Blogs

The interview is the first interactive experience that a candidate has with the company. Making an impression is as important for the company as it is for the candidate. The precedent that is set by the Job Description needs to be continued throughout the selection process, including the interview. Here are some of the key approaches I suggest and implement for my clients that have shown excellent results in hiring the best talent. The Storytelling Element For today’s new-age

As millennials and Gen Z make their way up the workforce, the approach to the workplace and the interview has changed drastically. Candidates are not merely focused on their pay packages but want their place of work to provide them with better experiences and room for professional and personal growth. In this scenario, the interview process needs to change and adapt to accommodate the changing dynamics of the recruitment marketplace. The Interaction Gone are the days when em

Job descriptions are often viewed as a mundane formality that is needed for a job posting. The truth is that a JD is the first touchpoint for a potential candidate to learn about your company. It serves as a powerful talent marketing tool if used in the right way. During my experience, I have seen people simply copy descriptions from job sites for similar roles and post them without much editing. This is far from the right approach and companies are losing the opportunity to

In my previous blogs, I have discussed the concept and implementation methodology of employee engagement. Moving forward, it is essential to understand what are the employees’ expectations for engagement that will enable them to maintain high-performance levels and have a sense of belonging to the organization. An insight into the needs and wants of employees enables organizations to design employee engagement strategies that are truly impactful and create a positive trend in

Employee engagement is a key driver of organizational success. It is a critical component of employee satisfaction, which is a focus area for companies around the globe. Employee engagement describes employees’ enthusiasm and dedication toward their job and company. The goal is to instill a sense of pride among employees and make them feel a part of the company’s success. So that they strive to give their best and consider their positions at the organization beyond just the p

Performance Management Systems (PMS) are designed to help companies evaluate their employees fairly and efficiently. A PMS will also highlight gaps in organizational policies and processes while aligning employees to the common business goal. There are many facets of a successful PMS that include employee’s strengths, weaknesses, behaviour, task completion, proficiency and much more. With many approaches and philosophies, it might be difficult to define a performance manageme

During my work as an HR professional for over 17 years, I have experienced my apprehensions against performance management systems (PMS). There are questions that are frequently asked by companies, that are rooted in conventional practices. Most of the time, these practices shift the focus from people and performance to only business and bias. I firmly believe that leading by example is the best way to go. So here I am discussing some frequently asked questions with a few rea

The Performance Management season is upon us and I thought it would be a good time to share some insights into the challenges of performance management systems. A performance management system (PMS) is a process to monitor and align the objectives of the organization with the individual skills, competencies and deliverables of employees. The focus is on the delivery of promised results and improvement through learning and development.