NEED TO BRIDGE GENERATION GAP

Children from birth to about 12 years are also captives in their own homes.They are under constant supervision by their parents.Children are continuously directed what to do and what not to do.What to eat, what to wear and what not to.Every step is continuously supervised.This supervision seems quite purposeful as children lack money to look after for themselves on their own.But problem arises when parents go beyond their limits in using their power to regulate their children.One common  shortcoming among people is use of their power freely.One needs strength of character to have all power and use it untill essentially required .

Children are majorly scapegoat of the abuse of power due to inability of parents’ to relate to their children.Parents believe that younger generation has turned confrontational, aggressive and uncontrollable sometimes. Parents do not usually realise the problem of failed relationships, which arises from the lack of wisdom to assess the psychological traits of their kids.Parents operate from emotional pressures arising from their attached sentiments towards their children, almost choking children  with their ‘ love’ and ‘ care’.Thus parents  need to realise their  weakness of suffocating them with love and do a carefull study about the individual nature of their children.

Children are neither burdened about  worries of  past nor have any anxities about future and thus have tremendous energy , on the other hand adults are burdened with worry and anxiety making them tired and fatigued. Both the young children and adult are completely unaware of this disparity between them. The solution is not in choking childrens’ actions but in giving their tremendous energy a proper direction.

Beside the differences in energy levels between the young and the old, there is also difference  in their temperaments also. Children have natural ability to learn new concepts and ideas sooner than their elders. This explains their attachment to newer trends and fashions earlier than grown-ups. Parents take time to accept and absorb anything new.This disproportionality  in time for imbibing  of new ideas/ ways of living causes generation gap.

Hence it becomes the parents’ prime responsibility to realise and repect the existence of the natural disparity of levels both in the physical and mental makeup of young generation and the old. Regrettably, the well-wishing parents also fail to acknowledge the existence of these dazzling differences in nature.Instead , they treat this harsh problem with an iron hand.

However, if parents desire their young generation  to adopt a better lifestyle, change from indescent way of living to a disciplined way of living, they must have and live with values themselves. They must set an example of living the higher values of life.But parents themselves do not set an example and keep on ordering children to be disciplines.There lies double fault and this can’t that way.

It is rightly said that “ you can’t clap with one hand.”

Albert Einstein had rightly quoted that “ setting an example  is not the only means of influencing others, it is one of the means.”

This type of generation gap also exist in corporate life of children when they grow up and face difficult situations while dealing with senior colleagues of almost double of their age and also for aged working staff when he/she had to handle team of young adults in their early twenties.

It becomes prime concern of HR department that misunderstandings  if anyare timely settled  for the well being of both aged staff and young generation staff.

While Recruiting –What you need to know?

Few tips on basic gentilities that would make the recruiting process more sympathetic and productive at the same time.

In spite of scarcity of good quality resources and talent , it is a matter of surprise that companies disregard basic practices, which would form part of any recruitment course. Very few companies believe that recruiting is a two-way process. While companies are choosing profiles, today, potential candidates have a choice and are in turn assessing the organization that they are seeking for a role.

A number of times , recruiters neglect the fact that changing job is an emotional decision and any misstep could turn the candidate away ultimately leading to an unoccupied position making the search more lengthy and inefficient. Following basic courtesies could make the recruiting process way more sympathetic and productive.

Here are some basic things that may enhance the efficiency of recruiting process. These become more important when recruiters are looking for a key position with a candidate who may not usually be attracted towards your organization.

VALUE TIME:

Many a times recruiters keep candidates waiting without any sense of justification. Sometimes the candidates reach a venue only to know that the interviewer is missing and no one has a clue a clue about his whereabouts and when he/she would arrive. After scheduling of interview, whether in person or over a telecom/SKYPE, make sure that you are on time. In India we tend to disregard the time of others in business meetings, which gets even more aggravated in a recruiting situation due to plastic sense of dominance on part of the recruiters.

BE ADEPT:

Try not to reschedule interviews at the last moment. Innumerable times clients reschedule or cancel meetings/ interviews at the last moment without any concern for the other person’s schedule. Do stand by your commitment that you make during the interviews. Innumerable number of times, hiring managers offer certain things around role, compensation or location while in interview for the candidate to find a totally different scenario at the signing stage.

MAKE GOOD IMPRESSION: 

Try to make a good impression. With an undecided candidate, you only get one chance to convince him/her. Always make sure that the first interview is with an interviewer who is compatible. Don’t have a junior recruiter screen a senior candidate. It puts off the candidate and you loose whatever little chance you might have had to attract the undecided candidate. Do let the hiring manager do the first interaction.

TAKE FEEDBACK AND COMMUNICATE PASSIONATELY:

Take feedback even if candidate has not been shortlisted. If any individual has taken out time for interview the least he deserves is feedback. Communicate proactively and passionately throughout the process. Organizations go to still mode for weeks together. Basic courtesy demands, that we communicate throughout the process and more essentially when the time comes for feedback.

SYMPATHIZE AND BE AGREEABLE:

Changing job is an emotional journey. For recruiters, it may be just be another transaction, but not same for the candidate. His /Her whole family gets impacted by the decision. Put yourself in his/her shoes and see from his point of view. It will help the recruiter formulate their decisions better. And be nice as it never hurts someone to be nice.

Need Of Verifying Your Hire

Background checking provides in depth details about the candidate which helps employers make a thoughtful decision.

After going through piles of resumes, when you finally think that you have found a perfect hire, you need to find details about his/her background very precisely and carefully. The shortlisted candidate may come across as a friendly, intelligent and hardworking future employee. However , looks can be deceptive at times and the last thing you want to do is hire a fraud, or in worst scenario a criminal.

India is a diverse country with around 700 languages, 1 crore students, and about 4.84 crore workforce, representing a huge opportunity for global business. But this opportunity comes with its own share of risks. For companies hiring candidates in India, it is  highly critical to understand that there is not a single standardised government –issued ID or a consolidated  criminal records database, as a result  conducting identity and probity checks are largely manual exercises.

There are also number of organizations that offer fake degrees or certificates. Although UGC( The University Grant Commission) frequently updates the list of illegal educational  institutes in India which provide illegal degrees or certificates and recent list includes 21 universities and about 100 distance learning centres, but still there was about 11% discrepancy among those screened ( according to First Advantage’s Q4 Trends Report).And discrepancies related to employment, address and education were at 55%, 13 % and 5.3% respectively.

Employment History:

Verifying employment history of candidates provides information about his past experience, last pay check drawn, genuineness of certificates provided , reasons of leaving previous company, and also performance of employee. In this context, many companies request company verification to check the legitimacy of the company and also  confirm declared experience.

Address:

According to 2014 Trends Report, New Delhi, Mumbai and Bengaluru are the three metro cities which have topped in address related discrepancies. Address verification is essential for criminal record check.

Criminal Record :

With increase in information theft, violence against women and criminal offences at work, employers are insisting on verification of criminal records of employees to ensure improved security at work.

According to report provided by Trends, about 26% discrepancies  were related to criminal, document investigation and database reference.

Infinity Screening:

Infinity screening protects the company’s brand by screening anyone associated with the company, such as contractors, vendors , third parts employees and also re-screening existing employees who may have committed a new offence/ violation since their initial background check.

Need For Background Check :

Background checks help in providing employees with a safe work environment. Criminal and financial background check protects a company from reputational damage or potential risk to workplace safety or confidential data that may arise from negative hiring. Many companies are also conducting drug testing to ensure safety and productivity of employees and better manage the rising healthcare insurance bills.