When it comes to leadership hiring – one size fits all strategy does not work at all – you will land up wasting loads of time, money, effort and still not get the desired on-time results.

Your leadership hiring strategy must be a mix of permanent, interim, fractional and on-demand hiring.

To make the right decision among interim recruitment, permanent recruitment, fractional recruitment, and on-demand recruitment, employers should consider the following factors:

Immediate Needs: If there are urgent leadership vacancies or short-term projects, interim recruitment or on-demand recruitment may be more suitable.

Long-term Stability: For core and strategic positions, permanent recruitment would be recommended.

Part-time Leadership: When part-time leadership is required for specific areas, fractional recruitment can be a good choice.

Specific Expertise: If the organization needs specialized skills or expertise for specific projects, on-demand recruitment may be the best option.

Cost Considerations: Employers should weigh the costs associated with each recruitment method based on their budget and resources.

Risk Tolerance: The level of risk an organization is willing to take on for the role’s duration should be considered. Interim and on-demand recruitment typically involve lower long-term commitments and associated risks.

Project-Based Needs: On-demand recruitment fits well when there are short-term projects or tasks requiring niche expertise.

Cultural Fit: For positions requiring alignment with the organization’s culture and long-term vision, permanent recruitment may be the ideal choice.

Time Constraints: If there are strict time constraints, employers may prefer interim or on-demand recruitment options, as they usually involve faster hiring processes.

Flexibility: Fractional and on-demand recruitment offer flexibility in tailoring the role and commitment based on specific needs.

Below is a comparative chart that can help you in this difficult but important decision:

Aspect	Interim Recruitment	Permanent Recruitment	Fractional Recruitment	On-Demand Recruitment
Duration	Short-term (temporary)	Long-term (permanent)	Flexible, based on need	Project-based or Short-term
Purpose	Filling immediate gaps	Securing permanent talent	Accessing part-time leadership	Quick and Specific Needs
Recruitment Process	Expedited and rapid	More extensive and time-consuming	Tailored to part-time roles	Swift and Targeted
Cost	Generally lower	Higher	Cost-effective for part-time needs	Variable based on projects
Skill Set	Specialized and adaptable	Long-term fit with organizational goals	Specific skills for part-time roles	Niche expertise as required
Experience	Often seasoned executives	Varied experience levels	Targeted experience for projects	Diverse expertise for projects
Commitment	Temporary, focused on a project	Ongoing commitment to the company	Part-time commitment to projects	Short-term commitment to tasks
Onboarding	Quick assimilation required	Comprehensive onboarding process	Efficient onboarding process	Rapid integration into projects
Risk and Reward	Lower risk, short-term impact	Higher risk, long-term impact	Balanced risk and flexible rewards	Moderate risk, project-dependent rewards
Recommended Situations	– Urgent leadership vacancies	– Strategic and core positions	– Part-time leadership needs	– Quick and specific talent needs

 

Ultimately, employers should assess their current needs, project requirements, available resources, and the desired commitment level before making a decision. It’s essential to align the recruitment strategy with the organization’s goals and long-term vision. Additionally, seeking advice from HR professionals or recruitment specialists can provide valuable insights for making the best decision.

Leadership hiring is a crucial process for any organization, as it involves finding and attracting the right people who can lead teams, projects, and initiatives effectively. However, leadership hiring is not an easy task, as it requires a clear understanding of the organization’s vision, values, culture, and goals, as well as the specific skills and competencies that are needed for each leadership role.

 

To help you with this process, we have compiled a list of the top 10 qualities to look for when doing leadership hiring. These qualities are based on research and best practices from various fields and industries, and they can help you identify and assess potential leaders for your organization.

 

1. Vision: A leader should have a clear and compelling vision of the future, and be able to communicate it to others in a way that inspires them to follow. A leader should also be able to align their vision with the organization’s mission and strategy, and translate it into actionable goals and plans.
2. Integrity: A leader should demonstrate honesty, ethics, and accountability in their actions and decisions. A leader should also be able to admit their mistakes, learn from them, and take responsibility for their consequences. A leader should also be consistent in their words and deeds, and uphold the values and standards of the organization.
3. Emotional Intelligence: A leader should have a high level of emotional intelligence, which is the ability to understand and manage their own emotions, as well as the emotions of others. A leader should be able to empathize with others, build trust and rapport, and handle conflicts and feedback constructively. A leader should also be able to motivate and influence others positively, and adapt to different situations and personalities.
4. Strategic Thinking: A leader should have a strong strategic thinking ability, which is the ability to analyze complex problems, identify opportunities and threats, and devise effective solutions. A leader should also be able to anticipate future trends and scenarios, and plan ahead accordingly. A leader should also be able to balance short-term and long-term objectives, and prioritize the most important tasks and resources.
5. Innovation: A leader should have a creative and innovative mindset, which is the ability to generate new ideas, approaches, and solutions that add value to the organization. A leader should also be able to foster a culture of innovation among their team members, by encouraging them to experiment, learn, and share their insights. A leader should also be open to change and feedback, and willing to try new things and take calculated risks.
6. Communication: A leader should have excellent communication skills, which include verbal, written, and non-verbal communication. A leader should be able to articulate their thoughts clearly and concisely, using appropriate language and tone for different audiences and purposes. A leader should also be able to listen actively and attentively, ask relevant questions, and provide constructive feedback. A leader should also be able to use various communication tools and channels effectively, such as presentations, reports, emails, meetings, etc.
7. Collaboration: A leader should have a collaborative attitude, which is the ability to work well with others towards a common goal. A leader should be able to build strong relationships with their team members, peers, stakeholders, customers, etc., based on mutual respect and trust. A leader should also be able to leverage the diverse skills and perspectives of others, and facilitate teamwork and cooperation among them.
8. Decision Making: A leader should have a sound decision making ability, which is the ability to make timely and informed decisions that are in the best interest of the organization. A leader should be able to gather relevant data and information, evaluate alternatives, and weigh pros and cons of each option. A leader should also be able to involve others in the decision making process when appropriate, and communicate the rationale and outcomes of their decisions clearlyand transparently.
9. Learning Agility: A leader should have a high learning agility, which is the ability to learn quickly and continuously from various sources and experiences. A leader should be curious and eager to acquire new knowledge and skills, and apply them to improve their performance and results. A leader should also be able to cope with ambiguity and uncertainty, and adapt to changing circumstances and challenges.
10. Results Orientation: A leader should have a strong results orientation, which is the ability to set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals, and execute them effectively and efficiently. A leader should also be able to monitor and measure their progress and performance, and adjust their actions and strategies accordingly. A leader should also be able to celebrate successes, and recognize and reward their team members.

 

In conclusion, leadership hiring is a crucial process that requires careful evaluation of the candidates’ qualities. These are some of the qualities that can help you identify and attract the best leaders for your organization. Remember, a great leader can make a great difference.

AUTHOR

Ratnesh Jain

Leadership hiring expert and startup mentor.

IIM Ahmedabad alumni with 30+ yrs of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

Specialization
Consumer Products & Services, Industrial & Manufacturing, New Age Tech Businesses & IT, Banking, Financial Services & Insurance, and Infrastructure & Real Estate.

Key Qualifications
eMBA (IIM Ahmedabad), MMM (CRKIMR). 450+ leadership hiring assignments completed.

 

Reach out to us for your Leadership Hiring requirements

 

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

We have a solid reputation for Speed, Accuracy, and High-Quality work.

Our team includes IIM, IIT & XLRI alumni Senior Consultants and dedicated in-house research professionals.

Industry focus:
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Function focus:
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Employers must not only allow this but also encourage this.

 

Non-conflicting Moonlighting is a win-win strategy for employers as well as employees

 

Moonlighting is the practice of working a second job outside of one’s primary employment. While some employers may prohibit or discourage moonlighting, others may allow it as long as it does not interfere with the employee’s performance, productivity, or loyalty. In this blog post, I will argue that non-conflicting moonlighting is a win-win strategy for both employers and employees, and offer some tips on how to make it work.

 

Benefits of non-conflicting moonlighting for employees

 

Non-conflicting moonlighting can offer several benefits for employees, such as:

 

– Extra income:

Moonlighting can help employees supplement their income, pay off debts, save for emergencies, or pursue their passions.

– Skill development:

Moonlighting can help employees learn new skills, gain experience, or explore different career paths.

– Job satisfaction:

Moonlighting can help employees find more meaning, challenge, or enjoyment in their work, or balance their work and personal interests.

– Job security:

Moonlighting can help employees diversify their income sources, build their network, or create a backup plan in case of layoffs or career changes.

 

Benefits of non-conflicting moonlighting for employers

 

Non-conflicting moonlighting can also offer several benefits for employers, such as:

 

– Employee retention:

Moonlighting can help employers retain their talent by allowing them to pursue their goals and aspirations outside of work, rather than losing them to competitors or other industries.

– Employee engagement:

Moonlighting can help employers increase their employee engagement by fostering a culture of trust, autonomy, and flexibility, rather than imposing strict rules or restrictions.

– Employee performance:

Moonlighting can help employers improve their employee performance by enabling them to acquire new skills, knowledge, or perspectives that can enhance their creativity, productivity, or problem-solving abilities.

– Employer reputation:

Moonlighting can help employers boost their reputation by demonstrating their social responsibility, openness, and innovation, rather than appearing rigid, outdated, or oppressive.

 

Tips on how to make non-conflicting moonlighting work

 

Non-conflicting moonlighting can be a win-win strategy for both employers and employees if they follow some best practices, such as:

 

– Communicate:

Employees should communicate with their employers about their moonlighting plans and intentions, and seek their approval if required. Employers should communicate with their employees about their moonlighting policies and expectations, and provide feedback if needed.

– Respect:

Employees should respect their employers’ interests and confidentiality, and avoid any conflicts of interest or competition with their primary job. Employers should respect their employees’ rights and privacy, and avoid any micromanagement or interference with their secondary job.

– Balance:

Employees should balance their time and energy between their primary and secondary jobs, and prioritize their quality and performance in both. Employers should balance their support and flexibility for their employees’ moonlighting activities, and monitor their impact on their business outcomes.

 

Non-conflicting moonlighting is a win-win strategy for both employers and employees if they communicate, respect, and balance each other’s interests and needs. Moonlighting can offer several benefits for employees such as extra income, skill development, job satisfaction, and job security. It can also offer several benefits for employers such as employee retention, employee engagement, employee performance, and employer reputation. By following some best practices on how to make non-conflicting moonlighting work, both parties can enjoy the advantages of this practice without compromising their professional relationship or obligations.

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots #workculture #toxic #multitasking #projectmanagement #gigjobs #interim #twojobs #moonlighting #retention #attrition

Managing multiple projects/tasks can be challenging and stressful, especially if you have tight deadlines, conflicting priorities, and limited resources.

How can you manage multiple projects smoothly and easily without compromising on quality and efficiency?

 

Here are some tips that can help you:

 

1. Plan ahead.

Before you start working on any project, make sure you have a clear understanding of the scope, goals, deliverables, and timeline. Break down the project into manageable tasks and assign them to yourself or your team members. Use a project management tool or a calendar to keep track of your progress and deadlines. Review your plan regularly and adjust it as needed.

 

Not all projects are equally important or urgent. You need to prioritize your projects based on their impact, value, and risk. Use a matrix or a ranking system to categorize your projects into high, medium, and low priority. Focus on the high-priority projects first and delegate or postpone the low-priority ones if possible.

 

Effective communication is essential for managing multiple projects successfully. You need to communicate with your clients, stakeholders, team members, and other parties involved in your projects. Keep them updated on your status, achievements, challenges, and expectations. Ask for feedback, input, and support when needed. Use various communication channels such as email, phone, video call, chat, or face-to-face meeting depending on the situation and preference.

 

A cluttered workspace can affect your productivity and creativity. You need to organize your physical and digital environment to make it easier for you to access and manage your information and resources. Use folders, labels, tags, bookmarks, filters, and other tools to sort and store your files and documents. Use a system that works for you and stick to it.

 

Managing multiple projects can take a toll on your physical and mental health. You need to balance your work and personal life to avoid burnout and stress. Set realistic goals and expectations for yourself and others. Learn to say no to unnecessary or unrealistic requests. Take breaks and rest when needed. Do some physical activities, hobbies, or relaxation techniques to recharge your energy and mood.

 

In conclusion, managing multiple projects smoothly and easily is a skill that can be developed with the right tools and techniques. By prioritizing tasks, delegating responsibilities, and staying organized, you can effectively juggle multiple projects while maintaining a high level of productivity. Remember to communicate regularly with your team and stakeholders to ensure that everyone is on the same page and working towards the same goals. With these tips in mind, you’ll be well on your way to successfully managing multiple projects with ease.

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots #workculture #toxic #multitasking #projectmanagement

If you are looking for a new job, you might be excited about the opportunities that come your way. However, not every company is a good fit for you, and some might even have a toxic work culture that can harm your well-being and performance. How can you avoid accepting a job offer from such a company?

Finding out about the toxic work culture of a prospective employer during an interview can be challenging, but not impossible.

Here are some tips on how to find out about the work culture of a prospective employer during interview.

 

1. Research the company’s reputation and reviews online
2. Ask about the company’s values and mission
3. Observe the interviewer’s body language and tone
4. Inquire about the feedback and recognition system
5. Request to speak with current or former employees

 

1. Do your research before the interview.

One of the easiest ways to get a glimpse of the company culture is to read online reviews from current and former employees. Sites like Glassdoor and Indeed allow you to see how people rate the company on various aspects, such as work-life balance, management, compensation, and culture. Look for consistent patterns and themes in the reviews, and pay attention to any red flags, such as high turnover, lack of communication, micromanagement, or harassment.

 

2. Ask about the company’s core values and mission.

You can get some great information about a potentially toxic work environment by asking questions about the company’s core values and mission during your interview. Make sure to ask tough questions about how the company lives up to its values and vision, and how they measure their success. For example, you can ask: “How do you foster collaboration and innovation among your teams?” or “How do you handle feedback and conflict resolution?” If the interviewer gives vague or contradictory answers, or avoids the question altogether, that might indicate a lack of alignment or accountability in the company culture.

 

3. Observe the behaviour and attitude of the interviewer and other employees.

Another way to gauge the company culture is to pay attention to how people act and interact during your interview. Are they friendly, respectful, and enthusiastic, or are they rude, dismissive, or indifferent? Do they seem happy and engaged, or stressed and burned out? Do they speak positively about their work and colleagues, or do they complain or gossip? The way people treat you and each other can reveal a lot about the underlying values and norms of the company.

 

4. Ask about the expectations and challenges of the role.

You can also learn more about the company culture by asking specific questions about the role you are applying for. You want to have a clear idea of what your responsibilities, goals, and expectations are, as well as what kind of support and resources you will have. You can also ask about the main challenges or difficulties that you might face in this role, and how they are addressed or resolved. This can help you understand how realistic and reasonable the company is in terms of workload, deadlines, quality standards, and problem-solving.

 

5. Trust your gut feeling.

Finally, don’t ignore your intuition when it comes to evaluating a potential employer. If something feels off or wrong during your interview, or if you notice any signs of toxicity in the company culture, don’t dismiss them as minor issues or rationalize them away. Trust your gut feeling and ask yourself if this is a place where you would feel comfortable, valued, and motivated to work. Remember that accepting a job offer is not only a professional decision but also a personal one.

 

In conclusion, finding out about the work culture of a prospective employer during an interview is crucial in determining if the company is the right fit for you. By asking the right questions, you can gain valuable insights into the company’s values, leadership style, and communication practices. Remember to look beyond surface-level perks and focus on the core values and practices that truly define a company’s culture. With these 5 questions in hand, you’ll be well-equipped to make an informed decision about your next career move.

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots #workculture #toxic

Bad behaviour and urge to dominate and put your teammates down is responsible for most of the leadership failures.

 

Leadership is not about being the boss or having the final say. It is about inspiring, motivating, and empowering others to achieve a common goal. Leadership is also about being accountable, respectful, and ethical in your actions and decisions.

 

However, some leaders fail to live up to these standards and exhibit bad behaviour that undermines their credibility and effectiveness. They may have an urge to dominate and put their teammates down, either because of insecurity, arrogance, or ignorance. This can have serious consequences for the team’s performance, morale, and trust.

 

Some examples of bad behaviour and urge to dominate and put your teammates down are:

 

– Intimidating:

This is when a leader uses threats, coercion or manipulation to get the team to do what they want, without considering their opinions or feelings. This can make the team feel fearful, stressed and oppressed.

– Humiliating:

This is when a leader publicly mocks, insults or belittles the team or individual members, without showing any respect or empathy. This can make the team feel ashamed, hurt and alienated.

– Micromanaging:

This is when a leader tries to control every aspect of the team’s work, without giving them any autonomy or feedback. This can make the team feel frustrated, demotivated and incompetent.

– Criticizing:

This is when a leader constantly finds faults and errors in the team’s work, without acknowledging their strengths or achievements. This can make the team feel discouraged, defensive and resentful.

– Blaming:

This is when a leader shifts the responsibility for their own mistakes or failures to the team, without taking any accountability or learning from them. This can make the team feel betrayed, angry and distrustful.

 

These behaviours can damage the leader’s reputation and relationship with the team, as well as the team’s productivity and quality of work. They can also create a toxic work environment that affects the well-being and satisfaction of everyone involved.

 

Therefore, it is important for leaders to avoid these behaviours and urge to dominate and put their teammates down. Instead, they should strive to exhibit good behaviour that fosters a positive and collaborative team culture.

Some examples of good behaviour are:

 

– Delegating:

This is when a leader assigns tasks and responsibilities to the team members according to their skills and interests, while giving them enough guidance and support. This can make the team feel trusted, valued and competent.

– Appreciating:

This is when a leader recognizes and praises the team’s work, both individually and collectively, while giving them constructive feedback. This can make the team feel encouraged, motivated and proud.

– Learning:

This is when a leader admits and learns from their own mistakes or failures, while encouraging the team to do the same. This can make the team feel loyal, confident and resilient.

– Listening:

This is when a leader pays attention and respects the team’s opinions and feelings, while inviting them to share their ideas and concerns. This can make the team feel heard, understood and empowered.

– Empowering:

This is when a leader gives the team opportunities to grow and develop their skills and potential, while challenging them to achieve higher goals. This can make the team feel inspired, engaged and fulfilled.

 

These behaviours can enhance the leader’s credibility and effectiveness, as well as the team’s performance, morale and trust. They can also create a healthy work environment that benefits everyone involved.

 

In conclusion, bad behaviour and urge to dominate and put your teammates down is responsible for most of the leadership failures. Leaders should avoid these behaviours and instead exhibit good behaviour that promotes a positive and collaborative team culture. By doing so, they can achieve better results for themselves, their teams, and their organizations.

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

If you are a leader or a manager, you have probably heard this phrase before: culture eats strategy for breakfast. It means that no matter how brilliant your strategy is, it will not succeed if your organizational culture does not support it. But culture does not only affect strategy; it also affects every aspect of your business, from innovation to customer satisfaction to employee engagement. That is why culture eats strategy for lunch and dinner too.

 

What is organizational culture?

 

Organizational culture is the shared set of values, beliefs, norms and behaviors that shape how people interact and work together in an organization. It is often described as “the way we do things around here”. Culture influences how people communicate, collaborate, solve problems, make decisions, handle conflicts and cope with change. Culture also affects how people feel about their work, their colleagues and their leaders.

 

Why is culture important?

 

Culture is important because it has a direct impact on performance and results. Research has shown that organizations with strong and positive cultures tend to outperform those with weak and negative ones. For example, a study by Gallup found that companies with highly engaged employees have 21% higher profitability, 17% higher productivity and 10% higher customer ratings than those with low engagement. Another study by Deloitte found that organizations with strong cultures have 30% lower turnover, 40% lower absenteeism and 12% higher quality than those with weak cultures.

 

How can you shape your culture?

 

Shaping your culture is not easy, but it is possible. It requires a clear vision, consistent actions and constant feedback. Here are some steps you can take to shape your culture:

 

– Define your desired culture.

What are the core values and principles that guide your organization? What are the behaviours and attitudes that you want to see and reward? How do you want your employees to feel and act? Write down your desired culture concisely and communicate it to everyone in your organization.

– Align your strategy with your culture.

Make sure that your strategy supports and reinforces your desired culture. For example, if you want to foster a culture of innovation, your strategy should include goals and initiatives that encourage creativity, experimentation, and learning. If you want to promote a culture of collaboration, your strategy should include mechanisms and incentives that facilitate teamwork and cooperation.

– Model your culture.

As a leader or a manager, you have a powerful influence on your culture. Your actions speak louder than your words. You need to model the behaviours and attitudes that you expect from others. For example, if you want to create a culture of trust, you need to be transparent, honest, and respectful. If you want to create a culture of excellence, you need to set high standards, provide feedback and recognize achievements.

– Reinforce your culture.

You need to constantly reinforce your desired culture through formal and informal ways. Formal ways include policies, procedures, systems, and structures that align with your culture. For example, if you want to create a culture of accountability, you need to have clear roles, responsibilities, and expectations for everyone in your organization. Informal ways include rituals, symbols, stories, and recognition that celebrate and reinforce your culture. For example, if you want to create a culture of fun, you can have regular social events, games and awards that foster camaraderie and joy.

 

Culture eats strategy for breakfast, lunch, and dinner. But it also feeds strategy with energy, creativity, and passion. By shaping your culture intentionally and consistently, you can create a competitive advantage that will help you achieve your goals and fulfil your vision.

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

 

Replacing an existing trained employee can be expensive. The cost of replacing an individual employee can range from one-half to two times the employee’s annual salary.

For high-turnover, low-paying jobs, expect to pay around 16% of the employee’s salary to replace them. For mid-range positions, expect to pay around 20% of the employee’s salary to replace them. For executive positions, expect to pay up to 213% of the employee’s salary to replace them.

There are several ways to reduce employee turnover. Some of the most important ways to reduce employee turnover are to understand why you are experiencing turnover and improve employee satisfaction.

Here are some steps to reduce your employee turnover rates:

• Offer competitive salaries and benefit packages: You can attract and retain valuable employees by paying them well and offering many benefits.
• Hire people who match your company culture: When you are hiring employees, you can look for candidates who have similar values and goals to your company’s.
• Provide flexibility: Offer your employees more flexibility (if that’s feasible), and they will thank you with their loyalty.

There are several ways to improve employee satisfaction.

Here are some steps to improve employee satisfaction in an organization:

• Research what employees want: Learning what employees want can help you make changes to boost job satisfaction. Use surveys and interviews to ask employees what resources, tools and benefits matter most to them.
• Ensure employees get respect: Create a safe, healthy work environment that demands the fair treatment of all employees. Encourage employees to voice any concerns.
• Review pay and benefits packages: If employees express discontent with their pay and benefits packages, consider reviewing pay structures with executives and interested parties to determine how you can make these options more appealing.

Workplace productivity depends on sustaining a low turnover rate in the organization. Low turnover means that management does not have to hire and train new employees regularly. If a company can retain its existing employees, it saves time and money.

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

Read here the Why? How? And the benefits…

Human resources (HR) is one of the most important functions in any organization. It is responsible for attracting, developing, and retaining talent, as well as ensuring compliance, performance, and employee engagement. However, HR is also one of the most challenging and complex functions to manage, especially in today’s dynamic and competitive environment.

That’s why many organizations are looking to adopt the latest HR technology (HR tech) to streamline and optimize their HR processes, enhance their employee experience, and gain a competitive edge. HR tech refers to any software or hardware that helps HR professionals perform their tasks more efficiently and effectively. It can include tools for recruitment, onboarding, learning and development, performance management, compensation and benefits, employee wellness, analytics, and more.

But adopting HR tech is not a simple or straightforward process. It requires careful planning, evaluation, and implementation to ensure that the chosen solutions align with the organization’s goals, needs, and culture. It also involves managing change and ensuring user adoption among HR staff and employees.

So how can you prepare yourself and your organization for adopting the latest HR tech? Here are some reasons, benefits, and key questions to ask yourself before you embark on this journey.

 

Reasons to adopt the latest HR tech

 

There are many reasons why you might want to adopt the latest HR tech for your organization. Some of the most common ones are:

 

– To improve efficiency and productivity: HR tech can automate and simplify many tedious and time-consuming tasks, such as data entry, payroll processing, scheduling, reporting, etc. This can free up HR staff’s time and resources to focus on more strategic and value-added activities.

– To enhance employee experience: HR tech can provide employees with more convenience, flexibility, and personalization in their interactions with HR. For example, employees can access their information, benefits, learning opportunities, feedback, etc. anytime and anywhere through mobile devices or self-service portals. They can also communicate with HR staff and managers more easily and effectively through chatbots or video conferencing.

– To support data-driven decision making: HR tech can collect and analyze large amounts of data from various sources, such as employee surveys, performance reviews, social media posts, etc. This can provide HR professionals with valuable insights into employee behavior, preferences, satisfaction, engagement, retention, etc. They can then use these insights to design and implement better policies, programs, and interventions to improve employee outcomes.

– To foster innovation and agility: HR tech can enable HR professionals to experiment with new ideas and approaches to address emerging challenges and opportunities in the market. For example, they can use artificial intelligence (AI) or machine learning (ML) to enhance their talent acquisition or development strategies. They can also use cloud-based or modular solutions to scale up or down their HR capabilities as needed.

 

Benefits of adopting the latest HR tech

 

Adopting the latest HR tech can bring many benefits to your organization. Some of the most significant ones are:

 

– Improved employee performance: By providing employees with more tools and resources to support their work and development,

HR tech can help them improve their skills, knowledge, and productivity. This can lead to higher quality of work, better customer service, and increased revenue.

– Enhanced employee engagement: By providing employees with more autonomy, choice, and recognition in their work experience, HR tech can help them feel more valued, empowered, and motivated. This can lead to higher levels of commitment, loyalty, and advocacy for the organization.

– Reduced employee turnover: By providing employees with more opportunities for growth, development, and career advancement, HR tech can help them achieve their personal and professional goals. This can lead to lower levels of frustration, boredom, and dissatisfaction among employees, and hence lower rates of attrition.

– Increased employer brand: By providing employees with a positive, modern, and innovative work environment, HR tech can help them develop a strong sense of pride and belonging to the organization. This can lead to higher levels of referrals, recommendations, and positive word-of-mouth among potential candidates, customers, and partners.

 

5 Key Questions to Ask Yourself Before Adopting the Latest HR Tech

Before you decide to adopt the latest HR tech for your organization, you need to ask yourself some key questions to ensure that you are making the right choice.

Here are some of them:

 

1. What problem are you trying to solve?

The first and most fundamental question to ask yourself is what problem are you trying to solve with the new HR tech solution. Is it a specific pain point that you or your employees are facing? Is it a gap or inefficiency in your current HR processes or systems? Is it a strategic goal or vision that you want to achieve or support? By clearly defining the problem and its root causes, you can narrow down your options and focus on the solutions that address your specific needs and objectives.

 

2. What are the benefits and costs of the new HR tech solution?

The next question to ask yourself is what are the benefits and costs of adopting the new HR tech solution. Benefits can include improved productivity, quality, engagement, retention, compliance, innovation, or competitive advantage. Costs can include financial expenses, time and effort, training and support, integration and compatibility issues, security and privacy risks, or cultural and behavioral changes. By weighing the pros and cons of the new HR tech solution, you can assess its value proposition and return on investment.

 

3. How does the new HR tech solution align with your organizational culture and values?

Another question to ask yourself is how the new HR tech solution aligns with your organizational culture and values. Culture refers to the shared beliefs, norms, and practices that shape how people work and interact in your organization. Values refer to the core principles and standards that guide your organization’s decisions and actions. By ensuring that the new HR tech solution is compatible with your culture and values, you can foster a positive and supportive environment for its adoption and use.

 

4. How will you communicate and engage your stakeholders about the new HR tech solution?

A fourth question to ask yourself is how will you communicate and engage your stakeholders about the new HR tech solution. Stakeholders can include your employees, managers, leaders, customers, partners, vendors, regulators, or competitors. By developing a clear and compelling message and strategy for communicating and engaging your stakeholders, you can build awareness, trust, buy-in, feedback, and collaboration for the new HR tech solution.

 

5. How will you measure and evaluate the impact of the new HR tech solution?

The final question to ask yourself is how will you measure and evaluate the impact of the new HR tech solution. Impact can be measured in terms of outcomes, outputs, processes, behaviours, or perceptions. By defining your success criteria and indicators and collecting relevant data and feedback, you can monitor and evaluate the performance and effectiveness of the new HR tech solution.

 

Adopting the latest HR tech solution can be a tempting and exciting opportunity for any organization. However, it is not a decision that should be made lightly or impulsively. By asking yourself these five key questions before adopting the latest HR tech solution, you can ensure that you are making a smart and strategic choice that will benefit your organization in the long run.

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots

The talent landscape is changing rapidly and dramatically.

The emergence of new technologies, the rise of remote work, the shift in employee expectations, and the increasing competition for skilled workers are some of the factors that are reshaping the way corporates attract, retain, and develop their talent. In this blog post, we will explore some of the key challenges that corporates face on this competitive talent landscape and offer some suggestions on how to overcome them.

 

– Finding and hiring the right talent.

One of the biggest challenges that corporates face is finding and hiring the right talent for their current and future needs. According to a survey by ManpowerGroup, 69% of employers globally reported talent shortages in 2020, the highest level since 2007. The skills gap is especially acute in sectors such as IT, engineering, healthcare, and finance. To address this challenge, corporates need to adopt a proactive and strategic approach to talent acquisition, leveraging data and analytics, social media, employer branding, and referrals to source and attract qualified candidates. They also need to streamline and optimize their hiring process, using tools such as assessments, video interviews, and chatbots to reduce time-to-hire and improve candidate experience.

 

– Engaging and retaining the existing talent.

Another challenge that corporates face is engaging and retaining their existing talent, especially in a time of uncertainty and disruption. According to a report by Gallup, only 36% of employees globally were engaged in their work in 2020, while 14% were actively disengaged. Employee engagement is crucial for productivity, performance, innovation, and loyalty. To improve employee engagement and retention, corporates need to foster a culture of trust, recognition, feedback, and empowerment. They also need to provide their employees with opportunities for learning, development, career growth, and mobility. Additionally, they need to offer flexible and personalized benefits and rewards that cater to the diverse needs and preferences of their workforce.

 

– Developing and reskilling the future talent.

A third challenge that corporates face is developing and reskilling their future talent to meet the changing demands of the market and the customers. According to a report by the World Economic Forum, by 2025, 85 million jobs may be displaced by automation and artificial intelligence, while 97 million new roles may emerge that require different skills and capabilities. To prepare for this transformation, corporates need to invest in continuous learning and development for their employees, enabling them to acquire new skills and competencies that are relevant and in-demand. They also need to create a culture of lifelong learning, where employees are encouraged and supported to learn new things, experiment with new ideas, and adapt to new situations.

 

These are some of the challenges that corporates face on the competitive talent landscape. By addressing these challenges effectively, corporates can not only survive but thrive in the new normal.

 

 

 

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

 

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #affinitybias #discrimination #diversity, #performancemanagement #artificialintelligence #ai #chatbots