Strategies

Seven Top Skills That Employers Look for in Applicants
892 380 Gemma Reeves

Whether the unemployment rate is high or low, job hunting is not always easy-breezy. On most times, it’s taxing and in some occasions, hopeless. Job openings may be aplenty but the competition among applicants is quite fierce.

Back in 2016, LinkedIn conducted a survey among 291 hiring managers within the United States, whom a little over half of them believe that soft skills among applicants the the most difficult to find. So what are soft skills? And which of these soft skills are mostly in demand?

According to Investopedia, Soft Skills are the character traits and interpersonal skills that characterize a person’s relationships with other people. In the workplace, soft skills are considered a complement to hard skills, which refer to a person’s knowledge and occupational skills. Sociologists may use the term soft skills to describe a person’s “EQ” or ” Emotional Intelligence Quotient,” as opposed to “IQ” or “Intelligence Quotient.” In basic terms, Soft Skills refer to who an individual is as a person rather than the measure of his knowledge (which are the Hard Skills).

Soft Skills are innate in a person, defining to his character, definite, and difficult to change. Hard Skills on the other hand are those that can be learned and acquired. For example, a teacher can show off in his or her resume his or her education background, the training and seminars he or she has attended – the best qualifications there are to prove that he or she is suited to the position. While these skills or traits may be important, if the teacher has poor Soft Skills, he or she may have a problem on interacting with his or her colleagues and students.

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AI in HR – It’s True
750 423 Kanhai Chhugani

In layman’s understanding, artificial intelligence (or, AI) is getting computers to behave much the way humans do.

Artificial Intelligence has come a long way from being a geek’s dream to real life applications that have the potential to transform the way we conduct our business, including the serious business of managing human resources.

AI applications have conspicuously entered various facets of our lives, both personal and professional to such an extent that we are often not even aware of using a form of AI, and that’s an interesting phenomenon in itself.

Recent developments in artificial intelligence hold the promise of replacing the antiquated hiring systems and streamlining recruitment processes to make them more efficient. Here are some benefits of integrating AI:

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5 Tactics for an Effective Employee Performance Evaluation
300 225 Kalpana Arya

Here comes the performance evaluation time, and the rumor mill is in full swing! What is the expected percentage increase this time, and who will get promoted to the next level? Such questions are the common topics of discussion during coffee breaks in most offices. The anticipation is obvious, as it’s the only time of the annual work cycle when employee achievements would be taken into consideration.

While at some places performance evaluation occurs half-yearly, annual evaluation is quite common in most of the sectors. Yearly performance appraisal programs make it even more tedious for HR professionals to track overall performance of every employee, and do justice to the dedicated workforce.

According to Paul Falcone, author of 2600 Phrases for Effective Performance Reviews, “Employee reviews are a process that should happen all year long”.  According to her, it’s unfair to review just once in a year when employees are putting several hours around the year to fulfill their responsibilities.

While the review cycle is still a debatable issue, HR professionals and managers can adopt some tricks to make the performance evaluation process in their respective companies more productive than painful.

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10 Things to Keep in Mind While Meeting Your HR
725 482 Kanhai Chhugani

Human Resource department of an office acts as a middleman between employer and manager. It doesn’t only hire a worker but also keeps a check and balance on who is who to avoid any conflict. An employer may not meet the company’s executives for a longer period of time, but he or she surely keeps in touch with representatives from HR. In fact after the performance of an employee, if anything determines durable relation of the employee with company then it is his impression on HR.  This is the reason why it is necessary to keep your talks calculated with HR.

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