We have recently conducted a survey targeting the IT professionals. The objective of which is to understand their mindset, when it comes to job switch. We received considerable amount of responses and the article is completely based on the survey results.Continue reading “Risk Aversion is the only certainty in uncertainty”
2020 has been the year of remote working.
The coronavirus outbreak has caused the way we live and work to change dramatically. For the organisations that have continued to operate throughout the pandemic, finding virtual solutions to new problems has become a way of life.Continue reading “The Ultimate Guide to Onboarding Remotely”
The COVID-19 outbreak catapulted video technology into new areas of our lives. From video GP appointments to Zoom calls with friends, to astonishingly, Vet appointments online, 2020 has been the year of video technology.Continue reading “The Ultimate Hiring Managers Guide to Video Interviewing”
It is well known that today’s job market is candidate driven. Finding and attracting high skilled talent has never been more difficult. Traditional recruitment methods are all good, but there is also this digital revolution going on, which must be adopted by the companies globally to make their recruitment process much more effective. We have examples where the companies are using these innovative techniques effectively.Continue reading “Innovative Recruitment Techniques adopted by The Most Innovative Companies”
Initially we weren’t happy being forced to work from home for months. But, now that it has become the new normal, most of us would hate to give up our ability to control location or working hours. There are advantages and disadvantages. First let’s take a look at the advantages.
Covid-19 pandemic has pushed many companies beyond the tipping point to adopt remote working as the new normal. Remote working is quite easy and natural for the knowledge workers – especially those working in the field of software development. This article focuses on how remote working has impacted hiring software engineers and the demands that it puts on the hiring tool being used by the companies.
Companies that rely on data expect a better financial performance. A Harvard Business Review study, “The Evolution of Decision Making: How Leading Organizations Are Adopting a Data-Driven Culture,” reveals.
If you’re busy doing your job, a long time might have passed since you’ve checked to see whether you’re fairly paid or not. Salary sites are helpful to getting a general sense for salaries. But there are so many nuances with geography, job title, functional area and more that get lost in aggregate data. You really need data specific to your job at your level in your town. One of the best ways to get the salary data is to talk to people, but how can you get people to freely talk about salary?
As stated in part 1, this is an experience report from the author’s company where a more pragmatic, objective and transparent model is being used to determine compensation. For most skills having a sufficient number of jobs and job-seekers, a market mechanism becomes operational. Ruling market rates are the most impartial and objective way to determine compensation.
It’s more than obvious to all of us that compensation plays a major part in employees’ level of motivation. Well paid employees will try to do even better as they see their efforts getting rewarded. Employees treat customers, vendors, investors the way they are treated by the company. Well paid employees go out of their way to please the partners in your company’s progress. Poorly paid employees tend to be insensitive to the problems faced by customers, vendors, investors and even other employees.