Guidelines For Choosing The Right Gifts For Employees

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Modern businesses are nothing like the bureaucratic organizations of yesteryear, which paid too little attention to their employees and were more focused on increasing profitability. Today the focus is more on ensuring greater employee engagement besides providing the employees with the respect and appreciation they deserve. This strategy has been recognized by modern entrepreneurs as the key to consistent growth of the business organization.

One of the most common methods used by business organizations to ensure greater employee engagement is to present them with gifts. In fact, many organizations highlight this policy during their recruitment drives to attract the best candidates for various positions. For example, a business organization seeking applications for the position of junior executive, might ask their recruitment company Germany to inform the prospective candidates about the gifting policy used to recognize the innovation and efforts of the employees.

However, in order for this policy to work, it is important for the business organizations to invest considerable time and thought in choosing the right gifts for the employees. Discussed below are some important considerations that business organizations need to keep in mind for the same.

  • It is extremely important to ensure that the gifts given to the employees are not too personal but have a professional feel to them. This will prove to be an appropriate recognition of their work as a professional without making it look like an appreciation of an individual by the management.
  • Organizations need to avoid the common mistake of choosing large gifts that are of poor quality. The people responsible for choosing the gifts ought to remember that it is not the size that matters, but the respect and recognition that is associated with the gift which keeps the employees inspired and motivated.
  • Customizing the gifts according to the likes and dislikes of the employees is also a great idea. This makes enhances the sense of belonging amongst the employees receiving the gift as they feel that their needs are well understood by the management.
  • The whole idea of giving gifts to employees to recognize their contribution towards business growth will prove worthless, if the employee name is not spelled properly. Small oversights such as, choosing the incorrect wrapping or even mixing up the achievements can turn off the employees and make them feel cheated.
  • It is important for the business organizations to consider the background of the employees while choosing the perfect gifts for them. This will ensure that the employees do not feel culturally or religiously offended upon receiving something that might be good in one community but might not have a totally different meaning within their community.
  • The biggest mistake organizations can commit is to get the same gifts for every employee. Not only does it make the employees feel like having been compared with others but they often end up considering the whole gift giving idea as a mere formality, which does not motivate or inspire them.
  • Finally, organizations need to set a limit to the maximum amount that can be spent on each gift, which in turn depends on the position of the employee within the organization and their achievements. 
Guidelines For Choosing The Right Gifts For Employees

Importance Of Attracting And Recruiting The Right Candidates

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For most organizations across diverse business niches, hiring new employees for various mid and junior level positions is an ongoing process. That is why a majority of small and medium level business ventures, use in-house HR professionals for handling such recruitments. However, when it comes to recruiting candidates for top management posts, even the biggest players in the field choose to seek the services of the most renowned and professional executive search companies that not only have access to a vast talent pool but also possess the necessary expertise to shortlist the most appropriate candidates as  per the job requirement.

The primary focus of most executive search companies is on finding the most suitable candidates for top executive posts within the client organization. This is because the agencies are well aware of the negative impacts of choosing the wrong candidates. Bad recruitment cannot only cause financial loss to the client organization but also affect its goodwill and hamper its progress. In fact, it is believed that bad recruitments can cost anywhere between 50% and 300% of the annual salary for the post. In addition, it hinders the execution of projects and delays critical decision making, which can cause major business loss for the organization. Most importantly recruiting the wrong candidates for a top management post can deeply impact the performance of the employees working under them, which in turn can be detrimental for overall business growth.  

In view of the above facts, it is only natural that most professional executive search firms tend to avoid suggesting the wrong candidates to the client organizations. In case, the job profile requirements are not met by the candidates in the vast talent pool that these agencies have access to, they   might suggest the option of advertisement recruitment to the clients. This helps the clients to reach out to a greater number of prospective candidates possessing the required qualification, skills and experience. In addition to using the traditional method of advertising the vacancy in print media, modern business organizations can also exploit the benefit of advertising on online job portals and even social media sites.

However it is important for the business organizations to understand that using the option of advertising the vacancy is not a guarantee of finding the right candidate. In order to attract the right candidates, the following key factors need to be ensured while taking out an advertisement.

  • Providing accurate details of the position, title, rank
  • Offering clarification about status of hiring namely probation, contractual or permanent
  • Brief yet precise summary of the duties and responsibilities
  • Minimum qualification and experience required for the post
  • Exact salary range and whether or not it is negotiable
  • Desired set of soft skills
  • Closing date of application acceptance
  • Any other documents required to be submitted with the application

One of the biggest challenges of advertising a vacancy is to shortlist the best candidates suited for the job from the vast sea of applications received. This is where the expertise of an executive search firm can come in handy. These firms have the necessary skill and the acumen to find the most appropriate candidates for the position.

Importance Of Attracting And Recruiting The Right Candidates