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Employee On boarding – Optional or a Business Imperative

Employee On boarding is a formal procedure to integrate a new employee in the system or culture of the organization. It has many aspects like compliance, culture, communication, goal setting, and trainings to name a few. Why we need a formal on boarding process, can we not just assign a buddy and get away with it. In this article we will focus on the WHY aspect of employee on boarding.

Many of us must have visited local nursery for buying new plants. Being a huge fan of gardening, I always get a lot of plants from nursery. I am always very impressed to witness how all the plants are maintained so well, healthy, lush green and in full bloom. I think it is the outcome of hard work of gardener who has taken care of plants and the plants who have adapted well to that particular environment & flourished. I purchased a very healthy looking plant and bought it home, hoping it will continue to bloom in the same way.

After few days, I observed my healthy looking plant had started shedding its leaves for first few weeks. This got me worried, I continued providing it the right kind of soil, water, sunlight & care.

As time passed, I realized that it’s the old leaves that are shedding and they are gradually replaced by tiny new ones. After few weeks of nurturing, the new leaves started growing larger in size, resembling the ones in the local nursery. Now I was happy to see that my hard work of taking care of the plant had started showing results and plant had started adapting to its new environment. It was now strong enough to take care of itself if provided with the basic needs of right soil, water & sunlight.

“Human Beings are Plants with complex emotions”

Let us compare above episode with employee on boarding. So as they say “Human Beings are nothing but plants with complex emotions”. When we hire a new employee, we are getting a candidate from outside system into our system. The employee on boarding process helps the transition of a candidate into employee first and later on into a team player/contributor.

During the entire on boarding process, we help the candidate to shed his old learning or methods from the previous organization and adapt to the new culture or environment. The new learning are majorly related to compliance, company, culture, new skills & new goals/milestones to be achieved.

Thus, employee on boarding is not something which is optional but is a business imperative. Especially during the covid times a thorough employee on boarding process can prove to be a great boon to the organizations.

To overcome the challenges of virtual team hiring and managing, more & more companies are investing time and efforts in a robust employee on boarding process. If you find today’s article useful. Please subscribe to our blog – https://forms.gle/VHLNYzVoys4HbNfR9 if you wish to receive such articles regularly in your inbox or visit our blog www.acesai.in/blog

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Gap in the CV-Should I hide it?

The is the most common thought job seekers come across, “I have a break in my career, should I disclose it on CV or  hide it ”

Last week while hiring for one of our clients, two candidates made it to the final round of interview. One with consistent experience and other on a career break due to valid reasons.  They made an offer to the candidate who was currently on career break. Thus, hiding a break on CV is a short term fix, but it can cost you dearly in long term. Today we will look at some common career breaks in India and what can be done about it.

  • Maternity Break/Break after Marriage: Most women employees are required to take this break at some stage of their career. Reason can be geographical move due to marriage or maternity break. 
  • Layoffs/ Made redundant: Layoffs due to change in external or internal changes in the business environment. This is a common reason for a forced career break.
  • Further Education: Employees take a break and pursue higher education mostly a Master’s Degree or some specialization in the current domain/acquire a new skill.
  • Family Reasons: Sometimes employees are required to take a break to nurse a sick family member/ spend some time with family / improve or mend a broken relation.
  • To recover from illness: Taken a break to recover from illness and improve health.


The biggest apprehension of the interviewer while hiring someone who is currently on a career break is that whether the candidate is not updated with the skill/technology. Will the candidate be able to contribute as productively as before? In the following ways we can help them overcome this barrier in decision making.

  • Be Genuine and Honest: Be as genuine and honest as possible. Explain the reason of taking the break in brief, in CV as well as during the in person interview. Presenting supporting documents in some cases wherever applicable.
  • Duration of Break: Just make sure the duration of the break is optimum, not very long, of course based on the reason of taking the break.
  • Acquire new skills & Stay updated: Stay updated with the skills and technologies during the break, by working on consulting projects, freelancing, attending industry events or reading industry magazines.
  • Network: Keep in touch and network with your old colleagues and people who can help you make a comeback.

 

There is no need to hide the career break or feel uncomfortable talking about it during the interview. Answer honestly & confidently with concrete examples how you proactively made most of the time outside office, by acquiring new skills/contributing to the community .Most important why you are excited about the position you are applying for and what value you can offer.

 

If you’d like more tips on making your recruitment and HR process more efficient, then please feel free to subscribe to our blog – https://forms.gle/VHLNYzVoys4HbNfR9 or visit our blog www.acesai.in/blog.

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