What is Performance Appraisal?

Performance appraisal is a process to evaluate an employee’s performance. Management can evaluate a systematic personality process where the employee assessment orally and with written elements such as performance appraisal forms.

Performance appraisal is essential for both the organization and employees. It helps the organize the organization discover employees’ abilities and skills development.

Methods of Performance Appraisal

There are two methods for carrying out the entire process. The traditional methods and modern methods. Each performance appraisal method has its pros and cons; therefore, no single method is accepted by all organizations. Organizations choose optimum methods for the Management to carry out the process effectively.

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Traditional Performance Appraisal Methods

1. Ranking Method

The oldest and simplest method for performance appraisal is where employees can evaluate by comparing with other employees and ranking them from the best to the worst.

The ranking method is the easiest and simplest method to carry out the entire process but may create problems and issues if conducted on a large scale. The ranking method is always criticized because it is less systematic, and sometimes results look biased.

2. Paired Comparison

The paired comparison method is similar to the ranking method. When you want alterations made, you can use the ranking method to make it effective when conducted on a large scale. At that time, you can use the paired comparison.

Generally, you can compare each employee with the other on one basis. It is usually based on one character.

3. Forced Choice Method

J. P Guilford developed the forced-choice method. Evaluator rates the employees based on the group or pairs of statements by using this method.

In the forced-choice method, evaluators can force you to choose from ready-made statements.

In this method, you can contain both positive and negative statements.

4. Checklist Method

One more method to easily implement the process for appraising the employee. You can use this method for the HR department’s checklist to prepare the employees’ final scores. After that checklist, you can forward it to the Evaluator.

You can prepare the checklist with questions about employee behaviors and job performance. The Evaluator needs to answer the question in YES or NO form.

5. Critical Incidents Method

In this method, the Evaluator analyzes the critical incident in which the employee participated and evaluates them based on their behavior and performance during the incident.

You can not use this method just for the performance appraisal. Can also use it for job interviews. The interviewer can give examples of certain scenarios and ask the interviewee how they would handle such incidents.

6. Essay Method

The Essay method is the simplest method among various available methods. In this method, the Evaluator writes a descriptive essay on employees describing their strengths and weaknesses, nature, etc.

In this method, employees must rely on the Evaluator’s observational and writing skills rather than his performance.

7. Confidential Reports Method

 The traditional method can use for appraising the appraisee. It can mainly use in government sectors. The immediate boss or supervisor evaluates to make the promotion effective. Usually, the structured format is use methods, such as strengths, weaknesses, character, attitude, attendance, etc.

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Modern Performance Appraisal Methods

Management By Objective(MBO)

It is the most interactive and fair method for performance appraisal, which is also cost-effective. The performance evaluates by the goal set against the objectives by the Management using this method.

You can use the method of management to set the goals and expected outcome for each appraisee which helps to increase performance standards.

Assessments Centers. 

The assessment center can use for the executive and potential supervisory evaluations.

This method was first used back in 1930 in Germany by the armed forces to rank their officers. The method gradually spread to the UK and US by late 1940.

360 – Degree Appraisal

In this method, the feedback is taken about an employee from everyone interacting with him during his working hours. They can be his juniors, seniors, supervisors, team members, etc.

This method was first used and implemented in the General Electric Company (USA) in 1992. And now, it is widely used by many major organizations.

Cost Accounting Method

Using this method, you can assess employee performance on the monetary contribution of the employees to the organization. It establishes the relationship between the cost of retaining the employee and the benefits the organization derives from the employee.

Advantages of Performance Appraisal

• The performance appraisal helps organizations and Management provide a performance record over time.
• It helps the managers select the perfect candidate for any job based on his skills and performance.
• Performance appraisal also helps the employees identify areas of weakness that need improvement.
• It will create a healthy competition between employees to perform better than their colleagues.

Disadvantages of Performance Appraisal

• If the data and the factors used in appraisals are incorrect, then the whole procedure will fail to provide accurate results.
• Sometimes the evaluators are not equally qualified to evaluate the appraisees and their abilities. It may lead to cause harm to the organization over some time.
• Sometimes the essential factors are left behind or not given equal weightage to those factors while performing the Appraisal.

Process of Performance Appraisal

Setting Up the Criteria.

The First step is to conduct an effective and successful performance appraisal to set the expected standards from the employees. The Evaluator should create the performance appraisal forms that must have a relevant question and meet the organization’s criteria and goals.

Communication With Employees.

Setting up the criteria is not enough to carry out this whole process. Communication with the employees is also the one big essential part of this process to make this process unbiased and ethical.

Measuring The Performance Of Employees.

It is the most important part of this whole process. If the standards and the criteria are well defined, it will be easy to measure them for the Evaluator. There are so many methods for it which we have already discussed.

Comparing The Measurement With Actual Standards.

Once the measurement is done, the next step is to compare it with the existing standards set for performance and evaluate the employee using those standards and criteria. There will certainly be some gaps between the standard set by the organization and the employee’s performance. After comparing it, can fill those gaps by providing feedback and training to the employee, who helps both the organization and the employee in the development and growth.

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Feedback to The Employees

Once the evaluation and the comparisons are made, the most crucial step is to provide feedback to the employees to do the correct actions if there is any scope for improvement. Also, positive feedback will motivate employees to perform even better.

Sample Performance Appraisal Forms

1) What Does This Template Cover? 

The document covers the key factors of appraisal form format like employee details, more than twenty evaluation criteria, detailed calculation of aggregate grade, side-by-side comparison of strengths and weaknesses, identification of training area, recommendations for the promotion, and salary increment.

Suitable For Industries:

It is suitable for the industries where i) evaluation criteria are very broad & ii) regular training is important.

Document Source:

CiteHR.com

2) What Does This Sample Cover? 

The document covers basic employee details, 8 different evaluation criteria, the Evaluator’s comment, a separate section mentioning technical abilities, and the appraisal history.

Suitable For Industries:

This sample is suitable for the industry where evaluation criteria emphasize technical abilities, and the appraisal history is considered.

Document Source: 

CiteHR.com

3) What Does This Sample Cover? 

The document covers basic employee details, 3 major ability criteria of skill/knowledge, personality development, and leadership. The maximum weightage of 60% is given to skill/knowledge, and the rest has 20% each weightage. The different flagging is assigned to based on the performance. This sample also includes a self-assessment form which again looks good in evaluating the performance.

Document Source: 

CiteHR.com

5) What Does This Sample Cover? 

This document is a very basic format. The sample covers basic employee information and 3-4 evaluation criteria with rating assignments from very high, high, moderate, and low. 

Suitable For Industries:

Suitable where evaluation criteria are not very broad. You can assess the appraisal based on the general comments and ratings of the assessor.

Document Source: 

CiteHR.com

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The pandemic has brought a tsunami of uncertainties, and after the economy gets up and running, companies will have to resume hiring. Several spots have been vacated during the crisis, and now it’s time to fill them up. Here We discussed how to plan recruitment post lockdown.

The unemployment rate has shattered all the records, and that makes the job extremely difficult for the recruiters to pick out the right talent from a huge mob! A remote work attitude is also going to toughen the situation a bit.

Hiring and training will be challenging, and as the economy has fallen drastically, everyone will be looking for talented employees as soon as possible.

The steps hiring managers and HR take today to circumvent losing out on the best talent and bolstering their employer brand will shape the future of most businesses after this troublesome COVID 19 outbreak.

There are tons of policies that can follow, and some are niche-specific. However, there are some wonderful common practices of HR and hiring managers who can do “lubrication” to the jammed functionality of several companies. Here, we’re going to discuss the same. We’ve embraced both long-term and short-term policies for you!

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How to Plan Recruitment Post Lockdown

In The Short Term

For any hiring manager, following just the short-term policies is not going to work out, and he needs to look upon the long-term policies and plan different form dimensions.

In the short-term plans, a lot needs to be implemented to reap the full advantage of the post-lockdown situation and prepare very well in case something unexpected hits us again.

Having a succession plan to tackle uncertainties, getting your remote technology online, and constructing a strong and reliable hiring pattern are among the most important steps any HR or hiring manager can take to fulfill the company’s hiring requirements.

• Have a Succession Plan to Tackle Uncertainties

The Corona pandemic is such uncertainty, and it mead us to realize how prepared we are for the uncertainties, which can be taken as a lesson by all of us.

Companies need to consider what happens in case their CEO gets sick. Huge companies tend to have such succession plans, but talking about the smaller operations, they often don’t document everything. So, they are left unprepared for emergencies.

They need to discuss who will decide the company’s further steps and maintain the success graph without the CEO. The manager should be recruited and given a clear idea about their responsibilities.

Can outline departments, and supervisors can be pointed out for each department. Undoubtedly it’s crucial to companies moving forward.”

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• Get Your Remote Technology Online.

Post-lockdown, you will have to be pretty active at hiring, as that would be the time to show some aggression and business boldly.

Being able to provide video interviews will be crucial. It’s more efficient and quicker, and after months of video conferencing and remote work, recruits will expect that as a great option. However, managing a remote workforce requires more effort than installing Zoom or other video call apps.

Besides providing the flexibility of online interviews, you need to develop a virtual learning structure and a perfect system for monitoring the performance of your whole team.

• Construct a Strong and Reliable Hiring Pattern

You need to aggressively work to fill the roles you will need in the future until the economy permits people to return to work in offices. Filling up the space as soon as possible is important. Otherwise, the workload can climb on the rest of the team members. Being active on social media is crucial.

You and your team can do a huge amount of work before society gets the all-clear. Start completing initial interviews virtually so you can bounce back full force after the pandemic crisis. Permit the best talent to come on board and divide the roles perfectly workforce before returning to your office and back to work.

In The Long Term

Most employers would be looking to cross the current hurdles and take over the changes brought to the hiring processes by the pandemic. However, the policies must be well-balanced, as retaining the right talent is as crucial as finding it.

The first thing to consider under the long-term policies here is the employee’s welfare (in such a way that it doesn’t hinder the company’s growth). You can attract talent by providing the flexibility of remote work, and besides adjusting the HR policies, communicating will also play a huge role. So, there’s much to do. Let’s get deeper now!

• Consider Taking Your Benefits To New Heights.

Everyone wasn’t working with full dedication during this lockdown, and several of us felt lazy working worm home, didn’t we? Don’t you think they will replace a few low-performing employees post lockdown?

This crisis makes many of us more conscious of our company’s benefits. Several workers may return to hiring with highly structured ideas regarding the kind of benefits they expect and need. Companies need to be ready to offer more. That might include more comprehensive health coverage, better sick leave policies, or other benefits linked to people’s welfare.

Do you consider whether you’ll be able to attain the same level of success with the same team, or do you want to make some real quick hiring and expand the team? You must divide the workload uniformly and be ready if a few employees fail to deliver or get off work due to sickness.

• Don’t Say “NO” To Remote Work.

The remote work structure developed rapidly during the lockdown, and no option was left! Millions of employees work remotely; most importantly, they’re just as productive at home! Several roles will go permanently remote because everything isn’t going to be as it was per-lockdown that easily. Companies risk missing out on the right talent if they fail to adapt.

The chief people officer at Fit Small Business – Adrienne Cooper, exclaims that the companies that will be perfectly equipped for hiring new employees are those that take the art of remote work to perfection. Organizations can develop training methods and translate in-person talent and skills to the online world. Remote work needs perfectly, while the rest is fine!

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• Don’t Say a “NO” To Internships.

Undoubtedly, many companies have to play the roles differently, and for that “different” approach, the spots need to be filled, and new folks need to be hired. Some positions might be very challenging to fill up, and the hiring process may go longer and more expensive than your expectations.

If you keep your terms & conditions rigid for hiring, then a tough time is waiting for you. We recommend you accept internships and even arrange for training sessions. If someone is not willing for 6-12 months bonds, then let people come in for 4-8 months. The motto is to keep on ship sailing. Undoubtedly, some may convert to full-time or prepare for long-time bonds.

• Continue Communication.

Several companies have been very serious concerning internal communications during this pandemic crisis. That’s been a huge win; undoubtedly, it’s a practice all companies should carry forward. HR departments will be undergoing some permanent changes. Not just from an HR to CEO and CEO to Mangers, but the continuation channel needs to be much stronger and wider than that.

Should form groups, and every single employee should be in touch with the whole team. However, o avoid internal politics, the groups, chat sessions, etc., everything needs to be open to all.

The main point is that if you’ve made a strong communication channel during the lockdown, you should consider continuing it forward.

• Adjust Your HR Policies

Codify your work-from-home policies if they aren’t already. What are you expecting from your staff members, and how will you ensure they stay engaged and connected? How will you differentiate private time and working time? What communication platforms are you going to use? How will you handle the payments, and how will you reap the benefits?

There’s always something that goes on. And to move out of the situation quickly, you must chase the tail end to get out of it. As mentioned, your HR policies need to be more flexible than ever.

The Conclusion

The lockdown that took place due to the COVID-19 issue made us struggle a lot. But we can hope that the end of this severe pandemic is close! This lockdown has murdered much business, and we are experiencing a great financial collapse here.

Time passes, and the anxiousness increases regarding; when life will go as normal as it were. Staying inside the home, ensuring life safety over anything else, was terrifying. We had to oversee the economy during this period.

Yes, we’ve somehow managed to keep ourselves safe during this crisis, but what about our future? How to bring financial stability and make our workplaces full of the right talent post lockdown? What about the future growth of the companies?

Much of that depends upon the companies’ hiring policies and what plan they will follow. If you’ve also got something on your list of concerns, please o share it with us. Who knows, your little idea may help out some big organization. Yes, everything is possible!

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Curious to know how to hire remote employees? Here’s a guide full of insights and best practices for hiring remote employees and onboarding.

There is no secret that flexible and remote work opportunities are becoming more popular. According to Indeed, 2015 research found that remote job searches had increased by 85% in just two years. It is just one reason why companies should consider telecommuting options.

But, remote employees are not the same thing as in-office staff. There are numerous things to stay aware of them. The hiring strategies and techniques you follow for in-office hiring may not work in the other case.

However, the right strategy can develop a great remote employee team for you, which may be much more reasonable than in-office staff. There are several other considerable benefits as well.

The following guide by TheIndiaJobs will give you an overview of how your remote employees hiring process might look.

Why Should You Hire Remote Workers?

Let’s cherish some facts you still aren’t convinced about the possibility of remote workers being hired.

Remote work is an excellent option for companies because they have more candidates and potential employees. Remote work suddenly becomes an option for people who live far away.

Companies can cut operational costs by not having to provide office space or electricity for employees. Currently, we can’t neglect the cost of transportation, especially when the prices of Diesel, petrol and even CNG have increased so much.

A Well-Defined Guide to “How To Hire Remote Workers”

Take a look at these steps to get an idea of how you might hire remote workers.

Step 1: Get Deeper Into Knowing The Job

It’s often entrepreneurs or startups who are looking to hire remote workers. They are natural-looking for people to fill newly created positions. It is a problem: It’s very difficult to find the right person if you don’t know what the job requires.

While a generic job posting may get you many applications, only one specific post will get the right applicants.

Before you begin to post your job, be sure you understand the details of the position. Do the job for a while yourself if possible. Perhaps you need customer support. Sit down and answer calls and emails for a few days (or weeks). It will assist you in creating the perfect job offer.

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Step 2: Make Strategies For Posting Your Job

You can start spreading the word after attaining a clear idea of who you’re looking to hire. These are some suggestions on where and how to find great candidates. However, don’t skip the critical step of posting your job on a highly reputed job-posting website.

• Meetups In Your Area:

Does that sound strange? It might. It is a way to expand your network. Look for skill-specific or small work-focused groups, such as Remote Worker Meetup or London Freelancer. It’s a marvelous way to meet potential candidates face-to-face.

• Your Network:

Perhaps you’ve worked with a candidate who is suitable in the past. Perhaps a former student? You might find someone who is interested.

• Remote Workers:

Remote workers can use job boards. They can benefit from the fact that they have access to job boards online. They enjoy working from home and are often well-versed in telecommuting work.

• LinkedIn:

Now, that’s the traditional way. LinkedIn is a great place to search for professionals looking for work. Check their profile to see their skills and experience.

• Facebook Groups:

Facebook groups are a great resource. In the past, I’ve found many clients through Facebook groups and even freelancers in these groups. You have two options: either look around or post your job offer. Make sure to check the rules! You can search for jobs in general groups like Digital Nomads Around the World or for specific job opportunities, such as Virtual Assistant Jobs.

• Social Media:

Social media isn’t the only platform you can use to advertise your job. Tell your followers on Instagram and Twitter that you have a job opening. We’re sure many of them will be interested in working alongside you. They are following you already, so they like what you’re doing.

You can also consider job boards to find potential employees. However, please don’t ignore that even though many people have seen your job posting, they might not be the right candidates. If they are not specifically searching for remote work, they may waste your time if you explain the process.

Step 3: It’s The time to Prepare and Schedule the Interviews.

You can prepare for your interview while potential candidates apply for your job. Consider the questions you would like to be asked and the information you are looking for. You will need to consider your skills and experience in the area you are interested in.

It can also be helpful if the candidate has experience with tools used in your company or is ideal for remote work. You can use this example:

• Communication tools such as Slack and HipChat are available.
• Asana and Trello are great project management tools for the occasion.

These tools don’t require special knowledge; anyone can learn to use them. Sometimes, it may reflect previous remote jobs. You should also ensure that your remote employee has certain characteristics.

These characteristics might not be the same as what you look for in a candidate since not all candidates are good at working remotely.

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Here are the Big Considerations:

• Written communication skills are essential for the candidate. Remote employees communicate via chat or email. Issues can arise if the applicant does not like to send messages or finds it difficult to communicate clearly and politely.
• They must be an exceptional individual worker. He’ll be working in a team, and there are ways to make remote workers more effective, and he will be working on his own most of the time. He must be able to do the work on his own without the help of someone else.
• The person should be results-oriented and have a doer-type personality. Sometimes, getting someone to answer a question might not be feasible. You will need to solve the problem and figure out how to make it work. Don’t hesitate to adopt a proactive approach and not follow a set of rules. Remote jobs require a completely different approach.
• Candidates must be self-motivated. It can be challenging to pinpoint the motivation to work when you are working from home. There are many distractions. You don’t have a colleague to motivate you. Only by being motivated enough to complete the job will you be able to deliver results.
• They must be flexible. Can find remote jobs in relatively new or unusual companies. You must be able to adapt quickly to changing situations and tasks in a fast-moving work environment.

The Balance between Private and Professional Life

Private life is another aspect to consider when hiring remote workers. It shouldn’t be your business, we know. You don’t need to go out every day if you work remotely. Lack of social interaction can make it very lonely for many people.

Your candidate can balance his private and professional life better if he has a family, a hobby, or is involved in a group. It can greatly affect his happiness, motivation, and work performance.

It could affect future performance, but it might not! His work environment. Is he working from home, in a coworking space, or on his bed? This latter option might be fine for a while.

Many people will experience decreased motivation, performance, and back pain if forced to work from home all day. We can say the same for production methods. It truly can be fascinating to cherish the sources of motivation for the candidate to get the work done. Besides that, it’s interesting to know how he stays focused and productive all day.

Step 4: Nailing The Art of Video Call Interview

After creating a plan, you can select the top applications and schedule a call to interview them. Skype is the most used tool for conducting interviews.

One must consider many things when interviewing the actual conversation.

• Are you certain the candidate is familiar with the technologies you recommend? There are various ways to contact them, such as Skype or Google Hangouts?
• Are you flexible about the interview times? It could be that they aren’t able to make the interview last as much time each week in contrast to what he or they should.
• Did the candidate double-check his time zone before you set an interview time? It could indicate that the candidate is familiar with working with different time zones and is also thoughtful.
• Did he make sure to charge his phone and prepare his laptop/phone for the internet? Nothing is worse than a dead laptop halfway through or an unsecured WIFI connection. Before the interview, candidates must ensure that everything works smoothly.
• Is he able to upload a profile photo? Does he have a professional email address? A funky photo in shorts with sunglasses on and an address like bunnysunshinelover1085@gmail.com isn’t a signal that he utilizes these technologies frequently for business matters.

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Bonus: 

When applying for freelance jobs, many got great results after sending a follow-up email after the interview. One can write, “Thanks for taking the time to interview me.”

It was a pleasure to have had this interview with you. I’d be esteemed to be considered for the job. Any further questions?

An applicant who sends such a letter after an interview is a sure-fire way to get some brownie points.

Step 5: Arrange Team Meetings for the Sake of Transparency

The job’s nature will determine the importance of this step. You can skip this step if you’re only looking for someone to freelance on a project that he can complete largely by himself. Introducing a potential long-term employee to your team or colleagues can be beneficial if you search for a permanent employee.

You can schedule another video conference and invite your coworkers to join you. Invite remote workers to join you and have a conference call. Let everyone introduce themselves and have a chat. There are many benefits to this:

It raises community spirit. Your team members will realize their value and importance.

• Your colleagues may also be able to share their views about the candidate after the call. They must get along and respect one another if they work together.
• Third, if you hire the candidate, he should already be familiar with the team and people he will be working with. It could be an important criterion in his decision-making process.

This step is nice if you have the time, if your team has some interest and if there is an open job.

Step 6: Here Comes the Probation Period (or Test)

You are likely excited to have found the right person for your job. Do yourself and the applicant a favor by running a trial before signing the contract. Even though they may sound great on paper or during the video conference, reality can be very different.

One case occurred when I hired a developer who could speak English over the phone. He didn’t understand the instructions and could not communicate well after signing the contract.

The person who answered the call differed from the one who did the work. It was probably a scam agency. Trust me; it’s a hassle.

It is one of the drawbacks of remote workers. It is impossible to know who is behind the computer. The perfect method is to give them information about the whole project and then assign smaller tasks.

After attaining satisfaction with their performance, I assign the next milestone to them. This method is not suitable for all jobs or companies. If you are unsure of the authenticity of any contracts, don’t sign them. It is especially important for remote workers.

Are You Ready To Hire New Remote Employees?

You can see that some steps are very similar to those for normal employees who live in the same area. There are some important factors about remote employees. It all starts with where you are looking for new employees.

Most remote job boards are better than traditional job search sites. Many of the best candidates are reachable through social media like Facebook groups.

It is important to ensure that they can telecommute. Candidates must be proficient in working independently and have a positive attitude.

Remote work experience is a plus! Set up a video conference call to interview the candidate. Check to see if the candidate has any experience with online communication software.

It would help if you always started the job with a trial period or probation. You can’t be certain who sits behind the computer or capabilities, especially when hiring remote workers. This guide should certainly give you some ideas for hiring remote workers. Just start by posting your job.

Are there any other ideas or experiences you can share about hiring remote workers? Please leave a comment below embracing your thoughts!

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The post How to Recruit and Hire Ideal Remote Employees – The Ultimate Guide appeared first on TheIndiaJobs.Com.

Who Are We, And What Are All These Tips?

You are very much on-brand every day; at the very least, you’re a smart recruiter, but even more importantly, the hiring metrics process here is more than just an expense center.

It’s the foundation of all we are doing as a company. We believe that the success of Hiring and business success are linked. At a company like TheIndiaJobs, connecting people to jobs at a large scale is not just what we do in our company. It’s the basis of our business.

Our motto and guiding principle are “you are who you hire.” It’s perhaps a little cliché to state that a business is only good as the people who work there, but what we know is that for recruiters, recruiting and nurturing the most talented talent is what makes our job a more simple.

One of the most exciting things that when you are a recruiter at TheIndiaJobs.

We have the privilege of being lucky to work with the AccuWebTech team, who helped us develop our special and one-of-a-kind hiring dashboard.

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What Does That Mean?

It means we’re expanding each of our in-house Hiring teams to ensure that our employees can expand at the same pace with our technology and ensure that we can find the best talent in the right positions at the perfect time, all the time. Of course, this isn’t simple, but with the help of this dashboard, we’ve proved the old saying that Hiring isn’t rocket science.

We have a completely different approach than traditional recruitment. We’d probably do our staff and ourselves a disadvantage if we continued employing those “expected” metrics for its convenience. Since we’ve been recruiting for a long time, now at TheIndiaJobs, we recruit – and how we view hiring is completely different.

The role of this dashboard that measures vital metrics is great.

Our “Top Hiring Secrets” That We’ll Share With You Today!

Yes, we believe in a different approach and believe it works better than expectations.

Let us show you an example.

In traditional recruitment, it is common to emphasize the more conventional measures – such as the time it takes to fill, the cost for Hiring, and obviously, the ever-elusive quality of Hiring (how can such a subjective and abstract notion be evaluated? ).

None of these metrics will tell you whether your hiring procedure was effective and efficient. Rather reveal the amount we’ve spent searching for talent and the time it took for us to locate it.

At TheIndiaJobs, we have adopted a different type of data analytics that provides a comprehensive and integrated approach to recruitment and is optimized for TA results.

Internally our use of these metrics has allowed us to shift from orders-taking to business partnerships. This shift is widespread for employers implementing this method in their talent departments.

AccuWebTech Has Offered Us a “Delightful Dashboard.”

Running an HR company isn’t easy anyway. Digitization does help out. But we never expected things to get so easy for us. AccuWebTech’s expert developer team designed a special dashboard for us. Our whole team looks upon it as a boon today!

That’s the story of this special dashboard: one dashboard, numerous features, and everlasting convenience!

We bet you’d love to learn more!

The Three Metrics The Dashboard We Use:

• Hiring Budget 

The hiring budget can be defined as the sum of all recruiting expenses associated with hiring new applicants in proportion to the total salary of newly hired employees or pay.

• Speed of Employment

The speed of employment is one simple thing. It measures the proportion of jobs that are filled within the timeframe.

• Hiring Score

Similar to Net Promoter Score (NPS), which evaluates customer satisfaction Hiring Score evaluates the relationship between the new hires and their jobs.

It’s not that our workdays aren’t filled with meetings or updates on the business. Like many recruiters, our employees’ schedule is typically filled with interviews for candidates. They meet with the maximum number of candidates so that they can identify the people my hiring managers require to fulfill their jobs.

As my customers, our main concern when working with hiring managers is building relationships and adding value to the business. But, we’ll admit that it’s not every day that metrics are the first thing on our agenda at every meeting.

This dashboard helps in keeping our target-related focus on track. If we don’t come across good numbers, we’ve not done the job as a recruiter and probably let down hiring managers who count on me to assist them in converting human capital into competitive advantages.

We Have a Special “Journey” Feature Added To Our Dashboard

Suppose we’re looking to find the areas of contention within our hiring process or want to streamline and simplify these procedures to increase effectiveness and efficiency. The “Candidate journey feature” is our preferred source. It is among my most frequently used visuals by us for analytical research.

This feature is the central location for tracking candidates’ progress across requisitions over time. It also allows us to present our HR Managers with the necessary information and insight they’re seeking from a true advisor to talent throughout their hiring processes.

What exactly can we personally utilize to use the Candidate journey feature? Here are examples that come to mind:

• We can comprehend how long the typical recruiting process takes, starting with “hi to hire” for individual positions and across regions and teams. When we understand the length of time it is (at every step and in total); we’ll be able to see the areas where we can improve the process.
• We can monitor my development over time by viewing candidate journey data. It can allow you to see the improvement you’ve made over a particular time frame or aid in redirecting your efforts.
• As talented team leaders, we can quickly identify the jobs that require the most help or resource and the team members who might require assistance completing the tasks; this information is easily accessible on one dashboard that makes recruiting analytics simple.

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The Special Hiring-Plan Feature

The process of recruiting is a marathon, not a sprint. But unfortunately, it is often an extremely fierce race to the finish line for candidates, TAs, and hiring managers.

Losing yourself in the daily grind is easy; however, sometimes it’s necessary to take a moment and consider the fact how far you’ve come since the race and the distance you’ve remained to travel, and how long is required to get to the line.

It is where the Hiring Plan feature comes in. It’s a fantastic method to monitor the progress of hiring at a high level and instantly be aware of the state of our jobs for a specific time frame – we typically use quarterly reports on the Hiring Plan feature.

Besides that, you can drill down to look at weekly progress, quarterly or annual reports; which is a perfect way to identify the hiring business partners or managers who may require more assistance (or when we might have to intervene regarding the strategy for hiring or resource allocation).

It would help if you also got a special hiring dashboard designed by a developer.

A few of the ways we use the Hiring Plan feature throughout the entire process of recruiting are:

• Tracking our hiring plan’s progress against the goals set by benchmarking data, relevant metrics, and actionable data shows me constantly how I’m doing in real-time.
• It identifies the areas, requisitions, or departments that could benefit from the assistance of a professional.
• Employing data from the previous Hiring to inform our future hiring plans and to predict how much the plans are likely to be able to inform us based on the positions we’ve been offered.
• Knowing exactly how open positions are distributed throughout the organization and ensuring the proper allocation of resources for recruiting for the best results in recruiting.

Your Dashboard Should Have Report Builder

If you’re in recruiting, you’re likely to find that the questions you’re asked by hiring managers and other talent acquisition managers are variations of the same themes. Therefore, they should be pretty familiar.

“Where exactly do our candidates come from?”

“How do you think the application process lasts, how much time will it take to fulfill that; and how long will it take to fill that.”

“Where do we go to find applicants? What is the reason that candidates are dropping out of the application process? What could we do to remedy it?”

It’s all in the details. The solutions should be straightforward; however, producing evidence-based data and real-time analytics on these complicated and complex issues isn’t easy. It is the point at which Report Builder comes in.

Most teams receive many questions from Hiring Managers, which is not unusual. Our team utilizes Report Builder to filter down this information into easily digestible dashboards so that we can get the information needed to answer these questions in the most precise manner feasible.

Utilizing the special Report Builder system, we can create custom reports based upon required intervals such as the field of work, applicant source, or date. 

These reports are simple to import into our data visualization software to make this essential talent data more readable to understand and provide to relevant recruiters or hiring managers when required.

It Should Also Comprise Quarterly & Yearly Hiring Metrics

We often think about what we did over the last quarter, and whether our recruiter’s performance and hiring results varied from each year. Sometimes, we also compare some results against fellow recruiters in our Hiring Team.

Our recruiter members also take pride in following through with their hiring plans. However, you’ll be able to tell that they speak of the most effective plans.

By regularly checking Our quarterly and yearly analytics, when there’s any difference between recruiting outcomes; we can accurately determine what problems are one-offs or temporary issues that apply only to smaller groups and which issues require more strategic approaches.

For instance, if we had planned to employ 100 people, we only filled 92 positions; it’s not always negative. So hence, the results are proof that these hiring plans are working with short-term Hiring and driving longer-term results.

When a quarter or year is over:

we check our dashboard to check how my team is performing together in this Analytics.

Of course, everything we do in operations and strategy ensures continuous success in hiring across the hiring cycle. But, for regular reports, we’ve found that hiring speed is a particular indicator that can be the most reliable measure of how we deliver real hiring results and business value.

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And Here, You Need to Pay Attention!

It’s a metric that’s easy to overlook, yet we’d like all HRs following TheIndiaJobs to pay attention to it. The most crucial analytical result is how effectively we can attract, select, and integrate the people our company needs to be successful globally.

Our company can survive – and even thrive in the long run if our hiring rate can keep pace with our company’s growth. It’s impossible to overstate how important speed is when supporting a business with a rapid growth rate like ours globally.

If you’re not putting the right people in critical positions when you require them; it could be a huge issue for the entire company.

There are many ways to use a specially developed dashboard for the HR company members. Following are some of the strong benefits that we have (which you can have as well) 

• The monitoring of changes in our talent acquisition team as well as the results of our recruiting efforts over time 
• They are carrying out any associated variance analysis that may be necessary.
• Conducting monthly, quarterly, or annual reviews with my supervisory supervisor and the management team from the company and demonstrating how we meet our expectations.
• Monitoring our Hiring Score to ensure we’re continually improving the hiring managers and the newly hired experience through the process.

Conclusion

Suppose you’re in recruiting (particularly in a fast-growing business). In that case, you’re aware that having the information and information related to Hiring helps you be a real consultant. Business partner to the hiring manager and the leadership alike.

If you can come to the table with a solid set of information about your team’s success and hiring outcomes, instead of relying on the evidence of others and using a set of measures; you’ll be more than just a recruiter.

The use of metrics and data can help make your Hiring business more successful.

Apart from influencing business results, it’s nice to have access to your performance-related numbers.

It allows HR managers to prove that they are working to meet their goals; also have the numbers to support it at their access. Peace of mind allows them to concentrate on what is important. It includes connecting the best people to the appropriate jobs with a high degree of efficiency; on time, and on budget.

So, salute the AccuWebTech team. It has done such a decent job and provided us with a dashboard. It’s much better than several monthly-charged performance tracking-related software available.

It’s worth contacting their expert developer team if you want to enjoy yourself like us.

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The post This Dashboard With Hiring Metrics is Unbelievable: Our Experience appeared first on TheIndiaJobs.Com.

Talent acquisition, having your sourcing process and strategy in place should occur before you even feel the need to hire someone.

You may be thinking about why you need to explore your search strategy before requiring a candidate. With the rapid fluctuation in the market, it’s crucial to know where to search and what sort of talent you’ll be looking for. 

It’s true that as much as you look to snap your fingers and have tremendous candidates appear, it may take a much longer time than that.

Fledgling startups certainly can’t afford to break the bank while hiring new employees, but that never means you have to settle. Rather, consider following the golden tips below, maximizing your reach, and successfully bringing the right talent your company requires without going over budget. 

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Here are The Top Recruiting Tips With a Limited Budget

You don’t need to follow every single tip mentioned below. Instead, consider which tip may work out for you, and follow the practice. From our side, we’d say the first tip mentioned below is compulsory if you want to be a money savior!

1. Job Listing Sites: Always Say a “YES!”

Local trade associations and several job listing sites offer a resource for a talent pool. Undoubtedly, it’s understandable that if someone looks for a job, the first thing they do in the current time is cherished the job listing sites and job portals. 

You probably have the option to post jobs for free, sometimes, even in their newsletters or bulletins. Reap benefits from these inexpensive ways to get the word out. On the other hand, it’s true that if you get your job listed in the right place, you don’t need to follow any other strategies to save money!

Yes, you must pay a commission if the recruiting agencies bring you a suitable candidate. They are highly reputed recruiting agencies to offer you money in return if the employee leaves you and doesn’t work for you the way you wanted.

So, it’s a winning situation to post your job on a free job posting site and let the experts do the hassle of bringing you the perfect candidate. Doesn’t that sound amazing?

2. Get Your Brand Popular

Before candidates accept an interview, you can bet that they’re Googling your company deeply. Not only is this a good way for them to understand what your company does deeply, but it also throws light into how the experience may work there.

So, ensure that your employment brand explains the good story on your site and on various social profiles besides other places where applicants may find you. Be creative and permit your company culture to shine bright by focusing on people rather than products. 

Treat your career page, job descriptions, and social media pages (consider LinkedIn, Twitter, Glassdoor, etc.) as a virtual career fair table. You must pack them with exciting photos, employee success stories, tidbits, etc.

3. Be Responsive

Searching for a job is stressful, undoubtedly. However, you’re adding fuel to the frazzled fire if you push your candidates in the dark regarding your process and where they stand.

Your team needs to thank them in return for their interest in the role from the moment they apply. Also, it needs to acknowledge the applicant regarding the role’s demands.

Yes, your social media pages can be linked here, as that would add clarity. The line we’d suggest here is: “To understand what it’s like inside our company, feel free to check out our LinkedIn, Glassdoor, and Twitter pages while we review your application.” 

You should Hyperlink the sources for easy access to your pages; of course, include links to stuff that highlight your best attributes. For example, if you’re using Automated emails from your ATS, it’s acceptable, but you should try to put a personal touch on your message. 

A sterile, generic, and cold response from “noreply@company.com” doesn’t sound very welcoming. If you don’t favor including your exact email address, you can include an alias (such as – recruitment@company.com) and check for questions or responses regularly. 

Then ensure customizing your message and accurately using language that reflects your company culture. Finally, as candidates pass through the process, communicate with them frequently and upfront about your progress. It’s entirely fine to let candidates realize that you’ve got other interviews in the upcoming week and that you’ll get back in touch soon. It puts their mind at peace.

Again you are shedding no money in this process!

Your goal is to make candidates think, “this appears like an awesome workplace.” Now, are you shedding any money in this process? You aren’t (until you’re going for social media ads).

4. Train Your Interviewers

You can practice everything right from a recruiting tips point of view, and the candidate may still walk away with bad taste if you don’t prepare your interviewers properly. No matter the slate of participants, including the CEO, ensure that every interviewer is on the same page concerning who is covering what. 

You don’t want candidates to repeatedly explain the details of their resumes, as it’s pretty exhausting for them. It won’t give you the advantage of cherishing them from different angles. What should you do instead? Give each interviewer a specific setlist before meeting the candidate.

One person should cover strategic stuff while another asks tactical questions; employees from various teams should dig into separate facets of experience.  

5. Networking and Industry Events

At TheIndiaJobs, we advise that our job seekers spend most of their time networking. Our experts counsel them that the perfect job leads will come via an internal referral or someone they meet or connect with at industry events. 

While networking is an amazing way to find a suitable job, it’s also an excellent way to find qualified candidates. Your future employees are participating in industry events and networking via LinkedIn and numerous digital apps trying to find you. 

So, are you satisfied with waiting for them to find you, or are you equally eager to meet them? If you love the second option, you should meet them where they’re going. Besides that, why not use networking as a recruiting tip. 

Start attending industry events, are we’re sure you’ll meet people eagerly seeking opportunities in your industry. 

Be open to receiving calls from your potential employees and reaching out to the network. Also, ensure that you/your team respond to emails of those you don’t know about your organization but ask about.

If you desire to have candidates with good communication skills in your team, you can use the method of reverse networking. Then, they won’t have to go for that “extra mile” to find you! 

6. Lower the Cost of Interviewing

Find methods to lower your interviewing cost. Say “NO” to using resources and time for in-person meetings. Instead, you can opt to use low-cost and no-cost video technology, such as Facetime and Skype. 

Most recruiters do use live video interviews. Hence, it won’t signal to your candidates that you’re using video technology for cost-cutting measures. Instead, your organization is modern and rolling on with the current interviewing trends. 

Adopt interviewing practices that roll on according to the adage, “Time is money.” Your company is low on budget; person-hours are as crucial as money spent. 

Streamline your interviewing processes and reduce the number of person-hours while interviewing candidates by deciding who needs to be part of your interview process. 

Besides that, keep the interview panel to a minimum of people, if possible, to screen candidates effectively.

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7. Be More Efficient and Act Accordingly

Bring more efficiency to your interviewing processes. Also, narrow your job requirements down to just those deeply needed skills to do the job. Then, compare the resumes you receive for the job to your job requirements list and find spots where you can compromise.

You won’t be the first person to compromise on the actual job requirements to permit a talented employee to join your organization.

Half of the recruiters will compromise to be realistic when their resume doesn’t match a job description. Before discounting a candidate’s application, consider how their skills might meet your organization’s needs. Ensure you aren’t searching for the elusive purple squirrel!

8. Utilize The College Job Boards

If you’re looking for entry-level employees or interns, you’ll have to consider checking college job boards. We all know that the young workforce is experienced hungry. They’re likely to use their tech-savviness to find out the best opportunities.

Local universities, colleges, and junior colleges mostly have career centers. They warmly welcome job postings they can further share with their alumni and students. If you’re searching for someone a little more senior, specialty schools and business colleges cater to people seeking advanced degrees.

You can contact their career centers or departments relevant to the position you’re looking forward to filling. If someone doesn’t have a job, that doesn’t mean they aren’t qualified. Occasionally, finding talented employees is just letting go through no fault from their side.

Such people may be searching for the local unemployment office for job leads. You can capture motivated candidates by providing such agencies with updated job listings. That way, you make maximum use of this resource.

9. Maximizing Your Web Presence will Attract Employees

You might be aware or not, but the internet is talking volumes about your business. From your official social media accounts to your company website to your employees’ blogs and accounts, prospective recruits have access to an amazing deal of information regarding your company and the working culture before they walk into your office. 

Ensure that your company’s web presence explains the good story if you want to benefit from this. Use your social media presence and company website to praise valued employees, share amusing anecdotes, and communicate the important values for your business.

10. Use Technology To Your Benefit

Finding the perfect recruits can be time-consuming and messy, but numerous emerging technologies are available to streamline this process. For example, AI for recruiting technology automates much of this process, analyzing a huge volume of data to arrange through potential recruits besides identifying the best-suited people for the job.

There is software to help improve the language flow you use as your recruiting tips materials and tailor your approach to the given sorts of candidates you’re seeking. You can save hours each day by using recruiting technology that would have been dedicated to reading-sorting through candidate applications.

It can be perfectly spent on other priorities, such as sitting down with the candidates in an interview. Businesses not leveraging huge data in their hiring strategy process will rapidly and quickly find themselves pretty disadvantageous. Hence, using tools is an amazing idea for low-budget recruiting tips.

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11. Referrals are Great Money Saviors: Leverage Your Employees

Often, employees on your payroll are your best resource for finding new employees.

In addition, to the obvious benefit of saving money and time on recruiting tips. Several studies have stated that candidates to who any current employee has referred are much more likely to accept a position, Besides staying on for a longer time and having a much higher level of job satisfaction. 

So, for that reason, an employee referral program proves to be the most cost-effective talent-grabbing tactic followed today. But, of course, you can also reach out to former employees who recently retired or departed. 

Since they already have a deep understanding of the job and the company, they prove to be a valuable resource in recognizing qualified candidates. If you’re saying, “But I can’t afford to offer financial compensation for these amazing referrals,” don’t panic. 

You can use this to consolidate transparent Relationships with your employees. Now, if you favor utilizing their networks to hire, you need to be upfront with them that a bonus isn’t possible this time.

Best Recruiting Tips with a Small Budget: The Conclusion

After knowing all that, you can recruit with little budget and bring the right person to work. If you work smartly, then certainly it’s possible.

Talking the best method to recruit employees without spending high is hiring a recruitment agency, and TheindiaJobs strives to become a golden helping hand. But, most importantly, you have to pay when you get your employee, and TheindiaJobs will do all the hassle on your behalf! Isn’t that amazing?

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The post Best Recruiting Tips with a Small Budget appeared first on TheIndiaJobs.Com.

So, Why should you hire through a recruitment agency in current times? Recruiting fresh employees can be an expensive and time-consuming process for companies. However, those organizations, which use significant resources, rarely offer guarantees.

Employers completely recognize the top talent’s value – those who can drive the business they have forwards & boost the bottom line.

Departments of human resources face challenges when we talk about ensuring a flow of continual talent into a business and hiring folks who are highly suited to the job and the company’s culture.

In a buoyant jobs market, where employers are finishing with one another for the most experienced & skilled staff, this becomes even highly difficult.

In many cases, employers require specialist support with their strategies of hiring. Going with agency recruitment for identifying and attracting talent and negotiating terms will relieve a lot of pressure.

This path will assist organizations in locating the folks they need for moving forward, bring them to interview, and protect their services within budget.

What is a Recruitment Agency & Why Trust Job Recruitment Companies? 

Recruitment agencies search for suitable candidates for positions vacant with one/or more companies. Based on the job description, they look for suitable candidates via their network, job sites, job fairs, and social media.

When a recruiter has located a potential candidate, they can screen the resume, letter of motivation, and other relevant information.

There’s a potential match between the profile of the candidates in the job description; the recruiter can plan an interview to discuss the skills and requirements of the candidate.

If this interview is successful, the candidate can be easily invited to an interview with the client. Meanwhile, the recruiter is carefully tracking the application process. If the client considers the candidate right for the vacant position, they might get the job.

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The Benefits of Hiring Through Recruitment Agencies

So what benefit is there exactly in agency recruitment to assist hiring professionals? Here are some practical benefits:

1) Why Do Companies Use Recruiters: It’s a Good Bet

In-house recruitment is very much a chance’s game. You advertise your vacancy while keeping the hopes of attracting high-quality applicants with the relevant experience & skills; however, there’s no guarantee your ad might land in front of the desired traffic.

Your efforts might lead to minimal outcomes or, worse still, an overwhelming response from applicants who don’t match your criteria. However, a recruitment agency allows you to place a bet with ideal odds.

Recruitment consultants create a living out of matching powerful applicants with relevant openings of jobs. They’re experienced professionals who work to locate the ideal possible fit, screening candidates on your behalf to ensure you receive applications that meet your needs.

The advantage of a recruit

2)Advertise Roles

When employers sometimes advertise vacancies, they don’t receive applications of the needed caliber. They are searching for an experienced candidate with excellent niche skills; however, the CVs they receive don’t hit the mark.

It is mostly down to poor marketing; the high-caliber individuals they require don’t see the advert. Further, they might not apply for the job if they aren’t aware of the opportunity.

The advantage of recruitment agencies is advertising the vacancies – both on the high street & online – and actively looking for professionals who fit the job description.

Recruitment consultants might establish direct contact with individuals that are talented they know, having assisted them in locating a new job in the past, as well as inviting them to apply for the role. A few professionals might not be actively searching for a career change. However, your vacancy might tempt them.

3)Ability to Identify Talent

A recruitment agency works with employers looking for talent and pros on the career opportunities hunt. As a result, they are placed ideally to stay ‘in the know’ track as an intermediary between both parties.

Recruitment consultants’ knowledge of hiring a bad candidate can be highly valuable; they know who is searching for work, how capable & experienced they are, and what salary expectations individuals have.

Once an employer has crafted a vacancy and established role criteria, agencies for recruitment can set regarding locating suitable individuals for the position. The ‘ideal candidate’ is mostly the one who is not actively searching for a new job but would be open to one if the ideal opportunity presented itself.

A recruitment consultant has powerful networks and an excellent idea of where to locate these individuals. Another positive of using a recruitment agency is the extensive knowledge about individual jobs’ market segments and the talent accessible in certain localities.

They also learn about employers’ requirements and destinations. It means they can source talented individuals capable of doing the job.

Find The Best Candidates

4) Interview Candidates

While interviewing candidates, the advantage of using a recruitment agency is huge, and they can carry on interviews on an employer’s behalf. That can certainly save money and time. A recruitment consultant first offers a candidate screening – over the phone – to start narrowing down the applicants.

They certainly can learn more about the individuals on the shortlist. Also, they can eliminate any inappropriate matches from the process. Besides that, the recruitment agency can conduct background checks on candidates invited to interview.

So, the employer’s HR department doesn’t have to invest time checking. A good recruitment agency can discuss the final round of interviews instead and recommend what interview questions to ask.

5) Negotiate Salaries

As an employer, the thing last you might want is getting to the recruitment process’s end, having located your preferred candidate, and creating a job offer, only to locate that you’re poles apart on salary and advantages.

Before entering salary negotiations, recruiters will assist you in benchmark remuneration in front of other businesses in the industry and can offer valuable resources. Unfortunately, recruitment agencies are too actively placing skilled candidates and negotiating salaries incorporated in hiring.

They will negotiate on behalf of the two parties and mutually agree on a good remuneration package. If both parties know the other’s hopes & expectations from the outset, there’s a realistic sealing prospect of the deal.

6)Deliver Interim Professionals

Rolling on with a recruitment agency allows businesses to decrease or increase employee levels per requirement. In addition, they can identify professionals for permanent, full-time, and individuals appropriate for temporary jobs.

An emergency cover may be required for an absent employee left at short notice or gone off ill. Or an employer may be thoughtful regarding a lack of capacity for any new project or initiative.

Recruiters have candidates who desire to hit the ground running. So, there’s no time to get these professionals up to gear.

7) Offer Industry Insight

Another considerable benefit of a recruitment agency is they invest daily, working to offer staffing solutions for organizations in various industry sectors like accounting, financial services, finance, technology, office administration, and interim management.

They have great expertise and job market insight, nationally, locally, and internationally, which employers can choose as they plan their recruitment strategy. Recruitment consultants understand candidate expectations and employer needs well besides the impact of demand and supply on the job market.

Hence, they’re ideally placed to help employers make intelligent decisions, positively impacting the bottom line.

Employers don’t have to go it alone when it comes to hiring. The advantage of a recruitment agency is that it can help organizations and businesses access the experience and skills they need, in good time, without spending high.

It permits employers to free up time and financial resources to help push the business forward.

8)Build a Lasting Relationship

Over time, you can develop a trusting and lasting relationship by supporting a recruitment agency, making the agency an extension to your HR team. Undoubtedly, it’s crucial for the recruitment agency you work with to understand your business and needs.

It will make them work on whatever is relevant to your business besides your advertising role. Following those mentioned above, you can reach the agency in the upcoming time for immediate candidates besides receiving better deals for loyalty.

So, to fill your vacancies, a recruitment agency can greatly help you. Please contact us if you’d like to discuss our recruitment services in more detail.

9)They Provide Expert Knowledge

Their expert knowledge is among the top reasons to depend on a recruitment agency. We have a massive bank of knowledge in the following fields; Office, Sales, Marketing, Tech, and Finance. Every single consultant in our office is an expert in their respective field.

Hence, they can tailor their search and figure out exactly what to look for while putting candidates for your consideration. That means the consultant will know what skills to look for in the candidate and how to attract the perfect candidates.

The salary scene is also included. You don’t have to do anything of that by yourself, and don’t you feel that takes away your hassle and stress.

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10) Advertise Your Brand

A recruitment agency will sell your company to whatever candidate they feel is right for the position. Undoubtedly, that’s a great advertisement for your company; most importantly, the candidate may be familiar with them if you’re a smaller business.

It’s always wonderful for another business to boast highly of your company and excite the candidate about working for you. That way, their opinion is already positive for you when they walk into your office for an interview.

Recruitment agencies provide advertising through numerous avenues, including; pages, leaflets, job boards, mailers, web, etc. So you don’t have to keep an eye on applications or get the role advertised.

11) Full Support

Full-time support is another benefit of working with a recruitment company is that a recruitment agency communicates with both job seekers and employers. They discover what job vacancies exist and who is the best fit for those vacancies. They support the candidates and clients as well.

As a candidate, you’ll get feedback on your application and know-how to improve yourself. Your success is a recruitment agency’s success. They’ll always help with all queries you may have. Whether regarding the employee’s CV or interview questions, he receives help, and the chances of reaching the right job increase.

Recruitment agencies will help you overcome your recruitment problems if you’re an employer. Whether you have an urgent position to fill or want to mass hire, the agency will work as per your needs.

12) Faster Hiring Process

Getting help from a recruitment agency means speeding up the time it takes to find new employees. While using a recruitment agency, you mention the hiring time and provide them with details regarding the role.

You won’t have to attract and shortlist candidates as the recruitment agency is set up already. Instead, the expert agents at the recruitment agency handle the whole process, saving you a lot of hassle. After giving them your job, they’ll deliver the best few candidates for your consideration.

Such agencies already have a huge database of talent. Hence, you’ll gain access to their network. Similarly, it’s amazing for a candidate to have someone communicating with several employers on your behalf. Depending on a recruitment agency, you can concentrate on more crucial things.

13) Guarantee Periods Can be Agreed

After signing an employment contract, the recruitment process doesn’t end. You’ll require a transition period to ensure your new employee meets your expectations. If they don’t, you’ll have to repeat the process.

Besides that, if your new employee isn’t happy and leaves your workplace, you’re back to square one and won’t get anything in return – neither your time nor money.

A good recruitment agency will certainly provide a guarantee period, consolidating that your new employee stays with you for a minimum time frame. If things don’t roll on smoothly and they either get terminated or leave before this period expires, most agencies will refund you the hiring cost.

More importantly, they’ll put another suitable and qualified candidate to fill the empty spot. Undoubtedly, using a professional recruitment agency or matchmaking expertise means you have more chances to perfect it in the first spot.

14) Recruitment Agencies Save Time of Admin Work

You’ll need to appoint someone from your staff to take care of all the admin duties associated with recruitment unless you’ve got a dedicated in-house recruitment team.

Screening and communicating with candidates, scheduling interviews, providing feedback, and notifying unsuccessful applicants, there’s a great deal of work involved, and you can’t skip a thing.

Everything is taken off your hands if you outsource to a recruitment agency. Your team can focus on other crucial work for successfully running a business.

Why You Should Hire Through Recruitment Agencies: The Conclusion

Staffing and recruiting agencies prove to be a highly valuable resource but remember that any agency you work with is only as good as the info you provide them.

While working with an agency, ensure clear job descriptions, acknowledge them if your needs change, and don’t forget to provide timely feedback on candidates to build the best possible partnership. Contact TIJ for the fastest recruitment solutions if you’re searching for the best recruitment agency.

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The post 14 Reasons Why You Should Hire Through Recruitment Agency appeared first on TheIndiaJobs.Com.

Numerous websites have emerged presently, elevating the competition to its top level.

Searching for a job posting site that lets you complete your objective without making you pay? Yes, a few provide tremendous flexibility, but most such sites have some hidden charges.

We promise to bring you the best free job posting sites in India, where you get the maximum exposure and get your dream employees faster than expected!

We’ve fully tested the following free Job posting websites and conversed with several recruiters regarding their experience with these sites, and after colossal research, we’ve formed an unbeatable list!

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Let’s get you your dream employee in no time!

List of Top 20 Free Job Posting Sites in India: These Bring The Fastest Results

1. JobGrin.co.in Review

In recent times, Jobgrin.co.in has emerged as the Google of Job listing. The engagement of recruiters is increasing continuously due to all the awesome features and convenience it offers.

JobGrin tops among the sites which prove to be most convenient for recruiters, and there are high chances of you getting your dream employee here.

They are frequently improving their website to help the employers find the best candidates, and the candidates can find the job they deserve.

It has hassle-free registration; besides a simple and powerful user interface for job seekers, it has hassle-free registration. Hence, they find matching jobs very easily. Now, as job seekers are so attentive to this website, it becomes truly easy for the recruiter to pick the desired one.

The resume search is extended to a hundred searches every day. You, as a recruiter, get notified whenever any job seeker uploads a resume for a given job via email alerts. Most importantly, posting a job is very simple, and as it’s free, you can post multiple jobs at a time and get results quickly.

Free job posting site in India Expert Score: 9.8 

2. Live career Review

LiveCareer is a solid, effective web application helping its employees to narrate their resumes and begin building a career conveniently.

This resume writing software permits sharing the resume directly to social media job sites to ensure reach to a wider audience.

With LiveCareer, creating a chronological resume is easy. Further, create a functional resume or one that’s a blend of both styles. Importing an existing resume into it and editing it is simple, so re-entering everything about your info isn’t required, and then the employees can use various software tools.

Once completing the resume, LiveCareer performs an audit to ensure the resume is perfectly polished or not. This program includes a highly dependable spell-checker as well.

In addition, its intuitive interface ensures simplicity while switching among numerous resumes, settings, and other features.

This program could stand to possess some more selectable templates to battle with numerous other resume software selections. However, overall, LiveCareer is among the most enjoyable and powerful resume builders we reviewed for employers.

Due to all those conveniences, the site heavily attracts many employees and employers, which makes finding the right employee for either group very easy and fast.

Free job posting site in India Expert Score: 9.5

3. Angel Review

Angel permits employers to post open positions without charging anything on its job board. Many folks use Angel to establish connections with angel investors with startups. Hence, most of this website’s board hiring is for startup organizations, generally tech jobs and remote jobs.

Angel-Jobs is a rapid-growing job as well as an education portal. Their unique job and education site targets include numerous opportunities for jobs and education in India and abroad.

The company is a part of the “Angel” group, and their offices are in Mumbai, Paris & in the upcoming time, and several other parts of the World. Most clients appreciated Angel because employees are free to apply privately to startup jobs with an application.

Besides that, they are permitted to see a startup database, for example, their type and stage. Hence, you can make your profile look attractive and appealing to grab great opportunities to hire desired employees from startups. Then, without much effort, level yourself up from the crowd.

Free job posting site in India Expert Score: 9.4

 4. Flex job Review

FlexJobs is an appreciable online platform for searching for flexible jobs, including freelance work, remote work, and part-time options. FlexJob searches these positions from numerous company websites as well as employment agencies.

Furthermore, FlexJobs hand screens every single of them before listing them on their site. Flex job is so popular that it has been featured in TIME magazine and NBC. Yes, it’s a free job posting site, but it won’t be wrong to call it “a bit strict!” Jobs are available in over 50 career fields, including accounting and finance, insurance, law, education, training, etc.

Besides job listings, FlexJobs has some truly great features to offer to its employers. On top of that, there are zero ads on FlexJobs, and that’s rare!

Rather than searching through traditional and mainstream job boards, digging profoundly into every option, and analyzing numerous reviews to find out whether a job is legit, FlexJobs is generous enough to do all of that for you, most importantly, for free! Overall, Flexjob, as the name indicates, is among the most flexible free Job posting sites in India and is worth recommendable.

Free job posting site in India Expert Score: 9.3

 5. ZipRecruiter Review

ZipRecruiter ranks fifth, running down the list of free job posting sites in India. As posting your job opening without paying anything start looking tough, this is where ZipRecruiter comes into the scene. Most of the recruiters who’ve used it love Zip recruiter for its easy-to-use nature.

While ZipRecruiter is a wonderful job-finding site, this website beyond that proves to be a decent place for employers to post openings and get results faster. For example, after posting a new job opening on ZipRecruiter, this site syndicates your posted Job across many other job board websites.

Hence, many people see your position, and your chances of finding the correct candidate elevate. Unlike other job board sites, ZipRecruiter isn’t free; however, it offers free trials for dipping your toes first.

After posting an open position, candidates can apply through ZipRecruiter. You can conveniently review their resume profile information through an employer portal. To date, 1,000,000+ employers have used ZipRecruiter for finding the right candidates. In addition, 100+ job distribution partners and Millions of job seekers exist here.

Besides that, 10,000 new companies subscribe monthly to ZipRecruiter, making it highly popular! ZipRecruiter is a website for posting jobs and hiring employees; all experts would love to recommend it to any recruiter.

Free job posting site in India Expert Score: 9.2

 6. Wisestep Review

Wisestep is a popular software used for recruitment purposes. This software is flexible, instinctive, data-driven, and perfectly designed to serve users from small, med-level to huge-scale industries. Moreover, it makes the recruitment process as quick as possible by indulging healthy conversations with the candidates.

Now, that results in highly improving productivity and accelerates growth by enjoying real-time updates on analytics and intelligence. These analytics bring actionable insights for every stakeholder and make stronger decisions by ensuring better performances.

The priority search option of Wisestep generates high accuracy by which candidates are ranked based on quantified relevance. It further captures the candidates’ information automatically from numerous job boards.

Whether you’re an individual recruiter rolling on with an easy flow of work or a huge enterprise with a more complicated process, the software doesn’t fail to add versatility and intelligence to the recruitment.

Free job posting site in India Expert Score: 9.0

7. IIMJobs Review

Another good job posting website is IIMJobs.com; the major goal of this website is to connect people with their ideal careers. The company’s success story is so inspiring that over 13,00,000 job seekers have already enrolled on this site. This job posting site in India goes above and beyond to help you discover the right Job in various industries.

It all begins with a seed of an idea. The seed then grows into thinking. And then, like a tree seeking sunlight, the notion begins to develop in your mind!

They have the greatest employment in banking and finance, consulting, research and analytics, sales and marketing, human resources, information technology, and operations.

Free job posting site in India Expert Score: 8.9

8. Learn4Good Review

Learn4Good is a highly reliable free job posting site, and its listings are in 20 different nations. Recruiters and businesses can use Learn4Good’s platform to post various open jobs to a perfectly categorized job page and list a short description for the Job. Then, as an applicant, you can view all relevant info on the job posting. Further, the applicant can apply to the desired position through this site.

Learn4Good doesn’t charge anything for the first 20 job posts you do within 6 months. After that, however, if you want other job posts, you’ll have to pay anything from $59.00 to $199.00 (depending upon your requirement). Learn4Good accepts job feeds, and XML formatted document is their preferred method for getting automated Job feeds.

Besides that, your job post generally will be visible on this website for 6 months before the expiry date hits. That’s a very big-time phase, though. Learn4Good has a candidates’ database, which you can find in the Resume Search Database. If you’ve subscribed as an employer, you enjoy access to this database. However, these candidates’ contact details are accessible only to paid subscribers.

Free job posting site in India Expert Score: 8.7

9. Betterteam Review

Betterteam is an amazing job publishing tool and a reliable applicant tracking system (web-based ). The app is typically for one-person and small recruiting teams. Bigger teams will be sad here!

With Betterteam, recruiters can publish job vacancies across various channels performing just one click. It permits individuals and teams to advertise their open positions quickly and conveniently. Besides that, Betterteam permits hiring teams to overcome all tension regarding thorough spreadsheet inputting and rigorous email tracking.

Betterteam conducts all pertinent applicant tracking processes solely on the web, which makes accessing them at any time from any place possible. Moreover, Betterteam assists organizations and persons in providing talents with an effortless application experience.

Free job posting site in India Expert Score: 8.5

10. Recruit Review

With Recruit.net, you can reach millions of job seekers, and finding the targeted job seekers takes less time than most the free Job posting sites. They automatically fetch all the job postings from your site, and most importantly, you’re supposed to pay only when the perfect candidate is delivered to you by this site.

You can track and manage your campaign as you get real-time analytics here. For example, there’s a straightforward and fast search for high-quality resumes. The search has covered over 15 nations.

The UI of the Recruit is simple and sweet. After entering this site, you get a search bar asking for keywords, title, and company; besides that, there’s another search bar for entering a location. As a recruiter, you are neither asked to fill huge forms, nor the hidden costs of posting jobs hit you. Overall, Recruit is an amazing website for employers!

Free job posting site in India Expert Score: 8.4

11. National Labor Exchange Review

The NLx gathers and dispenses job openings exclusively found on 25,000+ state job banks and corporate career websites and is regularly growing.

You can find 2 million+ job openings on the NLx simultaneously. NLx offers all services at no cost for supporting workforce agency customers – employers and job seekers, plus supporting the federal partners and state workforce agencies.

The NLx’s motto is to provide a comprehensive and highly accurate collection of real online jobs to attain the peak efficiency level for the country’s labor exchange – at no extra cost to employers, state workforce agencies, and job seekers.

The NLx’s vision is to provide India with an accurate apprehension of the ongoing labor market to improve labor exchange efficiency and better serve India’s diverse workforce. Therefore, not just the regional users but also the international users can use this NLx.

Free job posting site in India Expert Score: 8.3

12. Placement India Review

I registered with Placement India; you can post your job with a few clicks. It can effortlessly manage job postings. You can access Lakh with around 25 verified job seekers. Search tools and filters let you shortlist and perfect candidates’ resumes.

Regarding branding also, placement India is a decent platform. You enjoy several cost-effective branding solutions, including microsites, banners, etc. Moreover, Placement India’s application Tracking System (ATS) feature is tremendous!

It permits you to Set reminders & send interview invites, schedule interviews for whichever candidates you choose, and manage interviews for various job openings in a folder. This feature adds automation to your whole hiring process. Furthermore, you can add job descriptions and related details after becoming a subscribed job recruiter. So, if you want to enjoy instant applications from tons of job seekers on EasyHire, give it a try to this site!

Free job posting site in India Expert Score: 8.3

 13. Hound Review

Commercial job boards get fewer jobs posted in contrast to employer websites because, generally, employers can post jobs on their sites without paying anything. But, on the other hand, commercial job sites may charge $250-300 for posting a single job! So there’s a huge difference in posting jobs on employer websites rather than sites like Jobgrin, Indeed, CareerBuilder, Monster, and HotJobs in terms of exposure.

That’s why you can’t expect many applications to come because job seekers don’t know about them. However, Hound makes an entry here, and without making employer sites pay anything, they elevate the exposure level.

Furthermore, Hound doesn’t permit advertisers, and their search results are influenced by what employers tell them is available. They list jobs directly from employer websites. We can call it a pure job search. Yes, Hound is unique and fantastic as well. As an employer, you might not get as fast results as Jobgrin, Livecareer, etc., but at least it’s better than the websites that pay you.

Free job posting site in India Expert Score: 8.2

14. Career Age Review

Undoubtedly, Career Age is a well-known name. They will introduce the “Daily FREE” feature soon, which will bring recruiters alerts regarding new Job seekers of your interest.

Not only is it a free job portal, but it is also one of the oldest free job portals where highly talented candidates are registered. In addition, career Age allows the recruiter to hire job seekers according to your city and qualification.

You can contact various Job Seekers with suitable profiles by emailing them without paying anything! You can also receive any job seeker’s resume directly from them. The database of career Age isn’t as humongous as a few best Free job posting sites in India discussed up there, but this site is certainly dependable and worth trying.

Free job posting site in India Expert Score: 8.0

 15. Jobisite Review

We know that Job seekers and applicants often use online job posting portals to find the perfect candidate, but Jobisite stands in the queue of the sweetest and most convenient sites! With a huge choice of job portals, Jobisite brings all the amenities to match the requirements of employers and job seekers.

Jobisite is a perfect platform to ensure a firm connection between the two. You don’t have the facility to post a free job, but you’ve got much more. With the cost-free facilities provided, you can post job vacancies rapidly, and the process is small. Also, job seekers easily find a job that matches their expertise, which is why there’s much engagement here.

Finding the perfect fellow for a job needs time and energy. Certainly, employers have to spend good enough money to promote the job descriptions. However, some free job posting sites in India, like Jobisite, help recruiters post job vacancies for a very small fee, sometimes entirely free.

You, as a recruiter, have to register as a free member and begin narrating the job descriptions as per the need; that’s it.

Employees and employers enjoy the convenience and freedom to use this platform without any strict terms & conditions.

As a job recruiter, you can post unlimited job advertisements you like, as long as you follow the guidelines without spamming. Job ads will also be spread across numerous pages and shared on social networks by Jobisite.

Free job posting site in India Expert Score: 7.9

 16. Jobspider Review

Job Spider is a highly appreciated free job and resumes posting site where employers can easily link up with potential candidates. It’s pretty convenient because it was designed after Craigslist’s simplicity. In addition, job Spider is an entirely free service that includes any pay-for-use plans.

Using Job Spider is easier than other Free job posting sites in India. Just create a new account for managing Job Spider job postings in the future. Just tap “Post a Job” on Job Spider’s home page and then tap “Register For An Account” while you prompt to log in.

As per Job Spider’s claims, millions of employers view their job posting websites, and you can conveniently advertise any job until it’s credible and valid. Editing your posted jobs on this website is simple under the “My Spider” section. JobSpider.com understands the time-consuming issue of placing a huge volume of job ads.

Free job posting site in India Expert Score: 7.7

17. Rocket Review

At Rocket, you’ve got two options as a recruiter. You can either post jobs free or enjoy bigger advantages by Premium posting. Of course, your job ad will get better exposure, but that doesn’t mean the free option is worthless.

Relevancy and speed are the factors highly focused on by Rocket. Their AI algorithm puts candidate profiles with a job into deep comparison, ensuring you don’t have to come across worthless candidates and get the Mr perfect in no time. Also, it shortlists requirements & recommends relevant candidates.

Do you want to boost the number of applications received? Then, you can provide interview slots via a simple online process. Isn’t that amazing? Communicating the candidates across various stages of the process is convenient, and that’s how you’ve better control over your job posting campaign.

Free job posting site in India Expert Score: 7.6

18. Jobxoom Review

Jobxoom is among the most powerful, widespread, and huge websites leading in contract-to-perm, full-time, and temporary job boarding. It’s among India’s highly popular job sites to advertise jobs in various sectors across the nation. Jobxoom’s motto is to build the ultimate website for high-tech jobs in India.

Most importantly, they provide the entire listing of technology jobs and an open direct door to all employers’ websites for permitting you access to the most accurate and up-to-date job postings. In addition, Jobxoom is entirely free for the jobseeker to create and load a maximum of five resumes and arrange new job alerts.

All Categories skill Candidates can easily apply directly to thousands of live new needs from across the nation, and Jobxoom.com covers all industry sectors very well. In addition, for any employee, uploading the resume in Jobxoom is entirely free.

Using their amazing tools, you can ensure high-end convivence, such as getting job alerts and periodic messages in your Inbox, bookmarks, and much more. Using this wonderful platform, any recruiter can easily manage numerous resumes and get statistics rapidly.

They’ve also provided Confidentiality & Privacy Settings. Hence, it’s a wonderful Free job posting site in India if you’re looking for fresh employees.

Free job posting site in India Expert Score: 7.5

19. JobsGaddi Review

Here comes a somewhat struggling yet cool free job posting website in India, operating for 6 years, and #817,365 is its global traffic rank. You tap on the “Job registration” option on their home page, and one form will pop up.

Fill in the details, and you’re good to go. You enjoy unlimited job posting and resume access without paying anything. User reviews are good till now. It has fulfilled the expectations of every MNC recruiter.

You can certainly find highly qualified and skilled candidates, but you can’t guarantee that you’ll not have to wait long. It’s because of the less popularity of JobsGaddi. But, as per our experience, we can’t step back from recommending it.

Free job posting site in India Expert Score: 7.3

 20. Neuvoo Review

The website of Neuvoo is simple yet attractive. It is a highly reputed job listing website where recruiters post jobs and job seekers post their details.

It is a free job posting portal where the recruiters are constantly hiring candidates with a simple process, whether Freshers or Experienced.

More than 75 million job searchers use this site to find work demonstrating its distinct strength. There is a wide range of employment accessible in many industries.

This site has a unique feature in that businesses may showcase job openings by sponsoring it. The best job portals in India have modern technology and a disciplined approach to updating job ads regularly. Moreover, the availability of a plethora of possibilities will aid in searching for a suitable type of work.

Free job posting site in India Expert Score: 7.2

List of Free job posting sites in India in 2022: The Conclusion

Rewind a few years, and feel how tough it was to post your Job on any site without paying anything. Yes, options were present, but they were pretty less than the number we have today!

Forming this list of the top 20 was challenging, but if you inquire about which is the best free job posting site in India in 2022, we’d say, JobGrin.co.in with both hands up! The chance of grabbing the dream employee is the max here.

Visit The Best Job Portal

The post Best Free job posting site in India: #1 is unbelievable! appeared first on TheIndiaJobs.Com.

One of the most significant problems that job recruiters face today is that they cannot find a free job posting on highly active sites. The internet is vast, with great sites that allow recruiters to hire the perfect talent that will prove an advantage to the business. Unfortunately, most job posting sites today are inactive, with no job seekers visiting them. It sucks to post a job without any applicable talent present there.

Post Your Jobs For Free

Ok, so let’s kick things off with a list of 28 of the best free job posting sites for employers in India:

1. JobGrin.co.in

JobGrin is the Google of job listings. JobGrin is free to use, but you can pay for more exposure to your listing.

The best part about JobGrin is that they allow you to search for candidates and send them a message telling them to apply for your job.

Post job on JobGrin

2. Live career

Live career allows you to post unlimited job openings. It also posts your job opening to more than 19 job boards for great performance. Live career was formerly known as Resume Bucket.

Live career has millions of visitors per year with great talent waiting in the line.

Post Job On Live Career

3. IIMJobs

IIMJobs.com is another great job posting website; its main purpose is to connect individuals with their dream employment. This employment board in India goes above and beyond to assist you in finding the ideal job in various sectors.

It all starts with a single thought. The seed then develops into thought. Then, like a tree searching for sunlight, the idea grows in your mind!

Post Job On IIMJobs

4. Flex job

The name may sound flexible, but flex job is one of the go-to sites to post a job opening. Flex job is so popular that it has been featured in TIME magazine and NBC.

Flex job has a good user base and some brilliant talents. So if you are looking for a great job portal with no hassle, a flex job is best.

Post Job On Flex Jobs

5. ZipRecruiter

Zip recruiter is one of my favorite sites. I love Zip recruiter for its easy-to-use nature.

Zip recruiter is intuitive and has many features in handy while posting a job. If you are a hirer, then Zip recruiter is something you should check out.

Post Job On ZipRecruiter

6. Angel

Angel is the site for recruiters. With over 3.2 million results on the Google index, the site takes out the big players in a snap.

Angel is trusted by major brands like Twitch, Stripe, and others. It is simple to post your job opening on Angel. It has a robust search, and everything is well categorized.

Post Job On Angel

7. Jobxoom

Jobxoom is the most preferred site if you want applicants to rush on your listing. It also shows your job opening on their RSS feed. Jobxoom is simple as it is free for the first 90 days. If you are searching for some qualified applicants for your job, then the best place for you to post a job opening.

Post Job On JobXoom

8. Wisestep

Wisestep is a great site with amazing typography and easy to post a job opening.

Wirestep is one of the best sites to post your job opening. They are simple and easy to understand.

Post Job On WiseStep

9. Jobspider

A jobspider is like a spider for all recruiters. However, job spider is simple and easy to use. They have a simple interface, and it’s free to use.

Just head over to jobspider and post a job. That is, It will find proper applicants for your job.

Post Job On JobSpider

10. Jobisite

Most job posting sites give a 30-day free trial, even though some are paid. But Jobisite is free. Just register for it, and you can post unlimited jobs for free.

Jobisite offers potential and high efficient applicants.

Jobisite is a fabulous tool. Make sure to give it a try.

Post Job On JobIsite

11. National Labor Exchange

National Labor Exchange is a non-profit organization, and it is free. The best part about it is that it cares about employers and employees.

Employers can post their job openings on this site seamlessly. On the other hand, anyone with proper qualifications and education can easily apply for any job they love.

Post Job On NLX

12. Learn4Good

The logo may sound like an online education center, but it is more than that. Learn4good is a huge job posting site.

It has everything categorized, which makes applicants’ jobs way easy. In addition, you can post your job on learn4free for better applicants applying for your job.

Post Job On Learn4Good

13. Betterteam

One of the problems people face nowadays is that they cannot find many perfect applicants for their job vacancies. It is where the Better team gets in.

The better team is like a directory as it posts your job to more than 100 job boards.

Post Job On BetterTeam

14. Glassdoor

Glassdoor is like the door for all job postings. It is a freemium service, but they are free for many days after your registration which will get your job done.

Glassdoor has over 5 million visitors and is a go-to place for employers.

Post Job On GlassDoor

15. Snag Jobs

Snagajob is currently known as Snag. The Snag is currently the master of hourly jobs. Just head over to snag and post your job. The best part about Snag is that it has over 9 million results on the Google index.

Snag has job listings on every topic under the sun, from Truck drivers to sweepers. So, get the click done and get a perfect applicant for your job.

Post Job On Snaga

16. Hound

Hound is just like a job search engine. However, the hound is simple and free to use. First, you need to register on the site and post jobs.

It categorizes every job listing according to its city and even qualification.

 

Post Job On Hound

17. Neuvoo

Neuvoo has a basic yet appealing website. It’s a well-known employment board where employers advertise openings and job seekers publish their resumes.

It is a free job advertising site where recruiters hire people regularly using a straightforward approach, whether they are freshers or experienced. Furthermore, having an assortment of options will assist in searching for suitable employment.

Post Job On Neuvoo

18. Hired

If you are looking to hire someone, then Hired is your best friend. Hired has options both for employers and for employees.

You get to sign up easily for free. It even accelerated the response rate of your job listing by over 90%.

Post Job On Hired

19. CareerBuilder

So many Job seekers go to CareerBuilder to look for new opportunities and get career assistance. They deal with over 300,000 companies worldwide, including 92 percent of Fortune 1000 companies.

The purpose of CareerBuilder is to help people find work. In addition, we are working to organize and make all of the world’s human capital data relevant.

Post Job On CareerBuilder

20. Recruit

Recruit gets millions of visitors to their site every month. As a result, they have awesome job listings and highly talented employees.

Spend time recruiting if you have something to spare for a great employee.

Post Job On Recruit

21. Placement India

Placement India is a free job portal that provides free job postings where a recruiter can post job opportunities for job seekers according to their skills and abilities.

Post job on Placement India

22. Rocket

This free job portal has always helped connect a recruiter with a job seeker. The recruiters give job opportunities to their candidates according to their requirements and designation.

Post job on Rocket

23. Career Age

It is a free job portal but one of the oldest free job portals where highly talented candidates are registered. Career Age allows the recruiter to hire job seekers according to your city and qualification.

Post job on CareerAge

24. TodayWalkins

A free job portal is where the recruiters are instantly hiring candidates with just a simple process of walk-in-interview for Fresher or Experience.

The best part about Walkinsindia is that it allows you to select some of the details on your resume to be confidential.

Post Job on TodayWalkins

25. JobsGaadi

 

 

JobsGaadi is the free job portal that has always fulfilled the expectations of every MNC recruiter.

As a recruiter, if you are looking for Highly qualified and skilled candidates. JobsGaadi is the word.

Post job on JobsGaddi

26. Construction Placement

In this free job portal, the recruiters look for highly skilled job seekers with excellent industry knowledge.

If you want a successful career growth in Construction, then Construction Placement provides you an opportunity where a job seeker and an Employer can get connected directly.

Post job on Construction Placements

27. MightyRecruiter

It’s one of the smartest, fastest, and easy-to-use free job portals where the recruiter can hire the most suitable candidates for their organization.

Post job on MightyRecruiter

28. SimplyHired

SimplyHired is a free job portal where a recruiter can hire the best candidates they are looking for it.

Post job on Simply Hired

Conclusion

Free job posting sites are a great way to get some qualified employees. Let’s be honest most employees spend time on free sites. It is a hassle-free job to post job openings on free sites. My conclusion would be that it’s best to start posting jobs online as it makes the recruiting process very easy and awesome. Thanks for reading.

Visit The Best Job Portal

The post Top 28 Highly Active Websites To Post Job Opening For Free appeared first on TheIndiaJobs.Com.

A company’s most valuable asset is its goal output. It is vital to plan that. The productivity of employees is a key factor in this. Companies are now facing new challenges, and monitoring employees’ performance with effective employee productivity measuring tools is important.

If a company cannot provide productivity the way it needs to survive, it won’t be easy to keep its business in the market. Their employees are the main cause of this failure. Employers fail to ensure that their employees perform daily.

Employers, managers, and team leaders all have their tasks. It means that they may be unable to track employee activity. There are many tools on the market to help them track the activities of their workers, and then they can perform the talent reorganization. We have provided the same tools here for your convenience.

Post Your Jobs For Free

What is Employee Productivity?

Productivity is the ability to do more work in a short time. Although it is a simple measure, the factors that affect it are complex—everything from how people use tools to how an organization creates an environment that fosters success.

Natural variances in productivity will always exist. It isn’t always a bad thing. The employee who can produce large volumes of work quickly can be as valuable as the one who takes a lot of time on one piece. A warehouse worker will have different goals and a different place than someone who works in an office.

Businesses can measure productivity at the company and team levels and each employee’s output. Business leaders can use larger scales to ensure they have the right mix for their employees.

How Can You Measure Employee Productivity?

Some estimates that the average worker is only productive for 3 hours per 8. However, how you define productivity will depend on the metrics you use.

We’ve already discussed productivity management before. The classic measure is a simple equation.

• Productivity is the output of your work (the amount you produce) divided by input (labor hours, resources).

It is the baseline. However, productivity measurement, especially for individuals or individual productivity, has evolved. Assess product quality and financial costs; some productivity measures go beyond inputs or outputs.

Measuring Efficiency and Effectiveness

The efficiency of the job is what you can use to measure productivity.

What happens when efficiency is high but the quality is low? Can address this question by establishing quality standards and measuring productivity.

An example of this is the productivity of a call center employee. It could be measured using the number of completed calls where customers rate the service level at 7/10. Although this measurement is more accurate than efficiency measurements, it does not quantify quality.

Productivity measures consider the financial investment made to achieve the results, not the employees’ time. An example: Employee A might have been very efficient and effective because of the intensive training provided by the employer.

However, possible that Employee B had the same skills as the employer when they hired them. An organization might give Employee B a higher productivity rating if they include financial costs.

When organizations consider training or recruiting new employees, it is important to be able to measure these things. Which is more expensive – training people or hiring skilled workers? Is it cheaper to “buy” productivity than to create it internally?

Find The Best Candidates

Objective and Subjective Measurements

You can count productivity if the output is tangible such as the number of customers served or calls. It is an objective productivity measurement.

However, it’s much more daunting to quantify the output of knowledge workers and creatives when measuring their productivity. Teams can use subjective or self-reporting measurements to handle these cases, often through employee questionnaires. Although it is less precise than objective measurement, research has shown that self-reported productivity correlates well with objective measures.

Benchmarking Employee Productivity

Productivity measurement can only be useful if you know what you want. You can benchmark productivity levels to see what success looks like and where you excel or fall behind. Your industry and employees’ work will influence how you set a productivity benchmark. You will likely change your productivity benchmarks as you gain more insight into your business.

Reports on Employee Productivity

A productivity report or dashboard is a document that displays an individual’s or team’s daily or weekly output. You can do it manually, with a chart, spreadsheet, or software tools to automate some work.

You can see the whole picture with employee productivity reports and see patterns and trends in your team’s productivity over time.Work more throughout the middle of the week than on Monday mornings. It is possible to see how productivity fluctuates between team members and how they differ in their output.

Companies can base productivity reports on subjective data, such as employees recording hours and tasks on a worksheet or objective operational data like revenues and volumes.

Top 5 Most Effective Software for Measuring Employee Productivity

1. ProofHub

It’s common to feel overwhelmed or disorganized while managing projects. ProofHub, an all-in-one project management and task management software, helps you keep everything organized, increase accountability and communicate more effectively. It keeps everybody on the same page. It’s one place to store all information about your work, projects, and teams.

The Best Features

• To organize your workflow, upload files and documents
• Give tasks to people
• Take a look at the time you spent on each step
• Better control over time collaboration

2. nTask

It cannot be easy to stay productive when there are so many aspects of a project. Fortunately, nTask is a great project management tool.

nTask, an all-inclusive task and project management software, can help you organize all elements of your project into a single platform. It will permit you to keep track of all tasks and visualize progress. Obtain progress reports and other information.

The Best Features

• Time tracking and timesheets for employees
• With these tools, you can create and manage meeting agendas, discuss points, and follow up actions.
• To-Do Lists
• Team Collaboration

3. GanttPro

Everyone on a project must agree. If you lose sight of the bigger picture, your team and you will waste time trying to find out how things are working. It can lead to a great decrease in productivity.

GanttPRO online Gantt charts software will ensure that all team members keep track of tasks. Gantt charts provide project members with a visual representation of the plan’s progress. Collaboration opportunities ensure that no detail is lost.

The Best Features

• Collaboration with colleagues using comments, files, and notifications
• Assignment management
• Resource workload
• Management of Deadlines
• Time log for personal tasks and personal calendars
• Export and sharing via public URL

4. Infinity

Productivity is all about team collaboration. Infinity can help with this.

Infinity is a powerful, all-in-one management tool that allows you to keep track of all your tasks, tasks, documents, and contacts. Keeping you organized and productive.

The Best Features

• Public Boards
• Team Collaboration
• Task Management
• Document Management
• Multiple Views, Including Gantt & Form
• Clockify allows you to track time with Clockify

5. Basecamp

This modernized tool can assess team performance and maintain an employee-employer relationship. Employees enter their daily, weekly, or monthly work into a spreadsheet, which the manager or employer may check without worrying about job fulfillment.

The manager or team leader can explain why a worker cannot add the task. The higher management can use this tool to schedule work and assign them to employees to complete the task on time.

The Best Features

• Social Collaboration Platform
• Templates for Projects
• Instant Messaging and Messaging
• Forecasting and Allocation of Resources
• Task History
• Interactive Gantt Charts
• Add Recurring Tasks
• Make groups/teams

Effectively Using Performance Management Tools

If your staff are aware of the new employee monitoring software, it will not significantly improve. According to Hawthorne Effect, when people are aware that they are being watched, they modify their behavior. It all boils down to accepting responsibility.

As you make the changes, your team will be more successful and capable of getting more done each week. These strategies will help you keep track of your home-based workers.

We hope these employee performance tracking tools will help you find the right one for your workplace.

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According to two-thirds of HR managers, human Resources is undergoing a digital revolution. With this transition comes a slew of digital HR solutions to streamline HR-related activities. These solutions increase efficiency, improve employee experience, ensure regulatory compliance, and help you save money.

Conversely, the sheer amount of HR technologies available creates a challenge. The goal is to identify the best HR tools for you and your team to create your perfect toolbox. Your HR toolkit is a collection of tools that assist with HR-related activities and will be tailored to you and your company.

How do you select the best HR tools to enhance your HR toolkit?

May find the solution to that question right here. This post will teach you what HR tools are and how to use the finest HR tools for each HR-related function. The expert HR team has thrilled to offer you our top 15 HR analytics tools to help you construct your ideal HR toolbox based on extensive qualitative research and trial-and-error.

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Five Essential Questions to Ask When Buying HR Tools

1. What Features Will Meet Your Company’s Requirements?

HR software differs in terms of functionality and services. You must select the finest option based on your company’s needs. For example, suppose your company has poor employee engagement and significant staff turnover. In that case, you should select HR software with comprehensive employee satisfaction features such as 360-degree feedback, surveys, performance management tools, etc.

2. Is The UI of This Tool Simple To Use?

HR analytics tools are intended to make the work of your HR personnel more manageable so that they can devote more time to strategic planning. If the HR software you choose does not have an easy-to-navigate interface, it will be difficult for them to navigate. It is critical to choose an HR solution with an easy-to-use user interface.

3. What Are The Main Features?

Nowadays, several HR tools, apps, and software provide comparable functionality. When looking for the best software to meet your company objectives, look at their essential functions. Examine several review sites, read some blogs, check success stories and case studies, and discover why everyone favors a specific technology.

4. What is The Expected Return on Investment?

It might appear to be a minute aspect, but when selecting an HR solution, you must consider cost and ROI. If your HR software provides a plethora of useful features at a fair price, you should jump on board! However, please don’t settle for the cheapest tool on the market; instead, consider what features they provide for a certain price.

5. Is This Tool’s Reporting Functionality Superior?

One of the primary motivations for using HR solutions is to minimize work time, complexity, and inconsistency. HR systems with great real-time reporting features can assist your HR staff in quickly analyzing employee performance and engagement outcomes. When you have precise data and effective reporting, you can easily address the weak areas.

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Top 15 HR Tools That Every HR Manager Should Have In Their Toolbox

Your HR toolkit will contain various HR-related tools that, when combined, will complete and help HR-related tasks. Because your HR department has numerous different functions, you’ll want to employ a combination of specialist tools for each.

We opted to do all the mind-work for you since we don’t want you spending time web-surfing and signing up for free trial after free trial.

Here are our top 15 tried-and-true HR tools. Play around with different combinations of tools to create your ideal HR toolbox.

1. HROne

HROne is one of India’s most popular HCM solutions, with users across 18 business verticals. The HROne mobile application not only allows employees to self-serve but also allows HR to do numerous activities while on the move.

HROne is a complete management tool, and, probably, HR managers will eventually adapt to the system. Furthermore, the platform provides intelligent solutions for achieving HR objectives in various areas. The inbox-for-HR is a distinct and original feature that distinguishes HROne from its competitors.

HROne appears to be a blessing for startups, SMEs, and corporations striving to bring order while embracing everything that makes every employee like going to work every day. With over 12 modules, the program is an excellent blend of work discipline and enjoyment. Recruitment, Expense, Training, Workforce, Attendance, Helpdesk, Payroll, Performance, and other modules are included.

Platforms Available On:

Windows, Web, iOS, and Android

Features:

• Payroll
• Core HR
• Workforce
• Attendance
• Performance
• Engagement
• Expenses
• Helpdesk
• Chat
• Recruitment

Pros:

1. A commendable performance module to boost employee productivity
2. A Gmail-like user interface that shortens the learning curve for workers.
3. In addition, it offers a cost-effective payroll outsourcing solution.

Cons:

1. They also provide a very limited trial time.
2. The phone app lacks lots of the features seen on the website.

2. Bamboo HR

BambooHR, founded in 2008, is a well-known HRIS in the global industry. The company, best suited for small and medium-sized businesses, has already developed a presence in over 100 countries. BambooHR’s subscription model is month-to-month, with no commitments. The price is payable based on the number of active employees in an office and has a one-time setup cost. The platform offers a great user interface and commendable customer support service.

HR can also keep track of employee benefits, job and compensation history, and performance. BambooHR may add customized fields to the system for users that need to track other data.

Platforms Available On:

iOS, Cloud, Android

Features:

• Hiring
• People Data & Analytics
• Onboarding
• Culture
• Compensation

Pros:

1. Easy to navigate
2. Excellent UI/UX
3. Commendable support team
4. High adaptability rate

Cons:

1. Time gap causes a delay in reaction time.
2. No payroll
3. For startups and small companies, it is too expensive.

3. Keka

Keka is among the most appreciated HR analytics tools out there. It has created a strong and efficient management platform that streamlines complicated HR procedures using an employee-centric approach. The program is painless to use and has a pleasant user interface.

Keka, founded in 2016, has shown potential by providing prompt and patient customer assistance, making it a popular alternative for many small enterprises. The platform has various price plans and takes monthly, quarterly, and annual payments.

Keka HR enables businesses to simplify their payroll procedures while managing their staff more effectively. Companies may successfully recruit, acquire, and develop top talent by leveraging the platform’s new and conventional features.

Platforms Available On:

iOS, Web, and Android

Features:

• Manage Talent
• Process Payroll
• Nurturing Talent
• Track Productivity
• Acquire Talent

Pros:

1. User friendly
2. Excellent sales support team
3. All modules under one hood
4. Easy adaptability

Cons:

1. Customer service employs BOT, making real-time contact impossible.
2. On-premise installation is not accessible on Windows or Mac.

4. Zoho

Zoho offers a comprehensive HRMS solution with three distinct product lines: Zoho People, Zoho Recruit, and Payroll. It allows organizations to adapt it to their needs while also making it cost-effective. These modules may be connected, making it simple for HR staff to handle various company initiatives under one umbrella.

Zoho provides various pre-configured HR analytics tools with a straightforward design that makes them simple. This CRM software requires little to no training to get the hang. It is due largely to the user interface designed to foster productivity.

Platforms Available On:

SaaS, Cloud, Android, Web, iOS

Features:

• HR Essentials
• HRMS
• HR Advanced Analytics
• HR Process Automation & Customization

Pros:

1. User friendly
2. Simple Design
3. Economical in terms of pricing

Cons:

1. Works well with in-house product integration.
2. The mobile app is ineffective.

5. ZingHR

ZingHR has established itself as an industry leader and one of the oldest HRM solution providers ideal for startups, SMEs, and Fortune 500 companies. Founded in 1999, takes a mobile-first strategy to provide HR solutions from hiring through retirement. The platform is comprehensive and goes beyond automation to assure the execution of various HR initiatives, particularly recruiting.

ZingHR offers over 24 key HR modules to assist you in better managing the employee’s life cycle process in a basic and more efficient manner.

Platforms Available On:

Windows, Web, iOS, Macintosh, and Android

Features:

• Hiring & Onboarding
• Talent Acquisition
• Time, Leave & Attendance
• ESS, MSS & Social
• Travel & Expense
• Payroll Management
• Learning management
• Talent & Performance
• Lifecycle Events
• Organization Structure
• E-Separation
• Biz Services

Pros:

1. Easy to use
2. A comprehensive HR tool

Cons:

1. Can update the UI/UX

6. Freshteam

FreshTeam, launched in 2011, is a cloud-based HR software that is simple to use and requires little modification. The platform provides a limited number of modules that allow customers to integrate and automate business support operations. Freshteam was created primarily to help with recruiting procedures such as interview scheduling and status updates.

The UI/UX is adequate, but a few consumers will likely be dissatisfied with their response time and support personnel. Freshteam attracts top talent using various methods, including a rapidly buildable employment site, integration with numerous free and paid job boards, and social networking platforms.

Platforms Available On:

iOS, Cloud, Android

Features:

• Onboarding & Offboarding
• Applicant Tracking System
• Time Off Management
• Employee Information System

Pros:

1. Easy to use
2. The best option for application monitoring and recruitment.
3. Decent UI

Cons:

1. Delay in customer support
2. Limited modules

7. Kredily

Kredily provides innovative solutions to meet HR goals and improve performance to make HR software accessible to the public. The program launched in 2017 is accessible for free, making it a perfect alternative for startups and small enterprises with a small staff base.

The software has an appealing design and is easily adaptable, allowing companies to replace outdated spreadsheet processes. The program is compatible with biometric attendance tracking devices such as RFID, NFC, fingerprint scanners, and others.

Platforms Available On:

Cloud

Features:

• Payroll
• Greet
• Leave & Attendance
• Reach
• Employee Manager

Pros:

1. Suitable for organizations with a team of a small number of employees
2. Free software
3. Attractive UI

Cons:

1. Limited features
2. No recruitment module

8. SumHR

SumHR, founded in 2013, is a cloud-based complete HR software in India that allows startups and SMEs to examine and manage everyday HR tasks. The platform’s simple installation enables the creation and management of shifts, attendance regulations, and tracking of each employee’s clock in/out time without fuss.

SumHR has a simple interface that allows for a high level of user flexibility. SumHR’s Recruit module will be released soon, allowing customers to handle multiple HR procedures under one roof. SumHR allows you to build a pleasant employee experience, track leaves and attendance, manage and set goals, schedule and generate reports, and yet more to enjoy.

Platforms Available On:

SaaS, Cloud, Web

Features:

• Pay
• Track
• Engage
• Store
• Perform
• Recruit

Pros:

1. Easy to adapt
2. Simplified interface
3. Offers economical pricing

Cons:

1. The recruitment module has yet to be released.
2.  It is a cloud-based program; it cannot install on-premise.

9. HRMantra

HRMantra is a pioneer in HCM (Human Capital Management) software, offering its consumers a comprehensive platform. They were the first vendor in India to implement a web-based HR software in 2006 and successfully established the world’s first mobile-based app for HR software in 2009. The user interface may use an update, but the platform offers the greatest services for fully automating the entire HRMS operations with ready-to-use customizable features.

Review supervisors may keep a live running track of notes on every employee throughout the year using HRMantra’s PMS. It helps to present a full picture of each individual’s performance for the firm throughout time, rather than simply the employee’s immediate past success.

Platforms Available On:

Macintosh, Windows, iOS, SaaS, and Android

Features:

• Attendance Management
• Recruitment
• Leave Management
• Travel, Claim & Helpdesk
• Payroll Software
• Performance
• Project Management
• Learning Management

Pros:

1. 12 modules with additional features
2. Employee friendly

Cons:

1. Does not provide trial accounts
2. UI is unsatisfactory

10. Sage HR

Sage HR, founded in 2012, has six modules: performance management, expenditures, recruiting, and a few more.

The functionalities of the trial account access are unaffected. It seamlessly streamlines the HR department’s job, integrating with timesheets and performance monitoring. It is aimed at HR professionals working with individuals from around the world in various teams and offices.

Platforms Available On:

iOS, Android, Web, Cloud-based

Features:

• Onboarding templates
• Scheduled reports
• Slack bot
• Advanced reporting
• Workflow builder
• Claim expenses
• Friend referral
• Unlimited applicants

Pros:

1. Simple access to a trial account
2. Simple user interface
3. Responsive customer service

Cons:

1. Some of the mobile application’s features are a little sluggish.
2. Document Management requires an update.

11. Beehive

Beehive is a complete HR solution package with 21 modules that seek to streamline different HR operations. This is a contemporary, flexible platform with an easy-to-use interface that allows for integrating on-premises and in the cloud.

The tool combines a wealth of HR data in one place; the user experience might have been better. The program simplifies system management by allowing the IT staff to fully and easily enforce security and compliance standards.

Platforms Available On:

Windows, Web, Android, and iOS

Features:

• Leave
• HRIS
• Attendance
• Grievance
• Payroll
• Recruitment
• Travel
• Expense
• Performance
• Task
• Training
• Exit

Pros:

1. User friendly
2. From a total of 21 modules to pick.
3. Cost-effective

Cons:

1. Mac systems are not supported for on-premise installation.
2. UI needs upgrade

12. Zenefits

Zenefits has over 11k users worldwide and is best suited for small and medium businesses. The pre-built connections with major HR programs allow all work to be completed under a single Zenefits account. The Essential plan is the most basic; the Growth plan contains salary and price management; and the Zen plan includes well-being, employee engagement, and people hub modules.

Zenefits offers many features; it may be too extensive and full of bells and whistles for extremely small firms or solopreneurs.

Platforms Available On:

iOS, Android, Cloud-based, MAC, and Windows

Features:

• Background checks
• Business Intelligence
• Self onboarding
• Compensation summaries
• PTO balance calculator
• People enablement

Pros:

1. Emails to consumers that are automated and personalized
2. Cost-effective
3. The user interface is simple and easy to use.

Cons:

1. Customer service is not very responsive.
2. might improve analytics for reporting

13. Rippling

Rippling provides unique pricing quotations based on the services selected by the clients, thanks to the simple and rapid deployment of the Rippling software. Their price is based on a per-month/per-employee basis, with extra fees for a help desk that provides 1:1 service. Customize the approval process to your organization’s needs for automating it. It attempts to improve current banking arrangements. Ripple wants to improve two main issues with banks today:

• Transactions that are too slow
• Expensive cross-border transactions

Platforms Available On:

Windows, MAC, Web, Android, Cloud, iOS

Features:

• Offboarding
• Automated onboarding
• Task Assignment
• Job codes and multiple pay rates
• 360-degree feedback management
• Flex benefits
• ACA and Cobra Administration

Pros:

1. Seamless payroll management
2. Additional IT support management
3. Modern and intuitive UI

Cons:

1. Currently, the service is available only in the United States.
2. Calendar for absent workers
3. At times, there are bugs on the site.

14. Paycor

Paycor has over 30 years of expertise in this business and has expanded its service to various regions worldwide. Employee surveys, employee benefits administration, pay disbursements, and other features of the platform assist the time-consuming HR processes.

PayCor offered its clients free payroll for the year 2020. Small and medium-sized businesses have a high level of faith in this. This solution provides engaging employee self-service and limitless workflows, making interacting with employees and assisting with day-to-day tasks simpler.

Platforms Available On:

SaaS, Web, iOS, Cloud, and Android

Features:

• ACA
• Paycor marketplace
• Compensation planning
• HR policy templates
• Learning Management systems
• Integrations
• HCM

Pros:

1. Easy payroll processing
2. Rich features
3. The payroll module offers several advantages and is simple to use.

Cons:

1. Timesheets and attendance need to be improved.
2. Customer service requires a significant amount of time.

15. Namely

Namely was created in 2012 to eliminate the complex labor procedures of HR. It is designed for mid-size businesses and enables employee self-service and peer-to-peer praise and reward. Managers may also keep track of their corporate culture using its extensive diversity statistics. Rather than bundling or integrating multiple third-party apps into your payroll software, Namely can satisfy the majority of your demands right now.

Platforms Available On:

Cloud, Web-based, Android, iOS

Features:

• OSHA logs
• Live HR advisors
• Talent Management
• Employee engagement
• Unified HR and payroll data
• Learning management system

Pros:

1. Regular updates are done
2. Easy-to-use interface
3. Highly customizable

Cons:

1. A higher level of functional automation is necessary.
2. With no presence in the United States, they are currently unable to serve 100% foreign commerce.

Optimize your HR department with our top 33 HR tools

We believe that your staff is your most valuable asset. Our staff intelligence has helped us become one of India’s most successful and well-liked employment platforms. You will need to invest in and optimize your HR processes to provide a helpful environment for your employees.

The digital world provides you with many tools and software solutions for this. The problem occurs if you try to pick the best tool for you and your team. You have a selection of top-of-the-market goods to pick from with our top 15 HR tools.

Integrate whichever tool you want with Process Street for strong procedures and refined results.

What HR tools do you utilize in your company? Do you keep track of your HR operations? How do you combine various tools in your organization? We’d love to be amazed at your comment!

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