How Employer Branding Helps Attract Top Talent

Are you looking to attract top talent to your company? Employer branding is the solution! It’s the process of creating a positive image of your company as a great place to work. By highlighting your company culture, values, and opportunities, you can attract the best candidates and stand out in a competitive job market. In this topic, we’ll dive into how employer branding can help you attract top talent, from creating a strong employer brand to leveraging social media to promote it. Get ready to learn the strategies and best practices to make your company the employer of choice!

What Is Employer Branding

Employer branding is the process of creating and managing the reputation of a company as an employer, and the image that it projects to potential and current employees, as well as other stakeholders. It is the practice of promoting the company’s culture, values, and opportunities to attract and retain the best employees. This includes highlighting the company’s unique selling points, such as its mission, vision, and values, as well as its working conditions, benefits, and opportunities for growth and development. The goal of employer branding is to make the company an “employer of choice” in its industry and among job seekers. Employer branding is a long-term strategy that helps to create a positive image of the company as a great place to work, which can help to attract and retain top talent.

How Employer Branding Helps Attract Top Talent

Employer branding helps attract top talent by creating a positive image of your company as a great place to work. By highlighting your company culture, values, and opportunities, you can attract the best candidates and stand out in a competitive job market.

  • It helps to communicate the company’s mission, vision, and values to potential employees.
  • It showcases the company’s culture, benefits, and working conditions to potential employees.
  • It improves the company’s reputation as an employer of choice, which can lead to increased interest from top talent.
  • It helps to attract passive job seekers who may not be actively looking for a job but are open to new opportunities.
  • It helps to reduce recruitment costs by reducing the need to advertise job openings as much.
  • It helps to retain the current employees by creating a positive working environment.
  • It helps to attract a diverse range of candidates, including millennials and other diverse groups.
  • It helps to leverage social media to promote the company’s employer brand, which can reach a large number of potential candidates.

Overall, employer branding helps to create a positive image of the company, which can attract top talent who are looking for a fulfilling and meaningful work experience.

Strategies To Leverage Employer Branding To Attract Top Talent

There are several strategies that organisations can use to leverage employer branding and attract top talent:

  • Develop a strong employer brand: This includes clearly defining the company’s mission, vision, and values, and communicating them effectively to potential employees.
  • Highlight company culture: Share information about the company culture, such as the work environment, team dynamics, and opportunities for growth and development.
  • Showcase employee testimonials: Share positive stories and testimonials from current employees about their experiences working at the company.
  • Leverage social media: Use social media platforms to promote the company’s employer brand and reach a large number of potential candidates.
  • Create an engaging career website: Create a website that showcases the company’s employer brand and provides information about job openings and the application process.
  • Use employee referrals: Encourage current employees to refer friends and acquaintances who they think would be a good fit for the company.
  • Host job fairs, networking events and other recruiting events: Attend industry-specific job fairs and networking events to connect with potential candidates.
  • Offer internships, mentoring and other development opportunities: Offer development opportunities such as internships and mentoring programs, to attract and retain young talent.
  • Create an Employee Value Proposition (EVP): EVP is a statement that describes what an organisation can offer to its employees in terms of career development, work-life balance, compensation, benefits, and culture.
  • Measure and Evaluate: Regularly measure and evaluate the effectiveness of employer branding efforts and make adjustments as needed.

Overall, leveraging employer branding requires a combination of effective communication strategies, technology and a supportive organisational culture. It requires a consistent effort to build trust and open lines of communication and a willingness to listen and respond to employee feedback. By leveraging employer branding, organisations can improve employee satisfaction and productivity, reduce turnover, and make better decisions.

Must Read

The Role Of Company Culture In Attracting Top Talent

How To Decline A Job Offer You Already Accepted


Accepting a job offer can be a big decision, and sometimes, even after accepting an offer, individuals may realise that the job is not the right fit for them.

There can be various reasons why someone might want to decline a job offer they have already accepted, such as a change in personal circumstances, discovering new information about the company or position, or receiving a better job offer.

This blog post will discuss the three main reasons why people might want to decline a job offer they have already accepted, and provide guidance on how to handle this situation in a professional and respectful manner.

The three main points will be:

  1. Understanding the reasons why someone might want to decline a job offer they have already accepted
  2. How to handle the situation in a professional and respectful manner
  3. The potential consequences of declining a job offer and steps to take to minimise the impact.

Understanding the reasons why someone might want to decline a job offer they have already accepted

Understanding the reasons why someone might want to decline a job offer they have already accepted is important in order to make a thoughtful decision. Some of the main reasons why someone might want to decline a job offer after accepting it include:

  1. Change in personal circumstances: Personal circumstances such as a change in family situation, health, or relocation can make it difficult for the individual to take on the job.
  2. New information: The individual may have learned new information about the company or the job that makes them uncomfortable or concerned about accepting the offer.
  3. Better job offer: The individual may have received a better job offer with more favourable terms and conditions.
  4. Company culture: After accepting the job offer, the individual may have realised that the company culture does not align with their personal values or work style.
  5. Compensation concerns: The individual may have accepted the job offer with the understanding that certain compensation or benefits were included, but later found out that it was not the case.

It’s important to note that these reasons can be valid and understandable, but it’s also important to take into consideration the consequences of declining a job offer and the impact it could have on your career.

How to handle the situation in a professional and respectful manner?

Handling the situation in a professional and respectful manner is important to maintain a positive relationship with the employer and to minimise any negative impact on your career. Some steps that can be taken to handle the situation in a professional and respectful manner include:

  1. Communicate clearly and promptly: Let the employer know as soon as possible that you will not be able to accept the job offer, and be clear and honest about the reasons for your decision.
  2. Show appreciation: Express appreciation for the opportunity and the time the employer invested in the recruitment process.
  3. Be flexible: If the reasons for declining the job are not severe, consider discussing if there are ways to make the job more suitable for you and if it’s possible to negotiate the terms and conditions of the job offer.
  4. Provide a written notice: Provide a written notice of your decision to decline the job offer and include your contact information in case the employer needs to reach you.
  5. Maintain a good relationship: Keep the lines of communication open with the employer and maintain a good relationship. This could be beneficial for your future job prospects.

By communicating clearly and promptly, showing appreciation, being flexible, providing a written notice, and maintaining a good relationship, you can handle the situation in a professional and respectful manner, and potentially minimise any negative impact on your career.

The potential consequences of declining a job offer and steps to take to minimise the impact.

Declining a job offer after accepting it can have potential consequences for the individual, both professionally and financially. It’s important to be aware of these consequences and take steps to minimise the impact.

  1. Reputation: Declining a job offer can damage an individual’s reputation and may cause potential employers to question the individual’s commitment and reliability.
  2. Burned Bridges: It could also burn bridges with the employer and could make them less likely to consider the individual for future job opportunities.
  3. Legal Consequences: If the individual has signed a contract or non-compete agreement, there may be legal consequences for declining the job offer.
  4. Financial Consequences: Depending on the circumstances, the individual may be required to pay back any relocation expenses or signing bonuses they received from the employer.

To minimise the impact of declining a job offer, the individual can take the following steps:

  1. Communicate professionally: As stated earlier, communicate clearly and promptly and express appreciation for the opportunity and the time the employer invested in the recruitment process.
  2. Maintain a good relationship: Keep the lines of communication open and maintain a good relationship with the employer, this could be beneficial for future job prospects.
  3. Be honest: Be honest and transparent about the reasons for declining the job offer, this can help to mitigate any potential negative impact on the individual’s reputation.
  4. Seek legal advice: If the individual is concerned about any legal consequences, they should seek legal advice.

By being aware of the potential consequences and taking steps to minimise the impact, the individual can navigate the situation in a professional and respectful manner and minimise any negative impact on their career.

Sample Letter Turning Down a Job Offer After Accepting

[Your Name]

[Your Address]

[City, State ZIP Code]

[Email Address]

[Phone Number]

[Employer’s Name]

[Company Name]


[City, State ZIP Code]


Dear [Employer’s Name],

I am writing to inform you that I will not be able to accept the job offer for the [Position Name] role that I accepted on [Date]. I want to express my gratitude for the opportunity and the time you invested in the recruitment process.

I have recently been presented with [new job opportunity/ personal circumstances that have changed] that I believe will be a better fit for my [career goals/personal situation]. I apologize for any inconvenience this may cause and I hope you understand my decision.

I want to assure you that I have the highest regard for your company and the work you do. I appreciate the time and effort you put into the interview process and I hope that we can maintain a positive relationship in the future.

Please let me know if there is any further information you need from me or if there is anything else I can do to assist with the transition.

Thank you again for your time and consideration.


[Your Name]

Is it right to go remote permanently? Advantages & Disadvantages

The Covid-19 epidemic caused a significant change in the global work economy in 2020. While working from home used to be a benefit offered by certain organizations, it has become the standard for most. 70% of the workers will be remote working at least five days per month by 2025, according to estimates. While 2020 may be seen as the year of working remotely, we believe it is only the beginning since the trend is expected to continue in 2021.

Let’s head on to the sections below to learn about the advantages and disadvantages of working remotely after the pandemic ends.

What are the advantages of working remotely?

Here is a list of factors that work as advantages of working remotely:

  • Flexibility and agility: Working from home gives you greater flexibility and agility in your work schedule. Workers may be better positioned and more ready to work flexible work hours, such as sooner or later in the day, Or even on weekends if they are no longer bound to an office. The flexibility might assist you in meeting specific company demands, such as dealing with clients in a different time zone.
  • Improved employee retention: Employees may be more likely to stay at work if they have the option to work from home since it allows them to fulfill child care demands, minimize travel time, and integrate their work into their personal lives. Allowing workers to work from home builds trust in the company, leading to increased employee loyalty.
  • Attract new talent: Working from home may be provided as an incentive to continue working for you, assisting you in attracting fresh talent to your company. Allowing workers to work from home can let you have a competitive advantage over companies who don’tdon’t allow it.
  • Increased productivity: Because there are fewer interruptions than there would be in an office setting. Workers may also work more hours since they can use the savings made from traveling to begin work sooner, later or both.
  • Increased staff motivation: Workers will feel more respected by their company if they work from home. The professional relationship isn’t as tightly watched, and employees are given more latitude to get on with their tasks. Employees will also be happier if they can establish a home working schedule that suits them better, which will help them feel more driven to do their best job.
  • Better work/life balance: Working from home may help employees achieve a better work-life balance. For example, individuals who would have had to travel can now utilize that time for themselves, resulting in a better work-life balance. Staff may also incorporate home tasks into their workday, allowing them more free time in the evenings, such as loading and unloading the washer or cooking supper during their lunch break.

What are the disadvantages of working remotely?

Here is a list of factors which work as disadvantages of working remotely:

  • Doesn’t suit everyone: Working from home isn’tisn’t for everyone’s temperament or skill set. Some employees may enjoy the regularity and structure that comes with working in an office setting. Some employees prefer face-to-face connections with coworkers and believe that face-to-face coaching from their boss is highly useful in assisting them in completing duties and achieving their objectives. It would help if you also considered personnel with disabilities. Working remotely may have an adverse effect on the assistance they require to do their duties. Working remotely may not be suitable for everyone’s lifestyle. For example, some individuals may have small children who are oblivious to limits and cause disruptions during the workday. Some may not have the necessary physical space to set up a distinct workplace.
  • Staff feeling isolated: People who work from home may experience a separation from their coworkers and the company as a whole, which is natural in an office setting. Employers might solve this issue by ensuring that communications are more consistent. Staff is given additional opportunities to feel connected and part of the team by organizing brief catch-ups via phone or frequent staff meetings via other tools like Skype. More casual and social gatherings may also help to reduce feelings of loneliness.
  • Difficulty monitoring performance: It may be challenging to manage and oversee the performance of home employees. Monitoring may have a good or bad impact on distinct characteristics. You may consider creating measurable objectives and targets for your employees so that if they don’tdon’t meet them, you can spot and address any performance concerns early on. See how to effectively manage workers who work from home by looking at how to manage organizational effectiveness.
  • Home distractions: while working from home eliminates workplace distractions, if a person does not have a sufficiently quiet devoted working area at home, they may be easily distracted by domestic noises or other people in their home.
  • Potential burnout: Working from home, where an office offers a clear physical difference between work and family life, might cause employees to lose sight of the divide. Workers may find it challenging to decide when to leave work, resulting in longer hours, higher stress, and, eventually, burnout. Employers should urge their employees to take breaks regularly and remind them of the significance of doing so.
  • Cost of working from home: Initial training expenses include the provision of appropriate equipment, such as laptops, cell phones, and other IT tools. You’llYou’ll also need to think about making changes to fulfill health and safety regulations.


Working remotely was on the rise before the coronavirus epidemic, as many firms recognized the perks to their businesses and better work-life balance for their employees. Although if you don’t feel working remotely will benefit your firm, employees with six months of service have a legal right to seek flexible work schedules, such as working remotely, and you, as a supervisor, must seriously review such applications.

Boolean Search in Recruitment

Today’s careers and jobs are highly competitive, and the job roles demand an extremely specific skill set from the candidates. To select the correct candidates for the correct job, especially candidates with a great quality of work and high caliber, is a feat in and of itself. Studies show that recruiters spend an average of 13 hours looking for candidates for one single job role. How can this task be simplified? By using the Boolean Search Algorithm!

What is the Boolean Search Algorithm?

Boolean search, in simple terms, provides a filter of sorts that narrows down the search results according to your specifications using tools called the ‘operators’ which will be discussed further in this article. This query methodology was invented by George Boole who was an English mathematician and has greatly influenced the evolution and optimization of search engines such as Google.

Boolean Search allows a recruiter to effectively identify candidates best fit for a certain job role. It functions as an advanced search wherein you can include or exclude specific words and tags using the boolean operators to select candidates fit for a unique work position. Using the operators creates a ‘complex search string’ through which the recruiter/ employer can pick the ideal candidate over a range of relevant ones. This streamlines and optimizes the recruitment process.

Basic Boolean Search Operators that every Recruiter should know about

To create the aforementioned complex search strings, 6 basic operators come in extremely handy. They can be used multiple times in a search query and have to be written in the upper case. This separates the operator from other keywords in your query string. 

Operator 1: AND

AND is an operator that is used when you want to include multiple criteria all of which need to be fulfilled by the candidate for whom you are looking. For example, if as a recruiter you are looking to recruit a graphic designer, you could use the AND operator to search for ‘graphic AND designer’ which would imply that your vacant job role is for someone who is proficient in graphic editing and is a trained designer. 

Operator 2: OR

OR operator is also used when you want to include multiple criteria in your search query but you only need one of the criteria to be satisfied in your ideal candidate. For example, if you wish to recruit somebody for handling equipment in your clinic you would either look for a clinical technician or a biomedical engineer using the OR operator- ‘clinical technician OR biomedical engineer’. This will show you a list of candidates who are only clinical technicians, or only biomedical engineers, or are qualified for both posts. 

Operator 3: NOT

The NOT operator is used to exclude results that include unwanted criteria that you look for in a candidate. This operator helps you filter your results to a great extent, and is perhaps has the most common and frequent applications from among all the boolean operators. One of the best examples to illustrate the use of the NOT operator is to filter new candidates looking for open positions in organizations from existing job seekers wishing to change their current job roles by applying to these vacant positions. Here’s how the not operator is used in such cases- a (-) sign  is used before the keyword without any space when searching on Google or LinkedIn; 

NOT jobs= -job

NOT HIRING= -hiring 

Operator 4: Brackets/Paranthesis

Much like mathematics, the bracket/ parentheses operator is used to provide an order of importance to your keywords in your search string. They help in grouping and prioritizing the criteria using which you are looking to recruit candidates into your organization. This operator mainly comes into play when you use other operators in your search query. 

For example, if you search for something like- ‘computer AND engineer OR developer NOT hiring’ this sends your search engine into a tizzy of confusion as it does not have clear instructions as to what results should be signified before others. This could lead to unsatisfactory scouting of recruits. 

So if you add a bracket around one of the operator queries, like ‘computer AND (engineer OR developer) -hiring’ the search engine algorithm will look for candidates who are either engineers or developers, both of whom are proficient in computer sciences. 

Operator 5: Quotes/ Quotations

The quotes or the quotations operator is only used when you want an exact phrase or word or criteria included in your search results verbatim. This operator is very prevalent among other general searches, like looking for a specific interview on the internet but you only remember a snippet of it or a song to which you only remember one or two lines of the lyric.

In recruitment specifically, this operator is used to scout candidates for a niche job role. However, recruiters are advised to use this operator for scouting only when they know exactly what to search for, or else it is an open invitation to unwanted search entries which will take more time to filter down. For example, if you are looking only for a software engineer, not a developer, this is how your search string would look: ‘“software engineer”-developer’. This would show you candidates who are only specifically software engineers without any developing background. 

Operator 6: Asterisk

The asterisk operator is used to look for the different variations of a root word. For example, ‘develop*’ would show you search results including developer, development, developed developing, etc. 

In the field of recruitment, if you are looking for somebody to occupy a managerial position, enter ‘manag*’ into the search engine for which the results will show candidates who have listed words like manager, manage, managed, management and managing. The tricky part with this operator is to know the root word. If you enter ‘manage*’ in your search engine, results including managing will not be shown.

Advantages of the Boolean Search algorithm

  1. It speeds up the recruitment process to a great extent as the recruiters don’t have to sort through applications manually.
  2. The algorithm is cost-effective. It is virtually free and can be accessed or applied from anywhere on the planet.
  3. This algorithm gives the recruiters a great amount of control over the applications and can customize their search to fulfill the job role in the vacancy. 
  4. Through the Boolean search algorithm, recruiters don’t need to wait for viable candidates to come and apply for the job. Here the employers themselves can reach out to the ideal candidates for the work position in mind. 
  5. It helps the recruitment team narrow down and streamline the applications of ideal candidates without having to go through tedious paperwork and interviews. 

The Boolean search algorithm is a technological revolution. It has numerous applications, one of them being a tremendous aiding tool in the recruitment industry. It saves time and improves the quality of the candidates that you wish to induct into your organization. 

What is Employer Branding?

The employer-employee dynamic has evolved and progressed over the year and has come a long way. Once upon a time, the employer used to be an intimidating power who could make or break your career with strict profile evaluation and background checks. But today, employers can be easily researched by potential candidates using the power of the internet. This does not mean that the value of the employer has diminished, this just means that the candidates can now level the previously existing status quo. The employers however need to take measures to attract the best of the best for their company and to do that, they need to build their brand! An employer brand strategy could get you the best quality of candidate pool for your organization which would go a long way in creating the overall company brand as genuine and uncompromising. So let’s get started!

What is employer branding? 

Branding stands as the mark of market value, customer service, and products or services that a corporate organization offers. We have many a time used the phrase, “It may be costly but at least it is ‘branded’.”  This is the reliability and trust of a consumer on a product from a well-known brand about its longevity and usefulness.

So, much like corporate branding, employer branding is something along the same lines. When building your brand as an employer, you essentially influence the minds of job seekers, potential candidates, existing employees, higher management, and stakeholders of the company about your ingenuity as an employer. In simpler terms, it is what the above-mentioned group of people think about you as a professional. It is your personality and the image you have created as an employer that people talk about with their friends and family in your absence. 

Now employer brand cannot be controlled or owned because it is not something you have with you despite it being your brand! You can influence the way that the brand progresses but can’t own it because it exists in the thoughts and perceptions of everybody you interact with as an employer. These people have an opinion about you which you may or may not agree with but it is their own. 

What is the importance of employer branding?

As mentioned above, employer branding is extremely important to your image as a professional employer and in the long run, reflects on the brand of the company you work for. The concept of employer branding has been around for quite a few decades but it didn’t become quite prevalent until the first online jobs were launched into the market. Almost abruptly, a huge number of candidates had access to millions of job opportunities from across different countries. This reduced the pressure on the employees to stick to one job for financial stability. With the advent of the world wide web and the revolutionary internet, employees, job seekers, and potential candidates could research their employers and form a perception of the kind of person you are with the work you have done! But the story doesn’t end with the image of the employer. This image goes on to attract and keep the good quality candidates within the company, attracts and keeps hence improving the quality of work.

  1. A huge number of candidates look at your reputation as well as the company’s brand image while considering career opportunities and growth in your organization. 
  2. Several job seekers look up your culture and values while looking for a job, mostly to see how you handle diversity as an employer.
  3. A large number of candidates have no problem turning down a job offer from a branded company with bad employer branding. This way, the company is losing on potential quality candidates. 
  4. Statistics show that companies with poor employer brands must increase their wages to attract job seekers and candidates, which could be financially devastating for the company in a long run. 
  5. Studies also show that a company with good employer branding is more likely to retain talented employees without a pay raise than companies with a bad employer brand. 
  6. Additional survey sources show that a majority of the young adult population would forgo a well-paying job position in exchange to work with a company that has good employer branding, mainly for gaining experience and professional growth.
  7. Less than 50% of a workforce of a company with weak employer branding would recommend the company to friends and family, which could be damaging, as employee referrals are one of the greatest sources of job applications. 

All in all, your employer brand could make or break the employer-employee relationship that defines the quality of work at every organization.

What is the process of building an employer brand?

  1. Familiarize yourself with the company. Understand its USP (unique selling point), its values and ideals that it stands for, and how to integrate yourself as an employer in its fabric. An employer must keep in mind that their brand must be a reflection of the company’s brand for the coherent growth of the organization as a whole. 
  2. Research your employer brand and analyze where it is lacking. You may be well-versed with your company’s current standing in the market or how well your products and services are doing. To round it all up, conduct surveys and audits with your existing employees to understand their perception of the brand and fill the gaps wherever necessary. 
  3. Engage your current employees and make them feel comfortable. As an employer, you must be a figure that they can trust and confide in, rather than a person of intimidating and unapproachable power. Celebrate their successes with them and lift them in a downfall. Encourage them to update their professional skills and update their profile. Incentivize the tasks that you give to them to motivate them to put their best foot forward!
  4. Ask your employees to write honest reviews on social media pages or job listing sites about the company and share any open positions or vacancies among their circle. This will improve the authenticity of the organization in the eyes of the common public. If your employees are happy, there is bound to be an inflow of applications of candidates who are genuinely looking forward to working with you and your company. 
  5. While onboarding an employee, make sure that they are comfortable with the induction process and the team that they are allotted. Studies show that the first 90 days of any new job is critical to retain the employee for a long-term run in the company. You could arm the recruit with instructions and tools that would help them start and settle in their new role smoothly.
  6. As senior personnel in the organization, your employees would look up to you for guidance. In such cases, you could offer them seminars and training sessions to help hone their skills. You could also offer professional certifications as a company package which would propel their profiles to a great extent and help them explore several avenues professionally. This would also renew the interest of your employee coming to work every day!
  7. Finally, while listing out job vacancies, make the job description interesting and catchy. This would pique the interest of potential candidates and would look up the company brand eagerly. 

How to improve an existing employer brand?

  1. Market your brand value and the work culture and ethic instead of the money you would pay to potential candidates. While many of the applicants would be money-driven, good quality and potential candidates would mostly be the ones looking for work experience and professional growth as opposed to the compensation package they would be offered by a company. 
  2. Use social media to market your brand strategy and start a company blog. These platforms are ideal to voice your views and opinions and make the managerial panel more approachable and relatable. These platforms can also highlight policies and ideals which are unique to your company and can conduct programs to show to the public that you as an employer are insistent on employee well-being. 
  3. Show off your workspace using high-quality videos and pictures. You could record a video from the CEO or the director to welcome new employees, or conduct staff interviews to show the public a normal workday at the company. Allocate a separate budget for this program while planning your finances. 
  4. Last but not the least, keep your workforce diverse. Include every ethnicity, color, and, gender without any bias. Encourage ideas from each one of your employees equally. This not only promotes a healthy work environment but at the same time, shows that your company can push boundaries and build on them productively. 

Employee branding is a slow process, but if done correctly, the results are staggering. It isn’t easy, and rushing the process would get you nowhere. Once each of these steps and strategies is employed meticulously, the employer brand grows into something more organic and self-evolving! Good luck!

Why is hiring top talent important?

Talent Acquisition is vital for every business, as human capital accrues various benefits to the company, and the finest talent generates immense value to the organization. The current job market is competitive and dynamic. To ensure profitability, the right personnel are recruited through various methods, which are given in this article. 

The importance of the top talent for companies can be explained by looking at their developmental strategies. If you want to grow your business and scale heights, then the most prominent factor is the value of assets in the business, and reputation is paramount of all assets. Finest talents work with the top and prestigious companies. In this article, you will get to know how you can gain a reputation in your field and attract and retain the best talent. 

Why is hiring the best talent important?

Employees are believed to be assets for any company. They are specialized in the work they do. Hence assigning the right role to the right person is the chief purpose of Talent Acquisition. Recruiting the potential personnel and utilizing their skills efficiently is important to get the work done timely and with the least wastage of resources. Hiring top talent is vital because they are specialized to perform their duties effectively and efficiently, which means they respect deadlines and complete the work by utilizing resources to their full potential and avoiding wastage. 

Talent drives business value so that it is able to stand in a competitive job market. A business should always welcome fresh talent and innovative ideas, which enhances its profitability. Talented employees are always determined to fulfill their duties and responsibilities within the deadline and simultaneously planning for future projects. Ideal candidates work for the organizational goals, leaving aside their own interests. Therefore, hiring the best-talented people is necessary for every organization.

What are the best recruiting strategies to attract talented people to your company?

High-rated recruiting strategies to draw the attention of top talent towards your business are:  

1. Employer Branding

An ideal candidate is needed for long-term job positions. A strong employer branding strategy is needed for attracting the attention of prospective candidates, as no one will be interested in a job where the employer branding is low.

2. Campus Recruitment

Businesses should go for campus recruitment as it brings competitive personnel with fresh talent. Recent graduates are full of enthusiasm, and they know about the dynamics of the competitive job market. Companies must tie up with colleges and universities and organize events that enable the aspirants to work in a professional environment to attract new and talented candidates. 

3. Perks and Benefits

Employees should be provided with perks such as bonuses, paid leaves, family vacations, and benefits like employee recognition and appreciation programs. The salary should be such that it satisfies both the employer and the employees. 

4. Broader Job Vacancy

The job description should mention everything related to the job position. There should be transparency while designing job descriptions. But not every minute detail should be part of a job vacancy post. To attract talent, there should be a broader job vacancy with a good amount of information.

5. Recruiting through Social Media

Social media has become the most common and suitable platform to promote the business and search for prospective candidates. It is a great way to attract talent, if done in an innovative way, also easy and inexpensive. Social media platforms like Facebook, Instagram, Twitter etc. have become means to acquire talented people for your business. 

6. Shorter Selection Process

It is significant to remember that the selection procedure should not be delayed, as the competitors might attract the finest aspirants towards themselves, and you might lose the creamy layer to them. Always ping the candidates that you wish to select for the job role soon after screening their application. If you delay the process, the candidates might lose interest in your company.

How can I retain top talent in my business?

Talent Retention is also a major factor that determines the smooth functioning of the business. Talent Acquisition alone is not enough, as when the finest aspirants don’t get ample opportunities for career growth, they tend to leave the company. Hence, Talent Retention is pivotal to the success of every business.

Companies can organize competitions, field trips, training and development of employees, promotions, perks and benefits, transparency, excellent teamwork, flexible schedules and motivating them to recognize their worth. Making the employees part of big projects that also gives them sufficient career advancement opportunities is also a method of Talent Retention.

What type of jobs requires greater talent?

All jobs, whether skilled or unskilled, require specialization. Even unskilled jobs require some degree of accuracy and efficiency to ensure greater productivity. Educated and skilled personnel is of utmost importance in the company, especially in the fields of Human resources, Marketing, Finance and Operations.

What is meant by Talent Management?

Talent Management comprises the full cycle that involves identifying potential candidates, onboarding, motivating, training and retaining talented candidates. This process helps in enhancing business activities and increasing productivity. There are seven components of Talent Management:

  1. Strategic Employee Planning– It refers to the process of deciding the role and responsibilities of the personnel. Every organization has certain goals to achieve, which is possible with the right planning, assigning the roles to the employees, and determining the personnel that you will require to fill the gaps.

2. Talent Acquisition and Retention– This is the process of attracting top talent to your business, recruiting them and retaining them by giving them ample opportunities to enhance their career and providing them a better job climate.

3. Performance Management– The basic theory of assigning the right job to the right person is nothing but Performance Management. It is necessary because every person is specialized in some of the other fields. If someone from the finance department is allotted the responsibility of marketing, then the business will not be able to achieve its goals on time. 

4. Learning and motivating– Learning is the acquisition of skills and interests, acquiring knowledge and efficiently managing the task assigned. The motivation of employees is equally important as, without motivation, they will not apply what they have learned, and it will become difficult to achieve organizational goals. When they realize how important is their contribution to the company, they will know their worth and be motivated to contribute more.

5. Compensation– Acknowledging employees and rewarding them, in cash or kind, and giving them extra perks and benefits, such as family vacations, paid leaves, employee appreciation programs, time flexibility and so on, will recognize the value and efforts of the employees.

6. Career Development– This is related to the training and development of the employees and has its roots in Talent Retention. This is done to ensure that future leaders have the necessary tools for professional advancement. 

7. Succession Planning– Succession Planning relates to the process of deciding in advance about the key roles and the gaps that will appear in the future. This process ensures that the organization will function smoothly if there is a plan that will aim to fill the key position.


Identification, acquisition and retention of talent is the secret of the success of every business. Hiring the top talent is important as these employees work for the organization effectively and efficiently. To attract the attention of prospective candidates, there are modifications required in the strategies of the recruitment process. Talent Retention is equally important as Talent Acquisition. Almost every job requires people who are specialized in their work. Hence, the process of Talent Management is followed to achieve the goals of the business.


  1. How can I catch the attention of talented people in my business?

To attract talented and skilled people to your business, you need to modify your recruitment strategies. Some points to remember are: Have a strong employer branding strategy, broader job vacancy, shorter selection process, campus recruitment, social media recruitment and perks for the employees. 

2. What is Talent Management and its components?

Talent Management is the cycle of attracting talented candidates and utilizing their skills for achieving organizational goals. Its components are Strategic employee planning, talent acquisition and retention, performance management, learning and motivating, compensation, career development and succession planning.

Startups & How to Pitch the Investor for Funding?

Startups are small businesses that were formed with the goal of creating a one-of-a-kind product or service, bringing it to market, and making it appealing to customers.

Startups are built on innovation, fixing flaws in existing products or inventing completely new categories of goods and services, causing entire sectors to change their methods of thinking and conducting business. Startups in Big Tech, such as Apple, Google, Facebook, Netflix, and Microsoft (together known as FAANG stocks), are well-known, but firms like WeWork, Peloton, and Beyond Meat are also considered startups.

If you want to start a new business, this guide is the holy grail for you.

How Does a Startup Work?

A group of employees works together to create a product that customers will want to purchase. Regular businesses just repeat what has already been done. A potential restaurant manager can license an existing business. Such that, they operate according to a pre-existing template for how a business should function. A firm, on the other side, tries to create an entirely new template.

How Are Startups Funded?

  • Bootstrapping is a preliminary round in which the founders, their colleagues, and family invest in the company.
  • After then, “angel investors,” or high-net-worth people who invest in early-stage firms, provide seed capital.
  • Then there are the Series A, B, C, and D fundraising rounds, which are primarily headed by venture capitalists and involve investments of tens to hundreds of millions of dollars.
  • Finally, a business may elect to go public and raise money from investors through an initial public offering (IPO), a specific purpose acquisitions company (SPAC), or a direct registration on a stock market.

Types of Startup Funding 

  • Small business loans

When it comes to financing options, small company loans are the bread and butter. Small company loans are similar to personal loans in that you’ll be authorized for a certain amount of money with a specific interest rate.

Banks and financial institutions, some of which may be located through the Small Company Administration, can help you acquire a small business loan (SBA). Remember that, just like a home loan, you’ll need good business credit. This will enable you to obtain a larger loan with a cheaper interest rate, lowering the total cost of the loan.

  • Funding rounds

Many businesses may go through many financing rounds or periods in which they seek various forms of investment. Series A, Series B, and Series C investment rounds are divided into three categories, each matching the company’s stage. Money is often swapped for business shares in every financing round, implying that investors expect a payback.

Funding rounds may be required to get your business off the ground, engage in critical marketing, or assist in getting your product to market.

  • Venture capitalists

A venture capitalist (VC) is a sort of private investor who invests in potential new businesses. Members of a bigger venture capital company frequently venture capitalists. These corporations frequently have boards that deliberate on certain companies to support.

If the venture capital firm chooses your startup, a VC will contact you with a financial offer. Usually, venture capitalists purchase stock in a firm with the expectation of receiving payment in some way if and when the company succeeds. However, if your company fails, the VC has made a poor investment and will get nothing in exchange.

You could be a suitable candidate for venture financing if your business is past the idea stage and has a minimal viable product. Venture capitalists are businessmen who don’t take needless risks. Startups need to be prepared to offer their service or product to the public but lack the cash to do so in order to attract venture capital investment.

  • Angel investors

Angel investors are wealthy individuals who invest in startups and budding entrepreneurs. Angel investors, unlike venture capitalists, usually work alone and are not part of a board or business.

Angel investors, like VCs, anticipate a return on investment because they’ve bought some kind of stock or ownership in your firm.

Angel investors, like VCs, might be left high and dry if they make a terrible investment. As a result, they are a safer alternative to typical company loans. But keep in mind that you’re selling stock in return for cash. Since a result, you may no longer have total control over your company, as you will be required to meet the needs of your investor.

If you’d like to engage angel investors, make sure your company is well-organized and that you have a strategy in place. Angel investors are generally regarded as part of the initial round of investment, which means they offer cash to startups. As a result, angel investors are an excellent fit for startup companies with only a concept.

Angel investors, like geniuses, are difficult to come by and aren’t necessarily as well-organized as a venture capital company. Angel investors might be relatives or friends. As a result, they’re a bit of a wild card. Someone you know who has money may be a prospective angel investor.

  • Crowdfunding

Crowdfunding is the way ahead for many people with a company concept but little or no capital. Crowdfunding is a kind of fundraising in which private supporters (individual investors) buy your goods or services before it is released to the general public. This allows entrepreneurs with a good concept to raise funds for their venture in exchange for offering a product or service to its backers.

Crowdsourcing may be done in a variety of ways, including hosting local or online events, although it’s increasingly popular to use crowdfunding sites like Kickstarter or Indiegogo. Users may quickly browse hundreds of ideas on these sites and back the ideas they’re enthusiastic about.

You could be a good candidate for crowdfunding if you offer a consumer-oriented good or service. You’ll need a strategy for using any money, as well as a thorough map of the funds needed and how they’ll be spent. To offer openness to your investors, several sites, like Kickstarter, require you to put out your financial targets or stretch goals.

  • Equity crowdfunding

Equity crowdfunding is similar to crowdsourcing in that it involves raising money from a large number of individuals. You are not selling your goods or service, with the exception of traditional crowdfunding. Equity crowdfunding entails the sale of stock in your firm. This entails selling a variety of holdings in your firm, such as stocks, revenue shares, and so on.

Suitable for: Equity crowdfunding is better suited to enterprises in the early stages since it entails selling equity rather than a marketable product or service. Stock crowdfunding may be a wonderful method to get your firm off the ground if you’re confident in selling stock and have a good business plan.

  • Incubators

A business incubator, sometimes known as an accelerator program, is a group committed to assisting new firms in getting off the ground. Incubators are typically created and sponsored by other businesses that wish to assist new businesses to achieve their full potential. Incubators frequently provide workspace for businesses, as well as money and coaching.

There are a variety of incubator groups to choose from, so if you’re interested, do some more research to find local and worldwide possibilities.

An incubator may help almost every early-stage company or entrepreneur. Those with a strong company concept and the team will gain the most, but even companies that are just getting off the ground might tremendously benefit from the appropriate incubator.

How do you pitch a startup?

Your startup pitch is crucial to your success, and understanding how to pitch a business is crucial. If you can’t find buyers for your company, no matter how inventive, well-thought-out, or possibly profitable your product concept is, your company will have a tough time scaling up and attaining widespread success. Raising financing, of course, offers a particular set of problems that many entrepreneurs face. Your potential investors won’t just take your word for it that your firm will succeed; you’ll have to show them that financing in your startup will give them a decent return on investment. Obtaining funding demands putting together a great, engaging proposal that persuades investors to support your firm.

1. Keep your startup pitch short and sweet

When pitching your business, the most crucial thing to keep in mind is that investors are bombarded with investment offers. Startup activity has continued to rise above pre-recession values, giving investors a wide range of options for where to put their money. That implies you must explain your company idea and strategy to provide investors with a return on investment in a clear and concise manner.

Begin with a quick description of your business concept that expresses your vision and purpose right away. Describe the problem that your startup is seeking to address and why your company is the best candidate to solve it. Outline how your company intends to make money. Above all, don’t get mired down in little details that detract from your main point.

2. Maintain control over the timing of your startup pitch

It’s essential to make the most of the time you have to present your company pitch. Nothing irritates investors more than a protracted pitch; on the other hand, you don’t want to spend the precious time you have by being too short. That either you or your potential investor sets the time limit for your pitch, stick to it and time your speech so that you don’t have to rush to the conclusion.


  • Manage your rhythm during the pitch to avoid running over or, worse, floundering and running out of things to say in the first few minutes.
  • Remember that slides are only a tool for you to utilize, not a crutch. To put it another way, never directly determined from a slide but never spend longer than 3 minutes on a single presentation.
  • Keep a steady pace and avoid hurrying. You want to keep your audience engaged without overloading them with information or giving them too much time to reflect on anything else other than your delivery. It’s an indication that you’re moving too slowly if your listener is fantasizing.
  • Allow enough time for inquiries. If someone is going to invest in your business, a successful pitch realizes that a discussion is required. After all, you want possible potential investors to share your enthusiasm for your business, just as you do with anybody who would listen.

3. Tell your startup story

When delivering a pitch, it’s easy to become mired down in statistics, figures, and spreadsheets, yet this material will nearly always fail to pique your investors’ interest. Instead of treating the chance as a sales pitch, utilize it to teach prospective investors about your company’s history. This kind of narrative will create your pitch far more memorable and entertaining for your viewing public. If your client needs actual data, they can always request it from you.

It’s as easy as this to tell a story:

  • Developing a professional demeanor yet being emotional and enthusiastic.
  • Looking around the room. Know when to crack a joke and when to move on to a more serious subject. You may go to the same place in any method, but only one will connect with your viewers.
  • Just in as a support framework for your startup’s story in a subtle way.
  • Making something that is both memorable and distinctive to your startup.

4. Stay focused

However, don’t lose track of the purpose of your pitch while you tell your narrative. Honoring the schedule of your clients should always be at the forefront of your attention. To prevent having lost in unimportant tangents, make sure your pitch’s main parts are clearly developed and highlighted when writing it.

5. Demonstrate how your startup’s product or service is distinctive

One of the most important aspects of attracting investors is demonstrating how your service or product differs from others on the market. It isn’t enough for your startup to be able to address an issue; it must be able to tackle a specific issue in a way that no other company can, and you must be able to demonstrate this in your pitch. It’s a good idea to point out any patents or licenses your product possesses, as well as any big buy orders or distribution arrangements, to back up your claims.

6. Allow potential investors to get a firsthand look at your product.

Allowing investors to see and feel your product personally is another great method to demonstrate the unique characteristics of your product. Images or photos of your product might help investors visualize it, but if at all feasible, allowing your audience to grasp it or check out a live demo can boost your effectiveness.

7. Determine who your intended audience is and why they are important to you

Investors are interested in knowing what your product is, but they also want to know who will use it. Using data about your target audience to build a map of your ideal client can assist investors to see that your company’s new product has enough need to warrant their investment.

Whether your business is focused on a product or service, one thing seems certain: you must have an intended audience if you want to earn money. To target your core demographic, use psychographic and demographic information. Explain why these people are your target market. Use relevant statistics to back up your assertions and demonstrate the profitability of focusing on a certain demographic.

8. Know your numbers

You’ll still need to talk about the main statistics that investors care about when telling your business’s story: how much capital your startup needs to raise, what your present overhead is, where you need to get to be successful, and what your schedule is for getting there. While providing too many statistics in your pitch might detract from your focus, incorporating a few key data in your pitch will help you to show that you are ready and understand what is important to your company and industry.

Top 6 Crowdfunding websites in India

  • Indiegogo
  • SeedInvest Technology
  • MightyCause
  • StartEngine
  • GoFundMe
  • Patreon

Can I start a startup while working?

Many businessmen start their businesses while working full-time for another company. This arrangement allows them to receive a wage while also allowing them to concentrate on their business. While this is an ideal scenario, it is tough to manage. It necessitates a careful balancing act. When most workers begin working, they sign employment contracts. These agreements might range from basic secrecy or non-compete contracts to full-fledged employment contracts with numerous limitations. Outside of typical office hours, operate your startup. It’s challenging, yet many businesses have succeeded. 

Entrepreneurs have a habit of telling everyone they know that they own a firm. They frequently brag about their accomplishments to particular coworkers. This is not a good idea since it might backfire. Taking pride in one’s accomplishments may frequently invite unfavorable attention. Colleagues may develop a negative impression of you. Supervisors may be skeptical of your work ethic or commitment to the firm. It’s never a happy ending.


If you’re a business owner, you’ll need to know how and when to pitch your idea. Even if you don’t intend to seek investment, having a strong elevator presentation demonstrates that you understand your company through and out, which will come in helpful if and when you opt to seek funding.

What does HR do all day? List of day to day responsibilities

Every business needs a capable and professional human resources department. Many individuals are unaware of how important human resources are to a company’s success. Many people want to learn about the daily tasks of an HR manager because these professionals are the ones who pull strings in the background of a company.

It’s an excellent question to which the best response is that it depends. HR’s specific function varies based on the company’s size and scope. In a big corporation, HR professionals will specialize in one or more areas. In a smaller firm, however, an HR professional may be in charge of numerous duties at the same time.

Let’s take a look at the responsibilities of HR.

What does HR do all day?

If you ask any individual what an HR department is, they’ll tell you it works with the most unpleasant elements of the job: HR infractions, layoffs, and termination. Human resources, on the other hand, exists to assist employees. It is, very literally, a human resource.

Here are some of the daily duties that your HR department is working on.

1. Recruit candidates

When recruiting for new roles, HR must first identify the company’s needs and ensure that those

needs are satisfied. It’s not as easy as posting an ad. You’ll need to conduct market research, interact with stakeholders, and manage finances.

Then, once the position has been posted, more research must be conducted to ensure that the best candidates are drawn and presented. Recruiting is a massive and expensive task; the perfect candidate may reinvigorate a whole business, while the incorrect applicant can throw everything into disarray.

2. Hire the right employees

Human resources are responsible for scheduling interviews, organizing hiring activities, and integrating new hires. They’re also responsible for making sure that all of the documentation associated with employing someone is completed and that everything runs well from the first day to the last.

3. Process payroll

Payment is an entity unto itself. Taxes and time must be estimated and collected on every payday. Expenses must be paid, and increases and incentives must be included. Imagine being in HR and having to make sure taxes are properly withheld each paid month if you think paying taxes once a year is a headache.

4. Conduct disciplinary actions

This is possibly why HR has such a poor reputation. When handled incorrectly, disciplinary measures can result in the loss of a key employee, as well as lawsuits and a tarnished image. However, when handled correctly, disciplinary action may lead to an employee’s success.

For example, if a firm sees that a specific employee is frequently late and continues to be late despite receiving many warnings, HR may intervene and examine the cause of the tardiness. It might be a chance to provide additional advantages to the employee, such as counseling, or to provide additional resources to help the person learn to be on time. Rather than incurring the expense of dismissing and then hiring a replacement for that person, it may be viewed as a learning experience that will help that individual advance in their career.

On the other side, disciplinary action isn’t always the wisest course of action, and an employee may need to be let go. Human resources managers with the finest track records recognize when a worker isn’t a good match for a firm and would be happier elsewhere. Often, as terrible as it may seem at the time, it is in the employee’s best financial interest to be let go. HR must establish a strong enough connection with superiors and subordinates to determine a team’s cohesion and health.

5. Update policies

As the company changes, policies must be revised (or at the very least evaluated) every year. It’s HR’s responsibility to keep policies up to date and recommend modifications when they’re no longer serving the firm or the employees. As a result of an incident, a policy may need to be modified. HR should be involved in and advised on these choices at all times.

6. Maintain employee records

The keeping of HR records is required by law. These records aid businesses in identifying talent shortages, as well as analyzing demographic data and complying with legislation. Every employee’s personal information and emergency contacts are also included.

7. Conduct benefit analysis

When it comes to attracting the finest people, being competitive is critical. If the advantages are more appealing, a prospective candidate may pick a different firm with a lower salary. HR should look at similar firms on a regular basis to determine whether their perks are compatible. For example, your company may think about providing cat insurance in its benefits package.

What are the skills of an HR?

In order to be effective as a human resource manager, you’ll need to have the following skills:

  • Interpersonal skills: Human resource managers must be able to talk, write, and present on training to both staff and employers in a straightforward and effective manner. They must also be good communicators, acquiring knowledge about each party’s requirements in order to establish the most successful working tactics and partnerships.
  • Ability to lead: Specialists in this position lead colleagues and corporate employees in maintaining hiring, onboarding, and risk assessment programs and processes. They also supervise teams to ensure that everyone is doing their job and meeting their duties to the company.
  • Technical skills: These executives should be abreast of new technology and trends that might help them simplify and automate operations to boost productivity.
  • Organizational skills: HR managers should be able to handle a variety of tasks, including talent scouting and recruitment, staff training, workplace conflict resolution, and salary and benefits administration.


The human resources department has a significant impact on a company’s culture: if HR is poisonous, employees will be disheartened and less inclined to seek help from HR, whether for professional or personal reasons. If HR truly cares about workers’ well-being, though, the culture is among openness and progress.

Is it right to go remote permanently? Advantages & Disadvantages

The Covid-19 epidemic caused a significant change in the global work economy in 2020. While working from home used to be a benefit offered by certain organizations, it has now become the standard for most. 70% of the workers will be remote working at least 5 days per month by 2025, according to estimates. While 2020 may be seen as the year of working remotely, we believe it is only the beginning since the trend is expected to continue in 2021.

Let’s head on to the sections below to learn about the advantages and disadvantages of working remotely after the pandemic ends.

What are the advantages of working remotely?

Here is a list of factors that work as advantages of working remotely:

  • Flexibility and agility: Working from home gives you greater flexibility and agility in your work schedule. Workers may be better positioned and more ready to work flexible work hours, such as sooner or later in the day, and also on weekends if they are no longer bound to an office. This might assist you in meeting specific company demands, such as dealing with clients in a different time zone.
  • Improved employee retention: Employees may be more likely to stay at work if they have the option to work from home since it allows them to fulfill child care demands, minimize travel time, and integrate their work into their personal lives. Allowing workers to work from home builds trust in the company, which may lead to increased employee loyalty.
  • Attract new talent: Working from home may be provided as an incentive to continue working for you, assisting you in attracting fresh talent to your company. Allowing workers to work from home can let you have a competitive advantage over companies that don’t allow it.
  • Increased productivity: Because there are fewer interruptions than there would be in an office setting. Workers may also work more hours since they can use the savings made from traveling to begin work sooner, later or both.
  • Increased staff motivation: Workers will feel more respected by their company if they work from home because the professional relationship isn’t as tightly watched, and employees are given more latitude to get on with their tasks. Employees will also be happier if they can establish a home working schedule that suits them better, which will help them feel more driven to do their best job.
  • Better work/life balance: Working from home may help employees achieve a better work-life balance. For example, individuals who would have had to travel can now utilize that time for themselves, resulting in a better work-life balance. Staff may also incorporate home tasks into their workday, allowing them more free time in the evenings, such as loading and unloading the washer or cooking supper during their lunch break.

What are the disadvantages of working remotely?

Here is a list of factors which work as disadvantages of working remotely:

  • Doesn’t suit everyone: Working from home isn’t for everyone’s temperament or skill set. Some employees may enjoy the regularity and structure that comes with working in an office setting. Some employees prefer face-to-face connections with coworkers and believe that face-to-face coaching from their boss is highly useful in assisting them in completing duties and achieving their objectives. You must also consider personnel with disabilities. Working remotely may have an adverse effect on the assistance they require to do their duties. Working remotely may not be suitable for everyone’s lifestyle. For example, some individuals may have small children who are oblivious to limits and cause disruptions during the workday. Some may not have the necessary physical space to set up a distinct workplace.
  • Staff feeling isolated: People who work from home may experience a separation from their coworkers and the company as a whole, which is natural in an office setting. Employers might solve this issue by ensuring that communications are more consistent. Staff is given additional opportunities to feel connected and part of the team by organizing brief catch-ups via phone or frequent staff meetings via other tools like Skype. More casual and social gatherings may also help to reduce feelings of loneliness.
  • Difficulty monitoring performance: It may be challenging to manage and oversee the performance of home employees. Monitoring may have a good or bad impact on distinct characteristics. You may consider creating measurable objectives and targets for your employees so that if they don’t meet them, you can spot and address any performance concerns early on. See how to effectively manage workers who work from home by looking at how to manage organizational effectiveness.
  • Home distractions: Whilst working from home eliminates workplace distractions, if a person does not have a sufficiently quiet devoted working area at home, they may be easily distracted by domestic noises or other people in their home.
  • Potential burnout: Working from home, where an office offers a clear physical difference between work and family life, might cause employees to lose sight of the divide. Workers may find it challenging to decide when to leave work, resulting in longer hours, higher stress, and, eventually, burnout. Employers should urge their employees to take breaks on a regular basis and remind them of the significance of doing so.
  • Cost of working from home: Initial training expenses include the provision of appropriate equipment, such as laptops, cell phones, as well as other IT tools. You’ll also need to think about making changes to fulfill health and safety regulations.


Working remotely was on the rise prior to the coronavirus epidemic, as many firms recognized the perks to their businesses and better work-life balance for their employees. Although if you don’t feel working remotely will benefit your firm, employees with six months of service have a legal right to seek flexible work schedules, such as working remotely, and you, as a supervisor, must seriously review such applications.

Workplace Safety for Women

In developing countries, both men and women are working in the same surroundings, at the same time, and coordinating well with each other. Still, there are inequalities of income and safety at the workplace. Most of the women do not feel safe at their workplace. A large number of them have to leave their jobs because of the harassment they face at their offices. It’s not only women who face harassment, but many times men also get trapped in the circle of continuous disturbance and termination. 

Workplace safety for women has gained importance from the last few years, thanks to women who raised their voices against sexual or mental harassment they had to face at the place of work. Workplace harassment can take various forms, such as sexual harassment, mental harassment, gender discrimination, unwanted or offensive comments on female co-workers, unpleasant and undesirable conduct by colleagues or employers and the list goes on. You can read more about harassment, reasons for harassment with women at the workplace, why women’s safety is important at the workplace, laws that govern women’s safety at the workplace, and ways to ensure women’s safety at the workplace in this blog.

What is harassment?

Harassment is defined as unwanted conduct, which tends to threaten or annoy a person and at times, render the person helpless to safeguard themselves. 

Harassment can take various forms: 

  1. Sexual harassment
  2. Mental harassment
  3. Visual harassment
  4. Verbal harassment, and so on.

Why do women feel unsafe at the place of work?

Many women in the unorganized sector feel extremely uncomfortable due to the unsafe job climate. Three industries that are not safe for women in this regard are infrastructure, manufacturing industry, and domestic help. This is because people engaged in these jobs are not conscious of the laws that safeguard women.

Nearly 25% of the working women are the only earning members of their families, rendering them further vulnerable to harassment, which takes the form of sexual favours in return for cash rewards. 

Why is women’s safety at the workplace important?

Women’s safety at the workplace is most important because:

  1. It helps them to carry out their work efficiently. What a woman wants is a safe place to work without any unwelcome distractions. 
  1. It helps women to be calmer. Workplace harassment is traumatizing, leads girls and women to suffer from depression and degrading mental health.

For the organization, if a woman is sexually harassed by co-workers or employers, then it may reduce productivity and increase absenteeism of the respective employee. The health and wellbeing of the employee get severely affected. It is of utmost importance to treat both female and male employees equally. Many women have raised their voices against the unjust conduct towards them, which has led to the introduction of various laws and provisions in this aspect.

What are the laws to safeguard women in their workplace?

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 seeks to protect women from sexual harassment in offices or workplaces. It aims to prevent, strictly prohibit harassment at the workplace and allow redressal to women who feel unsafe in offices or places of work. 

Vishakha Guidelines, 1997 made it compulsory for employers to ensure a safe work environment for female employees. 

After the advent of the MeToo Movement, 2017, many women from the entertainment and media industry have come up with their stories of harassment at the workplace. 

An important point to consider here is that the laws and legislations appear only on paper, and a large number of women in the informal sector are still facing harassment, which has become normal for many of them. Even if they want to raise their voice against this, poverty and economic vulnerability force them to endure. If they complain to the employer, they may face more pain and discrimination as the employer may file theft charges against them. 

What are the measures to ensure the safety of women at the workplace?

Some measures that can be used to safeguard women at their workplace are: 

1. Stringent legislations

There should be stricter enforcement of laws and regulations related to women’s safety in organizations. Every company and factory that employs women should implement a zero-tolerance policy towards sexual harassment. Even the laws that are implemented nationwide should be executed without any discrimination. 

2. Greater awareness

Increased awareness among male employers and employees so that they are able to support their female co-workers instead of threatening them for sexual favours. Women should also be made conscious of their rights regarding sexual harassment at the workplace. HR should ensure that the employees in the company are well aware of their rights and duties.

3. Self-defense training

Women should be imparted self-defence training so that they are able to protect themselves from rape and harassment. Self-defence programs should be organized by various institutions, and more and more women should be a part of these programs. 

4. A safe and healthy job climate

The job environment should be made safe and healthy for all the employees. This will increase employee participation and productivity and reduce employee absenteeism and turnover. This way, women will also be able to give their careers a smooth ride and will not be forced to leave their jobs. 

5. Platform to express concerns

Every woman should be provided with a platform to raise their concerns. Setting up an Internal Complaints Committee (ICC) to resolve sexual harassment issues in the organizations and implement policies relating to women’s safety at the workplace. Social media is emerging as a trusted platform where women can voice their opinion and share their stories and experiences. But not every woman has access to social media, neither their workplace has an established committee for redressal. 

6. Encourage vocational training among women

Every woman should be provided vocational training, and an entrepreneurial skill must be imbibed in them so that they become independent, and it will reduce gender discrimination.  

7. Provide equipment for the safety of women

The company or organization should have a provision to come up with equipment such as pepper spray that will ensure safety for women employees. Moreover, an all-time active redressal committee should be mandated in every organization to ensure safety for women.


Women’s safety at the workplace has become a matter of serious concern in the country. Most of the victims are found in informal sectors, who don’t have any means to exercise their rights. Women from formal sectors are mostly educated and can raise their voices against men who tend to sexually assault them through social media and redressal laws. But women who are not educated normalize the daily torture from their male co-workers. Hence, we have a long way to go to protect every woman in the country from harassment at the workplace.


  1. What are the laws to protect women from workplace harassment?

Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 seeks to guard women against harassment at the place of work.  

2. What are the measures to ensure the safety of women at the workplace?

Strict laws and regulations, increased awareness, self-defence and vocational training to women, setting up of an Internal Complaints Committee in every organization, and the increased role of HR in awareness programs are some of the measures.

What is the procedure to register your business & Generate GST Number?

All people and businesses selling goods or services in India must register for GST. When the total value of a supply reaches Rs.20 lakh, GST registration is required. To make tax reporting easier, the Ministry of Finance (MoF) streamlined the GST registration process. If the worth of the business reaches Rs.10 lakh per year in a special category state, GST registration is required. Let’s take a look at who qualifies for GST registration in this post. 

Let’s move on and discuss the steps in detail.

How to register your business? Step by step Guide

Step 1: Incorporate your Business

You must first form a Private Limited Liability Company, a Partnership Firm, or a Personal Assets Partnership to start your business. You must follow all of the standard steps for registering a business, including acquiring a Certificate of Incorporation or Partnership Registration, a PAN, and other legal requirements.

Step 2: Register with Startup India

The company must then be established as a startup. The entire procedure is easy and may be completed online. All you have to do is go to the Startup India website and fill out a form with information about your company. Next, input the OTP that was provided to your email address, as well as additional information such as the startup as the kind of user, the name and stage of the company, and so on. The Startup India profile is generated when this information is entered.

Startups may apply for different acceleration, incubator or mentorship programs, and other competitions on the website after creating a profile, as well as get access to the resources like the Training and Development Program, Fiscal Incentives, State Policies for Startups, and pro-bono activities.

Step 3: Get DPIIT Recognition

The Department for Industrial policy And promotion Trade (DPIIT) Recognition is the next stage after setting up an account on the Startup India website. This recognition allows startups to take advantage of benefits such as access to the highest property rights facilities and benefits, the tranquility of public procurement rules, self-certification under labor and environmental laws, ease of company getting stuck, connect directly to Fund of Funds, tax exemption for three years, and a tax break on investments above fair market value.

Step 4: Recognition Application

The page titled “Recognition Application Detail” appears. On this screen, go to the Registration Details tab and tap on ‘View Details.’ Fill out the ‘Startup Recognition Form’ and hit the ‘Submit’ button.

Step 5: Documents for Registration

  • Incorporation or Registration Certificate 
  • Details of the Directors
  • Proof of concept like a pitch deck
  • Traction or scaling stage startup
  • Patent and trademark details 
  • PAN Number

Step 6: Recognition Number

That concludes our discussion. As long as you register, you will be assigned an identification number for your business. The certification of recognition will be provided when all of your documents have been examined, which generally takes two days after you input your information online.

However, use caution when submitting documents. If it is discovered after further verification that the needed document was not submitted, the incorrect document was posted, or a fraudulent document was uploaded, you will be fined 50% of the startup’s terms of investment, with a minimum punishment of Rs. 25,000.

Step 7: Other Areas

Patents, trademarks and/or design registration: You may readily approach any of the government-issued facilitators if you require a patent for your invention or a trademark for your firm. You will only be responsible for the statutory fees, resulting in a charge savings of 80%.

Funding: Access to capital has been one of the most difficult issues for many companies. Entrepreneurs are unable to attract investors leading to a shortage of experience, security, or current cash flows. Additionally, many financiers are put off by the high-risk nature of startups, which fail to take off in significant numbers.

Work and Labor Laws Self-Certification: Startups can decrease their compliance expenses by self-certifying under labor and environmental regulations. Businesses can use self-certification to reduce their regulatory burden and emphasize the main business. Startups have three to five years after the date of formation to self-certify their compliance with six labor regulations and three environmental statutes.

Tax Exemption: For the first three years, startups are tax-free. However, they must be recognized by the Inter-Ministerial Platform in order to get these benefits (IMB). Startups that were formed on or after April 1, 2016, are eligible for an income tax exemption.

How to generate a GST number?

  • GST registration can be done at a local GST Seva Kendra or online through the GST Portal. 
  • Go to the GST official website and choose the ‘Services’ option.
  • Tap on ‘New Registration’ after hovering over the ‘Registration’ button.
  • ‘I am a’ appears in the drop-down option. select a taxpayer
  • Then, choose your business’s region and district. Then input the company name, PAN number, phone number, and email address.
  • An OTP will be sent to your registered phone number and email address. Enter the OTP and double-check the data.
  • Select ‘Proceed’ from the drop-down menu. You will be issued a Temporary Reference Number and directed to the next step in the registration process, Part B.
  • Make a mental note of the Temporary Reference Number. Then check in with this number and the verification code on the New Registration homepage. Click the ‘Proceed’ button.
  • Additional OTP will be sent to your email address and registered cellphone number. Select ‘Proceed’ after entering this OTP.
  • Your registration status is visible on the next page. Select the ‘Edit’ icon.
  • The next page will be divided into ten sections. Complete the blanks. You must submit the following documents: business address proof, photos, the authorization form, bank account details, IFSC code, bank name and location, and the taxpayer’s constitutional.
  • Go over to the ‘Verification’ page after that. Make a declaration in the statement box. For firms that wish to register, you can use an EVC (Electronic Verification Code), an E-Sign technique, or a DSC (Digital Signature Certificate) to submit the form.
  • You will notice a success message saying once you have completed these steps. Your ARN will be delivered to your email address and cell phone number.
  • By entering onto the GST site with your ARN number, you may check its status.


The GST number is highly important for any firm since it appears on all invoices. If you already own a business, you’ll be familiar with the concept of an input tax credit. You’ll be able to legally register your business, which will boost your reputation. You may get the certificate of registration after signing on the official portal.

How Talent Acquisition Analytics Function Works? 4 Benefits of Talent Acquisition Analytics

The process of discovering and hiring talented people to suit your organization’s needs is known as talent acquisition. The talent acquisition team is in charge of locating, obtaining, evaluating, and recruiting individuals to fill available jobs inside a business. In this article, you will learn about the work process of Talent Acquisition Analytics along with the benefits which you can use for your betterment.

How does Talent Acquisition Analytics work?

Talent acquisition, unlike traditional recruiting, is a process that takes place when organizations need to fill a skill shortage in their organization. Rather than focusing just on filling a vacant job, recruiting experts consider the company’s strategic objectives. Because the stakes are so high, a greater focus is placed on creating tactical HR analytics and a data-driven recruitment strategy to find the appropriate people.

This is where talent acquisition analytics enters the picture. Leveraging data to inform recruiting strategies and procedures is what talent acquisition analytics is all about. As per LinkedIn’s Global Recruiting Insights 2018, 50% of recruiting managers utilize big data as part of its strategy, which has benefited them with talent acquisition and boosted retention of employees by 56%.

HR departments may use their people and business information to better understand what makes a great employee, how to find the appropriate applicants, and what makes your organization desirable to prospective future workers. Once discovered, this data may be used to detect and fill talents and skill gaps during recruiting.

Now, let’s move on to the next section, where we will learn about the various benefits of Talent Acquisition Analytics.

What are the benefits of Talent Acquisition Analytics?

Analytics may be used to enhance hiring and applicant experience in the very same way this is used to improve the customer experience.

Using predictive analytics in your talent management approach has several advantages. The following are the top four major advantages of talent acquisition analytics:

1. Predict the success of a candidate

Analytics may be used to forecast a job employee’s future performance. Companies may use people analytics to determine what a successful worker looks like and create a candidate profile that fits. When making recruiting decisions, they might seek comparable traits, activities, hiring supervisors, education, and expertise.

2. Job applicants who are a good fit

Prospective HR analytics can assist recruiters in swiftly identifying, locating, and connecting with the proper sorts of applicants. You can utilize statistics to figure out where that group is (certain social media sites may assist you in locating this) and publish your job advertisements in which they will notice them when you’ve pinpointed the precise abilities and traits you’re looking for in a candidate. You may even tailor the phrasing in the ad/job descriptions to appeal to the personalities of the individuals you’re looking for.

3. Remove bias from the equation

Data is unconcerned about an individual’s age, gender, or ethnicity. Individuals, on the other hand, have flaws. Recruiting managers frequently have unconscious prejudices that obstruct their ability to make the best hiring decisions. Unconscious biases are formed in our brains based on our understanding of social circumstances, attitudes, cultures, preconceptions, emotional reactions, and other factors. You can’t really go wrong with creating a hiring choice based on cool, clear facts and statistics if you want to prevent prejudice.

4. Benefits for employees should be tailored

Matching incentives to individual beliefs, personalities, and behaviors might persuade top applicants to join your company. A job applicant with an introverted disposition who thrives in calm settings, for example, would welcome the option to work remotely once per week. This would not only appeal to the prospect and may influence whether or not they accept the position with your firm, but it would also help them achieve their goals as a worker and enhance employee happiness.

How can you make the most of talent acquisition analytics?

You should keep a few things in mind if you want to fully profit from the advantages of talent acquisition analytics. Here are some suggestions to help you maximize your data-driven recruiting strategy

1. Allow automation to take care of the heavy lifting

If you specialize in human resources, you probably don’t have a lot of spare time to arrange the information on recruitment and hiring. Many recruitment processes that used to take hours of human work, such as applicant screening, application monitoring, and interview scheduling, may now be mechanized.

2. Keep track of key performance indicators

Analyze and monitor market trends, hiring funds, workforce statistics, and any other data you need to assess your company’s human resources. You might wish to invest in panel software that helps you uncover patterns, connections, and findings with your information quickly and easily. Some contemporary all-in-one recruitment software has built-in hiring statistics, allowing you to save time and money while making more informed judgments.

3. Establish a culture of trust

Include workers in the judgment process and explain why you’re doing what you’re doing. Use collaborative recruitment and hiring strategy, and involve your workers in the process of tailoring particular employee perks to match their specific requirements.

4. Determine where you can improve

You can effectively manage your applicant pipeline and discover the best venues for sourcing people if you track your recruiting process. The more data you collect, the better you’ll be able to determine whether your present talent acquisition approach is working. Sometimes, you may update and change your “ideal employee” character, the application process, and job opportunities based on the facts.


Employee performance may be improved with the use of talent analytics. It not only allows recruiting managers to select better-qualified and more dedicated employees, but it also offers facts to support their decisions.

Any firm that uses analytics, on the other hand, will have a better chance of succeeding if they are open about their methods. Companies that employ this type of analytics data, according to Deloitte, will outshine their competition when it comes to attracting and keeping top personnel.

Common Human Resource mistakes that can harm your business

Human Resource is that part of the business which is responsible for managing the people of a business or an organization efficiently so that they work in accordance with the employer’s objectives, and together the organization is able to gain a competitive edge. Human Resource Management is the effective management and maximum utilization of people of a company and bridges the space between the employer’s objectives and employees’ performance. An HR is responsible for managing the activities involved in the employee cycle, from recruiting, training, development, compensation and firing. Hence, the Human Resource department is the most prominent part of any organization. 

It is important here to note that even the Human Resource has certain limitations. Some weaknesses in Human Resource Management that, if not rectified on time, may accrue losses in the business. Here are some of the most common mistakes committed by the Human Resource department that should be avoided.

What are the common mistakes made by the HR department?

If the HR department of your company is likely to commit these mistakes, then you should be aware, as these may cause problems in the long term. 

1. Absence of written rules and policies

Oral communication is not relevant as it is not set in stone. But many HR managers tend to rely on the oral transfer of policies, which further leads to conflict between different groups in an organization. 

2. Fallacious commitments

Many times, HR managers tend to make false promises to the job aspirants in order to grab the finest talent in their organization. This is the major fault of Human Resources, which should be resolved by the employer to reduce employee turnover. 

3. Reckless recruitment

Hasty recruitments lead to the hiring of wrong people many times. HR has its own roles and responsibilities, and because of this, they are unable to extract the creamy layer of talent. There is a need to give enough time and space for recruitment and selection of employees, and hurrying hires can be fatal for the company.

4. Insufficient employee documents

It is essential to maintain each employee’s details and information for future obligations. This is a common yet disastrous mistake committed by the HR department, which many times stand at the cost of the employer and employee relations. HR managers should possess an in-depth knowledge of employment rules and regulations so that the recruitment process becomes smooth.

5. Favoritism

Favoritism is a ‘big no, no’ when it comes to the employment process in big companies. Still, many HR managers look for their relatives and friends for the job. Employers are advised to always keep an eye on this matter at the time of selection. 

6. Overlook employee training

In order to maintain the budget, HR cut down expenditure on training and development of the employees and think of this as unimportant. Disregarding the training is a serious mistake and may increase employee accidents and employee absenteeism, and the organization will have to bear the long-term consequences. 

7. Excessive interaction with employees

Socializing and interacting with the employees is not good for the healthy growth of the manager and employee relationship. There should be a formal curtain between the employees and HR managers. Otherwise, the employees will not work effectively and efficiently, and their productivity will reduce significantly.

8. No value for employee privacy

The matter of employee privacy is very significant and should be complied with by the HR managers. If unknowingly, they disclose the personal information of any employee, then it may reveal their privacy to their co-workers and employer, which at times, become the subject of life and death for the employees.

What are the weaknesses of Human Resource Management?

Though Human Resources is believed to be the strength of any organization, it too has some embedded limitations. 

1. Time and expense considerations

The process of Human Resource Management comprises a full employment cycle, from workforce analysis to recruitment to training and development to firing, which is extremely time-consuming and expensive. As recruitment and selection require a lot of patience, and training of the employees is very costly.

2. Uncertainty

It is not known that the employees recruited in the company will stay for the long term. Hence, Human Resource Management is unpredictable, as the company may be unable to retain talent. 

3. Insecurity among existing employees

Human Resource Planning is indeed a complicated procedure. At times when there is surplus manpower, the company fixes this imbalance by firing or laying off employees. This results in insecurity among existing employees and erosion of their confidence in the organization.

4. Flexibility issues

Human Resource Accounting sounds preposterous. This is because Human Capital at times becomes unmanageable. The same approach does not work for each and every individual. 

How to avoid the mistakes committed by the Human Resource department?

The common HR mistakes and problems can be avoided by making the most of this significant department. It is extremely important to counseling the members of the HR department when there is a rise in inaccurate results. As HR managers have a lot of work to perform, it is a high possibility of these mistakes. This is the department that is responsible for maintaining the workforce in an organization. Hence it is very important that common mistakes by the Human Resource should be reduced to a large extent. 


Human Resource plays a vital role in every organization, as it serves as a link between a job aspirant and an employer looking out for talented employees. A major part of Human Resource Management revolves around Talent Acquisition and Talent Retention. But there are certain problems in front of the Human Resource department and some mistakes which the members of this department commit, knowingly or unknowingly. 

The limitations of Human Resources cannot be rectified, but the provisions have to be made earlier. If the HR department makes mistakes very frequently, then there is a requirement of counseling for them. They have a lot of duties and responsibilities, which increases their probability of committing mistakes. But the value that Human resources derive from every organization should be realized and recognized.


1. What are the common mistakes of HR managers?

Some of these mistakes which should be kept an eye on are hasty recruitments, favoritism, too many friendly relations with employees, lack of written policies, ignoring employee training etc.

2. What are the limitations of Human Resource Planning?

Some inbuilt limitations are time and cost considerations, uncertainty, inflexibility and loss of confidence and morale of employees.

What is the best Alternative to Employee downsizing

There are instances when companies must take drastic measures, such as downsizing or redundancies, to save their businesses from failing. Employers frequently downsize when faced with corporate restructuring, resizing, mergers, relocation, or buyouts. Layoffs are also prevalent amid financial crises, such as the current COVID-19 outbreak.

However, there are certainly better options than layoffs or downsizing if businesses want to retain those loyal and skilled employees on board.

Before moving ahead with the article to find the best alternatives of employee downsizing, let’s learn what downsizing is and how it works.

What Is Downsizing?

Downsizing is when a firm fires a large number of people at once to turn a profit. Downsizing, unlike termination for cause, is usually the result of company conditions overall rather than any behavior on the worker’s side.

How Does Downsizing Work?

Throughout a downsizing, some employees are generally notified that they will be laid off. Typically, these are final layoffs, but the employees may be hired back following a restructuring phase. Layoffs are frequently followed by additional changes, including branch closures or department mergers.

After a firm downsizes, there may be adjustments in the day-to-day activities of the remaining workers. Many staff may have to take on additional duties as a result of the reduced workforce.

Finding a Job after Downsizing

Contact your corporation’s Human resources department once you’ve been laid off to discover what benefits you could be eligible for. As you begin your job hunt, you should simultaneously file for jobless benefits. The federal government funds dislocated worker initiatives that provide job hunt and training assistance.

When looking for employment, if you are a displaced worker who was dismissed due to corporate downsizing, you should describe your situation. Since it is due to events beyond your control, getting laid off differs from being fired. Once you apply for a job, companies should be aware of this disparity.

Best Alternatives of Employee Downsizing


Melvin Scales surveyed 268 top company and HR professionals and discovered that 22 percent usually offer relocation before making job cuts, while 29 percent do it sometimes. To assist improve income, several companies are repurposing underutilized employees into customer-facing jobs like sales. Rhino Foods, which manufactures the cookie dough for ice cream, transferred 15 of its manufacturing workers to Autumn Harp, a neighboring lip-balm maker, for a week to assist with the Christmas demand. Autumn Harp was billed for the hours performed after Rhino paid the staff.

Furloughs and decreased hours are being used to minimize payroll expenditures

The premise behind unpaid vacations, often known as furloughs, is that by spreading the pain of a downturn throughout the staff, a company may retain outstanding people, gain more loyalty, and a good spot for recovery. Layoffs are also less expensive than severance pay. For example, during the 2009 economic crisis in China, accounting firm Ernst & Young allowed its 9,000 onshore and Hong Kong workers to take one week of low- to no-pay vacation to cut operational expenses. About 19% of the firm’s inspectors opted in, resulting in a 17 percent reduction in payroll expenses.

Pay reductions and pay reductions with incentives

Companies can use a pay decrease as an alternative to shrinking staff while lowering labor expenses and retaining employment. However, this option may negatively impact, as pay cutbacks may leave lasting emotional wounds and harm employee morale. Poor management can lead to decreased production, which in turn raises labor expenses. Many firms have adopted salary cutbacks, including Winnebago Industries, Inc. Due to the present crisis, Winnebago enacted a tiered compensation decrease for its CEOs in February 2009. According to the WSJ, Winnebago Inc. CEOs received a 20% salary decrease, while other top executives received a 10% pay cut. The compensation of all other salaried employees was cut by 3%.

Employers might also adopt wage cutbacks with bonuses to reduce the negative impact. Employers can, for example, encourage employees to take up to a year of unplanned sabbaticals and allow them to trade a portion of their salary for company shares.

Levels of defense 

This version has a few levels to it. The first level or outermost level involves employment freezes and spending cuts. The second stage entails converting much staff to four-day working weeks and phasing out temporary and contract personnel. The third ring involves job cuts, factory consolidation, and salary freezes. The third option, which should be taken if sales continue to decline, is selling assets and reducing salary, perks, and R&D investment.

Work sharing 

Work-sharing is indeed a state-based scheme available in 18 countries, namely Belgium, Netherlands, France, Germany, Italy, the UK, Switzerland, and many American states. Allowing companies to decrease work hours to claim unemployment benefits to restore a portion of their employees’ lost income is known as work sharing. Although the rules and payouts vary, most businesses must maintain healthcare and pension benefits and obtain clearance from organizations or third parties involved.

Offering remote/telecommuting employment or relocating to a smaller workplace

To be competitive in the market, distant and remote work is now a corporate need. This is also an excellent way to save money on things like electricity and building costs. Remote or telework is also a viable option for avoiding layoffs. However, some companies may have worries about the security of corporate data, fear of reduced productivity, and, in certain cases, a lack of confidence in employees while applying this method.


Downsizing a business is never a pleasant experience. When a firm decides to reduce its workforce, it affects everyone in the organization in some manner. Aside from generating joblessness for some, it also results in reorganization and a shift of responsibilities for others. Downsizing is always a difficult option for business companies to make. Downsizing is usually done when a firm makes substantial adjustments to either improve the firm’s value or save costs.

How can Job Fairs be helpful for volume recruitment?

Ever wondered about bulk recruitment that can get you an effective and efficient mass of employees at once, and that too with affordable costs. You got that right. Job Fairs have proved to be an employer and employee-friendly method of volume recruiting. It has numerous advantages, which makes it an attractive mass recruiting strategy. Recruiting at a career fair can be a bit stressful, but you can interact and expand your network through this method of bulk recruitment. 

There can be various reasons and methods for bulk recruitment. But managing high-volume recruitment is a task in itself. For this, a bulk recruitment strategy is to be made by the recruiting team so that they attract the finest layer of graduates. Job aspirants who walked in the career fair or job fair get knowledge of various vacant job positions and expand their network. In this article, you will get to know about the reasons for bulk recruitment, Job Fair as a method of bulk recruitment, pros and cons of Job Fairs, points to bear in mind for recruiting talented candidates and the effect of COVID-19 on volume recruiting methods.

Why do companies go for bulk recruitment?

Most companies go for bulk recruitment when they are thinking of starting a new project, which involves a huge budget, research, planning and efficient implementation. The companies formed a lookout recently for bulk employees at once. Volume recruitment is required, especially in construction, BPO, customer support, hospitality, telecommunication, banking and manufacturing sectors. The established companies which are aiming to diversify their product line and going for a divisional structure also opt for bulk recruiting methods. 

What are Job Fairs? 

Job Fair or Career Fair is a method of attracting a bulk of talented aspirants simultaneously. Organizing Job Fairs will reduce the communication gap between the employers and prospective candidates. It is an event where companies, job aspirants and recent graduates take part and recruiters lookout for prospective employees. Job Fairs have proved to be an efficient way to attract many talented candidates at once. It is also helpful for the job aspirants, wherein they get to choose where they want to work and increase their network. 

How can Job Fairs help in volume recruitment?

Job Fairs prove to be effective on many parameters, such as volume recruitment, expanding contacts, enhancing networks and attracting the best talent. They can be extremely helpful for bulk recruitment and save time for interviewing numerous candidates. Many companies resort to organizing career expos or hackathons to get in contact with numerous talented people. This is also quite an easy way to recruit many people at once. Also, it is helpful to fill the positions that were vacant for a long time.

To organize a Career Fair, the advertisement costs are involved, and the event can be conducted at a suitable location, which can be the office as well. The HR team should also consider other methods of bulk recruiting according to their budget and requirements, such as Employee Referral Programs, Campus Recruitment, Social Media Recruitment, Job Boards, Employment Agencies etc. 

What are the merits and demerits of Job Fairs?

As every coin has two sides, Job Fairs also possess some advantages and disadvantages, which are as follows:


  1. As compared to other bulk recruiting options, Career Fairs have proved to be quite inexpensive. Though there are advertising and location costs, they are budget-friendly. 
  2. The applications of the candidates are readily analyzed in the Job Fairs, which also saves time, both the job aspirants and the company. 
  3. Job Fairs are a medium to interact with different types of candidates with requisite qualifications, who use different approaches to perform their duties. This helps the employers to not lose confidence with some unsatisfactory candidates. 
  4. Also, these fairs allow networking with other corporations or organizations and increase contacts. For an employer, it becomes worth the time, money and efforts to join hands with competitors and gain knowledge of their plans and policies. The candidates looking for jobs also get to interact with different employers and understand their requirements. 
  5. Job Fairs help increase brand awareness and indirect marketing of a brand because of the huge crowd of job seekers.


  1. Job Fairs as an option for bulk recruiting is suitable for established companies, as hardly any aspirant gets attracted to jobs offered by recent companies.
  2. The vast crowd increases stress on recruiters, as there are high chances of missing prospective employees, which makes Job Fair an unsuitable option.
  3. Because of the immensely large population in the Career Fair, the time to interview each candidate reduces. This is a major drawback of a Job Fair, as many times an unsuitable or inefficient candidate gets selected.
  4. Some people who already have a job attend career fairs to look for the second-best option and don’t come to get a job. 
  5. Job Fair is a draining and tiring task. Due to the inability to deal with large crowds, it becomes the tendency of the HR team to miss out on some of the best options.

What are points to remember while recruiting through Job Fairs?

Some points to keep in mind while recruiting candidates by organizing Job Fairs are:

  1. Always be industry-specific while organizing Job Fairs so that you are able to stimulate your employer branding strategy and attract top talent from your field.
  2. You can also choose for Campus Recruitment by organizing a Career Fair in the college/university premises.
  3. Choose your representatives wisely, as most job seekers get an idea and form an opinion about your company by having a conversation with the representatives. You can choose from the HR team, hiring managers or other delegates.
  4. Prepare for the Job Fair in advance, and make sure that you do not forget to take the company’s brochures and cards that contain the employer’s contact details with you. 
  5. Make sure to provide all the representatives with their name and designation tags. You can also get your company’s customized shirts designed for the representatives to have an impact on the job seekers.
  6. Always prepare the interview questions beforehand. You can ask role-specific questions or questions related to skills and experience. Ask about the candidate’s qualifications, hobbies, interests and experiences. 
  7. Advertising the event through social media, newspapers, existing employees and in your network is really important. 
  8. Keep the interview within a specified time frame, wherein you gather all the necessary details about the job seekers and answer their queries. Inform everything about the organization and job to the candidates. 
  9. After the event, get in touch with the prospective candidates for the further selection procedure
  10. Don’t forget to analyze the results of the Job Fair recruitment. This will help you to know the best bulk recruitment strategy for your organization. 

How has volume recruiting affected by COVID-19?

The process of recruiting many people at once through Job Fairs has been affected by COVID-19. Nowadays, Job Fairs are being organized online, which has given the companies much flexibility to interview more and more candidates and also market their brand. Other types of recruitment, such as Campus Recruitment, are also being conducted online. But not interacting with the job seekers face-to-face continues to be a major drawback.


Among the various bulk recruitment methods, Job Fairs or Career Fairs or Career Expos have proved to be effective and efficient. But it, too, has certain benefits as well as limitations. Some points should be remembered while organizing a Job Fair. COVID-19 has converted the traditional Job Fairs into online Job Fairs, which has increased the options for the companies to recruit the best people. 


  1. What are the merits of organizing a Job Fair?

Job Fairs are time and cost-effective, help to expand the network and increase contacts, get the best employees possible and marketing the brand.

2. What is important to consider before organizing a Job Fair?

Before organizing a Career Fair, prepare the interview questions, choose representatives, design customized shirts, brochures, cards and name tags for the representatives. Advertising and choosing the location beforehand is necessary to attract as many people as possible.

How to write a REJOINING Letter? Step-by-step Instructions

You may need to take a very long leave of absence at some point during your work, such as if you get unwell, need to take paternity leave or need to care for a dear one. Before you can resume work after a leave, your company may require an official letter of purpose. On this page, we’ll go over why it’s important to write a return to work letter after getting a leave of absence, how to plan for your return to work and how to write a return to work letter.

What is a Rejoining Letter?

A rejoining letter is a formal letter issued by a former employee requesting to return to the firm. A rejoining letter is often written to the corporation’s Manager or Managing Director or CEO or HR administrator.

A rejoining letter is a notifying letter sent to a company requesting that they rejoined the organization. If a member quits his or her place of employment for personal reasons and desires to rejoin the organization, a letter is written to the company with a request to join the organization.

However, after your capitulation is accepted, it is tough to rejoin the organization since the organization loses trust in you and has to examine numerous documents for your settlement following abdication. It is far from impossible to rejoin whether there is an unacknowledged abdication. In the instance of long and extended absences, such as maternity leaves or absences due to a medical condition, it might be anything but tough to rejoin the organization for a variety of reasons.

How to get ready to return to work?

Here are some suggestions to help you prepare for when you may return to work:

1. Ask for a phased return

Contemplate a gradual return to work if you are going back to work after being unwell and are still having lingering symptoms. This will allow you to progressively resume your usual duties. Employees with phased returns can start working part-time on specific days of the week or through reduced workdays, enabling them to come back to work at their own tempo.

A phased return may limit the sorts of duties you undertake at work until you are healthy enough to resume all of your obligations, depending on the details of your recovery and employment. To establish a strategy that is advantageous to both you and the employer, discuss your requirements and plan with your manager and physician.

2. Stay in contact 

Keep in touch with your colleagues and supervisor throughout your time off to obtain frequent information on operations, targets, and other developments to ensure a seamless return to work. If you can’t keep in touch, set up a meeting with your boss either before or right after you return to hear about any advancements or changes you might have missed.

Keeping in touch with your coworkers might also help you retain good working connections and get support while you’re gone.

3. Ask for help

If you have queries or worries regarding your workload after going back to work after a prolonged leave of absence, seek assistance from colleagues, your HR manager, and/or your manager.

Rejoining Letter Format 

Every official letter must follow a specific format. Similarly, a rejoining letter should be written by the employee in a correct manner to persuade the appropriate authorities to contact you for an interview. 

The rejoining letter format:

  • Date
  • Name and designation of the recipient
  • Name and address of the company
  • The subject of the letter
  • Salutation, for example, Respected Sir/Madam
  • Body of the letter  
  • Closing the letter
  • Your name, address and contact number

How to write a Rejoining Letter?

To create a successful letter of purpose to return to work, follow these instructions:

1. Send the letter to the appropriate individual

You may also need to address your back to work statement to a manager or a human resources person, based on your corporation’s regulations and structure. This individual, in whatever role they have within the firm, is most likely the one who organized your time off from work.

2. Thank them for approving your leave of absence

The correct etiquette for a back to work letter, like with other business letters, is to begin with gratitude for allowing your leave. Analyze how your absence helped you to recuperate and recover health, care for a dear one, or otherwise adapt to changes in the household.

3. Please provide all necessary paperwork

The paperwork you’ll need is determined on your cause for being absent as well as your company’s rules. This paperwork might be in the type of documentation you were given when you originally took your leave or a particular return to work intention form that your employer needs workers to fill out.

Furthermore, if you are going to work after being ill or getting treatment, your employer may ask you to submit a doctor’s discharge letter stating that you are well and capable of returning to your previous position. If you want to attach a doctor’s discharge letter, make sure it specifies the cause for your leave as well as any limitations you’ll have to follow when you come back to work.

4. Describe how you intend to re-acclimate

Mention specific actions you intend to take in your back-to-work letters to guarantee a seamless transition back to the office and your previous level of performance. You might state, for example, that you’ve spoken with your assistant and that they’ve emailed you meeting notes to assist you in catching up.

5. Thank you at the end of the letter

To show your respect and appreciation, thank your supervisor, human resources person, or boss once more for their assistance and flexibility during your leave.


And that’s how you should write a rejoining letter. Keep these key points in your mind while writing. Never forget to close your rejoining letter with gratitude. 

We would hope you like the article, if you did, kindly share it with your friends and colleagues.

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.

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.

30 Best Birthday Wishes for Employees

Being a boss or the head of an organization is an extremely important role. Your employees look up to you as a source of motivation and they will seek your approval in whatever way possible. Be it a few words of encouragement, or even a passing smile, it goes a long way to push an employee to be productive. The employees also feel comfortable with you as a boss, and open up to you as friends instead of viewing you as someone to be intimidated by.

Acknowledging small things like a birthday or an anniversary is the easiest and simplest way to reach out to your employee casually. Not only will that build mutual respect, but it will also go a long way in reassuring your employees that you would be there for them no matter what.

Here’s a list of birthday wishes for that you, as a boss or the leader of an organization can use.

Best Birthday Wishes for Employees

You showed your strength when I needed you the most, you’re a faithful employee. I hope in due season you’ll get rewarded massively. Happy Birthday faithful employee.

Life has a way of bringing to us people that impact our lives in many ways, thank God I employed you, a lot changed in my company because of you. Happiest birthday loyal employee.

I figured that it wouldn’t be wrong to call you my friend and not just an employee, you have developed to earn that place in my heart.

You are an outstanding employee in our organization; wish you all the great achievements and a bright future. Today is your day, celebrate it and enjoy to its fullest. Happy Birthday!

The extra effort you put in everything is amazing, you deserve a pay rise for every task you accomplish,but I know you want to ask for this. Happy Birthday hard working employee, enjoy yourself.

Your excellent deeds and dedication make you famous among all. Keep your efforts going. Happy Birthday in advance.

I can’t imagine a day without you here, you have really improved our company and for that, I’m in a rush to share your birthday, so I sent this early. Happy B-day in advance.

You make work easier, you are a fast learner and someday, you will be a great mentor. Happy Birthday in advance

I love your competence and your work ethics; you are definitely an honorable member in this society. Enjoy this day and more to come; I sent you earlier so I hope to get some cake too.

May you execute all your goals and objectives that you have been set for this year. Have a wonderful day. Happy Belated Birthday.

I may be your boss, but our relationship goes deeper than that. I’m proud to be part of this day and sorry for being late. Hope you had a good day.

You are a great employee and I appreciate you much, I hope you had a hearty birthday with your friends and family around. Sorry for being late.

Your value to this company is really appreciated and you are great to be a lady but still can work better than men. Happy Birthday awesome woman, have lots of fun.

I sincerely appreciate little things in people, and I wonder how you could possess them all although you’re a young girl. Happy Birthday my royal and loyal employee. I won’t trade you for anything. Enjoy it.

You’ve worked so hard for this company and you know if you asked for anything, you’ll have it because you are so indispensable. But yet your female nature made you ask for nothing, you are kind.

I have been a boss in many places and I have seen and worked with many girls, but you seem to be so different. Keep being different and you’ll be great someday.

Open the windows of fun, close your eyes and enjoy every single minute of your Bday celebration. The sweetest birthday to the sweetest employee ever.

You reminded me of my work way when I was working with my boss, people like you always end up having their own company. The best birthday to the best employee.

Every worker always wants to win the award of employee of the year, but even though there might be another winner this year, none has served me like you have always done. Happy Birthday my favorite employee.

I will do all that is in my power to make you happy as you did much to my company, your inputs give great results. Happy Birthday hard working employee.

The best employee deserves the best celebration on a special day like this, I wanna especially wish the most talented employee a prosperous year ahead. An outstanding birthday to you!

If there is an award for the overall best employee in this country, I’m so optimistic that only the person that has your kind of work ethics will win it. Enjoy your day.

Best wishes for the most valuable person of our company. May your days get bright and nights shine.

Great minds like yours deserve to be exalted, you are a great addition to my life both person and work, and I hope you live longer than your grandmother. Have a hearty birthday sir.

You are the valuable talent of our company, your knowledge, and mentoring skills are quite stupendous to make a learning ground for new arrivals. Happy Birthday!

Now that my retirement is soon, I just feel like I can retire in peace and with so much comfort, because the company will be in safe hands. Happy Birthday wonderful friend.

The most recognized hard worker by the senior staff of this company is no one else but you, you have done brilliantly well since your employment. Don’t stop now. Reward awaits you.

With employees like you, my work is easier, thank you for being such a great person. Have a hearty birthday and may all your wishes come true.

Your services, enthusiasm, and commitments are appreciated. You did it as you said. Wish you a very Happy Birthday.

Works are easier to be carried out by you, I wonder how an employee could be this great. Keep up your good work. Happy Birthday to my wonderful employee.

A birthday is one of the most special events in a person’s life. One well-wished greeting can truly earn you numerous brownie points as a boss!

Difference between Job Enrichment and Job Enlargement

When you look at it, in essence, job enlargement and job enrichment are nothing more than means to regulate employee motivation and satisfaction. They’re two paths to the same end goal; however, they differ widely.

In simple terms, job enlargement is a horizontal expansion of roles, and job enrichment is a vertical expansion. Each has its own problems and cases in which they may be used. Job enlargement is all about motivating the semiskilled or unskilled workers and generally translates to work overload without any real increase in authority or responsibility. In comparison, job enrichment is for the development and satisfaction of skilled employees, not akin to a promotion considering the employee’s track record.

Let’s look at each of the two in detail with examples.

Job Enlargement

Consider a female receptionist or secretary responsible for handling customer support, inquiries, and calls to the front desk. After doing the same thing for a few years, she, as any person would, grew tired of the monotony and asked for a change in pace. Thus, she was given a few more tasks, like interacting with clients and making outward calls. As you can see, while these tasks may have reduced her monotony, they gave her no real extra responsibility or authority and only served as a means to quell her boredom by giving her more work, like a mule getting extra loads.

That’s not to say this doesn’t work or that it’s only the organization taking advantage of the boredom to pile on more work. In companies following a centralized structure, where the number of employees is limited, it can be quite helpful.

Let’s take a look at its features:

  • Horizontal Expansion of work
  • Widening of the scope of job responsibilities
  • Low skill bar for implementation of this strategy
  • Upliftment of employee morale

However, the very same comes with a few limitations.

Job enlargement is seen to be rather inefficient for large organizations where the individual workload is already high and control in the hands of the management is low. A few key disadvantages are:

  • Increase in workload
  • Decreased productivity in the short term
  • Can cause issues with the employee union

Directing a more horizontal workflow to an employee may quell their initial boredom, but without increasing their compensation, it will only lead to a downward spiral in their morale. The very same is seen by the Union as worker exploitation for obvious reasons.

Job Enrichment

On the flip side, consider an HR executive responsible for maintaining employee records and interviewing potential candidates. To add more value to the executives’ already existing job profile, he is then assigned some extra work, such as providing funding details to the accounts department or the initial scrutiny of upcoming employees. Unlike in Job Enlargement, these new tasks carry additional responsibility and gives the executive more authority than they previously experienced. This leads to more efficient work affecting the workers’ confidence and morale.

It is the vertical restructuring of a job profile to add various tasks on different levels of an organization to increase the value of an employee in the company.

Some important features are:

  • Vertical Expansion
  • Adds Self discipline
  • Inculcates professionalism
  • Adds personal accountability
  • Increases authority and responsibility

Unlike job enlargement, job enrichment is not an immediate process that can be meted out immediately, and it needs proper planning and implementation if it is to work as intended.

It involves combining multiple related tasks into a single job profile for an individual, followed by the careful establishment of worker relations as they fit into their new environment. Finally, whether or not it adds responsibility still denotes an increase in workload, so an open feedback channel is extremely important for a glimpse into employee satisfaction.

This seems like a wonderful thing, right, and it is, but it comes with its limitations.

The bar for implementation of job enrichment is quite high, and unless its demands are met it may not work ours appropriately. It has no space in an organization that employs semiskilled or unskilled workers. On top of that, here are a few more barriers to entry:

  • Due to the advancement of technology, there may not be a need for a restructuring of job profiles of employees
  • There is a high barrier of skill and knowledge required for adding higher-level tasks onto workers
  • Implementation of this tactic can take time and cannot be rushed if it is to work successfully
  • Lack of a strong managerial team can lead to an uneven distribution of tasks between employees rendering the system useless
  • Not all employees can handle the new tasks given to them successfully, especially considering these bring additional accountability


A good way of condensing the pros and cons would be to realize that job enlargement is a short term solution that requires little to no time or experience to execute, whereas job enrichment is a more drawn out, meticulous process that has a high barrier to entry but ultimately leads to the substantial growth of an employee.

What is Workforce Diversity – Meaning, Benefits, Drawbacks, Features

In today’s post, we are going to learn about workforce diversity, how does it matter to your business, its benefits, and more. 

First, workforce diversity isn’t merely an inclusion fad – but it has got direct and tangible benefits. Businesses with higher workforce diversity perform much better than their competitors and attain higher productivity in the long run!

Workforce diversity means an organization has built a team workforce that includes different kinds of people. It will mean people from different ethnicities, socioeconomic status, sexual orientations, genders, ages, religions, or other ways where they differ. In simple terms, it means that people who have got different personalities and skills will approach particular situations differently, like both extroverts and introverts. Ideally, a company will build the workforce consisting of the above and match the strategy to have different employees with the overall organizational values and goals.

Why is Workforce Diversity So Important for Your Business?

Increasing workforce diversity will have many benefits: positive reputation, innovation, creativity, and more! Having various perspectives will improve your creativity and helps people to communicate positively with each other. This collaboration can bring more innovation and the ability for your organization to stay in front of these changing times! Of course, enjoying diversity within your business will encourage a positive public reputation & create devoted brand fans. Why should we not consider workforce diversity?

Benefits Of the Diverse Workforce

Creating workforce diversity has many amazing benefits for companies. A diverse group of employees will come up with varied and unique ideas and approaches. It allows the company to perform better and come ahead with some original and creative ideas. The workforce consisting of one group will be a bit conducive to creative any stagnation that can halt the company’s success. Having people who speak different languages can open up international business opportunities and outreach in communities where various languages are spoken. The diverse workforce can improve the reputation of a company and allowing it to gather better talent and higher customers.

Drawbacks of the Diverse Workforce

So, with positives, there are some disadvantages too like communication barriers, negative attitudes, and resistance to change. Sometimes it is a challenge to collaborate with employees of different communication styles and cultures. Meetings and discussions can be sidelined when dealing with what must be an easy issue- communication. Your business might come across people resistant to any change and show negative feelings towards your diversity.

Features of the Workforce Diversity

Salient features of the workforce diversity are given below:

  • Workforce diversity aims in making employees work to their full potential
  • Work-force diversity will work towards better attainment of the organizational goals.
  • Workforce diversity rules out discrimination among the people whatsoever.
  • Workforce diversity needs the creation of the organizational climate, where people from various cultural, social, and diverse in other respects (like gender, age, education, etc.) will co-exist & work with the co-operation of each another.

How To Develop A Diverse Workforce

An initial first step in building a diverse workforce is hiring people from different backgrounds. The companies must not consider tokenism for diversity, and where they hire one person from a particular group whereas other employees from a different group. It is not just unhelpful but comes over as shallow and can lead to disgruntled employees. So, integrate the hiring strategy with the overall business goals. For instance, hiring employees from a specific group can help the business to be successful in ventures, like expanding in a new area or providing a new product. A diverse workforce will be tough to build, so the organization needs to learn from the mistakes and continue trying.

Supporting a Diverse Workforce

Just creating a diverse workforce by hiring employees of different backgrounds will not be enough. The company has to support them & meet their needs. For instance, a team member from the religious minority might grow dissatisfied when he/she is not given off work on holidays or asks for time off for practicing her religion. In contrast, other employees don’t work on their religious off by default. So, an employee of different ethnicity might experience unaddressed racism or may leave. Companies have to take their responsibility to a diverse workforce very seriously where all are treated equally and are welcomed. When the companies do, they will reap benefits in the lower turnover & stronger loyalty from the customers and employees.

Importance of Workforce Diversity

Workforce diversity is important for the following reasons:

Dealing with Diverse Consumer Market

A culturally diverse workforce will better appreciate the requirements, feedings, and behaviors of the culturally diverse consumers. Therefore, workforce diversity improves the competence of the company to deal with the market inclusive of different consumer groups of culture, age, sex, etc.

Improve Decision-Making

People from heterogeneous backgrounds might aid management in better decision-making by offering suggestions from diverse perspectives and orientations. A heterogeneous team of people can be more innovative and creative; whenever they pool their experiences and knowledge and agree on the common solution to the tricky problem that may help management to make the best decisions for their organization.

Better Relations

Workforce diversity aims to develop and nurturing the common organizational climate and culture that allows people from diverse backgrounds and cultures to co-exist calmly. Such a type of organizational climate and culture leads to better relations in an enterprise and generates overall managerial and organizational efficiency.

Preventing Labour Turnover

If there’s a good workforce diversity, women or other dis-satisfied employees will be prevented from leaving your company. If otherwise, when there’s a huge labor turnover due to poor workforce diversity, the investment made in the manpower might go waste, with bad consequences for a company. Employees leave a company when they don’t feel comfortable or duly cared for by the management.

Building Goodwill

Organizations with the best workforce diversity grow goodwill in our society. As such, skilled and talented people with diverse cultures and backgrounds get attracted to seeking appropriate employment. These companies do not have any problem with the scarcity of educated, talented, and skilled human capital.

If you can find value in diverse cultures, ideologies, traits, and experiences, you are on the way to the stronger and diverse workforce that grows with your business.

Difference between Induction and Orientation

Whenever any new employee gets hired in a company, they must undergo a few processes, get introduced to a company, and learn their rules and regulations. In today’s post, we will know the difference between induction and orientation, so without wasting any time, let’s dig deep.

Induction and orientation are two important processes used by companies. Both the terms are connected. They are a part of the introductory program developed by the companies to make their employees feel comfortable and obtain the information that they want to work productively.

Since both the processes happen during the first few days when an employee has joined the organization, it becomes tough to differentiate between them. Induction is generally a process used for introducing any new employee to that company and work setting. In contrast, orientation is a process in which a new employee is offered basic information about that company and rules and other workplace policies.

Here we will explain both terms in detail, and differences between induction and orientation will be clarified.

Difference between Induction and Orientation

Induction includes information as a company’s overview, policies, and organizational hierarchy. Orientation provides details like new employee’s projects, events, teams, company members, and progressions. Induction can be completed in one day.

Orientation might take several days, as per the organizational requirements of a situation. Induction is a bit more casual in comparison to orientation. An orientation program generally aims to reduce the anxiety of the new employees. Induction is the first process carried out by a company. Induction includes descriptive projects and a paper cover of a company’s instructions, worker’s assistance, and strategies, whereas orientation includes communication of the workers to many company people.

What is Induction?

Induction normally happens to warmly calm and relax a new person and prepare them for their new job. It’s one carefully organized database that will help a new worker with the co-workers and office. Term induction is generally derived from the Latin word ‘inducer’ that means ‘to pick up and introduce.’

In induction, a person gets officially admitted to an organization as a team to handle the particular post. To welcome a new worker to a company is known as induction. In short, induction is the technique of introducing the newcomer that happens when a person joins that organization.

With this procedure, the company provides him some basic description, which is important to adjust instantly, and attainable in a news organization. This helps in getting maximum efficiency in a short time. This process generally helps to make a true impression on recruits who belong to a company.

With the procedure’s help, a worker comes in terms with the organizational requirements; an appraisal will be recorded in a company’s database. The impression is about the company’s vision, standards, dreams, customs, rules, employer data, dress code, clients, followers, and many more.

Induction may include:

  • Office Tour / Meet & Greet
  • Welcome Booklet / Company Culture PowerPoint
  • Buddy System
  • ‘Welcome’ Morning Tea
  • Company Swag Bag

To understand in one sentence: It is a process to greet new employees to the company and its culture.

What is Orientation?

On the other hand, Orientation is a process to rehabilitate the new hires in the organization. Orientation assimilates the team into a new workplace. It is a process to support the newcomers to get adjusted to the environment quickly and easily. Companies consume some weeks or months on an orientation of the requirements.

So, the primary focus of this process is to remove all anxiety and disturbances of the new hires. It is a reality that the new workers feel a bit disturbed or worried when they become a new part of the organization. They’re concerned about whether they will be able to perform their new responsibilities well.

It has been noted that many workers feel a bit unfit whenever they make compare themselves with other expert workers. With this process, they will get straight data about their work surrounding while introducing to other workers.

Orientation may include:

  • Computer or Phone Allocation 
  • Introduction on Pay Roll or Expense Process
  • Travel Card Setup
  • Overview Brand Style-Guide
  • Company Policy Documentation like Health and Safety, Privacy, and Emergency Contacts

To understand in one sentence: Orientation is a process that will familiarize the new hires with the company policy and rules.

Comparison between induction & orientation can be understood clearly on the given grounds:

Induction – A process to welcome new employees to the organization, prepare them for their role. The process involves the assimilation of the new joinee in an organization and rehabilitate him at a new workplace, and offer basic details about the organization.

It’s a one-way procedure wherein the speaker or manager tells the joints about the company. On the other hand, orientation is the two-way procedure wherein both new joiners and managers interact and join the process.

Induction generally involves the planned introduction of an employee to the company. But, Orientation is an integration of an employee in the company.

Induction is the short term process, and orientation lasts for a longer time.

Induction can be done at an introductory stage and then followed by an orientation.

Induction is a detailed presentation and brochure of the company’s policies and rules, and employee benefits will be provided. Conversely, orientation includes the interaction of the employee with other members of the company.



Induction involves inviting the newcomer to an organization and prepare them for their job role Orientation which involves assimilation of the new joinee in the organization & offer basic detals about the company
It is a one-way process It is a two-way process
Introduction of an employee with the company Integration of an employee with the company

The Final Step

Both the induction and orientation process differ from one organisation to another, but their primary aim is to facilitate the smooth rehabilitation of an employee in a new organisation. This program builds up confidence, trust, morale, and a sense of belongingness among employees towards a company. 

Difference between Salary and Remuneration

While working in a professional space, we are rewarded for the services we render to individuals, organizations, or corporations. There are many ways to reward an employee’s contribution. Salary and remuneration are two such ways through which employees can be rewarded. Although there remains a thick line of difference between salary and remuneration, it can sometimes pose itself as a confusing question. This article is going to tell you what is the difference between salary and remuneration.

To understand the difference, we need first to understand their basic definitions.

What is Salary?

Salary is an agreed upon money, signed by both the employer and employee, which the employee is supposed to receive at the agreed upon intervals, i.e., weekly, monthly, etc. Salaries are also sometimes referred to as wages. These can also be received at the termination of the working tenure if the job type is temporary or ad-hoc.

Salary is determined by the employer; usually, organizations and employers follow a uniform pattern of salary in which workers are paid according to their position, job responsibilities, and seniority in the organization. These salaries or wages are based on the minimum wages set up by the authorities for different services and sectors. If the salaries are below the minimum wage set up by the government, then the employee can file a complaint against the employer as it is considered a violation of his right. For more information, you should learn about the minimum wage range set up by the central or state authorities for your particular organization and the sector it belongs to.

What is Remuneration?

Remuneration is the entire payment that the employee receives instead of his services by the corporation or the organization. It includes the salary and all the privileges that the employee enjoys while being a part of the organization. It is also an agreed upon package wherein the employee and the employer are the signatories.

Difference between Salary and Remuneration

Salary Remuneration
It refers to the exact sum of money, payment in cash or cheque, or money transfer that you receive in lieu of the work that you have rendered to the organization. It refers to all the components of the compensation package that the employee receives in lieu of his services rendered to the organization.
Salary is a part of remuneration. Remuneration refers to salary as well as all the privileges provided to the employee by the organization.
Salary is fixed and agreed upon by the employee as well as the employer. In most cases, remuneration is not fixed, the nature of remuneration can be agreed upon previously, but the amount of remuneration can vary. For example, remuneration can vary depending upon commission earned by employees in some cases.
Salary is provided to employees at all the echelons of the organization. In most of the organization, remuneration is enjoyed by employees at higher echelons of the organization.

That’s all you need to know about the two terms and the difference that lies between them. Be aware of your wages, salaries and remuneration offered, and you will be good to go!

Difference between Questionnaire and Schedule

We live in a time where data has become an asset; it’s equal to gold. Data collected both virtual or offline, stored in hard discs and iCloud, or in huge office files, have become important to organizations and authorities. The collection of data is very much important to the functioning of organizations, corporates, non-profits, and governmental authorities too. It helps them understand their audience, their customer base, their demands and needs, and level of satisfaction that they enjoy, and how you can make your product better.

It is impossible to name a business working for a larger good, profit, or smooth governance that cannot better their out with data collection. The mode and quality of data define how they can utilize data as an asset and benefit from its analysis. Out of all the ways of collecting data, offline or online, two methods are extremely popular, which are questionnaire and schedule. Often these two might appear similar, but there is an ample amount of difference lies between them, which determines how the data needs to be analyzed or evaluated. It becomes extremely important, therefore, to know the meaning of the two terms and the distinction between them.

What is a Questionnaire?

A questionnaire is a research or data collection instrument used to collect primary first-hand data. The data collected from the respondents are then used to solve many problems or understand the challenges better. Questionnaires are actively used by corporate to understand the needs and behavior of their customer base.

They are an ideal tool to understand the challenges or any specific issue that you face. It can help in collecting qualitative and quantitative data both and, therefore, a versatile option. Questionnaires are further divided into many categories and can be picked up according to the user’s need. Some of the types of questionnaires are exploratory and formal standardized questionnaires dealing with qualitative and quantitative data. They can be open-ended or multiple choice depending upon the need.

What is a Schedule?

The schedule is another research or data collection instrument which is filled alongside an interview. It comprises questions, statements and tables, and blank spaces which are to be filled by respondents. It is one of the most effective methods to collect data with utmost accuracy and without bias.

Difference between Questionnaire and Schedule

Questionnaire Schedule
Questionnaires do not involve person to person interview. Schedules are accompanied by person to person interviews.
Questionnaires mainly involve questions. Schedules involves statements, blanks, questions, etc.
 Questionnaires do not involve participation of the collector. Schedules involve active participation of the interviewer.
Needs to be filled by respondents. Can be filled by enumerators or respondents anyone.
Response rate remains low. Response rate is high.
 Overall cost is all. The overall cost is expensive.
Can’t be done when respondents are illiterate. Can be done when respondents are literate.

That’s all you need to know about questionnaires and schedules. It is imperative to keep your needs in mind to decide what data collection method to opt for. I hope you found this article helpful!