Sentrient

We are more than tired of hearing how the year 2023 changed business processes the world over. It comes as no surprise that employee recruitment procedures were changed too. But as industries and businesses are starting to see a ray of hope with the benefits of vaccines, we can now expect better adaptations in business processes. Here’s what you need to consider when planning a recruitment drive. Top 7 Recruitment Trends to Look Out For In 2023 1. Increased focus on employer branding The talent market is getting more competitive each day. With this change, it is even more crucial to build and present a strong employer brand to interested candidates. The higher the excellence of the employer brand, the higher the quality of candidates applying. This will also result in reduced recruitment costs per candidate. According to a study, employers with a unique brand image attract 50% more qualified candidates. One way to ensure exceptional employer branding is by promoting better Employee Val...

  How To Streamline The End-To-End Recruitment Process Recruiting the best candidates for your organisation can be a difficult feat without the right technology to help you. It may seem like an endless process with an enormous list of tasks to be performed. And if your HR staff are new to and are not familiar with the procedure, you might need to spend more time, and hence costs, for recruiting a candidate. What can help here is automation. An easy-to-use and structured  human resource management system  can help simplify things for everyone involved including the new hires, HR personnel, and management. It can provide support right from the beginning through to the end of the recruitment process. Let us go through each of the steps in this process and see how an end-to-end recruitment system can help. The end-to-end recruitment process steps Preparing The first and foremost step for hiring a new employee is to prepare appropriately. This preparation requires clearly defi...

One of the most pressing questions on every recruiter’s mind is, “How long should your employee onboarding process be?” Too short, and the employee will feel not well enough informed. Too long, and the employee might feel that they are overwhelmed with details. Employers can dedicate anywhere from one day to six months to onboarding. The time and costs invested in onboarding a new hire can directly reflect on their productivity. But is there a parameter on the exact optimum length of the employee onboarding process? Let’s look at some factors that may help you plan your employee onboarding process right. Factors to Consider When Planning the Length of Your Employee Onboarding Process Onboarding time The onboarding time varies from a few hours to a few months. The majority of companies believe the ideal onboarding time must be around three months. However, research claims that companies that engage in onboarding procedures throughout the first year of an employee’s joining amount to a h...

Equal opportunities in the workplace are essential for creating a fair and just society. They help ensure that all employees have an equal chance to succeed, regardless of their background or personal circumstances. This is important for several reasons. First,  equal opportunities in the workplace promote  diversity and inclusion . This means that different perspectives and ideas are represented and valued, which can lead to better decision making and problem solving. When people with different backgrounds and experiences work together, they can bring new and unique perspectives to the table, leading to more creative and effective solutions. Additionally, a diverse workforce can also lead to better relationships with customers and suppliers, as a company can better understand and cater to the needs of different groups of people. Second,  equal opportunities in the workplace promote fairness and justice. This means that everyone has an equal chance to succeed, regardless ...

Equal Employment Opportunity (EEO) is a set of laws and regulations that prohibit discrimination in the workplace based on certain protected characteristics (sometimes referred to as attributes), such as race, gender, age, religion etc. These laws are designed to ensure that all employees have an equal chance to succeed and be treated fairly, regardless of their background. Impact on Hiring and Recruitment One of the most significant ways that EEO affects the workplace is in hiring and recruitment. Employers are prohibited from discriminating against job applicants based on their protected characteristics, which means they cannot use these factors to decide who to hire. This applies not only to the initial hiring process, but also to promotions, transfers, and other employment decisions. For example, an employer cannot refuse to hire a qualified candidate because of their race, gender, or age. Additionally, employers are not allowed to create discriminatory job requirements, such a...

Sexual violence in the workplace is a serious issue that affects many people. It can take many forms, including  sexual harassment , assault, and rape. The effects of sexual violence in the workplace can be devastating, not just for the victim, but also for the entire organisation. It can lead to decreased productivity, increased absenteeism, and a toxic work environment. To reduce sexual violence in the workplace, it is important to take a proactive approach. Here are three ways that organisations can work to reduce sexual violence at work. Establish Clear Policies & Procedures The first step in reducing sexual violence in the workplace is to establish clear policies and procedures that prohibit such behaviour. These policies should be communicated to all employees and should include specific examples of unacceptable behaviour, as well as information on how to report incidents of sexual violence. It’s also important to provide employees with regular training on  how to re...

Third party  harassment in the workplace  refers to harassment that is directed towards an employee by a person who is not a co-worker or supervisor. This can include harassment by clients, customers, vendors, or other individuals who are not employed by the organisation. Identifying Third Party Harassment It is important to be able to identify third party harassment to take steps to address it. Some common signs of third-party harassment include: Verbal abuse or insults Threats or intimidation Bullying or aggressive behaviour Discriminatory or biased behaviour Harassment based on an employee’s protected characteristic such as race, religion, gender, sexual orientation, etc. It’s important to note that third party harassment is a pattern of behaviour that is intended to degrade, humiliate, or undermine the employee. Preventing Third Party Harassment Preventing third party harassment in the workplace is the responsibility of the employer, but employees can also play a role in p...