JL HR & TECH SOLUTIONS

[jlhrtecsolution]

What is Values-based recruitment?

The values-based recruitment strategy attracts and hires candidates who share the organisation's values, aspirations, and attitudes.

Values-based recruiting is not a new concept in talent acquisition, but as the importance of strategic alignment between organisational goals and HR programmes grows, it is being more often adopted as a component of effective recruitment methods. The focus of interviews has traditionally been on the knowledge and skills required for a position, with some behavioural questions included to get candidates to reflect on situations they have faced in the past.

Benefits of values-based hiring

By giving particular values more weight throughout the hiring process, you increase your chances of finding a candidate who actually fits your brand's culture. Everyone on your team is functioning together with the same ideas and goals if you keep focusing on those values throughout your workday.

But putting values first during the hiring process accomplishes more than just making sure everyone is on the same page. A recruitment approach based on values has the following benefits:

1. A favourable working environment

Employees who integrate into the business culture may feel more at ease at work. However, communicating beliefs and goals with the team can also help coworkers form stronger ties.

A value-based hiring strategy can help to create a productive work environment for both new and existing staff. Employee satisfaction will increase if they are pleased with their workplace, which will lead to higher retention.

2. Increasing employee morale

When employees are satisfied with their workplace and share common goals with other workers inside the organisation, they will feel more a part of the team and more connected to their work.

With higher staff morale, employees will feel more appreciated and there will be less absenteeism at the company. Employees will come to work on time and ready to face the challenges of the day.

3. Lower employee turnover

Employees will want to stay with a company longer if they feel valued, engaged, and confident in the work they're performing. A lower employee turnover rate indicates that each employee is a genuine investment in your business. Employees can advance their careers with your company while costs are reduced and productivity is maintained.

4. A rise in productivity

Increased employee engagement, a more favourable work environment, and higher staff morale all translate into greater productivity for the entire organisation, both in the short and long term. 

Employees that are passionate about their work will exert more effort to work effectively and provide results that matter. Additionally, because they will be more vested in their jobs, they will work harder to increase productivity, which will ultimately help the bottom line of the business.

End Point

Values-based hiring is a particular method of hiring that has the potential to be very advantageous. However, it also needs specific activities and steps to be taken at various stages of the hiring process.

Knowing your organisation and the values that guide choices and actions throughout the entire organisation are essential to developing a successful values-based recruitment strategy. You can identify your company's values when hiring candidates if you have a clear understanding of who your business is and what you stand for. If you wish to learn more about Value Based Recruitment, connect with our experts. Visit https://jlhrtech.com/

[jlhrtecsolution]

How to explain why you’re right for the job?

A job interview may include a number of questions, one of which can be, "Why are you the best person for this job?"This question may be asked by potential employers for a variety of reasons, including to assess your qualifications and degree of comfort in the position. Whatare you a perfect match for this job? is a question that recruiters ask potential employees for a number of reasons, some of which are mentioned here along with advice and model answers.

How should you respond to the question, "Why are you the best candidate for this job?"

The steps listed below can help you get ready for the question "Why are you the best person for this job?" and build a compelling response:

Examine the job posting

The first step in getting ready for this kind of interview question is having a thorough understanding of what the position entails and the qualifications a candidate must possess in order to perform the position. Spend some time reading the job description, paying particular attention to the sections that detail the qualifications or experience the employer seeks in applicants. Make a note of any knowledge, training, or experience that you can locate that is similar to your own and mention it when responding to this question during the interview.

Investigate the business

Before attending an interview, you should research the business to better grasp its aims and objectives. By investigating the company, you can also find out more about the corporate culture and the people that work there. Look for connections between your personal values and aspirations and the company's mission statement.

Focus on your strongest suit

You can now focus on your qualities that are relevant to the position and company after determining the knowledge and expertise required for the position as well as the firm's mission and goals. Write down up to seven professional traits or strengths that are appropriate for the role. Your response to the interview question "Why are you the best person for this job?" should be based on these.

Cite concrete examples

Give concrete examples of each of your successes and abilities that make you a good fit for the job. Give an example of how you used your communication abilities to solve a problem at work rather than simply stating that you have good communication skills.

Practice

The best method to overcome interview nervousness and make sure you are ready with acceptable responses that will set you apart from the competition is to practise answering interview questions. Ask them to provide feedback on your replies as you practise with a friend, family member, or coworker.

The above mentioned tips can help you answer the question “Why are you the best person for this job?” confidently. For more tips, connect with our experts. Visit https://jlhrtech.com/

[jlhrtecsolution]

Talent Acquisition: How to Attract the Best?

An organisation's capacity to draw in and hire qualified job candidates is significantly impacted by the implementation of effective talent acquisition techniques. Many businesses are still getting used to the increased standards that job seekers have. Putting best practices in place for talent acquisition is a challenging process that needs a special mindset akin to marketers.

Top 5 techniques for talent acquisition 

There are many strategies to optimise talent acquisition initiatives. However, there are a few best practices that are required to follow and should never be neglected.

Now let's look at them.

1. Create a powerful employer brand

The most crucial requirement for effective talent acquisition is developing a strong employer brand. 84 percent of job searchers, according to Glassdoor, a company's reputation as an employer matters when choosing where to apply for a job.

It is important that employers recognise that creating a good company brand begins within. In other words, it is much simpler to recruit new employees if your current staff members are proud and content to work for your company. They inevitably become spokespersons for your company, which greatly increases the success of talent attraction.

2. Improve your career website

Your career site needs to be a representation of the company's culture, employee benefits, EVP, and open roles. 59 percent of job seekers who find a job visit the employer's website, according to LinkedIn. Building a career website that addresses all the questions potential candidates might have is crucial.

3. Craft precise job descriptions

Job descriptions must be included in this list of best practices for talent acquisition because they can make or break your efforts to find new employees. More thorough job descriptions will help you attract more qualified job prospects and weed out those who might not be a fit for your firm, even though some research suggests that shorter job descriptions garner more applications.

It's critical to comprehend the requirements of the applicants while creating a job description.

4. Boost your LinkedIn visibility

LinkedIn is the most popular professional network in the world, and many job seekers use it to research possible future employers and coworkers. Employers should encourage staff to use their LinkedIn private accounts to the fullest and promote their employer branding there.

5. Improve your Glassdoor profile

Websites that provide employer reviews, like Glassdoor, can significantly affect an organisation's ability to recruit new employees. 86 percent of workers and job seekers look up company evaluations and ratings before deciding where to submit an application.

You shouldn't limit your search for top talent to conventional, short-term hiring techniques like sending LinkedIn messages or going to job fairs. You must create a strategic, long-term talent acquisition plan to ensure top talent acquisition and retention, which will enhance the overall employee experience. For more help visit www.jlhrtech.com

[jlhrtecsolution]

The 5 Essential Skills of Human Resources Management

The human resources division is the cornerstone of any flourishing organisation. Human resources managers establish a safe, effective environment by fusing employee desires with organisational requirements. They frequently carry out application interviews, administer benefits, resolve disputes, and educate employees. Many human resources managers are also in charge of selecting and dismissing employees as well as compiling information in the event of harassment or discrimination complaints.

In essence, human resources managers handle all of a company's requirements for success. HR managers must therefore have the skills needed to handle their demanding workdays.

Whether you're a business owner seeking the ideal human resources manager or an HR professional looking to further your career, the vital qualities listed below will help.

1. Communication

The most crucial ability a human resources manager should have is undoubtedly communication. Strong verbal and written communication abilities are necessary for a competent HR manager to undertake everyday activities. Skills in nonverbal communication are also crucial. A HR manager can tell through nonverbal cues whether someone is uneasy, lying, or confused during discussions or presentations. This is beneficial when an employee makes a claim of discrimination or when a prospective employee attends a job interview.

2. Knowledgeable about technology

The days of HR managers doing performance assessments by hand or using typewriters are long gone. Visual planning tools, online databases, and digital spreadsheets are frequently used by human resources professionals to do their work. Additionally to updating company blogs and tracking workplace metrics, a tech-savvy HR manager may develop PowerPoint presentations.

 3. Flexibility

A corporation can operate more efficiently with structure, yet HR management calls for lots of flexibility. Daily tasks vary, and unforeseen problems can happen at any time. When a workplace accident might happen or if a benefit provider might suddenly change its policy are both impossible to predict.

4. Moral behaviour

In order to maintain the integrity of all parties involved, human resource management calls for moral behaviour. But that's challenging because HR-related problems frequently have ambiguous problems with ambiguous solutions.

When there are no obvious right or incorrect answers, a smart HR manager must be able to act quickly. These choices must always safeguard the business and its workers. That means that no solutions should ever be based on favouritism, racism, sexism, or other forms of prejudice.

5. Commitment

A human resources professional needs to sincerely care about the state of the business in order to succeed. Insincere efforts may cause workers to feel inadequate or underappreciated, which could increase the likelihood of job turnover. Even if workers remain, they could not provide their best job if they don't feel respected or valued.

Compared to traditional management, human resource management calls for more skill. As the world of work continues to change, it is advantageous to have a "always learning" perspective when it comes to your professional skills. The talents listed below are just a few instances of the various qualities required to succeed in the field. For more visit www.jlhrtech.com

[jlhrtecsolution]

How to Find the Right Job That You Can Fall in Love With?

Knowing what motivates and fulfils you is the first step toward finding a job you'll enjoy. Because everyone is unique, it's critical to consider what matters most to you in a potential employment. We'll help you choose a job you'll enjoy and give you seven suggestions to get started.

The following suggestions will help you get started:

Consider your interests

Choose a career that blends your curiosity, passion, and skills. Knowing what your ultimate goal  is the first step toward a rewarding career. This doesn't mean you have to go out and get that exact job; it just means you should think about what aspects of that ideal job appeal to you. What are your exact objectives? What skills are needed to execute these tasks?

Do not immediately consider money

If you focus your job search on how much money you can make, you're less likely to find a job that you enjoy. While looking for a career, you may come across certain jobs that pay well but are not a good fit for you. Do not get taken in by this. You might enjoy working in such a position at first, but the weariness and emotional discomfort will eventually get you.

Set goals

How will you reach there if you have no idea where you're going? Setting goals can help you solve the age-old problem of "how to find a job you love. It will  help you stay on track and keep track of your progress. They can refocus your attention away from the unpleasant and toward the positive. Setting specific goals is something very crucial, but make sure they're within reach.

Utilise social media

We live in a social world now more than ever. Once you've figured out what you like, start interacting with people who share your interests on Twitter, Facebook, and LinkedIn. Read blogs, participate in forums, and learn what it's like to accomplish what you love.

Determine your ideal workplace

When looking for your ideal work, it's critical to understand your personal objectives and beliefs. For example, if they are working in a rewarding position, some people are willing to accept a lesser income. Others may want a structured schedule so that they can spend their nights and weekends with family or friends. Consider your ideal work atmosphere and schedule, as well as the advantages that are most important to you.

Look at companies that you're interested in

You can learn about new organisations and by asking your friends or mentors. You may also conduct research by visiting the companies' social media pages and websites. This will allow you to discover more about each company's culture and beliefs, as well as how they interact with their community. Understanding a company's beliefs, goals, and culture can also aid in job interview preparation.

Being passionate about your work and life in general is essential to your happiness. However, in order to achieve your full potential, you must align your passions with your strengths and market demand. For more expert advice connect with us. Visit www.jlhrtech.com

[jlhrtecsolution]

How Can You Share Corporate Values With Your Employees ?

Integrity, dedication, and excellence. They appear to be solid and meaningful, don't they? However, not all corporations take their core values sincerely. The majority of them are merely written in the business handbook, and no one knows about them or does anything about them.

Failure to clarify your company's ideas demonstrates a lack of sincerity. Start cultivating deeper professional relationships at work and make your company's ideals meaningful to your employees.

WHERE DO SHARED CORPORATE VALUES COME FROM?

In a nutshell, your corporate values are the foundation of your business. Corporate values that are shared at work tell a lot about your personnel. People's productivity and motivation at work can be boosted when they are actually cared for by their leaders and coworkers, according to research. Strong social ties with your coworkers can also aid in the strengthening of organisational bonds.

We've compiled a list of some of the most frequent corporate principles seen across many businesses.

Integrity:

Having strong moral beliefs and always being truthful.

Commitment:

Dedication to the task and other organisational efforts.

Competence:

Possessing the ability to perform a task as well as the desire to do so.

Compassion:

They are concerned about others as much as they are concerned about themselves.

Courage:

Having the courage to accept responsibility and speak the truth.

Character:

All of the wonderful moral characteristics that any employee should possess are summed up in one term.

Diversity:

Recognizing and praising each employee's abilities and potential.

Accountability:

When things get rough, taking responsibility and action is essential.

HOW DO YOU TELL YOUR TEAM ABOUT YOUR BUSINESS VALUES?

Employees that feel valued at work are more likely to stay with the organization. We've put together a list of eight strategies to effectively reinforce your team's shared corporate values.

1. ENCOURAGE PARTICIPATION THROUGH TRANSFORMATIVE MENTORSHIP

Transformative mentorship is all about having a strong desire to grow personally and professionally. It can assist both managers and employees improve and engage more if they share the same views and constructive comments. Because they're just starting out, entry-level employees are especially prone to seek out mentors. Having a good mentor, whether for new or experienced employees, can help people get on the correct track. Mentoring can also help you align your company's aims and beliefs.

2. PROMOTE COLLABORATION AND OPEN COMMUNICATION.

Maintaining greater accountability among your staff is crucial to living according to shared corporate ideals. To motivate their team members and promote significant performance, managers should look to the company's basic principles. Be a trustworthy and devoted leader.

3. PROMOTE A COMPANY CULTURE THAT IS INCLUSIVE AND DIVERSE

When launching a business, the first thing you should think about is how to create a healthy and inclusive culture. Employees, after all, prefer to work for a company that values their worth and abilities. Providing a growth platform also allows them to make proactive contributions to the team.

4. DETERMINE EMPLOYEE PARTICIPATION

Employee engagement encompasses more than just job satisfaction and productivity. Keep track of key KPIs to see where your employees stand. Excellent leadership is required to keep your personnel happy and motivated. Make it a point for everyone, whether they're in the office or working from home, to be aware of your company principles at all times.

5. OBTAIN FEEDBACK AND BE COMPASSIONATE

Listening to the requirements of your employees will help you earn their trust and commitment. It's a lot simpler to conduct conversations about potential problems and concerns at work when people feel like they have a secure area to freely express how they feel. Having agreed business values, on the other hand, allows your company to identify opportunities for progress.

6. EXECUTE YOUR BUSINESS'S PRIMARY VALUES

Corporate principles are more than just a contract you signed when you started your career. It is beneficial to live and embody these business principles in order to inspire and uplift your team members.

7. CONDUCT ORIENTATION AND TRAINING SESSIONS

It's more practical to schedule an employee orientation to discuss your fundamental principles with your team members than to simply send an email. Just remember to make your HR training enjoyable and interactive. Conduct dynamic, enjoyable seminars in which participants may learn and put your company's core principles into practice.

8. VALUE-CENTRIC BEHAVIOR SHOULD BE RECOGNIZED AND REWARDED

It's critical to recognise and praise positive conduct on a regular basis. As a reward, you may, for example, offer incentives or vouchers. By adding your corporate values into performance appraisals, you can see where your team excelled and where they fell short.

Make sure your employees are aware of your company's ideals. Your company's vision and goal are supported by core values. Not only do shared values shape your staff, but they can also foster a healthy, inclusive environment. For more details visit www.jlhrtech.com

[jlhrtecsolution]

How Payroll Outsourcing Can be a Boon for Startups?

Payroll management was a tedious task when technology didn’t pitch in. There are several methods for a corporation to carry out payroll procedures, including excel, automation, and outsourcing. Maintaining the track through excel appears to be a long-hauling procedure, as an employee or account manager manually enters every detail in the template. Automating the system not only allows the HR department to practise an error-free and time-saving payroll, but it also allows them to provide a personal touch (well, automation is too expensive for startups & SMEs), outsourcing allows the firm to focus on their running business while remaining compliant with the statutory laws. Many outsourcing companies offer software for performing computations and keeping track of all data. Specifically, if your business is a startup or a small business, using an outsourced payroll service may be the ideal option.

Time Management

A company's two most important components are its employees and its time, and corporations enrol in anything that can help them conserve and utilise both. Companies that use manual payroll will waste a lot of time calculating, reporting, and keeping track of everything.

However, an outsourcing firm with many years of experience in the sector may complete it in a fraction of time while maintaining data accuracy and security. Because the world has shifted to smart work, saving time to accomplish other pending tasks is critical.

Cost-effective

Giving the task to an outsourcing agency or agency can save SMEs and startups a lot of money on a person's salary. Many outsourced functions are now cloud-based, ensuring that everything runs smoothly.

Secure and accurate

Many organisations or agencies, on the other hand, guarantee total accuracy and security to a company's data in order to create their own goodwill. According to certain studies, HR consulting businesses ensure that their clients' data is not leaked at all, allowing the relationship to last longer.

Furthermore, there are a few outsourced companies who refuse to store data in their database. As a result, a completely secure mode of operation is provided.

Quick Adaptation

People and consultants with knowledge in the field assist businesses in setting up their payroll systems quickly and easily. Even if new employees are hired or if any changes are made to tax deductions, insurance, or other benefits, the system completes everything in the blink of an eye.

Compliance with Law

Companies are required to follow the rules of their respective states or countries, and failure to do so can have disastrous effects. Because of their apathy regarding payroll or trivial responsibilities, many startups or SMEs end up incurring unwelcome penalties.

An HR consulting service can assist them in complying with all of these without interfering with their daily operations.

Reporting

In many companies, the HR function delivers a complete report to upper management after preparing payroll. Employees normally take time to cross-check if done manually, but if done with the use of technology, there are fewer chances of error.

Third-party payroll can help you accelerate the expansion of your company in a short amount of time and for a much lower cost. Check out how we assist our clients in gaining a competitive advantage in payroll processing. For more visit www.jlhrtech.com/pay-roll-preperation-services-kochi

[jlhrtecsolution]

Why is outsourcing payroll a good investment?

When an organisation uses an external, third-party service provider to handle all the administrative activities and legal compliance steps necessary to pay its employees, it can be said to be implementing “Payroll Outsourcing.” It is important to note that this service provider will provide only the payroll services and nothing else.

Why it can be a good investment plan.

Rapidly changing labour laws, regulatory compliance obligations, over their already existing responsibilities, have made the various human resource management personnel an overworked group.

When payroll activities are handed over to specialists who focus exclusively on that, it is a great relief to HR departments everywhere, and allows them to focus on keeping the books in order and the employees and management satisfied. Which is why, for many an organisation it is considered a good investment. Some key reasons are:

Financial Savings - Not having to invest in all that is necessary for payroll, like IT infrastructure, payroll software, training the employees, keeping up to date on legal regulations, all leads to substantial cost savings.

Can Focus on Core Business - Time and resources can now be focused on the organisation's main revenue generating activities, like design, manufacture, marketing, sales, customer service.

Access to Subject Matter Experts - these service providers often have extensive real world experience and in-depth understanding of all the payroll rules and regulations. This can be important for organisations active in multiple legal jurisdictions.

Time Savings - Time is money.  Payroll, even when fully automated, is very time consuming and complicated. A single mistake can lead to delays in all activities, which could cost money to the organisation. Best to let experts handle it exclusively, saving time and money for the organisation.

All in all, outsourcing payroll activities can be considered a no-brainer decision. But, care must be taken to ensure that the provider is reliable, has a good reputation, and provides customisable full service options.

JL HR & Tech Solutions is one such provider. the technology arm of Jaivam Life, they specialise in providing consultancy services and cutting edge digital HR tools. With a highly experienced team of specialists, an organisation’s payroll will be in safe hands.

[jlhrtecsolution]

How to choose the "Right Corporate Talent Provider" ?

Corporate Talent Providers are companies that search out and find suitable candidates for vacant job positions. They can be working for either the employer or the candidate. Hiring the right person takes a significant amount of time, which the company/employer may not be able to allocate. Hence, the need for Corporate Talent Providers , who, very likely, have a large collection of suitable candidates already at hand.

Over the years the following 4-step process has been successfully implemented by both employers and candidates.

Step-1:

Clearly define the needs - like, for an employer, what kinds of positions need to be filled; how many; permanent or temporary; executive level or entry level. For a candidate, what type of company; which positions to look for; salary range and extras; geographical location, etc.

Step-2:

Select the right type - these agencies are of three types, General Recruitment, focussing on a specific type of industry, usually for entry and middle level positions; Staffing Recruitment, focussing mainly on temporary employees, like seasonal workers on temporary projects; and Executive Recruitment, specialising in recruiting staff for top level management positions.

Step-3:

Check the cost - this may vary depending on: the size of the company; how long the company has been in business; their success rate in filing positions. The rate for an individual may be different from what is offered to a large company. Best option, contact them, tell them your needs and get an offer. 

Check their expertise - steps 1 to 3 would have provided a short list of possible candidates for your choice. Now, compare their quality. Do the research, get third party opinions, collect testimonials from the agencies and check them out. Check if they have a social media presence, which, these days they should, and whether that presence is a positive one. If they are members of professional industry associations, then it is a plus point

You could do all this laborious process yourself, or more effectively, enlist the services of a specialised HR consultancy like JL HR & Tech Solutions. With an exceptional set of HR management tools and services, they can satisfy every HR need, small or big.

[jlhrtecsolution]

Full-time Vs. Part-time jobs - the Pros & Cons.

Full-time Job: Defined as, any form of employment where a set or fixed work-week is implied, usually with eight-hour days and forty-hour week; though this can vary, depending on the industry involved and the position. A better definition - any job with a 9 a.m. to 5 p.m. work schedule and 5-day work week, can be called a ‘Full-time Job.’

Pros of full-time job: 1. Financial security from a regular, pre-fixed monthly income. 2. Access to full benefits like medical allowances/compensation and pension services; possible allowances for travel, food and children’s education expenses. 3. A chance of professional training, experience and mentorship. 4. Being part of a team builds up one’s communication and interpersonal skills. 5. Possibility of building up better professional, social and personal networks.

Cons of full-time job: 1. Strict and fixed working hours, which can be restrictive for some. 2. Commuting to the office could be long and tiring. 3. Stressful work environment; inability to take time off without advance notice and for some the problem of concentrating in a possible open-space office environment. 4. Petty and irritating office politics.

Part-time Job: Job where there is no fixed work-week; where time worked could be 5-10 hour days with thirty-hour weeks. These employees do not have any guarantees on hours worked, or when it it is to be done

Pros of part-time job: 1. With job hours not being fixed, one may be allowed to select a particular set of work schedules, which can be personally convenient. 2. Partial financial stability and some benefits. 3. Experience of working in an office environment, without the stress. 4. Access to a better social life and chance to build up a personal contact network.

Cons of part-time job: 1. Work overload, responsibilities without the necessary authority and hostile work environment. 2. Low salary and poor career prospects. 3. Very little or sometimes no corporate benefits. 4. No job security. As part-timers can be considered disposable, during hard times, they are often the first to be let off.

So, whether you are a part-timer or full-timer; employee or employer, JL HR & Tech Solutions, a Kakkanad, Kochi, based human resources consultancy, has an exhaustive array of services to satisfy every possible need.