How to Be a More Engaged Employee

The struggle is real, folks. Employee engagement is on the decline, and it’s something every employer — and employee — needs to take seriously. According to Office Vibe’s Global & Real-Time State of Employee Engagement:

The statistics don’t lie: many employees are not engaged. But it’s not just on employers — I firmly believe that employee engagement is a two-way street.

Employers should be engaging with their employees to build meaningful relationships — at my company, we send out bi-weekly pulse surveys to gain regular feedback from our employees — but employees should also show some initiative to become a more engaged employee. Because odds are, becoming engaged will make your day-to-day life at the office a whole lot more enjoyable. It might even boost your work performance!

Having personally read through hundreds of comments submitted by employees, I’ve found myself providing some of the same tips and advice over and over again.

Below are my suggestions on how to become a more engaged employee.

Provide Feedback

How is a company supposed to fix a problem they aren’t aware exists? If your company is investing in surveys and feedback tools, the least you can do is engage and provide your thoughts and feedback. And if your organization does not have these tools, request them!

Transparency is expected in most organizations today. Let your employer know you don’t understand a certain policy or don’t agree with something. If you have a great suggestion, then share it! It doesn’t necessarily mean your new idea will be implemented, but at least you can have your voice heard and be a trusted source of feedback for your employer.

If you don’t speak up now, it’s hard to complain later. Just remember, feedback is nothing without honesty —  that’s what your employer is asking for!

Ask Questions

Question your employer. Not in a rude or “gotcha” fashion, but ask tough questions. I’ve found that when an employee asks a question, and I can provide context as to why a decision was made, it benefits all parties involved. Not only do you get your answers, but you show your employer that you’re invested in the company.

Set-up a regular meeting cadence with your manager — you can ask questions, talk about your performance and set career goals. These meetings don’t have to be long, but dedicating time from you and your manager’s calendar shows how important this meeting is to your success.

Become an Ambassador

You hear a lot today about employer branding (defined as a company’s ability to differentiate and promote its identity to a defined group of candidates that they’re interested in hiring). HR writer, speaker and advisor William Tincupsimply states employer branding is “your unique scent.”

There’s no one better to help share your company’s message than you — an employee of the company. Studies show time and time again that employees are viewed as more trustworthy than CEOs and/or marketing departments, and recommendations from friends and family always rank near the top with respect to trusted referral sources.

When your employer publishes a great blog post, share it with your network. At the next company event, take some fun photos and post them using the company’s branded hashtag. Being an employment brand ambassador will show employers you care about the company, and not just yourself.

Give Back

To give is better than to receive. Whether you’re talking about presents or philanthropy, this statement always rings true. Many companies are fully on board with social responsibility and giving back to the communities where their employees live, work and play.

If your organization sponsors and/or volunteers at these events, do yourself a favor and be present. Sometimes these charitable events are after hours or are on the weekends and not necessarily convenient. However, your attendance will not only impress your employer, but more often than not, will also enrich your life in more ways than one.

No one person, or even team, is responsible for employee engagement. Every employee at an organization adds to or takes away from the company culture. We spend a tremendous portion of our waking hours at work — why not be engaged while you’re there?

Recruitment Process Outsourcing – 2015

recruitment-process-outsourcing-2015

In 2015, Innumerable Recruitment Techniques has been initiated which leads to hike in Success rate of RPO. There is an estimation of 450 crore RPO business in India with the expected growth of 40-50% every year. Outsourcing the Recruitment Process comes under the brisk business category as most organizations are outsourcing HR services with regard to focus on core businesses. Factors which are increasing the growth rate of RPO in 2015 are: Quality hiring, low turnaround time and also the cost reduction in HR Services. Better understanding of the HR market is essential for RPO projects. Organizations are not only concerned about the specialization in sourcing like earlier years but also in the processing plus technologies involved. With the increasing maturity of the RPO market various peripherals (with respect to recruitment tools) has been added to enhance RPO success rate. RPO Growth rate has been increased by 13% from last year and presumed to get even better in coming years. Roles and positions has become more specified as a result of which to hire the specific talent from the pool has become challenging. Acknowledged with this fact even the hiring managers are being patient to fill out a particular role and are prepared to wait for the right talent.

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4 Best Recruitment Methods

recruitment methods

Hire for Attitude and Train for Skills

A valuable employee is one with the right attitude for your organization. Someone with a positive attitude has a tendency to react positively in most situations, whereas someone with a negative attitude has a tendency to react negatively in most situations. Most people will fall somewhere in between positive and negative attitudes. The key is to find someone who is more positive than negative. Smart recruiters look for attitude over skills because most skills can often be gained, while attitude is harder to change.

Thinking Outside the Box

Both companies and recruiters have started getting more innovative with their hiring process. Sites such as LinkedIn and other niche professional networking sites are absolutely teeming with talent just waiting to be approached.

Employee Referral Programs

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Recruitment Process Outsourcing Benefits

recruitment-process-outsourcing

Many organizations are still unfamiliar with the word RPO – Recruitment Process Outsourcing. Some companies are not aware of the fact that there are options to improve the recruiting process while some others are stuck with some other solutions because that’s how their boss want to recruit for their companies and missing out something that is more efficient. In fact, now-a-days more and more companies are using RPO to recruit positions which are bound to affect the performance and productivity of the organization. Finding the right people at this point of time becomes crucial for the company and hence to opt RPO is the best solution.

Advantages of Recruitment Process Outsourcing

Stronger Quality of hires

As the global market has become quite competitive it becomes difficult for the organization to search the qualified candidates or improve their internal recruiting for the same. Thus the main aim of the RPO is to provide best talent to its clients. RPO invest their time and energy to source, screen and present the cream resumes to the clients from the pool of CV’s

Cost Reduction

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