Innovative Candidate Screening Methods to Hire Top Talent

With Zen Z entering into the workforce and the advancements made in AI and automation, attracting and retaining top talent has become very tough. Due to these prevalent changes, recruiters are facing a host of hurdles in finding and hiring the right people.

Recruiting the right talent is beneficial for firms in numerous ways. Good hires generate revenue and growth, contribute to a healthy company culture, and even attract more such talents.

With the talent market featuring high competition, companies are trying to leverage the advancements in technological and behavioral science to screen the best candidates.

Here are five such innovative ways you too can use to recruit top talent:

1. Video interviewing: This method has been used for some time, but has recently gained immense prominence due to a rise in virtual workplaces. The advancement in teleconferencing technologies has also made this process much more efficient than before. Pre-screens and interviews provide opportunities to broaden the geographic search area, thereby widening the candidate pool size.

The best part about this process is that many such platforms offer assessment tools that help to gather valuable insight into the candidates. With data on verbal response rates and body language, these platforms help recruiters objectively analyze the video interview results.

2. Virtual Reality: Just like video interviewing, Virtual Reality is also gaining prominence day by day. With firms investing big bucks to streamline their recruitment process, this technology has become the hot pick for many.

VR is used to give remote applicants virtual tours of their company, its amenities, as well as simulations of the company culture and work environment. Such interviews give an idea about the candidates that would fit with the work culture as well as their ability to work with advanced innovative tools.

3. Texting: With Gen Z gradually joining the workforce, companies have started offering recruitment solutions that match their pace. One such method involves using new communication channels that show great use by the younger generation.

With youngsters spending half of their time on messenger platforms, text messages have shown a better reading and responding rate than emails. Companies looking for fast and efficient communications with the younger workforce are seeking this option more often.

Texting has emerged as an advanced form of recruiting strategy used for scheduling interviews, checking in with candidates, as well as engaging them during the recruitment procedure.

4. Structured Interviews: This is a prevalently used technique, wherein every candidate receives the same questions, in the same sequence, and are also graded with the same scorecard.

 This recruitment tactic is very effective and gives the confidence that recruiters have made the objective choice and assessed all candidates equally in the screening phase.

5. Group Interviews: This is a great way to find out how candidates can connect with each other and perform during a teamwork. This technique offers many benefits.

Not only it helps the candidates to feel comfortable with each other, but it also helps the recruiters save time on individual face to face interviews.

In addition to all these methods, there is one thing which recruiters need to keep in mind.

It is not about which technique is the best or should be adopted. There is no perfect technique for any recruitment procedure. Instead, every recruiter should blend a mix of discussions, challenges, and tests to find the candidate that fits best with the organization.

Steps to Encourage Employee Loyalty for Organizational Growth

With each passing year, companies are challenged with keeping their employees engaged and motivated to their work and the company and its objectives. Ask the HR managers, they will agree 100% that #TheStruggleIsReal. 

Most companies are now aiming to keep the spark alive within their employees and there has been a gradual shift from serious work to work combined with fun. The workforce today isn’t just satisfied with the paycheck alone but also with the quality of life, the relationships they forge at work and the sense of fulfillment they feel at the end of the day.

The process of developing employee loyalty starts from the very day that you recruit them. Give them that sense of purpose which lasts way beyond that daily Instagram story which looks down on the office. 

Some of the steps that boost employee loyalty for organizational growth are as follows.

  1.     INCREASE EMPLOYEE ENGAGEMENT                          

Keep your employees interested in the nature of their work at your organization. Instead of just stating the goal, break it down into smaller steps which are easier to complete. Make them feel connected to their work and have an open channel of communication with them. 

Employees should feel free to approach you even if it is to ask for a selfie with you. Generate enough interest, which makes them look forward to the next day at work.

  1.     CELEBRATE THE MILESTONES

If an employee has successfully completed all the tasks for the day, compliment him and if he has successfully completed all the tasks for the week, take him out for a treat even if it’s just a cup of tea. Make sure that the employee feels needed in the organization. This will help them create a unique identity for themselves in the office. 

Celebrate their birthdays, anniversaries or a hit with a client with a small party or a bonus. It’s important to treat each employee as a member of the family.

  1.     MIX AND MATCH

For an employee, there’s nothing more boring in the world to do than to sit at the desk and stare at the computer screen all day. Weekly once, you can try switching their responsibilities for an hour with another department they can relate with. It will help develop interpersonal relationships and make the employees accustomed to all fields in the company. 

If it cannot be done as a group, pick an individual and ask them their choice of job and give him a day in that specific department.

  1.     WORKSHOPS BEYOND WORK

Workshops, training, etc are few events that bore employees just by their mention. Either your employee will actually be interested in the workshop or will be there only for the food and the perks. Mostly’s it’s the latter. So, instead of keeping it all professional, you can have workshops which can be fun for your employees. 

Try crafts, outdoor activities, stress-relieving activities and games that will refresh the mood of your employee. The next time they come back to work, they’ll be more focused and engaged with the company.

  1.     ENCOURAGE FEEDBACK

Do not let the employees feel that they have no say in the company. Keep the channel open. Let them come up with ideas and information. Let them have a say in the company’s decision-making. 

You never know where there might be a hidden gem which might be exactly what you need for the company. Receiving feedback from employees is needed to create a happy work environment.

  1.     BENEFITS AS SECURITY BLANKET

Of course, nobody in their right frame of mind will say no to a free meal. Many companies provide meals, discount coupons, etc to their employees which definitely help them. But more than that, benefits in healthcare or insurance-related matters act as a sign that you do care. Giving paid maternity/paternity leaves is another way to win the confidence of your employees. 

These may cost a bomb at the beginning of the company but is one of the best moves in the long run. Winning your employee’s confidence and trust is one of the best ways to create more employee engagement with the organization.

  1.     ENCOURAGE WORK FRIENDSHIPS

Do not restrict your employees from not interact with each other. They are not in school or in a library anymore. It is said that people who have friends in the same workplace tend to stay for a longer time. Though there is always a fear of a grapevine being created in the office, there are more chances of people finding support. 

Every employee has his own reasons to not like coming to the office but having friends will make the place more tolerable for them. But do make sure you have certain guidelines for the friendships made within the office.

These are some of the ways you can use to generate employee loyalty for organizational growth. All these practices need not be put to force all at once, but slowly and steadily. Eventually, you’ll notice a difference in the pattern of your employees’ work, the overall environment at the office and mostly, a significant improvement in the company’s performance. In between all this, do not lose track of the objectives of the company. 

Wait patiently and you will soon find HR managers shifting from #TheStruggleIsReal to #TheStruggleIsNoMore.

7 Ways to Manage a Workplace Crisis

A crisis can come up anytime, anywhere, and the workplace is no exception. People encountering performance issues, communication problems or interpersonal conflict in office spaces are not new occurrences. Adding to that, there are numerous instances of harassment, discrimination, and bullying that have taken over the workplace culture. All these are nothing but instances of workplace crisis – situations that are uncalled for, come without warning and need immediate resolution.

In hindsight, a crisis can also be triggered by external forces – conflict with clients, competitors in the market or even natural disasters. No matter how much you plan for prevention, one can never really be ready for a crisis because of its uncertain nature. Nevertheless, it is essential to be prepared for the unexpected, so that quick resolutions can be provided. 

For organizations to thrive in the long run, it is essential to deal with crises that come their way effectively. Here are seven ways that can help manage a workplace crisis:

Acknowledge the Crisis

Many a time, we fail at acknowledging that a crisis has arrived. We always wish that nothing terrible should ever happen to us and that thinking leaves us in denial mode when a crisis hits.

Ignoring challenges and beating around the bush might have landed you a few laurels from your boss, but that won’t happen when a crisis knocks your door.

Delaying the acknowledgment of a crisis can do more harm than good. It will delay the course of corrective action and can also escalate the level of damage. Hence, the crisis must be acknowledged at first sight.

Communication is the Key

Once the crisis is acknowledged, all the affected parties should be informed about the situation. As much as you would dread making the call to your client or knocking at your manager’s cabin, you just have to take the leap. The message should be passed on to all the members of the project, support teams, management, and clients. 

The core team should set the tone of the message, timing of delivering it and also list an expected date of resolution. If it is difficult to quote a resolution date, an update communication should be promised to all parties involved. 

It is well known that effective communication is to damage, what first aid is to an injury. Hence, providing timely and correct updates are of paramount importance in the case of crises.

Identify a Potential Resolution

All the causes of the crisis should be noted down to identify a potential resolution. The situation should be evaluated at a granular level and addressed with a flexible mindset. Past records or historical evidence can also come in handy in such situations.

As much as you would love to rush and get it done with, you should not act in haste. The focus should be on finding the right solution, not the quick one. 

Consult and Coordinate

No crisis can be resolved in silos and hence, you need to consult and coordinate with other members of the team. Brainstorming sessions can help bring in different perspectives to the potential resolution. You never know if someone from the group has already experienced a similar crisis and can help you arrive at the best-suited solution. 

There should be a central point of contact for the project who should bring along all the core and support team members to a single platform.

Have a Plan and Monitor its Implementation

Once the resolution has been identified, you need to build a plan of action. It should be detailed down by a list of activities involved and the team members responsible for the action. This should be followed by the expected timelines for finishing the tasks. 

The central point of contact should then closely monitor how the plan is coming up in action. Any changes or delays should be immediately addressed and acknowledged. 

Follow up for Actions

When the situation is turbulent and all parties are awaiting a resolution, follow-ups become essential. The central contact person should regularly follow-up with all the team members to understand any challenges or hurdles coming their way. The morale of the team can dwindle in a crisis situation and hence, checking up on them will boost their confidence. 

Although it is important to resolve the matter in the decided timeline, you don’t want your team members to feel lost or burnout. Hence, delays caused by challenges along the way should be accommodated in the plan.

Build from the Learning

Once the task is complete and the crisis has been averted, the learning from the experience should be noted down. Things like what went wrong, what could’ve been avoided, what is best suited as a solution should be listed for future reference. This will not only prepare the team members for the future crises but will also allow their counterparts in other teams to lean back on their actions as a guide.

They say that prevention is better than cure, but that shouldn’t stop you from preparedness. No matter how big or small the crisis, there is always a solution that will help you emerge out stronger.

6 Drastic Changes that Technology has Brought in the HR Domain

The Human Resource industry has embraced the technological juggernaut like most other business sectors. The HR teams of the past mainly focussed on recruiting, determining the compensation and other benefits. This involved a lot of paperwork and also required a large workforce to manage. 

The advent of technology has automated most of the operations and reduce manual work. This has enabled HR teams to focus more on strategic human resource management. As a result, the HR domain has undergone massive changes, some of which have been described below:

Smart Recruitment 

If we remember back to 2006, searching for a job was not easy. There were a handful of websites that posted job vacancies, and most of them were not trustworthy. We relied on newspaper ads that used to appear weekly. The recruitment process was not as efficient as it is today.

Nowadays, there is a myriad of websites that post vacancies. LinkedIn, in particular, is a highly efficient app for hiring candidates using the connections. There is a feature of recommendations from peers, professors, managers and tech leaders that boosts a candidate’s profile. With this, it has become easier to shortlist and approach candidates.

Moreover, the HR team of today gets a lot of information on the candidates with the help of social media profiles. People are expressive on social media apps like Facebook, Instagram and Twitter, which enables HRs to analyze the behavior, choices, likes and dislikes of candidates before meeting them. All these helps them to make a proper assessment of the candidate.

Employee Engagement 

According to the Gallup survey, only 31.7% of employees are engaged at work. This means only 31 out of 100 employees are happy at work. 

There can be several reasons for any employee not being happy at work. The HR team has to first understand each employee’s expectations. Then, they have to devise plans to engage employees at work. 

Realizing the value of highly engaged employees, the current recruitment experts are coming up with many ways to engage employees. 

For instance, some of them are introducing Flexi hours. This concept emphasizes more on the quality of work rather than strict working hours. Other steps taken are encouraging employees to showcase their ideas via some exhibitions, hackathon programs, and so on. 

Another concept that is gaining popularity is BYOD. Bring Your Own Devices. 

Employees are motivated to bring the devices of their choice. The reason is that some employees are very specific about the specifications of their device. There are some who like a particular color or aesthetic of their device. Others want a specific screen size. Therefore, encouraging employees to bring their own devices is a great way to keep them motivated at work.  

Performance Management

Periodical and effective performance assessment are crucial for any HR team. This process is what defines the promotions and compensation rise. Since the evaluation has to be fair and transparent, technology has started playing a significant role in this process.

Performance management solutions help HR conduct a structured assessment of employees. The data collected allows managers to evaluate employees against their key performance parameters or goals.  

Continuous Learning Process

Upskilling employees are a top priority for HR in the rapidly changing tech industry. For this purpose, online portals have been launched that enable customized training sessions for each individual. The short and engaging training sessions help employees to stay updated with their skills without affecting their usual schedule. 

Some companies even link up-skilling programs to performance engagement and make it a goal for the employee. 

Strategic Resource Management

The adoption of technology in the HR domain has brought about a paradigm shift in the way HR works. The usual administrative tasks are taken over by technology. Database management systems and cloud computing have increased efficiency in the working HR team.

HR can focus more on coupling business goals and strategies to employee development. They are now able to focus more on bringing a competitive advantage to the company. The inclusion of technology has enabled recruiters to effectively implement employee engagement ideas such as Flexi hours, cross-domain training and so on.

Strengthening Work Culture

Diversity and culture define how inspiring and collaborative working environment is. Lots of studies have shown that gender and ethnically diverse work environment improves employee productivity. Since analytics has helped to bridge the salary gaps among employees, it has led to greater inclusion of women in tasks that were previously limited to men. 

Moreover, many technological solutions that help to monitor employee satisfaction and address their challenges constantly. 

Final Note

As said by great Greek philosopher Heraclitus, “The only constant in life is change”. The HR domain has to keep adapting to the new technologies to add value to their organization. With the help of technology, HR teams can now create an efficient workforce and build an environment that balances work and personal life.

The unprecedented advancement of technology has enabled HR teams to escape traditional thinking which has been deeply embedded since the post-industrial revolution. They are now able to challenge the old school practices with data-driven insights and bring in radical changes needed to suit the next-generation workforce.

What makes 360 Degree Performance Appraisal potent for employee development?

   “Feedback from your peers gives birth to agility and improves your performance.”

 

Evaluating employee’s performance in the organization is a tricky task. The holistic appraisal process which encompasses every aspect of the employee’s performance has become the necessity of organizations. For this purpose, the 360-degree Performance Appraisal system was brought into action. Also known as multi-rater feedback, this process is a comprehensive and effective system for running performance reviews at work. 

All the elements surrounding the employee in an organization are evaluated. This system provides leaders with powerful insight into the performance of the employee’s and behavior in an organization. By filing an anonymous survey, opinions and reviews of the employees are analyzed. Once the performance feedback is captured and analyzed, the compiled result is shared with the employees to contribute to their personal development. 

Earlier, every employee was accountable to both scenarios; if he did his job well, he kept it. If he performed badly, he was handed over a pink slip. The performance of the employees was assessed by his boss and the final decision used to take place. This has been the traditional approach to evaluation. But the emergence of a 360-degree performance appraisal system eliminated this traditional approach. This system focuses on constructive employee growth, rather than pointing out one area that requires improvement. 

The main objective of this appraisal system is to focus on employee’s strengths, and weaknesses, the skills they can enhance and the areas where they require training to work better. These reviews help the individual to understand what they need and how they can perform to make the best of the situation. 

A 360-degree performance appraisal is a powerful tool for employees to grow within the companies. It boosts the engagement, assists employees in growth, and identifies training options. 

Some more benefits that individuals can experience with the implementation of 360-degree performance appraisal are as follows: 

  • Identify employee’s strength
    360 feedbacks are elemental in discerning the employee’s strength. Identifying the hidden strength helps the employees in tailored development and training plans. These strengths become their source of motivation and guide them to implement a change to go a long way. These strengths are important for their holistic growth and for a company’s effectiveness.
  • Increase Self-awareness
    For every individual, it is necessary to understand beliefs, competency level, motivations, etc. This 360-degree performance appraisal system provides them with the report which includes their strengths, weakness, and areas of improvement. It acts as a powerful insight tool giving the employees a deeper understanding of their behavior and how it is perceived by the organization. For this purpose, self-awareness has become an important part of an employee’s development.  
  • Develop Skills
    After the successful implementation of the 360-degree performance appraisal system, employees have a clear picture of their working skills. 360 feedback provides employees with an initial point for the development of new skills and behaviors. They have clear thoughts on the basis of which they create customized development plans for their improvement. Thus, 360 reviews also increase the engagement of employees, along with the development of varied skills.   
  • Create a Balanced View
    360 reviews turn out to be effective for employees, as they are provided with a proportionate view of their skills and behaviors. It enables them to analyze their skills appropriately and find which area requires improvement. The reviews are provided from multiple people working in an organization, so employees have a fair and accurate assessment of their behavior and what initiatives can be made to improve it. 

The key to the success of the 360-degree performance appraisal system is to look at it as a valuable tool to help employees in realizing their potential. Employee feedback is one of the most critical resources of an organization that helps them decide their future course of action. Many companies have adopted this hoping it will magically solve all the management problems. But some measures have to be taken along with it to bring a positive impact on the company. Exercising caution and using the latest technological advances is an effective way to improve the efficiency of such systems.

Therefore, with workplace culture rapidly evolving, it has become the need of the hour to implement an all-round review mechanism to successfully develop both employees and their organization.

How Employee Engagement Drivers Boost Productivity?

Once, there was a company facing critical issues with its project completion. It was missing deadlines in projects back-to-back, leading to complaints and bad reviews from the clients.

The CEO convened a meeting with the Heads of the Departments and the project managers to discuss the issue at length. The difficulty level of the projects, the resources available, the strategies used and the systems employed were all analyzed.

Still, they couldn’t come up with a practical solution that could generate tangible results. In the end, they had to outsource some of the orders to meet the deadline of their most important clients.

After some days, when the CEO and high-level executives interacted with the employees for a company event, they found a disturbing pattern among the developers. Most of them seemed passive and apathetic with no passion for their work. 

While interacting with the team leads, they understood the problem. 

Most of the low-level developers were slowly losing interest as they constantly worked on similar projects that posed no challenge, creating a sense of monotony. This was negatively influencing their efficiency and lengthening the time in which they delivered the projects.

The CEO again organized a meeting, this time, including the HR department and asked them to plan some employee engagement activities that infused vigor in the office. The HR team planned events like monthly contests, skill-building workshops, informal gatherings with the company heads, bi-yearly company tours, frequent games, etc.  

Just within two months of such activities, the company observed a measurable improvement in project completions and also the morale of the employees.

The above case demonstrates that employee engagement plays a vital role in boosting productivity. 

But how does it happen?

Through employment engagement drivers that focus on the enrichment of the workforce. Here are a few of them:

  1. Connection with the Company

As managers interact and connect with the employees, it builds trust and loyalty among the subordinates. Such meetings reveal what’s important for the employees and what pains them. This further makes them believe that the company cares about their needs and well-being. Such interactions fulfill their need to belong, as a result of which they give more of themselves.

  1. Role Clarity

During such an informal gathering, executives can talk about what everyone’s role entails and how it’s going to impact the organization’s growth. This will create clarity about the importance of everyone’s tasks, which will motivate employees to work with greater focus and intent. 

  1. A Culture of Fun 

Making the workplace fun has been documented to increase employees’ morale and energy. Recreational activities and fun games inspire employees to come to work and saves them from burning out. Getting engaged in entertaining, brainstorming activities also stimulates their creativity and leads to innovation.

  1. Recognition

Everyone strives for appreciation for the efforts they make. When managers and superiors meet their subordinates and offer them recognition and positive feedback, it acts as a healthy boost of motivation. Such words of appreciation from important people in the company work as key engagement drivers that make people feel more competent and responsible, thus improving productivity.

  1. Professional Growth

Through skill-building activities, employees can work on improving their competencies and gain skills that enhance their market value. Through this, not only will they feel more confident in their work but also contribute more to the development of the company.

Therefore, the above points clearly show that through the judicious implementation of employee engagement drivers, companies can grow as the individual productivity of each employee increases.

Tips for Millennials to Stay Relevant in The Recruitment Industry

Are you a millennial lost in the job market? Are you confused and don’t know what to do to make recruiters reach out to you? 

You are not the only one; the job market is flooded with millennials with swanky degrees. But it’s not all about degrees. It’s about how you market yourself. There are a good number of people fighting for the same job. But you can get an edge and get your dream job. 

You only need to be smarter. Follow our time-tested tips and remain relevant in this evolving recruitment industry.

Be Clear About Your Career Goals

Know what you want from your job, and you’ll move in the right direction while searching for it. Though your job is not your life partner, it’ll be with you half of your day. Mind it.

Work on Your Resume

Your resume is your first look. Give employers your best look, so they can’t reject you. Make sure your resume highlights your capabilities and expertise. It should also include your experiences. Keep updating your resume for any new skill or experience you have acquired.

Mention all your technological skills. It makes your employer know how well versed you are with the changing technologies. Mention all your experiences. If you have volunteered for some job or have done odd jobs, mention it. Every experience shows your worth and eagerness to learn and work. So, deck it up.

Build Networks

Networking is the key. It is wise to start building connections with people in your field while you are still studying. It will help you a lot when you graduate. People with good connections get better job opportunities. It’s true!

It also helps you to be aware of happenings in the area of your interest or expertise. You can also learn from them. No learning ever harms. 

Be Aware of Market Trends in Your Field

Always update yourself on recent market trends in your field. The job market is ever-changing with changing technologies and trends. Don’t lag behind but catch up with what is in demand and be prepared. Keep updating; no one likes stale bread or even an employee who has stale skills.

Upgrade Your Skills

Always keep upgrading your skills. It is true for both technical as well as soft skills. Everyone wants an employee who is eager to learn and is dedicated to working. Reviewing job postings to see what soft skills are marketable and acquiring them is a good idea.

For the technical skills, the same formula works. Look out what is in demand and learn that. You can go for a degree, certificate or workshop. Being well versed with the latest technology in your field makes you more desirable for recruiters. After all, everyone likes a decked-up bride, oops! employee!

Make Your Social Media Account Work

Get your social media account to work. You are investing a lot of time on it; it should give you some return. Employers check it for information regarding the candidates. So, refrain from lousy postings on social media account. Make it reflective of your personality and skills.

Your opinions on these platforms show your mindset. Thus, a proactive and positive social media account is always a plus.

Look Beyond Your Comfort Zone

Sticking to your comfort zone can decrease the chances of your career growth. So, look beyond your comfort zone. Try to explore other avenues, which can give your career a boost. Stepping out can help you expand the horizon of your learning as well as career growth.

Every Experience Counts

Every experience matters, whether it’s an odd job or some substantial project. It’s a better idea to start accumulating experiences while you are still studying. You can volunteer or attend workshops. Research done during studies is also helpful.

Your experience doesn’t need to be from your field only; every kind of exposure would help. Therefore, don’t sit idle and go for any job you can do and learn something. This will give you certain advantages when you feel the real heat.  

Know Your Worth

Research the market for knowing what people with your level of knowledge and experience are getting. Also, research what are employers offering for a position you are vying for. It will make you able to set your expectations well and negotiate properly. Selling your services is an art, you should know the right price.

Be a Member of Professional Associations in Your Field

Join a professional association in your field. It will keep you updated with changing trends and technologies. It will enable you to assess the market and make the right move. It’s also helpful in keeping your expectations real.

The biggest advantage is that you will get to network with people in your field, who are at various positions. You can reap its benefits by getting a lead or job opportunity. Being a member of a professional association reflects how serious you are.  

Learn Leadership Skills

Learning leadership skills will make you a more desirable candidate for a job. You can also go for board leadership. This will help you when you go to another job. 

Subscribe to a Job Site

Subscribing to a good job site gives you the advantage of being connected to a more extensive network of employers. These sites will help you to get a perfect job match. Your resume can reach a large number of prospective employers at a time. Therefore, they brighten your chances of getting a good job.

Build Good References 

Degrees are important, but references are equally important. Employers want to know about the behavior and situation handling capabilities of a prospective candidate. Her recommendations come handy.

Make a positive brand for yourself in your college, with your teachers or with people you have worked with. These references will help you in landing a job.

What are you waiting for? Gear up and get ready for your new job. Now you know, you will not fade out in the competition. A good salary with great perks is waiting for you!

Personality Tests Will Provide You With A Great Return On Investment

With the plethora of highly educated, skilled and talented job seekers, many organizations are experiencing chaos to find the most suitable employee for their company. Every organization is in search of that ideal candidate who can go the extra mile to achieve the business objectives.

It’s quite evident that companies would want to hire somebody who is not only technically competent but behaves in a manner that infuses positivity in the environment. Therefore, many organizations use tools like personality tests to assess and find the best fit for their company culture.

Understanding Personality Tests

Personality tests, as a matter of fact, have become an essential part of the recruitment process in many large-scale organizations. They are conducted to elicit information about a person’s motivations, strengths, weaknesses, preferences, and manner of interaction with other people. Such insights enable the company to guide its employees or find a suitable position as per the potential of a candidate. 

These personality tests are conducted either through interviews, observer-ratings, or self-report inventories (questionnaires). The Candidates are assessed on the basis of traits which include extroversion, conscientiousness, emotional stability, agreeableness and openness to experience. These five personality traits are collectively known as Big Five and can be used to easily examine what improvements an employee needs to thrive in an organization 

How Personality Tests Contribute to Employee Development?

While personality tests do cost a hefty sum, this cost is easily compensated when the right employees show high productivity and generate significant revenues for their company. Therefore, with their proper application, personality assessment tests provide high returns on investment to a company. 

An effective assessment tool assists the company in making smarter hiring decisions. The data retrieved from such tests can help to identify who is a better fit as per the culture and environment of the company. 

When the results of these assessment tests are reviewed by managers and their team together, every person gains a deep insight into his/her co-workers. While this helps employers develop proper strategies to capitalize on the strengths of their subordinates, employees get a chance to understand the psyche and tendencies of their colleagues. 

Such information also motivates employees to work more productively, communicate with other team members and cooperate as a team. When people understand each other better, they deliver better, thus helping in both the growth of the employee and the company.  

Greater Employee Development Enhances Return on Investment 

A Return on Investment (ROI) is always expected by organizations that invest a large sum of money in the training and development of its employees. But before investing, the most important thing is to recognize, which are those potential areas that will offer the highest returns. 

Since domain knowledge and expertise is something that is equally taught to all employees in their training, it is their emotional quotient that acts as a differentiating factor. But, while all organizations invest in employee training and workshops, only a few works on capitalizing on their Emotional Quotient.

Those companies that make use of EQ in their employee development policies use tools like personality assessment tests to gain a deep understanding of their workforce. So, in addition to the strengths and weaknesses of each employee, the understanding of their personality can also aid supervisors to group and manage their teams. 

For instance, by knowing what triggers each person, managers can decide the seating arrangements, the people who should be included in one team, the employees working on one project, the kind of rewards each need, etc. By fulfilling the emotional needs of its workforce, companies can create an inspiring and motivating work environment and uplift everyone’s morale.

Such a collaborative and cooperative work culture would lead to better productivity, resulting in better returns for the company. Therefore, the efficient use of personality tests can go a long way in boosting the ROI of a company.

How to Bridge the Workplace Generation Gap

Imagine a world with no variety, everything and everyone similar. How unexciting it would be!

A workplace with varied people, of different age groups, different skills is a welcome place to work. A workplace generation gap is a big issue and a huge challenge if we think so.

Generation Gap

A difference in opinions, beliefs, skills, values, and attitudes across generations is known as a generation gap.

Classification of Generations

According to The Centre for Generational Kinetics, Austin, United States, generations are classified based on the year of birth. These are:

  1. Baby Boomers(1946-1964)
  2. Generation X(1965-1976)
  3. Generation Y(1977-1990)
  4. Millennials(1991-1996)
  5. Generation Z or iGen(1996 and after)

Workplace Generation Gap

Nearly five generations having different traits are working together under one roof. They try to work in unison towards the attainment of common organizational goals. This might be challenging for the organization and the workforce.

Challenges faced and Ways to Reduce the Gap

A clash in viewpoints, perceptions, communication styles and problem-solving techniques can pose difficulties at various levels.

Sometimes younger bosses handle older subordinates, some skilled and qualified millennials and Generation Zers work under Gen Xers or Baby Boomers. Both situations give rise to ego clashes. Striking a balance between cross generations becomes a task.

So, in situations like these, it becomes important to address the challenges and come up with relevant solutions, like some mentioned below:

 

  • Open communication catering to varied communication styles

 

The generations before Gen Yers preferred to communicate via post, phones and interact face to face. Whereas, the later generations, born in the era of technology prefer laptops, tablets, etc.

A balance can be maintained by having face to face communication, like round table meetings and video conferencing. It would promote respect and understanding.

 

  • Different traits can also complement each other

 

The experience, dedication, and sincerity towards work are the praiseworthy traits of seasoned employees. Smart and quick work with the help of technology is the strength of the Millennials and Gen Zers.

These styles can complement each other if combined.

 

  • Need and ability based work allocation

 

The older workforce can be assigned with a stable and less dynamic role. They want annual salary hikes and promotions for motivation. Whereas, the Gen Yers and the younger lot thrive on appreciation and job satisfaction. As these youngsters are full of energy, they can be given challenging tasks.

This would provide a balance in the work profile of all.

 

  • Participation of all in conflict resolution

 

Different generations approach problems differently. The challenge comes in how to reach a positive conclusion. If the organization acts proactively and gives all a chance to speak, it can resolve the conflict in a much better and productive way.

 

  • Avoid putting tags based on the date of birth

 

The earlier generations are believed to be non-receptive to technology, but if guided properly, they become ready to learn. The Millennials, Gen Zers are branded as disrespectful and extreme freedom lovers. These youngsters are driven by logic. Thus, they want a proper understanding of their work and are willing to stick to deadlines only after getting clarity.

They give due respect to their seniors only if they find the seniors worth respecting. The generation gap can be bridged only if we look out of the brackets of birth.

 

  • Mentoring and reverse mentoring

 

The workplace is like a family of generations. The seniors mentor by giving expert advice and the millennials, mentors by helping in providing technological knowledge. In this way, both get exposed to fresh and new perspectives.

 

  • Training programmes

 

Comprehensive training programmes aim at betterment. Giving training to the seniors about new technology and modern work procedures boosts up their confidence. It makes them feel aligned with the rest of the organization. The younger generations are taught the institutional knowledge gathered by the experienced hands.

 

  • Develop mutual respect

 

Baby Boomers feel disrespected when they are asked to report to younger bosses. The technically updated younger bosses appear to be a threat to the older generation. On one hand, the seniors have vast experience whereas on the other the Gen Yers and the rest of youngsters are equipped with technical know-how. This can be dealt with when the mutual differences are respected, and they work for common organizational goals. Understanding one another would inculcate mutual respect.

 

  • Create diverse teams and offer common incentives

 

A proper generation mix helps in achieving organisational as well as personal goals. Some common incentives, like centred lunches and happy hours, should be encouraged. It allows gelling with the generations with different mindsets. They come on the same page in an informal setup and try to understand each other in a much better way.

Conclusion

The whole universe comprises of various generations. These generations might be different in many ways but want harmony and happiness. The disparities, if highlighted every now and then, can become larger than life. These differences are not threats but opportunities to build a strong, harmonious workplace with diverse people having unique perspectives. This workplace generation gap can be bridged with wisdom, sensibility, and sensitivity. It could get transformed from being a challenge and a problem to a holistic and enriched experience.

Maximize Your Productivity by Using the Pomodoro Technique

Time is the biggest constraint for humans. It becomes more crucial with the industrial revolution where everything was being calculated in terms of time and cost taken to produce something. To manage time efficiently and productively, Pomodoro is a technique known to few.

Since the advent of the industrial revolution, productivity has been calculated with reference to the time and cost involved. As the biggest constraint for humans, time is difficult to be managed efficiently. For this, it becomes necessary to use Pomodoro technique.

What is the Pomodoro Technique?

With the growth of industrialisation, employees, as well as the employers, were concerned about time management to be effective and productive at the same time. Gradually, organizations were pushed to the limit where they were looking for ways to do things in less time. To address this concern, thinkers came up with various methods/techniques including GTD, Kaizen, Scrum, etc. Pomodoro technique is one such productivity and time management technique that addressed this persistent issue. Created in the 1980s by Francesco Cirillo, it has proved to be helpful to the people who have practised it.

Benefits of Pomodoro Technique

Time Management – Focusing on time management, Pomodoro technique comes with the ultimate goal of producing quality products through continuous progress. Timer plays a vital role in this process as keeping a record of time is essential. In this technique, time is divided into small slots of 25 minutes, known as Pomodoro sessions each followed by 5 minutes of break.

Handling Interruptions – The idea of Pomodoro session is to encourage people to complete a portion of the given task in the first 25 minutes and then go for a break of 5 minutes. This helps in handling regular interruptions like phone calls, social media notifications, overlapping tasks, and pending deadlines, as all these are obstacles we fail to handle during regular working hours.

Increased Focus – Practicing Pomodoro technique increases focus drastically, which leads to an increase in work output with better quality. With regular practice, one learns to concentrate on one task at a time without thinking about other pending tasks and any other distractions. By working in small time frames of 25 minutes, the practitioner inculcates a habit of better estimation of time needed for completing a particular task. This helps in better management of tasks at hand and the time in which they can be completed.

Strong Will Power – Working in Pomodoro sessions strengthens the will power too. The practitioner knows that he is blocking himself from regular distractions just for 25 minutes, which is a relatively small-time. With regular practice, the practitioner learns to keep those distractions at bay for a longer time and concentrate on real tasks and achieving targets within the given time frame.

Work with Time – One of the most significant benefits of the Pomodoro technique is learning how to work with the time and not against it. With practice, one understands the amount of work he/she can do in one Pomodoro session and makes the work schedule accordingly.

As Pomodoro technique helps in managing time and work, it ultimately brings to less stress and procrastination. This results in better work-life balance, stress-free mind and overall happy environment.

Different stages of Pomodoro technique:

Different stages of Pomodoro technique help in personality development of the practitioner.

Planning – Detailed planning of work at hand is vital for the Pomodoro technique. Thoughtfully planned Pomodoro sessions are a must to accomplish the to-do list. All you have to do is divide the work into small parts so that self-monitoring is possible within the session.

Tracking – Tracking the tasks to be completed during different Pomodoro sessions helps in measuring the progress. To track a task, keep everything that you need for the completion of the task handy. This helps in the reduction of the time wasted in gathering the required materials.

Recording – Recording what all tasks get completed at the end gives a sense of achievement to the practitioner. Keeping a track of tasks done in a Pomodoro session makes the tasks measurable. This also leads to a personal commitment to do one task at a time.

Processing – Processing all the completed tasks is crucial for the result. This asks for our devotion to one task during one session. Without a result, the task cannot be justified.

Visualization – Visualization of the amount of work to be done enables the practitioner to calculate as to how many Pomodoro sessions are required to complete the given task. This, in turn, gives a sense of ownership to the doer. For this, the practitioner must take breaks as they play a vital role in visualization.

Psychological benefits of Pomodoro technique:

Pomodoro technique plays a psychological role in alleviating work-related anxiety. It leads to:

 

  • Increased focus
  • Increased concentration
  • Clear thinking and rationality
  • Decreased the interruptions
  • Increased awareness of decision making
  • Increased motivation
  • Strong determination
  • Ability to do things within a time frame
  • Improved work results
  • Confidence to handle complex situations

Apart from this, the Pomodoro technique discourages multitasking and procrastination.

Following Pomodoro technique enables the practitioner to concentrate on the job in hand as there is a time limit attached to it. Developers, designers, and people who work in creative fields have goal-based targets. Pomodoro technique adds little fun to the boring tasks by giving a break every 25 minutes and after four sessions, a longer break of 20-30 minutes is allowed.

Delivering the desired output within the stipulated time frame is the soul of a business and short breaks that Pomodoro technique allows are good for its overall health. These breaks give the human brain chances to assimilate data in a better way and improve productivity as the practitioner feels less tired.

Though Pomodoro technique has few downsides too, it may prove to be a way out for the people who struggle in their day to day life for managing time. With proper planning, little practice and disciplined approach, this technique can prove a time management tool for achieving the desired results.