RAISING INVOICES : Way of maintaining a healthy and successful business!

Raising invoices is a standard practice used by companies to generate a list of goods or services or work received from others and in return the company has to pay for those duties. However, some services need to hold on until the lock in period is completed. 

The decision of raising invoices varies from company to company by taking into consideration the lock in period, other terms and conditions. This process of raising invoices consists of various steps. Firstly, the required data such as client name, address and other details are collected accurately by cross checking them several times. The step of collecting data is followed by presenting the invoice in a straightforward format and template which involves simplified breakdown of goods, services and work done. Finally, the clients are communicated regarding the payment terms and dues, making the cash flow better. 

It is important to note that accuracy, clarity, reviewing invoices, professionalism and data records are pillars of a smooth invoice contributing to the overall growth and stability of business. 

LOCK IN PERIOD : Commitment or Replacement?

Lock in period is like a double edged sword between commitment or replacement.

 

Lock in period is a standard procedure wherein the company expects candidates to commit for a particular duration. According to market standards, the lock-in period is usually 90 days. However, it can vary from company to company depending upon various factors. In case the committed candidate resigns before the lock in period, then the recruitment company is responsible for finding a replacement without charging any commission. 

The lock in period is also considered to be a beneficial aspect for the company, since it is used for various purposes, such as training the candidate, using the candidate for long term projects and providing exposure of the company's benefits to the candidate for retention of candidate. 

It is important to note that when a candidate leaves before completion of the lock -in period, not only the recruiters but also the company suffers through loss. Recruiters have to reinvest efforts in searching for the right candidate, whereas companies also have to invest additional time in training the candidate.

ABSCONDING ! A breach of professionalism.

The unacceptable absence in order to run away from duties and responsibilities. 

Absconding is an act wherein candidates choose to escape from their duties and responsibilities for various purposes. Some common factors include personal issues, job dissatisfaction, burnout, lack of engagement, and conflicts within the workplace. Additionally, individuals may resort to absconding due to unethical intentions, such as stealing confidential information or avoiding accountability for their actions. 

To prevent the act of absconding, companies can understand the reasons behind such behaviour and implement preventive measures accordingly. Along with the company, candidates must also be accountable, responsible and committed to their roles. 

Ultimately, upholding professionalism and fostering a positive work environment will contribute to the overall success and well-being of both candidate and the company.

INDUCTION : A guide for candidates through their responsibilities and roles.

A process wherein the candidates are given an overview about their responsibilities and roles, guided through the method of work and are made familiar to the environment of the workspace is called Induction. 

 

When candidates are hired then induction is the primary step which sets the foundation for the candidates by introducing them to the new system of work, culture, environment, roles, responsibilities and the working staff. The process of induction allows the candidates to bridge the gap between specific observations and general principles, unveiling new insights and perspectives. Through induction, candidates make observations, build good relations with colleagues, get engaged in the work and adapt to the new environment. 

A well executed induction acts as a step towards a successful journey of the candidates. Thus, by emphasising the importance of induction candidates can create a positive work environment that fosters engagement and long term retention.

ONBOARDING! The first step towards success.

Unlocking Success : Welcoming the candidate to join the miraculous journey. 

Onboarding is a crucial procedure wherein the candidate receives an offer letter and completes the paper work by sharing the necessary documents. Along with this, the onboarding process is the best way to welcome the candidate with immense excitement and start the journey on a positive note. 

Before onboarding there is a process called preboarding. In this process, the candidate is made aware about all the terms, conditions and procedure to be followed ahead. Immediately after preboarding, the candidate receives the offer letter where all the details regarding work time, company norms, rules and regulations are mentioned. Once the paperwork and other formalities are completed, the candidate is welcomed with goodies and gifts. At last, the candidate is provided with a tour to the office where the candidates understand the culture and work process of that company. 

Ultimately, a successful onboarding creates a positive impression and sets the foundation for a fruitful candidate-employer relationship leading to stable growth in the future. 

GHOSTED : THE SUDDEN DISAPPEARANCE OF A CANDIDATE.

A sudden and silent disappearance of a candidate or an applicant leading to a temporary instability. 

Ghosted is a term used when a candidate cuts off communication with the company and disappears suddenly without providing any explanation to the company in Advance. Company tries to trace and communicate with the disappeared candidate as a reaction to the act. 

The disappearance of a candidate in the act of ghosting may be gradual as well as sudden, leading to instability in the operations and  dynamics of the company. Along with this further consequences of this act are unsettling, causing disruptions in team dynamics, delays in projects and heightened stress levels. 

The candidates and applicants must be aware that such an act raises questions on their professionalism and accountability. The act of ghosting can be prevented by encouraging open lines of communication , providing a supportive environment and promptly reporting the concerns to the candidates and applicants.

Relocation: The process of shifting to a new location as per instructions by a company.

Want to begin a new adventure? Relocation will open the doors for you! 

Relocation is an essential process in which employees shift to a new location depending upon the instructions and needs of the company. It is a common procedure used during transfer of an employee to a new location for work purposes. 

If a company expects an employee to relocate to a new location then the procedure is as follows. The company informs the employee in advance to initiate this process depending upon the need. If the employee agrees to reallocate then the company either asks employees to get everything done on their own and later does reimbursement or assists the employee with the entire process with the help of their ties with packers and movers. Nevertheless, the company assigns a particular budget for this process. 

However, employees are also expected to keep the company updated with continuous communication. It is important to make note of the deadlines set by the company and other conditions mentioned during the process of relocation. The company assists the employee in the process of relocation under company's supervision.

Notice Period! An essential closure before proceeding to your next destination

The notice period is a moment for reflection, growth, and planning for new opportunities.

This period is the amount of time an employee must give their employer before resigning or quitting their position. It is standard procedure in many organisations and is usually mentioned in the corporate policy.

It enables the employer to make the required arrangements to fill the position of the departing employee. The notice period ensures that duties are transferred smoothly and that ongoing projects or activities are not disrupted. The length of the notice period varies depending on work level, seniority, and local employment rules. It is usually expressed in weeks or months, with typical notice durations ranging from two weeks to ninety days. An employee's exact notice time is usually set in their employment contract as well as can be dependent on the company's regulations.

The employee is expected to continue doing their tasks and following corporate policies and procedures during the notice period. If both parties agree, the employer may choose to waive the notice period and release the employee immediately in some instances.

Remember that the notice period requirements are crucial for both employers and employees to understand and follow because they have legal and contractual ramifications.

Job Offered! Congratulations on your success

Making the hiring process as simple as possible by matching the right person to the appropriate opportunity.

When an applicant is given a job, it signifies that the hiring manager has issued an official invitation to join their organisation and take on a specific position or role within the company. The job offer is a formal document outlining the terms and conditions of employment, including salary, benefits, start date, work schedule, and any other pertinent information.

After the candidate has successfully completed the selection process, which may include interviews, tests, reference checks, and background checks, a job offer is often presented. The company extends the offer as a manner of formally expressing their intention to hire the candidate after reviewing the candidate's credentials and determining that they are the best match for the post.

If the candidate accepts the job offer, they sign an employment contract with the employer and agree to the terms and conditions mentioned in the offer letter. Before accepting or negotiating the terms of a job offer, candidates must thoroughly analyse it and evaluate variables such as income, benefits, job responsibilities, growth potential, and overall fit with their professional aspirations.

Remember, both candidates and employers should carefully analyse employment offers and determine whether they are in line with their expectations.

Candidate Declined! Regretfully turning down the job offer

"I've decided not to accept the offer after much thought. Thank you for your time and effort throughout the recruitment process." Sounds familiar right!

Candidate declined often refers to a circumstance in which a candidate decides to decline an offer of a job or post after being made an offer. This indicates that the applicant made the decision not to accept the job offer for a variety of reasons.

Some common reasons include:

The candidate may believe that the provided salary, benefits, or other incentives fall short of their expectations or market norms.

The individual may have received a better offer or discovered another job that better matches their long-term professional goals and growth possibilities.

Concerns about the company's culture, values, work environment, or team dynamics may cause the candidate to decline the offer.

If the position necessitates relocation or a long commute, the candidate may decide it is not practical or appropriate for their personal circumstances.

Personal constraints, such as family duties or health problems, may preclude the candidate from accepting the employment offer at that time.

Finally, candidates decline job offers; it is an unavoidable aspect of the hiring process. Employers and recruiters should anticipate and prepare for such situations by keeping a solid talent pool and communicating effectively with candidates during the recruitment process.

Position Closed! The hiring process has been completed

Position closed! The search is over as the hiring process is completed.

Typically, the word "position closed" refers to the state of a job opportunity or vacancy. When a post is closed, the company is no longer considering new candidates for that specific role. This status is typically indicated after a suitable candidate has been found for the post or after the recruiting process has been completed for other reasons, such as budget restrictions ,a change in organisational needs etc.

The recruiting team may have started the selection process, which frequently entails analysing resumes, holding interviews, and evaluating prospects, once a post is closed, indicating that it is no longer taking applications. It is essential to understand that the phrase "position closed" does not imply that a candidate has been chosen or hired; rather, it simply denotes that the hiring process for that particular position has come to a conclusion.

A communication breakdown can have serious consequences for employment and recruitment operations, especially when it comes to filling positions. A prolonged recruiting cycle might result from miscommunication regarding job needs, credentials, and required skills. Candidates may experience frustration and a poor opinion of the organisation if they do not receive timely updates and comments on their application status.  If the hiring manager's exact desirable traits are unknown to the recruitment team, they may be unable to properly target and engage high-quality prospects.

Lastly, the selection process grows more stringent, with recruiters thoroughly evaluating each candidate's qualifications, skills, and experience. Even if an applicant does not qualify, their potential is not diminished.

Rejection! A much needed redirection towards the right opportunity.

Sorry, but we've decided to move forward with someone else. This sentence seems familiar, doesn't it?

When a candidate is not chosen or given a job offer as a result of a job application, it is referred to as a rejection. It means that the applicant's qualifications, skills and experience did not satisfy the needs or preferences of the hiring company.

Some of the most typical causes for employment rejections are as follows:

Candidates may be rejected if they lack the required credentials, such as schooling, certificates, specific skills etc as mentioned in the job description.

If a specific amount of experience is required for the post, candidates who do not fulfil the minimum experience criterion may be rejected.

Companies frequently evaluate candidates based on their fit with the organisation's culture, values, and work environment. If a candidate's ideals or work style do not fit the standards of the firm, they may be rejected.

Candidates who don't adequately communicate their skills to solve problems during interviews or assessments risk being dismissed.

Rejection is unavoidable for some people when there are numerous eligible candidates for a small number of open positions because employers must make difficult choices based on their unique needs and preferences.

Rejection may result if a candidate's background checks turn up alarming details, such as history of misconduct performance.

Remember that rejections are a natural part of the hiring process and do not necessarily represent the candidate's merit. Employers make hiring decisions based on a variety of criteria, including the company's specific needs and the available pool of candidates. Rejection allows individuals to contemplate, learn, and improve their skills and approach to future job applications.

On Hold! Expect an updated team while recruitment is under repair.

Being on hold during the hiring process is equivalent to waiting for the ideal candidate to walk through the door - it takes time, but the right fit is well worth the wait.

On hold is commonly used to describe a brief pause or delay in the hiring process for a specific role or positions within an organisation. It signifies that the organisation has decided to put the recruitment process on hold for the time being, usually owing to budget restrictions, restructuring, changes in business goals, or a lack of immediate need for the post.

When a job posting is placed on hold, it usually means that the employer has paused actions relating to that position, such as examining applications, holding interviews, or making a final hiring decision. The role may still exist, but the corporation has decided to put it off until later. A position might be put on hold at any point during the hiring process. It could happen immediately following the posting of the job advertisement, during the initial screening of applicants, or even after interviews have taken place. The decision to put a position on hold varies every firm and might be influenced by internal or external forces.

The organisation may examine its needs, evaluate its resources, or wait for a change in circumstances that may affect the job during the "on hold" term. If the situation changes or the company's employment plans alter, the post may be reopened and the recruitment process resumed. However, if the post is no longer required, it is possible that it will be cancelled outright.

Finally, job seekers should be patient during this time and keep an eye out for updates from the employer on the status of the post.