Moonlighting: Pros and Cons.

Moonlighting can be both good and bad, depending on the circumstances.

On one hand, moonlighting provides additional income, which is beneficial for individuals who strugle to make ends meet or who are saving up for a specific goal. It allows individuals to gain experience in a different field or industry, which leads to new opportunities or career growth.

On the other hand, moonlighting has negative consequences, particularly if it interferes with individual's primary job. Moonlighting can lead to decreased productivity, burnout, and even conflicts of interest if the second job is in the same industry or involves confidential information. In some cases, moonlighting may also be prohibited by an individual's employment contract or company policy.

All in all, whether moonlighting is good or bad depends on the individual's unique circumstances and the impact it has on their primary job, personal life, and overall well-being.

Stable employees: The key to company success.

Employee stability is crucial in the success of any organisation. Stability in the workforce provides numerous benefits, including:

Consistency: When employees are stable and stay with the organisation for a long time, they provide a consistent and predictable source of talent. This allows the organisation to maintain a high level of quality in its products and services.

Efficiency: Stable employees are more efficient than new hires because they have already been trained and have developed an understanding of the organisation's operations. This leads to increased productivity and cost savings for the company.

Loyalty Employees who feel stable in their jobs are more likely to develop a sense of loyalty towards the organisation. They are more committed to their work, are less likely to leave, and are more likely to go above and beyond in their duties.

Knowledge retention: Stable employees have a wealth of knowledge and experience that is valuable to the organisation. This knowledge is retained within the organisation when employees stay for longer periods.

Culture preservation: Long-term employees help preserve the culture of the organisation. They understand the values, norms, and behaviors that define the company, and they can pass these on to new employees, helping to maintain a positive and productive workplace culture.

Stable employees are a solid foundation and a great asset for the organisation.

Notice period : a fact; not myth

When it comes to leaving a job, serving a notice period is often a requirement. It is a professional courtesy that allows your employer to find a replacement and transition your workload smoothly.

Serving a notice period is a contractual obligation. Failing to fulfil this obligation could lead to legal consequences and damage your professional reputation. If you breach your agreed contract, your employer may withhold your salary, bonuses, or any other benefits.

Secondly, serving a notice period is a professional courtesy. This helps maintain a positive relationship and may even lead to a positive reference in the future. It is a chance to tie up loose ends.

Serving the notice period reflects your commitment to your work as well as your professionalism and integrity. By fulfilling your notice period, you demonstrate that you are a reliable and trustworthy employee.

Some employees may view the notice period as unnecessary. However, leaving without serving a notice period may create an unfavourable impression on your resume and affect your future job prospects.

Respect is a two-way thing, you get it only when you show it.

CTC - Cost to Company

Have you ever thought about what CTC is? CTC is a widely used term, but we are sure very few will be aware of its exact meaning and components. This blog explains the use and importance of CTC.

The whole sum of money that a business spends on an employee, including salary, fringe benefits, and any other costs incurred on their behalf, is known as the "cost to company" (CTC).

Now the question comes, what is CTC consists of and why is it so important? CTC is the budget for an employee. CTC includes benefits like health insurance, retirement benefits, and other perks too along with the employee's base income and any bonuses, incentives, or allowances.

The CTC is crucial because it provides a clear idea of the overall cost of the job to both the employer and the employee. Additionally, it aids the business in planning and budgeting the expenses related to recruiting and retaining staff. Additionally, it develops a sense of responsibility in an employee.

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First impression is the last impression!

As a business owner, are you concerned that your new employees are quitting? Are you being ghosted by the candidates? If yes, then it's high time to think about it and improve the candidate's first impression of the company, which means starting work on the onboarding process.

Effective onboarding gives new hires incentive and motivation to succeed. Happy and satisfied employees will stick with the organisation for a longer time. Nowadays, employee satisfaction is valued more than money.

Keeping an effective and short onboarding process makes it easy for new employees to get adjusted at the workplace. Making the onboarding process more compact, having a realistic idea of the job, and personalising the experience will all, help you improve the onboarding process.

Start working on the onboarding process before its too late.

Fast hiring process is must!

Are you worried for the time spent during hiring process? Are you also missing out on great candidate?

The time to hire is the key matrix in the hiring process. There are only 30% organisations which are able to finish the hiring within 1 month. Average time to hire taken by the organisation is 1 to 4 months.

Taking too long for the hiring process increases cost per hire and reduces the chances of getting great hires for the company. As per study, many candidates loose interest in the job due to long hiring methods.

Here are the few tips to reduce the hiring time:

Collection of data: Collect relevant data from the candidates at the first step. This will help you to sort the candidates and identify suitable candidates for the job.

Build a talent pipeline: Start collecting profiles from social media or previous applications and keep them in pipeline. This will help you to create your own data base and reduce the hiring time as you will have access to the candidates CV.

Follow these steps and reduce hiring time. Recruitment consultants like AideWiser can also be of great help to reduce hiring time. Share your requirements with us!

-Mayuri Shende

Candidate shortlisted by you is already shortlisted by some other vendor?

Candidate shortlisted by you is already shortlisted by some other vendor? Is this happening regularly with you as a recruiter? Don’t worry! This is very normal for a recruiter. But if this keeps happening, then you might lose the client.

If some other recruiting vendor is scheduling an interview for your candidate, then it is not good for your company profile. Here are the two solutions for this issue;

• Sourcing: Start sourcing profiles where no other recruitment agency is looking. Social media can be of great help here. Social media can tell you if any other agency has posted the same job or not.

Check the comments on the post. You can sieve out those candidates who have commented on the post.

• Framing right questions: During the preliminary discussion, you can ask the candidate whether they have applied for the company or whether they got a call for the same role. If they say yes, then ask them other details such as location, designation, name of the vendor firm, etc. 

Duplication of candidates is a waste of time and money. Duplicate candidates will destroy your image in the eyes of the client.   

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