by Raghu Nandhan | Jun 14, 2019 | Blog, Employee Engagement
We all know about brand ambassadors or at least we’ve all heard about “influencers” on social media who are being paid to endorse or promote anything, let it be a product or service. What about Turn Employees into Brand Ambassadors? Are you aware of this term? This is a largely unused marketing opportunity just waiting to be tapped into.
Before we get into our list of top tips to Turn Employees into Brand Ambassadors for your recruitment marketing efforts, a quick dive into the idea behind the title, Brand Ambassador. Great commercials, strong PR, vivid social media strategy all warrant effort when building your company’s brand. But you would definitely agree that an army of loyal employees living and breathing your brand are the best PRs. You know the type – folks with enthusiasm bursting from their veins–talking about your products and services with their friends at every place possible.
Here are tips and strategies you can use to motivate your staffers to be positively vocal about your brand:
Encourage to use social media:
No one wants to feel like their employer is watching over their shoulder, waiting to catch them sharing something on social media that shouldn’t be shared. You need to create a culture within your company that is supportive of employee engagement on social media.
Organize employee events:
Events and company outings are a great way to treat employees to activities they might not experience otherwise. Unconventional team-building give employees the opportunity to get outside their comfort zone, get to know each other and get invested in the company culture. And it’s quite obvious, fun work-sponsored events are incredibly the best to be posted on social media platforms like Instagram.
- Communicate: Once you have a handle on your reputation, it’s time to start recruiting those Turn Employees into Brand Ambassadors. Do you have a product launch coming up? Be sure everyone knows all there is to know about the updates being released, or the newest feature set of your whizz-bang, world-changing widget. That way they’ll be ready to toot their own horns about the part they played in bringing it to fruition.
- Allow Them To Be The Hero: There’s nothing more frustrating to a frontline employee than when an executive swoops in and does EXACTLY what they would have done, but their hands were tied. Executives chalk this up to a common sense that apparently they think they have, but I’ve met many who question whether anyone they’ve hired to service their customers could possibly be that astute. Give your employees a few opportunities (at least) to do what you would do in such circumstances. Can you imagine what would happen if you could replicate that level of prudence and critical thinking?
- Encourage participation: One way to maintain a sustainable, meaningful employee advocacy program is on incentives. Perks or swag can certainly keep people interested. Try weekly or monthly contests or giveaways. These types of activities keep your employees engaged, informed, interested and motivated too. So make your contests fun and compelling.
- Make it easy to share: Create a weekly email that includes all shareable content (news, blog articles, photos, videos, etc.) that employees can share. This will ensure your employees are sharing the news that is timely and accurate. Encourage employees to follow, like and share the company’s social media updates.
- Identify Ambition and Ability: Social media is still a bit of a frontier field; its exact boundaries are undefined and professional progression within the industry has yet to calcify into anything resembling the predictable paths of more traditional careers. Its connoisseurs are not necessarily degrees holders, because degrees are often obsolete before graduation, due to the fast-changing nature of the industry.
Often times, the top experts in social media are not the ones who went out of their way to pursue that career, but rather those who sort of just discovered a talent and stumbled into it. For all you know, your business might be housing a social media megastar in the making. All that’s needed is to identify ambition and encourage engagement.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 31, 2019 | Blog, Industry Trends, Recruitment Technology
The Internet of Things is called “the mother of all infrastructures” and it’s a revolution that has arrived and is no longer just a niche solution for a handful of businesses however a core technology that is basically reworking how we work and live. And apparently, it’s encouraging a whole new computing model known as Edge Computing, which promises to forever alter how businesses interact with the physical world.
Edge computing refers to processing power at the sting of the network, nearer to the supply of knowledge. With edge computing, every new generation device like a smartphone, various kinds of sensor, robots or other intelligent device takes some of the data processing performed by the cloud and packages it up for processing and analyzing at the edge.
Several factors are fueling the expansion of edge computing. As the price of sensors and processors decreases, the quantity of intelligent devices has been skyrocketing. By 2020, it’s foreseen that 50 billion things are going to be connected to the Internet. These devices can send trillions of messages-exponentially increasing hundreds across the network additionally because of the amount of knowledge which will become insights.
What is Edge Computing?
Edge computing refers to a network that advocates decentralized processing power. It allows data processing at the edge of a network, rather than holding that processing power during a cloud or a central information warehouse. The name “edge” in edge computing indicates that it processes data at the source or the point at which traffic enters or exits the network.
Edge computing allows data generated by devices to be processed closer to its source instead of sending it across storage networks. This helps organizations to analyze the data in near real-time. So, in edge computing, data is processed by the connected device by itself or by a local server, rather than being transmitted to a data center. The local edge computing system can send daily reports to the central network instead of directing the data as soon as it’s generated.
Role of Edge Computing
The main role of edge computing is to ingest, store, filter, and send information to cloud systems. Edge computing becomes ideal in many circumstances. Edge computing reduces latency as a result of information doesn’t need to travel over a network to any information center. This is ideal for many industries such as financial services or manufacturing. Though the Internet of things is the key driver of edge computing, many other technologies and uses are accelerating the pace of adoption of the edge computing environment. It becomes an essential component of data-driven applications.
A valuable strategic advantage
As edge computing goes thought, it provides a major strategic benefit for a wide range of industries. Here are five ways that edge computing can remodel businesses within the close to future:
- Lowering Internet of things solution costs: Edge computing allows you to process and analyze-mission critical data closer to the device itself, reducing the amount of data that flows back and forth between the cloud and also the edge of the network. Businesses can select which services run at the edge and what data gets sent to the cloud, lowering the Internet of things solution costs and obtaining the most value from their overall Internet of things solution.
- Added security and compliance: Edge computing helps to address the security and compliance requirements that have prevented some industries from using the cloud. With edge computing, firms will filter sensitive personal info and process it regionally, causing the non-sensitive info to the cloud for the additional process.
- Faster response times: Without a round-trip to the cloud, data latency is reduced, lowering the time it takes to glean actionable insights from that data. In this manner, edge computing is poised to assist autonomous vehicles to avoid collisions, stop industrial plant operations before instrumentation fails and improve any scenario requiring instant analysis of knowledge.
- The dependable operation even with intermittent connectivity: Edge computing enables manufacturing equipment and other smart devices to operate without disruption even when they’re offline or Internet connectivity is intermittent. This makes it a perfect computing model for businesses that calculate the power to quickly analyze information in remote locations like ships, airplanes, and rural areas—for instance, detecting equipment failures even when it’s not connected to the cloud.
- Interoperability between new and legacy devices: Edge computing converts the communication protocols used by legacy devices into a language that modern smart devices and the cloud can understand, making it easier to connect legacy industrial equipment with the modern Internet of things platforms. As a result, businesses can get started with the internet of things without investing in expensive new equipment—and immediately capture advanced insights across their operations.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 28, 2019 | Blog, Employee Engagement
Employee Engagement and Happiness at Work :
“Employee Engagement Definition”: Employee engagement is that the extents to that employee feel enthusiastic about their jobs, are committed to the organization, and place discretionary effort into their work.
And this can be the definition of happiness at work that we tend to use: Happiness at work is the extent to which employees feel smart regarding their jobs.
Just to make it clear: We think employee engagement is a useful concept and we are not arguing against it. We simply need to argue that of the two, it is rather more effective for an organization to target in creating their employees Happy than on creating them engaged.
Here are the four main reasons why.
1: Happiness is easier to sell to employees
Whether you’re trying to make employee happiness or engagement, you would like your employees to be proactive partners within the method. This is not one thing you’ll do to them while not their active and willing participation or (even worse) against their will.
But seen from the employee side, it’s a way tougher sell. When a manager states that they want their employees to “be more engaged in their work” or “give more discretionary effort” it can easily come off as if they are easily demanding additional passion and work from individuals, while not giving something back.
2: Employee Engagement without happiness is untenable
A person can be incredibly passionate about their work and totally committed to the workplace, but still, be miserable at work this happens for instance when people are treated badly by their coworkers or manager or when they can’t do their job in a way that satisfies their own professional standards.
In this case, two things can happen:
The employee’s unhappiness will leech away any feeling of engagement, going away the person not caring regarding their work.
Or, even worse, the person remains engaged and sad – that end up in stress and burnout.
So although you would like to engage the workforce, you still need to focus on making them happy as a result of engagement without happiness is not sustainable.
3: What drives an employee to perform better and sustain happiness
What makes an efficient business within the same issue that makes an orchestra: People those that need to be there, who give everything they have, who are having a wonderful time doing it, whose eyes are shining, who are giving out energy to the surrounding individual.
Furthermore, we all know from an outsized quantity of analysis that happy employees perform far better. In the workplace, we all know that happiness causes more-productive and more-creative employees.
If you recognize teacher, you recognize however careful they’re regarding using the word “causes.” During this case, we all know that happiness at work causes higher:
- Productivity – happy people get more work done with the same resources.
- Creativity – feeling good makes your mind more able to think of new ideas and approaches.
- Intrinsic motivation – happy people don’t need constant external motivators like bonuses or threats; they want to do good work.
- Loyalty – happy employees care about the company and stay longer in their jobs.
- Discretionary effort – employees who like their jobs go above and beyond for the customers, their co-workers, and the workplace.
4: Happiness causes engagement
You’ll notice that each loyalty and discretionary effort we tend to part of the definition of engagement that we give on top of
Of course, the results are circular and engagement and happiness can cause one another. But given the results on top as furthermore as the fact that engagement cannot last in the absence of happiness, it appears clear to me that happiness causes engagement more than engagement causes happiness.
The Upshot
Engagement could be a nice idea, however ignoring employee happiness within the pursuit of engagement makes no sense. At the terribly least, sustainable engagement requires happiness at work, which means you can’t ignore the happiness side.
When do individuals feel “passionate regarding their work, committed to the workplace, and provides discretionary effort?” When they’re happy at work! Last but not least- If you want engaged employees, focus on making them happy and engagement will follow.
When implemented properly, wellness can play a vital role in your employee engagement strategy. Healthy habits lead to increased happiness in the workplace, while engagement and happiness in the workplace improve physical and mental well-being. Employers will benefit from building upon the relationship between wellness and engagement. A happy and healthy employee will be your best employee!
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 17, 2019 | Blog, Offshore Recruitment
Offshore recruiting services
Ask any business owner, they’ve uttered those words at some stage and fully expect to say them again. Running a business can be a total rollercoaster, and one of the hardest decisions a business owner needs to make is when and how to add to their team.
It won’t come as a shock to hear that the first sign you’re ready to outsource something from your to-do list is when you are ALWAYS busy. This is the perfect time to introduce a personal assistant or business manager. This type of work is perfectly suited for offshore recruiting in the form of a virtual assistant (VA).
Not doing the stuff you enjoy doing for offshore recruiting
There are times when all business owners find themselves wearing more hats than they should be. They know that they need help managing their business but don’t know where to start with finding help.
When someone starts a business, they don’t realize that they’ll need to do more than providing the core business function that they think they’re great at. They’ll also need to be the marketing, sales, finance and HR departments.
When you’re wearing too many hats, it’s easy to get disenchanted and feel like your business is more labor than love.
Costs getting out of control
Spiraling costs leading to a lack of profitability is the most common reason that businesses fail.
Employees can account for 70-80% of a business’s fixed costs. So, for a business in a financial crisis, downsizing their number of local employees can offer relief. But that’s not how Magnetic Alliance like to approach this subject because it’s better to address cost problems before they get out of control.
Bookkeeping, payroll, and data management are services every business requires that can be easily outsourced. Business owners often keep these functions in-house or, worse, do them after hours at the last minute. Because they’re procedural in nature and repeated typically they’re easy functions to outsource, especially if it’s not a full-time job.
You don’t know where your next client is coming from
It’s no secret that if you don’t market your business, you’ll find it hard to attract new customers. There are many options available to business owners in terms of how they market their business. Consequently, many business owners fall into the traps of inconsistency, ad hoc, and DIY.
Understanding how and where you’ll find your next client is critical for predictability and long-term growth.
Your business should have a well-developed marketing strategy that can be implemented with measurable results. You should also have a marketing budget that relates directly to your business income goals. If one or both of these things are missing then it’s time to look for outside help.
Customer satisfaction is starting to suffer
No business wants to experience a decline in customer satisfaction. For a business running at, or over, capacity, customer satisfaction can take a sharp decline if you don’t have great systems in place. Emails slip through the cracks and calls go unanswered.
Delegation and automation can come to the rescue when you find yourself unable to keep up with all the work for offshore recruiting service. Amongst other things, a VA can help you out with inbox management, meaning you only have to personally reply to things that need your attention. A VA can also help out with calendar management and act as a gatekeeper for business-related calls.
Your business is transitioning from local to global and you need to be accessible 24/7
Whether you’re transitioning from local to global or just want to maintain best practice, the reality is we live in a 24/7 world where people expect quick answers.
Whether you’re providing a product or a service, there is little stopping you from making it available worldwide. However, 24/7 communication is critical to your success.
Obviously, you can’t be available in every time zone, but a global support team can be. Staff can be hired to work night shift handling customer service inquiries in different time zones. Offshore recruiting is a perfect solution for companies who are building an international presence.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
by Raghu Nandhan | May 14, 2019 | Blog, Industry Trends
Navigating the Complexities of Modern Hiring Teams
Recruiting today is more complex than ever. One of the fundamental principles of Hiring Teams is that it’s a two-way decision. The candidate selects the company as much as the company selects the jobseeker. This process requires careful consideration from both sides.
The Importance of Employee Referrals and Technology
Candidates are thorough in their research, seeking information and recommendations from friends and colleagues. Consequently, employee referrals remain the most common source of hires. Additionally, technology plays a significant role. Websites like Glassdoor, Indeed, and various social media platforms are popular for candidates researching company reputations.
Embracing Collaborative Hiring Teams
Given that jobseekers use multiple sources to evaluate companies, organizations should adopt a similar approach. Collaborative hiring involves multiple people in the hiring process, beyond just HR and the hiring manager. This team includes individuals from various departments with whom the candidate would frequently interact.
5 Reasons to Consider Using Hiring Teams in Recruiting
1. Diverse Viewpoints Enhance Decision-Making
Collaborative hiring brings diverse and wide-ranging perspectives on the new role. This approach assesses how potential candidates measure up to expectations and identifies potential future challenges. It drastically reduces the chance of bad hires and ensures new hires fit well with the team culture. Moreover, it highlights the value a quality new hire adds to the team.
2. Realistic Job Previews for Candidates
Recruiters and hiring managers may unintentionally sugarcoat job details or leave out information. They often do not perform the job they’re Hiring Teams for, which can lead to different impressions of the work. Including other team members in the process allows candidates to get an accurate “inside scoop” about the job.
3. Increased Buy-In for Candidate Success
Involving more people in the hiring process increases buy-in for the candidate’s success. Sometimes, companies hire individuals that colleagues do not support. Peers might say, “If we had interviewed Leonard, we could have told the company he wasn’t a good fit.” Allowing co-workers to meet the candidate ensures they support the final hiring decision.
4. Larger Informal Network for New Hires
Every organization has unwritten rules that new hires need to navigate. They may not want to ask their boss or HR about these informal aspects. A network of colleagues can provide “off the record” answers about policies or company culture. Some organizations address this with a new hire buddy program, which can be integrated into the interview process.
5. Enhanced Employee Engagement
The last thing a company wants is to hire an employee who leaves after six months. Positive, trusting working relationships are crucial for employee engagement, productivity, and retention. Collaborative hiring allows candidates to start building these relationships with co-workers from day one.
Conclusion
Collaborative Hiring Teams is a strategic approach that benefits both the company and the candidate. It ensures diverse perspectives, provides realistic job previews, increases buy-in, offers a larger informal network, and enhances employee engagement. Adopting this method enables companies to make more informed hiring decisions and fosters a cohesive and supportive work environment.
For more about Recruitment updates follow our Insights for more info Contact Pragna Solutions for your all RPO Recruiting and Offshore Recruiting Solutions.
