Generative AI in HR has both short to medium-term impacts and long-term implications. While the long-term effects remain uncertain, it is crucial to acknowledge the immediate consequences, particularly in talent management and talent acquisition. Although Generative AI is still in its developmental stages, it’s essential to anticipate its integration into HR practices.

Impact on Jobseekers:

Professional Development

Jobseekers are the most affected by Generative AI in HR, primarily in two key areas: professional development and job application strategies. Professional development plays a vital role in ensuring a successful career, while job application tactics are essential for immediate job acquisition. Generative AI can provide career advice to newcomers by analyzing their education, preferences, and personal qualities, guiding them in their employment choices and career negotiations.

Identifying Skill Gaps

Generative AI can assess a jobseeker’s educational and professional background, current skill set, and career aspirations to create a comprehensive development plan. This plan may include a suggested curriculum, recommended skills to acquire, and references to relevant educational resources.

Upskilling

AI platforms like ChatGPT act as versatile private tutors, enabling jobseekers not only to passively consume educational content, but also to engage in interactive discussions and ask questions about the material.

Job Application Gaming

Resumes remain a standard requirement for job applications. Generative AI can assist candidates in tailoring their resumes to match specific job descriptions, enhancing relevance, grammar, and punctuation. This capability might ultimately phase out traditional resumes in the long term.

Skill and Cognitive Testing

Online skill and cognitive assessments have always faced the risk of cheating. Generative AI provides candidates with immediate, succinct answers to knowledge, calculation, and logic questions, potentially making such assessments less valid.

Personality and Behavioral Testing

Generative AI can assist in personality testing by identifying which qualities employers prioritize based on job descriptions, employee reviews, and other sources. However, more advanced personality tests that avoid gaming are challenging to replicate. Narrow AI models, derived from specific employee success metrics, offer complex and less predictable results, minimizing biases and increasing predictive accuracy.

Impact on Employers:

Sourcing and Candidate Attraction

Generative AI enhances career sites by providing engaging and interactive chatbots that can answer questions, engage candidates, and prepare them for the application process. It can also transform bland job descriptions into compelling narratives, targeting different audiences effectively.

Screening and Assessments

Care must be taken when implementing Generative AI in screening and assessments, as the technology can perpetuate biases present in the data it learns from. Resume screening, skill testing, and aptitude testing may not benefit significantly from Generative AI.

Interviewing

While a fully automated interview process is still a futuristic concept, AI can assist by suggesting interview questions, offering post-interview follow-up recommendations, and aiding in offer negotiations. Interviews should prioritize human-to-human connections.

Career Development

Career development is gaining urgency due to candidate shortages and skill gaps. Generative AI can help upskill new hires quickly and inexpensively, offering a clear path to acquiring necessary skills and career progression within the organization. This focus on career development may begin before hiring to ensure candidates are well-prepared for their roles.

In recent years, the gig economy has undergone a remarkable ascent, reshaping the traditional notions of employment and workforce structure. Organizations are increasingly turning to freelancers and contractors to meet their evolving needs for flexibility, specialized skills, and cost-efficiency. Yet, as the gig workforce expands, so do the challenges of integrating these independent workers into the fabric of the company.

Technology as the game-changer

The pivotal moment came with the emergence of the internet, followed by the widespread growth of digital platforms that facilitated connections between job providers and jobseekers.

There was a notable transformation in the spectrum of jobs available within the gig economy. It transcended beyond conventional fields like freelance writing, graphic design, or taxi services. Emerging sectors such as consulting, programming, marketing, healthcare, and education began to establish their presence in the gig landscape.

Technology has played a pivotal role in steering this evolution. It has dismantled entry barriers, simplifying the job search for gig workers and enabling businesses to discover the right talent. Technological advancements, including AI, blockchain, and the persistent ascent of remote work, are poised to continue shaping the gig economy as we progress.

In the contemporary landscape, the gig economy stands as an integral component of the global economy, perpetually expanding. It presents substantial opportunities for businesses, particularly small enterprises, to harness flexible talent and thrive in today’s fiercely competitive arena. The journey thus far has been remarkable, and the forthcoming prospects hold even more excitement.

Who are the gig workers?

The gig workforce represents a diverse demographic. It includes young millennials searching for adaptable work setups, experienced professionals desiring autonomy, retirees who want to remain active post-retirement, and individuals in regions with limited local job prospects seeking global opportunities. These workers encompass various roles, including freelancers, contractors, part-timers, and temporary workers. They offer their skills across a wide spectrum of sectors, spanning from creative domains like writing and graphic design to technical arenas such as programming and data science, as well as emerging fields like digital marketing and virtual assistance.

Advantages of the gig economy

Flexibility: Gig workers offer the agility to adjust your workforce size in accordance with your business requirements. This capability empowers small businesses to promptly respond to shifts in market conditions, fluctuations in demand, and emerging growth prospects.

Cost-Efficiency and Overhead Reduction: Bringing in full-time employees entails numerous expenses—salaries, benefits, office space, equipment, training, and more. Conversely, with gig workers, businesses pay solely for completed tasks. Furthermore, since gig workers often operate remotely, businesses can cut costs related to office space and equipment. These savings can be substantial, particularly for small enterprises.

Access to a Diverse Global Talent Pool: The gig economy, facilitated by digital platforms, is not bound by geographical limits. Consequently, businesses can tap into a vast, global talent pool. Small businesses now have the ability to hire top-tier professionals from across the globe, a concept that was nearly inconceivable a few decades ago. This broadens the spectrum of expertise, fostering innovative ideas and practices, ultimately enhancing work quality.

Speed and Efficiency: In need of an immediate project kickoff? Unlike conventional hiring processes that can stretch over weeks or even months, bringing on gig workers can often be accomplished within a matter of days. This expeditiousness can provide businesses with a competitive edge and enable them to swiftly seize market opportunities.

Risk Mitigation: Committing to a full-time employee represents a substantial and potentially risky endeavor, especially for small businesses. Gig workers enable companies to test roles or projects without a long-term commitment. If a freelancer or contract worker falls short of expectations, businesses can readily pivot to another, mitigating potential risks.

Focus on Core Business Functions: By outsourcing non-core tasks to gig workers, businesses can liberate their time and resources, redirecting them toward core business functions. This reallocation can drive increased productivity and foster growth.

Effectively integrating them while maintaining a cohesive company culture

Embrace the Gig Mindset

To effectively integrate freelancers and contractors, it’s essential to foster a mindset that values the contributions of all workers, regardless of their employment status. Encourage full-time employees to embrace the gig workforce as collaborators rather than outsiders.

Clarify Roles and Expectations

Clearly define the roles, responsibilities, and expectations of freelancers and contractors from the outset. This includes project objectives, deadlines, communication channels, and reporting structures. Clarity helps prevent misunderstandings and ensures everyone is aligned.

Onboarding and Integration

Develop an onboarding process specifically tailored to gig workers. Provide them with the necessary tools, access, and information to seamlessly integrate into the team. Assign mentors or buddies to help gig workers acclimate to the company culture.

Communication is Key

Establish effective communication channels that include freelancers and contractors. Regular updates, team meetings, and project status reports help keep everyone informed and connected, even if team members are geographically dispersed.

Inclusive Collaboration Platforms

Invest in collaboration tools and platforms that facilitate remote work and inclusive participation. These tools enable real-time communication, file sharing, and project tracking, making it easier for freelancers to contribute efficiently.

Encourage Knowledge Sharing

Create a culture of knowledge sharing where freelancers and contractors are encouraged to share their expertise. This not only benefits ongoing projects but also enhances the overall collective knowledge within the organization.

Equal Access to Development Opportunities

Extend professional development opportunities to gig workers. This might include access to training, conferences, or networking events. It demonstrates a commitment to their growth and fosters a sense of belonging.

Payment Transparency and Fairness

Ensure transparency in payment processes, rates, and schedules. Freelancers and contractors should be confident in the fairness of their compensation. Timely and accurate payments are crucial for building trust.

Compliance and Legal Considerations

Stay informed about legal regulations and compliance requirements related to gig workers in your region. This includes tax implications, labour laws, and contract terms. Compliance is essential to protect both the organization and the workers.

Feedback and Continuous Improvement

Solicit feedback from both gig workers and full-time employees on the integration process. Use this feedback to make necessary adjustments and improvements. Continuous refinement is key to a successful gig workforce strategy.

Celebrate Achievements Together

Recognize and celebrate the accomplishments of gig workers as part of the team’s success. Publicly acknowledge their contributions to foster a sense of pride and inclusion.

As the gig economy continues to expand, organizations that master the art of integrating freelancers and contractors effectively will gain a competitive advantage. By embracing a gig-friendly mindset, maintaining clear communication, and promoting a culture of inclusivity, businesses can harness the unique skills and talents of the gig workforce while preserving the unity and cohesion of their company culture.

In today’s rapidly evolving job market, making a career shift has become a common and essential part of professional growth. Whether you’re looking to switch industries or roles, a successful career transition requires careful planning, self-reflection, and adaptability. This article aims to provide guidance to candidates looking to embrace change, explore new opportunities, and make a successful leap in their careers. We’ll discuss the key steps involved in navigating career transitions and provide real-life examples to illustrate these concepts.

Self-Assessment and Identifying Transferable Skills


The first and most crucial step when considering a career shift is self-assessment. Take the time to evaluate your strengths, interests, values, and skills. Identifying your transferable skills – abilities that can be applied across industries or roles – is particularly vital during this stage. For example, excellent communication, problem-solving, and leadership skills are highly transferable and can be valuable in various professional settings.

Example: Sarah, a marketing manager in the hospitality industry, wants to transition to the tech sector. During her self-assessment, she discovered that her creativity in crafting engaging campaigns and data analysis skills are transferable to the technology industry’s product marketing roles.

Research and Exploring New Opportunities


Once you have a clear understanding of your skills and interests, conduct thorough research on the industries and roles you are considering. Leverage online resources, industry-specific websites, networking events, and informational interviews to gain insights into the job market’s current demands.

Example: John, an accountant with a passion for sustainable energy, starts attending renewable energy conferences and networking with professionals in the field. Through his research, he finds exciting opportunities in green finance, where he can apply his financial expertise to promote eco-friendly investments.

Upskilling and Continuous Learning


During a career transition, acquiring new skills and knowledge can enhance your marketability and help bridge the gap between your current background and the desired industry or role. Embrace opportunities for upskilling, whether through online courses, workshops, certifications, or pursuing further education.

Example: Maria, a graphic designer interested in transitioning to user experience (UX) design, enrols in online UX courses and gains hands-on experience by working on personal projects and collaborating with UX professionals. This proactive approach enhances her portfolio and demonstrates her commitment to the new field.

Building a Network and Seeking Mentorship


Networking is a powerful tool in any career shift. Engage with professionals in your desired industry or role through networking events, LinkedIn, and industry-specific forums. A mentor who has experience in your target field can provide valuable guidance, support, and insights into potential challenges and opportunities.

Example: David, a sales executive aspiring to move into business development within the healthcare sector, reaches out to a senior business development manager through mutual connections. The mentor provides guidance on the industry landscape, valuable tips for breaking into the field, and even introduces him to potential employers.

Tailoring Your Resume and Cover Letter


As you apply for new roles, customize your resume and cover letter to highlight relevant skills and experiences. Emphasize how your previous accomplishments align with the requirements of the prospective position and demonstrate your adaptability and enthusiasm for the new field.

Example: Alex, an IT project manager transitioning into the education sector as a program coordinator, modifies his resume to emphasize his experience in leading cross-functional teams, managing budgets, and driving successful project outcomes. His cover letter emphasizes his passion for educational initiatives and commitment to fostering student success.

Nailing the Interview and Addressing Concerns


During interviews, be prepared to address potential concerns about your career shift. Emphasize the transferability of your skills and experiences, demonstrate your passion for the new field, and articulate how your unique perspective can bring value to the organization.

Example: Emily, a lawyer transitioning to a career in non-profit fundraising, confidently addresses her interviewers’ concerns by highlighting her strong negotiation skills, relationship-building abilities, and experience in advocating for clients, all of which are transferable to fundraising and donor engagement.

Embrace Flexibility and Resilience


In the ever-changing landscape of career transitions and pivots, unpredictability can be a constant companion. Therefore, it becomes crucial to remain flexible and resilient when confronted with setbacks and challenges. Embrace the idea of being receptive to fresh opportunities and be ready to adapt your plans as circumstances demand.

Always keep in mind that a career transition is not a fixed endpoint but rather a journey of growth and exploration. As you embark on this path, patience and persistence will be your allies, guiding you toward your aspirations. Whatever happens, don’t let go of your goals; stay determined and unwavering in your pursuit.

Let’s face it; recruiting is not what it used to be. In today’s competitive job market, attracting top talent has become more challenging than ever.  At Proactive, we are committed to not only connecting employers with top-tier talent but also offering strategic insights to enhance talent attraction and retention. 

Nowadays, candidates look for more than just a paycheck. They want an engaging work culture, a path to grow, and a life outside of work. The “What’s In It For Me” needs to be the main part of your job offer.

Employee Value Proposition

Employees want to be part of a workplace that mirrors their personal values and beliefs. This is where a strong Employee Value Proposition (EVP) comes into play. Your EVP represents the unique set of benefits an employee receives in return for the skills, capabilities, and experience they bring to your company. It’s about creating a meaningful work experience. Promote your EVP in your job ads. Make it a cornerstone of your employer brand. 

As your trusted recruitment partner, we have compiled a list of perks and benefits to help you better understand what candidates are looking for and how you can attract the best talent to your organization. 

A Pathway to Growth 

Who doesn’t want to level up? Offering opportunities for growth and continual learning keeps your team engaged and motivated. 

Talented individuals want room to grow and thrive. Your commitment to their professional development is key to winning them over. 

  • Offer training and skill development programs. 
  • Communicate career progression paths clearly. 
  • Encourage participation in relevant industry events, conferences, and workshops. 

Work-Life Balance 

In the digital age, disconnecting from work can be tough. Ensuring your team has a healthy work-life balance can keep them happy and boost productivity. 

  • Offer flexible work hours. 
  • Promote the importance of breaks and vacation time. 
  • Invest in wellness initiatives and stress management

Flexibility 

A flexible work environment is a magnet for top talents. It provides them with a sense of control over their work schedule, leading to increased job satisfaction and shows you trust them to manage their work and time effectively. 

  • Implement policies that allow flexibility in work schedules (no more the 9 to 5)
  • Allow for occasional work-from-home days or a certain degree of remote work. 

Working From Home And Remote Set Up 

With technological advances, remote working has become more feasible and desirable. It saves commute time, offers comfort, and can lead to increased productivity, while an efficient remote setup can make this experience seamless and productive. 

  • Equip your team with the necessary tools and technology to ensure a comfortable and productive work environment (eg screen, ergonomic chairs etc)
  • Set clear expectations and maintain regular communication to keep remote workers engaged and involved. 
  • Consider offering WFH allowances.

Academic Achievement Reimbursements 

Recognizing and rewarding your team’s academic achievements can keep them motivated to continually upskill and grow. 

  • Offer reimbursement or financial aid for courses and certifications relevant to their role. 
  • Celebrate their academic achievements and make them feel valued. 
  • Encourage continuous learning and upskilling within your team. 

Rewards & Recognition

Everyone loves a pat on the back. Rewarding your team’s hard work can boost morale and motivate them to continue giving their best. 

  • Regularly recognize and reward both team and individual accomplishments. 
  • Provide performance-based incentives and bonuses. 
  • Consider non-monetary rewards such as additional vacation days, public recognition, or opportunities to lead exciting projects. 

Joining Bonus

Offering a joining bonus can signal to candidates that the company recognizes their skills, experience, and potential contribution. This can boost the candidate’s confidence in their worth to the organization.

Final thoughts

In a nutshell, a workplace that cares about its employees wins. You’ll attract the best talent and build a team that’s motivated and dedicated but remember it’s also about keeping them too.  

Need a hand in navigating these changes? We’re here to help! Let’s make your organization the dream workplace.  

Your organization’s values, its mission, the way it treats employees – matters. When an employee’s values match with the company’s, it’s a match made in heaven. You’ll get a committed, satisfied, and loyal team member. “

In today’s professional landscape, technical skills and expertise are no longer the sole determinants of success. Employers are increasingly recognizing the importance of emotional intelligence (EI) in the workplace. Emotional intelligence refers to the ability to understand, manage, and effectively express emotions, both in oneself and in others. It plays a crucial role in fostering positive relationships, effective communication, and overall job performance. In this blog post, we will explore the significance of emotional intelligence in the workplace and its impact on individual and organizational success.

Building Stronger Relationships

One of the key aspects of emotional intelligence is the ability to empathize and understand the emotions of others. In the workplace, this skill enables individuals to build stronger relationships with colleagues, superiors, and subordinates. When employees can relate to and understand the emotions of their team members, it fosters trust, cooperation, and collaboration. This leads to a more positive and productive work environment.

Effective Communication

Communication is at the heart of every successful workplace interaction. Emotional intelligence helps individuals navigate and manage their emotions during conversations. It allows them to express their thoughts and ideas in a clear and concise manner while taking into account the emotions of others. By effectively understanding and responding to the emotions of colleagues, employees can avoid conflicts, resolve issues amicably, and maintain healthy working relationships.

Conflict Resolution

Conflicts are inevitable in any workplace. However, individuals with high emotional intelligence possess the skills to handle conflicts in a constructive and respectful manner. They can manage their emotions and remain calm during tense situations, actively listen to different perspectives, and find mutually beneficial solutions. By approaching conflicts with empathy and understanding, emotionally intelligent individuals can diffuse tensions and promote a harmonious work environment.

Leadership and Influence

Emotional intelligence is a critical trait for effective leadership. Leaders who possess high emotional intelligence can inspire and motivate their teams. They understand the strengths and weaknesses of their team members and can provide support and guidance accordingly. These leaders are approachable, empathetic, and can adapt their communication style to meet the emotional needs of their team. Such leaders are more likely to gain the trust and loyalty of their employees, resulting in higher engagement and productivity.

Adaptability and Resilience

The workplace is constantly evolving, and change is inevitable. Emotional intelligence enables individuals to adapt to change more effectively. Emotionally intelligent employees can manage their emotions and stress levels during periods of transition and uncertainty. They embrace change as an opportunity for growth and can help others navigate through challenging times. This adaptability and resilience contribute to a more agile and resilient organization.

Enhancing Decision-Making

Emotional intelligence plays a vital role in decision-making. Emotionally intelligent individuals can recognize and manage their own emotions, ensuring that their decisions are not solely driven by impulsive or reactive emotions. They consider the emotions and perspectives of others, allowing for more well-rounded and thoughtful decision-making. This leads to more inclusive and effective outcomes.

Increased Self-Awareness and Self-Management

Emotional intelligence fosters self-awareness, enabling individuals to understand their own emotions, strengths, and weaknesses. This awareness allows them to manage their emotions effectively, stay motivated, and handle stress in a healthy manner. Self-management skills such as self-regulation and self-motivation contribute to higher levels of productivity and overall job satisfaction.

Emotional intelligence is a crucial asset in today’s workplaces. It enhances relationships, improves communication, facilitates conflict resolution, supports effective leadership, promotes adaptability, and enhances decision-making. Cultivating emotional intelligence is a lifelong journey that involves self-reflection, empathy, active listening, and continuous learning. By investing in the development of emotional intelligence, individuals and organizations can create a more harmonious, productive, and fulfilling work environment.

Your resume is often the first impression you make on potential employers, so it’s crucial to make it compelling, impactful, and optimized for success. In this article, we will offer practical tips and advice on how to transform your resume into a powerful marketing tool. We’ll also provide before-and-after examples of resumes that have been improved with our guidance. Additionally, we’ll delve into the world of applicant tracking systems (ATS) and share insights on optimizing your resume to navigate the initial screening process. Let’s dive in!

Tailor your resume to the job description

When applying for a specific position, take the time to customize your resume according to the job requirements. Highlight relevant skills, experiences, and accomplishments that align with the job description. This targeted approach increases your chances of catching the recruiter’s attention.

Use a clean and organized format

Ensure that your resume has a clear structure and is easy to navigate. Use bullet points to highlight key information and maintain consistency in formatting throughout the document. Choose a professional font and maintain an appropriate font size for easy readability.

Grab attention with a compelling summary or objective

Start your resume with a strong summary or objective statement that briefly showcases your unique value proposition. This should be a concise, powerful paragraph that captures the attention of hiring managers and entices them to read further.

Showcase your accomplishments

Instead of just listing job responsibilities, emphasize your achievements and results. Quantify your accomplishments whenever possible, using metrics, percentages, or numbers. This demonstrates your impact and showcases your abilities in a tangible way.

Incorporate relevant keywords

Many companies use applicant tracking systems (ATS) to handle the initial screening process. To increase your chances of passing this automated stage, optimize your resume with relevant keywords. Carefully review the job description and incorporate industry-specific terms and phrases throughout your resume.

Highlight your skills and certifications

Create a dedicated section to showcase your key skills and certifications. Include both hard skills (e.g., programming languages, software proficiency) and soft skills (e.g., communication, leadership) that are relevant to the job. Be specific and provide examples to substantiate your claims.

Simplify and streamline

Keep your resume concise and focused. Ideally, it should be one to two pages long, depending on your level of experience. Remove any irrelevant or outdated information. Instead of overwhelming the reader with excessive details, choose the most impactful and relevant points.

Proofread and edit

Avoid spelling and grammatical errors by thoroughly proofreading your resume. It’s a good idea to have someone else review it as well, as fresh eyes may catch mistakes you might have missed. Ensure that your contact information is up-to-date and easily visible.

Remember, a well-crafted resume is a powerful tool that can open doors to new opportunities. By tailoring your resume to specific job descriptions, optimizing it for applicant tracking systems, and showcasing your accomplishments and skills effectively, you’ll significantly increase your chances of standing out from the competition. Use these tips as a starting point, and don’t be afraid to experiment and iterate until you achieve the perfect resume. Best of luck in your job search!

In today’s competitive job market, candidates are always looking for new ways to stand out from the crowd and make a lasting impression on potential employers. One of the latest trends in job applications is the use of video CV, where as a candidate, you create short videos to showcase their skills, experience, and personality.

Video CVs offer several benefits over traditional paper resumes. Firstly, they allow you to showcase your communication and presentation skills, which are important attributes for many jobs. Employers can get a better sense of a candidate’s personality and see how you present yourself, which can be valuable when it comes to evaluating fit for a team or company culture.

Secondly, video CVs can be a more engaging way for you to demonstrate your skills and experience. Instead of simply listing your achievements on paper, candidates can show examples of their work or talk through projects they have completed in a way that is more dynamic and compelling.

Here are some key things to keep in mind:

Purpose and target audience

Consider the purpose of video CV and the target audience. Who will be watching the video, and what do you want them to take away from it? Tailor your content and tone accordingly.

Length

Keep the video concise and to the point. Ideally, it should be no longer than two minutes. Attention spans can be short, so focus on highlighting your key skills and experience.

Appearance and environment

Dress appropriately and choose a quiet, well-lit environment for filming. Make sure the background is tidy and free from distractions.

Script and delivery

Plan what you want to say and rehearse it a few times before recording. Speak clearly and confidently, but also be natural and personable.

Content

Highlight your most relevant skills, achievements, and experience. Use specific examples to demonstrate your capabilities and showcase your personality.

Editing

Edit the video carefully to ensure it flows smoothly and looks professional. Consider adding text overlays or music to enhance the viewer’s experience.

Technology and equipment

Use high-quality equipment to film and edit the video. If you don’t have access to professional equipment, consider borrowing or renting it.

Branding and consistency

Ensure your video CV is consistent with your personal brand and other application materials, such as your resume and cover letter. Use the same fonts, colors, and language to create a cohesive overall impression.

Final thoughts

By considering these factors and putting effort into creating a professional and engaging video CV, candidates can increase their chances of standing out from the competition and making a positive impression on potential employers. From E to now, I have certainly grown professionally and financially, but why do I still feel bored? I cannot take this anymore. I need something more fulfilling or maybe something more flexible

Everyone talks about toxic leaders but few talks about toxic employees ruining the workplace. They are often disruptive and can be a drain on resources. They may have a negative impact on office morale and productivity.

A toxic employee is someone who has a pervasive pattern of irrational beliefs and feelings that contribute to destructive behaviours not only for themselves but others as well.

How to identify toxic employees? Here are 6 traits you should look out for at work:

The narcissist

They want praise for everything they do and think their role and efforts are the most important in the organization. They are the biggest obstacles that prevent a team from achieving its fullest potential.

The professional underminer

They seek to level up and shine in the spotlight by putting their co-workers down. Instead of focusing on developing their own strengths, they take every opportunity to point out the shortcomings of others.

The complainer

No matter what, these types of employees will never be happy or satisfied. They will always complain about the workplace, their team members, and everything else. In doing so, they bring so much negativity and lower the mood in the office.

The excuse maker

They are the ‘that is not my job,’ person. They show a lack of interest, motivation, and higher absenteeism. Likewise, they do the strict minimum and refuse to carry out assigned tasks.

The pessimist

The one who always feels negative about a project or customers. They continue to do this out of habit when they disagree, and they criticize.

The Gossiper

They spread malicious rumours or bad-mouthing colleagues or management

How to deal with them?

  • As a leader you need to establish and state very clearly what behaviour do you expects from your employees, not only for yourself but for your other team members and other key stakeholders. Let the employees know what behaviors that are appropriate and acceptable in the workplace.
  • You need to find out what is truly happening in order to determine whether you can do anything to help with the situation. Discuss your observations with the staff in private. You might learn that the employee is juggling important personal issues. The most important thing is that you take the time to identify the precise reason for the person’s odd behavior. Simply put, set aside time to sit down with them, meet with them, and find out exactly what is going on so you can provide the best support. Remember that it can require several meetings to resolve the problem. Don’t anticipate a quick fix.
  • Steer clear of making assumptions-based judgements. Give the employee your direct, frank feedback by approaching them. Believe it or not, toxic employees frequently lack the self-awareness necessary to understand how their words, actions, and behaviors affect other people. They are frequently shocked to learn that they are offending people or making the workplace more challenging. Make sure to illustrate the behavior using precise, factual examples. Continue by describing why the behavior is rude, harmful, unprofessional, or inconsistent with the organization’s principles.
  • You must agree and coordinate on the employee’s future steps after having an open discussion and giving direct feedback. The following steps can involve having a weekly check-in meeting to see how they are progressing, making clear goals for their behavior moving ahead, or outlining what will happen if their behavior does not change.
  • You contribute to the development of some immunity by separating the toxic individual from the rest of the team. To lessen the possibility of a team disruption, ensure that the matter is brought up with the entire department.
  • According to studies, the individuals closest to the toxic employee will suffer the most because of their actions. Here are some strategies for doing that:

1. Put this person physically apart from the rest of the group. Rearranging workstations or assigning projects, for instance

2. Request that they work a few days per week from home.

3. Reduce the frequency of department or all-hands meetings in areas where they might be damaging.

  • Get ready to make hard decisions. It’s important to keep in mind that some toxic employees won’t ever improve. They are simply poisonous. If your efforts to change their poisonous behavior have been ineffective, it may be time to let them go.

Written by Karishma Pattoo, Content Specialist at Proactive Talent Solutions

In today’s fast-paced digital world, your online personal brand is more important than ever before. It can influence your network, and your chance for another job opportunity, and affect your ability to level up professionally. One way to build a strong online brand is to optimize your LinkedIn profile to stand out. This helps to improve your profile ranking in LinkedIn searches and builds trust and credibility with your connections.

Don’t skip a professional headshot and background photo

You need to dress for the job you want, as it sets the tone and helps you define your personal brand. Add a background image that reflects your skills, expertise, or professional objectives. It should convey both your personality and professionality.

Customize your URL

Use keywords reflecting your domain expertise, skills or job position. Eg IT expert, social media strategist, certified engineer etc. You should leverage keywords from job adverts, to increase your visibility in an employer’s LinkedIn search.

Write a compelling headline that makes you unique

Your headline is the first thing people will read. It should be keyword rich to maximize your chance of being noticed. It doesn’t necessarily have to be your job position – your headline should reflect your personal brand positioning, conveying the value you add. Likewise, it makes it easier for recruiters to know who you are and what passionates you.

Here’s an example from Linkedin:

Meticulously Writing for Word-Challenged Business Owners | Remote Content Writer | 

Maximize your introduction to reinforce your personal brand

Your “about” section describes what you want to be known for, so it’s very important not to skip it. View it as your digital elevator pitch where you describe the synopsis of your story. Talk about your experience, achievements and skills. So you may want to sit down and think about how you want to present yourself.

Highlight your skills and get endorsed

Try focusing on your top 10 relevant skills that best describe what you are able to do. In today’s competitive workplace, companies are giving less importance to degree requirements and are emphasizing more skills in their job adverts. Employers generally seek a combination of both soft and hard skills.

Request recommendations

Make the best use of this feature, as it helps employers to see that you have been vouched for. Invite your colleagues, managers and clients to share their positive feedback and experience of working with you, your skills and abilities. Consider it as your online reference letter.

Earn skills badges & display certifications

You can do short quizzes which to earn skills badges which will be displayed on your profile, setting you apart from other candidates. LinkedIn Learning is also gaining momentum – do the courses which match your domain and display your certificates. It increases your chance to appear in searches carried out by recruiters.

Featured content on top of your profile

Pinned content is a great way to show the professional content you have created, it can be an article, a visual, videos, interviews or podcasts. It gives you an opportunity to create an all-important first impression of the value you create in your professional life.

Final takeaway

Your LinkedIn profile is a great way to market yourself to hiring managers. So, it’s the first thing to update when job seeking. It’s crucial to get prospective employers interested in your profile and want to know more, so don’t forget to make your profile professional and dynamic for maximum optimization.

Written by Karishma Pattoo, Content Specialist at Proactive Talent Solutions

Companies are finding more ways to attract and retain talent. Since the pandemic, flexibility has remained at the forefront. One of the new working models adopted by many companies across the world is the four-day work week under an alternate shift pattern. The challenge here is to work with the same workload but fewer hours. Leaders need to embrace the uncertainty that comes with new changes.

What is a four-day work week?

There isn’t a one size fits all approach to the four-day work week. Employers have implemented it in two different ways:

  1. Compressed work week

This implies that an employee is expected to work the usual 40 hours in a week but over four days, that is, 10 hours per day.

  1. Shortened work week 

It represents a shorter working week with reduced hours. So, the employees work for only 32 hours in a four-day work week and continue working 8 hours a day while keeping the same salary. This model is called the 100:80:100 whereby employees receive 100% of their pay while working 80% of their time and giving 100% productivity.

What Are the Advantages of a 4-Day work week?

The advantages for employers and employees include:

  • Work-life balance and flexibility lead to happier employees
  • Higher productivity and efficiency
  • Reduced absenteeism 
  • Better employee engagement
  • Higher employee satisfaction
  • Better attract and retain top talents
  • Reduce carbon footprint

What Are the Disadvantages of a Four-Day work week?

Every new changes in any organization have its challenges and disadvantages. The four-day work week can result in:

  • Increase stress and burnout due to the compressed work week
  • Increased pressure with deadlines
  • Not suitable for all industries
  • Higher costs for some employers (labour costs to support on the fifth day when needed and overtime costs of longer working)
  • Disrupted customer service and satisfaction if they expect a five-day-per-week service

How to implement a four-day work week?

Implementing a four-day work week can be a challenge as it requires the right support, technology and workplace culture. Each company and industry has their own approach how to implement the four-day work week.

1. Set clear goals 

It is important to have clear goals for employees and management. What do you want to achieve? For example, to increase your organization’s efficiency, employee productivity employee engagement, retention rates etc.

Every area of a business is impacted by this new change – HR, legal, marketing, and each unit need to be involved in writing the policy that works most fairly for everyone to achieve maximum results. Ensure that every process put in place is documented and easily accessible.

Here are some points that need to be addressed:

  1. Whether you want a compressed or shortened work week
  2. Deciding with days or hours employees should take off
  3. How to avoid the changes impacting negatively on customers and other stakeholders? 
  4. Defines KPI’s
  5. How to measure success? 
  6. 2. Communication is key

Leaders need to communicate constantly with employees, customers and other stakeholders about the changes in the operating hours. Clarify what changes are happening and address any concerns each party may have.

Employees need to be reassured that they will not have any pay cut due to the reduced hours, nor lose out on any other benefits. Encourage ideas on how to improve productivity – doing more in less time.

Set an out-of-office auto-reply for customers, as a reminder. You will find some templates from www.desktime.com

Speak to external stakeholders to discuss expectations and any potential concerns. It will give you a better understanding of specific work demands, and what may or may not be feasible for them

3.  Rotate the days off

Create a plan for a 4-day working week on rotation, depending on business and employee needs. One way of doing this is part of the team is off on Mondays and the others are off on Fridays. At the end of the day, everyone will have a day off during the week while ensuring business continuity.

4. Offer flexibility

Allow employees to set their own schedules, based on their workload. Leaders need to monitor and adjust accordingly. The four-day work week is a huge shift, and It is important for leaders to provide support and empathy to ensure the success of the four-day week.

5. What other strategies you can adopt?

  • Don’t schedule calls or communication on the days off
  • Build a culture of trust, transparency and accountability
  • Reduce and shorten meetings
  • Build a business contingency and risk mitigation plan
  • Measure outcomes, not hours
  • Use automation where possible
  • Prioritize tasks
  • Have regular employee feedback 
  • Defined output expectations

Keep track of the four-day work week results

Once implemented, you need to analyse the results to measure success and help identify and overcome ongoing challenges. We recommend assessing the results within a 3-6 months period.

Conduct group interviews which provide insight on employees’ experiences and surveys to identify the trends, what worked and what to improve. The metrics of success are:

  1. Productivity – output based on deadlines and goals. It makes sense to focus on sales, the average time to close deals, conversion rates etc.
  2. Stress level
  3. Employee happiness and engagement
  4. Overall employee satisfaction
  5. Process and efficiency workflows

The other metrics to look at are the level of absenteeism, and sick leaves to identify whether employees feel less burnt out. It’s also important to understand how employees are optimizing their work: Are they working faster, doing overtime, reducing meetings, and taking fewer breaks? After all, you don’t want them to cut on their breaks or rush to work. 

Statistics showing the success of the 4-day work week

Source: www.wildbit.com


Since the pandemic, there is no denying that the way we work has evolved. Flexible working arrangements have become a huge perk for both prospective and current employees. It’s a great time to experiment with the four-day work week and see how it all works out. More businesses around the world are testing it and enjoying the benefits that come out of it.
As shown above, the results are positive, with some companies reporting as much as a 40% increase in productivity!

Written by Karishma Pattoo, Content Specialist at Proactive Talen