ATS Resume Screening

If you’ve been job searching within the digital age, you’ve probably heard a few sorts of software called “Applicant Tracking Systems” or ATS. An ATS is employed by over 90% of employers today to screen resumes and pass the foremost relevant and qualified candidates forward to the hiring manager. 

Applicant Tracking Systems (ATS) are software applications that scan resumes and other job recruitment documents for relevant keywords like skills, job titles, and academic background. To pass the ATS scan, your resume has got to be formatted properly and include the proper words.

Nearly 75% of resumes are rejected by an ATS resume test because they’re not correctly formatted or keyword optimized. This post will tell you ways an ATS works and the way to extend your chances of passing the ATS resume test. We end with an example of an honest ATS-friendly resume format and a valuable hack to urge past the filters. 

This article will show you: 

  • What an ATS-friendly resume is.
  • How to make a resume ATS compliant.
  • Examples of ATS-friendly resume templates.

How does an ATS work?

An ATS resume scanner is meant to scan a resume template for work experience, skills, education, and other relevant information. If it determines the resume may be a good match for the position, it gets sent forward to the hiring manager.

“The truth is, only a few resumes are read top to bottom by a person when deciding who to interview for employment.”

An ATS can make searching resumes easier or automated. There are many reasons why it’s so hard to seek out employment, including the large pool of applicants. With over 250 resumes submitted on average for each job posted online, an ATS system saves the hiring team tons of your time and energy. The resumes that don’t meet the pre-determined qualifications are rejected, and therefore the resume isn’t seen by human eyes.

So what’s the problem?

The problem is that there are many qualified job seekers who are rejected because their resumes aren’t written and formatted with ATS readability in mind. The reality is, only a few resumes are read top to bottom by a person when deciding who to interview for employment.

From simple resume formats to identifying keywords, this post has all the answers on getting your resume past an applicant tracking system.

How to make an ATS friendly resume?

There are five things a candidate should confine mind when writing your resume to urge past an ATS:

  • Standard formatting
  • Keyword optimization
  • Send as a Word document.
  • Spell out abbreviations 
  • Include relevant information

1. Standard formatting for ATS scans

Use a typical resume format freed from any images, designs, charts, and tables. A transparent and concise resume is straightforward for an ATS to process–and it’s also what hiring managers prefer.

We have a post about the three hottest formats for resumes within the US. We also recently published 200+ resume examples with a downloadable resume template designed for ATS compatibility.

2. ATS keyword optimization

This is one of the foremost important elements of a resume with regard to passing an ATS test. Keywords, during this case, ask words that the ATS resume checker could also be trying to find that match the industry or description. The more keywords you’ve got that the employer wants, the greater you’ll score on an ATS scan.

Your resume should already contain core industry keywords, and therefore the description is another excellent spot to seem for keywords. Making an inventory of core competencies on a resume allows you to simply swap keywords in and out when applying for various positions. If an edge lists knowledge of Excel and Quickbooks as requirements, confirm those skills are listed within the right place on your resume.

3. Send as a Word document

A Word document, specifically a .doc or .docx file, is definitely processed by all ATS out there, and it’s also preferred by the bulk of hiring managers. Although most ATS systems now process a PDF, some applicant systems still have trouble with them.

In our team of experts’ opinion, it isn’t well worth the risk to preserve your formatting on a web application! Send your resume as a Word .doc to rest assured that your resume is often read easily by any ATS.

4. Spell out abbreviations

An ATS might not understand all abbreviations, which is why it’s important to spell out an abbreviation you employ a minimum of once. The ATS keyword scanner could also be trying to find the non-abbreviated sort of the word rather than an abbreviation, so make certain to spell out any abbreviations.

One final reason to try to do this is often to assist anyone watching your resume in understanding what you are doing without confusing or industry-specific jargon. The recruiter or person responsible for hiring isn’t necessarily an expert on the job’s functions. Make your resume easy to understand! 

Examples of spelling out abbreviations:

  • CPA (Certified Public Accountant)
  • SEO (Search Engine Optimization)
  • MBA (Master of Business Administration)

5. Include relevant information

The ATS scans your resume to work out if it contains relevant information and knowledge for a selected job. Don’t submit two pages of experience from a sales position for an accounting job. The ATS will presumably reject you because your resume contains little or no relevant information. 

If you don’t have any relevant experience, attempt to include education, skills, or maybe reword your past experience, so it’s relevant to the position. You’ll leverage your transferable skills to raised match what this job is trying to find. Now that we’ve gone over all the ideas let’s put it all at once with an honest resume format to use for ATS scans.

How do I do know if my resume is ATS-friendly?

Compare your resume to the ATS optimized example above. Concentrate on those aspects:

  • The traditional, reverse-chronological format
  • Relevant keywords used throughout the resume
  • Simple formatting with clear headings
  • Degrees and abbreviations are spelled out.
  • All experience relates to an equivalent career target.

How to Beat an Applicant Tracking System?

Optimizing your resume for ATS is a crucial part of the fashionable job searching process. Without listening to keywords, formatting, other ATS-friendly elements, qualified candidates can slip through the cracks.

Here are some quick recommendations on the way to beat applicant tracking systems:

1. Tailor Your Resume to the work Description.

One-size-fits-all resumes don’t work well for contemporary job searches. Customizing your resume for every job gives you the simplest chance of being identified as an excellent candidate. Tailor your resume headline to match the role and prioritize your most relevant skills and knowledge.

2. Match Your Resume Keywords to Skills Found within the description.

Optimize for ATS search and ranking algorithms by paying close attention to the keywords you include on your resume. Keywords are most ordinarily the hard skills requirements listed within the description. Include as many relevant skills and keywords as possible on your resume.

3. Use Long-Form and Acronym Versions of Keywords.

Recruiters and hiring managers may search by keywords when trying to find candidates. Some ATS will only return exact keyword match results, which suggests that if you included the term “Search Engine Optimization” without its acronym counterpart, your profile might not appear during a recruiter’s look for the term “SEO.”

4. Use Chronological or Hybrid Resume Format.

Formats that deemphasize work history, just like the functional resume format, don’t work well for applicant tracking systems that calculate more traditional reverse-chronological formatting to know an applicant’s experience. Recruiters also are most conversant in chronological and hybrid resume formats.

5. Don’t Use Tables or Columns.

Even though tables and columns can improve readability for human readers, they’ll cause parsing errors within the ATS.

6. Use a Screen-Friendly, Traditional Font.

For readability, it’s best to use a standard serif or Helvetica font. Some ATS will automatically change unfamiliar fonts, which may alter the planning of your resume.

7. Don’t Use Headers or Footers.

The information in headers and footers may stray or cause parsing errors inside and ATS.

8. Use Standard Resume Section Headings.

Section headers like “Where I’ve Been” in situ of “Work Experience” may confuse applicant tracking systems, causing them to arrange information incorrectly.

9. Save Your File as a .docx if Possible

A docx. file is most compatible with ATS.

Why Are Applicant Tracking Systems Important?

Applicant tracking systems help ease the workload of recruiters and hiring managers, especially now that the web makes it faster and easier than ever for job seekers to use for jobs. In fact, job board sites like Indeed and LinkedIn allow job seekers to use employing a saved resume and just one click.

As long as applying is that easy, job postings are getting to receive more applications than hiring teams can realistically read. While applicant tracking systems aren’t perfect, they’re an honest way for recruiters to efficiently range in on top candidates.

Many ATS goes beyond simple applicant tracking to supply communication, interview scheduling, and onboarding functionality. ATS also saves resumes for later. If an applicant isn’t the proper fit, recruiters and hiring managers can search the system later to uncover resumes that match new positions. If you’ve ever been contacted months later by a corporation you applied to, ATS was probably behind it.

How to write two weeks notice period letter?

A two weeks notice letter is your opportunity to go away from employment in a professional and positive manner. This letter is seen as a standard courtesy and, in some cases, a requirement to formally resign your position. during this article, we explain what it means to offer two weeks notice, why and once you should write a letter and the way to urge started with examples for you to follow.

What is two weeks notice?

There are many reasons why you’ll want or got to leave your current job. Once you leave, it’s customary to offer a minimum of two weeks notice to your employer about your coming departure. this era gives you time to finish your current work obligations, inform your managers and coworkers the way to perform a number of your job duties once you’re gone, and to mention goodbye to your colleagues during a professional and positive way. It also gives your employer time to open a task to fill your job or to form other arrangements.

Why do you have to write a two weeks notice letter?

There are two main reasons why you ought to write a two weeks notice letter. First, this letter may be a respectful thanks to informing your employer that you shall leave your current position. It’s normal for people to go away from jobs and advance to new ones. During this process, confirm your employer is going to be ready to speak positively about your exit. for instance, quitting your job suddenly and all of a sudden could leave your employer during a difficult situation. 

This might limit your ability to use your current employer as a reference for future jobs or risk a replacement employer learning about your unprofessional exit. In many cases, your notice will give your employer time to settle any accounts in your name or make sure you receive final financial information, like retirement accounts or back pay. 

Your employer can also need the time to post your former job and find the proper candidate as a replacement. The second reason you ought to provide a two weeks notice letter is, so you’ve got a written account of your decision to resign. These documents are often used for various purposes, like understanding why employees prefer to leave for legal records. 

How to resign from your job in 3 steps:-

When you resign from employment, it’s customary to supply a resignation letter fortnight before your final day of labor. There are several things to think about before you submit this letter to your employer.

1. If possible, find a convenient time to satisfy together with your employer’s best to resign from your job face to face. If you would like to, you’ll even have this conversation via phone or video conference. In most cases, this meeting should happen together with your direct supervisor. This is often a courtesy to your manager that helps avoid unexpected news and provides them overtime to organize. It also gives you the chance to possess a private conversation with them, thanking them for the opportunity. To avoid your manager hearing about your resignation from somebody else, confirm you speak to them before telling any of your colleagues.

2. Steel oneself against your conversation and specialize in the positive talking about resigning from your job are often a difficult conversation to possess. Like many difficult conversations, it’s a simple idea to organize before time. This preparation can calm your nerves and make it easier to mention what you would like to say. 

  • Be honest but don’t enter unnecessary detail. When brooding about how you would like to inform your manager of your intention to go away, it is often helpful to understand before time what you would like to divulge.
  • Be prepared to allow them to know the Date of your Judgment Day. Your employer may inquire a few pieces of data to urge before your departure as best they will, including the Date of your Judgment Day. Two weeks notice is common. 
  • Be gracious. You ought to have a couple of words planned out before time thanking your employer for the chance at the corporate. This will include resources they provided for your continued growth, exceptional management, the opportunity to figure on specific projects, or just gained experience within the industry.
  • Be prepared for pushback. If you were an exceptional and well-liked employee, your manager might plan to provide you with a pay raise or other perks to keep you onboard if they need the resources. You ought to be prepared before time with precisely what they will offer for you to remain or whether you would like to interact with a counter-offer in the least. If you are doing prefer to stay, be prepared for a potentially awkward relationship moving forward. You’ll decline a counter-offer with an easy, respectful statement like, “Thank you considerably for the offer. While I highly value my time at this company, subsequent opportunities are going to be the simplest option on behalf of me moving forward.”

3. If you can’t meet face to face, send an email. If you can’t resign face to face or speak to your supervisor via phone or video conference, you’ve got the choice of sending an email. During this case, you ought to give your email a transparent subject line, keep the body of your email brief and positive, and fasten your two weeks letter as an attachment. 

How to write an easy two weeks notice letters

You start to draft your letter of resignation, consider the subsequent guidelines:

  • Start by including your name, Date, address, and subject line.
  • State your resignation include the Date of your last day.
  • Provide a quick reason for resignation (optional).
  • Add a press release of gratitude.
  • Wrap up with the next steps.
  • Close together with your signature.

While each resignation letter is different, it’s best to finish on a positive note with gratitude or something specific. You enjoyed some time with the corporate to go away an honest impression.

 To weeks notice letter example

Here is an example of a two weeks notice letter you’ll write if you received an employment offer from another employer:


John Delaney [Supervisor’s Name]

ACT LLC [Company Name]

173 Up Street, Columbus, Ohio 13456 [Company Address]

Dear Mr. Delaney,

This letter is to offer you two weeks notice of my official resignation from ACT LLC. My final day as a sales accompanies ACT LLC is going to be [two weeks from today’s Date].

It has been a pleasure working with ACT LLC. I appreciate the time and commitment the corporate has shown me in helping to develop my sales associate experience and skills. 

I shall continue providing ACT LLC with equivalent high-quality work from now until my Judgment Day of employment. 

If there’s anything you would like me to try to to to assist during this transition time, please let me know. 


Elizabeth Smith

HR Professionals : Everything to know about the HR domain

HR professionals play a significant role in taking any organization to greater heights. Being a people’s person is not an easy job to do, day in and day out. To be in constant touch with the workforce, listening to their woes and becoming the bridge between the employee and the employer, HR does it all! But what is it exactly to be an HR professional? What are the latest trends in the HR world? What can someone do to become HR? How to carry out the duties efficiently when the HR’s role is mainly on the job training? What are some of the hardships that the HR personnel face? There are many questions. Let’s just find out the answers to some of these in the article below!

So, let’s start with an easy one!

What are the duties of an HR professional?

The HR’s job description includes several roles that they need to perform depending on the needs and requirements of the firm. So, broadly outlining, some of them are:

  • Analyzing the needs of the company and thus carry out the recruitment drive
  • Interviewing and hiring the right candidates
  • Formulate the compensation structure and process payrolls for the employees
  • Conduct disciplinary actions for the employees and moderate their behaviour
  • Update and keep a record of the policies of the organization
  • Maintain employee records and the kind of work performed by them
  • On boarding, training of employees
  • Provides means for continuing an employee’s education
  • Keeping workshops and helping employees to discuss their career growth

What are the skills required to become an HR professional?

Like every job role, the role of HR also demands a set of skills that needs to be mastered to succeed in this field. Some of these key skills are:

  • Communication skills: This includes clear writing and speaking skills, which is required for being a good negotiator, a good and critical listener as is required for listening to the employees and an outstanding conflict management skill, which is the most important for resolving everyday conflicts in the workplace.
  • Administrative or Organization skills: This includes skills like managing records of employee leaves, the employee in and out times, payroll, absence and many more. This comprises the major daily task force of HR, so mastering this skill is a must. This also includes the skill to maintain a proper calendar and have impeccable time management skills.
  • Confidentiality skills: One of the most important skills of HR is to be as confidential as possible. Being the trustworthy ear to all the employees requires the skill of being discreet. They need to be trustworthy in the eyes of the workforce so that they can open up to HR. Having a strong sense of ethics is the key skill of any professional, and that goes without saying.
  • Adaptability skills: As everyone says, change is the only constant! So, the ability to change old traditions to give way to new ones is kind of like HR’s job. The ability to see the big picture while predicting the number of employees required to be hired in the next recruitment skills requires strategic skills.

These are some of the soft and hard skills that any aspiring HR needs to master to have a fruitful career in the HR domain. Having great communication skills and analytical skills are a must to do the job well, and good convincing skills can help a candidate have a bright future as an HR.

How to be a successful HR professional?

  • Having a strategic approach for every problem that you encounter, aligning the company’s goals with the current doings of the firm, the ability to make decisions upfront is what makes someone a great HR.
  • Being the firm’s voice, using it effectively during new hires, in meetings, aiding in conflict resolution is what will help HR be a good professional.
  • Adapting to the current tech trends in the industry, thereby becoming tech-savvy will help HR to go a long way.
  • Being flexible in the way of approaching people, in the way of dealing with things. Rigidity never helped anyone reach anywhere. The ability to sense changes, adapt to them and learn from them is what makes a successful HR.
  • Work closely with all the other departments, learn their needs and what do they expect from HR. Collaboration with all the departments will give insights regarding what can be done to meet their shortcomings and thus serve as a great bonding exercise and a strong team for any company.
  • Take risks, inspire others, work smartly and put your 100% in whatever you do.

What are the hardships faced by HR?

Being an HR is not a cakewalk. Like every other task, it also has its share of hardships. Some of these are:

  • Firing an employee: It is disheartening to take away someone’s source of livelihood, and in every firm, HRs are the messengers to do that. This is probably the toughest part of their job description.
  • Recruiting the correct fit for the company: Not only is recruiting a time-consuming process, but even the cost of acquiring is huge, and thus no company wants to waste so many resources on a wrong hire. So, HR needs to make sure that the hired person is the right match for the company.
  • Dealing with lawsuits: Sitting across the table from a lawyer dealing with costly settlements and negotiations, being a witness, a defender and an advocate, is a tiring job and no one other than HR needs to deal with it.
  • Implementing new rules and values: Now and then the company needs to keep up with the evolving trends and change its rules. The formulation of rules is a part of HR’s job, and correct implementation and making sure that everyone follows the new rules is a tough job to do.

Why is HR predominantly full of women?

It is a well-known fact that HR is a domain that has been dominated by women. Now, women being naturally empathetic, having great communication skills and being a people’s person are reasons for the same, but there are other reasons for this as well. Men not being attracted to the HR domain can also be cited as the reason for this inequality. Women are more attracted to this field mainly due to the dominant use of the soft skills aspect of the job description.

History also has something to contribute to this issue. In the late 19th century, the job of welfare workers was assigned to women, and the current-day role of HR is thought of as akin to this job. Having better influencing skills and not being able to look at the results directly in HR makes fewer men want to take up the HR role and are more attracted to the job of sales or finance. So, this makes HR traditionally a field dominated by females.

What are some of the recommended HR books and websites to be followed?

Reading up and keeping oneself updated with the happenings in the HR world is a smart decision to make. So, some of the popular HR books to help one to polish the HR knowledge and get started with the basics of this domain are:

  • Human Resource Management – Gary Dessler
  • HR from the Outside In: Six Competencies for the future of Human Resources Dave Ulrich, Jon Younger, Wayne Brockbank, Mike Ulrich
  • Work Rules! – Laszlo Bock
  • First, Break All The Rules: What the World’s Greatest Managers Do Differently – Marcus Buckingham, Curt Coffman
  • Good to Great: Why Some Companies Make the Leap… and Others Don’t – Jim Collins

Some of the popular HR websites to be followed are:

  • Genesis HR Solutions
  • SHRM in the News
  • HR Bartender
  • TLNT
  • Talent Culture

What are the current trends in the HR world?

In this ever-evolving world, new trends are coming into the market almost daily, and the HR domain is no exception. So, keeping up with these trends to be ahead in this race is what every firm must do. In the face of the pandemic, everything has seen a radical change to accommodate the remote working aspect. So, some of these new HR trends in the face of the pandemic are:

  • WFH Policies: Creating new and customizable work from home policies (which is the need of the hour and we are sure is going to stay for a long time!) which are required by every firm.
  • Employee experience: Reinventing ways of hiring, onboarding, training and even firing people in this remote working atmosphere, basically reinventing the entire employee experience.
  • Tech dependency: Increased dependency on tech like zoom calls, google meets and many more to make the employees feel connected to each other and be a part of the team. Digitization and automation both are the need of the hour.
  • Upskilling: Upskilling the HR teams, to become more proficient in data handling, decision making, digital integration and becoming analytical experts.
  • HR being the drivers: In the face of uncertainty, companies look towards HRs to provide solutions, and in this massive shift in work atmosphere, HRs have been handling it like the front-line workers.

HR domain is filled with its version of thrills and excitement. HR professionals are the voice of any organization. They make sure that the workplace is a happy space for all the employees working there. So, if you are a people’s person, you can lend a listening ear, are proficient in managing time, records and people, so the HR department is just for you!

Top Recruitment Agencies in Ireland

Finding a job is not an easy task right now. One has to plan a lot and work on self to develop a required skill for the job. You may cross many career paths, but you will have to narrow it down and find the best possible career. One has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. So, a Recruitment consultant helps job seekers in finding, applying and preparing for the job. Because of their extensive network, recruiters can easily find a good job in no time. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Great Britain.

Located to the west of Europe, close to Great Britain, Ireland has a unique landscape throughout the country where you can visit its beautiful coastal regions, visit its magnificent castles. According to statistics, over the past three years, Ireland’s economy has grown at an average rate of more than 7% per year and has reached 11% in the year 2000.

List of top recruitment consultancy

1. Approach People Recruitment (Google Rating- 4.7)

Approach People Recruitment was established in 2000. Since then, it has developed as the European partner of many world-leading multinationals. They are very good at recruiting talents to top-level executives. They deliver a global approach through local expertise with a unique personalized solution focusing on specific recruitment and job requirements



2. Sigmar Recruitment (Google Rating- 4.8)

Sigmar Recruitment, an Irish recruitment services company, covers the entire recruitment process and service spectrum. They have won over 50 awards for recruitment excellence and workplace culture in Ireland and the UK.



3. TalentHub (Google Rating- 4.7)

TalentHub can find the best Talent in Marketing, Ecommerce, Commercial, UX and Design, Product, Technology & Innovation, Data & Analytics. To solve their hiring challenges to deliver the best to the candidates, they spend time with the candidate to understand both the requirements and their culture. This whole process results in a real partnership. 



4. The People Group (Google Rating- 4.9)

Based in Dublin, Ireland, The People Group was established in 1989 and with more than 30 years of experience, it is one of Ireland’s Best Known and Trusted Sales and Marketing recruitment agencies. They focus upon matching the job requirements of the job seeker with his experience and aspirations. 



5. Collins McNicholas (Google Rating- 4.5)

An Irish-based Recruitment and HR Services company, Collins McNicholas, provides innovative talent solutions to organisations in Ireland and across Europe. They work across all levels of experience, from senior management to entry-level aspirants.



6. RECRUITERS (Google Rating- 4.8)

RECRUITERS was founded in 2006, a company headquartered in Dublin, Ireland. They are one of the best & most trusted recruitment firms in Ireland. With their knowledge, experience, and relationship management abilities, they make sure that every job seeker finds their dream job.




Unemployment has also dropped a significant amount, and the economy has moved to full employment. In recent years Ireland underwent a drastic change and currently holds a place as one of the most well-organized nations in Europe with ample opportunities.

Top Recruitment Agencies in Belgium

You may cross many career paths, but you will have to narrow it down and find the best possible career. One has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. So, a Recruitment consultant helps job seekers in finding, applying and preparing for the job. Because of their big network, recruiters can easily find a good job in no time. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Belgium. Known as “the Crossroads of Europe,” Belgium is located in northwest Europe bounded by the Netherlands in the north, Germany on the east, and France by the south and southwest. Belgium’s economy is dependent on services, transportation, trade and industry. Coal mining has declined in recent years. Belgium has always promoted trade and prosperity.

List of top recruitment consultancy

1. RGF Staffing Belgium (Google Rating- 4.6)

RGF Staffing provides the best solution to connect candidates and companies through their H.R. and staffing solutions. It provides a multi-brand ecosystem that encompasses different needs, ambitions and goals of the job seeker.



2. Mavence (Google Rating-)

With decades of experience in public affairs across over a dozen countries, Mavens are experienced practitioners in their own way, making them uniquely attuned not only to the company’s talent needs but to the far-reaching value that the company’s success brings to the business as a whole. Mavens serve as a trusted guide. With each employee working exclusively on a dedicated portfolio of a candidate, one can be sure that they will leave no stone unturned and will provide you with a dedicated and personal touch every step of the way. They offer a full range of executive search and recruitment services for associations, corporations, consultancies, NGOs, think-tanks, law firms, regional and diplomatic offices, and intergovernmental groups, including 360-degree search and place, Screening and shortlisting, Talent management and assessment, Interim recruitment, Leadership and Career coaching. 



3. Signium

Started in the 1950s, Signium is one of the world’s leading executive search and leadership consulting firms with offices across the globe. They not only focus on the qualifications and background of an individual candidate but also explore the culture fit and client values. With their partner-led approach, they not only advise candidates but also support in developing their skills. 



4. Generations Recruitment (Google Rating- 5.0)

A Brussels based recruitment agency, specialising in Marketing & Sales profiles, Generations Recruitment has always lived up to the expectation of the job seeker by ensuring more ethical and diversified recruitment. They have recruited more than 70 companies in many different sectors such as the food, drink, home-care, consumer electronics, including Nestlé, Coca-Cola, Orange, The Swatch Group.



5. Amrop

With over 64 offices in 53 countries, Amrop is one of the world’s largest retained executive search partnerships, offering a range of Leadership and Board Services. With their Context Driven approach to executive search encompassing shared values, standards, policies and procedures, Amrop advises the world’s most dynamic, agile organizations on identifying and positioning candidates.



6. Pauwels Consulting (Google Rating- 4.7)

Pauwels Consulting is a profound Belgian consultancy firm with 650+ experts in engineering, life sciences and I.T. They recruit, manage and execute projects for leading organizations in and beyond Belgium, including France and the Netherlands.



7. Robert Half (Google Rating- 3.6)

Founded in 1948, Robert Half pioneered the concept of professional recruitment services. Today, they offer a full spectrum of specialized staffing and consulting solutions. Along with helping candidates find career opportunities where they can fit and thrive. In February 2019, Robert Half was named first in our industry on FORTUNE magazine’s list of “World’s Most Admired Companies®”. Robert Half was also selected for Bloomberg’s 2019 Gender-Equality Index, is featured on Barron’s list of the “100 Most Sustainable U.S. Companies,” is among Forbes’. 



8. Real Staffing (Google Rating- 5.0)

Working across Europe, the U.S. and Asia, Pac Real Staffing is one of the world’s most extensive pharma, biotech and medical devices recruiters and has one of the largest networks of specialist recruiters globally. They help candidates find the new job opportunities which they’re looking for and help the candidates to move to the next step in their career.



9. Personnel Search (Google Rating- 4.2)

Appreciating challenging collaboration with candidates and clients, Personnel Search is a passionate mobilizer in the world of recruitment. Personnel Search was founded in 2002 with a distinctive vision and structure aimed at achieving three fundamental goals: Quality, Speed & Satisfaction.




With rich chocolate & waffles, Belgium is a sweet spot for every recruiter and job seeker with plenty of opportunities.

Top Recruitment Agencies in Iceland

Finding a job is not an easy task right now. One has to plan a lot and work on self to develop a skill that is required for the 

job. You may cross many career paths, but you will have to narrow it down and find the best possible career. One has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. So, a Recruitment consultant helps job seekers in finding, applying and preparing for the Job. Because of their big network, recruiters can easily find an excellent job in no time. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Iceland. It is a European island country in the North Atlantic Ocean on the Mid-Atlantic Ridge. Iceland is volcanically and geologically active.

The domestic economy is primarily service-based. The wholesale, retail, repair, real estate, and financial segments account for nearly 30% of all workers. About 7% work in the agriculture and fishing industries while about 9% work in manufacturing. Despite most employees working in the service industry, Iceland is a thriving producer of goods for export. Along with fish and software services, their exports include aluminium, pharmaceuticals and medical products, petroleum and Petroproducts, and food processing equipment, etc.

List of top recruitment consultancy

1. Hagvangur (Google Rating- 5.0)

Founded in 1971, Hagvangur is one of the oldest consulting companies in the country. Initially, they worked in the field of operational consulting. Later in 1976, they went on to begin recruitment services. In 1998, the company merged with the Coopers & Lybrand Auditing Center and the name PricewaterhouseCoopers was adopted. During the year 2002/2003, a turning point came when the activities that belonged to the recruitment service were sold to the current owners, Katrín S. Óladóttir, the current managing director and Þóris Á. Þorvarðarson, Chairman of the Board and Recruitment Manager of the company. From 2005, the company has systematically expanded its field of work, and the company’s consulting now covers most areas of human resource management. Hagvangur is an excellent option for any job seeker because they specialize in professional recruitment. With such a great experience of recruitment, they can quickly get you your dream job.



2. Jobs in Iceland (Google Rating- )

Their main objective is to provide the best service available to both customers and employees. They believe in measuring their success among people because their most important goal is to ensure that employees are happy and content during their work and stay in Iceland. Moreover, this is the kind of support every job seeker needs.



3. Job (Google Rating- )

Job connects companies and individuals in a simple, fast and convenient way. Individuals can find the dream job at the dream company through Job. It’s effortless to sign up. One can keep track of everything related to applications and the company’s response to them.


4. Swapp Agency (Google Rating- 5.0)

Swapp Agency is located in Reykjavik, Iceland. Founded by two entrepreneurs in 2016, they aim to help individuals find a job in Iceland and also match companies with great staff that suits their requirements and needs. Swapp Agency has grown and adapted alongside the evolution of the market and now provides services to job seekers all over the world. 



With a high standard of living, Iceland proves to be good for local people who can afford the expenses. 

Top Recruitment Agencies in Norway

Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Norway.

The Norwegian economic model is a combination of free-market enterprises and government intervention. The government controls several important areas of the economy, such as the petroleum sector, which accounts for 50% of the nation’s exports and nearly 30% of the nation’s revenue. Unemployment is low in Norway. The Norwegian economy has been rated mostly free for eight years straight. GDP growth is less than 2 percent annually for the past five years.

List of top recruitment consultancy

1. Hudson Nordic Norway (Google Rating-5.0)

Hudson was established in 2001 when approx. 120 companies were merged into one brand. This resulted in a unique internal knowledge base and access to tools that only a few others can match. Their services range from Executive Search & Coaching to Talent Management which is most needed by a job seeker.



2. Kelly Services Norge (Google Rating-4.3)

Established in 1946 by William Russell Kelly in Troy, USA, Kelly Services was the first temp agency in the world and presently is one of the world’s leading players in flexible staffing solutions. Every year, they serve over 200,000 job seekers through 700 offices in 33 countries. In Norway, they have offices in Oslo, Kristiansand, Stavanger, Bergen, and Trondheim. They will be an active partner in your journey of searching for a job.



3. Personalhuset Norway (Google Rating-4.6)

Personalhuset is one of the largest and leading recruitment and staffing companies in the Norway region. With nearly 30 departments, they deliver industry-specific staffing concepts across the Norway region. They are famous for their services in Recruitment Consulting job seekers. They provide all of this high quality and enthusiasm.



4. OffshoreCrew AS (Google Rating-4.5)

Based in the South of Norway, OffshoreCrew AS is dedicated to supplying qualified personnel for the Maritime, Offshore and Renewable Energy Industry in Norway, Sweden and Denmark. If you’re looking for a job in this sector, then it is the best consultant you can wish for. They understand your demand and provide exceptional service in a very limited time frame.



5. Bjørg Fjell AS (Google Rating-4.2)

Bjørg Fjell AS specialise in Accounting, finance, payroll, office and administration. They can provide jobs to every level, whether one is looking for a job with no experience or professionals with long and extensive competence and experience. They provide flexibility in terms of type of employment Permanent/ Temporary jobs.



6. SPERTON (Google Rating-4.2)

SPERTON provides services in  Recruitment, HR, and financial services and Business legal. Their head office is located in Drammen, Norway, and has 20 years of experience working with HR for EPC projects in renewable, oil & gas, and maritime sectors. SPERTON is expanding heavily in Asia and has offices in Vietnam, Bangladesh, Malaysia, and China. SPERTON Norway had been specializing in the supply of the very best freelance and permanent white-collar professionals working with projects.

They provide consultancy and recruitment services to companies of all types and sizes, including consultancies, developers, contractors, sub-contractors, and end clients operating across a wide range of projects and environments. If you are interested in any of the above fields, then SPERTON is the choice.




Norway has one of the most competitive and technical job markets in the world. One has to make an effort to become a better candidate for job opportunities.

Top Recruitment Agencies in Luxembourg

One may cross many career paths which need to be narrowed down. One has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. So, a Recruitment consultant helps job seekers in finding, applying and preparing for the job. Because of their big network, recruiters can easily find a good job in no time. This article will help in finding the best recruiters in Luxembourg.

Luxembourg, in northwestern Europe, is one of the world’s smallest countries. It is bordered by Belgium on the west and north, France on the south, and Germany on the northeast and east. Luxembourg’s prosperity was originally based on the ferrous industry. By the late 20th century, the country’s economic vigour stemmed chiefly from its involvement in international banking and financial services. Luxembourg ranks among the world’s leaders in the standard of living and per capita income.

List of top recruitment consultancy

1. KR Recruitment (Google Rating-4.7)

KR Recruitment provides the best talent to companies or a perfect role to the candidate. They not only listen but understand and deliver solutions matching your specific job requirements. They believe in honest and transparent partnership, focusing on the needs of the candidates.



2. Greenfield Luxembourg (Google Rating-4.6)

Greenfield is one of the leading Luxembourg-based Recruitment and executive search consultancy. Over a decade, they have specialised in recruiting for a predominant position within the local financial services. They have provided jobs to more than 1,500 individuals for more than 200 local and international clients/companies.



3. Kingsley & Partners (Google Rating-4.3)

Kingsley & Partners is a consulting firm that offers recruitment solutions mainly in Wealth Management, Finance & legal. They have a team of seasoned professionals in the area of wealth management, along with a cumulated experience of over 15 years in financial Recruitment. If you are interested in exploring a career in finance then, Kingsley & Partners is the one-stop.



4. DO Recruitment (Google Rating-4.2)

Established in 2008 by Nathalie Delebois and Sinéad O’Donnell. DO Recruitment follows the slogan “People DO matter,” i.e., a Company is only as good as the people they hire, and this is a reflection of their idea. They focus on quality, working in partnership with talented and skilled individuals. They always deliver excellence to a candidate.



5. Morgan Philips (Google Rating-)

With a range of modern, innovative service lines designed to succeed in the new world of work, Morgan Philips Group is radically changing the headhunting, Recruitment, and talent consulting business. Their approach is to combine consultancy with worldwide search capability and digital sourcing technologies, which makes them a strong contender to recruit for a range of organisations, including temporary and permanent Recruitment in management.



6. Spring Professional (Google Rating-4.2)

Spring Professional Luxembourg is specialised in the employment of middle management and highly qualified professionals in contracting temporary and permanent placement. They employ an expert-to-expert approach to bring great people to great organisations. They believe in empowering the Luxembourgish workplace with expertise by assessing, matching, and upskilling qualified professionals for the benefit of individuals and companies. Professionals thank their Responsiveness and Innovative approach, which enables them to Grow.



7. Randstad Luxembourg (Google Rating-3.6)

Randstad established itself in Luxembourg in 1995, initially focusing on the tertiary sector, went on to become a major player in the field of human resources since 1960. Presently, the company has 5 branches, has 65 permanent employees. They provide job consulting in the following sectors: financial, administrative, commercial, hotel & catering, industrial, buildings and public works, logistics.




Luxembourg’s economy is notable for its close connections with the rest of Europe, making good opportunities east to access.

Top Recruitment Agencies in Switzerland

Finding a job is a bit of a hefty task. A Recruitment consultant helps job seekers in finding, applying and preparing for the job. With their large network, recruiters can easily find a good job in no time. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in Switzerland.

Switzerland a highly developed and beautiful mountainous country bordered by Germany in the north, Austria and the Principality of Liechtenstein in the east, Italy in the south and France in the west.

It has low unemployment, a highly expert labor force, and a per capita GDP among the highest in the world.

List of top recruitment consultancy

1. Approach People Recruitment (Google Rating-4.6)

Approach People Recruitment was established in 2000. Since then, it has developed as the European partner of many world-leading multinationals.  They excel in recruiting skilled talents from top graduates to C-level executives in every field. They deliver a global approach through local expertise with a unique personalized solution focusing on specific job requirements.



2. Swisslinx (Google Rating-4.0)

Swisslinx is a privately held recruitment consultancy founded in Zurich in 1999. They operate regionally in the European, Middle Eastern and South-East Asian markets. They offer a bespoke service to both clients and candidates, ensuring that they always maintain high standards.



3. Experis (Google Rating-3.8)

With a deep industry knowledge to understand the challenges that job seekers are facing, Experis provides access to highly skilled professionals who can help job seekers grow. They not only locate but also train and connect job seekers with leading employers in the industries so that together they can reach new heights.



4. Michael Page (Google Rating-4.6)

Established in London in 1976, Michael Page has four decades of expertise in professional services recruitment. They have grown organically to become one of the best-known and most respected consultancies, with an office network spanning six continents. They provide the best solutions for a candidate aiming to grow in their career. They have a team that understands and keenly follows the market, providing every resource and expertise at your disposal. The current managing director is Ricardo Basaglia.



5. Harvey Nash (Google Rating-5.0)

Harvey Nash has helped over half the world’s leading companies recruit, retain, source and manage the highly skilled talent they need to succeed in an increasingly competitive, global and technology-driven world. Established in 1988, With over 8,000 staff in more than 40 offices across Europe, Asia-Pacific and the U.S., they have built a strong reputation amongst candidates.



6. Badenoch + Clark (Google Rating-4.4)

Badenoch + Clark is a global recruitment specialist operating in Belgium, Germany, France, Italy, The Netherlands, Luxembourg, Norway, Switzerland, Sweden, Spain, Turkey, and the U.K. They offer permanent and interim placements for senior professionals and executives across the full spectrum of industries and provide top management talent to leading organizations. Their bespoke services are tailored to individual circumstances. If you’re seeking your next position, they can help you.




Switzerland’s economy is benefited from a highly developed service sector, led by financial services and a manufacturing industry that specializes in high-technology, knowledge-based production. Thus, proving to be a Hub for good job opportunities while delivering more and delivering better.

Recruitment Agencies can grow faster with Zigsaw

Are you a Recruitment Agency that aspires to find more clients, increase speed for candidate research, create content for Job-seekers & employers to connect, Manage Social Media

Generate Sales Leads

Our team has expertise in using LinkedIn Sales Navigator and we can generate the first leads for your Recruitment Business. After qualifying leads, we can pass the qualified leads to you to onboard

Recruitment Research

Candidate Research: Our team has extensive experience in candidate research and can you help you reach top candidates from

  • LinkedIn: Our team has expertise in using LinkedIn Recruiter to extract top profiles for you
  • Job-boards: Our team has expertise in researching relevant profiles from Job-boards such as Monster, Dice etc. and can help you reach Top relevant profiles

Why should you work with us?

  • Speed: Our speed ensures that you always stay ahead of your competition at all times
  • Quality of Profiles: Our extensive research skills ensures that you reach maximum relevant people to maximise closure rates
  • Focus: Working with us would allow you to offload most of your work to us which will allow you an enhanced quality of life and focus on your business growth


  • Effective Keyword Research: Our inhouse marketeers have extensive experience in Keyword Research and can research High Volume, Low competition, High Conversion Keywords for your business
  • Our team of content writers can write easy to understand, informative & engaging content that brings organic traffic to your site and engages your audience.
  • Social Media Management: Our inhouse marketeers can engage with your target audience online and help build your Social Media Brand apart from generate leads for your business

Virtual Assistant

Our experienced VA’s can offload most of your work starting from candidate pipeline management, email management, interview scheduling & follow-ups and managing your day-to-day tasks to ensure that you achieve so much more than you currently achieve with your day

Tie-ups for Remote Resources

India is probably the gold mine for finding quality remote resource. We can help not just you but also your clients to hire Top Remote talent from India.

Top Recruitment Agencies in Germany

Finding an exciting job, the best possible career path is challenging these days. It requires a lot of planning and knowledge about the skills that are needed for a particular position. One has to prepare a good resume, then find the target company and wait for their reply. A Recruitment consultant helps job seekers in locating, applying and preparing for the job. This article will help in finding the best recruiters in Germany.

Germany is one of the most beautiful and popular tourist destinations. It is part of central Europe. The country is full of rivers & valleys and rising & falling hills. Germany is the world’s fourth-largest economy and third-largest exporter and importer of goods.

List of top recruitment agencies

1. Approach People Recruitment (Google Rating-4.7)

Since the establishment in 2000, Approach People Recruitment has specialized in providing jobs for top graduates to C-level executives in almost every field. They consult across Europe, delivering a global approach but are local experts as well.



2. Euro London Appointments (Google Rating-4.6)

Euro London Appointments expertise in providing jobs for positions that require multilingual skills or fluency in key languages. Whether permanent or temporary, they deliver the right solution every time.  It is the largest independent language recruitment consultancy in Europe and has offices in London, Paris, Frankfurt and Munich.



3. Robert Half (Google Rating-)

Established in 1948, Robert Half has pioneered the concept of professional staffing services. They provide specialized staffing and consulting solutions. They also help job seekers find opportunities where they can fit and thrive. Robert Half was named first in the recruitment industry on FORTUNE magazine’s list of “World’s Most Admired Companies®” in February 2019.



4. Michael Page (Google Rating- 4.4)

Established in London in 1976, Michael Page has four decades of expertise in professional services recruitment. They have grown organically to become one of the best-known and most respected consultancies, with an office network spanning six continents. They provide the best solutions for a candidate aiming to grow in their career. They have a team that understands and keenly follows the market, providing every resource and expertise at your disposal. The current managing director is Ricardo Basaglia.



5. Contacts Management (Google Rating- 4.5)

It is a German Recruitment Agency which specializes in headhunting and helping job seekers with foreign roots get a job in Germany. H. Gerhard Benneck, founder and manager of the company is an American national. Gerhard, who is an expert in German, French and English language, moved into consulting in 1988, starting his own company in the field of Executive Search.



6. OPUS ONE (Google Rating-)

OPUS ONE provides the first-class service in the field of temporary work and recruitment. Headquartered in Munich, they expertise in providing qualified jobs for job seekers. The name OPUS comes from Latin, and it means work. In 2019, they provided jobs to more than 100 external job seekers and carried out operations with more than 300 clients/companies.



7. Caissa recruitment (Google Rating- 4.9)

Founded by KONSTANTY SLIWOWSKI, Caissa recruitment takes time and effort to understand the brand and provide a separate service to every job seeker that goes with the company’s requirement. They are not just a consultancy firm that sends and processes CV’s. They support and advise job seekers on how to self-develop for the recruitment process. They engage candidates and represent the business most efficiently, translating the company into a powerful brand that meets the job seeker’s expectations.



8. Konen Lorenzen (Google Rating-)

Konen & Lorenzen is among the leading international recruitment consultancies for the hotel, catering and tourism-related industries. They have a team of highly experienced consultancy experts across six locations worldwide, offering comprehensive expertise, market knowledge and excellent global connections within the hotel, catering and tourism industry. If you are interested in any of the above fields, then Konen Lorenzen is the choice.




 Home to modern and luxury cars & as the automotive industry, Germany is full of opportunities for job seekers.

Top Recruitment Agencies in France

To find a job, one has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. A Recruitment consultant helps job seekers in finding, applying, and preparing for the job. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in France. France is one of Europe’s largest countries. It is surrounded by six countries: Germany, Luxembourg, and Belgium to the northeast, Spain to the southwest, Switzerland, and Italy to the southeast. It is one of the most popular tourist destinations in the world due to its natural beauty, climate, art museums, and galleries. It is widely known for having one of the most consistently stable and developed economies in the world. The French economy is the second most expansive in European countries and the 5th most in the world. It’s a system of a mixed economy combining private and government enterprise.

List of top recruitment agencies

1. PLES Convergence (Google Rating-4.8)

PLES Convergence is a Paris-based recruitment consultancy. It is a direct approach recruitment firm that specialises in the following areas: Digital, Data, Infrastructure, and IoT. If you are interested in any of the above fields, then PLES Convergence should be on your list. It was founded by Sylvain LAGARDE. Alexandra Bias is the current Director.



2. Dorothy Danahy SAS (Google Rating-4.4)

Dorothy Danahy SAS is one of the top recruitment consultancies in the French region for the recruitment of multilingual assistants. They are an international recruitment firm concentrating on the recruitment of multilingual Assistants and administrative staff. With 40 years of experience in recruiting, they have a solid knowledge of high-level recruiting. It was founded by Dorothy Danahy.



3. Aizen Consulting (Google Rating-4.8)

Aizen Consulting was established in the year 2011 in Paris. Their main objective is to provide support in business development, sales management, strategy development, and HR recruitment. A job seeker with an interest in these fields must contact Aizen Consulting. They operate across Three continents: Asia (the Middle East), Europe, and Africa. Cansu KOK is the current Managing Director.

Website –


4. Personal page (Google Rating- 4.2)

Founded in 1994, the Personal page is a part of the PageGroup, which are worldwide leaders in specialist recruitment. Here, hiring is handled by a specialist who knows the sector inside out, so they can provide job seekers with the best solution. Job search is broken down to focus on sector, assignment type, salary level, and location. Thus, finding the best job for you. Mary Kotter is the current Managing Director.

Website –


5. FRENCH SELECTION (Google Rating- )

FRENCH SELECTION is a specialist in recruiting for international business and trade. Established in 1998, it is one of the leading recruitment consultancies in the UK. Recruiting for both permanent and fixed-term contracts FRENCH SELECTION can get you job opportunities starting from entry to senior level. They are one of the leading consultancies hiring for multilingual positions. Gilles Guedot is the current Managing Director.

Website –


6. AJ Recruitment and HR Consulting (Google Rating- )

Founded in 1993, AJ Recruitment and HR Consulting specialise in hiring for Hotel, Catering, Luxury, and Tourism industries in particular. They have become a benchmark in Direct Approach Recruitment and Strategic Human Resources Consultancy in the world. They follow a precise selection methodology for providing jobs to job seekers. They operate within Paris, Nice & Geneva.

Website –


7. YPI CREW (Google Rating- 4.6)

For 19 years, YPI CREW has provided an unparalleled recruitment service that focuses on absolute efficiency and quality in the placement of crew worldwide, whether deckhands, chefs, stewardesses, engineers, officers, or captains. Their uniquely personalised recruitment process results in a significantly high placement ratio on the thousands of crew positions they recruit for each year and ensures that the crew remains in their positions for the duration of their contracts. Lawrence Lewis is the current Managing Director.

Website –


8. Apollo Executive Search & Consulting (Google Rating- 4.5)

Apollo Executive Search & Consulting is an executive search and leadership consulting firm for international C-level and director-level assignments located in France and Germany. It was founded by Jorg Stegemann, with Béatrice Bringer as Director.

Website –



With a growing services sector and a diversified industrial base, France has ample opportunity for career growth.

The Full and Final Settlement (FnF)

Leaving an old job to start a new stint? Severing all the ties with the old firm? Bidding goodbye to the place to start afresh? All of these feel great, and leaving behind the old firm means finally settling all the dues with the old organization in the form of a full and final settlement. Letting the employee enjoy the last few days in the organization when the management takes care of all the leaving formalities is a great thing, and full and final settlement plays the most crucial role. So, here in this article, we will discuss the process and components of the full and final settlement offer and how it is carried out.

What is a full and final settlement?

The full and final settlement also known as the FnF settlement, is done when an employee submits his/her resignation from the firm and is a process that is undertaken during this period. This process is carried out based on the guidelines which have already been drawn upon in the appointment contract. During this time, the employee has to be paid for his services to the firm for the last month, bonuses, additional deductions, or earnings. This entire process of paying and recovering during the resignation process of employees is included in the FnF settlement. The company can either conduct the FnF process and then release the employee or can do vice-versa. It depends on the company’s policy.

Sometimes, exit interviews and surveys from the leaving candidates also form a part of the FnF process. These help the firm in assessing their strengths and weaknesses and how they can improve better. It also helps the firm keep track of the number of resources handed to the employees and helps the firm in collecting them back. The H.R. department generally takes care of this process as its completion requires extensive knowledge in this domain.

How does the company carry out the full and final settlement process?

It is a complex and time-consuming process. So, most of the firms follow a basic procedure to get through this settlement process.

STEP 1: The employee comes forward and informs the company about his intention to resign from the firm and thus submits a resignation letter.

STEP 2: The management team of the company accepts the resignation of the employee after overviewing it.

STEP 3:  The resigning employee has to submit a no dues certificate to the H.R. department from the department he/she is from and other concerned departments.

STEP 4: The company prepares the reimbursement statement that the employee will receive from the company, which includes paid leaves, pensions, gratuity amounts and many more.

STEP 5: The FnF statement is prepared, which includes both the reimbursement and recovery amounts, and this is then sent to the accounts department to review. The accounts department then accepts/rejects it and then the H.R. creates the final statement and asks for the cheque for the final clearing.

What are the major components of the FnF settlement?

The FnF settlement has many components that the H.R. needs to take care of before handing over the full and final settlement to the leaving employee. It involves paying and recovering many components. Preparing the reimbursement statement is a mammoth task and has to be done critically. So, let us see the different components of the FnF settlement process in detail.

  • Unpaid Salary: The most important component refers to the time duration between the day the employee submitted the resignation and his/her last working day. It can also include the salaries of past previous months, for which salaries have not been provided yet. It also includes the Leave Travel Allowance (L.T.A.) and other arrears.

Unpaid salary = (# days the employee worked * gross monthly salary)/26 (or the # paid workdays in a month)

  • Non-availed leaves and Bonus: All the leaves the employee is entitled to but has not taken need to be encashed. All the bonuses and credits are also added to the FnF settlement. As per Section 79 (11) of the Factories Act 1948, when the employee resigns, all of his/her unpaid leaves must be paid on or before the 7th & 10th of the coming month. Also, according to Section 15 (3) of the Karnataka Shops and Commercial Establishment Act, all the encashment dues should be paid by the 10th of the next month.

Non-availed leaves and Bonus = (# of days of unavailing leaves * monthly salary)/26 (or the # paid workdays in a month)

  • Gratuity: It is the cash benefit provided by the employers to the employees for their continued service to the firm. The regulation states that the gratuity amount has to be paid within 30 days of the employee leaving the company if the employee has completed a minimum of 4 years of 240 days in the firm, or else interest has to be paid on the amount if 30 days pass without the company paying the gratuity amount.

Gratuity = (15 days of last drawn salary for each working year * total tenure of the employee working in the firm)/ 26 (or the # paid workdays in a month)

  • Deductions: It includes provident fund, Income tax, professional tax (if applicable), and compensation if the notice period is not served. Gratuity amounts and encashed earned leaves are exempted from T.D.S. as per the Income Tax Act. All the other payments attract T.D.S. Segment 72 (5) under the E.P.F. Act 1952 makes it mandatory for all the businesses to forward the Employer’s Provident Fund (E.P.F.) guarantee forms within 5 days of the employee submitting its claim.

Income tax deductions depend on the bracket in which the employee’s salary falls. Like employees with a salary of 2.5LPA are exempted from Income Tax, salary between 2.5-5 L.P.A. attracts a deduction of 5% and so on.

  • Pension: Employees who have completed 10 years of their pensionable service with the organization are eligible for pensions and can claim them by providing their “Scheme Certificate” after 58 years of age or their retirement. Most of the time, pensions are provided as a part of E.P.S., and it specifies a range of pensions between Rs. 1000 – Rs.7500.

Pension = (Pensionable salary * period of service)/70

When does the Full and Final Settlement Process occur?

According to the rules, the final settlement must happen on the employee’s last working day in the firm. However, clearance from the various departments takes time, so it must be done within 30-45 days after the employee’s last working day at the firm.

Gratuity must be paid within 30 days of the employee’s last day, while the bonuses must be paid within the current accounting period. Employees must be given a specified period if they are being removed from the company so that they can use the time to think about their future, and the same goes for the employees that they must inform the firm beforehand if they plan on leaving the organization. Failure to do this will attract penalties during the FnF settlement process.

In conclusion, FnF is a detailed process that has to be done with full concentration. It is H.R.’s domain, but most companies use specialized soft wares for carrying out the FnF process. Going by the rules, the FnF will help the firm to achieve maximum growth and avoid employee dues.  

Employee retention rate: formula and practices

Employees are the backbone of any firm. A solid employee base makes a strong firm and helps the firm in achieving its long-term goals. In today’s competitive world, where every firm is in search of the right talent, to make their base strong, where poaching employees have become a common practice, companies must hold their top talents tight enough. They must make elaborate plans to retain them in the long-run as everyone knows hiring someone completely new is a long, exhausting and an expensive process. So, having employee retention plans in order, planning extensively on employee retention formulas and how to calculate them are something that must be included in the company’s strategic planning. So, let us start with understanding what exactly the employee retention rate is?

What is the employee retention rate?

Employee retention is generally expressed as the percentage of the workforce that has stayed with the company for a fixed period. It is the employees that stuck around in the firm till now. It is often expressed as a statistic as it is such an important matrix for measuring HR analytics. Retaining employees is a huge task for employers and is a constant work to keep the employees motivated so that they choose to remain employed and provide benefits to the company. So, effective employee retention strategies must be in place to reduce employee turnover and the costs associated with it.

Why do employees leave jobs?

There are quite a few reasons as to why do the employees leave their jobs. So, some of them are:

  • Lack of job satisfaction
  • Too much workload for the employee to handle leads to employee burnout
  • Bad relationships with co-workers and bosses
  • A feeling of not being recognized at work
  • Lack of flexibility
  • No career advancement
  • The bad work culture of the firm
  • Insufficient compensation

Why is employee retention so important for the firm?

Employees are the most important asset of any firm. So, keeping the back at any firm must be of utmost importance. So, employee retention is important due to the following factors:

  • Reduced time and cost wastage of the firm: Hiring new employees is a big blow to the company’s resources in terms of both time and cost, and companies want to minimize it as much as possible.
  • Keep the productive flow of the firm going: Employees who work for a longer period builds up a bond with the company and the team and are more skilful and they how to contribute to the firm’s success.
  • Reduced training times: New employees require huge training periods to get accustomed to the firm’s business, so the entire process has to be repeated.

What is the formula for the employee retention rate?

Calculating employee retention rate is a mammoth task, and there is a simple formula that most firms use to arrive at an answer. So, the formula is:

Employee retention rate formula = (Number of employees who stayed with the company for the entire period/ Number of employees in the firm at the start of the period) *100


Employee retention rate formula = [(Total number of employees – Number of employees that left)/Total number of employees] *100

So, any 2 of the 3 inputs are required for calculating the retention rate:

  • Number of employees at the beginning of the period
  • Number of employees who stuck till the end of the period
  • Number of employees who left during the period

How to calculate the employee retention rate?

Let us understand how to calculate employee retention rate using an example:


Suppose the company hired 25 employees in April and 5 of them were replaced by the month-end. So, what is the retention rate for April?

Total no. of employees = 25

No. of employees who left the firm= 5

So, no. of employees still at the firm = 25-5 = 20

 So, retention rate = (20/25) *100

                           = 80%

One important thing to note here is that, while calculating the retention rate, if

some of the employees have left the firm and then they are replaced, then these new employees are not taken into account. Here, as the number of people hired, fired or replaced are not taken into account while calculating the retention rate, so to have a clear idea about the employee landscape in any firm, the employee turnover ratio must also be taken into account.

What is a good employee retention rate?

There are no such hard and fast rules but a benchmark to see how the firms are performing as compared to the other firms. Firms can have a good retention rate, but if the few people who are leaving the firm are the top talents, then the firm might not be in good shape. A good employee retention ratio is more than 90% for all sectors worldwide. But in recent years, the retention rates in India have dropped to 80-85% and is dropping further, which is a topic of worry.

What is an employee retention strategy?

Employee retention strategies are practices that the firms follow to retain their top talents and prevent them from leaving the organization. The company aims at minimizing employee turnover as higher turnover rates are expensive and time-consuming. Losing an employee affects the team morale, reduces productivity and creates a wreck in the workflow if the leaving employee is someone at a higher post like a manager or higher. So, employee retention strategies should be in place in every firm, and every firm must make sure that they have the least turnover percentage.

What are some of the effective employee retention strategies?

Some of the effective employee retention strategies are:

  • The retention process starts with the recruitment process by identifying the employees who will stay for the long haul – Looking for candidates who stayed longer at their previous jobs, having qualities of loyalty, patience, perseverance must be the first pick as employees for the firm. Job hopping candidates are risky as they may leave the firm as soon as another opportunity knocks on their door.
  • Providing education support and clear advancement in careers: Many employees leave because they feel stuck at their jobs with no way out, and thus they do not see any advancement in their career. So, firms that provide continuous promotions make the employees realize that they are a crucial part of the firm and are valued. Also, helping the candidates in developing the right skills for the job role helps in retaining employees.
  • Providing the right kind of benefits to the employees: Benefits and perks play a huge role in keeping the employees satisfied and happy in their jobs. Providing stock options, flexible work options, generous paid leaves, health insurance, and many more is one of the most effective ways of retaining employees.
  • Keep the communication channels open between the lower level and top-level management: Doing this makes the employees realize their opinions and voice matters, and they can provide useful insights into important matters. And people tend to stay where they are a matter for a longer period.
  • Using data, AI to work and leveraging technology: Use employee’s data to predict which employees are most likely to leave and then work on retaining them by working on the factors which will cause them to leave.
  • Provide a nice and happy working environment to the employees: A happy employee stays the longest, and a good work environment is something that contributes greatly to that.

Employee retention is a crucial matter for every organization, and retention strategies must be carefully planned out so that the firms have the strongest workforce. Improving the retention rate every year must be the firm’s goal, and careful thought must be put into it.

HR Audit – Needs, Types and Process

The HR team probably plays the most important role in any organization i.e., managing the workforce. Handling their grievances and looking after almost everything be it the job descriptions, onboarding, salaries, benefits packages, leaves, company policies, the HR manager handles everything like a pro. A well-functioning HR plays a key role in deciding whether the firm is a success or a failure. So, the HR department needs to be handled with utmost care. So, how do you decide whether the HR people are taken care of appropriately or not? This is the role of HR audit. Making the firm aware of its pitfalls and strengths, an HR audit does it all. So, an in-depth overview of all the firm’s activities to understand its strengths and weakness is what an audit does and must be taken seriously.

What is an HR audit?

In layman’s term, an HR audit is kind of a test to evaluate the performance of the human resources department of any firm. It takes a look into all the tasks and activities performed by HR ranging from policies, documentation, systems and everything that comes under the HR preview. The main motive of any HR audit is to look into the areas that are causing troubles and how can be improved. An outsider can be hired by the company to do an external audit or the firm can ask the HR department to perform an internal audit as well.

Some of the areas which the audit department looks into are:

  • Hiring process
  • The onboarding process for the new employees
  • Salary and benefits packages
  • Performance reviews of the employees
  • Termination of tenure of any employee
  • Job descriptions of new job openings
  • Exit interviews if any, and many more

What is the need for conducting an HR audit?

An HR audit makes sure that all the processes in the firm are running smoothly and also makes the firm aware of any kind of pitfalls that they have. So, the needs of conducting an HR audit regularly are:

  • Measures the effectiveness of the HR department and its management of goals, missions, objectives and strategies.
  • It serves as the assessment tool and thus provides a basis for improvement in the future.
  • Helps the HR department in proper understanding their roles and how to deliver them efficiently.
  • Making sure that all the company’s workings comply with the laws of the government.
  • Reviews the resource allocation for the HR department.
  • Evaluates the performance of employees and staffs.
  • Ensures proper implementation of all the policies and seeks explanations in case of success and failure of the HR.
  • It serves as a measure of check and due diligence for all the investors and stakeholders of the firm so that they get an assurance that the company is working efficiently.
  • To enhance the brand value of the firm in the market with the perfect audit results.
  • Important for delegation of authority and to decentralize the power distributed at the centre.

What are the different types of HR audits that the companies can undertake?

There are many different types of HR audit that the firm needs to perform. Let us look at them objectively:

  • I-9 Audit: An I-9 form must be present for all the employees in the company. This form is a legal requirement for all companies to verify that all of their employees have valid employment authorization. This audit checks for any mistakes in the filling of this form.
  • Policy or handbook audit: This audit reviews all the current and upcoming policies of the company and makes sure that they comply with the laws. It also makes sure that all the employees are well versed with the policies and everyone has a copy of this and the employer has a signed acknowledgement from everyone.
  • Legal Compliance audit: This makes sure that the company’s practices are in sync with the employment laws. This is performed to make sure that there is legal compliance with the reporting laws and regulations. It looks into leaves structure, health and safety, disability structure etc.
  • Departmental or Functional audit: This audit keeps on changing focus from one department to another to make sure that all the divisions within the company work on regulations be it payroll, performance management or any other.
  • Salary and working hours audit: This looks into the problems in salary structures and the working hours of the employees. It reviews the legal working hours, salary calculations, benefits computations, overtime calculations etc.
  • Safety audit: This looks into the necessary safety measures taken by the firm for its employees’ health. It makes sure that the firm limits the risk to which it exposes its employees.
  • Hiring process audit: It reviews the hiring process of the company and makes sure that they are efficient, non-discriminatory and fair.
  • Employee training audit: This looks into the employee training and development programs at the firm and what new programs to introduce and how to improve the old ones.
  • Benefits and compensation package audit: This looks into the minimum wage, compensation according to the company’s objectives, employee benefits and whether certain information like health insurance benefits are kept a secret or not.
  • Exemption audit: This makes sure that all the employees that are classified as exempt from overtime are still qualified to receive the exemption.

What is the process of conducting an HR Audit?

The HR audit process is a six-step checklist that needs to be followed.

STEP 1: Determining the scope and the type of audit that needs to be conducted

Determining the scope of the audit is the first step, where which all kinds of audit needs to be performed is mentioned and if the audit is performed for the first time, a comprehensive review of all the policies and HR practices needs to be done, or if the audit is for a specific purpose then that needs to be stated clearly.

STEP 2: Develop the plan and the audit questionnaire

Careful documentation of all the answers that need to be found by conducting this audit, must be done. All the specific questions that need to be answered must be included, goal identification, assembling the audit team and forming a timeline for completing the audit must be made.

STEP 3: Collection and analysis of data

Collection of all the applicable documents and forms outlined under the scope, review and analyze them to gather insights about the current HR practices in the company.

STEP 4: Formation of the report

The next step after analyzing all the information collected is documenting all the findings in the form of a report of the audit. This report must include all the strengths and the weaknesses found during conducting the audit and the recommendations on how the weaknesses can be converted to strong suits.

STEP 5: Creation of an action plan

After the completion of the audit, all the executives should meet with the audit team to discuss in detail how the shortcomings found can be addressed and improved. Some of the action plans include changes in the policies, training practices, correcting non-compliance issues. The audit process must be kept confidential.

STEP 6: Evaluate the progress after the audit

The audit team must continuously monitor the corrective actions taken by the firm to improve its shortcomings and create review checks periodically so that all the practices in the firms stay compliant.

An HR audit can be thought of as periodic checks that the form must undertake to make sure that they are on the right track. The audit must be kept confidential and must not be subjected to unnecessary disclosures. Every firm must undertake an HR audit once a year so that the performance of the HR department can be regulated.


Employees are asked to leave respective organizations for several reasons. Facing sliding market and loss of market share management resorts to cut the size of employees- euphemistically called rightsizing.It is the HR person’s responsibility to manage issues related to rightsizing or employee separation with care and precision without involving hard feelings from both parties so that the entire process of employee separation can be an effective one, i.e,THE RIGHT WAY TO FIRE AN EMPLOYEE. Separation of whatever the type may be functional or dysfunctional. On the function inside organizations become trimmer and leaner, There is saving in the wage and salary bill and new entrants, hired to fill the vacant jobs bringing new ideas and experience along with them. As already mentioned, employee separation can both be beneficial (functional) or problematic (dysfunctional). This namely depends on two factors:

  • Employees’ performance 
  • Employees’ performance 

Based on these two variables – performance and replaceability, 6 cells are constructed. The cells are then classified as resulting in beneficial or problematic employee separation and appropriate for managing employees to fit into each of the cells offered. Obviously, the more dysfunctional the separation the greater the attention that will be required by the management to retain the employee. Similarly when the employee is performing poorly(low) it is easy to replace him or her, the individual can be terminated. Ideally, the strategies for managing such situations involve retaining high performers through innovative reward schemes while engaging in human resource planning to ensure optimum utilization of as minimum employees as possible, occupying positions that will make these employees difficult to replace.



Employee separation of any kind translates to the exit of employees from the organizations advisable for the HR leader to elicit views of the people who are exiting, particularly those who choose to resign from their jobs. Exit interviews are conducted to know the specifics related to the employee quitting, and what circumstances compelled them to do so. These interviews are generally scheduled and conducted just before the employee leaves. Exit interviews serve useful purposes. They give honest feedback about employees’ experiences and contributions to the jobs. The feedback obtained shall help in formulating strong retention strategies for the future. If there is a possibility of retaining an employee then this can be the best time to do so. Besides, exit interviews are an effective public relations exercise. Those who leave, as well as those who stay, shall feel good about the organization. There are negatives associated with exit interviews too. The assumption made about an employee who is leaving is that he or she is candid in giving the feedback. But the reality may be different. The fact that an employee is exiting the organization makes him or her ‘forget and forgive’ and speaks only about his or her job and the organization. Such an attitude is likely to cloud the objectivity and truthfulness of the feedback. 



As already mentioned before, there are majorly two categories of how firing an employee can affect the organization. Reasons for firing an employee are also related to these broad categories, which namely are dysfunctional and functional. Dysfunctional reasons for firing an employee Dysfunctional reasons for firing an employee pertains to firing an employee based on the employee’s overall input in the organization. An employee violating the code of conduct or if there is a policy breach, then it may lead to an employee getting fired. This type of firing is to have a better and more productive workforce. If an employee’s conduct is resulting in a negative impact on the organization then that employee must be fired for his or her actions. Dysfunctional reasons for an employee getting fired as follows: 

  • Employee violations and misconduct: If an employee is violating the code of conduct of the organization that they’re working for or if he or she is not abiding by the code of conduct of the workplace then the employer has the power and capacity to terminate the employee. 
  • Absenteeism: Prolonged absenteeism without a supportive valid reason may lead to the firing of employees. If an employee is absent from the place for more number of days than the leaves that are specified for him or her shows a lack of commitment towards work, thus firing that employee is the feasible option. 
  • Tardiness: Employees are expected to perform on time to be at par with the level of productivity and efficiency of the organization. If a considerable amount of lag is observed in performance from the employees it would lead to automatic termination of the employee. Dishonesty: Any sort of dishonesty or dishonest practices if inculcated among the employees are not pardoned by the employer and would lead to the termination of the employee. 
  • Sabotage of company operations: Sabotaging of company operations by an employee shows a lack of morality and loyalty. If these two attributes are missing in an employee, such behavior creates a negative workplace environment, in turn having an overall negative impact on the organization 
  • physical/emotional/mental assault 

Reasons for firing an employee the reasons which lead to right-sizing on downsizing of an organization. There can be various reasons for this category, but all reasons have one thing in common, i.e, the employer can fire employees to maintain an apt and optimum utilization of human resources to the best of their abilities to create a powerful workforce. In other words, cutting down on “excess employees” leads to functional employee separation. 

  • Post Pandemic economic shock or any other kind of macro-economic factors leading to layoffs 
  • Being transparent about performance of the employee from the employer’s end(If an employee’s performance is not in accordance with the daily operations of the organization, his or her input would result to act as a negative input and hence the employer can terminate the employee ) 
  • Workplace conflict 
  • Rightsizing 
  • Downsizing

Hiring decision process and Shortage of applicants

Hiring is one of the most crucial decisions that any firm has to make. It has to be strategically planned, curated and executed so that it addresses all the needs and demands of the firm. Making the right hiring strategy and aligning it with the business’s long-term strategy is of utmost importance. For hiring the perfect fit for the company, a common matrix needs to be decided for assessing all the candidates, and a large applicant pool must be there to choose from, but nowadays many sectors are suffering from a shortage of applicants, and there are various reasons for the short-supply of talent amidst the rising demand. So, let us explore some of the reason why the firms are suffering from a shortage of applicants and what is the correct hiring decision process that the firm must undertake.

Shortage of applicants – The new dilemma

A new and disturbing trend emerging in the market is that finding quality candidates for job positions is taking a huge time, and there is a shortage of applicants for job positions. The landscape is changing due to several social and economic factors. Job openings are there in the market, but skilled people are not available who can take up the role. There is a skill gap that is widening. Many companies also have an outdated recruitment strategy that needs to be polished and radicalized. A serious problem that needs to be looked after, let us look at some of the reasons for the same.

What are the reasons for the Shortage of applicants?

  • A talent shortage: A required talent for the job opening is scarce, and most of the people lack the technical skills required for the job.
  • Rapid innovation: With rapid innovation, more and more people are finding it difficult to adapt to the changing requirements and thus lack the skills.
  • The millennial challenge: This generation finds it easy to job hop, and thus no candidate sticks at the job long enough, and there is a perpetual need for candidates to fill up the positions.
  • The lower brand image of the firm: One of the reasons might be that the company has a lesser-identified brand image, and the job advertisement is not reaching many people.
  • Candidates lack experience: Companies need an experienced candidate, and people are with no experience, such an odd combination!
  • Increased competition amongst firms: Nowadays, firms compete with one another to hire the best talent, and some might win, some might lose! So, there is a shortage of skilful applicants.
  • Presence of culture “quirks”: Some companies might have some characteristics in their work culture, which makes it difficult for the new hires to gel up with. Thus, retention rates for these firms are quite high.
  • Outdated recruitment strategy: Being out there on social media, in the eyes of job searcher, makes the company more visible rather than using the age-old method of using job listings in newspapers.

So, owing to the above facts, many firms are facing a shortage of applications on their job listings. The major problem that the companies can handle from their side is having a great hiring decision process ready that is more according to today’s tech-savvy world and improving their brand name in the process so that more candidates want to apply for the position.

What is a hiring decision process?

An efficient hiring decision process is the step-by-side guide for an organization for identifying the needs of the firm, searching from the talent pool, interviewing the candidates and finally hiring the perfect fit who is also the most qualified for the organization. Most companies, regardless of their size, have a well-thought-of and panned hiring process already in place. Every hiring process has the same basic steps required for hiring, which the company can customize according to their needs and the industry they are in. So, to make the correct hiring decision, a comprehensive step by step guide must be followed.

What are the different steps in a hiring process?

As already discussed, the hiring decision is a carefully laid out, step by step approach, which every form needs to follow for efficient hiring. So, the steps are as follows:

STEP 1: Need Identification for hiring

The hiring process begins with the identification of the need to increase the workforce either for filling up a new position or better manage the workload or expanding the organization. The key is to identify the kind of job role that needs to be filled and finding the appropriate candidate.

STEP 2: Make a recruitment plan

An essential step of the recruitment process is to devise the entire process, provide clear instructions to all the people involved in the hiring process about their roles, employees who will provide input, employees who will select the candidate. This step also involves how to make a clear job description, advertising the opening, reviewing applications, the process of taking the interviews and the final hiring.

STEP 3:  Making a clear job description

A job description includes job requirements, qualifications required, characteristics and the required experience for the specific job role.

STEP 4: Advertising the job opening

Advertise the job opening to the employees so that the position can be filled by internal hiring or publicize it on social media and various job sites so that external hiring can be done.

STEP 5: Reviewing of applications

The next step is reviewing all the applicants to eliminate all the candidates who do not fit the minimum requirement criteria, which can be done either by an ATS or manually by the team. Then the candidates are decided upon whose interview is to be taken.

STEP 6: Initial screening of the candidates

If the applicant pool is large, only the interview round won’t be possible for so many people. So, there must be some initial screening of the candidates, which serves as the elimination round for non-suitable candidates. This round may also have a phone interview round, where the candidates are interviewed to make sure that they align with the company’s values and to choose the candidates for the final round of interview.

STEP 7: Final interviews

Depending upon the company’s needs, there can be multiple rounds of interviews. Early interviews are generally based on the person’s skills, knowledge and work history. The next round of interviews can be group interviews which can be more in-depth or with team members to see how the dynamics between them will be. There can be more round of interviews with the specialist of that field, and the final round of interviews can be with the senior leadership team or the HR round, which is offered to a very small pool of candidates.

After all these steps, the hiring team must undergo some final steps to come to a final hiring decision. These steps are also included in the hiring decision process and help the company to select the best candidate for the job finally.  

How to make the final hiring decision?

Once the interviews and assessments are done, it is time to deliberate on the candidate’s performance and thus select the best candidate for the job opening. So, some of the steps that are involved in making the final hiring decision are:

  • Check all the criteria that the candidate meets before hiring: Make sure there is a common matrix for assessing all the candidates on the list of the same factors. Make a checklist of all the criteria and assess all the candidates on them. Some of the factors can be: the amount of experience required, number of skills, how quickly can the person learn without supervision, amount of training required, achievements and many more.
  • Doing the background checks before making the final offer: Doing a background check provides the clarity required for hiring the person for good. Background checks can clear up any last-minute confusions that the recruiter might have.
  • Get all the stakeholders on the same page: Make sure all the decision-makers involved in the hiring process are on the same page and thus choose the candidate unanimously.
  • Extend the job offer to the selected candidate: The offer letter must include salary, benefits, responsibilities, start date, conditions of employment, work schedule, remote working and many more. Some of the terms are negotiable, and some are not.
  • Hiring the employee: The candidate is finally hired, and all the paperwork needs to be filled and sent to the firm.
  • Onboarding: It lays the groundwork for any employee, and the company needs to make sure that this is a welcoming one. This makes sure that the employee has a clear idea about the responsibilities that are expected from the new hire.

So, by having the correct hiring process, the problem of Shortage of applicants can be reduced. Having a proper decision process in place not only helps the company to plan out their recruitment drive but also helps in saving on last-minute resources. 

Looking ahead: The future of hiring in coming years!

Hiring is the only way to incorporate new talent into the organization. New hires bring fresh perspectives and ideas and thus give a new direction to the firm and help the firm in achieving its long-term goals. So, right hiring is adeptly one of the most crucial decisions for the firm as one wrong hire, and team dynamics goes bananas! And the amount a wrong hire costs a company is something else entirely. So, talent acquisition is a strategic decision that must be carefully planned out and executed to make the most of the resources. As times are changing, so are the needs of the firms and the ways to acquire them. So, new talent acquisition strategies are in play in the market, and how this affects the hiring process in the future, we shall discuss this in this article.

What is talent acquisition?

As the term suggests, talent acquisition means searching, identifying and acquiring the right talent according to the needs of the firm. Most of the firms have a talent acquisition team who looks after the entire process of developing skill. They do everything from searching, identifying, assessing, acquiring and hiring candidates so that the candidates are the perfect fit for the firm. In most firms, the HR team is the one looking after the entire process, but many times they have a special department dedicated to this, and they work in tandem with the HR department to get satisfactory results.

A talent acquisition personnel must have strong communication and interpersonal skills that help them in dealing with so many candidates. Their skillset must include sourcing strategies, assessment skills, candidate assessment, compliance-driven hiring standards, and awareness about trends in hiring and best corporate hiring practices. They must be highly motivated who are result driven go-getters.

What is the importance of talent acquisition for a firm?

For any firm, people are the building blocks and thus, having a strong foundation matters the most. So, talent acquisition is one of the most important concerns of any firm. So, its importance includes:

  • Hiring the right people who are the best fit for the company: Finding the right talent rather than finding quick talent is the main motive of the talent acquisition team. Hiring the right talent means a lower retention rate and thus is beneficial for the firm.
  • A means to stay competitive in this war of talents: Acquiring the right talent adds value to the firm and provides an edge to the firm by continuously innovating. Eliminating risk and motivating the fellow workforce, the right hire helps the firm in staying competitive.
  • Helps in saving time and thus making it cost-effective: Hiring the right talent once and retaining it for a more extended period of times saves time than hiring new talents for each position again and again! So, think wisely, acquire strategically! Be future-ready with all your hires.

What is the talent acquisition process?

Talent acquisition is an elaborate process that starts at the time when a job opening is hired in the company to the time someone is employed for the role. So, let’s take a deeper dive into understanding the process.

Step 1: Sourcing and Lead Generation

Starting with releasing a job opening and a job description, the talent acquisition team scouts social media, seminars, forums, conferences and many more to expand their applicant pool in search of the perfect candidate for the role. Having a large number of potential hires makes the process even more challenging and satisfying.

Step 2: Attracting top candidates

Having a strong brand value, promoting the company’s work culture and a comprehensive compensation package are the key ways to attract and retain top talents for the firm.

Step 3: Interview and Assessment

Recognizing the top skills required for the job position and interviewing the suitable candidates based on them to assess the candidates on an ordinary parameter.

Step 4: Checking the references

Cross-checking the references gives an absolutely clear idea about the candidate and also helps to clear certain last-moment doubts thereby making the acquirer ready to roll out offers.

Step 5: Selection of the most suited candidates

Based on interviews and assessments, make the final selection of the candidates who are the best fit for the job and the company.

Step 6: Hiring and onboarding

Hiring the right talent and giving them proper onboarding is the final test that can make or break an employee. So, the onboarding process is the last and the most crucial step.

What are some of the talent acquisition strategies?

As the importance of talent acquisition is well-known by now, so some of the important talent acquisition strategies that the firm must deploy are:

  • Have strategic workforce planning in place: Having workforce planning in force means having a proactive approach towards talent acquisition. Having a predefined plan means that the firm is well aware of its needs and can divert its resources in the actual acquisition of talent rather than in planning.
  • Building a positive and happy work culture: A corporate culture is an embodiment of a company’s values, beliefs, symbols, rituals. Positive work culture is something that every candidate desires so, build a culture that encloses the core values of the company and makes every individual feel included.
  • Make the firm a strong brand and cash in on it: Employer brand conveys how strong a company is and what kind of workforce the company has. So, make sure that the firm has a well-defined brand and is communicated to all the stakeholders for faster identification.
  • Use data analytics to be on top of the game: Use data to forecast the candidates required, have an efficient applicant tracking system (ATS), clear metrics to judge candidates upon and align the business goals with the acquisition strategy.
  • Expand outsourcing of clients: Having an elaborate reach so that different kinds of talents can be reached differently. Use different kinds of media, academic programs, seminars, forums to reach a wider pool to choose from.
  • Search for talented candidates: Different job roles have different requirements. So, hire candidates that can be easily trained for different skills and show an interest in the kind of work. Hiring a talented candidate is easier than hiring an experienced one as he/she might be rigid in the way of working.
  • Collaborative hiring: This trend is on the rise as many departments work side by side to hire professionals as it is both cost-effective and improves the quality of hire thereby reducing the turnover rates.

How can talent acquisition strategy be aligned with the business strategy?

The key to organizational performance lies at the intersection of talent strategy and business strategy. The alignment requires an analysis of the firm’s objectives, strategic and operational goals. As employees play the most important role in all these objectives, they are the key to achieve these business goals, so hiring the correct talent that helps in the fulfilment of plans is an absolute must!

Building a strategic plan of hiring according to the business goals so that they have the perfect relation between them right from the start is the correct way to go ahead. Having a good mix of external hire with the internal employees to have a balanced approach and perspectives towards business problems is also essential. Hiring talents equipped with ever-changing technologies that can help the company be in the competitor’s race is also required.

So, having a well-defined plan in place can go to great lengths in helping the firm acquiring the right talent. Talent acquisition works for the fulfilment of both short-term and long-term goals of the companies and thus plays a crucial part and must be treated with utmost importance.

How to Prevent and Handle Non-Paying Clients

Everyone expects to be paid for the services that they provide, whether in money or in-kind or by the method as described in the contract. Every business has some clients or customers who won’t play by the rules. The odd ones, who always make the job difficult. The ones who make the payments late or even better won’t pay at all! How disrespectful is that? This is a common problem that most firms face. It is a classic never-ending loop! One of the biggest problems faced by the financial department of many organizations. Handling these complaints is a messy job, and these late and non-payments have a serious impact on the running of firms. There can be many ways to deal with such non-paying clients that we will discuss in detail going forward.

What are non-paying clients?

Well, as the name suggests, a non-paying client is a client that refuses to pay his/her outstanding amount owed to the firm even after multiple reminders sent to them. These are the people who won’t pay their long-overdue invoices even after multiple efforts by the firm to reach them either by calling, emailing, or even reaching their place. If even after so many efforts, the individual is not ready to surrender the amount owed, then the company can take various extreme steps to get their payments like hiring a collection agency, going to a lawyer for seeking legal help by filing a lawsuit and many more.

How to handle non-paying clients?

There are many soft options that the firms can apply if a non-paying client comes on their radar. These are the steps that generally do not involve help from the legal department and can be tried by the firm itself. So, some of these hacks to try on are:

  • Draw up a contract and state clear due dates: To avoid any confusion, there must be a legal contract in place with all the important details like when the payment is expected, the terms and conditions of the services, and the timeline for the completion of the work. The date of payment must be in bold, clear and simple language, and the client must be well aware of it. Every legal contract must have the following inclusions:
1. Contact informationEmail ids, addresses, phone numbers of both parties  must be included in the contract for transparency.

2. Revisions: If the nature of the work is as such that it requires constant revisions, so the limit to the number of revisions must be included in the contract.

3. Deadlines: The start date, the end date, the delivery date, specific milestones- all of these must be mentioned for any project in the contract.

4. Intellectual property: It protects the clients from any copyright issues as well as allows the firm to include the project in their list of works.

5. Exit Clause: One of the most critical section, where the grounds of termination of the project are mentioned if anyone (the client or the firm) decided to back down from the project.

6. Financial terms: The most important section, which safeguards the firm from defaults in payment. So, the late fee charged, money-back guarantees, discounts, partial up-front payments are all mentioned in detail in this section.    

  • Add on the late fees to the already uncleared dues: Directly threatening someone with consequences can have a reverse impact on the client, and they may further refuse to pay the dues. While some of the candidates may have a genuine reason for not paying, levying a late fee might tempt them to pay at the earliest if they do not want to face even harsher consequences.
  • Polite reminders: Send reminder mails to the client as soon the due date is over, to make the client aware that the due date is over, keep the tone professional, re-emphasize the amount to be paid, the modes by which the payment can be made, the payment due date and any late fees added to the payment model.
  • Call up the client: Reaching the customer through the phone is the next step. Here also, try and be professional and polite and ask the client of the reasons for not being able to pay on time and try to devise a solution together. Try to get the client to agree on a future date by which the payment can be made.
  • Confront the client directly: The next step involves going directly to the client and having a talk face-to-face so that the matter can be resolved most efficiently. Try to reach a mutually decided date of payment from the client.
  • Offer lucrative payment methods: Offering options such as payments in instalments by charging some nominal fees can be provided to the client so that the strain to pay such a huge amount can be eased on them.
  • Stop any future services to the client: This is a smart option in which the firm stops providing any service to the non-paying client till they pay their dues. In doing so, they further save their own time and money by wasting them on a non-paying source.
  • Hire a collection agency: Now is the time to go to a third party if the client still hasn’t coughed up the money yet. Usually, collection agencies charge a huge amount of fees, up to the extent of 50 per cent of the collected amount, so pre-analysis must be done if the entire process is worth it or not.
  • Time to take out the big guns!

Can legal actions be taken against non-paying clients, and if yes, what can be done?

Even after so much pestering and reminders is the client is not ready to pay the dues owed to the firm, then the company has no other options but to resort to legal help. The legal contract that the firm draws up before the beginning of the project gives the firm the right to resort to legal means if the client fails to pay its dues. If the amount due is significant, then hiring an attorney or taking the clients to a small claims account or filing a lawsuit in the civil trial court will be a viable option. So, YES! Legal actions can be taken against non-paying clients.

  • Send a demand for a payment letter: Before filing a lawsuit, a formal demand letter has to be sent to the client, which includes the reason for the client being in default, how much is the firm owed, demand for the payment by the specific date and warning for a lawsuit.
  • Let the attorney do the talking: Get an attorney involved and seek his/her help on how to proceed further. A lawyer can give great advice on how to handle these kinds of sticky situation. Lawyers will also advise on where can the lawsuit be filed based on the specifics of the situation. Threatening the client with a lawsuit is generally scary enough for the client to pay back their dues.
  • Going to a small claims court: Going ahead with the lawsuit, the first thing that needs to be decided is which court to go to. Small Claims court is generally the least expensive one, the least time consuming one and the best option. Most of the firms seeking to collect their debts go to the small claims court to take its help. Here, the process of dealing is simple enough, so most firms do not need to hire a legal attorney. There is a limit on the debt amount, which can be settled in the small claims court, which ranges from $2500 to $25000. If the client does not show up, then the firm wins the case by default or in case of a hearing. The result comes out on the same day.
  • A Civil lawsuit: If the debt amount is larger than the limit prescribed by the small claims amount or the case is a complex one, then the firm can lodge a lawsuit in the civil court. These cases might last for several days and are more formal ones. The firm might also require to hire a lawyer to represent it in the civil court. The court fees, lawyer’s fees, the amount of time spent to get a ruling all of these factors must be taken into account before filing a civil lawsuit.
  • Arbitration: Instead of filing a lawsuit, arbitration is a quick and easy way to get the payment from the client. It is overseen by an arbitrator and is much less formal, and the arbitrator’s judgement can be enforced like that of a judge.

A non-paying client is an unnecessary burden that most businesses have to bear. Taking legal actions against them can be taxing, costly and time-consuming. So, the best way to deal with them is to prevent having non-paying customers by doing a thorough background check before entering into any project with them. Dealing with non-paying clients is a difficult process, but it is a part and a parcel of running a business and hence, has to be handled tactfully.

Job Hopping: The necessary evil!

A common trend where employees leave their previous firms for better job roles, better exposure, better pay and various other reasons. This trend is nothing new, and thus job satisfaction for employees is such a big concern for the firm for retention of their clients. How frequently an employee must change the job has been a debatable topic for quite some time, but job-hopping has both pros and cons. Global competition has increased the hunger in every working individual, and no one wants to stay at one place for long in fear of missing out. Job hopping also poses a lot of questions during the interviews, which need to be answered tactically. A comprehensive guide to job-hopping is discussed here. Let us have a look.

What is job-hopping?

Staying at a particular job for a specific organization for 1-2 years, though some may even last as long as 5 years, and switching to new jobs frequently is called job-hopping. Moving from one company to another is what job-hopping means. Though viewed with a negative connotation traditionally as a job hopper was supposed to lack loyalty for a firm, its implications in the current world have changed. Doing a part-time job or temporary work at a firm and then switching to new roles also comes under job-hopping, and companies have become quite okay with that and some also prefer a moving workforce.

What are the reasons due to which employees go for job-hopping?

Job hopping may be a solution to many problems. So, some of the issues which are solved by job-hopping are:

  • Job dissatisfaction: When an employee is not satisfied with the kind of work he is doing or with the future of the job role, they tend to start looking for other opportunities.
  • Boredom: Many employees want a job that challenges them, and as soon as the challenging part gets over, they lose interest in the job and start looking outside.
  • Poached: Good employees often get poached by other competitors, and thus, employee retention remains a massive task for the firm.
  • Diverse experience: Many people want to gain exposure in different fields and thus cannot stay in a single job role for such a huge amount of time.
  • Better offer: Many employees may get a better profile or better pay than their previous job and thus chase those offers.

What are the benefits of job-hopping?

Job hopping has many advantages other than just a new CV pointer. Some of these benefits are tangible while others are intangible, but they are of great importance for both the employees and the employer. So, the benefits of job-hopping are:

  • Learning a diverse skillset: A job hopper is the culmination of all the skills that he/she learns on the multiple job roles that the person goes through. An employee who can handle the end-to-end process by himself, owning a diverse range of skill sets, is someone who every company looks for hiring and thus stands a better chance at employment.
  • Soft skills enhancement: Communication and adaptability are something that a job hopper becomes proficient at. Changing job roles and environment makes the person adaptable, and building new relations with people in different teams and firms gives a person strong communication skills and a good network of accomplices.
  • Increased pay: Job hoppers experience a better hike in their salaries as compared to the employees who stay in the same job for a longer period.

What are the drawbacks of job-hopping?

Having a stigma attached to it historically, job-hopping has its cons. So, some of them are:

  • Losing out on gains: A job hopper never stays in any firm for a long period to gain the additional benefits. They always have to start over and thus never get the time to establish themselves. So, job hoppers lose on retirement income, employer’s contribution and other additional benefits that the firm provides only when the employee has served for a minimum amount of time.
  • The stigma attached to it: Job hoppers were looked upon as disloyal and those who do not stay at one place for long, so employers do not want to waste a huge number of resources on them. Losing of trust from the employer side is one of the worst things to happen to an employee, which can lead to early termination of the employee.
  • Job-hopping syndrome: A common syndrome that frequent job hoppers develop, where they are never satisfied with wherever they land and thus always remain dissatisfied with the kind of work they do in search of something better. So, they are stuck in an endless loop of finding the perfect job in the next switch!

How frequently should one switch a job?

As is said, too much of anything is bad! So, job-hopping when required is a good step, but doing it too frequently can cost you much more than doing you any good. Switching 5 jobs in 5 years is a terrifying deal as most of the recruiters won’t even want to talk to you as you ooze the trait of instability! Sticking to any job life-long is not an option in today’s time, so job hopping must be done, but it must be done strategically! In the early years of your career, job-hopping a bit is understandable as you are trying to explore different career paths, but after that, becoming stable is advisable. So, sticking to any firm for a minimum of 2-3 years is a good period before considering a switch. Switching jobs every year is not an advisable decision and must be avoided if you don’t want to achieve the tag of a job-hopper!

How to do job hopping correctly?

Anyone has to be sure of certain things before job-hopping, and then only it can be done in the right way. So, the correct way to go into job-hopping is:

  • Be sure of what it is to be gained while switching: Make sure that with the job switch, new skills are being learnt, and you are moving up in your career ladder. Only then consider the switch. Do not do it just for a better salary.
  • Do not hop jobs too soon: Recruiters do not like talking to people who show too frequent job changes in their resumes unless they have some exceptional skills. So, spend at least a year or more in each firm where you work.
  • Do not leave the previous firm on bad terms: Be sure to tell your previous corporation well in advance about your intentions, and do not leave the firm on bad terms. Be cordial and accept that the journey there has come to an end and maintain good relations with your previous manager so that if your potential boss calls up your ex-boss, he/she will only have good things to say about you!

How can job hopping in your resume be explained during an interview?

Explaining small spans of work to the recruiter can be quite challenging for the job hopper. So, the best way to deal with this kind of question is to be honest with the interviewer. Showcasing how the varied range of skills gained during the short tenures can be useful for the potential job role is also a good way of dealing with this question. Show the potential employer that you are the best at your job and no one else can provide results better than you, and then you stand a chance in front of the interviewer. 

Grouping similar roles together and thus laying out different profiles chronologically can also help explain the different stints performed at different firms. Saying that the job-hopping was intentional and planned out according to your goals for life can portray that you have everything planned out and are not vague. Thus, confidence is the key! Own everything that you did and explain everything clearly, this will make the interviewer have trust in what you say, and thus you can explain your resume.

Job hopping is evolving from the stigma that was formed around its years ago, but still doing it pretty often is not taken in a good light. Doing it only when necessary is the way to go about it. Prepare a solid answer to explain the hopping if you have many, and prepare to showcase your talents to put you in a good light. Job hopping is the necessary evil in today’s world. One cannot live with too much of it and cannot live without it.

Top 10 Recruitment/ATS Softwares

Historically, recruiting has been an extremely laborious and tiring task for the hiring team of any firm. With huge amounts of data and endless sheets of information, manual hiring was a tedious process. Hours spent on the recruitment process, and if the right talent is not hired, the entire hard work went to waste. To tackle these problems in the recruitment process, in today’s world, where every process is automated with the least amount of human intervention, is the recruitment process. With everything made easy with technology, the recruitment process has also been simpler so that the best candidates can be hired for the organization. The company’s growth and productivity can be enhanced. Let’s have a look at the top 10 recruitment software of 2021. 

What is recruitment software?

Recruitment software is something that makes the entire hiring process automated. Starting from posting the vacancy for a job online, making job descriptions, shortlisting the candidates, taking interviews, selecting the final candidates, and the onboarding process of the new hires, recruitment software helps it all! It is used by firms of all sizes, whether big or small, to make their recruitment process a smooth flow and interact with many applicants.

Recruitment software makes the hiring process easier, less time-consuming and automated. The huge number of emails, notifications can be sent to all the candidates at once and thus helps in selecting the perfect fit for the organization. It makes the work easier for the recruiting team.

What is Applicant Tracking System (ATS)?

ATS provides recruitment and hiring tools for various organizations. ATS collects thousands of resumes from various job applicants all around the world and sorts them. Most of the companies, be it small or large, use these ATS to sort out resumes and thus provide the list of the candidates best fit for the firm according to the organisation’s needs. These systems highlight the top candidates and help hire professionals and make the correct fit between the job seeker and the employer. Most of the recruitment software has an ATS embedded in them, and applicant tracking forms a part of the recruitment process.

What are the benefits of using recruitment software or ATS?

A recruitment software provides many benefits for the recruitment team. Some of them are:

  • It reduces the time consumption in the hiring process and thus makes the process easier.
  • It increases the productivity of the recruiter.
  • Enhances the communication done within the recruitment team and also with the applicants.
  • Allows the company to hire a good fit for the organization.
  • The in-built analytics feature helps in the critical decision making of the team.

Which is the TOP 10 recruitment/ATS software of 2021?

There are many recruitment/ATS software available in the market. Many follow a basic code, while many provide customization according to the client’s needs and demands. Almost every one of them has a predefined method that is followed whenever the hiring process starts. Encapsulation of AI and machine learning has automated all the steps and thus reduced the firms’ workload. But some of them are better than others, and thus based on reviews, usefulness, the number of features provided, and popularity, we have curated a list of the Top 10 online recruitment software. So, here they are:

1.   Zigsaw Consultancy: An emerging recruitment/ATS, where job vacancies according to different domains and locations can be searched, and communication can occur. Zigsaw is the preferred hiring partner for many firms. Rated a solid 5 star on Facebook and 4.8 on google, Zigsaw makes the hiring process a lot easier. With three dedicated plans to help HRs in their hiring needs, Zigsaw has a clear path in front of it, to be every firm’s HR partner.

Features: Candidate sourcing, screening, Interview coordination and management, Database management

Price: 3 models, free model with no cost, rent-a-recruiter model with Rs 15000 per month fixed and Rs 5000 per hire variable and a dedicated hire plan costing 15% of the annual CTC of the selected person (plus GST).

2.   BambooHR: A leading recruitment/ATS software for small and medium enterprises. It has a cloud-based system where data management is easier due to personalized human resources information system (HRIS). It has an applicant tracking system and also provides customizable offer letter templates.

Features: Pre Boarding and onboarding facilities, Job requisition, CRM.

Price: Quotation-based for different firms.

3.   Zoho Recruit: A powerful recruitment/ATS software streamlines the hiring process due to a cutting edge applicant tracking system. Tracking of resumes and efficient interviews, Zoho does it all. It is an all-in-one package used by corporate HRs, hiring agencies as it provides background screening, reference checking, self-service portals.

Features: CRM, Internal HR, assessments, Interaction tracking, Interview management, Onboarding, Resume Parsing, Job requisition

Price: Free trial with two modes of pricing, standard at Rs 1500 per month per

recruiter and enterprise with Rs 3000 per month per recruiter.

4. icIMS Recruit: It has market-leading technologies that help the team manage resumes and the recruitment process. It provides customizable job advertisements, searching for suitable candidates through the in-built features. It also uses social media, thus making it easier to connect the recruiters with applicants. They make their online presence felt so that employees can be seen and can be hired.

Features: Background screening, Internal HR, Self Service Portal, Onboarding, Job board posting, CRM, Reference checking, Interview management, assessments

Price: No pricing available on the site.

5.   SmartRecruiters: High-performance firms use it to hire the best talents. It is built on a cloud platform and has a function for collaborative hiring. More than 4000 companies use this for their recruitment needs. It also has more than 400 vendors on its platform.

Features: Self-service portal, CRM, interview management, background management, resume parsing, Internal HR, Job board posting.

Price: Quotation-based for different firms.

6.   Workable: It has streamlined the hiring process for more than 6000 companies. It has a system that manages candidates’ profiles, matches them with the job requirements, manages interviews, and charters a scoreboard for every individual. It shares job vacancies to more than 200 sites at once and thus makes the process very fast.

Features: Job board posting, interview scheduling, recruitment firms, reference checking, resume parsing, internal HR, background screening

Price: Quotation-based for different firms.

7.   Greenhouse: It is one of the fastest-growing recruitment/ATS software. Thousands of companies already use this for their hiring processes. It conducts top-class interaction with every candidate and takes care of diversity while hiring for the firm. It automates tasks, improves the team’s efficiency by collaborating work and designing the perfect tech stack.

Features: Job posting, Hiring process tracking, Evaluation of candidates, onboarding, assessment

Price: Quotation-based for different firms.

8.   Lever: It is a platform used by all the big firms and has more than 2500 clients. It has a powerful applicant tracking system, viewing candidate profiles and schedule interviews effortlessly. It can be used for small to medium to large firms, and it delivers results according to the needs and requirements.

Features: Interview management, resume parsing, self-service, CRM, internal HR, database management, reporting, sourcing automation

Price: Quotation-based for different firms.

9.   Jobvite: It is useful for small, medium and large enterprises. It incorporates AI and thus provides cost-effective solutions for all the hiring needs. It provides an applicant tracking system and critical decision-making features through analytics and mobile-optimized career sites.

Features: Onboarding, applicant tracking, advanced analytics, job broadcasting, sourcing, onboarding, CRM

Price: Quotation-based for different firms.

10.  Manatel: The next generation recruitment software with the latest technologies with AI helps in sourcing to onboarding and even beyond that. A cloud-based platform that provides features like remote management of the team, a collaboration of the team, reporting tools and compliance tools.

Features: Background screening, CRM, onboarding, interview management, job posting, recruitment firms, resume parsing

Price: 3 plans, professional for USD 15 per user per month, enterprise plan for USD 35 per user per month and customized pricing models.

These are some of the widely used recruitment software which makes the life of HRs a bit easier. They make the process streamlined and ensure that the best talent gets hired by the firm.

Is there any need for an HR person for a startup?

Startups have a flexible culture. Startups with their ambitions of making it big in the world generally administer executives with dual roles of managing people at the nascent stage with 5-10 people. As soon as the workforce starts to grow, managing the workforce becomes quite a task and who other than HR can manage them. Recruiting, onboarding, background checks and employee woes – for all these problems, HR is the person to go to! The importance of HR in a startup increases manifold as they are responsible for making the workforce up from scratch and thus have to make sure that they hire correct people who will give their all for the firm and help it grow.   

When should a startup hire its first HR personnel?

Hiring the first HR for any startup is a very crucial decision. It will set the scene for how the HR department will function in the firm. The HR will take crucial decisions with the firm’s senior-most people and decide on policies, the culture of the workplace and the environment that they want to set for the workforce and will live on with the firm for years to come. Thus, hiring the first HR in any startup is a strategic decision that must be well thought off and carefully executed.

For hiring the first 10-15 people of the startup, HR is not necessary. Since, during this stage, the founder is the person handling all the decisions, he/she might want to hire people similar to his temperament and values. So, the first few hires need to be done by the founding members themselves. During this stage, HR’s policy of hiring may or may not coincide with that of the founder’s, and this is the difference of opinion that the company should not deal with at this nascent stage. But varied opinions and depending upon the kind of startup it is, the first HR should be hired once the firm hits 25-40 employees, as managing this workforce smoothly requires an HR.

What is the importance of HR in a startup?

The importance of HR in a startup are manifold. Let us have a look at that:

  • Development of a good culture and healthy work environment: Creating a positive workspace right from the beginning is one of the most important factors for attracting and retaining the right talent. Good work culture is desired by every employee and fostering it right from the beginning, where the employees can have frequent interactions with the HR and thus can share their problems, is a good practice to follow right from the start.
  • Development of the firm’s VMO statement and policies: Every firm, whether big or small, has a specific vision, mission and objectives statements, which makes the entire workforce aligned to a specific goal that they need to work upon. HR plays an indispensable part in formulating the VMO and the rules and compliances which needs to be adhered to by every employee of the startup.  
  • Looking after all the regulatory and compliance requirements of the startup: Every country has its labour laws that must be complied with if the firm wants to avoid any legal hassles. The founder might not be well-versed with all these, so an expert on the subject matter of hiring, work laws, firing and legal frameworks must look after these and here, none other than HR comes to the rescue. Thus, HR protects the firm from facing any lawsuits even before its inception.
  • Hiring and retaining candidates that align with the startup’s ideologies: Starting your business with the right kind of people makes the foundation of the startup strong. So, no mistakes should be made during initial hiring as the employees make up the culture as they increase in size. Retaining the right people will give an edge to the firm and will help the startup to move in the right direction and achieve goals faster.
  • To create inclusive job titles and conduct well-structured interviews: Creating clearly explained job descriptions would entice the correct candidates to apply, and thus the hiring process can run smoothly. Every startup looks for a diverse set of employees who can help the firm in every situation that arises. So, hiring the right set of people for a startup is a must. So, having a well-structured interview process can help examine the candidates correctly on the skills required and thus help judge them accordingly.
  • Formulate appraisals and compensation structure for the workforce: Having a fair compensation structure, which is well researched and matches the industry’s standards, is a must for building a stronghold on the employees. The HR does this job efficiently and also makes sure that the startup does not make mistakes like the gender pay gap. Thus, making sure that the employees have a “fair” pay structure and the firm is not on the way to a lawsuit, and HR does its job to perfection.
  • Develop proper training schedules for the workforce: In the initial phase of any startup, it is filled with generalists as they can don multiple hats and can work efficiently in cross-domain projects. But as the firm grows, these generalists need to move on to specific management roles, and without having the proper training and experience, they can fail miserably at their task, which can be a huge drawback for the firm. So, having good managers has a direct impact on the firm’s performance, and thus the HR must churn out good quality managers.
  • Help the employees to have specific career paths right from the beginning: As soon as the employee strength starts reaching 30, it is imperative for the firm to have a critical approach regarding its employees’ career paths, so that there is least attrition rate and employees can work in the correct direction of their career paths. HR provides career pathing programs that help the employees in ensuring that they are taking the right decision. 

As discussed above, an HR’s role in a startup is multi-fold. Having a good HR team since the beginning of a startup can help build a great culture, hire and retain talents required by the firm and thus can set a positive tone in notion for the firm. As the workforce makes the backbone of any firm, so it is mandatory to have the authority in place that manages the workforce, i.e., the HR. Although investing in HRs can seem a huge investment right from the beginning, it is sure to reap benefits in the future and save a lot of time for the founder.