The success of every organization is based on three factors- engagement, competency, and empowerment of the workforce. The employees are the ones who bring business, deal with the customers and add to brand value. It’s the core responsibility of the employers and managers to ensure that their workforce remains competitive in the market by equipping their employees with desired skills and boosting their job satisfaction levels. The HR managers should keep an eye on the problems and needs of the employees to eliminate all the factors affecting their morale and dissatisfaction.

A good job satisfaction ratio amongst the employees calls for higher productivity, more business and lower attrition rates.  Here are some remarkable and 100% pragmatic tips for boosting higher levels of job satisfaction and employee morale. 

Make the Employee Feel Special

The goals and the contributions of every employee should be crystal clear. When the employee feels that he is substantially contributing to the company’s success, motivation comes along. Want to boost job satisfaction? Involve the employees in decision making and other brainstorming sessions. The employers should ensure that the mission, aims, and objectives of the company should be more than mere statements. The employers should bestow full faith and trust in their employees and the same should be communicated to them as well.

Remuneration is the quickest way to reach Job Satisfaction

The best way to entice every candidate is by offering lucrative salary packages. It’s also the quickest way to increase your job satisfaction levels and improve morale, at least in the short term. Gen-Z job seekers are specifically more concerned regarding monetary as well as nonmonetary benefits.   The nonfinancial benefits include bonuses, recognition, on-site opportunities, training, work from home options, vacations, company shares, involvement in decision making etc. If any company is offering these benefits, it can rest assured of employee retention for a longer time. 

Apart from that, the company should take measures to release the salary on time. Even a single day delay kicks anxiety amongst the employees.

Recognition and Rewards

An employee should be appreciated, recognized and rewarded for his contribution towards achieving any milestone. A blatant excuse for not giving recognition under any circumstances shouldn’t be given air. By recognizing the employees’ efforts, the company can make them feel important, spark motivation in them and improve overall job satisfaction. The employees should be encouraged to learn more and appreciated for their achievements.

Streamlining the Workflow and improve Job Satisfaction

A proper hierarchy should be followed whenever anything has to be escalated or discussed. The companies should also ensure that the hierarchy should be just three levels and not beyond that. The higher the hierarchy, the more is the time taken to resolve any issue. The workflow should be streamlined by avoiding confusing approvals procedures, over-complicated processes and delays in communication.  

Celebrate their Special Days

Celebrating occasions such as birthdays, wedding day, baby arrival, etc. will make employees feel special and connected to the workplace. The celebration doesn’t mean going for a grand party but a simple cake cutting or an announcement could do wonders. It really boosts the employee’s morale.

Don’t Overload Employees

Most of the start-ups and small companies have limited people who tend to multitask. For example, the same person is doing the coding and handling hiring with no additional monetary benefits offered. The employee feels frustrated and is not able to focus on his core work. The companies should match headcount to workload. It’s better to hire a new employee rather than overburdening the existing employee.

Flexible Timings and Workplace

The need of the hour is to go flexible with timings as well as the workplace. More and more companies have acknowledged the fallacy of “face time” and have adopted a flexplace and flextime options. Giving employees the freedom to work from home at their own timings ensures a better work-life balance for the employees.

Apart from that, the physical workplace should be neatly organized and equipped with all basic amenities. The concerned departments should keep a check over the noise levels and all other safety arrangements.

Introducing a kid’s crèche will work wonders for female employees. This makes them stay stress-free as their child is in safe hands now. Offering certain stress buster games such as Table tennis, video games, gym etc add real value to employee productivity.

Promotion Policy

The company should opt for a fair, transparent and clear promotion policy. Sticking to one pattern or set of rules for promotions definitely encourages the employees to perform their best and stay active in the race for promotion. Promotion should not be done only in terms of designation but compensation and benefits as well.

Supportive Work Culture

The employees spend more than half of their day in the office and give a significant part of their lives to the company. Strong relationships with co-workers, managers and other colleagues improve the workplace culture as well as inculcate a positive attitude in the employee.  Fortnight small discussions over tea between employees and senior team members boost employee’s morale and lights up the motivation spirit. The senior designation holders should be trained and counseled in how to handle the employees/ team members. A rigid and stern behavior towards employees will make the company lose their talent.

Opportunities to Grow

The company should ensure the competitiveness of its employees. Regular training and new advanced tools should be introduced to pace up with the latest trends. The attrition rate shoots up when the employees are not satisfied with their growth in the company. They feel a dire need to go for a job change to nurture their dreams and skills. The companies should take appropriate measures to ensure professional development and rule out all the possibilities of a stagnated career graph of the employee.

Counselling Employees

It is the same as motivating the employee to make a fresh and energetic start. There could be times when the employee feels dejected, frustrated and lacks motivation. The HRs and the Managers can easily spot them as their performance graph will start declining.

 It’s the responsibility of the Manager to counsel them and reignite the lost spark in them. A small discussion over a cup of coffee can do wonders!

Recruiteze is one of the most loved ATS by the recruiters across the globe. It offers a 360-degree solution to all the recruiting needs by automating all the recruitment activities. Starting from resume formatting, candidate screening, resume parsing, interview scheduling, job description designing etc, it can do everything which is done by a recruiter except for taking interviews. By integrating Recruiteze with your HR suite, the recruiters can actually focus on devising new strategies to boost employee retention, motivation and engagement.  Try it today!

Hiring stalwart employees is a very diligent and arduous task. You never know when the assets will turn into liabilities. Businesses are expanding and so is the need to hire great employees. Due to quick and urgent needs, the recruiters get cobbled up with things under pressure, resulting in bad hires.

The reason is simple, manual resume filtering and shortlisting eat up the precious time of the recruiters leaving inadequate time for interviews or interactions. This lack of time affects the overall hiring productivity resulting in bad hires. There are a number of things that HR professionals should be doing rather than screening resumes only, and sifting through resumes is only a very small part of recruitment. Have a look at some of the equally important things that are being ignored due to lack of time. 

1.     Recruitment Starts with Identifying Talent Needs

Recruitment can happen anytime around the year. The company may sign a big deal anytime and there may arise an immediate need of workforce. A recruiter keeps a check on all the business developments and activities happening in the company. This proactive step makes the recruiter understand any new job opportunities arising and prepare the recruiting strategy accordingly. This helps the recruiter to avoid last-minute hassles and wrong hires.

2.     Preparing Job Descriptions and Branding is Part of the Recruitment Process

Job descriptions are more like advertisements or marketing efforts made by recruiters to entice the best talent from the job market. Great job descriptions cast an awesome impression of the company. It is the responsibility of the recruiter to innovate such engaging job descriptions that persuade job seekers into clicking them and filling in their applications for available jobs. The job listings should be able to cast a striking presence in the job market.

Where to post your job openings?

Reasons why you’re not getting quality Job Applicants

Apart from that, a simple job description will make the best talent to get past it and look for other great opportunities. Excessive jargon in job descriptions also turns down job seekers as it makes them feel under-qualified. So, the recruiter should give ample attention to the detailing of the job description as it plays a very crucial role in branding as well.

3.     Personal Interaction Rounds/Interviews

After the initial resume screening, it’s time to schedule and call the candidates for interview. This is the time where the recruiters actually gauge the candidates on the desired parameters. Apart from that, great personal interaction rounds help to build great relationships as well. Here is the actual test of recruiters when they need to perform the reality check of the candidate v/s what was written on the resume. Moreover, the recruiter needs to cherry-pick the candidates judging them on parameters such as cultural fit, determination, attitude, etc.

4.     Head-hunting?

Headhunting specifically refers to finding passive candidates who are already employed and are looking for some great bite of the cherry. The recruiter needs to look out for such passive talent and sway their minds to join their organization. Headhunting is usually done to find candidates for senior and executive positions. 

5.     Building Presence is a HUGE part of the Recruitment Process

For a successful recruitment campaign, the recruiters need to have great contacts along with a great online/offline presence. Offline presence can be earned by conducting job fairs, networking events, providing internships, visiting colleges for recruitment or guest lectures and other marketing campaigns. To pitch a great online presence, there is a need to have an impressive website, phenomenal social media activities, webinars, online sources, etc. All these activities tout the brand and add to brand power as well as popularity.

6.     Background and Reference Checks

After receiving a green signal for a candidate to take him on-board by the HR team, there are few final checks to be done by the recruiters. These are references and background checks. The recruiter needs to connect with personal and professional references (provided by the candidate) to ensure the genuineness of his candidature. If everything falls in place, the candidate is given an offer letter and taken onboard. 

7.     Induction, Orientation, and On-boarding

The recruiter’s responsibilities are not limited to recruitment only. In fact, the entire onboarding process is completed by recruiters only. The recruiter organizes the induction and orientation programs for new hires and ensures a seamless onboarding process.

8.     Ensuring Great Candidate Experience

The recruiter should send acknowledgment emails to the candidates who applied for the post. The recruiter has to keep the candidate engaged till the final rounds so that the candidate should not leave the process in between and look out for other opportunities. They need to conduct exit interviews for employees who are either terminated or leaving the company.   

How can ATS help the Recruiters achieve the HR objectives?

To stay in the game of recruiting, the HR managers have to comply with the latest recruiting trends. ATS is no exception. Applicant Tracking Systems or commonly referred to as recruiting software helps the recruiters free up time from resume sifting so that they can focus on other above-mentioned activities also. An ATS automates all the underlying activities of the recruitment and boosts the bottom line of hiring.

1. An ATS integrates with the company’s HR suite and can receive resumes from all the sources such as career page, online job portals and social media.
2. The resume filtering is done based on keywords or other sorting criteria decided by the recruiter. An ATS can sift through hundreds of resumes with a blink of an eye thereby, freeing a lot more time for the recruiters. This drastically improves the time to hire.
3. The inbuilt interview scheduler helps to schedule the interviews seamlessly. The interviewer can fill his available time slots and share them with the candidate. The candidate can book the slot as per his convenience and availability.
4. Applicant Tracking Systems are a rich pool of talent database, as they parse and save resumes into the database. So, the recruiters can search here before posting the job online.
5. The single-click notification trigger helps to send automatic acknowledgment emails to all the applicants.

How to bulk email candidates?

• All the HR manuals and onboarding formalities can be uploaded in the ATS. This offers hassle-free onboarding.

Why ATS is a must-have tool for Recruiters?

Why do you need an Applicant Tracking System?

Recruiteze is the world’s top-rated ATS and indeed the first choice of recruiters across the globe. With an intuitive interface, this cloud-based ATS is easy to operate and requires no initial training. Recruiteze is a one-stop solution to all recruiting needs that saves plenty of time, money and effort.

Start your 15 days free trial today. No credit card required.

One of the daunting tasks that comes with a new job is the setup of your company email, internal applications, software, devices, etc. While the IT department takes most of the responsibility when it comes to cybersecurity, it’s essential that employees understand the importance of cybersecurity and all of its many practices. Did you know 58 percent of malware attack victims are categorized as small businesses? As a company focusing on acquiring and assisting top employee talent, we believe in keeping them safe too. Here are some cybersecurity tips to implement at your company:

1. Incorporate cybersecurity into onboarding

One of the best ways to ensure all employees have the knowledge they need to interact and understand cybersecurity is to incorporate it into onboarding schedules. While new employees are bombarded with training and tons of new information – make it a point to pull them aside for some time to understand what you currently have in place and how to use it. 

Topics you should focus on:

• The Internet connection, how to access it, what network to connect to on your laptop versus your cell phone, hardwire information, etc.
• Phishing protocols: What they are, what to do if you’re targeted, how to report it, what to look for, etc.
• Where the IT department is located, how to contact them, their hours, names, and emails.
• Company device information, including what you can and can’t access, how to use your device, how to install company software, etc.

2. Secure employees wherever they are

With over 4.7 million employees working from home at least half the time, it’s necessary for companies to have processes in place for those not in the office. Remote employees that are using company devices should be trained on how to use them appropriately and what to look for in terms of dangerous cybercrime. Set your teleworkers up with a reliable virtual private network provider on all of their devices. Not only does this make them virtually untraceable while connected to a public network, but it also protects company data from being hacked or stolen. Be sure to install this on all company mobile devices that may be carrying private and sensitive company information. Teach remote employees to keep their devices in safe locations, create durable passwords, and always perform regular updates. 

3. Establish a formal IT plan

The IT department as a whole should be precise in how they are educating employees on cybersecurity best practices and measures. With a formal IT strategic plan, the department can come together for the greater good of the company discussing ways they can stay on top of any cyber threats, how to update company devices, troubleshoot connectivity issues, and anything else employees need at a moment’s notice. Having a clear path to resolve issues is the best way to ensure the problem is handled efficiently and the correct way. Analyze your IT infrastructure to make sure it is functioning properly for the size and structure of your company. If not, take the time to reorganize and configure the infrastructure to reflect the actual needs of the company. 

4. Provide continuous training

As stated above, cybersecurity training should be an essential part of the onboarding process, but the learning shouldn’t stop there. Continuous training should be implemented a couple of times a year to any employees who are looking to learn more about how they can stay safe while using devices. Invite all employees to this training session and be sure to discuss:

• Upcoming updates, what they do, when/how to install, etc.
• Top cyber threats to companies similar to yours, how to avoid them, what to look for, and how to report them.
• Field any questions employees have on the topic of cybersecurity.
• Any changes to the Internet connection/provider/service.
• Device updates: when and if employees are receiving new devices, what kind, how to use them, etc.

Best Online Recruitment Systems | Recruiteze

When your HR department or staffing firm needs help with recruiting talent online for an impossible job filling, make the right choice by using Recruiteze! Recruiteze is one of the best online recruitment systems on the market. Our free applicant tracking system allows your job candidates to apply to open positions and be added to your talent database immediately. As an end-user and customer, you can go online anytime and anywhere to access your candidate’s resumes and make any necessary changes. We make recruiting easy because Recruiteze also comes with a custom job board. It allows candidates and customers easy access to information and creates a level of professionalism expected in today’s marketplace.

Why struggle with the day to day hassles of endless paperwork and tons of applicant information? Especially when it can all be entered into a free automated applicant tracking system with only the click of a mouse button! Reducing the amount of time and money spent while increasing productivity in any size business is key to success.

Recruiteze is perfect for in-house recruiters and staffing agencies alike. Recruiteze gives your job candidates the ability to apply online and be added to your database immediately, in a user-friendly way. End-users can access resumes online and make changes quickly and easily. Recruiteze also comes with a custom job board to make tracking talent organized and effortless. Candidates and customers have trouble-free access to your job information which creates a level of professionalism that’s expected in today’s marketplace. Contact us today to learn more about the best online recruitment systems in today’s market.

Vetting the right candidate from a huge talent pool needs a lot of hard work and perseverance. But recruiting becomes much more challenging when there is a talent shortfall in the market. There are certain recruiting practices which if followed, will scare away not only the good candidates but affect the passive ones as well. Losing on good candidates implies that the recruiters will be wasting time and money on a talent pool that doesn’t have the right type of talent.

Many small and medium companies follow certain practices that not only frustrate the candidates but demotivate them as well. This post highlights new recruiting trends to avoid that may be scaring away candidates.

Related: Biggest Mistakes Made in IT Recruiting

1.     Long Applications

Long applications and asking irrelevant details within the application form may turn frustrating for the candidates and tops our list for recruiting trends to avoid. Most candidates will just leave the application form in the middle and opt for other opportunities. Job seekers find this as sheer time-wastage.

Solution:

The best way to gather information from a potential candidate is to ask just the basic details such as name, email, experience, and skills. All other details are already available in the resume or can be asked at the later stages also.

Bringing an Applicant Tracking System onboard reduces the effort wasted in resume filtering. An ATS can sift through hundreds of resumes in just a blink of an eye. Apart from that, it is capable of parsing the resume and creating individual profiles by extracting all the details from the resume.

Read More: Why ATS Is a Must-Have Tool for Recruiters?

2.     Longer Response Time

There is really no good reason for a longer response time, but it’s one of the biggest reasons candidates report for overall recruitment experience. Not replying or replying late during any stage of the recruitment process is a recruiting trend that should be avoided at all costs as it ultimately has the power to turn the odds against or in favor of the company.

A delayed response will make the candidate file applications elsewhere and scout for other opportunities. The SMB should understand that no candidate is going to wait for so long. Candidates expect their applications to be acknowledged and the status of an interview to be kept transparent. Things can be detrimental to the employer brand as well. To get a better hold on the talent pool, real-time notifications and response time are a pre-requisite.

Solution:

Sending emails to every applicant is not a good idea, nor is it always realistic. Automation is the call. Recruiting software automatically sends notification via mail or text to the applicants in the real-time after every recruitment stage. If the candidates are informed well on time, they feel that the company cares for them. This boosts the candidate experience and escalates the popularity of an employer brand.

Read More: 12 Things You Probably Didn’t Know About Small Business Applicant Tracking System

3.     Recruiting Trend to Avoid? Interviewers Not Doing their Homework

When the interviewers are unprepared for the interviews and fumble around the questions to be asked, it leaves the candidate with a bad impression of the company. Asking questions about the things that are already mentioned on the resume reflects a recruiter’s unpreparedness.

Solution:

The interviewer should be thorough with the candidate’s resume and should reach well on time at the venue. Reaching before the candidate or a few minutes before an interview schedule, act as an impression booster. The recruiter should know everything about the job posting and should be very clear about what to look for in a candidate.

4.     Over-Extensive Job Description

An ideal job post should include all the desired skills and expectations for the post offered. But making the post too extensive by adding unnecessary stringent criteria will scare away the candidates. Even the ideal candidates will think as if they are under-qualified and is a recruiting trend to avoid.

Solution:

The job posting should contain only the must-needed skills in the description. Adding unnecessary stringent eligibility criteria will scare away the right candidates.

Related: Where to Post Your Job Openings?

5.     No means to Communicate

Many companies do not provide any means of communication to the candidate during the entire recruitment drive. Giving a common reception number will turn things even worse. The candidates expect a live chat or a personal email-id of the person-in-charge with whom they can connect if needed. Providing zero means of communication may turn this into a red flag.

Solution:

Offering seamless and transparent communication is the need of an hour for survival in a tough job market and to attract the right candidates. A bad candidate experience makes hiring more difficult in the future.

Read More: Top 12 Benefits of an Online Applicant Tracking System

6.     Apprehension to AI (Artificial Intelligence)

Though candidates from generation Z and millennials are accustomed to new technologies such as Artificial Intelligence; Generation X and beyond are still apprehensive. While phone interviews, video conferencing, screening using ATS etc have become common today but some people still get scared by the use of these technologies.

Constant fear of misuse of personal information haunts them which is indeed making them stay away from such techniques. They feel that the new technologies aren’t competent enough to drive quality recruitments. Many candidates hesitate to become a part of the interview process that uses this new technology to store data. 

Solution:

It is the responsibility of the companies to soothe out their apprehensions and make them believe that things are much better and fair than before. It may happen that if any hiring is made for a senior level, the person may not have undergone an online video interview. The same applies to a fresher as well. The companies should tell the pros of video screening and convince the candidate thoroughly before an interview. Proper counseling should be done so that the candidate is confident to give an interview and not a single candidate is lost due to fear of new technology.

If the companies are using any of the biometrics or facial recognition techniques during interview processes, the safety of the candidate’s personal information should be ensured. Complete transparency should be maintained at every level. The SMB’s should make sure that all the instructions are given in a simple language only and there is no room for jargon.   

7.     Delayed Joining

Delayed joining is the biggest buzz killer. Organizations should onboard candidates as soon as possible. Delayed joining will make the candidates look for other opportunities. This will not only impact the recruiting cycle but also, a valuable resource will be lost.

Solution:

Plan the recruitment campaign in such a way that there is a minimum possible gap between the final interview round and the joining. An interview scheduling calendar in ATS could help speed up the entire process.

Recruiteze is a world-class cloud-based applicant tracking system. It offers commendable customer support along with remarkable features. Recruiteze offers 24/7 access from anywhere and at any time. It is a one-stop solution to entire recruiting needs. Connect with us to explore more about Recruiteze.

Still confused? Try out our 15-days free trial.

Social media has become a major part of everyone’s life including recruiters and employers. As per the survey conducted by Career Builder, 70% of the employers are using social media channels to search for their potential hires. Around 50% of the employers vet their current candidate on social media regularly. And around 34% of the employers have fired their employees based on any contentious post online.

Social media is a trusted resource online for candidate information apart from resume. A resume can be tailored ostentatiously to impress the recruiter but candidates cannot hide their true personality on social platforms.

These social channels are not only used to vet the candidates but also facilitate in promulgating job openings as well as the company’s culture.  Social media helps the recruiters to cherry-pick the top talent for companies or small businesses.

Read More: The New Recruiting Requisite – Social Recruitment

This post will discuss the benefits of social media recruiting, as well as the best ways to recruit and hire using social media platforms.

Why Social Media Recruiting Should be Employed

1.      Builds Employer Brand

Social media is a great platform to showcase the company culture and workplace to potential hires. The photos and videos shared on social media channels help build a positive employer brand amongst the potential hires. This also helps potential hires to know more about the company culture before accepting the position.

2.      Social Media Recruiting creates a Wider Reach

There are many candidates who are not actively seeking any job opportunity but would become interested if impressed by any job role. The recruiters may post some tempting job descriptions to lure such passive candidates. Even if the candidates have no interest in the job role, the recruiters can embark on a great relationship. This plays an important role when the candidate starts actively seeking a new job.

3.      Verify Background of Candidates using Social Media

LinkedIn profiles say everything about the candidate which the resume is unable to cover. All the recommendations, peers, past jobs, current employers, etc can be viewed easily.  The recruiters can have a look at the behavior and personality by going through the candidate’s profile and other conversations.

4.      Lower Recruitment Costs

Social media recruiting is the best-suited option for small businesses or organizations which are on a tight budget.  A single share can reach thousands of candidates. In fact, the results can be even larger than posting on job boards as the social media posts can be shared with others.

But still, counting only on social media may lead to some chances of biased selection or rejection which can make the candidate file a lawsuit. To avoid all this, the best way is to use an applicant tracking system. An applicant tracking system easily integrates with social media and filters the candidates based on skills and experience. So, the companies have a concrete excuse for rejecting any candidate.   

5.      Direct Connection

Most of the SMEs prefer to use social media rather than other types such as online job boards, employee referrals, mobile recruitment, etc because it allows connecting directly with the candidate. The social media allows the recruiters to engage with the candidates through ideas, networks, and common connections. This is not possible with other recruitment methods.

Related:  Check out how small businesses hire great people?

Now, have a look at how a strategy can be used to attract and find candidates on social media.

How to Recruit on Social Media Platforms?

1.      Strengthen the Online Presence

The job seekers are no longer focussed on compensation offered. They are more concerned about other job benefits and potential growth opportunities for their future. If the company is offering a handsome salary but there are zero growth opportunities, candidates prefer to back off.

So, it is very important to portray a great image in the online world about how much the company cares for the employees. Candidates are interested in what all upcoming projects the company is pitching and the growth opportunities associated with them.

2.      Inspire FOMO in Candidates with your Social Presence

After building a strong online presence, it’s time to inspire the Fear of Missing Out (FOMO) amongst the candidates. The perception of company culture and work experience should be so impressive, that the candidates should feel the major FOMO.

3.      Videos Marketing

The best way to attract passive candidates is through videos. The recruiters should create engaging videos that will help them to build a much stronger perception of the company amongst passive candidates. The human brain can interpret videos at a much faster rate than text. Engaging the cybernauts with frequent webinars or live streaming has a very positive impact on the company’s brand value.

4.      Job Touting on Social Media

An applicant tracking system helps the company’s to post all their job postings on social media with just one click.  The recruiters can also take the help of paid ads such as that on Facebook which will help to increase the job reach. This promotion will let the companies reach more qualified candidates with just a little investment.

5.      Employee Involvement

The recruiters can use their existing employee network to lean on social media channels and extend the reach. By sharing the company’s posts, the recruiters have a dual advantage. First, the reach is broadened and secondly, it imbibes a sense of trust when the post is shared by friends. A personal recommendation can do wonders.

Integrating an applicant tracking system with the existing HR suite not only saves the time of the recruiters but boosts a great candidate experience as well.

Recruiteze fully automates the underlying monotonous recruiting processes, maintains a talent database, sifts through the resumes, enables multi-channel job postings, etc. Enjoy a 15 days trial version of the applicant tracking system absolutely free and feel the difference.

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