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With over 60% unemployment in Greece, a number of curious Greeks are falling prey to job scammers. However scamming is not restricted to companies suffering from recession. Perhaps, India has also witnessed its share of job scams, like the rural jobs scam where bogus scams that act as revenue for crooked government legitimates. Given below are some instance of job scams that aim ignorant job aspirants and how to prevent falling into these job scam traps.

To prevent job scams, you will require looking for job productively. While there are few consultancies that are unreal, few are actually real. If you desire to contact a consultancy ensure it is an established one by asking your friends or family who may have dealt with earlier. Majority authentic consultancies charge employers instead of job seekers and even when they charge job aspirants, they only do it once and the charges are very reasonable. Even better, job portals such as kaam24.com enable you to effortlessly register for free, flip through available jobs for free-of-cost, contact employers and never ask for any commission or so when you get successfully hired.

So how do you know that the job offered is not real and further, the job posting was also not actual? To start with, these kinds of jobs do not generally have an interview procedure. Whether it is a babysitter or a marketing professional, any serious employer will always call for an interview particularly as this job was pretended to a global position. Next, for global jobs, the visa application procedure is always started by the employer and processed at the official consulate, not via a virtual immigration consultant. The reality that the employer asked you to call the consultant or else abandon the position was a tell-tale indication that they just desired to pass out with your hard earned money.

Other job scams like this one at Airtel provided a position with a final interview session listed at the company main headquarter however you were asked to deposit money in advance (refundable apparently) to ‘safeguard’ your job as a component of the human resource management procedure. This was apparently an untruth as not only would Airtel not provide you a job through email, but they would also never extort any money from you to expedite their hiring procedure.

When folks walk into a restaurant, they show up to sample the food or simply because the place has been famous amongst people and is recommended by them. The option of coming back is all together a different story as they will never come back for the food alone. Customer always show up again only for the experience. Is the food worth the rates? Does the place provide sufficient satisfaction for the proposed purpose? Am I comfortable enough with the folks when it comes to food, however has to offer an experience that makes it valuable for the folks to return.

Folks and service play a pivotal role in developing and maintaining good relations with your guests and in offering this experience. They are actually the front liners who communicate with your buyers, which is why it is essential for you to rent the best restaurant staff or employees and to offer them with sufficient training. Renting the right people staff is not that easy. There are specific guidelines that you need to follow, and essential rules that you need to keep in mind before you rent them. So before you begin filling those empty positions in your restaurant, you require knowing these elemental rules and regulations:

  • List down the vacancies and decide on the most essential positions to rent first.
  • Perform a projection of the folks that you require in your food outlet.
  • Jot down a clear and lucid job description.
  • Look for job candidates
  • Check for the references
  • Handle your labor expenses

Renting and employee retention are very hard to handle. You require transparently setting out a working organization layout and offering tools so as to fulfill the expectation of your staff members. While you have norms set before you rent your employees, the folks in your staff do have acceptable needs too before they acknowledge your offer. After all, offering them what they require, as they have been committed, will mirror on their work ethics. Incidentally, you also play a crucial role in lending a good ambience in the restaurant—a restaurant that is worth returning for.

Within this sector of informal workers, the offhand nature of employment suggest that informal sector workers are dispossessed of training, personal development and suitable human resources programmes. This lead to, the most of the informal sector workers do not relish inspirational aspects and personal development programs during the job.

If you are an employee of informal sector and you would like to see this abyss between the motivations of informal sector workers and the truth of the informal sector, given below are a number of ways in which you can make sure your recruitment design suites the hopes and work manners of those you are hiring.

Follow up with the informal candidates           

Provided that informal candidates do not own more experience with the HR and recruitment process, it is great to follow up with them. If you own a devoted HR person talking with the candidates, ensure you educate them to follow up with reminders reminding them of the interview time and approve their attendance.

Anticipate great reactions to phone call than emails

Informal sector workers are not naturally as computer savvy as few of the employers may count upon. Few of them may only enquire their email only once or twice a week, particularly over the weekend. That suggests that they may lose an email which educates them regarding a forthcoming job interview. To ensure they receive the message, ensure you really call them—they choose to take calls at the time of the lunch hour or post business hours, particularly if they are presently employed.

The most attractive candidate details might not be on their resume/CV

This aimed group does not have a background in building CVs. Majority of them lack competent development resources or reach to any kind of career services, hence their resumes may not display their skills the way you are utilized to. As a result an interview with an informal candidate requires inspecting deeper into their expertise so as to comprehend what type of influence they have had in their past job.

Be straight and up-front

When interviewing a candidate in an interview, ensure you debate the role; hopes as well as the salary break up definitely and in detail, alternatively on a phone call before the interview. While this can be a little tedious, this will make sure that only engrossed, educated candidates will come to the interview. Ensure you are very certain regarding the kind of needs you have from persons: languages you desire them to be capable of speaking, any PC or functional skills.