone marketing your brand for free? This is what your happy employees will do for you! They will intentionally or unintentionally heap praises on your firm in front of others or even on social media platforms. This will not only help you at the time of recruitment, but it can have considerably good benefits on your marketing strategies as well.

  • Employees’ happiness boosts retention rate

Satisfied employees will think twice before leaving your firm. One of the reasons is that they like working with you, so why they won’t want to continue. And, the second key reason is that if your employees are happy that means you are definitely doing something for them, and employees will find it difficult to expect the same kind of treatment from any other firm. Hence, they would not really like to move without any solid reason. So, eventually, this will lead to a high rate of retention.

Employees are an important part of your business. They are the ones who are working hard so that the company can grow. Therefore, it is the responsibility of every good employer to take good care of their employees. And, one of the key elements to consider while planning your ‘employee benefit’ strategies is focusing on the health and happiness of your employees.

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What to do when you don’t hear back after an interview?

Interviews are kind of a regular part of all of our lives, and the complete process is quite tiring. But, at the end of the day, the results are worth all the hard work and time invested. However, the outcome of an interview is not always on the positive side, which is also fine because we are kind of prepared for it. But, the worst situation is when the recruiter asks you to wait for the response. This is when you become anxious and confused. If you are also awaiting a reply from a recruiter, here are some tips to follow:

  • Don’t keep asking desperately

One of the things that you would definitely want to do while waiting for a reply after the interview is following up with the recruiter. To an extent it is fine, and it is kind of your right to know the answer, but if you keep asking again and again then you might look like a little desperate. So, it is better to give some time to the recruiter, however, if you have asked after a considerable amount of time, and if still you did not get any response, then forget it and move on.

  • Don’t let negative thoughts creep into your mind

When we don’t hear a yes from the recruiter, we mostly become upset, and this reaction is quite normal. However, in this situation, you are still not sure whether you have got the job or not. So, there are chances of hearing both yes and no. Thus, it is suggested to stay as positive as you can and avoid thinking negative about the interview result or anything in general.

  • Be prepared for anything

Now, this is very important. In this situation, you should be prepared for both yes or now. This means, that you should surely not stop considering other options that will come your way. It would be great if you hear a yes, but you might hear a no as well, so it is good to be ready for anything.

Interviews are a part and parcel of life. There is no doubt that interviews are important, but at the same time, you should not take the outcomes to seriously also. You should seek feedback, learn, improve and grow, but don’t be too disheartened if something doesn’t work out. Also, a recruitment process of a company tells a lot about the firm too. So, make sure you also assess them well while they assess you!




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Don’t judge the candidate so early

No matter how much we hear that judging is bad, but when it comes to the process of recruitment, not judging becomes a challenge. Though, ideally, recruiters and the hiring managers are trained to carefully asses the skills of the candidate. And, based on the outcome of the assessments, one has to take a final decision. But, sometimes, it becomes very difficult to get to a solution without judging. Now, ‘judging’ here doesn’t just have negative connotations to it. Judgments during the hiring process can sometimes turn out to be beneficial for the company or even for the candidate as well. But, here’s why you should take some time before making judgments:

  • Initial judgments can be wrong

One of the most prominent reasons for not passing judgments on candidates easily on is the fact that early judgments might lead to unfavorable results. No recruiter or hiring manager would like to hire the undeserving candidate or not hire the best candidate. Therefore, in order to make sure that you are only focusing on hiring the best candidate, you should think through. Take your time, don’t hurry up, and only come to a conclusion when you have carefully reviewed all the important points.

  • Initial Judgements can lead to bias

Well, it is absolutely right that no good recruiter would like to be biased during the interview process. In fact, every hiring expert tries to select the candidate only based on the true abilities of the candidate. But, sometimes, some points in your head might lead to unintentional prejudice during the recruitment process. Therefore, make sure you complete refrain yourself from holding any strong thoughts about a candidate.

  • Initial Judgements can lead to unpleasant behavior

Though, if you will ever judge the candidate very early in the recruitment process, it is certain that you will keep your views only to you. You won’t like to speak about your judgments to the candidate. But at times, if our views about someone are very strong, then unintentionally we may act a little different with the candidate. For example, if you have started disliking the candidate because of how he or she spoke to you, then automatically your attitude towards him or he won’t be good. However, as a recruiter, you have to avoid any instance of being rude to the candidate.

Recruitment is a tough job, therefore make sure you are always on the right track to hire only the best candidates for your firm.



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Career Gaps on Resume: Myths Busted

No matter for how many years you are working, any break between jobs or any career gap on the resume does seem a little scary. Even if your reason for the gap was justified, still when it comes to explaining it, you are always doubtful whether the recruiter would believe or not. Though, it is also true that the world of recruitment is transforming and the recruiters are becoming more flexible, smart and understanding. However, there are a few myths related to career gaps on a resume which are still prevailing. In this article, we are busting a few of them:

  • Career Gap signifies lack of continuity

Career Gap may signify a little break, but that break may not signify lack of continuity. This is valid for cases where a person has taken a break to refine their knowledge. When the break is taken to enroll in a certain course or to study something to gain more understand, then that career gap is not regarded as a break. Rather it should be referred as a period specifically taken to enhance the knowledge, and it should be considered positive.

  • Career Gap signifies carelessness or lack of interest

Earlier, a very few bunch of recruiters used to consider career gap as a sign of lack of interest in working. Also, some even related it to the carless attitude of the candidate towards jobs. However, that is not at all true. Career breaks can happen because of any legitimate reasons. Therefore, a recruiter should carefully listed to the candidate and understand the reason of gap without any preconceived notions.

  • Career Gap signifies lack of skills

Some people might consider career gaps as the lack of abilities. They may think that probably the candidate was finding it difficult to get a new job for a long period. This can be because the candidate’s capabilities were not par with the industry requirements. However, this is absolutely wrong. Judging a candidate based on the gap is not at all a great way to conduct a job interview. Instead, the focus should be more on assessing the skills of the candidate.

Career gaps may not look nice on a resume, but they can be justified, if the reasons are genuine. Therefore, if you have any gap on your resumes then don’t worry about it. Just make sure that you convey the reason of the gap appropriately to the recruiter.







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Why should you let your employees do their tasks their way?

Running a business is not a cakewalk. You need a solid team to work together and achieve you get your goals. However, when it comes to motivating the employees to work with the same energy and passion as you do, you might have to try different techniques. Nonetheless, it is extremely important to value your employees and to understand their worth. Continuous appreciation and constant motivation are a few things which are needed to encourage the employees perform better. But, one of the other major things that you need in order to motivate your employees work better is giving them complete freedom.

Here’s why you should let your employees do their tasks their way?

  • To enhance their confidence level

When you tell an employee that they are able to do their work in their own way, and they won’t be micromanaged, then there is a certain sense of confidence that you automatically impart to them. Employees are not only more confident about performing their tasks, but they are also quite stress free. As, they know that their leads or the company is trusting their abilities. This will motivate them to perform with extra surety.

  • To help them devise newer ways of doing work

Once you give the employees the complete freedom to perform their tasks, it is quite certain that they will definitely devise better and smarter ways of doing work. This is not only good for them but also for the company and your team in many ways. You might even end up knowing faster or more efficient ways of accomplishing a task.

  • To motivate them

Whenever you either appreciate an employee or you give them the absolute freedom to do their work, you automatically inspire them to work better. They seem to be more passionate and more dedicated. Also, they will even be a lot more careful of their as no employee would like to misuse the flexibility.

  • They will be inspired to take more initiatives

 Once, the employees will realize that the company, and specifically their manager is confident about their skills, the employees will automatically get a boost. They will take more interest in the work and even in new initiatives. Also, they will enjoy their work a lot more.

All set to find a new job which gives you enough freedom to ‘your work your way’?



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What to do if an employee is confused between leaving the firm or staying a little longer?

Human Resource team of various companies comes across this situation where employees leave the company for various reasons. No HR really likes to see their employees leaving, but it is definitely a generic process that happens in every firm. However, this situation only becomes difficult if the employee who wants to leave is actually ‘wanted’ in the company. As in, the company or the HR doesn’t want the employee to leave as they consider him or her as an asset! This is the situation where the HR executives really have to put up their best show. This is not the only difficult situation; in fact, the HR team face such kind of situations every now and then. And, one of the other tough situations is where even the employee is confused between leaving and staying in the company. If you come across any such situation then, this is what you would be doing to guide the employee to the right path:

  • How badly do you want to retain this employee?

Firstly, you would have to figure out from the respective team, how badly they want this employee to stay. Sometimes, employees can face the dilemma of whether they should continue with their firm or whether they should hop on the new opportunity. This is where the role of the managers and the human resource experts come into play. They have to first figure out whether it is worthy to find out ways to retain the employee or not. As, if the employee is even thinking about staying in the firm, this means that half the battle is already won.

  • Open and transparent discussions

There is simply nothing better than understanding the mindset of the employee by sitting and discussing. The employee may come up with challenges that are easily solvable. Thus, the conversations may pave way for a better employee and company relationship. Therefore, whenever you sense that your employee is facing a dilemma, straightaway plan a conversational session with him or her.

  • Solve the problems

If the employee is thinking of leaving the firm, then he or she must be facing some issue or he or she mustn’t be happy with at least something. This is where you have to figure out the actual problem. Once, you know what the issue is, it will be easy to offer a possible solution to the problem.

Though leaving a company and joining another is a normal process, but at times, employees are confused as to what they are doing is actually right or not. This situation may even arise when the employee is serving notice. Therefore, it is always advised to handle such situations with the utmost care.



RinkyWhat to do if an employee is confused between leaving the firm or staying a little longer?
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What to Know When Hiring Recent College Graduates

The graduation season is on and so is the hiring process for another class of young professionals. Recruiters will have the arduous task of skimming through the resumes of these graduates and recruit them for entry-level jobs and career success.

One stark difference that you’re going to encounter is the generation gap between you and the Millennials and Generation Z. Their behavioral and economic tendencies and sensibilities differ from the older professionals in your workplace. You may have first-hand experience in this matter while working with 20-something interns. Apart from the obvious generational differences, how you approach hiring someone with no work experience should be quite different from how you’re used to doing this process i.e., hiring seasoned professional with loads of work experience. We bring you some pointers on how to better hire among the pool of fresher to accommodate your workplace needs.

Cut some slack for experience requirements

Young graduates cannot have extensive resumes and it is unreasonable on your part if you expect them to have one. Even if a student spends the better part of their 3 or 4 year college experience preparing for a particular career, they still have a lot to learn about your industry and the position. They might not be aware of the nit-picks, the lingo, tools and best practices that the job entails. It is also somewhat unreasonable to expect them to have hands-on experience of the job they are applying for. Try instead to look for candidates who are intelligent, driven and can be moulded into doing the job as per your requirement. Shortlist the ones who have good GPAs and extra-curricular background(debating, social work, internships etc.). If someone has struck the perfect balance between marks, extra-curricular activities and a social life, you just might have struck gold in terms of hiring. Bingo!

Orientation and training is the key

Remember that the person you just hired was until recently living in the closed and protective environment of their college. Hence, you need to buckle up to provide them with some hands-on training and orientation. However, if you find your resources and time stretched thin by the idea of such exercises, you might be better off hiring an experienced person. Let’s just admit one fact straight out. A majority – if not all – companies that hire recent graduates do it to cut costs. One more advantage that you derive out of hiring someone fresh out of school is that they can be thought of as a ball of clay that  can be moulded into an ideal team member. An experienced professional might try to shake things up and do stuff the way they already know best but a fresher is more receptive to learning the exact processes your company requires employees to follow. A subordinate in every sense of the word.

It’s also important to teach a young employee how to conduct themselves at the workplace and deal with the challenges a career present. In addition to a comprehensive training program, a formal mentorship program will help them grow professionally. Consider pairing any recent graduate you hire with a senior employee who can provide guidance and feedback.

A meticulous interview is a must

An interview process forms the backbone of the hiring process. However, when you are placing your bets on a newcomer who has a total blank sheet in terms of past records, the interview process becomes all the more crucial. Try and get to know the pulse of the candidate from the word go. Get them to disclose their professional ambitions and how they perceive your company in the bigger scheme of things. Does the person looks trustworthy or will they jump ship in search of greener pastures as and when the opportunity arises? Gauge their maturity level and try to ascertain whether they are ready for the transition from college life into the cutthroat competitive world of adulthood.

Don’t go too much into the skills and experience domains for reasons already made clear above. Point blank ask them why they applied for the job and how are they planning to tackle it on a day-to-day basis if get hired. Get an idea of their interest in the role and your company since many people with no experience apply to multiple entry-level jobs and hope for the best.

Be fair and legally compliant when hiring interns

A fairly common practice for a company is to hire someone from college as an intern before hiring them as a full-time employee once they graduate. The young professional has the opportunity to get their foot in the door and the company has the chance to train and get to know them before making an employment commitment. Internships are generally mutually beneficial in nature. Most employers make the intern sign an agreement before bringing them on board. Although the internship scenario in India is mostly unregulated, there are safeguards that employers can put in place to ensure workplace harmony, no incidents of harassment or worse and a general protection of self-interest of both the parties involved. The young person should receive training that benefits them as their career starts in exchange for working for free.

Some guidelines that can be put in place:

The intern fully understands they will not be compensated (if they fall under unpaid category) or understands the compensation they will be receiving (for providing enterprise or labour) clearly.

The intern receives training that relates to their field of study.

The internship schedule accommodates the student’s class schedule.

The internship concludes when the intern has completed their company-provided training.

The intern does not replace a full-time, paid employee.

The intern does expect a paid job at the end of their internship.

Never take the intern you hire for granted and as someone who can do your company’s tedious work for free. Instead, create a formal internship program that provides the participants with valuable training and helps get their careers off to the right start.


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5 Ways to Get an Award-Winning Employer Brand on a Budget

Congratulations on setting up a company with a good number of employees! Your company is now your brand that you ought to take pride in flaunting. As a brand that employs, there are a few questions that you should regularly ask yourself while you run the company. How popular is your brand to the outside world? Do outsiders have a positive or negative impression about your brand? How appealing is the employer-employee relationship to the audience? Will the picture that you paint of your brand as an employer encourage job seekers to apply to your company for employment? This is what an employer brand is all about, it refers to how you brand your company as a strong and attractive employer. Employer branding doesn’t necessarily have to be expensive, it’s an art that can be perfected even on a low and limited budget. Career Marshal tells you 5 simple and affordable ways in which your company can head towards becoming the best employer brand.

Identify your USP as an employer

What is that one unique quality that makes your company a better working place than other offices? Identify the Unique Selling Proposition that you offer as a brand. Be honest and clear in stating what you can offer when you employ and make sure that your company lives up to that statement. This being said, never exaggerate on your USP, know where your limits lie and do not go overboard with your declaration.

Focus on perfecting the HR Department

The Human Resource Department plays a vital role in painting a picture of your company as an employer. It is most likely that any job seeker’s first interaction will be with the HR department for inquiries regarding job openings and interview processes. Therefore, the communication that goes out from the HR team should be very polite and precise as this is where potential employees will get their first impression of the company. From briefs about hiring processes and expectations that job seekers should have from you, your HR team should make sure that they’re being realistic.

Leverage your email responses

Be it automated or customized responses, a revert to mails should always be sent. If an automated response is not what the query has asked for, then it must be made sure that it is forwarded to the concerned department; a response should be mandatory. Good communication in any form has done no damage ever.

Bring your star employees to the forefront

Signing up to hire a brand ambassador or a popular face to represent your company is something that mostly requires high budget. What can be done instead is bringing your highest performing employees to the limelight on your website/social media pages and highlighting the ways in which they’ve excelled in their field of work. To add to this, you can mention the rewards and benefits that have been offered to them for high productivity – this is a subtle way to tell people that your company is an employer that acknowledges and appreciates the efforts of its employees.

Never miss out on social media

Make your presence felt on different powerful social media platforms like instagram, twitter, LinkedIn and facebook. It is a fact that social media is not just a platform any more; it is one of the most influential tools available today. Treat your employees right and highlight the epic work culture that you provide – post pictures and videos of your employees enjoying their work, post visuals of office outings and trips; put in the effort of posting a birthday wish/message for each employee with their pictures. Another great idea is to make a post related to the great clients that your company caters to. In short, share posts that portray the best of what you’ve been delivering. Spread the positivity, transform your company into an employer brand that every job seeker wishes to be a part of!






Rinky5 Ways to Get an Award-Winning Employer Brand on a Budget
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