Importance of Employee Referral Programs in an organization

There are several pros of an Employee Referral Program at any organization.

1. Make the complete Recruitment process more effective by increasing the sources of good credential candidates.

2. To, motivate the current employees to partner in Talent Acquisition through attractive referral incentives.

3. Provide the employer a pool of Qualified and potential candidates.

4. Candidates referred by employees also tend to be of higher quality because the referring employee usually screens his or her referrals closely.

Every Organization is highly conscious and affirmative on the quality of Manpower / Talent Acquisition. You can perhaps do a comparative analysis on the quality of Management time spent on Hiring through other conventional channels vis-à-vis a sound Employee Referral program to see the difference. Employee Referral programs are not only a strong tool of cost optimization but also make the complete Recruitment process more effective by increasing the possibilities of good credential candidates.

The basic objective of any Employee Referral program is to make the complete Recruitment process more effective by increasing the sources of good credential candidates. And motivate the current employees to partner in Talent Acquisition through attractive referral incentives. However, following aspects need to be considered on utmost top priority while managing / implementing a Referral program at your organization.

You must communicate the precise job descriptions with Assessment / Qualification process with complete visibility to all the Employees with suitable rewards / incentives on closures within the stipulated time frame. The process of reviewing every job application needs to be transparent with feedback sharing sessions on time, and formal communication on results. Also, the organization must emphasize on formal communication while rewarding the referees.

How to set background image and color at runtime in Delphi XE2?

Sometimes we need to change the background image and background color of our delphi

from at runtime. In this article, I have tried to cover this topic.

I have stored 2 images in a folder 'Images'. I have stored the path and name of the image in a table and also the background color of the form (like clSkyBlue, clOlive). I will just pick the

path / name of the image and the background color at runtime from database and assign it to the delphi form.

Note: Background image occupies half height of the delphi form and rest background color is visible.

I will have to create 2 variables like:

FormImage : TImage;
FormPicture : TPicture;

Now I will use FormShow procedure to load image and background color at runtime.

procedure TMyClass.FormShow(Sender: TObject);
var
  ImagePath, BackColor: string;
begin
  try
     //ImagePath := Fetch from database and assign to it.
     //BackColor := Fetch from database and assign to it.
     FormPicture := TPicture.Create;
     FormPicture .LoadFromFile('.\Images\' + ImagePath);
     FormImage.Picture.Assign(FormPicture);
     myForm.Color := StringToColor(BackColor);
  except
    on E : Exception do
    begin
      ShowMessage('Some error occured in procedure FormShow: ' + E.Message);
    end;
  end;
end;

Explanation

First of all, create constructor of TPicture.
Then, use LoadFromFile to load the image to TPicture object.
Then, assign that TPicture to TImage object.
Then, assign back ground color to the delphi form.
 

10 Ways to get a stress-free salary-hike

The question is not how to change jobs often enough so that you can get a hike in your salary package. The question you should be asking yourself is, now that I’m in this job, how can I plan to get a raise? Plan to get a raise? Yep. That’s my point exactly! For the most part, getting a raise is in your hands.

Of course there will be times in your career, where you will be offered fabulous job opportunities out of the blue, with even more fabulous pay packages. In times like that, you are able to see what a company thinks you are worth and the value they attach to your talent and skill-sets. That is certainly a stress-free raise, but this article will not cover times like that.

When you are in a good job, and the only thing that needs changing is the maximum limit of your salary package, here are some methods you can use to help you achieve that hike.

1. Become more compatible/ friendly with your boss, thereby ensuring a good raise.

2. Don’t beg. Begging is for beggars who don’t have a job. You’ve got one, so don’t do it.

3. Don’t underestimate yourself. Your employers will value you only as much as you value yourself. Even if you are going through a low patch in self-confidence, use your acting skills and portray a calm, collected and confident you.

4. Make sure you are aware of the company’s financial standing. If the company is sinking ship and completely broke, your best salary option may be to just leave rather than to look like a hawk preying on the company when they are at their weakest.

5. Keep a track of the work you do. When it comes time for an appraisal and salary hike request, you’ll be glad you did. Keeping these ensures you can always refer back to them if or when you’re asked what you contribute to the company. Even if you just make or take calls, keep a log of how many you successfully did, how many you did in total, satisfied customers, etc.

6. Find out the market norms for someone with your work experience and your level. If you are a fresher, it’d be pretty pointless to request the salary package of a CEO.

7. If your suggested salary doesn’t fly, have another alternative to offer. This doesn’t mean bargaining like you would at the fish market either.

Ex: “10 dollars?”

“No can do.”

“Okay, 9.5 then?”

That is pointless. Instead offer a different alternative such as: “Then could you do this by the end of next month?”

8. Pick a sensible time to make your salary hike suggestion. When the boss calls in sick from home, that is NOT the right time to ask for one. Similarly, if he or she is rushing out for an important appointment with a client…clearly, that’s not the right time.

9. Don’t make it personal. That just gets on people’s nerves since no one likes to feel inferior. Example: “Well you never appreciate my work. It’s as if you don’t care about little ol’ me.” Instead try asking after your boss has complimented you on your top performance at work.

10. If your boss says the classic ‘not now’ don’t go bitching behind their back to the rest of the team. That will not earn you a raise…not even after a year.

Learn to maintain a balance between Work and Family

Can you be a great leader and have a life, home, family too?

The answer is of course, an obvious yes. A mark of every great leader is that they know how to effectively divide their time, they know how to maintain a just work-home life balance.

Someone once said that time was like a suitcase, some can pack in more, while others just throw in whatever makes itself fit. A mark of a great leader is that they take the time to plan ahead for things that count, and are therefore able to keep up with both their commitments to their jobs as well as to their families.

A leader who has become great, did not manage to do so overnight. There has never been a great ‘overnight’ leader.

Great leaders have had to grow and mature to reach the stage they are at today. Had it not been for the years perhaps, of training and learning to dedicate time to that which counted, they may very well not be worthy of being called a ‘great leader’ today.

In short, yes, great leaders can have ‘a life’ too.

Talent counts more than knowledge in an interview

Facing an interview is more of a talent than knowledge, which can be acquired. While your knowledge, academics, and other qualifications play a major part in the hiring assessment, the appointment is still very much base on the judgment of the interviewer.

Interviewer decides whether to appoint you not only based on your credentials, but also on whether your persona will be healthy in their organisation. Often the interviewer’s go with their gut feelings on who will get the job offer. Try to speak what the interviewer wants to here. Go ahead and analyze the situation yourself before you are sitting in front of him!

During an interview, a highly nasty discussion can be on your previous job. Why are you leaving your present job? How do you evaluate your present organization? What do you think is an ideal working environment? Don’t look panicked when questioned on them. A fine way to deal with the most obvious question on why you are quitting your current job can be made comfortable if twisted to a group reason. Say a reason like, e.g., our department was consolidated or eliminated. This will save you from direct limelight of the issue. Be sure you don’t make stories. Act smart and prepare such answers in advance. Knowing the answer will make you comfortable in the uncomfortable situation also!

Have a positive attitude towards your present job. Don’t look annoyed while describing your previous organization. It can be a style of judgment that the recruiter is using to check your attitude. In reality you could be absolutely heart broken but hold your emotions. Be practical, the man you are talking to is not your girl friend that you can cry over all that went wrong. Take it all in the positive way.

To describe the best working condition according to you is just to know if you are mean for the organization. Don’t say people should be helpful, understanding and reliable. Talk from organization’s point of view. Say would be happy to work in a place where people are treated as fairly as possible. This is telling the recruiter how open you are to deal with tough situations. Interviewers need to be won over. They need to be convinced that you will be able to fix their troubles and help their company achieve its goals. One of the finest ways to answer interview questions is to use your career success stories. Career success stories are account of the crucial instant in your career when you conquered important challenges to succeed. These stories will create unforgettable impression of you.

In particular if you are interviewing for a new field or new job, make connection between your exceptional abilities and associated situations in the new field through the success you have achieved in the past.

Importance of Non Verbal Communication in an Interview

Whether you are in a social gathering or in an interview, the combination of verbal and non-verbal communication (gestures, postures and body language) is of utmost importance. On several occasions we tend to overlook the necessity of transmitting the right non-verbal signals and end up conveying wrong messages.

Employers always look at the candidate’s balance between non-verbal and verbal communication while conducting an interview. Certain non-verbal signals such as eye contact and overall body language are very important in their recruitment process. If they find a candidate constantly rolling his eyes or fidgeting, they immediately know that he’s lying.

For any recruiter it is crucial to keep in mind some of the basic non-verbal aspects:

1. Non-verbal first impression tools: The way you exchange cards, your handshake and eye contact – all create impact in the first few seconds of your interaction with the interviewers.

Also, pay attention to your attire and accessories as they too send quick non-verbal signals.

2. Posture: Although our sedentary lifestyles and constant use of technology gadgets have led to slouching and hunching for long hours, sitting/ standing upright during an interview signals – “I am confident” and “I am motivated to be with you”, signaling interest.

3. Fidgeting: Tapping your feet, drumming your fingers, doodling, touching your hair/ face – all conveys the same message “I would rather be somewhere else”. Instead minimise your body language gestures so that the interviewers can focus on your words and not get distracted by your non-verbal signals.

4. Physical space: People who are under-confident tend to shrink into their own bodies, reducing the space they take up physically and in the minds of their listeners. In an interview, sit confidently and use hand gesture

In case if any of the above non-verbal signal requirement is not met, the interviewer goes for cross-questioning rounds with the candidates. Over a period of time one can master the art of verbal communication. However, by putting the candidate in an uncomfortable zone through cross-questioning about past experience, recruiter can understand if the candidate is suited for the position. In several cases employers focus on the candidate’s overall presentation – starting from the time they enter the office premise to the time he leaves the recruiter’s room. Here, as the candidate remains unaware of their screening process to measure his non-verbal aptitude, employers end up getting valued information about him.

Though the weightage between verbal and non-verbal communication varies in different organizations, it is important to strike a balance between the two for a successful communication process. Companies are becoming more careful in their candidate selection process and even after recruitment the employees are provided with ongoing communication training to enhance the customer interaction level.

Ideal structure of performance appraisals in organizations

Performance appraisals can influence both employees and employers significantly. These ratings that decide who will be the next boss. Good performance ratings also go a long way in increasing the credibility of an organization and assuring employees that they will be treated fairly.

A well structured performance appraisal system gives the employee and employer a focused approach on deliverables and its measurements. Further, performance appraisal provides a scope to enhance the skills and competency of an employee through gap analysis and finds opportunity for recommendations to appropriate training and development programmes. The performance appraisal system also provides support and counseling interventions and is a platform for exchange of thoughts and ideas which adds to the enthusiasm and motivation of the employee, especially as in the spirit of belonging.

From an employee perspective, performance appraisal process presents a huge and equivalent opportunity to discuss performance and related issues as well as current and future prospects. Performance appraisal dialogue is the foundation on which the trust levels are established. Performance is directly linked to ones career prospects in an organization. Appraisals provide an opportunity to employees to discuss career prospects in terms of current and future.

Regular appraisals help employees understand their strengths and areas of improvement in order to achieve their career goals. The appraisal is also a platform for employees to share feedback about their manager and the organization. Performance appraisals help employees chart out their career path in consultation with their managers and optimise their goals in accordance with their skill sets and interest areas.

Each year’s performance appraisal is a step towards next year’s growth plan.

The organization must ensure that the appraisal framework designed promotes meritocracy with an open and a transparent approach and the employee too takes a balanced and a professional approach toward the same. Also, employees need to do enough of homework before getting into a discussion. Feedback during this process must be given and accepted to ensure that such contribution through this process not only impacts the employee but the organization at large. Hence, it is important that appraisers must have an ongoing training in the feedback process instead of just before the appraisal process.

Thus, performance appraisals help both employees and organizations and contribute to their growth and improvement in the long run.