Go Green Intiative...

Save Wood and Paper
  • Return unwanted mail and ask for your name to be removed from the mailing list.
  • Always use both sides of a sheet of paper.
  • Use e-mail to stay in touch, including cards, rather than faxing or writing.
  • Re-use envelopes.
  • Always recycle paper after use.
  • Share magazines with friends and pass them on to the doctor, dentist or local hospital for their waiting rooms.
  • Use recyclable paper to make invitation cards, envelops, letter pads etc.
At your workplace
  • Use printers that can print on both sides of the paper ; try to look into this option when replacing old printers.
  • Use the back of a draft or unwanted printout instead of notebooks. Even with a double-sided printer there is likely to be plenty of spare paper to use!
  • Always buy recycled paper - for your business stationery and to use in your printers.
  • Switch off computer monitors, printers and other equipment at the end of each day. Though in standby mode they're still using power - and that adds to global warming.
  • Always turn off your office light and computer monitor when you go out for lunch or to a meeting.
In your Home
  • Turn off equipment like televisions and stereos when you're not using them.
  • Choose energy-efficient appliances and light bulbs.
  • Save water: some simple steps can go a long way in saving water like for e.g: you should always turn off the tap when you are brushing your teeth. And try to collect the water used to wash vegetables and salad to water your houseplants.
  • Let clothes dry naturally.
  • Keep lids on pans when cooking to prevent your cooker having to work extra hard. Prefer to use gas ovens, Geysers etc in place of the electric ones.
  • Recycle your paper, glass, plastics and other waste.
  • Use rechargeable batteries.
  • Send e-greetings instead of paper cards.
In your Garden
  • Water the garden early in the morning or late in the evening. This reduces water loss due to evaporation. Don’t overwater the garden. Water only till the soil becomes moist, not soggy.
  • Explore water efficient irrigation systems. Sprinkler irrigation and drip irrigation can be adapted to garden situations .
  • Make your garden lively - plant trees and shrubs which will attract birds. You can also put p nest boxes and put food.
  • Try growing sturdy grass in bare patches of land , and convince people in your neighbourhood to do so too.
  • Put waste to work in your garden- sweep the fallen leaves and flowers into flower beds or under shrubs . This will increase soil fertility and also reduce the need for frequent watering.
  • If you have little space in your garden , you could make a compost pit to turn organic waste from the kitchen and garden to soil enriching manure .
  • Don't use chemicals in the garden - as they will eventually end up in the sea and can upset the delicate balance of lifecycles.
  • Organic and environmentally friendly fertilisers and pesticides are available - organic gardening reduces pollution and is better for wildlife.
Reuse and Recycle
  • Use washable nappies instead of disposables if you can.
  • Recycle as much as you can.
  • Give unwanted clothes, toys and books to charity shops or jumble sales.
  • Use mains electricity rather than batteries if possible. If not, use rechargeable batteries.
  • Use a solar-powered calculator instead of one with a battery.
  • Instead of a plastic ballpoint, use a fountain pen with bottled ink, not plastic cartridges.
  • Store food and other products in ceramic containers rather than foil and plastic wrap 
While Shopping
  • Buy fruit and vegetables that are in season to help reduce enormous transport costs resulting from importing produce and, where possible, choose locally produced food.
  • When buying fish look out for a variety of non-endangered species and buy local fish if possible.
  • Prefer vegetarian options for your meals.
  • On-line Shopping Purchase solar powered products.
  • Send e-cards, if you can, rather than buy paper cards.
  • Shop online, not only will this reduce fuel consumption and emissions by not driving to the shops, but each time you buy something on-line WWF receive a donation. You may even buy products from the nature shop.


    Right Recruitment - 7 Steps to Right Recruitment

    This article is my effort to share my experience with the fellow recruiters.

     

    After spending around 5 years in Staffing and Recruiting; I learned that attrition rate in all the companies are increasing day by day. The managements of many companies are not being able to retain their permanent employees and it results in decrease of the overall performance of the organization.

     

    After thinking on this issue, I came to one conclusion: The attrition or turnover of the employees start from the very first step and that is Recruitment. If the recruitment is not right, there are more chances for an employee to leave the organization in a very short time.

     

    One should take a lot much care while recruiting a permanent employee and should not only emphasize on technical skills. Even if one has to compromise little with the technical skills of a candidate to make sure he stays with the company for a long time, he should do that.

     

    There are n number of factors which can give the hint whether the person will stay long with the company or he will run away soon!! Based on my experience, below I am listing few points which should be taken care while recruiting a permanent employee. These are my views and opinions based on my experience and readers are welcome to comment or criticize..:)

     

    7 Steps for Right Recruitment

     

    1. Understanding the Requirement

    Make sure you have understood the requirement very well. You should not only look at the technical requirements but also try to understand the entire environment and situation of the vacancy. Why the vacancy is there? Is it a new vacancy or a replacement? If it is a replacement, what are reasons the previous employee on that position left the job or shifted or promoted?

     

    2. Analyzing the position and team situation

    After understanding the requirement, make sure you analyze the team environment and situation where the vacancy is open. Figure out the size of the team one has to work with. For example, if the team size of the position is 10 people, and if the incumbent has never worked in such team size, he wont be able to get adjusted easily. There are people who only gets adjusted with small teams and there are also professionals who can only work in big teams. This is the case with leading and management positions as well. If you try to hire a person who has led a team of 100 people and if he has to lead a team of only 5 people, there are always chances that he will be not satisfied and not get adjusted in the environment.

     

    One also needs to check what kind of person the incumbent has to work with. Who is his supervisor; what kind of attitude he has and so on. In most of the cases, the study has found that an employee leaves because of his supervisor. Ultimately, the supervisor is the person who deals with him directly!!

     

    3. Sourcing the right person

    After analyzing the above two steps, now is the time to look for a right person. Match the technical skills, match the above two criteria and then call him for the interview. Salary is always an important criteria so never forget to match what he expects, what he has drawn, what is he drawing and what you can offer.

     

    4. Gathering basic information

    Many recruiters find it silly to gather the basic information about the candidate. However, this is where they make a big mistake. Basic information like birth place, current location, family background, marital status, hobbies etc. make a big difference. These are the details which can help a recruiter to figure out the candidate's current situation, his attitude, his hidden talents and skills and many more.

     

    For example, if you have sourced a candidate who is female, recently married; there are chances for her to ask for maternity leave and the organization has to suffer. If you have a candidate who is relocating himself from his native location to a distant place, there are chances that if he gets a good opportunity in his native, he will accept it and run away. Similarly, if you find out the hobbies of a candidate you can figure out little about his attitude. If a candidate has been a soccer player in past, he may prove to be a good team member. If he is tennis player, he may like to work independently and so on..

     

    So next time you interview someone, make sure you gather the basic information.

     

    5. Interviewing

    I will not discuss about the common things we ask while interviewing a candidate. Most of the recruiters or interviewers know what he has to check. But there are some other factors which need to be considered while interviewing. These are not the questions but hints we can get while interviewing.

    - Body Language

    - Facial expressions

    - Speech

    - Attitude

    - Habits

     

    6. Presenting profiles to management

    It is very important for a recruiter to see how he is presenting the profile to the management. Once a recruiter has shortlisted one profile, he should wait for few more to get shortlisted. A recruiter should always give choices to the management and not just one resume. The management should have a chance to compare at least 3-4 profiles for a position. So make sure, you always present at least 3-4 resumes for a position to your management.

     

    7. Recruiter as a sales person

    I always consider a recruiter as a sales person. He is actually selling jobs to a right candidate and again selling the right candidate to the management. The sales always include after sales service. Always make sure you update the candidates and management about the latest status and keep both of them updated and posted.

     

    Recruiter - A Strategic partner of an Organization

    There was a time when Organizations used to recruit people by outsourcing their needs to Agencies or through references and good will. But look today, the entire scenario has changed.

     

    Now organizations have their own Recruiting Divisions were 5-15 recruiters work specifically to source the right talent. Companies are still outsourcing their hiring needs to Agencies but in-house recruiters have become an essential component of the Business Life Cycle and Organizational Structure. Recruiters in a way have become Strategic Partners of the organization.

     

    There was a time when a Single HR person used to handle all the HR Department's process but today it has changed. Recruiters are hired for a very specialized function of recruiting. The demand of Recruiters has increased especially in Information Technology and Software Industry. The high demand of professionals in mass value has increased the need of a specialized profile that can help in Recruiting effectively and promptly. Today the deadline to recruit people has trimmed out drastically. Organization wants to get somebody recruited on an urgent basis to meet their deadlines and as a result the deadline for a recruiter has become shorter sometimes of just couple hours. This shows the importance of a recruiter in today's corporate world.

     

    However, not all recruiters are capable of meeting these short deadlines. The education on Human Resource Management is still limited to the General HR issues. The importance of Recruiting Function in the courses offered in the institutes is very less. In today's corporate scenario, the profile of an HR Professional has average 70% of recruiting functions and rest of other HR functions considering that the company has only one HR guy to perform all the functions.

     

    I strongly believe that today it has become essential to train and educate HR professionals who have more portion of recruiting function in their profile and those who really wants to build their career in recruiting field. There is a need to educate them to "How to Recruit Effectively".

     

    The corporate should take initiatives to impart specialized Recruiting Trainings to their HR and Recruiting professionals which will eventually help the organization to recruit the manpower at a faster speed and skilled employees.