Gone are the days when employers could post a single job ad, and expect a flood of qualified applicants to come pouring in! The job market has become increasingly competitive, with job seekers having more options than ever before. As a result, employers are struggling to find the right people to support their business goals.
Traditional hiring methods, such as posting ads on multiple job boards or relying on resumes and cover letters, are no longer sufficient. To succeed in today's fast-paced and dynamic environment, employers need to adopt sustainable recruitment strategies that go beyond just filling open positions. This requires a shift in mindset from the conventional approach of hiring for skills and qualifications, to hiring for values and cultural fit.
By doing so, they can develop a steady pipeline of top talent who are not only skilled and knowledgeable, but are also highly engaged and committed to the company's success. In addition, this method can help to reduce turnover rates, which can be a significant cost to companies. When employees are engaged and satisfied with their work, they are more likely to stay with the company for the long term. This reduces the need for constant hiring and training, which can be time-consuming and expensive.
In addition, sustainable recruitment strategies can help to improve the employer brand. When companies focus on creating a positive candidate experience and building a culture that fosters employee engagement and satisfaction, they become known as an employer of choice. This can help to attract top talent, and improve the company's reputation in the industry.
In fact, the statistics on sustainable recruitment speak for themselves. According to a report by LinkedIn, 75% of talent acquisition leaders believe that employer branding has a significant impact on their ability to hire great talent. Furthermore, companies with strong employer brands see a 43% reduction in cost per hire and a 28% reduction in turnover rates. In another report, it was found that 69% of job seekers would not take a job with a company that had a bad reputation, even if they were unemployed.
It's evident how essential it is for your company to have a solid sustainable recruitment strategy in place, which is why we've come up with this comprehensive guidebook, so you can hire effectively especially in this challenging recruitment market! Download the comprehensive ebook now!
In today's digital age, software engineering has become an integral part of many industries and companies. For example, the U.S. Bureau of Labor Statistics has found that software developers are expected to see the third-largest increase in jobs of any occupation over the 2021-31 decade.
As a result, recruiters and HR managers are often tasked with finding and hiring skilled software engineers to fill critical roles within their companies. However, that field is complex and constantly evolving, with a wide range of technical terms and jargon that may be unfamiliar to those outside of the industry.
By familiarising themselves with software engineering concepts and terminology, recruiters and HR managers can more effectively navigate the ever-changing landscape of software engineering, properly identify and evaluate suitably skilled candidates who can drive success for the business.
When it comes to the Human Resources department, they can sometimes be misunderstood and mistaken for the enemy when in actuality, part of their day-to-day duties involve taking care of employees and their well-being! You see, one of the greatest assets of any company is the people, so by treating them fairly as well as providing them with opportunities to grow, they’ll then be able to help you achieve your ideas and hit your business goals! The company’s HR team plays a vital role in helping to achieve the above, in addition to developing a positive culture, improving employee engagement, and productivity, as well as championing the wellness and personal development of all employees (themselves included!).
With the above said, the HR department is also responsible for coming up with the company’s various policies and procedures that not only protect the employees, but are also crucial in keeping the company running efficiently. In simple terms, these are guidelines for various important functions, such as hiring, work processes, compensation, leave, training, promotion, work environments, and termination, to name just a few. These policies and procedures also outline how the company will treat its people and property. They’re developed by HR managers with the help of company management, so that in any situation, those who are responsible will thus know how to respond accordingly.
You may still wonder what exactly is the main point of having HR policies and procedures in place, and we’re here to tell you that it’s definitely NOT to make anyone’s life difficult! On the contrary, company owners and leaders would want their businesses to run as smoothly and efficiently as possible, while staying compliant with all relevant laws. How can this be done? Well, when you have solid and well-planned frameworks in place, you can then make consistent decisions, ensure your employees are treated equitably, as well as adhere to corporate governance and regulation of employees. These policies and procedures basically add structure and provide consistency in employment and workforce matters.
Although the exact details of each company’s HR policies and procedures may differ from others, they should all have the same goal in mind: To be based on the employment best practices and regulations. In other words, they need to keep both the company and people’s best interests in mind, should be transparent, and universally applied to all employees. Key elements of each one include purpose, procedures, and who needs to follow the guidelines, among other things.
Creating and implementing HR policies can reduce liability. Since they’re meant to ensure employee-related practices are consistent and fair across the organisation, well-written policies will offer leaders guidance based on compliance requirements. For instance, HR policies should help managers fairly interpret company guidelines and apply uniform treatment to all employees, regardless of age, gender, race or sexual orientation. If issues do occur, there will be policies in place to address the concerns.
By clearly listing policies, when problems do occur, you’re able to act promptly and save time by not repeatedly analysing ways to solve similar issues. Additionally, you may be legally required to communicate some of this information. And formalising a policy and then helping employees understand where to find things like the leave policy makes navigating requests like time off easier for the employer and employee.
Plainly listing policies encourages employee engagement and helps them better understand how to navigate key moments in their career growth, such as onboarding, promotions and offboarding. Specific policies may vary by industry. But whether you’re working in retail, manufacturing or the restaurant business, employee engagement and retention is vital, and HR policies help lay the groundwork for success.
This is why we’ve created this comprehensive guide of templates to some of the more common HR policies and procedures for you so that you would be well-prepared (for yourself and to assist others) in taking the necessary steps, no matter the situation!
It's not just the enthusiasts and advocates who've already started buzzing about how Web3 will transform the world of hiring; plenty of people who were once naysayers are now starting to see the value and benefits of this industry. In fact, thanks to the rapid acceptance of blockchain technology, terms like 'Web3', 'metaverse', and 'decentralised autonomous organiations' are starting to sound more familiar.
Not only is the demand for skilled and experienced talent in this space seeing a spike, the methods of recruiting are also radically different from that of traditional methods we're so used to seeing. Greg Isenberg, CEO, Late Checkout, had this to say about getting a job in Web3: "You apply for a job; it scans the blockchain, and rates your set of on-chain experiences and credentials; if above a certain rating, you’re hired within 60 seconds. No prejudice, no wasted time, no pain. Just a quick yes or no. This is a big deal."
With that in mind, companies and recruiters the world over are quickly learning how to adapt and find the best methods in order to source, attract, and onboard the top Web3 talent. According to Melbin Thomas, co-founder, Sahicoin, "There’s a massive migration of top talent from mega employers in Silicon Valley (Google, Amazon and Facebook) into the Web3 ecosystem due to lucrative pay packages and exciting opportunities." He went on to add that in the past year alone, crypto job postings went up by 400% globally!
With industry experts reporting that the majority of newly recruited talent learn on the job itself, it’s no surprise that Web3 companies are also actively hunting for talent who have core traditional skill sets. It has become even more evident how important it is to make a good hire for your company, which is why we've come up with this comprehensive guidebook, so you can source and onboard some of the best minds in the industry!
Being part of the Human Resources (HR) team, you would be faced with a myriad of day-to-day tasks like coming up with compensation and benefits packages, assessing the unique training needs of each and every employee, as well as measuring employee retention and turnover rates, to name just a few. If that weren't all, you would also be required to craft a number of professional emails and/or letters to address a variety of scenarios. Now, imagine if on top of all that, you were asked to come up with suitable job descriptions for a few new positions that have opened up at your company. Don't worry, because this comprehensive list has you covered for all the more popular tech and digital roles!
Software engineers are computer science professionals who, in the simplest terms, focus on code. Apart from having to build your own systems, a software engineer would also need to test, improve, and maintain software built by other engineers. By taking the first steps into software engineering, you can then progress as a front-end engineer, back-end engineer, full-stack engineer, software tester, mobile app developer, data engineer, security engineer, and many more! Here are job description templates for some of the more popular career paths:
1) Front-End Developer: Front-end developer template
2) Back-End Developer: Back-end developer template
3) Mobile Developer: Mobile developer template
4) Software Engineer (junior): Software engineer (junior) template
5) Software Engineer (senior): Software engineer (senior) template
6) Full Stack Developer: Full stack developer template
7) Software Tester: Software tester template
8) Application Developer: Application developer template
9) Tech Lead: Tech lead template
10) Engineering Manager: Engineering manager template
Just like how the aim of DevOps is for the continuous innovation and faster delivery of software from development through operations, Cloud Operations also call for continuous operations and improvement – but in cloud environments. These branches are so important for companies that not only want to achieve digital transformation, but are also keeping up with the increase in cloud tech, as well as the shift towards streamlined deployments and greater automation. Check out these job description templates for some of the more popular career paths:
11) DevOps Engineer: DevOps engineer template
12) DevOps Architect: DevOps architect template
13) DevOps Manager: DevOps manager template
14) Cloud Engineer: Cloud engineer template
15) Cloud Consultant: Cloud consultant template
16) Cloud Architect: Cloud architect template
As new cyber threats and technological shifts emerge, there's a more urgent need for companies to defend its infrastructure and boost capability development, such as technical capabilities to detect and analyse malicious cyber activities. As a result, the demand for cybersecurity professionals has become higher than ever. At its core, cybersecurity is all about securing and protecting sensitive data, in addition to protecting critical systems and sensitive information from digital attacks. These job description templates for some of the more popular career paths are what you need:
17) Cybersecurity Analyst: Cybersecurity analyst template
18) Cybersecurity Consultant: Cybersecurity consultant template
19) Penetration & Vulnerability Tester: Penetration & vulnerability tester template
20) Cybersecurity Engineer: Cybersecurity engineer template
21) Cybersecurity Architect: Cybersecurity architect template
22) Chief Information Security Officer (CISO): Chief Information Security Officer template
23) Network Engineer: Network engineer template
24) Network Architect: Network architect template
Talent in product management is one of the most prized (similar to the software engineering expertise), because of their expertise in strategically directing every stage of the product lifecycle. According to Atlassian’s definition, a product manager is the person who identifies the customer’s needs and the larger business objectives that a product or feature will fulfil, articulates what success looks like for a product, and then rallies a team to turn that vision into a reality. We've got just the job description templates for some of the more popular career paths:
25) Product Manager: Product manager template
26) Principal Product Manager: Principal product manager template
27) UI/UX Designer: UI/UX designer template
28) Principal Designer: Principal designer template
29) Scrum Master: Scrum master template
With the spike in demand for data science professionals (such as data analysts) brought about by the rapidly growing number of organisations and businesses that recognise the importance of data science, this field is seeing a surge in interest from talent. It's all about using and preparing data for analysis, but no longer merely about ‘analytics and statistics’; it now encompasses decisions, predictions, and actions – companies are actively relying on data to make business decisions. Refer to these job description templates for some of the more popular career paths:
30) Data Analyst: Data analyst template
31) Data Engineer: Data engineer template
32) Data Scientist: Data scientist template
33) Principal Data Scientist: Principal data scientist template
34) Business Intelligence Analyst: Business intelligence analyst template
35) Machine Learning Engineer: Machine learning engineer template
36) AI Developer: AI developer template
37) AI Architect: AI architect template
Marketing can be viewed as the 'art' of building bridges and connecting the gaps between customers, content, data, and technology to deliver better customer experiences. This field is probably one of the most diverse areas with a myriad of career opportunities, from digital marketing and PR/communications, to social media marketing and lifecycle marketing. The choices are many, and you'd need to craft the right descriptions for the job ads. You'll need these job description templates for some of the more popular career paths:
38) Content Writer: Content writer template
39) Content Marketing: Content marketing template
40) Growth Marketing: Growth marketing template
41) PR/Communications: PR/communications template
42) Event Marketing: Event marketing template
43) Digital Marketing: Digital marketing template
44) Product Marketing: Product marketing template
45) Social Media Marketing: Social media marketing template
46) Graphic Designer: Graphic designer template
47) Lifecycle Marketing: Lifecycle marketing template
48) Trade/Consumer Marketing: Trade/consumer marketing template
49) Marketing Analyst: Marketing analyst template
50) Webmaster: Webmaster template
51) Marketing Manager: Marketing manager template
52) Head of Marketing/Marketing Director: Head of marketing/Marketing director template
This field can be roughly broken down into Sales vs. Business Development – the former is a target-driven, revenue-generating function usually divided into hunting for new clients or farming existing accounts; the latter is on the ideas, initiatives, and activities that help make a business better that creates long-term value. A company would require both to go hand-in-hand in order to ensure continued growth and success for the business. Here are some job description templates for some of the more popular career paths:
53) Sales/Business Development: Sales/business development template
54) Head of Sales/Business Development: Head of sales/business development template
55) Managing Director: Managing director sales/business development template
Where once these fields were very niche, Web3, blockchain, and crypto have now all captured the world's attention when they set the stage for innovative business models and value relocations.
56) Chief Commercial Officer/Head of BD: Chief commercial officer/head of BD template
57) Business Development: Business development template
58) Account Management: Account management template
59) Partnerships: Partnerships template
60) Customer Success: Customer success template
61) Institutional Sales: Institutional sales template
62) Chief Marketing Officer/Head of Marketing: Chief marketing officer/head of marketing template
63) Product Marketing: Product marketing template
64) Public Relations/Communications: Public relations/communications template
65) Affiliate Marketing: Affiliate marketing template
66) Social Media: Social media template
67) Customer Relationship Management (CRM): Customer relationship management template
68) Growth/Acquisition: Growth/acquisition template
69) Branding: Branding template
70) Marketing Analytics: Marketing analytics template
71) Performance Marketing: Performance marketing template
72) Chief Product Officer/Head of Product: Chief product officer/head of product template
73) Product Management: Product management template
74) Product Designer: Product designer template
75) Chief Technology Officer/Head of Technology: Chief technology officer/head of technology template
76) Engineering Manager/Team Lead: Engineering manager/team lead template
77) Software Engineer: Software engineer template
78) Blockchain Engineer: Blockchain engineer template
79) Chief Financial Officer/Head of Finance: Chief financial officer/head of finance template
80) Head of Finance: Head of finance template
81) Financial Controller: Financial controller template
82) Fund Finance: Fund finance template
83) Head of Corporate Strategy & Investments: Head of corporate strategy & investments template
84) Corporate Development: Corporate development template
85) Chief Legal Officer/Head of Legal, Risk & Compliance: Chief legal officer/head of legal, risk & compliance template
86) Legal Counsel: Legal counsel template
87) Contract Manager: Contract manager template
88) Onboarding Specialist: Onboarding specialist template
89) Compliance Manager: Compliance manager template
90) Chief Data Officer/Head of Data: Chief data officer/head of data template
91) Business Intelligence/Data Analyst: Business intelligence/data analyst template
It’s on the Human Resources (HR) team to come up with well-written and non-ambiguous letters/emails that are used for clearly communicating a myriad of happenings and notices to staff/company-wide. Since the HR team needs to be all-hands-on-deck to effectively manage the various situations that require an email and/or letter, it can be quite overwhelming to have to come up with the body of content for so many different types of scenarios. That's why we've decided to put together 38 of the more common scenarios plus templates that would require the HR team to send out an email or letter below, so that it's easier for referencing!
1) Internship offer
When your company is ready to formally extend an offer to an internship candidate, this letter will work as a formal agreement between you and the intern. An internship offer letter should contain details about the internship, such as the position and the terms of the agreement (stipend, working hours, duration of the internship, etc).
Check out our template: Internship Offer
2) Internship completion letter
After the completion of an internship, the HR manager or the company’s leader will be providing the candidate with a certificate for the work they did during the internship. This serves as proof that they have successfully completed the internship, and now have the basic corporate know-how to work or take on a job.
We’ve got just the template: Internship completion letter
3) Formal job offer letter or email
This template is suitable for use when your company would like to offer a job to a selected candidate. It’s a confirmation of the terms and conditions of hire (salary, job position, working hours, compensation, etc) that were usually already agreed upon with the candidate in the interview during negotiations.
Here’s a sample template: Formal job offer letter or email
4) Informal job offer letter or email
If you’re looking for something a little different and want to welcome your new employee in a more warm and personal manner, you can use the sample below. It allows you to be more brief yet straightforward when reaching out to the candidate to confirm the job role plus terms and conditions of hire.
This is the template you need: Informal job offer letter or email
5) Employee termination/dismissal letter
If you need to let an employee know that they’ve been fired in the most professional and tactful manner, sending a job termination letter stating the reasons and circumstances of letting them go will help reduce the risk of lawsuits, plus provide all the necessary information for a smooth ending of the working relationship.
You’ll need this template: Employee termination/dismissal letter
6) Annual bonus letter
Bonuses are usually given out annually and to announce this exciting news in a private and confidential manner (as each individual would be receiving a different amount based on performance), this letter basically talks about the bonus the employee has worked hard to receive, how much it is, and by when they’ll receive it.
Refer to this template here: Annual bonus letter
7) Appraisal letter
This is sent to employees after a performance appraisal exercise. It usually has an attachment which is the appraisal report, and is aimed at showing the receiver how valuable they are to your company, and their hard work is always appreciated. If done correctly, it can be a great motivator for employees.
Check out our template: Appraisal letter
8) Demotion letter/reduction in rank letter
There’s never an easy way to deliver bad news, but with a professionally written letter that clearly and properly explains the matter, it may help to ease the tension. This letter contains the new role of the employee, why the demotion is taking place, who their new manager or supervisor will be, and when will the demotion take effect.
We’ve got just the template: Demotion letter/reduction in rank letter
9) Probation extension letter
Sometimes, some things just need more time to work well. With that said, this type should be used to inform the new hires who are on probation that it has been extended. Within the letter, it should contain the reason for the extension of the probation period, and set goals for the employee to improve, grow and work better.
Here’s a sample template: Probation extension letter
10) Resignation acceptance (relieving letter)
One of the first steps in a good resignation policy is to acknowledge that you accept an employee’s request to resign. Having an established policy in place to communicate with employees who are leaving the company will help you to handle an employee’s departure in a positive and respectful manner.
This is the template you need: Resignation acceptance (relieving letter)
11) Salary increment letter
Employees who consistently perform well and deserve to be recognised for it would find increments like this very rewarding and motivating. This letter is essentially an official notification telling the employee how much their salary has gone up and by when this new pay will come into effect.
You’ll need this template: Salary increment letter
12) Suspension letter
The tone should be formal and firm, as this letter will be very clearly stating the reason why the employee is being suspended in the first place, as well as their right to oppose the suspension if they think it’s unfair. You should also mention things like when the suspension will come into effect, and the duration of the suspension.
Refer to this template here: Suspension letter
13) Transfer email/letter
Sending this to an employee can either mean shifting departments within the company at the same location, or shifting locations within the same company. The email/letter should contain the necessary information such as effective date of transfer, location of transfer, and reporting manager’s name.
Check out our template: Transfer email/letter
14) Warning letter
This will contain details about the employee’s misconduct/failure to perform, and the corrective measures that will occur if the behaviour is not fixed. After the warning, either the employee corrects their behaviour, or they don’t (in which case you might just end up using the suspension or termination letter template!).
We’ve got just the template: Warning letter
15) Rejection letter/email to pre-interview applicants
For reaching out to job applicants who did not qualify for an interview for your open position, we have this template for you. When you write and send a rejection letter that’s clear and professional, this ensures a great employer branding, and is crucial to improving the candidate’s overall experience with your company.
Here’s a sample template: Rejection letter/email to pre-interview applicants
16) Rejection letter/email to first round interview candidates
It’s very important that you take the time to briefly but clearly explain the reason(s) why the candidate wasn’t able to advance to the next round of your hiring process. This isn’t only a kind gesture, but the proper and professional way to address your candidates, as they would appreciate receiving an official notification so they can continue the job search.
This is the template you need: Rejection letter/email to first round interview candidates
17) Rejection letter/email to final round interview candidates
Having a shortlist of potential candidates means that you’ll still have to reject quite a number of people for the specific job role. It’s important to keep in mind that these same candidates may be a good fit for some other current or future job opening down the road, so it’s best to send them a polite response post-interview, and remain in their good books!
You’ll need this template: Rejection letter/email to final round interview candidates
18) Formal thank you letter/email to employees
Make saying “thank you” to employees or even other superiors a norm in your company, by sending formal thank you letters/emails as part of your daily routine. It doesn’t hurt to show gratitude and appreciation for the hard work they put in, and can even be a good motivator. In fact, you could be setting a good example for other leaders to follow!
Refer to this template here: Formal thank you letter/email to employees
19) Informal thank you letter/email to employees
You don’t have to wait for that “right moment” to say thank you for help received from a colleague, or guidance from a senior; just some common courtesy and the desire to make a good impression. So, if you want something simple and quick to send, this template will help you express your gratitude in style.
Check out our template: Informal thank you letter/email to employees
20) Formal recognition letter/email to employees
Don’t forget to send an appreciation letter to employees to thank them for successfully completing an assignment/activity/specific project/etc. It’ll not only make them feel good about themselves and motivate them for future work, it’s a crucial part of your employee recognition program.
We’ve got just the template: Formal recognition letter/email to employees
21) Informal recognition letter/email to employees
Having a good employee recognition program can really bring your organisational culture to the next level and significantly reduce your turnover rate. This is why it’s important to make it a routine for you to send recognition letters/emails! This informal template allows you to connect with your employees on a more personal level.
Here’s a sample template: Informal recognition letter/email to employees
22) Preboarding email template
This is a great way of showing you care about new hires, and that you're excited about having them on board. Writing and sending an upbeat welcome letter/email to a new employee is an important step in creating an effective onboarding process, plus helping them to be integrated smoothly.
This is the template you need: Preboarding email template
23) Welcome letter or email to new employee
Your goal is to make your new employee feel at ease, and to come prepared on their first day. Make sure you include practical details, like where they can find the bathroom and nearest eateries! You can also attach employment paperwork, benefits plan and/or company policies to give them a heads-up.
You’ll need this template: Welcome letter or email to new employee
24) Onboarding email template
Many employees believe that companies should have an excellent onboarding job. The following template will ensure that your new hire has everything important settled, such as their bank account details and that they've settled in properly with their new equipment.
Refer to this template here: Onboarding email template
25) Employee onboarding feedback email
Regular feedback can improve employee retention. By asking the new hire(s) for feedback, you’re helping yourself. Ask the employee to list anything they felt was missing from their first day. We recommend sending the feedback email at the end of the employee’s first week.
Check out our template: Employee onboarding feedback email
26) New employee announcement email
Sending an email like this to the entire company ensures that everyone is aware of the new addition to the team/department, and will be able to help make them feel welcome. It'll also act as a sort of opening where other colleagues will be able to approach them with some nuggets of information.
We’ve got just the template: New employee announcement email
27) Event reminder email
By sending event reminder emails, it'll help your employees to keep your event in mind, and be able to make the necessary arrangements to attend. You can also ask for feedback in the email in case some of them have other suggestions or want to voice their concerns (about location/budget/food/etc).
Here’s a sample template: Event reminder email
28) Internal promotion announcement email
Employee promotions are important moments that show how much you value their dedication, skills, and leadership potential. There are a variety of different ways to announce the promotion of an employee; smaller companies may announce during meetings when all employees are present, whereas larger companies tend to use email.
This is the template you need: Internal promotion announcement email
29) Refer a friend for a job email/employee referral
Some companies allow their employees to refer friends/suitable candidates for available job openings. Internal communication with employees is one of the best ways to let them know what kind of job openings are there in the company, as well as what skills and knowledge are required for those jobs.
You’ll need this template: Refer a friend for a job email/employee referral
30) Requesting employee feedback
Getting meaningful and honest feedback isn’t always easy. Employees may feel uncomfortable revealing their true thoughts, so you'd need to be careful in how you word your email, in order to encourage them in a way that increases the likelihood that they respond with helpful, actionable feedback.
Refer to this template here: Requesting employee feedback
31) Email tips for employees to ace performance review
It's no secret that employees will be nervous about an upcoming performance review process, so it's up to you to do your best in allaying their nervousness, or provide tips for them to do well. Sending an email like this will show that you care about them, and that you want them to do well.
Check out our template: Email tips for employees to ace performance review
32) Email reminder for employees (performance review)
It's only human to forget about certain things, especially if someone has a lot to deal with on their plate. This is why it's important for HR to send a reminder email nearer to the final date of the performance review, so that it jogs the memory of those who have yet to complete theirs – in a gentle yet professional way!
We’ve got just the template: Email reminder for employees (performance review)
33) Invitation to join career training
This is to announce a group training or orientation to the employees, so that they can have all the relevant information in one place for easier reference. It provides details on the training's purpose as well as information about the date, time, and location.
Here’s a sample template: Invitation to join career training
34) Request rejected/denial email
Many management responsibilities require decision-making, which may result in delivering rejections via denial emails/letters. There are many reasons you may need to write one, so understanding the details behind a denial email/letter and the circumstances which may lead to one, can help with your day-to-day management duties.
This is the template you need: Request approval/denial email
35) NDA (non-disclosure agreement)/confidentiality clause
Almost all businesses nowadays have sensitive information that needs to be protected, which is why getting your employees to sign an employee confidentiality agreement may be the best way to preserve privacy and ensure the integrity of your business’s data.
You’ll need this template: NDA (non-disclosure agreement)/confidentiality clause
It can be said that by creating several email and/or letter templates will be able to help you speed up your HR’s recruitment and onboarding processes. Having these on-hand means that with just a few clicks, you'll be able to get them up and ready to hit "Send" in no time, saving yourself the hassle of having to think of what to write!
The demand for skilled software engineers in every industry and sector is currently experiencing a rapid rise, as they’re required to power the world’s softwares and most promising innovations. Many companies are turning to the global market in order to fill urgent roles, which is now made easier thanks to the easy access to remote hiring that play a crucial part in successfully sourcing and onboarding some of the best individuals possible. Now, are you thinking of doing the same, but are unsure how to start?
With our comprehensive guide, we're not only going to walk you through the basics of who a software engineer is, we're also going to be equipping you with valuable knowledge on their core job responsibilities, key terminology/jargons, crowd-favourite programming languages, as well as experience and education, among others. We'll even provide you with sample job descriptions, approximate salary ranges, and popular platforms to source some of the top talent (you can thank us later). You'll be able to better understand and familiarise yourself with all things software engineer-related, to the point where you can expertly and effortlessly screen through candidates to select the right fit!
Pro tip: Another method you can consider would be to develop and improve your company's DEI (diversity, equity, and inclusion) programme. By focusing on a more diverse talent pool, your company would find that it's better equipped to manage the severe software engineer shortage.
Have you been thinking about adding more skilled employees to your company, but lack the necessary resources in order to source and onboard the people you need? Enter the recent trend of hiring remote talent! There are distinct advantages to incorporating this type of arrangement (for both you and the employees), as remote work is in high demand among job seekers after the pandemic, particularly with top-tier talent. But, if you aren't quite familiar with what this entails and how you can go about the remote recruitment process, this comprehensive guide is just what you need!
You'd first need to understand why is it that so many workers prefer to work remotely; top reasons include flexibility, reduced expenses, and a better chance of a work-life balance. In fact, it has not only become the new normal, it has been embraced so wholeheartedly that many workers are willing to resign from their jobs if they weren't allowed to keep their work-from-home (WFH) privileges. So, by offering WFH as part of your company's perks, you're already one step ahead of the competition.
Knowing the right sites and/or technology-assisted methods that you can use to source for these remote talent (apart from LinkedIn), would allow you to become more efficient and reduce the costs typically involved with traditional recruitment methods. In addition, we'll be sharing with you some of the necessary tools that would enable a smoother, hassle-free, and efficient workflow for all your remote talent. Finally, if you're still on the fence about hiring remote workers for your team, our guide will present you with the major benefits of doing so. What are you waiting for, let's get you started on the right path towards hiring only the best!
You may have some available roles at your company, and want to ensure that you hire only the right fit. However, candidate selection can be a lengthy and costly process, especially if you aren't sure what to do and what to look out for. That's why, an efficient candidate screening and selection process will not only help you keep your hiring costs low and predictable, it'll also save you and your HR from wasting valuable time! But what is this all about?
First off, the screening process is a series of precise steps that recruiters/hiring managers use to filter out applicants. Matching the right skills to the open roles is key, and an effective selection can result in hiring the right kind of people who'll be able to help the company in boosting morale, add to the corporate culture, and keep turnover low. It's important to note here that there's no one-size-fits-all method, and it's normal for every company to approach this process in its own way.
Having a solid selection process is where the company will have the chance to earn a sterling reputation as a fair and just employer. By incorporating a transparent and no-nonsense professional selection process, this may make job seekers come to you first, over other businesses in the same industry. Without further ado, we present to you our comprehensive guide to both the screening and selection process, so that you'll have the basics at your fingertips, and will be able to build your own methods to hiring top talent!
Just about anyone can put on a power suit, sit in a corner office, and give orders or delegate tasks to their subordinates. To be an effective leader though, there’s so much more that’s required, especially when you’re tasked to lead and inspire many people to take action. One of the reliable ways to determine if someone is ‘good’ at leadership or otherwise is to look at their people: Are they thriving, becoming better leaders themselves, inspired and motivated, so on and so forth?
You see, while it can be difficult to accurately pinpoint the similar traits and characteristics that define the greatness of a leader, it’s safe to say that a true one is only as good as his/her willingness to develop daily. Every success and failure is an invaluable lesson that can be turned into an opportunity to lead by example. He/she who’s able to follow through on their word and drive their people forward with purpose shows a strength of character, and a confidence in “getting their hands dirty”.
That’s why we’ve decided to create this handy guidebook to help all aspiring leaders reach their full potential, which is an essential life-long skill to attract and retain the top talent! Download your copy for FREE here, and get started on your journey towards hiring the right people with similar attributes – the willingness to evolve daily, determined, focused, honest, and have the courage to speak of their opinions: