Unfortunately for many businesses around the world, the need to use social media as part of an overall marketing strategy is undeniable. Why it’s unfortunate is that not only does a lot of the effort go unnoticed, a lot of that same effort is an elaborate cover up for a lot of time that is actually just being wasted. Employers sometimes makes concessions for their employees, excusing worrying signs of inactivity as a well deserved break, or the sign of a comfortable work environment. The question remains, though; how much is this wastage of time costing us?
The folks over at TimeDoctor released an info-graphic that spells out the various ways in which we’re wasting time at work and how to reduce the shocking loss of productivity that it results in. The most important bit of information however is how much it is really costing the companies we work for.
Time Doctor – Track your time. Track your team’s time. Know EXACTLY what is REALLY going on.
The second interview in our HR Trends Series was with Upasana Nath, Chief Recruitment Officer – Zomato. With experience in Bennett, Coleman and Co. Ltd. (Times Group), Google and now Zomato, Upasana has worked in various types of organisations, giving her a unique perspective of the many sides of the coin.
In her short and crisp interview with us, she talks about the rise of start up culture and its impact on demand and supply of talent in the HR equation of the new world.
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90% of recruiters believe text messaging helped enhance their communication with candidates. However, a report recently released by our friends over at recruiting software comparison site Software Advice revealed that only 12% of job seekers like to be contacted via text message by recruiters, and that they never prefer a text over a phone call or email. In the context of this severe disconnect, it’s absolutely essential we look into how recruiters can better utilize text messages to communicate with candidates. Missing out on great talent just because we misrepresented the brilliance of our company by contacting them via a medium that offended their sensibilities, is not a risk any recruiter would want to take. The report summarized below offers startling insights into the art of recruiter texting, taking into a number of factors.
Why do recruiters use text messaging?
More than two-thirds of the world’s population have a cell phone with texting capabilities. Moreover, 79 percent of those age 18 to 44 have their phone with them 22 hours a day. his easy access to current and potential candidates is leading to more successful communication with them—indeed, 90 percent of all text messages are read within the first three minutes of being sent. Erik Kostelnik, CEO of recruiter texting platform TextRecruit, adds that recruiter texts sent through its software have a 26 percent response rate (compared to a rate of just 8 percent for emails).
It’s because of these promising statistics that recruiters are now using text messaging, also known as Short Message Service or SMS to contact job seekers, through traditional recruiting software platforms like Bull Horn Reach or iCIMS Talent Platform and even specialized mobile recruiting platforms. These platforms allow them to reach candidates in bulk, without disclosing their private numbers, and also allow them to track messages, enabling more in-depth reports and analysis on the performance of each effort. But since texting is a fairly recent addition to most recruiters’ arsenals, many aren’t aware of the best practices for using this method.
Is Recruiter Texting considered ‘Professional’?
Given the overwhelming usage of texting as an informal mode of communication, it’s fair to wonder how many job seekers see recruiter texting as mark of professionalism. According to the study, more job seekers say they consider recruiters who text “professional” (a combined 43 percent) than say they consider them “unprofessional” (a combined 32 percent), with 25 percent describing them as “neither professional nor unprofessional.” This means essentially that recruiter texting isn’t a surefire way to come off on the right foot with job seekers, but may also swing in your favour.
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A lot of exciting things are happening in the world of HR Technology. Since the easiest and most entertaining way to learn anything is to talk to people and garner knowledge and insights from their experiences, we recently launched an interview series in this very same spirit of innovation. We will be talking to HR Professionals across a range of industries to ascertain what they think will happen differently in the coming year, how things have changed over time, and what they themselves feel could improve.
Our first interview was with Kritika Nagpal, Manager – Leadership, Learning and Change at DDB Mudra Group, one of India’s largest advertising agencies. With People Management experience in Real Estate, Corporate Hospitality, and now a leadership role in the Advertising space, Kritika has seen the way the cookie crumbles, and in this short and crisp interview, has given us a taste of it.
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The superstitious have a habit of referring to a horoscope before moving forward with their daily lives. Managers generally look at facts and figures before making a decision. Generals prefer studying intelligence reports before making their move. Why? Simply because they realise that they need to know what they are dealing beforehand, to allow them to take appropriate measures when the time comes. Our friends at Ayers have come up with an infographic that suggests what the employment scenario could be like in the future, based on solid analytics from trusted sources.
This infographic gives an insight into the top earning jobs and the skill sets that will be in demand in the future. The power of this information lies in the fact that it enables you to critically evaluate where you stand currently, and where you want to be, so you may plan your path to success.
The above infographic is the courtesy of Ayers.com
Thanks a lot for sharing it with us!
With roughly 8.6 million businesses in the United States led by women, female entrepreneurs are setting a strong example not only for the business world, but in particular for women – women with aspirations, dreams and goals. It’s a combination of risks, courage, rewards, talent and persistence that creates successful women, whether they are entrepreneurs, stay-at-home moms, students who are just realizing their dreams or women looking to change their lives for the better.
Jessica Alba Proves Her Doubters Wrong: http://bit.ly/1yQzrBr
Take, for example, Miss Sara Blakely. When she was 29, she invested her entire life savings – which was only $5,000 – into finding flattering undergarments for women to wear under their clothing. She had previously held jobs as a Disney World ride greeter as well as a door-to-door fax machine salesperson. Since then, Blakely has amassed annual revenue sales of $250 million for her Spanx, shaping underwear that is one of Oprah Winfrey’s Favorite Things.
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It’s widely accepted that for something as artful as hiring the right people for a particular organisation, one must keep in mind a number of variables when arriving at the perfect equation. A number of “to-do’s” have emerged, and have been proven to be more than useful in steering employers in the right direction.
The talented researchers at http://backgroundchecks.org/ devised 5 steps that can help your company- from small to big- find, recruit, hire and keep the best employees.
How to Find, Hire and Keep the Best Employees [INFOGRAPHIC]
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Job Seeking has become a stage of life in itself- it takes skill and guile to survive sometimes snoopy employers, judgmental recruiters and competitive peers who make it harder to demand what you truly deserve and get an opportunity that truly challenges you. Unfortunately, job seekers aren’t great at taking the leap to the next stage. The going may be tough- where one wrong move can give you an indelible label and one smooth sentence can take you over to the bright side- but there are some things that can make it even tougher to get out of this most undesirable of situations, and it’s about time we all pledge to rid ourselves of these We have thus compiled a list of 6 New Year Resolutions that job seekers can comfortably look to make. The Social Media profiles that you offer hiring managers access to must be honest, lucid and updated at all times, and must be a realistic extension of your professional persona. Join LinkedIn and/or Facebook groups relevant to your industry and line of work, interact with your peers and superiors, subscribe to newsletters that promise to update you about industry trends and rapid innovations, and use the contact list you’ve built over the years to send Holiday greetings or polite conversation starters, so the resourceful people in your circle don’t forget you exist. People aren’t using LinkedIn just to message prospective employers for jobs or prospective employees for job offers- but to build their online brand, which is the universal reputation any hiring manager can uncover even before they meet you, and it’s up to you to ensure you aren’t leaving behind a toxic footprint. Read more ›
We know how terribly hard it can be to focus on your work when you aren’t in office. When you’re away from office, your boss and your colleagues, it’s harder than ever to concentrate and keep the faith that what you do, matters. Productivity hacks are one thing, but the freedom of being in the comfort of your own home, wearing, eating and doing whatever you want whenever you want to, offers pure, unadulterated distractions which are a whole other ballgame of wanton wastage, one that can throw you off of yours.
Not only are freelancing and work-from-home becoming commonplace practices, there are also a number of transitional phases in a company’s life cycle (a startup, say) when a few days of work from home are imposed on you, for instance when your founders are off meeting potential investors, looking for a new office, when your work WiFi isn’t working or when you’re feeling unwell. There are also a number of startups that function entirely out of office. In such situations, it’s absolutely crucial you don’t let your productivity drop. But how do you keep it up and running with no one to monitor you?
Here are 5 small things to keep in mind the next time you’re on call on your sofa:
When you’re feeling lazy or suspiciously calm, think back to the first time you saw your job description, or even any busy day in the recent past; think of how much of a challenge it seemed for you to be able to complete the tasks laid out for you. How is possible that you’ve completely run out of things to do? You, your tasks and your responsibilities still fit into a bigger picture, and for everything you don’t do- every hot lead you let freeze, every supplier you don’t send a Christmas card to, every blog post you forget to post- there are a number of consequences that were supposed to occur, that now will not. Your lack of action just nipped an entire chain of reactions in the bud, and that chain was the daily and and evergreen success of your company, your department, and you.
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