Best Practices to Design a Performance Management Review in 2023

What is Performance Management

Performance management is setting goals and objectives, measuring progress, and providing feedback and recognition to employees to ensure they meet organizational expectations and achieve their full potential. 

It includes activities such as performance appraisal, coaching, and development planning. Performance management aims to improve employee performance and productivity, align individual goals with organizational goals, and build a culture of accountability and continuous improvement.

5 Best Practices to Design an Effective Performance Management System

Effective performance management is important because it helps organizations achieve their goals by ensuring that employees work toward them efficiently and effectively. It also helps to identify and address any issues or problems hindering performance and to provide feedback and support to employees to help them improve. Technological advancement has led to several new ways by which a company can design an effective performance management system.

Using OKRs for goal setting

Using Objectives and Key Results (OKRs) for performance management helps organizations set goals aligned with the organization’s overall strategy and objectives. It also allows for regular tracking and review of progress and encourages continuous improvement and learning. OKRs enable organizations to focus on the most important goals and help to prioritize efforts. Using OKRs in an agile performance management system enables organizations to move quickly and adapt to market changes, organizational structure, or team dynamics.

Ongoing Development Conversations

Ongoing development conversations are regular meetings between managers and employees that focus on discussing performance, setting goals, and identifying development opportunities. It allows employees to receive feedback on their performance, discuss their career aspirations, and identify areas for skill development. 

They allow employees to discuss their career aspirations and identify areas for skill development, which can help retain high-performing employees and improve the organization’s overall talent management. Such conversations enable managers to identify performance issues early on and address them before they become more significant problems. 

Continuous 360 Feedback

Continuous 360 feedback is a performance management process where employees receive feedback from multiple sources, including their manager, peers, subordinates, and customers. This feedback is collected on an ongoing basis and used to inform performance appraisals, goal setting, and development planning. It provides a more holistic view of an employee’s performance, including feedback from multiple sources, not just the manager. 

It helps to identify areas for improvement and development as employees receive feedback on their strengths and weaknesses from various perspectives. Such a feedback mechanism encourages open communication and collaboration, as employees receive feedback from their peers and subordinates, which can foster a positive and supportive work culture.

Social Recognition of Performance

It involves acknowledging and rewarding employees for their contributions in a way that is visible to their peers and the wider organization. It can include public recognition, bonuses, and awards and is often used in addition to traditional performance management methods such as appraisals and goal setting. 

The use of social recognition of performance helps to improve employee engagement and motivation, as it acknowledges and rewards employees for their contributions and encourages them to continue to perform well. It helps to build a positive and supportive work culture, as it enables employees to recognize and acknowledge the contributions of their peers, which can foster a sense of community and collaboration. 

Involve Employees in the Process

Involving employees in the performance management review process can increase their engagement. It can be done by allowing them to provide input on their performance, such as self-evaluation. The company can also invite them to give feedback on the performance of their peers, which can help to create a more well-rounded view of performance. The company can also get the employees involved in setting their own performance goals and objectives, which can help ensure they are aligned with the organization’s goals.

How to Implement a Performance Management Process

Implementing a performance management process can help organizations evaluate and improve their employees’ performance effectively. Let’s look at the steps that can be taken to implement a performance management process:

Performance Plan

The company must define the goals and objectives of the performance management system and ensure that they are aligned with the goals and vision of the organization.

  1.  Identify the key performance indicators that will be used to assess progress. These should be specific, measurable, and aligned with the goals and objectives of the system.
  2.  Develop a communication plan that outlines how performance will be communicated, reported, and discussed throughout the organization.
  3. Establish a timeframe for the performance management process, including the frequency of performance appraisals, goal setting, and development planning.
  4. Create a process for providing regular, constructive, and actionable feedback. This should include both positive and negative feedback and should be given promptly.
  5. Establish a process for recognizing and rewarding performance: Establish a process for identifying and rewarding performance that is aligned with the organizational values and goals and is fair and transparent.

Performance Management Goals

When setting performance management goals for a performance review, it is important to ensure that they are specific, measurable, achievable, relevant, and time-bound (SMART). For example: Improve customer satisfaction ratings by X% within the next six months by providing additional training to customer service representatives.

Performance Review System

A performance review system is a process used by organizations to evaluate and provide feedback on their employees’ job performance. It can include a review of an employee’s job responsibilities, accomplishments, skills, and areas for improvement. A performance review system aims to help employees improve their performance, support their career development, and align their work with the organization’s goals. Performance reviews can be formal or informal and are typically conducted regularly, such as annually or semi-annually.

Feedback Giving Skills

Giving feedback is an important skill in performance management reviews. It involves providing honest and constructive criticism to help employees improve their performance and achieve their goals.

Some tips for giving effective feedback include:

  1. Be specific and clear: Provide specific examples of what the employee did well or where they need improvement, rather than making general statements.
  2. Be timely: Give feedback as soon as possible after the event while it is still fresh in the employee’s mind.
  3. Be balanced: Provide positive and negative feedback, and ensure the employee understands their strengths and areas for improvement.

Ongoing Employee Performance Management

Employees work to ensure that they meet the organization’s expectations and goals. This performance management is ongoing, meaning it is done throughout the year rather than during formal performance reviews. Some key elements of ongoing employee performance management include:

Conclusion

An effective performance management system is crucial for organizations looking to drive better employee performance. By engaging and motivating employees towards organizational priorities, organizations can ensure that they work towards achieving their goals efficiently and effectively.

Frequently Asked Questions

What Are the 3 Best Practices of Performance Management?

The three best practices that should be applied in performance management are –

  1. Using OKRs for goal setting
  2. Ongoing Development Conversations
  3. Continuous feedback

What Are the Most Important Things to Consider in Designing a Performance Review Process?

The crucial things to consider in designing a performance review process are – planning, teamwork, providing frequent feedback, and building a reviewing system, among others.

A Detailed Guide For Employers on Virtual Interview | Oorwin

The Meaning and Importance of Virtual Interviews

A virtual interview is conducted remotely via video conferencing and other online communication platforms. Conducting a virtual interview comes with many benefits. It allows people to participate in an interview even if they are outside the exact geographical location. It also helps discover better talents by using a more efficient recruitment process. The cost and time of onboarding are reduced to quite a remarkable extent. 

5 Essential Methods for an Effective Virtual Interview Process 

With numerous benefits, virtual interviews are indeed a blessing for companies. However, it is important to follow specific guidelines to get the most out of this process. Here are some ways to make the virtual hiring process more effective.

Giving Candidates Adequate Time To Prepare 

A candidate appearing for a virtual interview must be provided adequate time before the interview. It allows the candidate to be better prepared and have a fair opportunity to give their best to the interview. It also provides a level playing field to the candidate appearing virtually compared to the one appearing offline. 

Preparing a Relevant Questionnaire

A well-prepared questionnaire plays a big role in executing a virtual interview. To choose the best from the lot, it is essential to be prepared with relevant questions. Here are some of the key tips:

  1. Frame the questions related to the job description.
  2. Ask open-ended questions to make the conversation exciting and analyze the candidate’s behavioral pattern.
  3. Ask questions that help in determining the candidate’s leadership skills.

Testing Equipment before Interview

A virtual interview requires a computer, a software program, and a reliable internet connection. To have a seamless interview experience, one must check them to ensure it works effectively. Any fluctuations with the equipment can deprive the organization of onboarding the best talents. Therefore, prioritizing the equipment test is a must while conducting a virtual interview.

Observing the body language of the candidate 

While taking an interview, it is important to judge the candidate’s views and opinions along with their way of expressing them. However, in the case of a virtual interview, the body language analysis is complex due to limited camera coverage. However, it is possible only if the interviewer is observant enough to read through the lines. The broad criteria of judgment are:-

  1. If the interviewee maintains appropriate eye contact with the interviewer even during difficult questions, the person is confident and calm. 
  2. During virtual interviews, starting with a smile is also a good gesture. 

Following Up with the Candidates 

A follow-up mail is one of the best ways to win over the candidates. These small gestures boost the candidates’ confidence regarding the company and its culture, making them even more interested in joining the company. It is also a way of showing courtesy and valuing their hard work. Furthermore, a follow-up mail also gives an idea to the candidates about when and how they can expect further information about the interview. 

Preparation for Virtual Interviews

 Virtual interviews have become a necessity of the new era. Adequate preparations are required to make the best out of the interview process. Companies that opt for the virtual interview process should keep certain important things in mind, such as selecting reliable software to facilitate the interview process. Secondly, keeping the devices well-updated by clearing out the cookies and caches. And most importantly, maintain a well-structured email system to keep the candidates posted with the rules and regulations and other mandatory details about the interview.

Frequently Asked Questions 

What is the process of a virtual Interview? 

The virtual interview process is like the in-person interview but is conducted remotely using either video conferencing or software. 

How to engage candidates virtually? 

The key to a proper engagement is keeping yourself prepared. Prepare open-ended questions so that it is easy to know the candidates better.

What is the purpose of virtual interviews? 

Virtual interviews are conducted to make hiring easy, hassle-free, cost-effective, and efficient, along with hiring the best talents from all around the world.

Understanding Employee Referrals in a Recruitment Process

What Is an Employee Referral

When an existing employee or external partner recommends a candidate, this candidate is an employee referral. Deploying employee referrals for hiring helps bridge this gap, offering several beneficial aspects. 

Considered one of the best recruitment methods, employee referrals can be ideal as they are promoted through a company’s best possible ambassadors – the existing employees! Want to know why an organization should opt for an employee referral program and its benefits? 

What Is an Employee Referral Program

An employee referral program is a strategy that utilizes employee peer networks to create suitable candidates to meet job vacancies in a company. This program benefits the recruiter and its employees – the recruiter can cut down on hiring costs, and the employees get incentivized for every successful referral. 

Additionally, candidates who are referred are 4x more likely to grab the job offer as compared to the ones from other sources. Some of the key benefits of an employee referral program are as follows – 

  1. It makes the hiring process faster
  2. It helps to enjoy a better CPH (Cost per hire)
  3. Improves employee retention 
  4. It helps find suitable culture and value fits for organizations
  5. It makes talent acquisition for challenging job roles easier

How to Set up an Employee Referral Program in Organization

While the advantages of an employee referral program may sound lucrative, a company needs to know the basics of setting it up to obtain its maximum benefits. Here’s how to set up an effective employee referral program –

Choose When to Ask for Referrals

When deciding to use referrals for recruitment, it is important to consider the timing and specific role the company is trying to fill. This can be determined by setting the hiring goals and evaluating the success of past recruitment methods. For example, if the goal is to recruit candidates quickly, using referrals at the beginning of the hiring process may be a good option as they have been proven to reduce the overall hiring time.

Communicate Your Employee Referral Program

Once the company opts for an employee referral program, let the existing employees know about it. The company must ensure that the employees know the job opening, its requirements, candidate profile, how to refer, etc. 

Besides, the company can also offer incentives and bonuses for each successful referral to encourage participation in the program. Try keeping things well-organized and structured. Once the company starts receiving referrals, analyze if they meet the position’s requirements and take things forward. 

Motivate and Reward Employees

When a company starts an employee referral program, the employees become a whole new channel for bringing in new talent. However, that’s an additional slice for them besides day-to-day office work. Therefore, plan a reward scheme for the employees and let them know about it. Rewards may include movie tickets, cash bonuses, vouchers, or whatever the organization finds suitable. 

The company needs to be clear about the terms and conditions for referral bonuses. For example, if it wants to offer a cash bonus for referrals who stay with the company for at least three months, make sure that all employees are familiar with the terms related to the employee referral bonus. It will avoid any confusion and keep things transparent for employees. 

Track Employee Referrals

Now that everything is set up – it’s time for the report card. Start analyzing the employee referral program’s success using key metrics. They may include CPH, the ratio between total referred candidates and hires, department-wise referrals, the retention rate of existing vs. referred candidates, etc. 

The company must determine if the employee referral programs meet its expectations. This program has worked great for some departments while disappointing for a few. Please take note of the figures and from the next openings, use the referral program where it has worked well for the organization.

Benchmark your process with your Industry peers

The company must measure the performance of the referral program process with other organizations considered best-in-class. It will help to identify the internal areas of improvement. Moreover, benchmarking will help to measure the efficiency of previous performances. Besides, the company will be able to identify best practices to increase performance as benchmarking helps to understand how the competition operates. Given this, it’s crucial to benchmark the hiring process with industry peers.

Frequently Asked Questions

How Do You Use Employee Referrals?

Unlike conventional hiring methods, employee referrals are a way to find ideal candidates for job openings through coworkers. To start, the company can create an email with details like the job role, candidate profile, qualifications, and other requirements and send it to the employees. 

To make things more interesting and alluring for the employees, the organization can create a reward plan and announce the same to its employees. It helps motivate them and encourages them to participate in the referral program. 

How Effective Is an Employee Referral?

Approximately 88% of employers believe that employee referrals are the best way to find ideal candidates for a job role. Besides, as per a study, referred candidates have 2.5-6.5% more possibilities to accept job offers. The data itself talks about the effectiveness of employee referral programs. Additionally, it helps save the cost, time, and effort involved in hiring suitable candidates.

Performance Review Techniques for Managers in 2023 | Oorwin

How to Conduct an Employee Performance Review in Simple Steps

An employee performance review is a process where an employer assesses an employee’s work performance and provides feedback to the employee to help them improve and grow in their role. The review usually covers the employee’s strengths, weaknesses, achievements, and areas for improvement.

Learn about the Employee Positions and Past Records

For a comprehensive employee performance review, it is important to analyze each employee’s role and compare their performance to the company’s expectations. To write an effective review, a company should include data from engagement survey responses which provide insights into employee morale and job satisfaction. It should also use information from one-on-one meetings and consider awards or recognition the employee has received can demonstrate their strengths and achievements.

The company should also use data from talent review ratings: This provides an overall assessment of the employee’s performance and potential for growth. By incorporating this data, the performance review will be more comprehensive and focused on helping the employee grow and improve in their role.

Convey Proper Expectations and Align Understanding

To ensure effective performance review meetings for employees facing challenges in achieving goals, follow steps can be taken to match employee expectations with organizational performance criteria:

  • Review the Agenda: Encourage the employee to review the meeting agenda, add topics they would like to discuss, and be aware of the time and location of the meeting.
  • Prepare for the Meeting: Inform the employee of any information they should be prepared to discuss or reference during the meeting.
  • Outline Responsibilities: Ensure employees understand their responsibilities and have a clear action plan following the meeting.

Have a Clear and Actionable Agenda

A clear and actionable agenda is a must in every performance review process. A manager will certainly want the employees to be prepared for the work review conversation, and simultaneously, the manager must prepare for the same. Before heading to the main process, have a small discussion with the employee on the main things to discuss, plan what  suggestions will be for the employee, what can be the ideal performance review questions, upcoming goals, etc.

Provide Constructive Feedback

Constructive feedback is essential for an effective employee performance review. Here are a few tips for delivering constructive feedback:

  • Be specific: Provide specific examples and details to support the feedback rather than general statements.
  • Be objective: Use facts and data to support the feedback and avoid personal opinions or biases.
  • Offer solutions: Offer suggestions for improvement or solutions to any issues that were raised.
  • Balance Negative and Positive: Provide a balanced view by highlighting strengths and improvement areas.
  • Build a Two-Way Communication: Encourage open and honest communication by allowing employees to ask questions and provide feedback.

Ask for proper feedback

Companies should definitely ask for feedback from employees during performance reviews. It can be done through various ways: 

  •  Encourage open communication to share their thoughts and opinions during the review.
  • Ask specific questions about the employee’s role, performance, and work environment.
  • Provide a safe environment: Create a safe and non-threatening environment where employees feel comfortable providing honest feedback.
  • Listen actively: Encourage employees to share their feedback by actively listening and showing genuine interest in their thoughts and opinions.
  • Provide anonymous feedback options for employees to provide feedback anonymously, such as through an online survey or suggestion box.

Allocate Necessary time

To ensure a comprehensive and effective employee performance review, it’s important to allocate enough time for the process. The manager must plan to ensure both parties have enough time to prepare. A realistic time limit must also be set for the meeting to ensure all relevant topics can be covered. Distractions must be avoided, and time must be allocated for follow-up after initial review if required.

Create Proper Documentation

Though it is arguably the most sensitive part of the performance review process, managers often forget about the performance of the employees throughout the year. If done so, they review their work based on their current performance, which is a big mistake. A candidate’s work should be judged on his overall performance; documentation is necessary to keep that performance record. Create a document for every employee, and mark their performance reports by their behaviors, discussions, feedback, attendance percentage, etc.

Reflect on the Ongoing process and Work on Future Steps

Lastly, whatever the result comes out from the performance review of the candidates, always work on the ongoing growth process. If the present result is unfavorable, work on it to make it preferable. And if the results are good, then work on making it better. 

Frequently Asked Questions

What should an employee performance review include?

The employee performance review shall include the employee’s overall work performance in a year, figuring out his strengths and weaknesses, offering feedback on their work, as well as setting future goals to accomplish.

What are the four pillars of performance?

The four pillars of performance – planning, monitoring, reviewing, and rewarding form the foundation of an effective performance management system. By consistently following these pillars, organizations can effectively set goals, track progress, identify areas for improvement, and recognize and reward outstanding performance. 

What drives good performance?

To make  employees perform well, setting goals for them is necessary. Clear them about the objectives and the expectations so they can work accordingly and help achieve goals, eventually elevating their performance.

Understanding the Importance of Employer Branding

What is Employer Branding

Who doesn’t want their company to have an excellent reputation and be on every talented candidate’s list of dream companies? Besides being at the forefront of innovation, an organization must build its brand to attract the best candidates to work for them. 

 Employer branding comes into the picture here. Employer branding refers to a company’s image and reputation as an employer. It encompasses the company’s values, culture, and employee experience. It can help attract and retain top talent. Employer branding strategies can be communicated through various channels, such as a company’s website, social media, and employee testimonials.

Why is Employer Branding So Important

Employer branding is important because it helps attract top talent, improve employee engagement and retention, and ultimately improve a company’s overall performance. It helps to create a positive perception of the company as an employer, which can increase the number of job applicants, reduce employee turnover, and improve the overall productivity of the workforce. 

Additionally, a strong employer brand can also help to attract and retain customers, as employees who are engaged and satisfied with their work are more likely to provide excellent customer service.

7 Reasons to Prioritise Employer Branding

Attract Great Employees and Retain Existing Ones

Employer branding can help attract great employees by creating a positive reputation and image for the company. It can be achieved by showcasing employee testimonials, highlighting employee perks and benefits, and promoting a positive company culture. 

Employer branding also helps to retain existing employees by improving employee engagement and satisfaction. Employees who feel valued, respected, and fulfilled in their work are less likely to leave the company. Employer branding can foster a positive work environment that builds employee engagement by promoting open communication, offering professional development opportunities, and promoting work-life balance.

Reduce Recruitment Costs

Employer branding can help to reduce recruitment costs in a few ways:

  • Increase in Applicant Quality: A strong employer brand can attract top talent, which reduces the need to spend as much on recruiting and hiring efforts.
  • Decrease in time-to-hire: A strong employer brand can also speed up recruitment, as more qualified candidates will apply for open positions. This can decrease the time it takes to fill open positions, saving recruitment costs.
  • Decrease in Employee Turnover: A strong employer brand can help reduce employee turnover, saving on the cost of recruiting and training new employees.

Convert Your Internal Force Into Brand Powers

There are several ways to convert internal force into brand power for employer branding:

  • Leverage employee testimonials: Encourage current employees to share their experiences working at the company on social media, review sites, and job boards. 
  • Highlight company culture: Share photos, videos, and stories that showcase the company’s values, culture, and employee experience. 
  • Create an employee referral program: Encourage current employees to refer their friends and colleagues for open positions. This helps to create a positive reputation among potential candidates and increases the likelihood of hiring top talent.
  • Invest in employee development: Offer training, mentoring, and professional development opportunities to help employees grow and succeed within the company. 

Enhance Employee Engagement

Enhancing employee engagement is an important aspect of employer branding, as engaged employees are more likely to be satisfied, productive, and committed to the company. A few ways to enhance employee engagement for employer branding can be effective communication, encouraging teamwork, providing growth opportunities, recognizing and rewarding employees, and encouraging employee involvement in decision-making.

Convey Your Brand Value

Conveying a company’s brand values is an important aspect of employer branding. It helps attract and retain top talent by differentiating the company from competitors in the job market. Developing a consistent brand message, sharing the company’s mission and vision, highlighting company culture, and sharing success stories are ways to convey a company’s brand value.

Demonstrate Your Unique Culture and Diversity

Employer branding can be used to demonstrate a company’s unique culture and diversity through:

  • Communicate company values: By clearly communicating the company’s values, such as inclusivity and diversity, it can attract a diverse range of candidates who align with those values.
  • Showcase diverse employee profiles: By showcasing them on the company’s website, social media, and other recruitment materials, it can demonstrate that the company values and respects diversity.
  • Encourage diversity in recruitment: By implementing diversity hiring practices and goals, the company can attract a more diverse range of candidates and increase the diversity within the company.
  • Promote diversity and inclusion initiatives: By promoting employee resource groups, diversity and inclusion training, and other programs that support diversity and inclusion, the company can demonstrate its commitment to diversity and inclusion.

Showcase Your Digital Competence

Showcasing a company’s digital competence is an important aspect of employer branding, as it helps to attract and retain top talent in today’s digital world. Here are several ways to showcase a company’s digital competence for employer branding:

  • Highlight the company’s digital initiatives: Share information about the company’s digital initiatives, such as implementing new technology or adopting digital processes. 
  • Share employees’ technical stories: Share employees’ success stories about how they have grown and achieved their goals in the company, especially in the digital domain. 
  • Leverage social media: Use social media to showcase the company’s digital competence by sharing information about digital projects, initiatives, and employee success stories. 

Final Thoughts

Employer branding is a crucial aspect of any company and requires time and effort to implement effectively. It is to understand the benefits of a strong employer brand and how it can positively impact a company in the long term. Building a strong employer brand is a team effort, and it is important to involve key stakeholders such as human resources, recruiting the CEO, and the marketing team.

 Though a company may not be able to control every aspect of its employer brand, it can build the narrative and ensure that people positively perceive your company. It can lead to better employee retention, an influx of talented applicants, and a positive impact on other business areas.

Frequently Asked Questions

Why Is Branding Important for Employers?

For employers, branding is of great use, as it assists in hiring new candidates in their company and maintains a decent culture, even if there’s a shortage in marketing costs.

What is an example of employer branding?

 Employer branding focuses on building a company’s reputation as a desirable workplace. It can be promoted through various channels, such as the company’s website, social media, job postings, and employee testimonials.

An Effective Guide to Virtual Hiring | Oorwin

Understanding Virtual Hiring and its Best practices to Upscale your Recruiting Process 

Talent in a company has a major role to play in its growth. The rapid growth in technology has enabled companies to connect and hire candidates from around the world. Virtual hiring has become a key part of recruitment strategies for many companies in this day and age. It has helped organizations to save a lot more time and resources. Following a few guidelines, virtual hiring could be carried out smoothly and steadily. 

5 Primary Tips for Effective Virtual Hiring 

Geographical barriers are not a constraint anymore for tapping the right talent for a 

company. Virtual interviews are quite common these days to connect with potential hires for a company. Here are five key tips to make virtual hiring effective.

Creating Compelling Job Ads 

Advertisements are a great way to gain people’s attention. However, this task is more complex than it sounds to be. It is important to create ads that reach the maximum audience. Here are a few things which must be kept in mind while creating the job ads. 

  • Make it SEO friendly 
  • Tailor it to the company’s needs
  • Form an appealing job description 
  • Include all the attractive points about the organization

Strengthen Company’s Social Media Presence

Social media has never been more powerful than today. It is said that social media is the face of any organization in the modern world. It becomes crucial to maintain an attractive and updated social media. Here are a few tips: 

  • Do a proper trend analysis 
  • Stay updated and keep the company’s social media handles active
  • Post accurate and real information 
  • Take measures to engage the audience

Investing in Premium Quality Audio Visual Equipment

Using the right software is an important part of the hiring process for any company. No matter how well-qualified the employee is, the experience of visual hiring will be better with a system. Some other reasons why good software is important for any company are:

  • Improved and efficient virtual hiring 
  • Efficient virtual training 
  • Simplified meetings 
  • Increased engagements 

Widening Search Demographics

It becomes difficult for the targeted audience to find you in such a competitive and cluttered market. One has to understand the search demographics and take measures to widen it. There are five parameters on which demographics are based- gender, occupation, cultural background, and family status. It is important to focus on these parameters to widen the search demographics. It will increase the company’s reach, which will help it to get the most suitable talent. 

Having an Onboarding Infrastructure in Place

A smooth and simplified onboarding process makes virtual hiring easy and efficient for the organization and benefits the candidates. Here is a guide to how a company can maintain an efficient onboarding infrastructure:

  • Maintain an efficient email system 
  •  Check your devices
  •  Check the stability of the internet connection
  •  Inform the candidates about the guidelines well in advance 
  •  Use reliable software to conduct the hiring process 

Advantages of Virtual Hiring

There is a reason why probably every company or any business is opting for the virtual hiring process. Some of the major advantages of virtual hiring, which make it so much popular, include: 

Saves Cost

Virtual hiring is cost-effective. It not only saves the cost of the employers but also is favorable to the pockets of the candidates as they do not have the hassle of moving to the other city for their interviews.  

Flexible Schedule

Another benefit of the virtual hiring process is that the schedule becomes entirely adjustable from both ends. In a physical process, it becomes quite difficult for both interviewer and the candidate to make changes. 

Reduces Time to Fill

 When it comes to the hiring process, it has generally been witnessed that companies look for immediate joiners to save time and resources. The HR department wants to make the hiring process as short and efficient as possible. It is where virtual hiring plays a crucial role. It helps reduce the time to interview and vet the candidates as there is no commutation involved. 

Expands Candidate Pool 

Like any other job interview, the uncertainty that one will crack the interview remains even for international hiring processes. Many candidates tend to miss lucrative opportunities as they are unwilling to travel long distances due to this uncertainty. Besides the distance involved, traveling such long distances can also be expensive. Companies have to let go of exceptional talents joining their team just for a geographical barrier. Virtual interviews can be a game-changer where the recruiter can interview a suitable pool of candidates from any part of the world. 

Disadvantages of Virtual Hiring

Companies have innumerable benefits when they opt for virtual hiring. Still, they are also prone to many challenges when the process is not followed diligently and with sincerity some of the disadvantages are: 

Technology Issues

Technical glitches can ruin a virtual interview. It is important to check whether the devices needed for the interview are working properly. One should also check that the applications through which the interview will be conducted, such as Google Meet or Zoom, are working smoothly or not before the interview. Even after taking drastic precautions, some issues may come up on the interview date.

Can be too Impersonal

One of the most significant ways to show professional behavior in a virtual interview is by sitting in a quiet working environment. But when this environment is not followed, it might get personal and portrays a not-so-good image. Moreover, these distractions might deprive candidates and employers of a better understanding of each other. 

Possibility of Junk Resources 

There are high chances of the candidates manipulating their qualifications or certificates and even their knowledge during a virtual hiring process.

The same thing can happen in the case of companies as well. Since the candidates are not exposed to the company environment, culture, or employees, the chances of fraud tend to be high. 

The Importance of Virtual Hiring Amidst the Changing Work Environment 

It has become crucial for companies to modernize their recruitment processes in this era. It can help an organization in saving time, effort, and money. Even candidates benefit from it as the hiring process becomes more flexible. Besides the various benefits, virtual hiring relies too heavily on technology, and challenges can quickly arise. Taking preventive measures can help to avoid last-minute glitches. That’s why, Oorwin offers almost 100+ integrations to cover all the recruiter needs at one place, sign up for a free 7-day trial today to explore efficiency at its best.

Frequently Asked Questions 

What is a virtual Hiring Process?

Virtual hiring is the recruitment process conducted through online platforms from the remote locations of the candidate and the recruiter.

What are the strategies for effective virtual recruiting?

Three things are required for a virtual interview to take place smoothly: a stable internet connection, a well-lit quiet area, and a tested device. 

How do you organize a virtual hiring event?

One can host a virtual hiring event by sending the candidates an invitation or introducing them to the company’s relevant software for the interview process.


Effective Attendance Tracking methods for Employers | Oorwin

Understanding Attendance Tracking 

Attendance tracking is the method or technique through which organizations can check their employees’ attendance, regularity, and absenteeism. It also tracks the staff members’ working or activity hours. Companies use various methods, software, and applications to maintain an accurate and precise record of their employees. 

Traditional Attendance Tracking Methods and Tools

With the advancement of technology, attendance-tracking methods have also progressed, but traditional methods of tracking attendance are still in use. Some of the widely and most commonly used employee attendance tracking methods are keeping a record in excel spreadsheets and biometric systems, among others. 

Manual Recording

 It is a simple and easy way of recording the employees’ attendance, and it has been followed for many years. But this method of employee attendance tracking needs to be updated as it has a limited scope. This method is subject to the risk of manipulations.

Excel Spreadsheets 

Excel spreadsheets are more effective than manual records. But there are high chances of the data getting stolen or edited due to the need for more security. Moreover, it is still a time-consuming process to record and maintain spreadsheets. Maintaining spreadsheets for attendance can take a lot of work for large organizations.

Biometrics 

This system is widely used nowadays; almost every organization opts for biometrics as their attendance tracking software. Organizations do it through the employee identity card, fingerprint, or face ID. Despite being a good method for employee attendance tracking, they are prone to breakdowns or dysfunction. 

Top Attendance Tracking Software

As technology has advanced, various kinds of software have come out that do a much better job than traditional attendance tracking methods. Following are the best attendance tracking software embedded with all the features ideal for keeping a right and accurate track of employee attendance.

Oorwin 

Oorwin is an AI-based ecosystem designed to cater to all hiring and recruitment needs. Oorwin aims to improve the productivity and efficiency of recruiters by automating maximum tasks. 

Oorwin’s AI-enabled platform also has features to track employee attendance. With 100+ integrations, Oorwin ensures most of the HR tasks are taken care of with maximum ease, and accurately.

Here are some pointers about the platform:

  • The software track and manages employee information 
  • It transforms talent through reskilling and upskilling using employee competency.
  • It keeps track of the timesheets 
  • Goals could be created and delivered to the employees, with employees being able to update their progress. 

Find out more about Oorwin’s here.

Time Doctor 

 Time Doctor is another software that has become one of the popular choices for employee attendance tracking. The Time Doctor software comes with options like “start ” and “stop, ” which employees can use when they want to enter a log time. Time Doctor provides real-time productivity analytics to improve performance regardless of where the employee works.

Zoho People

It is also a popular choice among companies to track employee attendance. It has a geo-tracking feature that allows employees to clock in from anywhere. Zoho People’s time and attendance system make employees focus on their productivity while tracking work hours and providing error-free reports.

TimeCamp

TimeCamp allows an employer to check the employee’s time records by providing a detailed analysis. It keeps track of data that can help to analyze a particular project’s performance. It comes with one-click clock-in and clock-out features, timesheet approvals, leave reporting, overtime tracking, payroll automation, productivity tracking, budgeting, and invoicing.

 Connecteam

Connecteam comes with features such as a one-touch clock in and out, GPS tracking, daily alerts, employee timesheets, and training and onboarding tools, making it a top choice among employee tracking software. It has been built with a focus on non-desk employees so they can access it on any mobile device.

Jibble

Jibble is high on the popularity list as well. For mobile time tracking, it allows employee GPS time tracking, face recognition attendance, and offline timesheet software. For web time tracking, Jibble enables the option to track time on the browser, edit timesheets and generate advanced reports. 

How Does Attendance Tracking Help Streamline the Workflow in Organizations?

Attendance tracking is a metric all companies take seriously, as it directly impacts an organization’s productivity. It can help to streamline the workflow in organizations in various ways:

  1. Gives a significant boost to productivity 
  2. Prevents the chances of false attendance 
  3. Helps in easy calculations of payrolls 
  4. Simplifies the workflow 
  5. Reduces pressure on the HR team
  6. Allows to schedule the dates well in advance 
  7. Helps to track low-performing employees as well as the most proficient ones

Frequently Asked Questions

What is the best way to track employee attendance?

The best way to track employee attendance is by following employees’ GPS; whenever the employee clocks in it, record their location. It reduces any chances of manipulation from the employees’ end. 

What are the main factors influencing attendance in the workplace? 

The main factors influencing attendance are the employees’ age, designation, connection with the company, and income sources. 

What are the solutions to poor attendance? 

Keeping the employees motivated and engaged in the organization is essential. For this, the management should provide a calm and focused environment. They should give periodic hikes and annual awards to keep their employees motivated.


Best Candidate Assessment Methods for the Right Hire in 2023

What are Candidate Assessment Methods

Employee assessment methods are an essential part of the HR process for any company. These methods allow companies to evaluate the performance and potential of their employees, identify areas for improvement, and provide feedback and support to help employees grow and succeed in their roles. However, with so many different hiring assessment methods available, it can be overwhelming for companies to choose the right ones for their needs. 

Types of Assessment Methods

Using the assessment methods in hiring needs a good pair of hands who should be both knowledgeable and skillful. Among the most used assessment methods include –

  • Mental and Physical Ability Tests
  • Achievement Tests
  • Biodata Inventories
  • Personality Inventories
  • Education and experience requirements (including licensing and certification)

Mental and Physical Ability Tests

Mental and physical ability tests are crucial tools for employers to identify the most qualified and capable candidates for a job. These tests can help companies make informed decisions about who to hire or promote, ensuring they have the necessary skills and capabilities to succeed in their role. Through these tests, individuals are judged on their eagerness to learn, how they will manage their job responsibilities, the labor they can put in, etc.

It is further differentiated into general and specific ability tests, where broader mental abilities like verbal, reasoning, computing, communication skills, reaction time, mathematical, and written comprehension skills are measured, respectively.

Achievement Tests

Achievement tests, also known as proficiency tests, are one of the most used assessment methods in hiring to measure the candidate’s knowledge, skills, and abilities in a particular subject or area. 

  • Knowledge tests – This is where a candidate is asked to respond to several questions that will determine precisely how aware they are about the job role. They may cover a wide range of topics, depending on the job requirements and the specific skills and knowledge needed to succeed in the role.
  • Performance tests – A candidate will be given a task to solve. For example, if an organization hires a computer mechanic, he will be asked to sort out a malfunctioned computer.

Biodata Inventories

These are standard questionnaires to determine individuals’ biographical information, including their education, work experience, skills, and more. Often, organizations need help executing this method as some candidates can put the wrong information regarding them in the questionnaire to improve their chances of getting hired. In that case, resumes and internal consistency checks can help the organization verify. Biodata inventories are often combined with other hiring assessment methods, such as interviews, aptitude tests, and personality tests, to comprehensively understand an individual’s strengths and limitations.

Personality Inventories

Personality inventories come among the unique employee assessment methods. This hiring assessment method involves measuring an individual’s personality traits or characteristics that will make them an excellent hire for the organization. Some common traits measured in personality inventories include self-confidence, motivation, and how fast they can get comfortable with the working environment. These psychological attributes greatly matter. A person with good knowledge and skill can deliver even better if the motivation or self-confidence is higher.

Education and experience requirements (including licensing and certification)

Education and experience requirements are among the most distinguished hiring assessment methods to evaluate a candidate’s potential for success in a particular job or role. When a company posts for a job opportunity, they mention that candidates with a specific degree are eligible to apply or individuals with certain areas of expertise or skills are suitable for the job. 

Suppose a company is looking for a news editor. In that case, it may advertise that people with a degree in media or relevant experience working as an editor in a newsroom will be considered.

Popular Candidate Self-Assessment Methods

In addition to the employee assessment methods discussed above, some self-assessment methods are also popular among employees, employers, and organizations. Self-assessment primarily helps self-evaluate, and it can determine whether a person wants to work in a particular company or the requirements of both sides match. Here are the following ways to avail –

Work-Related Values

Work-related values are values an individual believes are important on a personal level. It can include flexible hours, job security, autonomy, and a balance between private life and work. These things will help an individual understand whether he wants to work in that place, making the process one of the best assessment methods used while hiring.

Interests

The interests of candidates will help determine how well they will fit in a particular company. For example, a sports person might not fit well in an educational organization, or a computer engineer may be best suited to work in a software company. 

Personality Types

Employers look for specific personality types that suit best for their companies. These are primarily a person’s needs, attitudes, professionalism, etc. An individual’s personality can significantly determine if he can adapt to a particular type of work or the work environment.

Abilities

The ability factor is always considered when screening candidates by hiring assessment methods. A person’s abilities will justify whether they are fit for the job or not. Though people can also master various skills and abilities through practice and training, the ability test evaluates the candidate’s learnability.

Benefits of Self-Assessment Methods

Self-assessment methods used in the hiring process are unique and give effective results. Some of the benefits that these techniques can administer are –

  • It gets easier for employers to assess as they get a clearer picture of the employees.
  • Candidates exchange productive discussions with staff, who get involved in their evaluation.
  • It helps employees understand their strengths and weaknesses, and they can groom themselves accordingly.

As an AI-enabled platform designed solely to ensure recruiter ease and maximum talent engagement, Oorwin offers a bunch of talent assessment tools. Know more about the integrations here. Happy Exploring.

Frequently Asked Questions

What are the standard methods that are used when hiring new employees?

Some standard methods used while hiring new employees are – direct advertisement, promotion, transfers, boomerang employees, talent tool databases, etc.

Why is employee performance assessment important?

Performance assessment helps in evaluating the employees with accuracy. It assists employers in finding out quality candidates that can be best suitable for their organization. These evaluations are objective and based on real-time data, hence are highly trustable.

How to make an employee assessment?

To make an employee assessment, employers generally review the job description of the employees, highlight their areas of improvement, compare their strengths and weaknesses, and recommend actions to take accordingly.


An Essential Guide: High Volume Hiring for Your Organization

What Is High-volume Hiring

High-volume hiring refers to the process of bulk hiring in a set time period. Typically, employers conduct high-volume recruitment to support quick business growth or staff a new department. Besides, seasonal drives or graduate recruitment may also call for high-volume hiring. 

As per research, 73% of giant organizations choose this form of hiring, and often high-volume hiring calls for a different hiring strategy and approach than conventional small-scale recruitment. 

High-volume Hiring Challenges

High-volume hiring can be challenging because of the number of roles hiring managers need to fill. Some common challenges that most organizations encounter when conducting volume hiring include the following:

Sourcing

Usually, HR managers need help reaching out to qualified candidates searching for suitable job roles. For instance, when they declare a job opening on their official website, they need to retrieve the data of the candidates that use other channels for searching for jobs. 

To overcome this challenge, hiring managers must develop a multi-channel recruitment strategy. It will help them to connect with job seekers across platforms. The hiring managers can use sourcing channels like job boards, social media, referrals, job marketplaces, classified ads, etc. 

Time and Scheduling

When carrying out high-volume recruiting, HR managers may need help managing time and schedule efficiently. While the front-level HR team completes the screening process and interviews, operation managers typically interview the candidates and make the final selection. 

Scheduling time in a manner that fits well for the hiring members and candidates may take time to complete numerous interviews in a stipulated timeline. Hiring managers can combat this challenge by automating the entire scheduling, leveraging an integrated scheduling tool. 

A comprehensive automation system may help recruiters wrap up things quicker. Besides reducing the span to hire candidates, incorporating advanced technology into the hiring strategy may help reduce marketing expenses, achieve a better quality of candidates, and improve candidate communication.  

Diversity

A result-driven hiring strategy should always focus on diversity. The diversity horizon should be widespread – everything must be sorted from the hiring team and candidate pool to the sourcing channel. However, most employers need help achieving diversity within a stipulated timeline. To overcome this challenge, recruiters turn to different hiring platforms as they allow access to different demographics. 

Organization

Organizing is crucial when employers screen numerous candidates. However, in most cases, recruitment officials collect applications via email and store them in the drive. It may lead to a solid mess. Instead, employers should centralize applications and communication to keep things organized. Companies may also consider an applicant tracking system to keep hiring data streamlined and accessible. 

5 High Volume Hiring Strategies You Can Use in 2023

For effective bulk hiring, organizations can follow high-volume recruiting best practices. They may include the following. 

Automate Manual Processes and Tasks

Bulk hiring can be a tedious process where technology can act as a boon to ease it. Recent data claims that approximately 55% of HR professionals have turned to technology in 2022, and 49% believe that automation may help reduce biases. Automation allows recruiters to wrap up the job quickly and efficiently. Leveraging automation, employers can streamline different recruiting jobs, and besides high-volume recruitment, organizations can use it for regular hiring. 

Leverage Data and Analytics 

Employers can leverage hiring data and recruiting matrix when conducting high-volume hiring. Besides helping organizations optimize the hiring process, analytics and data allow them to figure out areas of improvement. When checking out recruiting analytics, recruiters should consider data points, including candidate diversity, sourcing effectiveness, conversion rate, etc. 

Talent Rediscovery and Returnship

Organizations can check out their old database and find candidates who have appeared for the interview before but couldn’t crack the job. This process is called talent rediscovery. Besides, recruiters can leverage returnship by reaching out to employees not associated with the organization anymore but are open to returning. 

Develop a Candidate-First Application Process

Often, candidates will avoid a job application form that takes way longer to complete. Developing a well-managed and candidate-centric application process guarantees a fine-tuned interview experience. Moreover, it allows organizations to seamlessly hire at a large scale without overlooking the interest of suitable applicants. 

Take Advantage of Networks

Organizations can use their networks to retain the right candidates. For example, organizations can request their Twitter or LinkedIn connections to share their job posting on their networks. Slack channels or other online communities can also be used but organizations have to keep in mind the branding aspect. 

How Can Automation Help With High-Volume Hiring

When organizations leverage automation for setting up high-volume recruitment strategies, they can efficiently reduce the hiring time. Besides, recruiters can wrap up the entire process with added efficiency and enhanced flexibility. Leveraging automation, recruiters can manage email communications, schedule interviews, evaluate scorecards, and collaborate reports seamlessly. 

With Oorwin’s efficient AI-enabled talent acquisition platform, organizations can source and hire talent smartly and rapidly. 

Frequently Asked Questions

What Do You Mean by Volume Hiring?

Volume hiring refers to hiring numerous candidates in a short span. Usually, companies conduct volume hiring to facilitate business growth, fulfill seasonal drives, graduate recruitments, etc. 

What Is Considered High Volume in Recruiting?

When an organization hires thousands of candidates quickly, it is considered high-volume in recruiting.


Video Screening Interviews- Everything HR Needs to Know

What is Video Screening Interview 

A video interview or a video screening interview is an interview arrangement conducted remotely using technology to communicate between the two parties. They are cost-effective both for the candidate and the company.

The interviews are designed to video screen candidates, which is far superior to simply looking at a CV since it lets the candidates’ personalities and communication skills shine. These are especially effective in assessing individuals for occupations in which excellent communication skills or the capacity to create rapport are essential.

How to Use Video Screening Interview for Hiring

Video screening interview can bridge geographic constraints, reduce costs, and fasten the interview process. Though video interviews are convenient, certain things must be kept in mind to make the process smooth. Let’s discuss some of them:

Plan the Process

It is crucial to plan the video interview to avoid any glitches on the execution day. Every virtual task is subject to uncertainties, but it could be reduced to an acceptable level when carried out with proper planning and strategy.

Specific profiles require you to submit additional work samples or complete an assignment. Often, several steps have to be completed before successfully conducting a video screening interview. All the details must be communicated to the candidates on time to show the interview process properly.

Testing Interviewing Equipment

A video interview relies on various factors like internet connection, software, and audio. Things can go wrong and derail the interview if any of the elements work differently than they are intended to. It is essential to check the speaker, webcam, and internet connection before the interview to ensure a smooth interview process.

The company must provide all the information before video screening the candidates before the interview to test out the software themselves. One can go the extra mile and conduct a few mock sessions with team members to ensure everyone knows how to set up a meeting, mute themselves and share the screen during an interview.

Craft Relevant Questions

Conducting a video interview also includes preparing relevant questions and a proper setup. These questions need to be designed to test if the candidate is fit for the applied designation, their character, and whether they can fulfill the company’s expectations. They should be linked with the candidate’s resume, asking about their experiences and expectations.

Notify Candidates as Early as Possible

A candidate is already nervous while appearing for a video screening interview. Nobody likes last-minute confusion about rules and regulations to be followed for an interview. It is vital to keep the candidates well updated in advance so they can get enough time to prepare for the video job interview. The candidate should be informed about all the essential rules and regulations to be followed on the video interview much before the interview to make them adequately prepared. It is advised to update the candidates at least three days before their scheduled date to make sure everything is clear.

Choose a Decent, Well-lit interviewing space.

The conversation is best executed when there is eye contact between the two parties. It helps engage more and gives an in-person feeling to a video interview. Interviewing in a room with proper lighting and no disturbance makes a huge difference. It not only leaves a professional impression but also ensures a better conversation.

Use Pre-recorded Video Interview

Pre-recorded interviews are typically used to rapidly and effectively screen a large number of job applications and serve as a pre-screening step before inviting prospects to an in-person interview. Candidates that accept an invitation to participate in a pre-recorded interview might expect the hiring manager to see their video immediately. Pre-recorded interviews have a number of advantages. Pre-recorded interviews are unplanned and can be conducted whenever it is most convenient for the candidate, in contrast to in-person or video job interviews.

As with all interview styles, individuals that take the time to conduct their research will ultimately benefit. The pre-recorded interview questions should be answered the same way as any other interview question. In addition to demonstrating their familiarity with the business and sector, they should tie their talents to the ideal job description. Candidates should plan ahead and take advantage of the chance to highlight their background, interests, and personality.

Set up the Feedback Process

When the entire process of the video job interview is executed correctly, the next step will be to provide feedback to the candidates. Giving feedback is as important as the interview itself.

Providing feedback conveys to the candidate that the company is concerned about them and values them. It increases their association with the organization they are about to join. Similarly, one should also provide input on how to work on their shortcomings and perform better in the future.

Conduct Video Interviews with Oorwin

As an organization, managing volume hiring and recruitment can be a tedious task. That is where Oorwin, an AI-enabled platform with 100+ integrations, comes into the picture. Oorwin has in-built video interview screening applications such as Jobma, Zoom, Otomeyt and others which ensures a smooth and efficient candidate screening journey.

Evaluate for yourself with our free demo, you can book here.

Frequently Asked Questions

What does video screening mean?

A video screening interview helps candidates to demonstrate their qualifications in a virtual setting, which allows interviewers to assess them. It is just a tiny portion of the overall pre-employment screening procedure.

What are the two types of virtual interviews?

The two types of virtual interviews are: live and pre-recorded. The live ones are the most preferred as they are the best alternative to the in-person interviews.

How can video interviews improve hiring?

The in-person interviews get hectic and unorganized sometimes due to the number of applicants. Video interviews eliminate this confusion as each shortlisted candidate is given a pre-decided time slot. It leads to better execution.