How To Find The Right Culture Fit For Your Organization

Hiring the apt candidate is like fishing out a pearl from the ocean. You have the task of choosing that one candidate who suits the culture of the organization perfectly in comparison to all others. But, finding that one isn’t a cakewalk. Asking smart questions and candidates answering them smartly is not that difficult unless the questions revolve around finding a misfit for the organization.

Even the meaning of culture fit is at times conveniently interpreted as in someone who has the same background as others in the organization. This kind of approach could leave scope for the inclination to a particular candidate during the assessment.

At times, with an objective of asking appropriate questions the recruiters, try to dig on the internet for popular questions around the topic. Even though these questions are good to ask, they apparently don’t get you near to the answers rather information you want to know about the particular candidate.  

To pick the right fit for the candidate, you need to identify if the candidates do have the values that your company also believes in and how they can blend it into the work they are going to do in your organization. Hence, taking help of internet would not help. To ask relevant questions that help you pick the right candidate for your the organization, you have to understand not only the values of your company and try to rephrase the questions for the candidate in order to get answers that help. Also, another point that you need to take into account is that at times candidates are not able to use the proper words or phrases to convey what they feel exactly.

Ask them questions about problem-solving done by them for the organization they have been working with or have worked with and how they instilled their values into their work habits. It’s apparently not just about the relevant qualification of the candidate and even if you have a team from various departments to pop questions around the culture it is absolutely alright.

Well, today most recruiters do consider culture fit as a vital criteria for hiring a candidate and that it only adds-on towards adding the most desirable and valuable asset to the organization.

*Sourced from the Internet

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How To Write Rejection Letters To Candidates

Rejection as it is not easy to digest and hence, many companies abstain from sending rejection letters. But, as far as candidates are concerned, they do wait to get a reply from the recruiter they apply to and are excited about. Many times recruiters feel awkward kind of to let the candidates or applicants know about their rejection in passing through the recruitment process. But, many surveys have already brought this fact forward that candidates do expect the employers to reply back even if it is a no.

Apparently, not replying to a candidate might just affect the brand value of a company service or brand. So, how to go about it and convey that no in a way that the message goes across and your brand value is also untouched. Here are a few types of rejection letters that you might choose to send to the candidates or applicants you have decided to say no.

1. Short and simple – This sort of letter is crisp and clear with a simple message letting the candidate know that they are not selected and that there's always the next time. The letter though direct and blunt needs to be drafted in a way that the candidate does not feel offended and takes it as a genuine response. This letter is common for all the applications.
2. Personalized - Personalized messages bear the name of the candidate and does convey the exact reason behind not hiring them thus helping them work in that area and grow. It is not a letter that criticizes or discriminates but highlights what you wanted your candidate to have. For example, if you are hiring a candidate with experience in a particular area and a candidate was rejected because he/ she does not have that, you may put it across stating that you were looking for a candidate with experience in so an so area.
3. Lengthy - At times short letters don’t go well, so a lengthy letter works better particularly when the interviews are conducted on a video call or phone. These letters need to have a line of appreciation for the candidate for taking their time out for the same other than putting the rejection message across.

Here are a few tips to consider while drafting that rejection letter. Primarily, rejection letters should be sent only before the selected candidate accepts the offer. Do mention about future possibilities in-store with the organization. Do praise for the qualities worth consideration and don’t extend the conversation further. All these tips could help you communicate with the candidate about their rejection in a way that is not offensive and maintains your brand's value too.

*Sourced from the Internet

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The Business Benefits Of Hiring Remote Staff

The world is far becoming a global village now with the internet as its key driver. Work from home is also a perk that many companies offer to their employees, on once in a while basis. But, as the winds of change are blowing, they are bringing along the concept of remote hiring. Though, it’s a topic for debate where people to talk about working at a centralized space for optimum production and collaboration.

A recent prediction report of hiring managers suggests that over 35% of the staff hence forth is going to be remote and the cherry on the cake seems to be the reference of the World Economic Forum about remote working. It says that remote hiring is going to be “one of the biggest drivers of transformation of business models”. No wonder, this mode of hiring is gaining pace already as companies are getting to understand the pros of it.

Let us run down some of the benefits of remote hiring of staff

Wider Reach for Talent – Hiring managers and recruiters are well aware of the fact that location does matter when it comes to hiring. So, many a times it’s possible to miss out on talented professionals due to the location limitation. With remote hiring you can look into a wider pool of talent because the location does not remain a constraint hence giving you a wider pool of talent to dive into.

Productivity Upsurge – Obviously, when employees get the convenience of working from home, it does affect their output in a positive way. The time that goes into commuting, particularly in metro cities does affect negatively. Being in the comfort zone provides for more flexibility and for women particularly with infants or school goers it does prove a boon of sorts, if managed well.

Rise in Retention – The pros as compared to cons are much more and therefore the retention graph for remote working does point northward. The pros include working from anywhere and many a times even flexibility in timings. It save a lot of time and stress that goes into commuting as well as money needed as well. The quality of life also is improved as a result and it does affect retention in a positive way.

Furthermore, even the organization branding gets a thumbs-up because it does portray the company in good light as one that trusts and values its work force.

*Sourced from the Internet

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Unemployment Rate at Peak in India - Report

A recent report released by the Centre for sustainable employment has revealed that employment India today is at its peak considering the statistics of the past 20 years. There is not only a shortage of jobs but the wages are also depressed. The state of working India 2018 (SWI) report says that unemployment in India in youth stands at a staggering 16%, viz. highest in the past 20 years.

The report that is written by a group of journalists, researchers, civic society activists and policy makers has also highlighted the fact that the rise in GDP of the country hasn’t affected or caused any increase in employment. The increase ratios is only 1% increase in employment against 10% increase in GDP. 

Earlier, the problem was a bit different. India had the problem of underemployment as well as low wages.  But the recent reports reveal that its unemployment big time that has cropped up to a staggering five percent. The economy looking good either with petrol prices touching the 100 rupees mark and the rupee losing its weight against the dollar and crossing the rupees 70 mark. Additionally education over the past decade has got its dues and as the school admission rates have increased but the job market hasn’t got any spurt as such. Even the quality of education before and now has changed drastically and rather negatively. It is a serious issue and needs to be looked into. 

A study around the employment scenario highlights the fact that growth and employment relationship has gone weak over the period of years. It also focuses on the low earnings. As per a report of 2015, 67% of Indian household had an income of around 10K. Comparatively as per the 7th Pay commission, the minimum salary recommended comes to 18K. This means that it’s below standard. Also, in unorganized sectors 90% industries pay wages below the minimum CPC. 

Presently the GDP is 7% but employment growth is 1% or less while comparatively in the 1970’s and 1980’s GDP was only 3% but employment growth was 2% per annum. Well, its time India looks into the unemployment issues in India and works out reforms to change the present scenario. 

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*Sourced from the Internet

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