Employee cross-training means an offer for employees to take courses in different roles.

The goal is to enrich employees with new skills and knowledge to enhance flexibility and agility in business operations.

Thus, this article will explain the benefits of implementing employee cross-training!

Improve The Company’s Agility

The first benefit of employee cross-training is to enhance the company’s agility. How does it so?

The coaching method will elaborate on new potential and skills for employees. 

In the future, these skills will support and enlarge the company’s objectives in accomplishing its vision.

Furthermore, the practice grants the company flexibility in assigning responsibilities to different individuals.

The flexibility also allows a company to improve its workflow. The newly trained employees will have comprehensive perspectives of the company objectives. 

As a result, they will find ways to improve the process to reach the goal.

Additionally, skilful and adaptive human resources can help prepare the company for contingencies.

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Employee Cross-Training Can Save Costs

Another valuable point of this training is to save the company’s cost from hiring a new staff member.

Indeed, employers are familiar with how the recruitment process consumes their budget and time. Thus, why don’t employers opt for a reasonably cheaper and more effective alternative?

Coaching the staff is cheaper than hiring a new one, as the large company spends an average of $1,689 per learner.

Conversely, the average hiring cost for an employee can reach around $4,000. Various factors can affect this number, meaning it can go higher than that.

The calculation above excludes the time cost in the recruitment process, such as talent sourcing, interviewing, and onboarding process.

Therefore, cross-training the workers can create a talent pool to boost the bottom line efficiently. 

Succession & Knowledge-Assets Management

The following reason for implementing employee cross-training is to improve your succession rate.

If an irreplaceable employee quits the job, it could cause significant problems for the company. This sudden replacement most certainly can disrupt the company’s workflow.

However, a company can resolve this issue by observing internal staff. They can fill the position through an employee who did cross-training. 

Employers can utilize the practice to match certain individuals to specific projects. 

It also increases sustainability to keep the business from disruptions and protect your knowledge asset.

Training an individual who already understands the company’s operations is more manageable than teaching someone without prior knowledge of the company’s mechanism.

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Establish Team Bond

The fourth advantage of cross-training your staff is to build a strong bond between them. What aspect of the exercise impacts co-workers’ relationships?

Employees can better understand their co-workers’ efforts and ways to complete their tasks through cross-training. 

As a result, it can strengthen collaboration between employees when working together to solve a problem.

Increase Job Satisfaction

Lastly, conducting cross-training in the organization can impact job fulfilment for the employees. 

Training motivates employees to develop their skills and discover new opportunities, which triggers excitement and keeps them engaged and focused.

Employee cross-training also means they will have a chance for internal career advancement, leading to job satisfaction.

An employer that allows their workforce to develop their skills shows how appreciative they are of their staff. Thus, it can affect employees’ decision to keep their job.

In conclusion, cross-training brings various advantages to empower your workers and strengthen your business.

Cross-coaching can increase the company’s staffing agility in responding to various challenges in certain circumstances.

Secondly, a company can utilize the training to save costs in hiring new talent. The organization can create a talent pool from available staff members to fill a new position.

Another benefit of this training is to generate a succession plan and protect the knowledge asset for the company to sustain.

The next advantage of the practice is to create a robust relationship between the staff leading to smooth collaboration.

Finally, staff that exercises different skills will feel satisfied with their job. As the company allows them to develop their career, the workers feel valued and retain their position.

Cross-training has many benefits for the company in the long term. Hence, companies can start planning their cross-training as soon as possible!

Do you want to elaborate on human resources knowledge? You can click here to check our other insight!

The post 5 Benefits Of Employee Cross-Training To Boost Your Company! appeared first on Elabram.

Personal branding is quite similar to promoting a business. It’s how you market yourself instead of a company.

In other words, personal branding is a way for people to recognize, like, and trust you. It’s useful when you want to build a business to gain popularity for your enterprise.

Besides, personal branding also benefits your career opportunity. People can recognize your skills and talent based on your promotion.

In this article, we will discuss how to build attractive personal branding!

Decide Your Personal Character

In the first step, a person must decide how to present the character. 

The person must consider the value that makes them stand out. Then, they can arrange a strategy to develop their personal image. Also, they need to determine the achievement goals through the branding.

We must highlight that they must make the personal branding character clear and authentic. To discover this, you can do a self-assessment or ask your closest relatives. It will determine the drive and goals that they want to accomplish.

If you feel your drive and value are changing mid-way, it’s normal for a human being. 

The most vital part about exhibiting personal branding is your initial robust stance. From there, you can create the image that you want to achieve.

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Determine The Best Way To Deliver Your Value

In the next phase, a worker requires deciding the best method to deliver the value or message. 

For example, Does it have to be serious, professional, casual, fun, or a combination?

In this case, you should also determine which format of content works best. For example, you determine the duration, such as long or short content. 

Additionally, the worker must discover the type of content, whether educational or entertainment.

In further steps, they can decide the best platform to broadcast personal branding value. 

Currently, the most popular way is posting through a short video or image on social media. In addition, you can select other options, such as writing blogs or podcasts.

In some cases, it can be a combination of all as long as you offer insightful content that best suits your value. 

If you’re starting, you can focus on one thing step by step. Then you can expand your medium along the way. 

Selecting Your Audiences

The third step is to build your audiences wisely. 

Rather than a large audience, you can focus on building community. The audience reflects your values and how you want to be perceived by other people.

They can start by portraying a vast topic related to your interest. Then, they can value and narrow the topic to emphasize the brand. 

The niche community also assists them in becoming an expert in the topic. Interacting with a smaller crowd benefits them in further understanding what your audience demands from you.

They can start building the community through online live community events or social media to strengthen the bond with audiences.

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Be Consistent

Lastly, consistency is the key to maintaining your personal branding. The hardest part is maintaining the pace of your content and disengaged audience. 

Nevertheless, the creator can find a creative way to offer interesting content that keeps the audience returning to their page. 

The creator can use the statistics data from their online platform to find the audience’s interest.

The worker must consistently show value across the platform to set a robust self-brand. For example, post content regularly according to your post schedule so your audience can always engage with you.

In conclusion, personal branding has advantages in improving people’s awareness of the worker’s image, and it’s crucial to understand how to establish an attractive one.

The first thing is to build personal branding. It can determine the value that differentiates the creator from others. Once the worker learns your principal drive, they can set the strategy and how to accomplish the goal of persona; brand.

Secondly, the creator can pick the best way to convey the message. They can decide the format of content, the duration, and the best platform to enact self-promotion.

Thirdly, they can select an audience that reflects their value and message. The worker can focus on building community instead of a large crowd.

Lastly, the worker shall consistently maintain showing personal value and delivering content to the audience.

The professional worker or individual is ready to embark on a great personal branding journey by following these steps!

For more articles on personal branding, click here!

The post Personal Branding: Time to Build Yours Now! appeared first on Elabram.

Currently, many industry perspectives consider that having females in the team only fulfils moral responsibilities to present their companies’ stances.

However, having women staff or executives in your company is much more than that. To some point, they support improving your bottom line, significantly affecting the business.

In this article, we will explain to you the reason why having females in the organization can offer benefits to the company!

Endorsing Diversity

First and foremost, females in the organization can significantly affect diversity. 

Diversity is vital to enriching the business potential by gathering different perspectives from different groups. 

Bringing females together also fulfils gender balance in the company, as women make up most of the population in the world at around 50 per cent.

With various employees’ composition, they can bring dynamics of skills and energy to the table. 

Diversity also represents how much your business appreciates the different communities, which is highly important. It shows that your company can present equality in new growth opportunities between males and women.

Solid Attitude At Work

Another reason to have women in the workplace is their solid attitude.

Women are frequently overlooked because of their emotional side. They have vital attributes that benefit a business, especially in management and communication.

A study from Harvard Business Review shows that women excelled in 17 out of 19 attributes of a leader.

The highest-rated indicators consist of taking the initiative, resilience, self-development, drive for results, and displays of integrity. Those characteristics can contribute to stable management and a more potent force. 

The analysis also highlights substantial aspects of communication, such as developing others, motivating others, and building relationships.

Women focus on listening and understanding the problem. It makes their team and co-workers feel valued and appreciative, generating a more robust team bond.

Job Satisfaction And Retention

The third benefit companies can be achieved by having feminine figures at work is job satisfaction for other employees. What impacts this aspect?

Concerning the previous explanation, women’s substantial attributes can escalate productivity and positivity around the company, affecting job satisfaction and retention.

Research by the Center for Creative Leadership exhibits that having women as leaders can increase job satisfaction and organizational dedication.

To some extent, women’s ability to motivate others can decrease burnout and offer to mean to employees’ working results.

Based on the study, some employees found their female leaders are more supportive of the employee careers. 

More Profit For The Business

The last advantage is the surprise of having women in the team, which increases profit. How does it work?

Females can drive skills such as creativity and innovation, which impacts the company’s reputation.

A report from International Labor Organizations stated that 57% of 13,000 enterprises improved business outcomes by having females on board, with a profit rise of around 5 – 20%. 

Also, women make up 85 per cent of consumer purchases in some industries.

To summarize, having women on your team is crucial as it benefits the company. Firstly, embracing maternal figures at work shows that your company is diverse and open to growth for males or females.

Diversity is vital as a company requires different perspectives from different groups to expand its business. 

The second advantage is that women have a solid attitude that positively affects how they manage and communicate with others at work.

Those positive attributes relate to other benefits the business will gain by having females, which increases job satisfaction and retention for other employees.

Lastly, having females at work can generate better profit for the business because they offer new skills and impact productivity.

For more insight on the importance of having women at work, click here!

The post Women In The Team Can Benefit Your Company. Here’s Why! appeared first on Elabram.

According to CIPD, employee branding is a set of attributes and qualities that differs for each company.

Employer branding showcases a specific employment experience and attracts people with similar ideas to thrive in its culture.

In short, employer branding is how employees, candidates, and clients perceive a company and what image the business wants to display.

Why does it matter for the business? This article will explain why employer branding benefits both candidates and customers!

Attract The Best Talent

One of the reasons that make employer branding essential is to attract top talent.

Alongside social media popularity growth, candidates nowadays look for a robust company with an excellent reputation online. If the company can showcase its values, it will result in a better positive image in front of the public.

In addition, most candidates even willingly look over high payment in return for non-monetary benefits such as a well-established company culture, a positive working environment, and supportive and appreciative co-workers.

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Cost And Time Hiring Efficiency

A further benefit, employer branding can save the company’s time and budget in searching for new employees. How does it work?

Firstly, a well-known brand saves advertisement costs for the talent market. A positive company image will attract candidates effortlessly without having to post many job ads on different channels. In this situation, candidates will automatically find the company because they believe in its reputation.

Lastly, the company’s recruiter can utilize this moment to absorb them into the internal talent pool. Additionally, the excellent image encourages employees to give referrals to the company. It helps to save time rather than scouting new candidates.

Increase Employee Engagement

Another reason to develop your employer branding is to increase employee engagement. 

The company can involve employees by acknowledging them. They are part of your company’s vision and brand in every activity. 

The involvement will increase their morale and engagement as they feel listened to, which increases their productivity.

Besides that, employer branding increases candidates’ trust in the company’s reputation, which minimizes the risk of them quitting mid-hiring.

Additionally, proud employees tend to sustain their job and feel more secure, affecting retention. Research from LinkedIn shows that a powerful company image decreases the turnover rate by 28%.

A well-known brand gives pride to the employees and motivates them to promote your company online voluntarily. 

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Establish Credibility For The Customers

Lastly, emphasizing your brand and culture can impact your credibility with the customers and the public.

Our first three reasons discuss mainly the employer reputation impact on candidates and employees. However, employer branding to impress customers is also crucial.

Surely, professionals and top customers desire a company with a solid brand and shared values. 

For this reason, a strong brand image will maintain your reputation in front of your clients. Let customers know your core mission by reflecting on how the company runs its brand and business.

To summarize, employer branding significantly impacts your company’s reputation, especially in this growing digitalization era, where people can learn about your business practice online.

For instance, an established company image appeals to high-quality candidates who want to grow in a company that understands their values. 

Most even prefer a company willing to offer great non-monetary benefits, such as a conducive working culture and environment, rather than receiving a higher salary.

Secondly, having a powerful brand image will increase candidates’ trust in your company and make hiring more efficient.

The company’s reputation also extends to employees’ willingness to give referrals which can save much time and cost from job ads arrangement.

Furthermore, your company branding can increase employee engagement and boost their morale. These can grow their pride in the company and impact their productivity and job retention.

Finally, a compelling business image can develop trust in gaining reputable customers. They want to work with a visionary company that shares progressive values.

Those are a fraction of employer branding benefits. You can figure out more advantages while slowly building your image. 

So, are you ready to show your brand values to the public?

Click here for more articles on employer branding!

The post 4 Reasons Why Employer Branding Matter appeared first on Elabram.

Other informal education, including training and courses, exist as well. Then what separates boot camp from other learning formats?

What benefits does boot camp have that make it popular with many people?

Hence, this article will explain the definition of a boot camp and what makes this course different from other learning programs. We’ll also break down the benefits of joining the camp!

What Is A Boot Camp?

Terms of boot camp originated from an intensive military program. However, this term is now familiar for an intensive learning program, including the online learning course.

Boot camp popularity came to light after digitalization, which focuses on training one specific skill set.

They are usually short-term learning with experts in the industry who act as your mentor. It consists of small classes with few students to make the learning process more efficient.

The students will receive materials and complete tasks in order to graduate from the training and earn a certificate.

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Who Needs To Join The Boot Camp?

The nature of online boot camps makes them popular and relates among tech enthusiasts. 

This course is primarily available for digital jobs such as web development, software programming UI/UX design, digital marketing, and many more.

The audiences come from a wide range, such as students, employees, or people interested in the scope and wanting to pursue a specific career.

It can also be someone with previous related education to advance their skill or anyone interested in gaining knowledge of a specific skill set.

The Difference Between Boot Camp And Other Learning Formats

To further understand boot camp, we will compare it to two learning formats: regular degree and self-learning.

According to Forbes, a degree is a credential a college or university provides, including traditional degree paths such as associate, bachelor’s, master, and doctoral degrees.

Completing a degree usually requires time and money, and their main focus is on theory with minimum practice. However, you will get thorough study materials and guidance from lecturers.

On the other hand, there is also a self-learning option. This format is mainly different from the degree education. 

As the name states, you do all the work, from gathering study materials to understanding the subject. However, this one is the cheapest and the most flexible learning format.

Yet, the course falls somewhere in between the degree and self-learning education. It’s a combination of a flexible and structured learning program.

You can pick the subject and available learning schedule to match your requirements with less cost than a degree.  

Additionally, you will learn with experts related to the subject and practice with real cases to sharpen your skills on your schedule.

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Benefits Of Boot Camp

The explanation above shows that a boot camp has benefits that two others don’t. 

Unlike a degree, you don’t need prior education about the topic, which saves you from the hassle of preparing to learn in the training camp.

Secondly, the training camp is much less expensive and takes less time than a degree. 

Even though it may cost more than a self-learning study, the learning structure makes a boot camp more efficient. Hence, the result will be worth your time and money.

Another benefit of the training camp is that you will learn from the experts who provide study materials. Moreover, they will give you real cases you must solve accordingly, which you can apply in real life.

Furthermore, you can interact with experts and other talents in a boot camp to expand your network and support your learning process.

The training also provides a flexible schedule and remote learning with a structured format and discipline schedule so that you can focus on your course.

Lastly, you can use the boot camp certificate to showcase your skill and put it on your CV!

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In conclusion, boot camp is a breakthrough program focusing on learning a specific skill set. This interactive course helps you learn a topic efficiently with experts in the related subject.

The audiences range from students, employees, and people interested in the subject. Anyone can join the course as they don’t require previous education history related to the study.

In some ways, boot camp is more efficient than other learning formats like a degree or a self-learning method.

The course combines the flexibility of self-learning, where you can learn at home and pick your schedule. Still, it provides similar quality to a degree education with more practice.

Another benefit of boot camp is that it costs you less money and time than a degree education.

Still, the course allows you to interact with experts and fellow students to widen your insight into the topic.

Ultimately, you can use the certificate to exhibit your skill and apply for a job.

If you’re intrigued to learn more about skill development, click here!

The post Join Boot Camp, A New Way to Improve Your Skills! appeared first on Elabram.

However, some fresh graduates may need guidance to choose the best job that provides a stable career. Getting ready for a new job can be quite challenging, and picking the best opportunity is crucial.

Therefore, we will explain what makes a job recession-proof. Additionally, we’ll give you five recommendations for recession-proof jobs!

Characteristics of recession-proof jobs

Before we dive into the details of recession-proof jobs, we must understand what makes specific jobs recession-proof.

The first characteristic of recession-proof jobs is providing universal and essential services. Additionally, these jobs also support big sector businesses and government demands. 

This type of service will always be around based on people’s demands. Even though a recession may occur, the industry will have a higher chance of surviving. Hence, it will strengthen your career stance from the recession’s impact.

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Type of recession-proof jobs

1. Financial services

The economy is an essential aspect globally, especially in handling finances when a recession possibly occurs. 

Massive institutions such as governments and corporations need people to manage their assets. They also secure their wealth to avoid more significant risks from the recession.

Thus, financial careers are also in high demand because most jobs require professional certifications, which only some can accomplish.

Careers examples in this industry are accountants, financial advisors, auditors, tax accountants, bookkeepers, financial analysts, insurance brokers, actuaries, and more.

2. Educational services

Everyone needs education for future investment, such as getting jobs or roles like research and development. 

Education must run smoothly despite the economic condition. Therefore, a career in education services can have more significant opportunities to last a long time. 

That’s why selecting a career in education can give you the opportunity for career longevity. 

Moreover, the career isn’t limited to being a teacher or lecturer. A career in school administration and counseling can be another option.

Besides, the educational field is expanding from formal settings such as schools. Informal education includes offline courses, boot camps, and on-demand education are emerging to give you a vast opportunity.

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3. Medical and health services

Medical or health services is another sector that will always stand regardless of the economic situation. That’s because human beings and animals have to maintain their well-being.

Medical and health is another field that requires specific training and skills. Hence, talent will always be in high demand.

However, it’s not limited to doctors and health practitioners. Health services also accommodate other education degrees, such as nurses, pharmacists, lab scientists, therapists, administration staff, and public health services.

4. IT professionals

In the digitalization era, IT has become the backbone of huge industries. Most companies today rely on digital data and systems, exposing them to various cyber threads.

Thus, protecting digital assets is a priority for many industries and making IT talents crucially needed.

Even though a few events proved that IT talents aren’t immune to recession, they will get a new job quickly because businesses require their talent.

You can explore IT professional jobs such as software developer, programmer, web developer, IT security specialist, and IT technician.

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5. Government and public services

Another recession-proof career is in the government and public services. They will continuously operate to serve the public despite the economic circumstances.

This field also provides various positions for different education levels. As a result, this field is widely available to many people.

Jobs in this field include law enforcement, firefighter, public administration staff, social worker, and other positions in government offices.

In conclusion, several jobs will last despite the economic recession. These jobs mainly exist in essential industries that humans need daily.

You can look for a job in financial services, medical and health services, the educational field, IT professionals, and public services.

Even though those jobs don’t guarantee they’ll be immune from recessions, the industry’s longevity will help improve the chance for candidates to last in their positions.

If you’re interested in exploring recession-proof opportunities, Elabram is here to help! You can register at https://job.elabram.com/login to see available vacancies.

For more articles on long-term careers, click here!

The post Looking for Recession Proof Jobs? Here are The Top 5 appeared first on Elabram.

Previously, we’ve discussed recruitment agencies’ myths from the candidates’ viewpoint. Both have a similar impact that makes people reluctant to use agencies’ services.

However, those false ideas can hinder you from the benefits of recruitment services. 

Thus, we’re here to help you debunk some of the stigmas of recruitment agencies from companies’ stances.

Companies Can Recruit By Themselves

The first myths about the recruitment agency is that companies can find the best candidate without agencies’ help.

While the statement is true, you can only partially allocate your whole time to focus on one vacancy. Nonetheless, it’s challenging when you have multiple openings, especially in specialised skills.

Meanwhile, agencies have more capability to tackle this challenge. They have the expertise and the profile database to get the best candidate.

That doesn’t mean agencies must go without listening to your requirements. 

Instead, they are helping by sourcing and recruiting the best candidate most suitable for your requirements. You still have the opportunity to assess the candidate.

Using recruitment services also helps avoid bias in observing the employment market because of the company’s culture.

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They Don’t Understand The Business

The next impression of agencies is that they are clueless about the employers’ business. As a result, they will be incapable of finding outstanding recruits.

Conversely, recruitment agencies have the capability to understand the business due to their experience.

A recruitment firm has worked with various industries and understands the demand.

Their insight can help employers to decide the best candidate to fill the position and how to attract candidates.

You can look for agencies with years of experience to ensure that the agency can handle your inquiry.

Additionally, you can research the agency’s profile online or inquire about a company profile from the salesperson.

The Fee Is Expensive

Expensive fees are one of the reasons why employers are reluctant to hire agencies’ services.

Nonetheless, it takes much effort to get the best candidate. In the first effort, the recruitment firm advertises the job through various channels to search for the most suitable candidates. In the second method, the agency requires time and process to grow the profile database.

After searching effort, the recruiter must also conduct the recruitment process, including resume screening as well as interviewing process. 

With that effort, some challenges may also occur mid-hiring. For example, the candidate decided not to proceed with the job. The recruiter has to start the process from the beginning, which consumes time and cost.

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They Send Random CVs

Most employers assume that agencies only post the vacancy and send random CVs. 

Nonetheless, this assumption is wrong. Agencies’ recruiters work hard to deliver the best candidate to the client.

They assess your company requirements, whether it is new roles or headcount replacement.

Recruitment agencies also estimate the salary market range and utilize their contact database to sort the best candidates to match the demand.

A Barrier To The Recruitment Process

This last myth is one of the most common misperceptions among employers.

Some employers may view it as creating a new phase and barrier during recruitment. Therefore, using a third party is unnecessary and a waste of time.

However, those notions are far from the truth. Agencies’ primary focus is to find the best candidate quickly. The recruiter has an enormous number of candidate databases. In that case, they will efficiently spend time completing the task.

Combining their experience and great connection, you will save more time than doing the process by the company internally. 

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To summarise, companies have certain stigmas towards recruitment agency services. The first popular myth is that organisations can recruit by themselves. 

Recruitment agencies also charge enormous fees, while they only send random CVs. Other false perceptions about agencies are that they don’t understand the companies’ industry and are unnecessary.

In reality, benefiting from agencies’ services can bring many advantages to your business. They can help you find the best candidate with the best budget in no time.

Want to discover how recruitment services can help you thrive in your industry? Elabram is here to help you! Visit elabram.com to find out more.

Also, click here if you like more articles about recruitment services!

The post Myths About Recruitment Agencies by Employers, Debunked! appeared first on Elabram.

The technology is an infamous virtual assistant to help finish your task efficiently, and millions of people are using this.

The HR field is one of the industries that benefit from the artificial intelligence. The function covers a broader range, but AI in recruitment is the most popular. Primarily it benefits recruiters and companies.

However, AI also has excellent benefits for candidates in job searching. Here are ways how AI improves your opportunity to get a job!

Find and recommend relevant jobs

The first advantage of using AI in job searching is that it helps us to find and recommend relevant jobs. Manual search is often limited to your capacities and knowledge of a profession.

In this case, AI searches for a job based on your skills, location, education, experience, and more. As a result, AI shifts narrow searches to open-ended recommendations.

AI programs also show jobs relevant to your interests that you might yet consider but match your skill sets or experience.

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Provide transparency and minimum bias

Another way AI improves job search is to reduce bias and give transparency to you. 

The system utilizes algorithms to read long job descriptions in vacancies, find specific keywords, and match your strengths.

Besides, job titles can be different for each company. It’s essential to pay attention to the job description instead, which is what AI does.

Another benefit of AI focusing on your skillset also minimizes bias occasionally appearing during the candidate selection process. 

Hence, candidates will get a fair representation in showcasing their capabilities to get the job.

Increase response time

Usually, it takes time for candidates to hear updates from recruiters, causing them to wait without certainty. 

Recruiters will have to review hundreds of applications manually. It also makes your chance slimmer because the recruiter may skip your application.

The thorough analysis that AI offers can save more time for recruiters than manually reviewing all resumes. It provides data insights for recruiters to match their needs quickly. 

Quick selection time leads to quick interview scheduling. Thus, it reduces the recruiting time, and you can get selected faster. 

Even if you don’t get hired, you can quickly move on to find another job without wasting so much time waiting for one vacancy.

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Applicant Tracking Systems

This last improvement is one of the most familiar technology implementations towards the recruitment field.

Applicant tracking systems or ATS use AI to find information in the resume that matches the job requirements. 

ATS also helps with other hiring processes, such as interview scheduling, notifications, and sending automated emails to recruiters and candidates.

Furthermore, the program will place the most qualified resume at the top of the list, making the selection process more efficient.

You can benefit from this technology by following how they work. When you’re applying for a job, tailor it specifically for the job by writing specific keywords in your resume. 

Doing so will leverage a chance for the recruiter to pick your resume.

To summarize, AI technology helps to improve candidates’ job searching efforts. The first benefit is to help you find and recommend the best job according to your skills and interests.

The next advantage of AI is to provide transparency of job clarity, mainly with the description and requirements.

Another thing you can utilize AI is to increase response time for you. The program can read through all the resumes effectively, hence abbreviating the time to process the application.

Lastly, AI helps leverage your resume’s chance to pass the requirements in the Applicant Tracking Systems. 

The technology can find matching keywords in your resume to the requirement, then put your resume on the candidates’ top list.

There are many benefits that AI provides, and those are just a fraction. In the future, AI may develop more to assist us in finding jobs.

Are you curious to read more about HR tech? Click here to find out!

The post AI Revolution: How Does It Improve Your Job Searching? appeared first on Elabram.

This stereotype surrounding current workforces only exacerbates the situation. Even though those stigmas may be far from the truth.

Thus, we will reveal five valuable tips to help employers manage different generations in the company.

Understanding the generation.

You must first know the different generations in your workplace to manage them. Each generation has a different work ethic and perspectives regarding job performance. 

Therefore, it’s essential to understand your employees to establish effective communication and optimize their skills, which leads to productive outcomes. 

Currently, there are commonly five different generations in an organization.

1. Silent Generation (1928-1945): This generation is infamous as a traditionalist and primarily unfamiliar with technology. They are loyal and disciplined in their job. Moreover, they appreciate rules and working at a slower pace. They are barely present in today’s workforce due to their age.
2. Baby Boomer (1946-1964): Like the Silent Generation, this generation hardly recognizes technology. They prefer job security and structural hierarchy. Many baby boomers appreciate hard work and are willing to share their knowledge.
3. Gen X (1965-1980): This generation is notably independent, efficient, and flexible in working. They value personal space and complete authority over their work. Most Gen X appreciate benefits that include their family.
4. Millennials (1981-1996): Millennials generation is a merger between the previous and latest generation. They are tech-savvy, flexible, great communicators, and result oriented. 
5. Gen Z (1997-2012): This last generation has an incredible purpose drive. They have a sense of mental awareness and are critical to the workplace. Furthermore, they appreciate work-life balance, growth, and promotion in the job.

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Avoid stereotyping.

The essential foundation in managing different generations is to avoid stereotyping. However, this factor is not easy, as people tend to judge based on their assumptions.

We are accustomed to generalizing one’s attitude, ethics, and skills based on age. However, this thing doesn’t always seem to be accurate.

The best practice to avoid stereotyping is to implement an individual approach. You can conduct a face-to-face meeting and assessment based on their performance review.

From there, you can give a proper judgment of your employees’ characteristics and decide how to proceed with that information for your company’s development.

Adjust communication.

One of the challenges in managing different generations is to find the best way to communicate with them. It’s essential to develop two-way communication with your employee.

Adjusting your style and medium in approaching your staff member can avoid misunderstanding. In this case, you can ask for their preferences. Whether it’s formal, casual, via email or direct contact. 

Clear communication also creates appropriate boundaries. Employees deserve respect and appreciation regardless of their age. Therefore, they will feel much appreciated and easier to manage.

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Sharing knowledge.

Another thing in managing generational differences is to utilize the strengths of each group. 

Different age groups have different ways and various strategies to achieve their goals. This thing happens due to various experiences that each generation faces.

Hence, you can strategically place different people in a group project based on their skill set instead of their age group. 

Use common ground to unite.

Rather than focusing on their age gaps and differences, you can arrange programs that promote inclusivity. 

For example, you can use company values to set your mission straight and provide a collective purpose for your employees. 

Moreover, understanding company cultures and values gives a chance to impact the company.  

Additionally, you can arrange age inclusivity training to minimise prejudice further and establish similar perspectives in perceiving generation differences.

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To summarize, there are five ways you can explore how to manage different generations in your workplace.

The first thing you can do is to know the generations working in your company. Understanding them helps you to navigate your best approach.

Another crucial thing to do is to avoid stereotyping and adjust your communication style to minimize prejudice towards different generations.

Furthermore, you can utilize each generation’s unique strengths by strategically placing them in a group project. The teamwork will encourage them to share knowledge and create a mutually beneficial relationship.

Lastly, you can unify your employees using common ground, such as promoting company values and training for age inclusivity.

Those tips can guide you to manage your employees efficiently and generate productive outcomes!

For more articles on employee management, click here!

The post 5 Useful Tips for Managing Different Generations in the Workplace! appeared first on Elabram.

Hiring unqualified candidates can genuinely impact your company. A failed hiring process can lead to a loss of productivity. It includes the expanse of hiring replacements.

For this reason, you can mitigate some issues by understanding the candidate’s red flags.

In this article, we have rounded up some candidate’s red flags during an interview that you need to know!

Lack of excitement

Recruiters have a responsibility to hire people that are passionate about their job. For this reason, finding candidates genuinely interested in the roles is like finding a gem!

A passionate employee is more likely to attract employers and does that job better. 

If a candidate is serious about the position, they will usually research the company, the roles, and the product. In addition, they can explain enthusiastically during interviews.

On the other hand, a lack of enthusiasm or limited knowledge of the job roles could be a sign that your company is not their first choice.

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Inadequate Communication Skills

Communication is an inseparable attribute of any job placement. What would it be if a candidate is hard to reach? 

In this case, Communication skills failure will lead to issues for themselves, the business, and others. 

Hence, recruiting employees who have strong communication is essential. To find qualified candidates, a recruiter should understand that communication is not only language. 

It includes other aspects such as active listening, non-verbal cues, assertiveness, and empathy. 

Moreover, candidates who are fluent in communicating through digital platforms, social media, and emails are more likely to be hired in today’s digital era.

Good communication skills will help candidates succeed in any interview, even if they don’t get the job.

Attitude toward Former Employers

Having good skills is not enough. Candidate must also possess a positive attitude.

Often during the interview session, candidates negatively testimony their former employers or colleagues. It is a red flag!

In this case, your candidate might share many negative things about how their previous boss run the business.

The candidate might openly speak negative things about their former employer and colleagues. If they openly complain or gossip about their former colleagues, they may also say negative things about your company.

With this in mind, a recruiter must consider the candidate’s feedback toward their previous company. 

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Only Focused On Pay And Benefits

Every candidate has the right to ask about the benefits.

However, it could be red flags if the candidates frequently ask about the salary, the number of days off, and when they can expect a pay adjustment.

Asking about benefits is not the main focus during the interview. In this case, as a recruiter, you should be wary if they ask more profound before being given the job.

As an employer, you’d be able to tell who’s asking to know the rules and who’s asking because they only care about the perks.

If this question comes up, you can use some crafty interview questions to dig deeper. 

Take notice of how many times they asked about the benefits, and you will know whether it’s a red flag.

Fewer Questions Regarding the position

A job interview goes two ways. For this reason, both the recruiter and the candidates need to be engaged. 

In this case, it’s not just the recruiter asking questions; the candidate should do the same. The best candidates will ask questions because they want to learn more about the role.

They usually request good questions about the position, work culture, etc. Asking questions shows that the candidate has an interest in the company. 

It will become a sign for the recruiters if they don’t have any questions.

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RECRUITMENT MISTAKES WE SHOULD AVOID. BETTER LATE THAN NEVER!

In conclusion, spotting red flags can be challenging. You need to take some time to understand and see if these red flags apply to them.

If you spot any of these red flags during the hiring process, make a note and reassess that candidate with extra caution.

Please don’t wait until you hire them to address an issue. Your job is all about picking the right candidate.

Even after spotting red flags and rejecting the candidate, treat them respectfully and give them constructive feedback.

It will open the door for candidates who could apply to your organisation in the future. 

Are you looking for a staffing solution? Elabram is here to help! With over 20 years under our belts, our team has been assisting clients with their businesses in Southeast Asia.

Get in touch with our team today for further information!

The post Candidate’s Red Flags During The Interview, How To Spot It? appeared first on Elabram.