Talent Management Stats and Strategies – Infographic

Talent Management

Talent Management has evolved as a latest HR trend in the recent era. While, the stats reveal there is only 49% employee engagement, 39% developing leaders, 34% hiring the best candidates,   there is lack of integration of HR tools employed by HR leaders. If we go by the stats, 37% companies do not have technical integration for hiring talent and 62% have only some level of integration. Due to this lack of non-integrated systems devised by HR workforce, the end result is ultimately wrong hiring decisions, poor employee performance and similar. At this juncture, right management of talent is essential.

Therefore, employers, recruiters, HR managers and leaders need are advised to employ the best talent management practices this year. Some of the core talent management practices include creating an effective talent pool, justifying the bell curve model, creating a pay-for-performance culture, having a succession plan and so on. All these strategies have been perfectly described in the infographic.

We value our readers’ precious time and hence we have created this visually-appealing infographic that caters all the best practices for talent management. The best part about this graphically-represented data is the information is accurate, crisp and well-defined for our industry leaders.

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Talent Management

Changing the Hiring Policy – How to Identify the Perfect Fit in 2017?

Hiring Policy

We have invaded into the New Year and it is extremely important to learn from the wrong hiring decisions you made last year. Every wrong hire left your company in to losses, which were hard to manage. While, the perfect candidates might not always perform good, HR can still prevent the worse consequences by taking a re-look into their hiring policy, which can turn out to become the right steps in the New Year.

So, how really can you identify the perfect fit in 2017?

Hiring Policy
Img. Src. Google Images

Primarily and foremost, the HR needs to clearly define the expectations they have from different job roles. Once those are figured out, it is imperative to evaluate whether a candidate possesses those skills at the time of interview. Last but not the least is the behavioural assessment. To actually judge if the candidate is ideal for the position, you must look for the right traits and avoid candidates who do not meet the ‘perfect fit’ criteria in the interview itself:

1. Perplexed perspective

Most important. Candidates who are low on self-confidence have less chances of knowing about how exactly they have to perform in their new roles. Such candidates turn up with responses like, “I wish I had known that question.”, “I cannot say anything about it.” Look for people who have a clear-vision in what they want to achieve from the role they have chosen for their career and what is the approach they carry towards achievement. In addition, identify if the candidate has a broader perspective or cribs on irrelevant stuff. Ask some non-IQ questions, which can help the hiring managers take the wise decision about the general intelligence of the candidate.

2. Lack of leadership

Leaders are not those who get promoted while working from their desks. They are those who can make things happen, anytime and anywhere despite the challenges, come what may. Look for candidates who hold leadership traits and display a sense of responsibility towards the role they will be offered. Provide them skill tests and assess how many times they seek your assistance. This would uncover how hey tackle with challenges at work- solely or with assistance. This would clean up the chit whether they can be brought on board.

3. Team Building

The company might not be having a sufficient team, however, this must not impact the candidate who has appeared for the same team. The right candidate would have a blend of team building and team managing skills. At this juncture, recruiters must check whether the candidate is good enough to initiate the internal process or requires any training to take that charge.

4. Positive & Happy

A small trait yet important. One can bring a great difference to the organization owing to the attitude s/he carries. Candidates who are always in a complaining mode, do not find happiness in their job roles often vanish from the workplace as soon as they discover a new opportunity. Look out for candidates who have a positive attitude and are already contended with what they have today. Such unique candidates will truly turn out to be the A-players of your organization, who help to create an awesome work culture.

5. Conflict Management

Individuals come from different fields, cultures, and background to work together at one place. Their indifferent natures and attitudes often result in conflicts at workplace. However, the art is to forgive the people who are creating a sense of negativity by rising above that. Hiring managers must look out for this trait in candidates while conducting interviews. They must comprehend that conflicts can happen with anyone, but how one manages and rises above them is essential. Hire those candidates who possess strong conflict management skills and confident enough to stay calm amidst worst events.

It’s high time that HR must take a step back to think and re-strategize its hiring policies, which can make all the difference in the New Year. Mindful hiring means better candidates, productive satisfied employees and a happy workplace.


Article originally published here.

3 Facebook Recruiting Apps Can Help You Get the Best Talent

Facebook Recruiting Apps

Excited to know which those Facebook recruiting apps are you can try to fetch the best talent this year?

Facebook Recruiting Apps
Img. Src. Software Advice

1. Hootsuite

When you want to attract job-seekers on Facebook, you can’t just simply post job openings. Rather, it is essential to post about your company, industry updates, original blogs, and pictures to showcase your fantastic work culture. How does it help? It will make your potential candidates interested and willing to associate with you.

The social recruiting tool also comes with a social listening feature. This helps you know who is mentioning your organization on Facebook. Isn’t that amazing?

2. Entelo Search

This application is noted amongst one of the most powerful social recruiting tools on the market. All you need to do is, fill in your search criteria, and the tool would automatically begin searching the ideal candidates as desired by you. The data will be pulled from both Facebook, as well as, over 50 other online sources.

Remember that your saved searches will be refreshed automatically by the system ensuring that you do not miss on any detail about the potential candidates.

Entelo Search can also help you identify applicants who are ‘Likely to Move’. What more? Try it out.

3. Jobcast

With this social recruiting tool, recruiters can create amazing Facebook career pages, brand their identity, post all job listings and engage the candidates looking for jobs from all over the world.

Hiring managers can even embed their YouTube videos, and help job-seekers know about their company and job role in a much easier way.

Careers pages are more demanded by mobile job-seekers.

Jobcast makes it easier for candidates to look for jobs and employers to view job views without any hassle.

Time for HR to Make New Year Resolutions 2017


The best thing about New Year is we all get set to welcome the new door of opportunities. Thinking in an unexpected way, enhancing on previous lessons learnt, and making considerable initiatives in order to achieve something big or different than the last year are the possible resolutions individuals make. New Year resolutions are crucial for HR as well. Why?

Hiring managers are found engrossed in the unending process of making their HR practices healthy for the organization. According to sources, only half of the population makes New Year resolutions and only 8 percent of the same endeavour to achieve it. With reference to this data, it becomes imperative to know that HR must thrive on working on those goals which turn out to be fruit for the organization as a whole.

So, what exactly are the resolutions HR must be making in 2017? This is described in the creatively designed infographic you can see right below. The infographic highlights the top seven resolutions, which HR can secretly implement comprehending their global impact. Some of the major resolutions, which we can see have turned up for HR this year includes candidate sourcing technology and mobile recruiting. These tools can go a long way in helping HR scout and fetch the right talent while, creating and enhancing the employer brand at the same time. The infographic takes you to an important resolution which emphasised on rewarding employees, which must be taken on priority this year.

Employees being the asset of every organization deserve to be treated well, engaged with unique programs and benefits, as well as, acknowledged for their efforts through rewards such as offering flexi timings, free memberships, one day off, shopping deals or vouchers and more. By offering skill training programs and understanding the psychology of employees, HR leaders can expect for the right results when it comes to employee productivity, employee retention and employee engagement. The best part about taking a glance at the infographic is that it has summarised an in-depth research and presented the data in a visually-appealing way.

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HR practices

Three Ways to Get the Best out of Your Employees this Holiday Season

Employee Engagement

It is indeed the most wonderful time of the year. Sounds of golden bells, glimpses of Christmas & New Year decorations are around and the cool breeze is all set to make people feel lethargic and unproductive at work. Holidaying and partying, that’s employees wish to experience in the last month, last week of the year to express their happiness. With all this on, you as an HR head of the company must be anxious about the overall productivity, which is getting lost from the employees’ end. You can neither push employees to work as energetically, as they were working all throughout the year nor you can reduce the number of their vacation and make them complete their pending tasks.

While, you must be ready to bid a happy farewell to year 2016, it is vital that you devise a strategy that can bring productivity results in the year end too. How can you prepare your employees to work enthusiastically in the holiday season and prepare for the New Year?

Here is the secret.

Employee Engagement

1. Devise a memorable employee engagement strategy

You know that nothing happens without a reason. Employees in a holiday mood do not work harder unless they are getting a good morale boost. So, to get the best out of your employees in this season, all that you can do the most is engaging your employees in the most incredible way. Throw random parties inside and outside office premises on the occasion of Christmas & New Year’s eve. If they get a time to party, they will feel energise and they will bounce back to put that extra efforts resulting in higher productivity.

2. Surprise your Clients & Customers

Just like clients, your employees are most important to you. Employees bring you business and in return you owe them a surprise in the year end. The simple reason is to reach to their heart so that they remain connected to you. Train your employees to create special mention of gestures on Christmas & New Year and reach out to your clients. Whether you gift out corporate vouchers, send memorable greeting cards, company products with an inspiring message or simply a free service or discount on your products. They will feel all the way more valued with the way you will surprise your clients and the productivity, which would turn out from employees for this activity would be way beyond your imagination. After all, it’s the year end and that has to be productive yet memorable for employees, as well as, your clients.

3. The Employer Branding Way

Employer branding is not just about promoting the business but also about using the budget wisely.  The best decision you can probably take in the holiday season is by making your HR aware of how they must use the budget wisely to promote the employer brand. And, when they will work hard on this strategy, sales will come in. Understanding the importance of an employee engagement and employer branding strategy is crucial at this stage. The timing of the strategy should be in-line with the occasion with a clear objective in the mind. They should understand the risk associated with the same if it goes wrong and plan accordingly.

When employees are motivated, you can be sure of the results they will be delivering to the organisation. Taking a step towards employee engagement strategies in the holiday season can go miles in achieving great results in the year end.

The Shocking Cost of a Bad Hire – INFOGRAPHIC

Bad Hires

No employer ever gives an approval of hiring a wrong employee in his organization. Not just because the employers would be required to find a replacement of the wrong hire but soon it will drain their time, energy and cost in a number of ways. When you hire the wrong individual, you’ll likely end up searching for strategies to reassign the employee to make him or her fit in the association somehow. However, on the other hand there’s a possibility that he or she won’t work out at all.

In such a case, what could be the cost of a bad hiring decision?

Loss of productivity

While managers often try to re-invest their energies on wrong hires to prepare them as worthy employees of the organization, all this add a pressure on the mind of the employers and managers, as well as, on the employee himself eventually resulting in loss of productivity. You cannot make a wrong employee understand about his job responsibilities if he or she is not just fit for it.

Loss of finance  

You’re not just paying salary to somebody who may not perform to your expectations, but rather you may likewise be paying for extra preparing as well. What’s more? In such a case, if the employee does not turn up to the workplace all of a sudden, all you end up with is a huge loss in finance. Going forward, the loss will be stretched for finding another candidate and paying him or her what he expects at the time of crunch.

This is not it. There are various consequences of hiring wrong candidates and the creatively designed infographic illustrates it perfectly. Have a look to understand how bad hiring affects the business, what exactly are the reasons for bad hires, and what is the solution to avoid bad hire and make recruitment better.

Bad Hires

10 Habits Make You Appear Like an Unprofessional at Work

Unprofessional behaviour at workplace

There has been many fallacies about professionalism, one of which is, “You need to look professional to be professional.” From the 1960s, wearing a suit or completely formal attire has made people think they are credible, sophisticated or professional. However, professionalism is just not about how you look, but how you behave, or we can say, how you present yourself all together.

When it comes to an organization, we find people from all backgrounds, skills, age, and experience coming along and working together. However, when we talk about finding professionalism, we come across many employees who appear on time, deliver projects as assigned and take least leaves, still are unable to leave a lasting impact on their employers or even neighboring colleagues. Why? They act the wrong way.

While there are a myriad of examples but we have put forth those top 10 habits, which can help you figure the most unprofessional colleagues around you or conduct a real professionalism check on yourself:

1. Being Unresponsive


Some employees usually neglect to answer messages or calls, which results in getting input troublesome for managers or even colleagues working in tandem. These employees either do not feel comfortable in responding in a social environment or display a completely unpremeditated attitude by neglecting the e-mails, saying ‘Thank You’ on receiving important messages and so on.

2. Poor communication style

poor communicartion

“It’s that one word that make you remember amongst people or make them dislike you.” It is not about what you communicate but how well you do it. Some employees often use their position or power to mistreat their subordinates. Using an abusive tone or derogatory words inside work premises are clear signs of one’s unprofessional behavior.

3. Exploiting work time

Exploiting work time

Whether an employee is just marking someone else’s attendance or altering his/her colleague’s worksheet, or selling something else from their desks- all top the list in exploiting company’s time. The work hours provided by an employer are to be worked for as ultimately they are the pay check employees receive at the end of the month. Misusing the work time means disrespecting your own association.

 4. Bragging


Being confident at workplace is a good sign, it allows you to work well with your colleagues. But, when an employee begins to use a tone of superiority, goes on telling things just about himself or herself, fails to cooperate with team mates or has a habit of putting others down, the individual is reflected as a victim of unprofessionalism.

 5. Doing your makeup at your desk

makeup for your desk

Easily observed at mid-sized organisations, there are employees who touch up at their desks. “Feeling lazy to use the rest room”, “It is comfortable here.” “There is a queue inside” are some of the statements, which we come across from people who love to look good but forget where they need to do that touch up. Grooming in public appears casual but does not make you like a professional anyway.

6. Poor hygiene

poor hygiene

While, you might think it’s about personal health but when we are bound by certain rules and regulations circulated by the company, we need to follow them leaving behind out personal comforts. Hygiene is one of those most important habits, which if, is poor can easily make you the center of attraction in the competitive world. Regardless of the gender, employees who are found to be burping, snoring, cleaning their ears or nose, scratching, or rarely showering not just look unprofessional at workplace but also lose their chances of professional growth.

7. Interrupting


You might be a chatter-box in your personal life however workplace is a venue you must show your sophisticated side. It is not about being fake but interrupting others during a session, presentation or even a casual office break, all make you appear like least attached to office etiquettes. Speak when required, do not interrupt when others are giving their opinions.

8. Being too noisy

noisy at work

Silence is golden at workplace. It allows you to showcase your creative juices. However some employees just bring their personal fantasies to work life in the name of ‘freedom’. Playing loud music, speaking or laughing loudly more often, calling colleagues using a high volume all make such employees all the way more annoying, and leave foot prints of an unprofessional at the end of the day.

9. Making personal calls all day long

Personal calls all day long

Staying away from home town, working for your family, a late-night party freak or whatever your story is, bosses will not appreciate your long day personal calls when the work is ought to be delivered. Being in the office premise is a way to demonstrate how much professionally disciplined you are as an employee. Phone calls can take a hold for the evenings.

10. Lying


Last but not the least, this habit is obviously unprofessional and can lead you into an unwanted trouble. Some employees have a tendency to use false reasons while applying for leaves, when not performing, or even while resigning. Employees who give reasons of ‘deceasing of a family member’, ‘illness of closed relations’ and more indicate how unreliable they are as employees and even as human beings. At workplace, staying true is the best way to succeed personally and professionally.

Have you noticed any of the above unprofessional habits in employees around you or felt one of those habits residing inside you as well? The sooner we learn to execute the real meaning of ‘professionalism’, the greater our chances of standing out in the crowd of immature, unprofessional colleagues. When the thought of ‘being different’ begins to hit your mind every now and then, nobody can cease your chances of success at workplace.

Oshana Dias Explains Identification & Retention of High Potential Talent in an Organization

High Potential Talent

HIPOS – the talent has created a buzz in the recruitment industry. With every next organisation introducing programs to identify and retain such kind of a talent, we thought of acquiring some knowledge about the topic from Oshana Dias- Vice President, Human Resources- Brandix.

Excerpts of the discussion with Oshana Dias- Vice President, HR- Brandix

“The key for us, number one, has always been hiring very smart people.”

– Bill GatesMicrosoft

The war for talent is upon us. There is constant demand for talented skilled individuals in the current marketplace, in fact there is a clear disparity between supply and demand. In this backdrop, it is imperative that companies focus on identifying, developing, retaining and rewarding their best people for the growth and success of their organization.

Who is a high-potential (HiPo)?

Different organizations will have varying definitions of high potential talent, but in broader terms HiPos are the rising stars set to take over future leadership roles in your organization.

As per the Corporate Executive Board (CEB), high potential employees possess three key characteristics: aspiration, ability, and engagement. A high potential individual will have the ability, aspiration and engagement to rise and be successful in senior critical positions.

High Potential Talent
Img. Src. Shutterstock

High potential talent versus High performance

Mistaking a high-performing employee for a high-potential employee can be costly. The term “high performer” is often used in conjunction with “high potential,” however the two are not the same. Research has shown that high potentials are almost always high performers, but the reverse is not always true. An individual’s current performance is not an assurance of the employee’s potential for advancement.

High potential talent will demonstrate initial aptitude for their technical abilities and will have future potential to make a big impact while high performers stand out in the organization, they consistently exceed expectations, and they will have a track record of getting the job done no matter how difficult it is but may not have the potential (or the desire) to succeed in a higher-level role.

How do you identify the right candidates for your HiPo programme?

Identifying true high-potential is critical for any organization. Investing in the development of the wrong individual could mean the loss of resources, the employee and all the skills you’ve helped build.

The identification process needs to be complimented by a proper performance management tool. Performance management should not be a yearly process but be reviewed at least twice a year.  Different organizations adopt various approaches to conducting talent reviews, but most include a process for high-potential identification. High potentials are sometimes referred to as “top talent” or “top and critical talent”.

Tips on how to identify HiPos (or High Potential Talent):

1. Top vs Critical Talent: It is important to maintain a list of ‘top and critical’ talent and clearly differentiate between the two. It is essential to differentiate the two as it is easy to confuse the two genres. Someone who is critical may not be a HiPo; for example, an individual with expert skill that may be hard to find in the market and therefore is critical but might not necessarily be your next leader.

2. The 9-box grid: The 9-box grid is another technique we employ to evaluate both an employee’s current contribution to the organization and his or her potential level of contribution to the organization.

3. 360 degree appraisals for HiPos: This is used as a development Tool to help employees recognize strengths and weaknesses and become more effective.  In 360 degree appraisals, the employee’s own self-assessment is compared against feedback from his or her colleagues: direct reports, peers, managers, customers or clients.

What are your plans for your HiPo employees’ future?

Identifying HiPo employees will increase your odds of creating new businesses; key is keeping them engaged so you can retain them. Poor management and lack of growth opportunities can deter HiPo employees.

Suggested Retention Tools

Once HiPos (High Potential talent) have been identified,  have a Career development plan for them. In this plan training needs should be clearly identified. These career development chats will bring out the career aspirations of the HiPo and it will help you to align them with the organisational plans/structure.

  • Ensure the training plan is monitored
  • A % of increment in additional to standard increment should be allocated for HiPos
  • Have a communication matrix in place so that there is regular communication with the HiPos

Oshana Dias

About Oshana Dias – Vice President Human Resources – Brandix i3 (Sri Lanka)

The lady has evolved in several dimensions of Human Resource Management including Recruitment, Performance Management, Training and Development, Succession Planning, HR Systems, Resource Planning and Employee Engagement in the past decade.

Oshana is currently a HR Generalist who leads a Global HR team & has been responsible for handling the HR function in both the Apparel and IT industries in Sri Lanka. Her greatest success has been setting up the global HR Function for a fast growing global IT startup.

The best trait about Oshana Dias is her passion to bring out the best in people and make a great place to work.