by Prompt Personnel | Apr 1, 2022 | Human Resources
Is your company experiencing “The Great Resignation”?
A lot of companies are facing this challenge to retain their top talent. With the change that the pandemic has bought to work culture, employee retention becomes a key competitive differentiation in the hiring markets. Privilege to work remotely around the globe has made job-hopping easier than ever.
Many companies have redefined their company culture to attract employees towards such organizations that are more adaptable, technologically advanced, and have better people management processes. This is an interesting dynamic of what employers think the talent in the workplace is and what the younger generation considers important. Making us rethink our approach to talent management and acquisition as a company.
Do you as an employer make sure that your staff is being heard and valued? If not then you should start doing it. Your HR team or HR consultants in India, with respective managers, can have one-to-one discussions with your employees. This will help to understand their growing needs and see how the company can collectively meet those needs. These discussions will play a huge role in helping you retain your best employees. Try to create more on-job opportunities for learning and regular feedback.
Remember employees know what is to be done, tell them how it is done and see how fast they deliver desired results. Better Pay is just one thing but there are many other such parameters that you will know once start you interacting with your employees.
If you are facing any issues in Talent Acquisition and Formulating your HR policies then you can always reach us out at [email protected] or 8657864977
Prompt Personnel is leading HR company in India. We have over 24 years of expertise in delivering services such as permanent staffing, temporary staffing, labour law advisory, and compliance. Many of our clients have praised our originality, skill, and honesty throughout the years.
by Prompt Personnel | Mar 23, 2022 | Human Resources
Every worthy candidate has multiple suitors today, so when it comes to hiring new candidates a lot of things remain unanswered till the last moment
What if the candidate calls in sick for the scheduled interview or fails to show up for the interview? You can get caught up in a dilemma whether to wait for the candidate or fill the position with another candidate?
Not losing candidates along the way is amongst the most challenging endeavors for recruiters facing the ongoing war for talent. A lot of job seekers say that the process of looking for a job is one of the most stressful events in life.
It doesn’t matter whether these dropouts happen during the interview or the after the candidate is being hired. As a result, you have lost time, money, and effort in chasing down candidates who aren’t interested in joining your company.
Here are a few tips that will help you deal with the situation effectively:
1. Move with Promptness:
- A survey suggests top talent in the industry gets hired in 10 days. This makes it clear that if you don’t speed up your recruiting process you may lose out on a good candidate. Remove the speed breakers that may add to the time taken to hire from the interview.
- Candidates have admitted that they would appreciate it if the employers provided a clear timeline of the hiring process. You can have a digital meter indicating the status at each stage of the hiring process. Let them strive on the information.
- In case you are finding it difficult to maintain this communication with the candidate because you can hire Prompt Personnel to do this on your behalf.
2. Treat Candidates like your Prospect:
- Dr. John Sullivan coins this treatment as white-glove treatment. This is a personalized treatment will help the candidate understand how significant they are to the company. During the interview process let them know how can they contribute to the company.
- Reveal to them how their work will make a difference – which will show them how much you value them as a candidate.
3. Keep it Simple:
- Choosing the right companies and applying is anyways complicated and stressful, so don’t make it more complex like a maze. By creating aesthetically appealing job postings, a user-friendly online application process, and a welcoming email, applicants are more likely to apply.
- Also, consider posting a video that shows your company culture. It increases the chances of the candidate applying for your company. To make your life simple what you can do is upload it on YouTube and paste the link to the video in the job description.
4. Choose your Job Description Carefully:
- Your description should contain unambiguous information, a valid task preview, and showcase the company’s values (strong employer brand via e.g., social media and website). Make sure you have defined the role and responsibilities clearly and the salary range you have to offer.
5. Highlight Employer Benefits:
- Surely good pay is the basis for attracting top candidates. What other benefits – other than money – make candidates choose to work for you?
- Employees during several surveys have revealed they would love to work in a company that has flexible working hours (including work from home) and career development opportunities. Moreover, they would also consider the company’s team event, pick-your-own project, or health insurance benefits. These are a few recommendations which you can choose keeping in mind your company culture.
6. Initial contact via Email:
- Ensure your initial mode of communication is via mail and not via call. Nobody likes being their prospective employer while being in a meeting with their current boss or while they are having their leisure time.
- So lets us stick to the good old format of sending an email as initial communication. One of the advantages of such a delivery method is its location-independence, fast response time, and the absence of immediate action required – so you can be sure not to stress your candidate beyond reason.
7. Candidate Experience Survey:
- Proactively and anonymously ask applicants for feedback after passing through the recruitment process, and to determine potential reasons for their dropout. As a result, your candidates will feel valued, and you can design a recruitment strategy that’s neither unsustainable nor inappropriate for your applicant target group
8. Effective onboarding Process:
- Last in the process of recruitment –but certainly not least– is the onboarding of your candidate. The process starts when the candidate accepts the offer and lasts until the end of the notice period.
- Keep onboarding interesting and interactive to allow candidates to feel engaged and appreciated. Start feeding information about in-house structure and responsibility on the first working day.
- At Prompt we assign a Buddy to the new joiner who will make them feel welcome in the company. The buddy will assist the New Joiner with everything from where the toilet and coffee machine are to the location of relevant files is both arduous and ineffective.
The recruitment process gives you the golden opportunity to leave an ever-lasting impression on your applicant. Remember even if the candidate doesn’t manage to get through the hiring there is always a chance that they’ll be interested in working for you again someday. Besides, it all comes down to how well you take care of them throughout the hiring process.
Prompt Personnel is India’s leading HR company in India. We have over 24 years of experience in providing services like permanent staffing, temporary staffing, labour law advisory, and compliance. Over the years, many of our clients have vouched for our creativity, expertise, and integrity.
by Prompt Personnel | Mar 17, 2022 | Human Resources
The HR department can also be called the people department as it deals with human issues, resolves conflicts, and ensures everyone gets along well. Besides that, they are policy and process-driven as they have to deal with the constantly changing rules in a company’s employee handbook.
Staffing calls for a strategic data-driven approach and plays a key role in any business plan. It is also vital for business success. Here are a few tips on how to plan an effective temporary staffing strategy?
Set Clear Goals And Have A Strategy In Place
If you don’t have a clear idea of where the business is heading, then it can be difficult to ensure optimal staffing and employee development. Plus it can make it impossible to achieve business goals.
As an HR professional, you need to work with all functional areas of the business to create a vision of how your product or service will change in the next five to ten years. Will you have a new product line? Will you be having physical stores in malls along with e-commerce? Here are some ways how you can set goals and strategies
It will be difficult to know if you are achieving your goals if you don’t track HR metrics like employee retention, turnover rate, time to hire, and the number of vacancies filled.
Trying to manually collect and analyze all the data can be time-consuming and error-prone. Using HR software can make your job easier as it automatically generates reports that will tell you if you are meeting your goals.
Evaluate Your Present People Landscape
Once you have a plan, you need to take a look at your current people management situation. You need to know how long specific tasks take to complete so that you know how many people you need to recruit for the peak season. Ask yourself these questions.
- What are the in-house skills?
- How are the current employees performing?
- Are the compensation rates according to industry standards?
- What is the turnover rate?
To answer these questions, you need accurate data for accurate insights. One of the best ways to get this data is through anonymous questionnaires that will help you understand what your staff think about their performances.
Predict Optimal Staffing Levels
While looking to outsource temporary staffing services, it is important to decide how many employees you need with certain skills. In addition, also consider the budget you would require to manage this workforce. Hiring temp staff is a good idea if you don’t have the budget to recruit full time employees.
Perform Gap Analysis
This is the final step. You need to identify where your company is lacking in certain skills. Consider not only the skills supply in your company, but also the availability of the skill in the market. This will help you decide whether you need to upskill or recruit.
While hiring for peak season, it is important to remember that skills gaps happen during these periods. You need to identify peaks and troughs through workforce planning and shift management information in the HR system. If the skill gap is temporary then you should look to hire contract employees during this period.
About Prompt Personnel
Prompt Personnel is a result-oriented temp staffing companies in india. We cater to 16 diverse industries and have a dedicated staff in over 70 states in India. Over the years, we have grown to become one of the trusted staffing solution provider. Our services are used by over 150+ clients and we get 80% repeat business from them.
by Prompt Personnel | Mar 11, 2022 | Human Resources
Temporary staffing means hiring staff for a specific period of time. The end date may be determined by seasonal needs or the completion date of the project. Temporary workers are also called seasonal employees and are utilized by both large and small companies in almost all industries. Small businesses can make use of this to fill vacancies like customer service and back-office operations.
Businesses can use temporary staffing services in many ways to make sure they are never understaffed. Here are some reasons why these services have gained popularity over the years.
Helps to Manage Seasonal Fluctuations
The holiday season is the busiest time of the year for businesses. Getting your business ready to maximize profits means having the right amount of man-power. In addition, you also need to make sure you have enough staff to handle the increase in footfalls. Since the holiday season lasts just a few weeks, hiring temporary staff is a good way to grow your business. It also helps you control your cash flow at the same time,
Provides Cover for Your Permanent Staff
Permanent staff will require leave for vacations, medical reasons or maternity/paternity leave etc. Businesses can use temporary staff as a cover for the absence.
Hiring temporary staff with the right skills will keep your business running smoothly until the permanent staff resumes work. You might also need to hire temp staff if your permanent staff cannot deal with the extra work. To handle the additional workload, you can utilize temporary staffing services which will give you more time to hire permanent employees.
You Can Decide If The Temp Staff Is A Good Fit For Your Business
Bad hiring can negatively impact your business. Employing the wrong people will decrease output, staff morale and can harm your finances. The decision to make a temp employee permanent must be made with diligence. Hiring staff on a temporary basis will give you time to learn about the employee and whether he/she is suitable for the job role. The financial cost will be comparatively less than the investment needed to employ permanent staff.
It Boosts Staff Morale
Overworked staff can be easily become disgruntled and look for opportunities elsewhere. Working long hours can have serious implications on the health of your staff especially if they use heavy machinery. You can partner with temp staffing companies in India and ease the work burden. This will improve both productivity and morale.
About Prompt Personnel
Prompt Personnel is one of the leading temporary staffing agencies in India. With our domain expertise of HR services, we help clients with their staffing needs. We have a PAN India presence and consultants in 28 states. Using the latest technologies and automation, we support our clients in various ways.
by Prompt Personnel | Feb 22, 2022 | Human Resources
The Indian Central Government is all set to implement the four new labour codes on wages, social security, industrial relations, occupational safety and working conditions that are stated to swing into action and effect from the next fiscal year.
As per top labour law consultants, if the new laws witness a successful implementation across all twenty-eight states and eight union territories embedded in India, then the speculation about a four day workweek period will come to an ecstatic halt.
More about the New Labour Codes
To accentuate, according to the statement of a senior government official, draft rules on these four new labour laws have been pre-published by at least 13 states. But since labour is a concurrent subject meaning, concerned with both the central and state governments, the central government wants all the states to implement these four new labour laws in one go ubiquitously.
The Major Changes & Amendments as per the New Labour Codes –
4 Day Workweek Period
The implementation of the new labour codes will usher in a new era of a four-day workweek period as opposed to the five-day workweek period currently. Along, with these, employees across the nation will be able to enjoy and savour a three-day holiday per week.
48 Hours Work Per Week
Another impact along with the implementation of the new labour laws, is that the employee will work 48 hours per week only. The employee will also be entitled to enjoy the freedom and flexibility to complete the desired assigned work in a 4,5, or 6 days time frame per week.
12 Hours Work Per Day
To enjoy the four day workweek period and relish a 3-day mini-vacation per week, the employees in the government sector are expected to work 12 hours per day. As the Indian government is very much adamant about completing the 48 hours per week standard quota laid by the International Labour Organization.
Less in-hand salary, More Provident Fund
Under the new labour law compliance, the employees and the firms will have to contribute and absorb a higher value of the provident fund in return for less in-hand pay or salary.
For example, the contribution to the provident fund is calculated based on the percentage of the basic wages involving the basic pay and dearness allowances. According to the present regulations, employers percentage-based contribution towards the PF balance depends on the employees basic pay and dearness allowance.
Thus an increase in the basic pay will automatically hike the deduction of the provident fund, thereby affecting and reducing the in-hand salary of the employee.
More Work, More Payment
Much to add to the employee’s glee if the government employee works overtime even for more than 15 minutes, then standard working hours, it will allure an overtime payment to them.
