Select Page
5 Tips for Sending a Great Professional Direct Message (With Templates)

5 Tips for Sending a Great Professional Direct Message (With Templates)

by | Oct 7, 2021 | Career advice, Job search

5 Tips for Sending a Great Professional Direct Message (With Templates)

5 Tips for Sending a Great Professional Direct Message (With Templates)

by Luke Strauss 07/10/2021

Over the past couple decades, the way that people communicate with each other has changed drastically. Not only have text messages become more popular than phone calls, but email has lost popularity with the rise of direct messages, or DMs.

Today, direct messages are an essential part of professional networking. Recruiters and other professionals are using platforms like LinkedIn to build relationships, communicate and recruit talent, making it more important than ever to understand how to navigate the direct message networking terrain.

 

 

How Are Professional and Social Media DMs Different?

Since the DM format is commonly used both in social media and in professional networking, you may be wondering how DM etiquette differs in each virtual context.

 

LinkedIn is a particularly unique platform, as it combines professionalism with social media. It’s the only popular networking platform where it’s considered perfectly appropriate to connect with professors and employers as well as friends.That said, it can be a challenge to strike an appropriate balance between professionalism and casual communication.

Direct messages Talentese

Photo by dole777 on Unsplash 

 

 

How to Send a Proper Direct Message

While you may already feel confident in your ability to send a reply-worthy DM, it’s never a bad idea to refresh yourself by going through a checklist ahead of time. Whether you’re preparing to reach out to a recruiter or a fellow professional in your field, here are some tips to keep in mind.

        1. Start by Engaging with Their Content

        One of the best ways to put yourself on someone’s radar is to interact with the content they post. While a “Like” or a similar reaction is a kind gesture, consider commenting on their post explaining why you resonated with it or simply to thank them for posting. This is a great way to make yourself stand out before you even reach out.

        That said, remember not to engage with everything they post. This may come across as invasive and pushy, so it’s best to only engage with what you genuinely appreciate.

         

        2. Learn More About Your Recipient 

        Your recipient has an informative profile – take a look! You can learn a lot about someone by skimming over the experiences they’ve shared on their page. This is also an easy way to see if you have anything in common with them, which may be a great conversation starter.

        Remember that your recipient will likely be thinking the same thing. If they see a message from you, they may want to investigate who you are. Be sure to keep your profile polished and up-to-date so that you come across positively to them.

        3. Personalize Your Message

        Expect your message to be one out of a hundred that your recipient has in their inbox – what will you do to stand out? Rather than starting your message with a generic opening, try to personalize it to your recipient. 

        Consider stroking their ego by bringing up something they’ve written or figuring out something you have in common with them and opening with that. Personalizing is a great way to both capture attention and build a stronger relationship right off the bat.

        4. Get Right to the Point

        Your recipient doesn’t have all day to meander through a whole inbox of lengthy direct messages. Your message should grab attention and get right to the point as quickly as possible. That way, you will be far more likely to receive a response.

        After your recipient responds and invites a longer conversation, it’s okay to make your messages a bit longer. Initially, however, aim for no more than 4-5 sentences.

        5. Proofread Your Tone

        Your recipient doesn’t have all day to meander through a whole inbox of lengthy direct messages. Your message should grab attention and get right to the point as quickly as possible. That way, you will be far more likely to receive a response.

        After your recipient responds and invites a longer conversation, it’s okay to make your messages a bit longer. Initially, however, aim for no more than 4-5 sentences.

        Professional Direct Message Templates

        Sending the perfect DM is not an easy task, so here are some templates to consider following the next time you’re cold messaging someone.

         

        Template #1

        “Hi [NAME],

        I read your piece on [XX] and really valued your take on [XX] because [XX].

        Since you’re highly experienced in [XX], I wanted to gauge your interest in [XX].

        Let me know what you think!”

         

         

        Template #2

        “Hi [NAME],

        I noticed from your profile that you were a PolySci major at [SCHOOL]. I was also a PolySci major at [SCHOOL] – always great to meet people with common backgrounds!

        I value the work you’re doing in [XX] and wanted to see if you would be interested in [XX]. 

        Looking forward to hearing from you!”

         

         

        Template #3

        “Hi [NAME],  

        Thanks for sharing that great resource on [XX]. I found it super informative!  

        I noticed [COMPANY] is hiring new talent, and I’m interested in applying due to my experience in [XX]. 

        Would you be willing to answer some questions I have about the role? 

        Thank you!”

        Template #4

        “Hi [NAME],  

        I noticed that you recently completed a course on [XX] – how was that? I’ve been meaning to learn more about [XX]. 

        As a recent college grad, I’m looking for opportunities to expand my skill set in [AREA] and would love some tips regarding next steps. 

        Let me know if you’d be willing to hop on a quick call to discuss [XX] next week. 

        Thanks so much!”

         

        by Luke Strauss 07/10/2021

        Luke Strauss is a content creator at Siege Media. He primarily covers topics related to wellness and career development. When he’s not writing he enjoys exploring, making music and spending time with his friends and family.

        Luke Strauss

        You Might Also Like

        About us     Privacy Policy   Terms     Imprint

         

         

        © 2022 Talentese GmbH

         

        About

        About us
        F.A.Q.
        Imprint
        Terms of Use
        Privacy Policy

        Find us

        Become a Contributor
        Get in touch

        Latest news

        From our blog
        From Instagram
        From Twitter
        From Facebook
        From LinkedIn

        7 Examples of Pregnancy Discrimination in the Workplace

        7 Examples of Pregnancy Discrimination in the Workplace

        by | Sep 16, 2021 | Team culture, Tools & Skills

        7 Examples of Pregnancy Discrimination in the Workplace

        7 Examples of Pregnancy Discrimination in the Workplace

        by Steven I. Azizi 16/09/2021

        The 1978 Pregnancy Discrimination Act (PDA) in the United States forbids employers from discriminating against pregnant employees in the workplace. The PDA protects pregnant workers from being discriminated against in workplaces with more than 15 workers. Similarly, in the European Union, the Pregnant Workers Directive (PWD) 92/85 protects the rights of women workers during and after pregnancy.

        Employers cannot discriminate on the basis of (past, current, or future) pregnancy, childbirth, or a related health condition in any aspect related to pregnant workers’ jobs, including recruitment & dismissal, training, duties, salary, promotion, health insurance, etc. Yes, the PDA in the United States doesn’t just protect pregnant women. It also forbids discrimination on the basis of medical conditions caused by childbirth or pregnancy.

        The PDA has been a federal law for over four decades now. Unfortunately, cases of pregnancy discrimination in the workplace continue to pour in. According to reports published by the Equal Employment Opportunity Commission (EEOC), the total number of pregnancy discrimination claims in the United States increased sharply by 65% during 1992-2007 and 50% during 1997-2011. In 2016, the commission reported having received more than three thousand pregnancy discrimination charges.

        Such discrimination in the workplace is often under-reported because most women do not understand what constitutes pregnancy discrimination and how to fight it with the help of a pregnancy discrimination attorney. Here in this post, we will look at seven most common examples of pregnancy discrimination in the workplace: 

         

         

        1. Refusing to hire someone because they are pregnant – or plan to start a family

        When a job applicant is pregnant or intends to become pregnant, a company cannot refuse to hire them for such reasons. The PDA also forbids hiring managers from asking job applicants about their childbearing plans.  

        Job applicants, however, can ask about the company’s health insurance coverage, maternity leave benefits, and short-term disability coverage. In general, employers cannot make hiring decisions based on whether you are single, married, divorced, have kids, or plan to get pregnant.

        Many companies try to justify such discrimination by saying they are only looking to hire someone who can continue working without any interruptions.

        Hiring managers may have numerous such biased assumptions about how a female worker will perform during her pregnancy or weeks following childbirth. Hiring decisions made on the basis of such assumptions are illegal.

         

         

        2. Not Providing Reasonable Accommodations

         

        The employer is required by law to provide reasonable accommodation if a woman is experiencing pregnancy-related complications. If a worker is unable to perform specific tasks due to a medical condition or impairment during pregnancy or after childbirth, employers are bound by law to make reasonable accommodations.

        Some common examples of reasonable accommodations for pregnant employees are:

        • Temporarily assigning a light-duty assignment to a pregnant worker who is experiencing back pain
        • Modifying a pregnant employee’s work schedule because she experiences severe morning sickness
        • Moving a pregnant worker’s workstation closer to the restroom
        • Providing a stool or chair at a pregnant worker’s workstation so that she doesn’t have to stand on her feet all the time

        In most cases, pregnant workers need to submit a doctor’s note/certificate. Once the medical condition has been documented, employers need to make necessary accommodations.

         

         

        3. Not Providing a Private Place to Pump Breast Milk 

        In the US, companies with at least 50 employees are bound by the Affordable Care Act (ACA) – earlier known as the Patient Protection and Affordable Care Act – to provide a safe and private place, other than restrooms, to women employees who have been recently pregnant to pump breast milk.

        The PDA also considers lactation as a medical condition associated with pregnancy. So, employers cannot discriminate against someone expressing breast milk in the workplace.

        The Fair Labor Standards Act (FLSA) also offers significant protection to nursing mothers. This act makes it mandatory for employers to provide reasonable break time during work shifts to recently-pregnant workers (up to one year after childbirth) to pump breast milk.  However, companies are not required by law to compensate such workers for this time.

        Pregnant and recently pregnant workers are offered similar protections in the European Union through Directive 92/85 EEC.

         

         

        4. Verbal Harassment

         

        Occasional annoying comments in the workplace aren’t illegal. But, if you are subject to jokes, insults, or negative comments that amount to creating a hostile work environment, you may be at the receiving end of ‘illegal’ harassment in the workplace.

        Negative comments about how pregnancy is affecting your performance may also constitute illegal harassment.

        When in doubt, consider talking to an experienced lawyer specializing in pregnancy discrimination claims.

         

         

        5. Firing Someone Because They Are Pregnant

         

        Some companies terminate employment contracts of pregnant women. They tend to assume that a pregnant worker wouldn’t be able to complete her tasks or the new baby would interfere with an employee’s work routine.

        Some employers may even have the notion that a particular job (e.g. lifting heavy objects in a warehouse) is not suitable for a pregnant woman.  

        Employers cannot discriminate like this even if they wholeheartedly believe that the decision is in the best interest of the pregnant worker. It is up to the employee or her physician to make a decision on what’s best for her.

         

         

        6. Not Considering a Pregnant Employee for Promotion

         

        Some people like to think that a woman won’t be fully committed to a senior position once she has had a child. Regardless of the kind of stereotypes they want to hold on to in the 21st century, employers cannot refuse to promote an employee just because she recently gave birth to a child.

        It is also illegal to ask workers to take some time off due to past or current pregnancy. Reassigning a worker during pregnancy or after childbirth may also be illegal if it’s against their wishes.

         

         

        7. Retaliation for Filing a Discrimination Claim

         

        Retaliation against an employee just because she filed a pregnancy discrimination claim, is among the most common forms of discrimination according to the EEOC.

        After an employee files a discrimination charge, she may start getting poor performance reviews. Some companies may even fire, demote or verbally harass the employee.

        Such retaliation against pregnant or recently-pregnant employees is illegal. Documenting such incidents or collecting relevant evidence can help you strengthen your case against the employer. 

        by Steven I. Azizi 16/09/2021

        Steven is the Senior Partner and co-founder of Miracle Mile Law Group. Steven always knew his calling involved helping ordinary people, not corporations, so he started Miracle Mile Law Group, where he exclusively represents employees in claims against their employers.

        Steven A. Izizi, Esq.

        You Might Also Like

        About us     Privacy Policy   Terms     Imprint

         

         

        © 2022 Talentese GmbH

         

        About

        About us
        F.A.Q.
        Imprint
        Terms of Use
        Privacy Policy

        Find us

        Become a Contributor
        Get in touch

        Latest news

        From our blog
        From Instagram
        From Twitter
        From Facebook
        From LinkedIn

        6 Actionable Tips for Increasing Employee Satisfaction

        6 Actionable Tips for Increasing Employee Satisfaction

        by | Aug 27, 2020 | Uncategorized

        6 Actionable Tips for Increasing Employee Satisfaction

        6 Actionable Tips for Increasing Employee Satisfaction

        by Heather Redding 26/08/2020

        Employee satisfaction is an essential aspect of every organization. A satisfied employee will always put their best foot forward to ensure the company’s productivity levels are high.

        Getting your employees to be satisfied with their jobs is not just about salary bumps; it means making long term cultural shifts that will leave the employees feeling much valued.

        When you meet your employees’ needs, they’ll develop a positive outlook towards the company and its goals. You don’t want them to feel unhappy and dissatisfied because when this happens, they’ll lose their motivation and underperform. 

        Increased job satisfaction can impact your business or organization in many positive ways. 

         

        Benefits of Increasing Employee Satisfaction

         

        Increased employee satisfaction is a significant determining factor in your business’s overall productivity, success, and growth. As an entrepreneur or personnel manager, you should focus on strategies that will boost employee satisfaction and result in a productive workforce that drives business success.

        Some of the benefits you’ll reap from increased job satisfaction include:

        •  Improved business productivity
        •  High bottom line profits
        •  Low employee turnover
        • Reduced recruitment costs
        • Ability to attract and retain talent
        • Satisfactory customer service

        There’s quite a lot to gain from boosting your employee satisfaction. All you need are actionable tips to turn your employees’ morale around and grab your ticket to great business success. 

         

        How to Increase Employee Satisfaction

         

        It may be a daunting task to measure and improve job satisfaction. But with these actionable tips, you’ll be sure to recognize the positive difference in your employees’ performance, implying that they are happy and content with their roles. 

         

        1. Provide a Positive Working Environment

         

        Having a positive working environment will significantly influence the way your employees feel. It can keep them motivated throughout their working hours and will reflect in their performance. 

        A positive environment is not just about the organizational structure but includes the overall experience shared between your employees and their colleagues, immediate bosses, and the company culture.

         You can establish a positive working environment for your workforce by:

        •  Having open communication with them
        •  Establishing healthy working relationships
        •  Listening to them and promoting equal opportunities
        • Building trust with, and among them 

         

        2. Streamline boring tasks

         

        Sometimes you’ll need to identify the low-performing areas and find out what is causing it. It is likely that low performing areas happen because of over-complicated processes, or redundant and monotonous tasks. 

        Combine data entry with unreliable tech, and you get disengaged employees.

        Not to say that data entry is useless, on the contrary. For example, tracking company inventory or reviewing valuable assets can affect both the profit and resource allocation.

        However, once you understand the cause of disengagement, you can implement solutions to streamline such processes and make them less tedious. Employees can do their job faster and more effectively, and later direct their focus on more creative and fulfilling tasks. 

        Within no time, you’ll witness an improvement in employee performance. 

         

        3. Collect and Provide Proper Feedback

         

        Getting and providing proper feedback helps your employees to grow. To them, receiving feedback from their superiors is vital to their satisfaction. 

        Without feedback, they’ll remain unsure about the effort and work they’re putting in. 

        You should always be keen on collecting and providing feedback regularly. Feedback will not only enable you to address problem areas but also help you build trust and keep your employees motivated and satisfied.

        Your employees get a high sense of satisfaction when you, their leader, listens and immediately acts on feedback. Your positive, genuine intent and constructive response will make them feel valued at the workplace. It also shows professionalism and equality. 

         

        4. Develop Your Employees’ Skills

         

        Allowing your employees to develop their skills through additional training can improve their efficiency and boost their motivation. The employees’ job satisfaction will increase, knowing that you care about their growth and career development.

        Employees always look forward to having an opportunity to learn new skills or upgrade their existing ones. 

        A training program will give them the chance to acquire knowledge that will increase their work efficiency, help them grow, and boost the company’s productivity. 

        You can invest in them by offering training, mentorship, upskilling, or mentorship opportunities. Giving them a chance to grow and advance in your organization will make them happy and satisfied. 

         

        5. Prioritize Employees’ Health and Wellness

         

        Employee health and wellness are critical to both the workers and the company. The sedentary nature of life in the office can affect one’s health and cause depressed moods, lack of morale, and employee dissatisfaction. 

        To boost their job satisfaction, you can offer them flexible working hours, consulting, wellness programs, or even allow them to work at home when they request. It can also pay to give them some time off for leisure and relaxation.

        Health and wellness programs are very educational. 

        They can help employees learn better ways of living a healthy lifestyle and relieving work-related stress associated with increased health issues. High blood pressure, fatigue, gastrointestinal problems, and hypertension are just some of the consequences of work-related stress. 

        A program to educate them on these health issues, make healthy food choices, set fitness goals can go a long way to fostering their health. When your employees are healthy, they’ll be focused, productive, and satisfied. 

         

        6. Celebrate Achievements

         

        Employees feel valued when you appreciate their efforts. You can celebrate your employees’ contributions to the company’s milestones and goal achievements to make them feel valued as part of the success team. 

        There are plenty of ways to make your employees feel appreciated and recognize their commitment. You can celebrate work anniversaries with them, praise them in meetings, organize an office party, reward them with gift vouchers, send them on vacation, and so much more.

        When you recognize and acknowledge your employees for their input, their productivity, morale, and overall job satisfaction will increase. It energizes them to strive to improve even further and outdo themselves. 

        Let them know that you recognize their efforts. Motivate them for their achievements to create a shared sense of accountability and accomplishment. 

         

         

        Final Thoughts

         

        As a company or department head, going the extra mile to increase job satisfaction for your workforce requires you to know your employees well. This way, you’ll be able to influence their happiness and make them work hard towards the bottom line. 

        With just a few actionable tips, you can improve employee satisfaction and reap long-term rewards.

         

        by Heather Redding 26/08/2020

        Heather Redding is a part-time assistant manager and writer based in Aurora, Illinois. She is also an avid reader and a tech enthusiast. When Heather is not working or writing, she enjoys her Kindle library with a hot cup of coffee. Reach out to her on Twitter.

        You Might Also Like

        Life as a big playground, with Galina Bankova

        Life as a big playground, with Galina Bankova

        by | Oct 7, 2021

        In this episode of The Culture Voice podcast, we had the privilege to have a great conversation with Galina Bankova, a great entrepreneur on a mission to build something great. Galina defines herself as a “woman on a mission”; the mission to help people find their playground in life.

        Communicating your company purpose, with Carolina Fonseca

        Communicating your company purpose, with Carolina Fonseca

        by | Jun 30, 2021

        In this episode Carolina Fonseca explains how important is for a company that its employees are truly aligned with its Culture and Values. She provides very good tips to achieve this, starting by how to communicate your company purpose in a meaningful and authentic way.

        Understanding Expats, with Lucyna Bolin

        Understanding Expats, with Lucyna Bolin

        by | Jun 1, 2021

        Being an expat is something really interesting but it implies a lot of challenges too, not only related with the fact of moving to a new country, learning a new language, etc, but also with the intrinsic pressure that expats have to do just well outside of their country.

        True motivation at work, with Rico Fernando

        True motivation at work, with Rico Fernando

        by | Apr 8, 2021

        Rico Fernando is co-founder at Bonrepublic, a great tool that helps organizations to increase motivation through a culture of challenge, collective achievements and peer-to-peer recognition. In this great interview Rico shares his great experience as HR Leader and...

         

        © 2022 Talentese GmbH

         

        About

        About us
        F.A.Q.
        Imprint
        Terms of Use
        Privacy Policy

        Find us

        Become a Contributor
        Get in touch

        Latest news

        From our blog
        From Instagram
        From Twitter
        From Facebook
        From LinkedIn

        About us     Privacy Policy   Terms     Imprint

         

        5 Important HR Considerations in the Time of COVID-19

        5 Important HR Considerations in the Time of COVID-19

        by | Jun 5, 2020 | Uncategorized

        5 Important HR Considerations in the Time of COVID-19

        5 Important HR Considerations in the Time of COVID-19

        by Leon Reingold 05/06/2020

        The crisis unleashed by the ongoing COVID-19 pandemic has been unprecedented. The physical and mental wellbeing of people is under enormous threat and business organizations across the globe are starting at an uncertain future.

        Different organizations are responding to the crisis in different ways as per their financial standing, nature of business operations, and gravity of outbreak in areas where they operate. In most business organizations, HR departments are leading crisis-response efforts. Here in this post, we will discuss the top five HR considerations in the time of COVID-19-

        1. Remote Work

        Given the forced business closures and community quarantine instructions and guidance from the government authorities and health organizations, most companies are asking their employees to work from home.

        HR policy experts need to define how their companies will handle workplace shift toward remote work. Not many companies are currently prepared or equipped for a long-term shift. In many companies, some functional roles are not even designed to succeed in a remote work environment.

        HR departments need to continually evaluate and improvise to identify success and failure factors of their work-from-home policies.

        Some organizational design experts believe that the COVID-19 pandemic may permanently change working patterns in the post-corona world; hundreds and thousands of companies forced to embrace remote working by the Coronavirus pandemic may find that their workers aren’t willing to return to the office once the quarantine is lifted.

        1. Employee Communication

        HR should provide timely updates regarding various measures adopted by the company in order to minimize the impact of the COVID-19 pandemic on various business functions.

        Updates from business leaders, if any, can be shared via email or video messages.  

        From time to time, HR should also provide verified information and trusted links to external sources of information (e.g. the CDC, WHO, local health agencies, law enforcement agencies, etc.) to all employees to keep them abreast of what is happening and how they can be safe.

        Employees, who need to undertake inter-city or inter-state travel during the COVID-19 outbreak, should be provided with guidelines in accordance with the travel advisories issued by the government authorities.

        If there is a change in workplace or HR policies related to the outbreak, the same should be communicated to the workforce at the earliest. The HR department also needs to address employee concerns, if any, on workplace policies.

        1. Leave Policy

        A company may or may not be required by the law to provide employees with sick benefits. However, in light of the COVID-19 pandemic, employers may need to consider tweaking their leave policies.

        For example, employees who are going through 14-day quarantine may be provided with PTO (paid-time-off) leave. Others who are sick or caring for a sick family member may also be covered under an updated leave policy.  

        People nowadays have plenty of time on their hands to discuss leave policies of different companies on social networking platforms and form an opinion on what is ‘normal’ in terms of a company’s leave coverage. Potential coverage gaps can dent employee satisfaction and have an adverse impact on company reputation.

        HR leadership should carefully examine leave policies of their key competitors or market peers to figure out what their leave coverage should look like.  

        1. Benefits & Employee Wellbeing

        The pandemic will impact employees in more ways than we can possibly imagine right now.  Therefore, HR leaders must consider how these changes will affect employees and their needs. Worker wellbeing must be a priority.

        Some key considerations are:

        • Health benefits: A business organization that does not offer a health benefits program, may introduce it as a key benefit to its employees during the COVID-19 pandemic.
        • Flexible work schedules: Many employees need to support their children at home as schools and daycare centers are closed. Some employees may also need to care for the elderly or sick family members. Such employees can be provided with flexible work schedules.
        • Virtual healthcare: Employees may be interested in availing of virtual healthcare services during the lockdown. Offering to pay for such services or tying up with an established telehealth company can go a long way towards assuring employees that they are cared for.
        • Mental health support:  It is possible that some employees would require mental health support in the wake of the COVID-19 pandemic, social distancing, and financial turmoil.
        • Financial counseling: Workers who are financially distressed may require financial counseling.

        A company can demonstrate compassion for its employees by extending such benefits to help them through the pandemic.

        Many companies have already started offering such benefits to their employees.

        For instance, PepsiCo is offering sick pay/short term disability benefits and 100% pay during the 14-day quarantine period to its employees.

        Facebook has announced that it’d give a $1000 bonus to each of its employees for incremental expenses due to the COVID-19 pandemic.

         Amazon has offered unlimited sick pay to employees who test positive for COVID-19.

        There are many ways companies are giving back in different ways during the pandemic. Sourcing rapid COVID-19 detection kits to reduce workers’ exposure to the virus can also be perceived as a positive move by an employer. This is particularly helpful for companies that support essential services and have many of their employees coming to offices on a daily basis.

        1. Talent Acquisition

        While most companies have frozen hiring, there are others who are keen to use this opportunity to interview and fill key roles. Such a move can also go a long way in instilling confidence in existing employees.

        For instance, India-based Tata Consultancy Services recently announced that the company will honor over 40,000 job offers it made to new graduates this year. The company also made it clear that it will not lay off employees during the COVID-19 pandemic.  Amazon recently announced that it’d hire 100,000 warehouse and delivery workers this year.

        Organizations that are better positioned versus the sector can create a strategic hiring roadmap for the year 2020 and innovate at a faster pace than their competitors when the world finally moves past this crisis.  

        by Leon Reingold 05/06/2020

        I am writing to introduce myself as Leon Reingold. I am the Editor-in-Chief at Drugtestsinbulk.com, a nationwide supplier of drug and alcohol testing products online.

        You Might Also Like

        Life as a big playground, with Galina Bankova

        Life as a big playground, with Galina Bankova

        by | Oct 7, 2021

        In this episode of The Culture Voice podcast, we had the privilege to have a great conversation with Galina Bankova, a great entrepreneur on a mission to build something great. Galina defines herself as a “woman on a mission”; the mission to help people find their playground in life.

        Communicating your company purpose, with Carolina Fonseca

        Communicating your company purpose, with Carolina Fonseca

        by | Jun 30, 2021

        In this episode Carolina Fonseca explains how important is for a company that its employees are truly aligned with its Culture and Values. She provides very good tips to achieve this, starting by how to communicate your company purpose in a meaningful and authentic way.

        Understanding Expats, with Lucyna Bolin

        Understanding Expats, with Lucyna Bolin

        by | Jun 1, 2021

        Being an expat is something really interesting but it implies a lot of challenges too, not only related with the fact of moving to a new country, learning a new language, etc, but also with the intrinsic pressure that expats have to do just well outside of their country.

        True motivation at work, with Rico Fernando

        True motivation at work, with Rico Fernando

        by | Apr 8, 2021

        Rico Fernando is co-founder at Bonrepublic, a great tool that helps organizations to increase motivation through a culture of challenge, collective achievements and peer-to-peer recognition. In this great interview Rico shares his great experience as HR Leader and...

         

        © 2022 Talentese GmbH

         

        About

        About us
        F.A.Q.
        Imprint
        Terms of Use
        Privacy Policy

        Find us

        Become a Contributor
        Get in touch

        Latest news

        From our blog
        From Instagram
        From Twitter
        From Facebook
        From LinkedIn

        About us     Privacy Policy   Terms     Imprint

         

        Top 8 Recruitment Strategies to Attract Top Talent in 2020

        Top 8 Recruitment Strategies to Attract Top Talent in 2020

        by | Mar 26, 2020 | For Employers, For Employers, For Employers, For Employers, For Employers, For Employers, Management and Leadership, Management and Leadership, Management and Leadership, Management and Leadership, Management and Leadership

        Top 8 Recruitment Strategies to Attract Top Talent in 2020

        Top 8 Recruitment Strategies to Attract Top Talent in 2020

        by Sunny Chawla 26/03/2020

        The World has actually ended up being a huge ability magnet. Every person intends to hire top ability however just the ones that can determine their requirements, framework the best work description, analyze and also upskill workers, win the war. This challenge with the expanding age as well as requiring time, where everyone is victimizing the high prospective workers, becomes tougher to accomplish. If you wish to hire the very best ability to fuel future company development, you need to place in the distinct components in the dish of bringing in the very best skill for 2020!!

         

        Recruiters typically have a hard time to find as well as employ the optimal job prospect. The right approach to working with the most effective abilities is the requirement of the hour. Companies need every advantage that they can reach stand out in this employing landscape. The ordinary period of young specialists at a single company is continually shrinking. As the need for skills such as expert system, cloud computing, and management remains to grow, it’s more difficult than in the past to attract and also preserve top-rate talent. The marketplace has lots of abilities and wrong action can allow you to lose a suitable prospect. Developing a strong and planned employer branding approach can aid you to attract the attention of these competitors. The specific niche of employing the most effective skills is to make various move and guarantee the hopefuls of long-lasting occupation development in your company even in Best pharmacy recruitment agencies. Recruitment Advertising and marketing has, consequently, ended up being popular over the last years as important for every single business.

         

        Recruitment strategies to attract top talent

         

        • Key Elements of Human Character

        We typically lose out on examining the mindset, aptitude, passions, as well as the psychological point of view of the possible candidate in the proposal to hire the most effective ability. The conventional practice of every recruiter is to shortlist the prospect on the basis of experience, effective Curriculum Vitae, skill-set, as well as the number of tasks worked upon. Nevertheless, the recruitment methods adopted by companies have actually seen an amazing change. Talent acquisition firms are moving past screening workers based upon solid resumes or affordable skill-sets.

         

        • A more comprehensive job vacancy

        Job candidates seek quality in the task advertisements in terms of the profile, firm background, pay range, occupation possibilities, etc. A wise employer supplies a clear image of every needed detail in the work notification. You ought to have the ability to plainly interact job demands as well as just how one can benefit from this account.

        There are lots of methods to craft a task blog post that will attract attention. State your company’s society pointing out just how the employees have that life-work balance in your business and also the advantages they are entitled to. A brief video clip or a web link to the firm’s career blog site is a great concept to express these plus factors.

         

        • Be flexible

        Employees try to find firms where work pressure does not affect their individual life. A contemporary company offers a lot to its staff members. The work problems should be well balanced as well as it should not end up being dull to work all the time. Give them something extra like work from house alternatives sometimes, once a week offs, open environment workplace. Lots of companies conduct friendly sporting activities matches to keep the staff members amused. A feeling of restoration, as well as freedom, is really critical else it would end up being a conventional office of 9-5. In other words, get away from the conventional working criteria.

         

        • Social media recruiting

        The Human Resource team should be energetic enough on social media to attract the best talent. They must search for prospective prospects and also urge them to apply to their firm. Build credibility and also a strong connection through social media recruiting. Find out exactly how to properly advertise your employer brand name on social networks.

        There are lots of professionals who can supply your assignment aid in Australia to find out the art of using social media sites as a mainstream device to advertise yourself as a charming recruiter. These professionals specifically recognize just how to advertise brand names on different social media systems and utilize them for uploading work that stands apart. With their guidance, you can also be participants of workgroups as well as pages.

         

        • Shorter time to work with

        Many abilities are shed due to the fact that recruitment agencies take too long to decide or get in touch with them. At the same time, competitors are waiting to hire your potential prospect. By the time you respond, either the person has nabbed another task or has lost interest in your business due to the hold-up. Worth the moment of others as you value your own. Let the pupils, professionals not wait and contact them instantly as you check with their profile as well as locate them deserving. Speed up your recruitment services to avoid the risks of a postponed employment process!

         

        • Develop a talent pool

        When it pertains to hiring strategies, structure as well as keeping an ability pool is out everybody’s agenda yet. An actual embarrassment, given that having a talent swimming pool can be an excellent benefit for your recruitment. An ability pool is a data source that holds all the accounts of people thinking about your company; those that haven’t applied yet, but might wish to do so in the future, as well as those who did use before however, didn’t get the work, as an example, since they weren’t best for that specific function yet did fit the firm society.

         

        • Produce an employee referral program

        Staff member references are a terrific way to discover prospects. As an added bonus offer, they include numerous benefits:

         

        Recommendations are a much better society fit-– Your workers only refer individuals they believe will certainly be an excellent fit, both for the work as well as the business culture. So in a manner, they preselect the prospects.

        Referrals are extra involved– Therefore, referrals have a tendency to be a lot more engaged right from the start; they already recognize at the very least a single person in the company who will show them around as well as see to it they feel comfortable.

        Recommendations are more probable to stay– Referred staff members are better, functional quicker as well as a lot more efficient than individuals that have actually been employed by means of a various resources.

        Producing an employee referral program does not have to be extremely made complex or expensive.

         

        Simply ensure your program includes the list below aspects:

        Motivations– This can be cash money rewards (they usually work best), but added vacations or other sorts of rewards also function.

        The simpler, the better– Make sure your recommendation program is incredibly understandable and also use.

        Feedback– Keep workers who’ve referred someone updated regarding the condition of their reference. That is if you want them to maintain referring prospects …

        Recognition– Think about an excellent way to celebrate staff members who’ve successfully referred somebody to give them the recognition they are worthy of. This doesn’t have to be complicated, a reference in your inner firm e-newsletter can be enough.

         

        • Get serious concerning your Employer Brand and EVP

        Your Company Brand Name (EB) is the face your firm shows the outdoors as a potential employer. It’s the sum of all the various things individuals assume when somebody asks what it would certainly be like to benefit firm X or Y. EB as well as Staff Member Worth Recommendation (EVP) work together. Your EVP is the assurance you make as a company to your workers in return for their commitment. It’s the sum of all the benefits as well as incentives workers obtain from the company they work for.

         

        Now, why is it important to buckle down about your Employer Brand name? For one, since it helps you recruit prospects. A popular brand name means applicants will certainly discover you easier and apply normally. This, subsequently, results in lower recruiting prices. A solid EVP makes your workers proud to benefit your business– as well as more probable to speak favorably concerning you. This can cause even more recommendations (discussed over), a lot more going crazy social media blog posts triggering prospective prospects and simply much more good promotion for your organization as a company generally.

        by Sunny Chawla 26/03/2020

        Sunny Chawla is a Hiring Director at Alliance Recruitment Agency – the Leading chemical engineer recruitment agency. He specializes in helping with international recruiting, staffing, HR services and Careers advice service for overseas and international businesses. Visit his Facebook, Twitter and LinkedIn pages.

        You Might Also Like

        Life as a big playground, with Galina Bankova

        Life as a big playground, with Galina Bankova

        by | Oct 7, 2021

        In this episode of The Culture Voice podcast, we had the privilege to have a great conversation with Galina Bankova, a great entrepreneur on a mission to build something great. Galina defines herself as a “woman on a mission”; the mission to help people find their playground in life.

        Communicating your company purpose, with Carolina Fonseca

        Communicating your company purpose, with Carolina Fonseca

        by | Jun 30, 2021

        In this episode Carolina Fonseca explains how important is for a company that its employees are truly aligned with its Culture and Values. She provides very good tips to achieve this, starting by how to communicate your company purpose in a meaningful and authentic way.

        Understanding Expats, with Lucyna Bolin

        Understanding Expats, with Lucyna Bolin

        by | Jun 1, 2021

        Being an expat is something really interesting but it implies a lot of challenges too, not only related with the fact of moving to a new country, learning a new language, etc, but also with the intrinsic pressure that expats have to do just well outside of their country.

        True motivation at work, with Rico Fernando

        True motivation at work, with Rico Fernando

        by | Apr 8, 2021

        Rico Fernando is co-founder at Bonrepublic, a great tool that helps organizations to increase motivation through a culture of challenge, collective achievements and peer-to-peer recognition. In this great interview Rico shares his great experience as HR Leader and...

         

        © 2022 Talentese GmbH

         

        About

        About us
        F.A.Q.
        Imprint
        Terms of Use
        Privacy Policy

        Find us

        Become a Contributor
        Get in touch

        Latest news

        From our blog
        From Instagram
        From Twitter
        From Facebook
        From LinkedIn

        About us     Privacy Policy   Terms     Imprint

         

        When (and how) Do Companies Perform Drug Tests for Applicants and Employees

        When (and how) Do Companies Perform Drug Tests for Applicants and Employees

        by | Feb 13, 2020 | Management and Leadership, Tools & Skills, Tools & Skills, Tools & Skills

        When (and how) Do Companies Perform Drug Tests for Applicants and Employees

        When (and how) Do Companies Perform Drug Tests for Applicants and Employees

        by Leon Reingold 13/02/2020

        Given the worrying statistics on drug abuse in many countries around the globe, employers are now keen to understand how and when applicant/employee drug testing is conducted. Employees too lack clarity on how various companies drug test their workers. Here in this post, we will shed light on when and how do companies perform drug tests for applicants and employees. Read on! 

         

         

        When Do Companies Perform Drug Tests for Job Applicants?

         

        Commonly referred to as applicant testing or pre-employment drug testing, it is conducted at a time employers hire new employees.

        In most jurisdictions in the US and Europe, applicant testing is either ‘authorized’ with certain terms and conditions or not ‘subject to restriction.’ Pre-employment drug testing laws in the US, for instance vary across the states, counties, and municipalities.

        Consider the following examples:

        • In the state of Nevada (US), pre-employment drug testing is authorized for jobs involving public safety.
        • In the state of Oregon (US), pre-employment drug testing is authorized if there is reasonable suspicion an applicant is under the influence of controlled substances or alcohol.
        • In the state of Idaho (US), all employers are authorized to conduct drug tests as a condition of employment.
        • In the state of Delaware (US), drug testing is a legal requirement for certifying school bus drivers.
        • In Germany (Europe), blanket screening on all applicants is not permitted.
        • In Italy (Europe), drug testing is mandatory for safety-sensitive job roles but employers do not have any discretionary powers.

        Therefore, it is advisable, especially for multi-state employers, to institute a solid drug testing policy that factors in the variations in workplace drug testing laws and regulations.

        In most states, employers are required by the law to make a ‘conditional’ offer of employment to a candidate before a drug test is performed. Employers are generally required to give applicants an advance notice about drug screening. Companies cannot discriminate against certain candidates; all applicants applying for the same job should be tested in an identical manner.

        Thus, applicant drug testing takes place ‘after’ a candidate has:

        • Furnished all necessary documentation to prove his or her eligibility for a vacant position
        • Qualified the written examination (if any) and the interview

         

        When Do Companies Perform Employee Drug Testing?

         

        Can a company drug test you after you are hired?  Yes. Even if a candidate has passed the applicant drug test during a recruitment drive and joined the workforce, he or she may still need to participate in an organization-wide employee drug screening exercise.

        Many private and public employers in the United States now conduct employee drug testing for various reasons. While some employers are required by the federal and state laws to drug screen their workforce, others do so in order to:

        • Ensure the safety of employees, customers, and the general public
        • Preempt the possibility of illegal sale, purchase, and distribution of illicit drugs in the workplace
        • Enhance employee productivity
        • Reduce absenteeism
        • Reduce healthcare costs arising from workplace accidents and illnesses resulting from workplace drug abuse

        Depending upon the employee drug testing schedule, a company may perform drug tests on various occasions. Can an employer drug test without advance notice? In most cases, employers need to inform workers in advance about its drug testing policy upon implementation or on hire.

        Some of the most common examples when companies perform employee drug testing are:

        • When companies periodically drug-test their employees: Known as periodic drug testing, it can be conducted monthly, quarterly, half-yearly or yearly. Companies that employ people in safety-sensitive positions generally prefer to drug test their workers on a regular basis. Some workers may relapse or start taking drugs ‘after’ joining a company. Periodic drug testing helps companies identify such employees.
        • When companies randomly drug–test their employees:  Such drug tests are performed on a completely ‘random set’ of employees. With this approach, fewer workers are drug screened. Therefore, it allows companies to keep drug testing costs under control. Most employers hire third-party agencies to generate a random set and to preempt the possibility of targeted discrimination. Random drug testing is generally performed on a pre-determined day.
        • When companies drug test a worker based on reasonable suspicion:  Many companies train their managers and supervisors on how to determine and document reasonable suspicion of a possible violation of alcohol and drug-free workplace policy. Once reasonable suspicion of on-the-job impairment has been established on the basis of physical (related to walking, standing, face, eyes, speech, odor, movement, and appearance) and behavioral (demeanor and actions) indicators, the HR department can authorize a drug test. Companies get a reasonable suspicion drug testing consent form signed by an employee under suspicion. Such drug tests are performed on select employees from time to time.
        • When companies drug test workers after an accident: Known as incident-based drug screening, it enables employers to ascertain whether an employee involved in a workplace accident was under the influence of alcohol or controlled substances. It helps discourage workplace alcohol and drug abuse as workers who tend to consume alcohol or drugs before coming to work or while on the job, tend to mend their ways once they know they’d be drug tested if they are involved in a workplace accident. Normally, a blood test is performed. Applicable laws for incident-based drug testing vary across the states.

         

        How Do Companies Perform Drug Tests? 

         

        The information such as applicant/employee drug testing procedures, drug testing methods, types of drugs tested, consequences that would follow if a worker tests positive, and whether a test positive employee can rebut test findings, request retesting or offer explanation (such as use of prescription drugs) for a positive test results, is included in a company’s alcohol and drug testing policy.

        Employers, who understand the essentials of workplace drug testing, come up with effective policies and implementation plans for promoting alcohol and drug-free workplaces.

        Most employers hire certified or state-licensed laboratories for conducting applicant/employee drug screening.

        While the urine drug testing method is most popular (and economical), some employers may at times prefer other methods based on the testing of a specimen such as mouth-swab, hair follicle, blood, sweat, and breath.

        In most states, employers are required by the law to assure privacy for workers in the collection of specimens.

         

        by Leon Reingold 13/02/2020

        I am writing to introduce myself as Leon Reingold. I am the Editor-in-Chief at Drugtestsinbulk.com, a nationwide supplier of drug and alcohol testing products online.

        You Might Also Like

        Life as a big playground, with Galina Bankova

        Life as a big playground, with Galina Bankova

        by | Oct 7, 2021

        In this episode of The Culture Voice podcast, we had the privilege to have a great conversation with Galina Bankova, a great entrepreneur on a mission to build something great. Galina defines herself as a “woman on a mission”; the mission to help people find their playground in life.

        Communicating your company purpose, with Carolina Fonseca

        Communicating your company purpose, with Carolina Fonseca

        by | Jun 30, 2021

        In this episode Carolina Fonseca explains how important is for a company that its employees are truly aligned with its Culture and Values. She provides very good tips to achieve this, starting by how to communicate your company purpose in a meaningful and authentic way.

        Understanding Expats, with Lucyna Bolin

        Understanding Expats, with Lucyna Bolin

        by | Jun 1, 2021

        Being an expat is something really interesting but it implies a lot of challenges too, not only related with the fact of moving to a new country, learning a new language, etc, but also with the intrinsic pressure that expats have to do just well outside of their country.

        True motivation at work, with Rico Fernando

        True motivation at work, with Rico Fernando

        by | Apr 8, 2021

        Rico Fernando is co-founder at Bonrepublic, a great tool that helps organizations to increase motivation through a culture of challenge, collective achievements and peer-to-peer recognition. In this great interview Rico shares his great experience as HR Leader and...

         

        © 2022 Talentese GmbH

         

        About

        About us
        F.A.Q.
        Imprint
        Terms of Use
        Privacy Policy

        Find us

        Become a Contributor
        Get in touch

        Latest news

        From our blog
        From Instagram
        From Twitter
        From Facebook
        From LinkedIn

        About us     Privacy Policy   Terms     Imprint

         

        Pin It on Pinterest