Are you setting your sights too low?
I heard of a woman who fished all morning and never caught anything. But a man in the next boat was reeling in a fish every time she glanced over. Then, to make matters worse, he kept the small ones and threw the large ones back into the water!
She couldn't stand it any longer. She called over to him, "How come you're throwing the big ones back?"
He answered by holding up a little frying pan, which can hold only the little ones….
We may think that is silly but, in our minds, don't we all hold up frying pans? Every time we throw away a big idea, a magnificent dream or an exciting possibility, are we measuring it against a small frying pan?
We talk about making more money or becoming more successful, but I believe that this concept works in other, and sometimes more important areas, as well. We can love more than we ever dreamed possible! We can be happier and live more fully than we ever thought we could! What we can do or become is limited more by the size of the frying pan in our minds than by actual circumstances.
Author Brian Tracy reminds us that "you are not what you think you are, but what you think, you are." Think big. Dream big. Pray big... and look for big results. It all begins with changing the size of your thinking.
What would happen if you threw away the frying pan you have been using to measure the size of your dreams, and replaced it with a larger one? What would happen if you decided that it may really be possible to have a better relationship with the one you love, or that you actually can be happier and more fulfilled than you are now? What would happen if you decided never to settle for anything less than what you truly want? What if, from now on, you threw the little fish back and kept the big ones?
And what if you decided to begin today?
- Steve Goodier
Sunday, February 14, 2010
Taaza Buzz....
I was reading about a company in Bangalore and came to know that the company HR sends out a mail to all the employees and consultants, once in a week. The mail labeled as “Did you know”, this mails talks about the facts from company’s history, its businesses and even about the accolades and rankings the company has achieved. The HR Manager of the company says that this mail is appreciated by one and all and all the employees eagerly wait for this mail.
This mail is also acting as an internal branding mechanism.
Why don’t we look at something like this? Any suggestions from your end?
This mail is also acting as an internal branding mechanism.
Why don’t we look at something like this? Any suggestions from your end?
Monday, February 8, 2010
Employer branding
Employer branding
We all hear, read and see advertisements from companies in media (all types) which are conceived and delivererd by the marketing teams. But I wonder, how many recruitment organizations (I prefer to call it an organization instead of department) within the companies, understand and support the marketing department in its marketing initiatives. In the war for talent, which again is an area that all marketing depts need to focus on directly, during their promotional efforts, recruiting organizations though realizing do not act upon sustaining or building upon it.
I will not go about detailing what they have to do but will share some ways of doing things in the right manner which I have come across some of the shortfalls,
Most important thing - please understand that all candidates are human beings and everyone of them have feelings / emotions / traits like us.
1. Some recruiters are not aware of the strong points / selling points (USP) of their own companies and the project / team that they are hiring for. The business / hiring managers, would be benefitted by sparing sometime with recruiters in detailing and selling their work / project / technology / team, etc to the recruiters, who would be able to do the same with all candidates.
2. Recruiters should not differentiate with candidates to sell their companies / positions, they should do it with all the candidates whoever have applied. This would help in spreading the good word of mouth.
3. The hiring manager would be greatly benefited by sharing a detailed job description with the recruiters and explaining to them the mandatory and desired skills clearly. A candidate is not a Java / C++ with Unix with 3 years of experience. If possible communicate about the soft side / non-technical requirement
from the candidate.
4. Please be punctual for the interviews. It does not show good on the organization's part where a HR / panel is late for the discussions. Understand that time is valuable for a candidate too.
5. Basic courtesy of enquiring and offering water / coffee or tea for the candidates who come to your office for interviews. How do you expect to see loyalty from a person for a long term, to whom we do not extend even the basic courtesy / comfortness in the initial stages?
6. The front office / reception people need to be trained to handle candidates who walk-in for interviews and their queries in a pleasing manner and not treat candidates like someone who has come to rob your organization. The same applies to the security guards at the gates, candidates are not there to bomb your facility....
7. When you have a walk-in event, do not treat candidates like a herd of sheep. They are there because you wanted them to come there for an interview. You want to them to spread a good word about your way of handling the walk-in event and not run away from that. I know of an organization which carries a very bad reputation for handling events and they have understood the seriousness of this after they got hit badly..
8. Do not abuse candidates, in case they do not get your instructions the first time. Do not snub them in front of other candidates or laugh at them.
9. While waiting for the interview to happen, make the time worth it for the candidates. Educate the candidates about your organization, the work you do, the opportunities available, etc. You might have actually sold 50% before the candidate meets the panel for discussions.
10. Remember that the first impression might not always be the last impression, but it does leave a deep impression.
11. The interviewer / panel need to be educated / trained about the etiquettes of taking an interview. I have come across many who interview to reject, but it would be wise and fruitful, if you interview to select. Do not snub / belittle the candidate if they do not convey the required / correct answer, help them understand with the correct answer.
12. Candidates would be greatful, if you clearly and immediately convey the outcome of the result instead of the ususal "Will get back to you" phrase. It does a lot of good to do this right after the interview decision is taken.
13. Share some material / document which a candidate can carry back with them after they finish the interview, which would help in spreading the awareness / information amongst his friends / colleagues.
14. Thank the candidate for his time and efforts in attending the interview. Do send out a mail if possible to inform him of his outcome of his interview and if possible, please let it be a personal mail and not an automated one.
Some of the points which I have come across during my tenure, which I feel would help a little bit in increasing the ratio of the offer to joinee ratio and also spread the good word of mouth amongst the candidate community. Please feel free to share your thoughts and inputs.....
We all hear, read and see advertisements from companies in media (all types) which are conceived and delivererd by the marketing teams. But I wonder, how many recruitment organizations (I prefer to call it an organization instead of department) within the companies, understand and support the marketing department in its marketing initiatives. In the war for talent, which again is an area that all marketing depts need to focus on directly, during their promotional efforts, recruiting organizations though realizing do not act upon sustaining or building upon it.
I will not go about detailing what they have to do but will share some ways of doing things in the right manner which I have come across some of the shortfalls,
Most important thing - please understand that all candidates are human beings and everyone of them have feelings / emotions / traits like us.
1. Some recruiters are not aware of the strong points / selling points (USP) of their own companies and the project / team that they are hiring for. The business / hiring managers, would be benefitted by sparing sometime with recruiters in detailing and selling their work / project / technology / team, etc to the recruiters, who would be able to do the same with all candidates.
2. Recruiters should not differentiate with candidates to sell their companies / positions, they should do it with all the candidates whoever have applied. This would help in spreading the good word of mouth.
3. The hiring manager would be greatly benefited by sharing a detailed job description with the recruiters and explaining to them the mandatory and desired skills clearly. A candidate is not a Java / C++ with Unix with 3 years of experience. If possible communicate about the soft side / non-technical requirement
from the candidate.
4. Please be punctual for the interviews. It does not show good on the organization's part where a HR / panel is late for the discussions. Understand that time is valuable for a candidate too.
5. Basic courtesy of enquiring and offering water / coffee or tea for the candidates who come to your office for interviews. How do you expect to see loyalty from a person for a long term, to whom we do not extend even the basic courtesy / comfortness in the initial stages?
6. The front office / reception people need to be trained to handle candidates who walk-in for interviews and their queries in a pleasing manner and not treat candidates like someone who has come to rob your organization. The same applies to the security guards at the gates, candidates are not there to bomb your facility....
7. When you have a walk-in event, do not treat candidates like a herd of sheep. They are there because you wanted them to come there for an interview. You want to them to spread a good word about your way of handling the walk-in event and not run away from that. I know of an organization which carries a very bad reputation for handling events and they have understood the seriousness of this after they got hit badly..
8. Do not abuse candidates, in case they do not get your instructions the first time. Do not snub them in front of other candidates or laugh at them.
9. While waiting for the interview to happen, make the time worth it for the candidates. Educate the candidates about your organization, the work you do, the opportunities available, etc. You might have actually sold 50% before the candidate meets the panel for discussions.
10. Remember that the first impression might not always be the last impression, but it does leave a deep impression.
11. The interviewer / panel need to be educated / trained about the etiquettes of taking an interview. I have come across many who interview to reject, but it would be wise and fruitful, if you interview to select. Do not snub / belittle the candidate if they do not convey the required / correct answer, help them understand with the correct answer.
12. Candidates would be greatful, if you clearly and immediately convey the outcome of the result instead of the ususal "Will get back to you" phrase. It does a lot of good to do this right after the interview decision is taken.
13. Share some material / document which a candidate can carry back with them after they finish the interview, which would help in spreading the awareness / information amongst his friends / colleagues.
14. Thank the candidate for his time and efforts in attending the interview. Do send out a mail if possible to inform him of his outcome of his interview and if possible, please let it be a personal mail and not an automated one.
Some of the points which I have come across during my tenure, which I feel would help a little bit in increasing the ratio of the offer to joinee ratio and also spread the good word of mouth amongst the candidate community. Please feel free to share your thoughts and inputs.....
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