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Exit Interviews and Why you Should Conduct Them

Exit Interviews and Why you Should Conduct Them

by | Apr 30, 2018 | Management, World of Work

If this is the first time you are coming across this term, “Exit Interviews”, a good place to begin the post would be by explaining what it is. Simply put, an exit interview is an interview you conduct with a team member who is leaving the company. To clarify, an exit interview is conducted with an employee who is resigning, and not one who is asked to leave for reasons already known. While recruiting someone, the conversation with the potential candidate usually involves discussing why the said person is interested in the job. Similarly, for an exit interview, the conversation is about why the team member wants to leave.

And why should you conduct these? Here’s why.

  1. You will get a good gauge of any problems within the company

    The prime reason for conducting exit interviews is to try and understand how you can create a better environment, and work culture. The only way you can take proactive steps towards this is when you know what the internal problems are. It is usually harder to get an honest perspective of what’s not working on the inside, from employees. However, a frank discussion with someone who is leaving, might give you valuable insights into what you may have to engage with in order to bring about positive changes to the work space. A starter question for the conversation could be something along the lines of, “what do you think the company can change to be better?”

  2. You will understand why people are leaving

    High retention and low attrition is one of the goals every company aspires to achieve. Conducting exit interviews with individuals who choose to leave the company will help you understand if there are any issues within your company that need your attention. The reasons for an individual leaving a company are varied, and at times it may have nothing to do with the company. For example, the individual in question may have been offered a better salary elsewhere, or may be leaving for personal reasons, or other reasons entirely beyond your control. It is nonetheless good to understand the reason, just so you don’t miss out on knowing whether there is a problem you can fix.

  3. You create a culture of dialogue

    Exit interviews cost almost next to nothing, unless you mind paying with your time. This is an extremely cost effective technique which also adds value to your HR process. Having a process like an exit interview is a great practice which speaks about your concern, as well as enthusiasm when it comes to the work environment in your company. More than anything else, it shows your willingness to invest in communication and dialogue. This goes a long way in creating a sustainable work environment, which nurture’s its employees. One where they know that how they feel and what they say makes a difference, it matters.

Besides all these reasons, an exit interview is also a great way to simplify the way forward for both yourself, and the individual who’s leaving. Any last minute paper work/ surprises can be avoided with this step. Overall, it provides an opportunity to end the professional relationship on good terms.

Eliminating HR and Recruitment Bias with AI

Eliminating HR and Recruitment Bias with AI

by | Apr 25, 2018 | Artificial Intelligence, World of Work

Some of the biggest challenges in the field of recruitment stem from HR (Human Resources) bias, which impact the crucial aspects of diversity, inclusiveness and equality in the world of work. These issues can be hard to resolve since a lot of times certain prejudices or biases are so deep-seated and normalized, that one doesn’t even realize they are being biased. With a judicious use of AI in recruitment and HR, we can hope to create and sustain a more equal and diverse work space. And here is how.

  1. Using AI to root out bias during recruitment

    This by far is one of the best uses of AI. While AI learns the patterns of recruitment by analyzing the past history, it is possible to mould the algorithms in a way so that while playing the necessary filters of finding probable candidates, it doesn’t stick to the past biases in recruitment. In this case, the result is having a much greater chance at a diverse work force, and at a fair recruitment process which keeps in mind only the necessary qualifications which defines the successful candidate. Thus, keeping at bay any and all biases related to gender, caste, class, religion, et al.

  2. Using AI to identify gender biased job descriptions

    Here is something Amanda Bell, Director of Recruiting at Lever, has to say about Gender biased job descriptions:

    “Luckily, this can be pretty easy. Review your job descriptions with the lens of “Who is the audience here?” If your answer is “any qualified candidate, regardless of gender,” you’ve done a good job! It’s not just about the presence of gender-specific pronouns – it’s also about using language that is inclusive of all genders. Stay away from phrases like “kick ass,” “ninja,” and, believe it or not, “brah.” You can also ask a few employees of various genders to read the descriptions and solicit feedback.”

    In fact, this problem is deeper and more pervasive than we think. Even seemingly harmless words have an impact on how gender inclusive the descriptions are. With the help of AI, we can move a step closer to creating gender inclusive job descriptions. This is often the very first step of recruitment. And getting the beginning right, helps ensure the standards of fairness all through the process.

  3. Using AI to see the “invisible bias”

    While bias in recruitment, and the way job descriptions are crafted can be identified to a certain extent, there are multiple other forms of biases which aren’t visible. These are often the more insidious ones. And are also often the mound of biases leading up to the formation of the glass ceiling.

    Turns out, it is very much possible to sniff these biases out with the help of AI. For example, Joonko, a new application powered by AI, acts as a diversity coach. Based on experiential learning of CEO and Co-founder of the product, Ilit Raz, she designed it after becoming aware of the several forms of unconscious biases she as a woman faced in her everyday work life. In contrast to the available AI tools which mostly look at recruitment biases, this tool aims at illuminating unconscious bias in workplace situations where very few people even think or feel it exists.  “We try to catch these ‘micro-events and point them out to managers and workers immediately.”, says the co-founder on what the product aims at.

    This is a beautiful way of blending technology and human understanding to create a truly inclusive and fair workplace.

  4. Using AI to eliminate biases from Performance Management Systems

    It is no secret that performance assessments are often shrouded by conscious and unconscious biases of the individual entrusted with the task. An unfair assessment of an individual’s contribution to the organization definitely impacts the overall work space environment, making it a less happy place for people to thrive and work in. A way of dealing with these biases is by using AI in performance management systems. It can take care of two main things that are often said to influence a manager’s decision making with respect to performance assessment:

    – Regency Effect: i.e., when a manager bases the performance of an individual on a recent event, rather than looking at his/her performance over a period of time, cumulatively.
    – Contrast Effect: i.e., when a manager compares or contrasts an individual’s performance against someone else’s, instead of comparing it to the pre-set standards for the given task role.

While the role of humans in the world of work can never be completely over taken by AI, there are things that AI can help humans do better. With the right balance, and insights, AI powered technology can help us move towards fairer, equal, diverse and happy work spaces.

Friday Five: Reasons Why AI Can Never Replace Recruiters

Friday Five: Reasons Why AI Can Never Replace Recruiters

by | Apr 13, 2018 | Recruitment

So is the next big thing in recruitment, AI, or Artificial Intelligence? That question surely deserves an answer in the affirmative. AI and Big Data are beginning to have a pervasive impact not just in the recruitment sector, but across sectors – from helping consumers shop better online, to using algorithms for pairing individuals with the most suitable partners through myriad dating platforms. Be it the professional realm, or the personal, AI seems to be making an impact in both. Why then do we claim that AI Can Never Replace Recruiters? Here are our reasons.

  1. AI cannot relate, empathize or help candidates with subjective opinions

    Just saying the above sentence is enough to substantiate the reason, but it is a case worthy of being made. While AI can conjure clever algorithms and claim to recruit the “perfect” candidate, it lacks empathy. It cannot build a relationship based on trust and guidance to provide the candidate and the potential employer through a meaningful, and indeed, humanized process.

  2. AI does not have communication skills, a prerequisite in the field of Recruitment

    Or put another way, AI does not have the necessary communication skills to be able to really sell a job. All it can do is provide the user with answers based on algorithms, which are a hundred percent objective. The recruitment experience with AI will lack in sensitivity, and more importantly insights that experienced recruiters have. These insights coupled with excellent communication skills help recruiters help the candidates. At times, candidates may believe that a certain organization is not a good match for them – in which case AI will end the process right there. However, that experience would differ with a recruiter in case he/she is aware that the organization in fact is a good fit for the candidate. In that scenario, the recruiter will then go on to initiate a dialogue with the candidate to give him his perspective, and insights. This depth in connection ensures that the candidate is equipped to make a thoroughly informed choice.

  3. AI cannot understand a client’s needs like a Recruiter can

    Without the communication skills of a recruiter, AI can never engage with clients the way recruiters do. Recruiters get down to the basics of understanding the culture, background and environment of an organization, and match candidates not just based on skills but also based on values and principles. AI can simplify an elaborate search process in a span of minutes, however, with a lack of engagement with clients, it can never quite attain that “perfect” fit for the client.

  4. AI is not as motivated as Recruiters are

    It would be a little more than slightly incorrect to say that AI loves what it does. But not for actual recruiters (for most of them at least). And people who love what they do are exceptionally good at what they do. This isn’t just a “quote” from hundreds of successful people all around the world, it is a fact. Being motivated helps recruiters go that extra mile, be flexible, and make that extra effort to help anchor a holistic recruitment process. But can we say the same for AI?

  5.  AI is not Human

    While this is like saying a potato is not an apple, it is at times necessary to stress on the obvious to make a point. This last reason perhaps sums up the four other reasons on why AI can never replace recruiters. AI helps enormously with data and predictions, but at the same time, it is important to understand that the recruitment sector is composed of human beings, and for human beings. How then can machines and AI replace the crucial role of recruiters?

The process of recruitment extends far beyond a “matching” process. It is an enduring process built on the basis of mutual trust, respect and experience. By hoping or attempting to delegate such a delicately nuanced process to AI, there is no doubt that we will lose out on some of the best that the talent pool has to offer recruiters. For recruiters, unlike AI, recruitment is not a black and white process, and not a process of simply ticking off the required skills. It is a deeply humane process, as it should be.

What are your thoughts on this topic? Do you imagine the job industry would be more efficient with AI instead of human recruiters? Let us know your thoughts!https://www.sincera.in/contact-us/

Social Media and Screen Addiction: The Death of Productivity (Part 1)

Social Media and Screen Addiction: The Death of Productivity (Part 1)

by | Mar 26, 2018 | Mindfulness and Health, World of Work

When Twenty Four Hours isn’t Enough

Never enough time to do everything you plan to do in a day? Have you ever wondered that your phone and social media usage might have something to do with this problem? The pull of screens and social media has never been more over powering. Our phones might as well be an extension of our being. While screens, and the information that they give us access to can be enabling, they pose a big threat to our productivity when used indiscriminately. It is difficult to tackle a bad habit, in this case screen addiction, unless we understand what it is, how it impacts us and what we can do to deal with it. We delve into this problem in-depth with our two-part series of exploring the problem of Social Media and Screen Addiction, how it impacts productivity adversely and how we can deal with this very real problem.

The Magnitude of the Problem

Screens are very addictive – and though we needn’t really a cite a research to prove this point, for the sake of being factual: a recent research shows us that an average Indian spends about 2.5 hours on various apps every day. This doesn’t come as a surprise because no matter where we are, our phones are within our reach all the time. The very first step towards eliminating, or even reducing social media and screen addiction is to be aware of how dependent we are on it, by checking how long we spend on a screen.

Fortunately, technology enables us to do that through apps. Apps like AntiSocial track your daily activity on your phone, and collate data about your daily, weekly and monthly usage. You can also set a time limit for the apps you use on the phone, and AntiSocial will block those apps from being used after you have exhausted your time limit allotted for them. Of course, you can unblock the apps for usage. However, you do it with the knowledge that you are spending more time than you intended to, on being unproductive.

Understanding Propinquity

There is a concept in psychology known as ‘propinquity’. What it means is, things that are closest to you in physical space have the biggest effect on your psychological experience of the world. Understanding this concept with relation to our phones makes sense. Our phones have become natural crutches that we turn to, even when we don’t really need it for something functional. With our dependency on phones, we see a remarkable rise in our resistance to any ‘empty’ moment. Or, our resistance to boredom.

It is important to realize and acknowledge this, because boredom is how we get our fuel for creativity. It is when we get bored, stay with the discomfort of boredom and turn inward to address how we are feeling that we are truly mindful and aware of what is going on. But turning away from boredom by using our phones as a medium aborts that extremely important process.

With easy, continuous access to our phones, we have almost completely eliminated this opportunity. There are fewer moments of mindfulness and awareness with us being able to reach out to our phones even without moving.

Its Impact on our Productivity

  1. More reasons to procrastinate

    The worst enemy of productivity is procrastination. And our capacity to procrastinate is directly proportional to how many things there are to distract us from staying focused on the task at hand. With our phones, the distractions that we can delve into to procrastinate ‘just a little more’, are infinite. Delaying work becomes much easier when we have ready distractions to turn to.

  2. A loss of mindfulness

    As a result of screen addiction we miss out being present. We miss out on being in the now. This lack of mindfulness hampers our productivity because we do the tasks we are assigned with just half a mind, and half a heart.

  3. Never enough time

    And going back to what we said at the beginning of this post – as a result of all the mindless hours we spend on our phones, we realize that the time has passed rather quickly and we haven’t gotten enough work done! This in turn plays a big role in influencing our self-esteem and self-worth.

The Good News

But the good news is, one can turn back and stop gadgets from controlling your life. You can reclaim all your time, and boost your productivity even if you have so far been a victim of screen addiction. Stay clued in for our next blog post in which we will tell you why it is so hard to break away from your screen, and how mindfulness can come to your rescue!

P.S. This series is inspired by the Calm Masterclass on Social Media and Screen Addiction by Dr. Adam Alter. Calm is a mindfulness and meditation app which offers guided and non-guided meditations. You can get it here.

Acing Presentations: How to Answer Questions Like a Professional Speaker

Acing Presentations: How to Answer Questions Like a Professional Speaker

by | Feb 13, 2018 | Communication, Communication Skills

Communicate Effectively while Presenting

If you have followed our blog, you know we have always stressed on how important excellent communication skills is for a successful career. It is one skill that needs to be part of everyone’s “lifelong learning” lists as one that needs continual investment of time and efforts. In this guest post by Belle Balace, a growth specialist from Visme, we tackle a very important topic relevant to effective communication- how do you answer tough questions during a presentation. Read on to know more!
 
Giving presentations can be nerve-wracking. Even more so if you have to answer unforeseeable questions on the spot. You could be very well prepared and still encounter questions from your audience that you may not be able to answer!
 
Nervous? Well don’t be, there is no cause to panic! Thankfully, there’s a cheat sheet for this. Visme has listed in this info-graphic everything you need to know on how to deal with a potentially stressful situation on answering questions during a presentation.
 
 

About the author:

Belle Balace is a growth specialist in Visme, a one-stop visual online tool where anyone can create engaging presentations, infographics, and other types of visual content in no time.