Payroll Accountant Job Description – A Guide To A Job in Finance

payroll accountant job description

Do you think you are good with numbers? Are you someone who is trusted with budgets? Then, maybe becoming a payroll accountant might be a good option. 


The role of a payroll accountant is crucial in ensuring that employees are paid accurately and on time. The Bureau of Labor Statistics (BLS) anticipates a 6% expansion in accountant and auditor roles from 2021 to 2031. It also predicts more than 136,000 new job opportunities each year.


This article will delve into the responsibilities and expectations associated with this position. We will also look at a comprehensive payroll accountant job description sample to understand what it entails.


So, whether you’re considering a career as a payroll accountant or seeking to understand the role better for hiring purposes, this guide will provide valuable insights into the job description. Without further ado, let’s understand the world of payroll accounting!

Core Functions and Duties of a Payroll Accountant

A payroll accountant job description involves various responsibilities focused on ensuring accurate and timely processing of employee compensation. So, here are the key payroll accountant responsibilities typically associated with this role:

Processing Payroll

Payroll accountants calculate employee salaries, wages, bonuses, and deductions accurately. So, they ensure compliance with company policies and regulatory requirements.

Maintaining Payroll Records

They keep detailed records of employee compensation confidentially, updating them with each payroll cycle.

Tax Compliance

They also accurately calculate and withhold income taxes, healthcare contributions, and other statutory deductions. This also means filing payroll tax returns and remitting taxes to government agencies.

Benefits Administration

They administer employee benefits, including health insurance, retirement plans, and paid time off. So this involves calculating contributions, coordinating enrollments, and reconciling benefit payments.

Auditing and Reporting

Their job includes participating in audits to ensure the accuracy of payroll processes and records. Moreover, they generate payroll reports for management, HR, and regulatory agencies.

Addressing Employee Inquiries

They handle employee inquiries regarding paycheck discrepancies, tax withholding, and benefits promptly and courteously.


Overall, payroll accountants are crucial in managing payroll operations, supporting employee satisfaction, financial compliance, and organisational success. 

Payroll Accountant Job Description: What to Expect

We know the importance of precision and accuracy in payroll accounting. So, it’s not a surprise that as businesses navigate the complexities of financial management, the role of a Payroll Tax Accountant shines brightly. 


Let’s look at the intricacies of this vital position through a comprehensive payroll accountant job description template:

Sample Payroll Tax Accountant Job Description

Position Title: Payroll Tax Accountant

Location: [XYZ]

Job Type: Full-time


As a Payroll Tax Accountant, you’ll play a pivotal role in managing payroll taxes to ensure compliance and accuracy within our organisation. Your meticulous attention to detail and expertise in tax regulations will be instrumental in maintaining precise financial records.

Key Responsibilities

  • Processing Payroll Taxes
  • Tax Compliance
  • Record-Keeping
  • Auditing and Reconciliation
  • Employee Communication
  • Continuous Improvement


  • Bachelor’s degree in Accounting, Finance, or related field
  • Certified Public Accountant (CPA) designation preferred
  • Strong understanding of payroll tax laws and regulations
  • Proficiency in payroll processing software and Microsoft Excel
  • Excellent analytical and problem-solving skills
  • Effective communication and interpersonal abilities

Join Our Team:

If you’re seeking a dynamic role where your expertise in payroll accounting can make a difference, we invite you to join our team as a Payroll Tax Accountant. Embrace this opportunity to contribute to our organisation’s success while advancing your career in accounting.


Note: This is a sample payroll accountant job description created to briefly explain how the JD might look for this role. So, it is subject to changes as per various company policies.

Understanding Payroll Accountant Salary and Career Progression

Now that you know the payroll accountant job description, let’s move on to other essentials. Being associated with payroll accounting careers involves considering salary prospects and potential advancement opportunities. 


So, let’s understand the factors shaping payroll accountant salaries and career paths:

Salary Factors

On average, payroll accountants earn a yearly salary of $59,220. However, salary variation among payroll accountants is influenced by multiple factors, such as:

  • Experience: Entry-level roles offer lower pay, while seasoned professionals command higher salaries.
  • Education and Certification: Advanced degrees like a Master’s or certifications like Certified Payroll Professional (CPP) can boost earnings. Employers usually seek payroll accountants with a minimum bachelor’s degree in accounting.
  • Industry: Sectors with high profits or strict regulations may pay more. 
  • Skills and Specialisations: Expertise in international payroll or tax compliance can lead to better pay.

Career Progression

The career progression of a payroll accountant typically follows a structured path. It is bolstered by opportunities for advancement based on performance and qualifications. And here’s a typical trajectory that follows after you fulfill the payroll accountant job description:

Entry-Level Payroll Clerk

Entry-level positions, such as payroll clerks or assistants, provide foundational experience in payroll processing and administration. So, responsibilities may include:


  • Data entry
  • Payroll verification
  • Assisting with tax filings

Payroll Accountant

As professionals gain experience and knowledge in payroll accounting principles and practices, they may advance to roles as payroll accountants. So, responsibilities expand to include:


  • Payroll tax calculations
  • Compliance
  • Reporting

Senior Payroll Accountant

Individuals may transition to senior payroll accountant roles with continued growth and expertise. Senior positions involve complex payroll functions, leadership responsibilities, and strategic involvement in payroll process improvements.

Payroll Manager or Director

Payroll professionals may ascend to managerial or directorial positions at the pinnacle of their careers. So, these roles include: 


  • Overseeing entire payroll departments
  • Managing teams of payroll specialists
  • Shaping organisational payroll strategies

However, ongoing education and skill development are crucial. 

How 6 Pence Helps

Understanding the intricacies of a payroll accountant job description is essential for job seekers. At 6 Pence, we specialise in connecting talented individuals with reputable employers seeking payroll professionals. Our extensive network and expertise in HR consultancy allow us to match candidates with companies that value their skills and expertise. 


So, whether you’re a seasoned payroll accountant looking for new challenges or an aspiring professional eager to kickstart your career in payroll, we’re here to support you every step of the way. Drop your CV by visiting our careers page, and keep an eye on the latest vacancies by following us on social media.

Frequently Asked Questions:

What is the function of payroll accounting? 

The function of payroll accounting is to manage and process employee compensation. So, this, according to the payroll accountant job description, includes salaries, wages, bonuses, and deductions while ensuring compliance with tax laws and regulations.

What is the role of a payroll administrator? 

The role of a payroll administrator is similar to the payroll accountant job description. So, it involves overseeing the payroll process, including calculating wages, distributing paychecks, handling tax withholdings, maintaining payroll records, and addressing employee inquiries regarding compensation.

What is the highest salary of an accountant?

The highest salary of an accountant can vary depending on factors such as experience, location, industry, and qualifications. However, top-level accountants, such as chief financial officers (CFOs) or partners in accounting firms, can earn significant salaries, often in the six-figure range or higher. But, it’s safe to say that payroll accountant roles and responsibilities decide the exact figures.


Also Read: From Recruitment to Retention: A Deep Dive into Common Hiring Mistakes

A Guide To Create an Effective Employee Evaluation Checklist

employee evaluation checklist

Effective employment evaluation is a double-edged sword: it helps an organisation understand and reward the performance of an employee, and for the staff, it enables them to understand their strengths, weaknesses, and scope for future improvement.


Navigating employee evaluations can be an unending and terrifying maze without the right map. That’s where an effective employee evaluation checklist comes into play, shining a light on the path to insightful and fair assessments. Did you know that 74% of millennials feel uninformed about their job performance?


This guide is your key to unlocking a streamlined and impactful evaluation process. We’ll start with the fundamentals, pinpoint precisely what your checklist needs to capture and share actionable tips to bring it all to life. 


Ready to transform how you view performance reviews? 


Join us on this journey to elevate your team’s success and foster a culture of continuous improvement.

The Basics of a Performance Review Checklist

Wondering how to evaluate employee performance fairly? A well-crafted employee evaluation checklist is your compass. It will guide you through the essentials while ensuring no detail is overlooked from your checklist for performance appraisal.

First Up, Pinpointing Specific Criteria is Key. 

Think of it as setting the GPS for your evaluation journey. These criteria could range from job knowledge and skills to teamwork and problem-solving abilities. The aim is to provide a clear path to assess each employee’s contributions and growth areas.

Next in Line, Fairness Takes the Front Seat. 

Using a uniform checklist ensures every team member is evaluated on the same scale. This approach fosters a sense of justice and strengthens the team’s trust in the evaluation process.

Consistency is Your Co-pilot. 

With each review guided by the same markers, you’ll gain a panoramic view of how performance trends over time. This allows for meaningful comparisons and growth tracking.

Not to mention, Preparation Becomes a Breeze. 

Armed with your checklist, gathering thoughts and supporting examples ahead of time transforms reviews from daunting to doable. So, it sets the stage for a structured and insightful exchange.

Let’s not forget its Importance in Opening the Floor for Dialogue. 

A thoughtful checklist does more than evaluate; it encourages conversation. It invites open, two-way discussions about achievements, hurdles, and aspirations. Also, this allows employees to self-evaluate themselves and make note of future growth opportunities.


In short, your employee evaluation checklist is far from a mere formality. It’s the backbone of a process that enriches understanding, ensures equity, and cultivates development within your team. With these in mind, creating a checklist that resonates with and uplifts your team is well within reach.

Key Components to Include in an Employee Evaluation Checklist

Creating a comprehensive employee evaluation checklist involves several key components. Let’s break down what to include for a balanced and insightful review:

Job Performance

Firstly, focus on job performance when working on an employee performance review checklist. This covers the quality of work, efficiency, and goal achievement. Ask, “Has the employee met their targets?” Evaluating how effectively they handle their daily tasks and contribute to team objectives is crucial.

Skills and Competencies

Next, assess skills and competencies. This includes technical abilities and soft skills like communication and teamwork. Consider, “Are they using their skills effectively?” Understanding their strengths and areas for growth guides personal development plans.

Work Attitude

Then, look at work attitude. This is about their professionalism, reliability, and adaptability. Reflect on questions like, “Do they demonstrate a positive approach to challenges?” An employee’s attitude significantly impacts team dynamics and morale.

Initiative and Creativity

Furthermore, evaluate initiative and creativity. Recognise employees who go beyond their basic duties and contribute innovative ideas. Ask yourself, “Have they shown proactive problem-solving?” This highlights those driving change and improvement.

Development and Training

Additionally, consider development and training needs. Identify opportunities for further growth and learning. Think, “What training could enhance their performance?” This ensures employees are equipped to meet current and future challenges.

Goals for the Next Period

Lastly, set goals for the next period. Discuss and agree on clear, achievable objectives. Add questions like, “What targets will drive their development?” This forward-looking component motivates and provides direction for ongoing improvement.


Incorporating these elements into your employee evaluation checklist ensures a thorough and balanced assessment. It highlights accomplishments and areas for improvement and sets the stage for continuous development and success.

Implementing Employee Appraisal Checklist Effectively

Implementation is critical to making the most of your employee evaluation checklist. Let’s explore how to apply it effectively in your review process:

Start with Clear Communication

First up, clear communication is essential. Before the evaluation begins, explain the checklist to your team. This ensures everyone understands the criteria and process. It sets a transparent and open atmosphere for the reviews.

Use as a Guide, Not a Script

Remember, the checklist is a guide, not a script. While it’s important to cover all areas, allow for natural conversation. This approach encourages more meaningful discussions and insights.

Provide Specific Examples

Always back up your assessments with specific examples. This makes feedback concrete and actionable. It helps employees clearly see where they excel and where there’s room to grow.

Encourage Employee Input

Not to mention, make it a two-way conversation. Encourage employees to share their thoughts and self-assessments. This empowers them and provides valuable perspectives on their performance and aspirations.

Focus on Development

Based on Gallup research, 32% of employees who left their jobs recently cited a lack of promotional opportunities as their reason for leaving. Use the appraisal as an opportunity to plan for future growth. Discuss training, new challenges, and career goals. This shows employees their development is a priority. 

Follow Up

Also, don’t let the appraisal be the end of the conversation. Employees show 2.7 times higher engagement when they receive feedback on a weekly basis; schedule follow-ups to discuss progress on goals and ongoing support. This continuous engagement reinforces the value of the appraisal process.


Implementing your employee evaluation checklist with these practices ensures a productive and positive experience. It turns evaluations into opportunities for growth, motivation, and alignment with company objectives.

How 6 Pence Helps

While an effective employee evaluation checklist is a cornerstone of fair and insightful appraisals, integrating comprehensive HR solutions can elevate your approach to talent management.


6 Pence specialises in offering bespoke Staff Outsourcing and Payroll Outsourcing services that complement your internal evaluation efforts. By leveraging our expertise, businesses can ensure that every aspect of employee management is handled with precision and care.


Serving businesses across Dubai, Oman, Iraq, and Bahrain, 6 Pence is strategically positioned to support your operations wherever you are. Contact us to discover how 6 Pence can assist in streamlining your HR processes!

Frequently Asked Questions

What is a performance evaluation checklist? 

A performance or employee evaluation checklist is a tool used during employee reviews. It outlines the criteria and standards for assessing job performance, ensuring a structured and consistent evaluation process.

What should an employee evaluation include? 

An employee evaluation checklist should include assessments of job performance, skills and competencies, work attitude, initiative and creativity, development needs, and goals for the future. It should also encourage dialogue for feedback and development planning.

What is a key evaluation checklist?

A key employee evaluation checklist refers to the essential elements and criteria used to assess an employee’s performance effectively. It focuses on critical areas such as job performance, skills, attitude, and goals, ensuring a comprehensive review of an employee’s contributions and areas for growth.


Also Read: 5 Data-Driven Recruitment Strategies to Find Top Hires

Applicant Tracking System Software – A Guide For New-Age Hiring

applicant tracking system software

Did you know that in the current job market, on average, 118 people apply for a single job? These numbers would be much higher for larger global corporations. Thus, sifting resumes, managing the hiring pipeline, and finally onboarding can become challenging!


In the modern business world, finding and keeping the right talent is a top priority. Applicant Tracking System (ATS) software is a key tool for this challenge. It helps businesses manage the hiring process from start to finish. 


This guide will take you through everything you need about Applicant Tracking Software. We’ll start with how it works. Then, we’ll talk about why it’s so important. Finally, we’ll look at the good and the bad of using Applicant Tracking System software. If you want to improve your hiring process, this guide is for you. 


Let’s dive into how ATS software can help modern businesses like yours.

Understanding How Applicant Tracking System Software Works

So, first things first: what is an Applicant Tracking System in HR? At its core, ATS software simplifies the recruitment process. Here’s a step-by-step breakdown of how it functions, making it easier for businesses to navigate hiring challenges.

Step 1

Firstly, when a job opening is posted, Applicant Tracking System software begins its work. It collects applications from various sources. This includes job boards, company websites, and email submissions. By consolidating these applications in one place, it saves time right from the start.

Step 2

Next, the Applicant Tracking System software sorts through the resumes. It scans for specific keywords related to the job. Keywords might include skills, experiences, or educational qualifications. This step ensures that only the most relevant applications move forward in the process.

Step 3

Then, the employee tracking system ranks the candidates. It prioritises applications based on how well they match the job criteria. This feature helps hiring managers quickly identify the top candidates without manually reviewing each resume.

And Some More

Additionally, ATS can also manage communications with candidates. It sends automated emails to acknowledge receipt of applications. Furthermore, it can notify candidates about their application status. This keeps applicants informed and engaged throughout the process.


Moreover, Applicant Tracking System software can streamline interview scheduling for selected candidates. It may integrate with calendars to find suitable times for both interviewers and candidates. This feature alleviates the administrative strain on HR departments.


ATS also provides valuable analytics. It tracks metrics such as the number of applicants, sources of the best candidates, and time-to-hire. These insights help businesses refine their recruitment strategies over time.


In essence, ATS software acts as a bridge between employers and potential employees. It selects, organises, and simplifies the recruiting process. Doing so ensures that businesses can focus on evaluating the best candidates. All the while, it maintains a positive experience for job seekers. This balance is crucial for attracting and retaining top talent in a competitive job market.

7 Benefits of Using ATS Tools for Recruitment

Applicant Tracking System tools have transformed recruitment. They offer a multitude of benefits that streamline the hiring process. So, let’s delve into seven key advantages:

Efficiency in Handling Applications

First off, Applicant Tracking System software tools greatly speed up the review of applications. By automating the initial screening, they save precious hours. So, this means HR teams can focus on engaging with top candidates sooner.

Enhanced Candidate Quality

Next, ATS helps improve the quality of candidates who reach the interview stage. So, matching resumes with job requirements ensures only the most suitable applicants are considered. This precision elevates the overall talent pool.

Reduced Hiring Costs

The efficiency provided by ATS tools leads to reduced hiring costs. 86% of HR experts agree that using ATS greatly accelerates the hiring process. Companies can allocate resources more effectively by shortening the hiring time and minimising manual tasks. So, needless to say, this cost-saving is significant over time.

Improved Candidate Experience

Applicant Tracking System software tools contribute to a better candidate experience. Automated communications keep applicants informed and engaged. So, this transparency and timeliness can enhance the company’s reputation among potential employees.

Streamlined Communication

Communication between HR, hiring managers, and candidates is smoother with ATS. Centralising messages and updates eliminates confusion. Therefore, this clear, organised approach ensures everyone stays on the same page.

Compliance with Regulations

ATS tools also assist in maintaining compliance with employment laws and regulations. They can be configured to ensure fair hiring practises are followed. So, this eliminates or lessens the risk of legal issues.

Valuable Insights and Reporting

Lastly, ATS tools offer valuable insights through reporting features. Companies can track metrics such as source effectiveness, time-to-hire, and candidate engagement. These analytics support strategic decisions to optimise future recruitment efforts.


In short, Applicant Tracking System software tools make recruitment easier and more effective. By integrating ATS into their recruitment strategy, businesses can navigate the hiring process more successfully, ensuring they attract and retain the best talent.

Who Should Use an HR Recruiting Software?

Applicant Tracking Systems are versatile tools that can benefit various organisations. Understanding who can gain the most from implementing an ATS can help businesses make informed decisions. Around the world, 75% of recruiters use an applicant tracking system.


Here are the key groups that should consider using ATS:

Growing Businesses

If your business is expanding quickly, an Applicant Tracking System software can greatly help. It manages the influx of applications, ensuring you don’t miss out on great candidates.

High Volume Recruiters

An ATS is essential for companies that hire many people at once, like in retail or customer service. It simplifies sorting through lots of applications, saving you time.

HR Teams Seeking Efficiency

HR departments looking to streamline their work will find ATS tools very useful. These systems handle the routine tasks, allowing HR staff to focus on more strategic aspects of hiring.

Improving Candidate Experience

Companies that want to improve the application process for candidates should use an Applicant Tracking System software. It automates updates and feedback, keeping candidates in the loop.

Recruitment Strategy Enhancement

If your goal is to refine how you hire, ATS provides the data you need. It tracks the success of your postings and helps identify areas for improvement.

Compliance-Conscious Organisations

For businesses in industries with strict hiring regulations, an ATS ensures that your recruitment process complies with the law, reducing the risk of legal issues.

Small to Medium Enterprises (SMEs)

Small and medium-sized businesses also benefit from ATS. There are scalable solutions that fit smaller budgets but still provide the advantage of streamlining the recruitment process.

How 6 Pence Helps

Integrating an ATS can significantly enhance your recruitment process, making it more efficient and effective. However, managing an ATS and ensuring it aligns with your broader HR strategy can be a complex task. This is where 6 Pence steps in to bridge the gap.


While Applicant Tracking System software focuses on streamlining the recruitment process, 6 Pence offers comprehensive Staff Outsourcing and Payroll Outsourcing services that take your HR management to the next level. Our services are designed to alleviate the administrative burden on your team, allowing you to focus on strategic growth and core business activities.


Located in Dubai, Oman, Iraq, and Bahrain, we’re equipped to support your business across the Middle East. For more details on how 6 Pence can support your business needs and help optimise your operations, please contact us.

Frequently Asked Questions

How does an ATS work? 

An Applicant Tracking System software automates the recruitment process. It collects applications; filters resume based on keywords, ranks candidates, and helps with scheduling interviews. This system streamlines hiring by managing large volumes of applications efficiently.

What is the importance of ATS? 

ATS is important because it makes hiring faster, more organised, and fair. It helps businesses manage applications effectively, ensuring no potential candidate is overlooked. Additionally, it supports compliance with hiring regulations.

What are the advantages and disadvantages of ATS?

ATS speeds up the hiring process, improves candidate quality, reduces administrative workload, and enhances data management. It also ensures a fair and unbiased recruitment process.


But then there’s a risk of overlooking qualified candidates if their resumes don’t precisely match keyword criteria. It can also depersonalise the recruitment process, making it feel less engaging for candidates.


Also Read: 7 Trends in Human Resource Management For 2024

Simple Steps to Improve Employee Experience – A Complete Guide

improve employee experience

Employees’ happiness and satisfaction are key in today’s fast-paced business world. A positive workplace can lead to better performance, loyalty, and innovation. So naturally, companies worldwide have been seeking ways to improve their team’s work experience. 


This article will explore easy yet effective methods to achieve this goal. First, we’ll dive into what a strategy for employee experience involves. Next, we’ll look at actionable steps to uplift your work environment. Then, we’ll discuss how to see if these changes are making a difference. Join us as we learn how to improve employee experience and create a more fulfilling workplace for everyone.

5 Key Elements of Employee Experience Strategy

At the heart of any successful business lies its workforce. So, a strategic approach to improving employee experience is crucial. But what does this strategy to improve employee experience entail? It’s about more than just perks and pay. It involves every aspect of an employee’s journey within the company. 


So, let’s break down the key elements you need to take care of to enhance employee experience:


This is the environment in which employees work. A positive culture fosters collaboration, respect, and inclusivity. It’s about creating a space where employees feel valued and part of a team.


The tools and systems employees use daily significantly impact their experience. User-friendly, efficient technology can make work smoother and more enjoyable.


Physical or virtual, the workspace should be conducive to productivity and comfort. It includes everything from ergonomic furniture to the layout of an office or the flexibility of remote work options.


Employee experience extends to how a company supports its team’s physical and mental health. Initiatives like wellness programs, flexible working hours, and stress management resources are vital to improve employee experience.

Growth Opportunities

Employees want to feel like they’re advancing in their careers. Providing clear paths for development and learning is essential for a positive experience.


Companies can create a comprehensive strategy that goes beyond surface-level improvements by focusing on these elements. It’s about building a foundation that supports every employee’s journey, from their first day to their growth within the organisation.

7 Practical Ways to Improve Employee Experience

Did you know a survey by Gartner found that merely 13% of employees are completely satisfied with their workplace experience? But improving the employee experience doesn’t have to be complicated. In reality, with the appropriate attitude, it may be really simple. So, let’s explore some ideas to improve employee experience any business can take to make a significant difference:

Listen to Employee Feedback

First off, actively seek out what employees think. So, use surveys, suggestion boxes, and meetings to gather insights. This step shows you care about their opinions. It can reveal areas for improvement. Acting on feedback also builds trust and a sense of belonging among the team.

Recognise Achievements

Recognition goes a long way. So, celebrate both big wins and small victories. Use awards, shout-outs in meetings, or simple thank-you notes. This practice boosts morale. It makes employees feel valued for their contributions. Plus, it encourages a culture of appreciation and respect.

Offer Career Development

Investing in employees’ growth is crucial to improve employee experience. So, offer workshops, online courses, and opportunities for advancement. This approach enhances their skills and shows commitment to their future. Employees who see a clear growth path are more engaged and motivated.

Enhance Communication

Clear communication is key to improving employee experience. So, ensure information flows smoothly between management and staff. Regular updates, team meetings, and open-door policies encourage transparency. This openness helps employees feel informed and part of the company’s journey.

Promote Work-Life Balance

Encourage a balance between work and personal life. Flexible working hours, remote work options, and emphasising the importance of breaks can make a big difference. Employees who feel their well-being is a priority will likely be happier and more productive.

Improve the Physical Workspace

The environment affects performance. So, create a comfortable, appealing workspace to improve employee experience. This can mean ergonomic furniture, natural light, or a well-equipped break room. For remote employees, provide the tools they need to work effectively from home. A pleasant workspace can improve focus and satisfaction.

Foster a Positive Culture

Finally, cultivate a supportive and inclusive culture. Encourage collaboration, respect, and diversity. Team-building activities and open discussions about company values can strengthen bonds and improve employee experience. A positive workplace culture makes employees feel safe and happy to contribute their best work.


So, simple, thoughtful actions can make a significant impact, leading to a better employee experience for all. By implementing these strategies, businesses can create a more engaging and satisfying work environment. 

Measuring Success of Better Employee Experience

Once you’ve implemented strategies to improve employee experience, assessing their impact is crucial. But how do you know if these efforts are successful? Here are simple ways to measure success:

Survey Employee Satisfaction

Start by regularly surveying your team. Use the same questions over time to track changes. Look for improvements in satisfaction levels. This direct feedback is invaluable.

Monitor Retention Rates

Keep an eye on retention. A better employee experience often leads to lower turnover. So, if fewer people are leaving, it’s a good sign your strategies are working.

Check Engagement Levels

Engagement surveys or tools can help measure how involved and enthusiastic employees are about their work. Higher engagement means your improvements are having a positive effect.

Review Productivity Metrics

Productive employees are usually happier employees. So, track productivity before and after implementing changes. Look for increases in output or efficiency.

Gather Qualitative Feedback

Beyond numbers, listen to what employees say. So, during meetings or one-on-ones, ask how they feel about the workplace changes. Their stories and perspectives can provide deep insights.

Analyse Recruitment Success

If it’s easier to attract top talent, it could be due to a better workplace reputation. A positive employee experience makes your company more attractive to prospective hires.


Organisations with high employee engagement report 23% higher profitability. So, success in these areas boosts morale and contributes to the company’s overall performance and reputation. By using these measures, companies can get a clear picture of the effectiveness of their employee experience strategies. 

How 6 Pence Helps

Is your HR department struggling to maintain and improve employee experience? Well, why do it alone when you can have an expert assisting you?


You can outsource your staffing, recruitment, and payroll processing to us. We assist with tailored and customised strategies that help organisations find top talents and enable a smooth experience for employees.


Located in Dubai, Oman, Iraq, and Bahrain, 6 Pence offers tailored solutions to meet the unique needs of each business. Our services are designed to streamline operations, ensuring that companies can focus on their core activities while fostering a supportive and productive work environment for their employees.


For more information on how 6 Pence can help you improve employee experience or to inquire about our services, feel free to reach out.

Frequently Asked Questions

What is employee experience strategy? 

An employee experience strategy is a plan that focuses on improving every aspect of an employee’s journey within a company. It aims to enhance job satisfaction, productivity, and engagement. It does so by encouraging:


  • Better work culture
  • Technology use
  • Workspace design
  • Well-being support
  • Growth opportunities

How can I improve my workplace experience? 

To improve employee experience, start by listening to employee feedback to understand their needs:


  • Recognise their achievements
  • Invest in their career development
  • Enhance communication
  • Promote work-life balance
  • Improve the physical workspace
  • Foster a positive work culture

These steps can lead to a more engaged and satisfied workforce.

What does it mean to improve employee experience?

Improving employee experience means creating a better work environment that supports employees’ well-being, development, and satisfaction. It involves making changes to ensure that employees feel valued, engaged, and motivated to contribute their best work. So this can include improving company culture, technology, and workspace and providing growth opportunities.


Also Read: How to Use Employee Exit Reasons for Reducing Staff Turnover?

Employee Conflict Resolution – A Step-by-Step Guide

employee conflict resolution

Employee conflicts are inevitable in any workplace, but how we handle them makes all the difference. Welcome to our comprehensive guide on employee conflict resolution. Here, we’ll explore practical strategies and best practices to resolve disputes and restore harmony. 


Whether you’re a supervisor, HR professional, or a team member, this guide will provide valuable insights into employee dispute resolution in a way that strengthens team dynamics. From understanding the basics to implementing practical solutions, we’ll navigate through the essential steps for creating a more cooperative and productive work environment


Let’s dive into the world of employee conflict resolution, where every challenge is an opportunity for growth and understanding.

Employee Conflict Resolution: Understanding the Basics

Employee conflict resolution is all about handling disagreements in the workplace. So, it’s an essential skill. Conflicts happen, whether between team members with different viewpoints or due to misunderstandings.


Firstly, it’s crucial to understand that not all conflict is bad. Sometimes, it can lead to creative solutions and better understanding among employees. So, the key is how it’s managed. Effective conflict resolution involves open communication, empathy, and a willingness to find a mutually beneficial solution.


Employee conflict resolution starts with identifying the root cause of the conflict. So, is it a clash of personalities? A misunderstanding? Or maybe different work styles? Recognising the source is the first step to resolving it.


Next, conflict management for supervisors is all about creating an environment where everyone feels heard. So this means encouraging open dialogue and ensuring each party can express their perspective without fear of judgement.


Active listening plays a big role in employee conflict resolution. Therefore, it’s not just about hearing the words but understanding the emotions and motivations behind them. This helps in finding common ground and moving towards a resolution.


Also, it’s important to stay neutral. As a mediator, maintaining impartiality helps gain the trust of all parties involved. It ensures the process is fair and focused on resolution, not blame.


Finally, finding a solution that works for everyone involved is the goal. This might include compromise or finding a new way of working together. Employee conflict resolution should be practical and acceptable to all parties.


In short, employee conflict resolution is about understanding the problem, listening to all sides, and working towards a solution that benefits everyone. So, it’s a process that resolves the immediate issue and can lead to a stronger, more cohesive team.

Top 10 Strategies for Dealing with Employee Conflict

Effectively dealing with employee conflict is crucial for maintaining a healthy workplace. But how to resolve conflict between employees at work? 


Here are some strategies for employee conflict resolution:

Address the Issues Without Delay

Don’t let conflicts fester. Address them as soon as they emerge to avoid further escalation.

Allow Open Communication Among The Staff

Encourage open and honest discussions. Create a safe area in which workers may discuss their concerns.

Active Listening Can Help Save The Day

Listen to all parties involved without judgment. Understand their perspectives and feelings.

Identify Common Goals To Foster Camaraderie

Remind conflicting parties of their shared objectives and interests. This can often shift the focus from individual differences to collective goals.

Empathy and Understanding For The Win

Show empathy. Acknowledging each person’s feelings can de-escalate tension.

Find A Common Ground Between Disputing Parties

Aim for solutions that satisfy all parties involved. Compromise may be necessary.

Set Clear Expectations From The Resolution

Be clear about acceptable behaviour and the consequences of continued conflict.

Use Unbiased Mediators

Sometimes, bringing in an unbiased third party can help resolve deeper conflicts.

Access To Right Training

Provide conflict resolution training. It equips employees with the skills to handle disagreements constructively.

Follow-Up With The Involved Parties

After resolving a conflict, check in with the involved parties. Ensure that the resolution is effective and the relationship is mending.


These strategies can help resolve employee conflicts and build a more understanding and cohesive work environment.

Resolving Conflict Between Employees: Best Practices

Successfully resolving conflicts between employees is vital for a harmonious workplace and increased productivity


Here are some unique best practices to consider for employee conflict resolution:

Structured Conflict Resolution Meetings

Arrange structured meetings specifically for conflict resolution, guiding the conversation with clear objectives.

Clarify Misunderstandings

Often, conflicts arise from misunderstandings. Clarify any miscommunications that might have contributed to the conflict.

Establish Ground Rules for Discussion

Set rules for respectful communication during conflict discussions, like no interruptions and speaking in turns.

Focus on Specific Behaviours and Events

Encourage employees to discuss specific incidents and behaviours rather than generalising or making personal attacks.

Explore Solutions Together

Facilitate a brainstorming session where conflicting parties can propose their own solutions to the problem.

Agree on a Follow-Up Plan

Develop a clear plan for how the employees will interact moving forward and how they will address similar issues if they arise again.

Encourage Accountability

Have each party acknowledge their role in the conflict and commit to making changes.

Document the Agreement

Keep a record of what was agreed upon to ensure clarity and accountability.

Offer Support and Resources

Provide access to resources like counselling or mediation services if needed.

Promote a Culture of Respect

Reinforce the importance of respect and teamwork regularly, not just during times of conflict.


By implementing these best practices, conflicts between employees can be resolved more effectively, leading to a healthier, more productive workplace environment.

How 6 Pence Helps

Effectively management and employee conflict resolution are crucial to maintaining a positive and productive workplace. However, it’s just one piece of the larger puzzle of staffing and hiring. Navigating these areas can be complex, but 6 Pence offers comprehensive solutions to ease these challenges.


At 6 Pence, we specialise in a range of services designed to streamline your staffing and recruitment processes. From Staff Outsourcing to Payroll Outsourcing and Recruitment, we cover all bases to ensure your HR needs are met efficiently and effectively. Operating across Dubai, Iraq, Oman, and Bahrain, our reach and expertise are wide, allowing us to cater to diverse industries and organisational needs.


We’re here to simplify your HR processes and free you to focus on what you do best – running your business. Contact us for more information, and let us help you create a more harmonious and productive workplace.

Frequently Asked Questions

What is employee conflict? 

Employee conflict is when two or more employees disagree or clash due to different opinions, styles, or interests. It can impact their work and the team’s dynamics.

How do you resolve employee conflict? 

To resolve employee conflict, encourage open communication, listen to each side, find common ground, and work together to find a fair solution. It’s important to address conflicts early and constructively.

What is the role of HR in conflict resolution?

HR’s role in employee conflict resolution is to facilitate discussions, ensure fairness, provide guidance, and help find a resolution that works for everyone involved. They also create policies and training to prevent conflicts.


Also Read: Building a Robust Workforce with Blue Collar Recruitment Strategy

Fairness in the Workplace – A Closer Look at Pay Equity Analysis

pay equity analysis

Did you know that a recent survey by Forbes shows that women generally earn 17% less than men? Despite contributing the same and having similar qualifications, there was still a wide gap! This opens up the need for a pay equity analysis and bridging this gap to create a cohesive workplace.


In today’s world, fairness in the workplace isn’t just a nice to have; it’s a must. That’s where pay equity analysis comes into play. It’s not just about giving everyone the same paycheck. Instead, it’s about ensuring everyone gets a fair shot based on what they bring to the table. 


But, diving into pay equity analysis can feel like a maze. Don’t worry, though. We’re here to guide you through it, breaking down the jargon and making it simple. By the end of this blog, you’ll understand what pay equity is, how to measure it, and why it’s different from equal pay. So, let’s make sense of pay equity analysis together!

Understanding Pay Equity Analysis

Talking about fair pay is one thing, but ensuring it across your organisation is where pay equity analysis comes into play. This might sound like a hefty term, but it’s just about ensuring everyone is rewarded fairly for their contribution to the team, regardless of their background.


Pay equity analysis isn’t about diving into complicated math or legal jargon. At its heart, it’s a way to shine a light on how people are paid and ensure fairness prevails. So, the goal is to ensure that everyone doing work of equal value gets paid equally. It’s not just comparing job titles; it’s about understanding the contribution to the company’s success.


This equity compensation analysis helps us see where gaps might exist. Sometimes, these gaps are not obvious, hidden under traditional practices or overlooked assumptions. Not to mention, conducting a pay equity analysis sends a strong message about your company’s commitment to fairness and equality. It shows you’re not just talking the talk but walking the walk.

How to Conduct a Pay Equity Analysis?

Fair pay is more than just a good idea; it’s the foundation of a great workplace. That’s why understanding and implementing pay equity analysis is so important. This process can seem complex, but we’re here to simplify it. 


So, let’s walk through the essential steps and best practices for effective pay equity analysis:

Collect Comprehensive Data

The first step is gathering detailed information about all aspects of compensation within your company. So, this includes not just salaries but bonuses, benefits, and any other perks. Remember, the goal is to get a full picture of what everyone is earning.

Classify and Compare

Once you have your data, it’s time to organise. So, group employees by role, department, or function and then look at the pay within these groups. This helps identify if there are discrepancies that need closer examination.

Analyse for Gaps

Here’s where you dive deep. Look for patterns of inequality. Are certain groups consistently paid less? If so, why? This step is crucial for uncovering hidden biases or practices contributing to unfair pay.

Plan and Act

Finding gaps is one thing; fixing them is another. Develop a plan to address any issues you’ve found. So, this might involve adjusting pay scales, revising compensation policies, or even reevaluating job descriptions and classifications.

Monitor and Update

Compensation equity analysis is not a “set it and forget it” task. Regular reviews are essential to maintain fairness as roles evolve and your team grows. So. make pay equity analysis a regular part of your HR practises.


Your pay equity analysis journey shows your commitment to fairness and equality in the workplace. It’s a clear signal to your employees that you value their contributions and are dedicated to ensuring everyone gets a fair deal. Yes, it requires effort and diligence, but the benefits- happier employees, a stronger company culture, and a more attractive employer brand- are well worth it.

Why Compensation Equity Analysis Matters More Than Ever

Today, the spotlight on fairness and equality in the workplace has never been brighter. Pay equity isn’t just a trend; it’s a crucial part of building a successful, resilient business. Here’s why ensuring fair pay is more important now than it has ever been:

Building Trust

People want to work for companies they believe in, companies that show they care about their employees. When you commit to pay equity, you’re building trust. So, it’s like telling your team, “We’ve got your back,” and that kind of trust is priceless.

Championing Diversity and Inclusion

A fair workplace is a diverse and inclusive one. By ensuring everyone is paid equitably for their efforts, you’re taking a stand for diversity and inclusion. So, pay equity analytics sends a clear message that everyone’s contribution is valued equally, regardless of background.

Boosting Employee Morale

Knowing you’re being paid fairly for your work does wonders for your morale. It’s comforting to see that your employer takes fairness seriously. So, this kind of morale boost can lead to increased employee productivity, creativity, and loyalty.

Attracting Top Talent

The best talent out there is looking for more than just a paycheck. They want to work somewhere that aligns with their values. Therefore, a commitment to pay equity can make your company stand out as a desirable workplace, helping you attract and retain the best.

Protecting Your Reputation

In the age of social media and immediate communication, news spreads quickly. A reputation for fairness in pay can enhance your company’s image, while any perception of inequality can do significant damage. So, in other words, fair pay practices are not just good ethics; they’re good for your brand.

Future-Proofing Your Business

The world is changing, and businesses need to adapt to stay ahead. So, embracing pay equity is a step towards future-proofing your company. It ensures that your business remains relevant, respected, and competitive in a world that increasingly values equality and fairness.


Therefore, ensuring fair pay is more than just the right thing to do; it’s a smart business strategy. It’s about creating a workplace where everyone feels valued, respected, and motivated to give their best. 

How 6 Pence Helps

Navigating pay equity analysis can be complex, but it doesn’t have to be a journey you take alone. If you feel that you need help with staffing, HR administration, and payroll processing, then reach out to 6 Pence


Our experts have years of experience in managing the staffing and payroll needs of top MNCs and government bodies in Oman, Iraq, Bahrain, and Dubai! Our end-to-end, customised strategies will ensure you have access to the best talents and pay them as per industry standards.


For more details, connect with us today!

Frequently Asked Questions

What is the meaning of pay equity? 

Pay equity means ensuring everyone gets paid fairly for their work, no matter who they are. So, it’s all about fairness in pay for similar work or work of equal value.

What is used to measure pay equity? 

To measure pay equity, companies look at things like job roles, experience, and performance. They compare this information to make sure everyone is getting a fair deal.

What is the difference between equal pay and pay equity?

Equal pay is about making sure men and women get the same pay for doing the same job. Pay equity goes further, aiming to ensure all jobs that are of equal value to the company are paid equally, no matter what the job is or who’s doing it.


Also Read: The Art of Asking Effective Pre-Screening Interview Questions

From Recruitment to Retention: A Deep Dive into Common Hiring Mistakes

common hiring mistakes

Hiring the right people is crucial. It’s not just about filling a spot. Instead, it’s about finding someone who fits well with your team and helps your business grow. But let’s be honest: making mistakes during the hiring process is easy. We have all done it, and some of us still do it. 


In fact, hiring the wrong person could lead to expenses amounting to 30% of the individual’s first-year salary. But did you know these errors can cost your business more than just money? They can affect team spirit and even your company’s reputation. 


So, why do these common hiring mistakes happen? Sometimes, it’s a rush to fill a position. Other times, it’s not knowing what to look out for. But don’t worry. We’re here to guide you through these common pitfalls. 


By the end of this blog, you’ll know how to spot these mistakes and, more importantly, how to avoid them. Let’s dive in and make your hiring process smoother and more effective!

Identifying Common Hiring Mistakes

Hiring the proper individual is like looking for a needle in a haystack. It’s tricky, especially when you’re in a hurry. So, what are these common hiring mistakes we keep talking about?


  • First off, one big mistake is not defining the job clearly. 
  • Next, skipping background checks can lead you into trouble. 
  • Furthermore, not checking employee-employer compatibility.

Three out of four businesses that ended up hiring the wrong person for the job reported an average loss of $14,900 due to this mistake, with 74% of employers acknowledging they made a poor hiring decision. But by keeping these common hiring mistakes in mind, you can refine your approach. 

Impact of Common Recruiting Mistakes on Your Business

When it comes to recruitment mistakes to avoid, they don’t just end with the wrong person joining your team. They stretch far and wide, impacting various aspects of your business. 


Let’s break it down under a few key points:

Financial Costs

First and foremost, the financial impact! Hiring the wrong person can be expensive. Think about the time and resources spent on recruiting, training, and then managing someone who doesn’t work out. 


If you need to start over, that’s double the expense. In fact, the cost of a poor hiring decision can vary widely, ranging from $17,000 to as much as $240,000.

Team Morale

Now, let’s talk about team spirit. When someone doesn’t fit well, it affects everyone. It’s like having a team rowing in opposite directions. The effort is there, but the boat’s going nowhere. Team members might feel frustrated or less motivated, slowing progress and dampening the workplace atmosphere.

Productivity and Performance

Another key area is productivity. A mismatched hire can lead to delays, errors, and a drop in overall performance. This can affect your business’s ability to meet deadlines and maintain quality. 


Lastly, bad hiring practises can irrevocably harm your company’s reputation. Word spreads fast. If your hiring process is seen as flawed or if your turnover rates are high, it could deter potential talent from applying. It’s similar to getting a bad review on a popular product. People hesitate to buy, and it takes time to rebuild trust.


So, what does all this mean? It shows that common recruiting mistakes can have a ripple effect on your business. But, by being aware and taking steps to improve your hiring process, you can steer clear of these pitfalls. 

Best Practices to Follow and Hiring Mistakes to Avoid

Avoiding common hiring mistakes is crucial for building a strong, cohesive team that drives your business forward. You don’t want to become yet another instance of recruitment failure examples. So, here are some best practices to help you steer clear of these pitfalls and make your hiring process as effective as possible: 

Define Job Roles Clearly

One of the first steps to avoid common hiring mistakes is clearly defining job roles. A well-detailed job description not only attracts the right candidates but also sets clear expectations. So, make sure the roles and responsibilities are outlined precisely to prevent any confusion down the line.

Conduct Thorough Background Checks

To avoid common hiring mistakes, don’t skip the background checks. These checks give you a clearer picture of who you’re bringing into your team. So, think of it as doing your homework before making a big decision. It’s about ensuring the person’s experience, skills, and character match what your business needs. A little diligence here can save you a lot of trouble later.

Assess Cultural Fit

Another key practice to avoid common hiring mistakes is assessing a candidate’s fit with your company culture. It’s not just about the skills on a resume; it’s about how well they mesh with your team and values. So, look for candidates who share your company’s vision and work ethic to foster a harmonious work environment.

Use Structured Interviews

Structured interviews are a powerful tool to avoid common hiring mistakes. By asking each candidate the same set of questions, you can compare answers more fairly and make informed decisions. It’s like judging a competition with a clear scoring system; it helps ensure the best candidate stands out based on merit, not just a gut feeling.

Foster Continuous Learning and Growth

Also, to avoid common hiring mistakes, create an environment that values continuous learning and growth. Employees who feel supported in their professional development are more likely to stay and grow with your company. So, it’s a win-win; your team gets stronger, and your employees feel valued and fulfilled.


By following these best practices, you can avoid common hiring mistakes and build a team that’s skilled and aligned with your company’s goals and culture. After all, the goal is not just to fill a position but to find someone who will contribute to your business’s success for years to come. Let’s make hiring a strategic asset, not a stumbling block.

How 6 Pence Helps

Building your team can be a big task. It takes time, effort, and quite a bit of money. That’s where 6 Pence comes in. We’ve got a team of experts who are passionate about helping you avoid common hiring mistakes. They’re all about ensuring you get the best people on board, without all the hassle.


Here’s what we can do for you:


  • Staff Outsourcing: Finding the top talent for your specific needs.
  • Payroll Outsourcing: Making your payroll management smooth and efficient.
  • Recruitment: Connecting you with the right candidates who fit your company perfectly.
  • 24/7 HR e-service Portal: Employers and employees can access any HR-related documentation anytime and anywhere.
  • Post-hiring assistance: We extend our help beyond finding a staff. We help with visa processing for international hires, conduct background checks, and assist with training.

Did you know that 70% of companies opt for outsourcing primarily to cut costs? Flexibility ranks as the second most significant factor, with 40% of businesses highlighting its importance. Speed comes in third, cited by 20% of companies as their top priority for outsourcing.


Let us handle these things so you can focus on your passion. Get in touch with us at 6 Pence today! We’re here to support your business’s growth!

Frequently Asked Questions

What is the biggest risk of a new hire? 

The biggest risk of a new hire is not fitting well with the team or not meeting the job expectations. It’s a common hiring mistake to focus just on skills and miss checking if they match your company culture. This mismatch can lead to issues like low morale and productivity in your team.

What are the weaknesses of recruitment? 

Weaknesses in recruitment often include a rushed process and not having a clear idea of what the job really needs. These are common hiring mistakes that can end up with the wrong person for the job. Skipping steps like detailed interviews or background checks can also lead to these mistakes.

Which of the following are common mistakes when hiring?

Some common hiring mistakes include not clearly defining the role, ignoring the importance of a cultural fit, and overlooking the candidate’s potential for growth. Another mistake is not involving your team in the hiring process, which can help ensure the new hire works well with everyone.


Also Read: Best Practices to Evaluate Training Effectiveness for Optimal Results

A Comprehensive Guide to UAE Corporate Tax

UAE corporate tax

Taxes can be daunting; not paying taxes on time and the right amount can lead to severe penalties. 


Welcome to the world of UAE corporate tax, a topic that might sound daunting at first, but don’t worry, we’ve got your back! We’re here to break it down into bite-sized, easy-to-digest pieces, ensuring you get the full picture without the headache.


So, what’s the big deal about the UAE corporate tax? Until recently, the UAE was known as a tax-free haven, but things have changed a bit. Now, there’s a new kid on the block: corporate tax. But here’s the deal- it’s not as scary as it sounds, and you’ll want to know plenty of details, whether you’re running a business or just curious about how things work in the UAE.


In this blog, we’re going to guide you through the ins and outs of UAE corporate tax, from the basics of what it is and who needs to pay it to how to calculate it for your business. And we promise to keep things simple, straightforward, and as casual as a chat over a cup of Arabian coffee.

Introduction to UAE Corporate Tax Law

The UAE stands out as a hub of innovation and growth in the dynamic global business landscape. But even in the land of endless opportunities, taxes are a reality that businesses must navigate. The introduction of corporate tax in the UAE marks a significant shift, aligning the nation with global tax practices while offering a competitive edge.

What is UAE Corporate Tax?

Corporate tax, simply put, is a tax on the profits of corporations. This concept was introduced in the UAE to diversify the economy and meet international tax standards. The UAE Ministry of Finance (MoF) announced in January 2022 that it would introduce a federal corporate tax on business profits for the first time, effective for financial years starting on or after June 1, 2023. 


This new corporate tax UAE is part of the Ministry of Finance’s commitment to transparency and international tax standards.

Who is Affected?

The corporate tax applies to all businesses and commercial activities in the UAE, except for those involved in natural resource extraction, which remain subject to emirate-level taxation. 


Whether you’re a startup in a bustling city centre or a multinational in a free zone, understanding your tax obligations is crucial.

UAE Corporate Tax Law Qualifying Income and Entities

Now, let’s get into the nitty-gritty: what income qualifies for corporate tax and who needs to pay it in the UAE? It’s simpler than you might think, so let’s break it down step by step.

What Counts as Taxable Income?

When discussing taxable income for UAE corporate tax, consider it your business’s yearly earnings after some adjustments. It’s like taking your company’s profit or loss and tweaking it according to specific rules.


Your company should always keep track of its earnings and report them. This is done by preparing financial statements. If you’re following international rules (IFRS) or simpler ones for smaller businesses (IFRS for SMEs), that’s great. But, if your business makes less than AED 3,000,000, you can just track cash coming in and out.


Not all money your business makes or loses gets counted the same way. Here’s a quick rundown:


  • Unrealised gains or losses, basically money you expect to make or lose but haven’t yet, can sometimes be left out, depending on your choice.
  • The money you make from dividends or moving assets around your group of companies is usually not taxed.
  • If you’re restructuring your business, some gains or losses from this process might not count.
  • There are certain expenses the law doesn’t let you deduct. Keep an eye on these.
  • When your business deals with related companies, make sure these transactions are at arm’s length, meaning they’re done as if they weren’t related.
  • If your business is part of a larger group, you might be able to share losses to reduce the total tax bill.

Special Consideration for Corporate Tax in the UAE Free Zone

In the UAE, Free Zone companies get a special deal on corporate tax. If they check all the right boxes, they enjoy a 0% rate on certain incomes. Let’s unpack what it takes to get this benefit and what it means:

Who Qualifies?

To be in the clear for this special 0% tax, a Free Zone company must:


  1. Really set up shop in a Free Zone with enough business activity.
  2. Earn an income that qualifies.
  3. Choose not to be taxed under the regular UAE corporate tax rules.
  4. Follow strict pricing rules for transactions between related companies.
  5. Keep audited financial records.

If you miss any of these, the company won’t qualify for the tax relief for 5 tax years.

What Counts as Qualifying Income?

Income from dealings with other Free Zone companies counts. But there’s a catch. If the income comes from certain activities the law doesn’t favour, the usual 9% tax applies.


If a Free Zone company does business directly in the UAE mainland or abroad through a permanent setup, that part of the profit gets taxed at 9%. This rule prevents companies from avoiding tax while operating outside Free Zones.

Avoiding Double Taxation

The UAE has treaties with other countries to prevent the same income from being taxed twice. If a Free Zone company makes money abroad, these treaties can help reduce the tax burden.

Real Estate in Free Zones

Not all income from real estate in Free Zones enjoys the 0% rate. Income from certain properties, like commercial ones dealing with non-Free Zone entities or from residential units, faces the 9% tax. Commercial property is real estate in a Free Zone used for business, not as a residence or hotel. 


In short, Free Zone companies can get a significant tax advantage but must play by the rules. From keeping proper records to earning the right kind of income, every detail matters for staying on the 0% side of corporate tax.

How to Calculate Corporate Tax in UAE?

Calculating corporate tax might seem complex, but with the right approach, it can be straightforward. Let’s walk through the process, step by step, to understand how UAE corporate tax is calculated.

Small Business Relief

You might catch a break if your business makes AED 3 million or less annually. Up until the end of 2026, qualifying small businesses can choose Small Business Relief. This means, for tax purposes, it’s like they made no taxable income at all. So, no corporate tax to pay. But you’ve got to meet certain conditions to get this perk.

Standard Calculation Without Relief

Not all businesses will fit into the small business category or might choose not to use the relief. Here’s how the tax adds up if you’re going the standard route:


  • The first AED 375,000 you make is tax-free. 
  • Anything over AED 375,000 is taxed at 9%.

A Quick Example

Imagine your business made AED 1 million in a year. Here’s how you’d figure out your tax:


  • AED 375,000 of your income isn’t taxed.
  • The remaining AED 625,000 (AED 1,000,000 minus AED 375,000) is taxed at 9%. So, 9% of AED 625,000 equals AED 56,250 in tax.

Add it all up, and your corporate tax in Dubai would be AED 56,250 for that year. Remember, any tax credits you have can lower this amount.


Staying on top of your corporate tax obligations is crucial in the UAE. If you’re late submitting your tax return, there’s an initial penalty of AED 1,000. This penalty increases by AED 1,000 for every month your submission is delayed, capping at AED 10,000. But it’s not just about being timely; it’s also about keeping accurate records. The law requires that all your financial records and information be updated. Failing to do so can cost you AED 10,000 for each infraction. 

How 6 Pence Helps

At 6 Pence, we understand the ins and outs of UAE corporate tax and beyond. We’re here to make things simpler for you. With our expertise, navigating the complexities of tax and employee management becomes a breeze. 


We offer various services tailored to support your business every step of the way. From staff outsourcing to payroll management, we’ve got you covered. Each service is designed to ease your business processes, ensuring compliance and efficiency.


We’re strategically located across the Middle East, with offices in Iraq, Bahrain, Oman, and Dubai. This means wherever you are in the region, we’re with you, ready to provide the support you need.


Interested in making your business operations smoother? Reach out to us. 

Frequently Asked Questions 

What is qualifying income in UAE corporate tax? 

Qualifying income refers to the earnings a business generates subject to corporate tax in the UAE. This typically includes profits from business operations, but exemptions may apply for certain incomes, such as those earned by companies in free zones under specific conditions.

Is business tax-free in UAE? 

Historically, the UAE was known for its tax-free business environment. However, with the introduction of corporate tax for financial years starting on or after June 1, 2023, businesses are required to pay tax on their profits. Nonetheless, personal income and certain other incomes remain tax-free.

Who pays corporate tax in UAE?

Corporate tax is paid by companies operating in the UAE on their taxable profits. This includes both local and foreign businesses. Certain sectors, like oil and gas extraction and other natural resource-related industries, may have different tax arrangements and are typically taxed at the emirate level.


Also Read: What are the Critical Skills Required for Talent Acquisition?

How to Use Employee Exit Reasons for Reducing Staff Turnover?

employee exit reasons

Employees leave no matter how amazing the career opportunities, company culture, or compensation packages are! Employee exit reasons can be many, but it might not always be the company’s fault that a staff member decides to leave.


Thus, as an HR or manager, you must undertake an exit interview reasons for leaving a job. Through this guide, we will talk about the insights gathered from exit surveys and interviews. We aim to shine a light on the patterns and trends leading to employee departures. It’s about getting to the heart of the matter, making sense of the feedback, and using it to foster a better work environment.


So, let’s explore the common reasons for leaving a job on application and offer practical strategies to increase employee retention. Ready to dive in? Let’s get started on transforming insights into action.

Identifying Common Exit Survey Reasons for Leaving

When discussing employee exit reasons, it’s all about understanding why people leave their jobs. Let’s break down the reason for leaving jobs. This knowledge is crucial for any employer or HR professional looking to keep their team intact and happy.

Lack of Growth Opportunities

First up, many employees leave because they feel stuck. They’re looking for chances to grow, learn, and move up. When these opportunities are missing, they might look elsewhere. It’s a top employee exit reason. 

Unsatisfactory Compensation

Next, let’s talk money. Employees who feel they’re not being paid what they’re worth or under the market standards might start job hunting. Regular market comparisons can help employers stay competitive with salaries and benefits. Addressing this employee exit reason can keep your team content.

Poor Management

Management matters. A lot. Employees often leave due to issues with their bosses. Good leadership is key to keeping a team together. Training managers to be better leaders can tackle this common employee exit reason.

Work-Life Balance

Everyone values their time. If, as a company, you constantly expect your staff to work beyond working hours or during weekends, then there is a high chance that they might leave.


Flexibility and understanding of work-life balance can make a big difference. Addressing this employee exit reason shows you care about your team’s well-being.

Lack of Recognition

Feeling unseen can push employees away. Everyone wants to feel valued and recognized. Simple gestures of appreciation can prevent this employee exit reason from becoming a problem.


Employers and HR professionals can make meaningful changes by identifying these employee exit reasons. It’s all about listening, understanding, and acting. 

Strategies for Addressing Employee Exit Reasons

Tackling employee turnover is key for any thriving business. Here, we’ll explore effective strategies to keep your team on board and happy. Let’s dive into how you can address common employee exit reasons and reduce turnover.

Offer Growth Opportunities

First off, growth is big. Employees want to grow in their careers and see a future with you. You can do this in the following manner:


  • Offering regular training opportunities
  • Providing yearly reviews 
  • Next, offering constructive feedback and opportunities to learn from SMEs
  • Finally, offering growth opportunities like promotions, salary hikes, and more

Review Compensation Regularly

Money talks. Ensure your pay scales are competitive and fair. Regular salary reviews and transparent communication about compensation can make a big difference. 


Compensation includes base wages and benefits like health insurance, life insurance, paid time off, etc. By addressing this frequent employee exit reason, you’re showing your team they’re valued.

Improve Management Practices

Leadership is crucial. Train your managers to lead with empathy and effectiveness. Employees who feel supported by their bosses are more likely to stay. Addressing management-related employee exit reasons strengthens your team from the top down.

Promote Work-Life Balance

Balance is essential. Encourage flexible working hours and respect personal time. Employees who feel their work-life balance is valued are less likely to leave. This strategy directly combats a common employee exit reason, enhancing overall satisfaction.

Recognize and Reward

Lastly, don’t forget to say “thank you.” Recognition programs and rewards for hard work can boost morale. A little appreciation goes a long way in addressing employee exit reasons for feeling undervalued.


By implementing these strategies, employers can significantly reduce employee turnover. Each step addresses key employee exit reasons, creating a more positive, supportive, and rewarding work environment. 

Leveraging Exit Interview Reasons for Leaving a Job

Exit interviews are gold mines for making your workplace better. They give you the real reasons people leave. Let’s look at how to use these insights to fix problems and keep your team happy.

Gather Honest Feedback

First, make sure the exit interview is a safe space. When employees feel comfortable, they’ll share their reasons for leaving. This honesty helps you understand employee exit reasons better and make necessary changes.

Identify Patterns

Next, look for trends. If you hear the same employee exit reasons repeatedly, you’ve found something to fix. This step is crucial for spotting the big issues that might be causing a lot of people to leave.

Take Action

Knowing the problems isn’t enough. You have to fix them. Use the feedback from exit interviews to make real changes. This shows your current team that you’re serious about addressing employee exit reasons and improving the workplace.

Communicate Changes

Tell your team about the changes you’re making. This transparency can boost morale and trust. It shows you’re listening and committed to addressing employee exit reasons.


Leveraging exit interviews is a powerful way to understand and address the reasons behind employee departures. 

How 6 Pence Helps

Employee exit reasons can be many, but it opens up a vacancy whenever that happens. Some exits happen voluntarily, while others may be involuntary. However, an open position can cost a company 33% of annual wages. Therefore, if you want to fill open positions faster with top-quality hires, connect with 6 Pence. 


Our expert team not only helps with staffing and recruitment solutions but also helps to streamline your HR process with our payroll services. At 6 Pence, we constantly work to increase company productivity and employee efficiency.


We are operational in Iraq, Bahrain, Oman, and Dubai and offer our solutions to clients across different industries. Interested in learning more about how we can help your business thrive? Reach out to us. 

Frequently Asked Questions

What are the main reasons for leaving a job? 

The main reasons for leaving a job include lack of growth opportunities, unsatisfactory compensation, poor management, insufficient work-life balance, and lack of recognition.

How do you politely quit your job? 

To politely quit your job, prepare a clear and concise resignation letter, schedule a meeting with your manager to discuss your decision personally, express gratitude for the opportunity, and offer to help with the transition.

Why do good managers quit?

Good managers quit due to 


  • limited opportunities for advancement
  • feeling undervalued by higher management
  • misaligned with company values or direction
  • excessive workload without adequate support
  • seeking better compensation or work-life balance

Also Read: 5 Data-Driven Recruitment Strategies to Find Top Hires

How to Manage Remote Employees While Maintaining Productivity?

manage remote employees

Remote work was something that became very commonplace during the Covid-19 pandemic in 2020. While HRs and organisational heads thought employees would flock back to their offices once the global lockdown was lifted. But, Forbes stated that 12.7% of full-time workers are now working remotely in 2023, and 28.2% are employed in the hybrid model.


Thus, businesses strive to manage remote employees, maintain efficiency, productivity, and company culture, and prevent malpractices like data breaches and moonlighting.


This blog delves into the best ways to manage remote teams, focusing on effective leadership techniques, HR strategies for support and development, and best practices for optimising productivity. 


So, let’s dive into remote work management, where flexibility meets productivity, and distance knows no bounds in achieving organisational goals. 

Effective Techniques for Managing Work from Home Employees

Effective leadership is best for any successful remote team. In this digital era, leading from afar brings unique challenges. But, with the right approach, it’s possible. 


Here’s how:

Communicate Clearly and Often

Good communication is the foundation of remote work. Using video calls, instant messaging, and emails is vital to stay connected. Clear instructions and expectations prevent misunderstandings. 


So, schedule regular team meetings and one-on-one check-ins to ensure everyone feels heard and aligned with their goals. Remember, it’s better to over-communicate than leave room for assumptions.

Trust Your Team

Remote work thrives on trust. So, rather than monitoring every minute, focus on the results your team delivers. Empower them with the autonomy to manage their schedules. 


This approach demonstrates your confidence in their abilities, encouraging a culture of accountability and respect. Trust also means allowing them to take ownership of their tasks, fostering a sense of responsibility and pride in their work.

Provide Regular Feedback

Feedback is a two-way street. It’s about recognising achievements and addressing areas for improvement. So, make it a regular part of your routine to provide constructive feedback. 

Encouraging an open feedback culture helps individuals feel valued and part of the team’s progress.

Embrace Continuous Learning

The digital landscape is always evolving, and so should your team. So, encourage the exploration of new tools and methodologies that can enhance efficiency and collaboration. 


Provide access to online courses and workshops. Promoting a culture of continuous learning not only keeps your team’s skills sharp but keeps them engaged and motivated. 


By deepening your understanding of the latest trends in remote work, you can better navigate the challenges of the work-from-home work model.

Top HR Strategies to Manage Remote Employees

Enhancing support and development for remote employees is crucial for any organisation’s success. HR plays a pivotal role in ensuring remote teams remain engaged, productive, and satisfied. 


So, here, we’ll delve into effective remote management strategies that HRs can follow:

Foster a Strong Onboarding Experience

First impressions matter. To manage remote employees successfully, start with a comprehensive onboarding process. This includes 


  1. First, clear communication about company culture
  2. Second, an understanding of the long-term and short-term expectations
  3. Next, access to available resources
  4. Finally, conducting virtual meet-and-greets with team members and key departments  

So, by investing in a thorough onboarding experience, HR can lay a solid foundation for remote employees’ long-term success and engagement.

Enable Continuous Learning and Growth

For remote employees to thrive, continuous learning is key. Therefore, HR strategies should include access to online courses, webinars, and virtual workshops tailored to skill development and career growth. 


Encouraging employees to set personal development goals and offering support can effectively manage remote employees’ career aspirations. This not only helps in managing remote employees but also in retaining top talent by showing a commitment to their professional growth.

Implement Flexible and Supportive Policies

Flexibility is crucial to manage remote employees successfully. So, HR should develop policies that recognise the unique challenges of remote work, such as flexible working hours and mental health days. 


This can be done by:


  1. First, creating supportive policies accommodating different time zones and personal obligations
  2. Second, create a more inclusive and supportive remote work environment to prioritise employee well-being

Establish Regular Check-ins and Feedback Loops

Consistent communication is essential to manage remote employees effectively. Therefore, HR should facilitate regular check-ins between managers and their remote teams to discuss progress, challenges, and well-being. 


Encouraging an open feedback culture where remote employees can share their insights and suggestions can lead to continuous improvement and innovation. These interactions are vital for maintaining connection and ensuring remote employees feel valued and heard.


So, incorporating these HR strategies can allow you to manage remote employees successfully. 

Managing Remote Teams Best Practises

Optimising productivity is essential when managing remote employees. Achieving this requires a blend of clear expectations, tools, and a supportive culture. 


Here’s how to enhance productivity for remote teams:

Set Clear Goals and Expectations

To manage remote employees successfully, setting clear, achievable goals is crucial. This clarity helps remote workers understand what is expected of them, aligning their daily tasks with the company’s broader objectives. So, regularly review these goals to ensure they remain relevant and motivating.

Equip Teams with the Right Tools

The right digital tools to manage remote employees can streamline workflows and boost efficiency. So, to manage work-from-home employees effectively, provide access to 


  • project management software
  • communication platforms
  • collaboration tools

Foster a Culture of Accountability

When you manage remote employees, fostering a culture of accountability is key. So, encourage teams to take ownership of their work and results. 


Regular check-ins and updates on progress can help maintain focus and drive, ensuring that everyone is accountable for their contributions.

Encourage Work-Life Balance

Encouraging a healthy work-life balance is vital to managing remote employees successfully. So, respect boundaries to prevent burnout and ensure remote workers have time to recharge. Ensure that remote workers are not asked to work during off-hours (beyond their log-out time), on weekends, and during holidays.


A well-rested team is more engaged and productive, which is beneficial for both the employees and the organisation.

How 6 Pence Helps

Hiring employees, whether hybrid, remote, or work-from-office, can be challenging for organisations. The right employee can be instrumental to a company’s success. Therefore, if you want to hire permanent or temporary staff, opt for 6 Pence’s staff outsourcing solutions.


At 6 Pence, we help our business partners close vacancies faster by finding quality candidates in the shortest possible time because of our comprehensive candidate database, top recruiters, and a tailored hiring process.


To manage remote employees, 6 Pence provides access to our 24/7 HR e-service portal, which allows both staff and employers to access any documentation at any time, and anywhere.

Frequently Asked Questions 

What is managing remote employees? 

Managing remote employees involves overseeing the work and well-being of staff who work outside the traditional office environment, ensuring productivity, engagement, and collaboration.

How do you manage a remote team effectively? 

To manage a remote team effectively, use clear communication, set explicit goals, leverage technology for collaboration, and foster a trust-based culture.

How HR can support remote employees?

HR can support remote employees by implementing flexible work policies, providing tools for collaboration and wellness, facilitating regular feedback, and offering professional development opportunities.


Also Read : Driving Employee Engagement: 6 Easy Tips for Businesses

The Role of HR in Enhancing the Employee Onboarding Process

employee onboarding process

You applied for a job in a top company, and after multiple rounds of interviews, you finally got the offer letter and accepted it. Now, do you just come to the office on the first day and dive head-first into work? No, right!


A proper employee onboarding process is necessary to integrate a new employee into the company’s culture and the role and responsibilities associated with that particular role. So, who conducts the onboarding process for new employees? In most companies, the HR will perform this vital task.


In today’s fast-paced business world, the role of HR in onboarding process is more crucial than ever. Effective onboarding sets the stage for long-term success, both for the employee and the organisation. 


In this blog, we will explore how HR can enhance the onboarding process for new employees. We will explore practical examples and learn how to design effective programmes for streamlined onboarding. Let’s get started!

Understanding the Employee Onboarding Process

The employee onboarding process is crucial for integrating new hires into a company. It’s more than just paperwork and formalities. Onboarding sets the stage for an employee’s future in the organisation. 


Here’s a closer look at what makes this process so important.

Firstly, Preparation is Key. 

A lot needs to happen before a new employee steps into the office. HR should prepare their workspace, set up necessary technology, and plan their first day. It’s about ensuring everything is ready so the new hire can start smoothly.

Secondly, The First Day is Vital. 

It’s the new employee’s first impression of the company. This day should focus on making them feel welcomed and valued. A great way to start the first day is by:


  • conducting a friendly office tour
  • introductions to team members and managers
  • an overview of the company culture 
  • make them feel comfortable and part of the team

Thirdly, Effective Training Plays a Significant Role. 

It’s not just about showing new employees their daily tasks but also helping them understand their role and how they fit into the larger picture.


Training for new employees can be offered in the following manner:


  • performing practical tasks
  • shadowing experienced colleagues
  • having open channels for questions and feedback

This approach helps new hires gain the confidence and skills needed for their new role.

Finally, Ongoing Support is Essential. 

Onboarding doesn’t end after the first week or even the first month. Regular check-ins, goal-setting sessions, and feedback opportunities are crucial. They help new employees adapt, grow, and feel supported throughout their journey in the company.


In conclusion, a well-structured onboarding process is invaluable. It’s not just about starting off on the right foot. It’s about building a foundation for long-term success and satisfaction in the workplace

Innovative Onboarding Process Examples in Action

Innovative approaches to the onboarding process can significantly impact a new hire’s experience. Some examples demonstrate how companies can creatively enhance their employee onboarding process.

Interactive Onboarding Journeys

Innovate the employee onboarding process by creating interactive journeys. Instead of traditional presentations, use interactive modules where new hires can explore different aspects of the company. This could include 


  • Virtual tours of the office
  • Interactive timelines of the company’s history
  • engaging quizzes about company policies

This approach makes the onboarding process more engaging and memorable.

Social Integration Initiatives

Integrating new hires into the team is a key part of the employee onboarding process. Organise social events, like team lunches or group activities, as part of the onboarding process. This helps new employees build relationships and makes onboarding a more enjoyable experience.

Continuous Feedback Mechanisms

Integrate continuous feedback into the employee onboarding process. Set up regular check-ins and feedback sessions throughout the onboarding period. This allows HR to gauge the effectiveness of the onboarding process and make adjustments as needed. It also makes the new hire feel valued and listened to, enhancing their onboarding experience.

Designing an Effective Onboarding Programme for New Employees

Creating an effective onboarding policy for new joinees is vital for their successful integration into a company. A well-structured employee onboarding process can significantly improve new hire retention and satisfaction. 


Here’s a look at a four-step employee onboarding process that can be a game-changer:

Step 1: Pre-Boarding

Even before a new employee’s first day, the employee onboarding process begins. Pre-boarding includes 


  • sending out welcome emails
  • preparing necessary paperwork
  • providing an itinerary for the first week

This step in the onboarding process helps to reduce the first-day anxiety. To ease the process, you can consider automated employee onboarding!

Step 2: Orientation

The orientation phase is the official start of the employee onboarding process. It usually happens on the first day and includes a welcome session, office tour, and introduction to team members. 


The goal is to familiarise new employees with the company culture, their colleagues, and the work environment. An effective orientation makes new hires feel welcomed and valued.

Step 3: Role-Specific Training

After orientation, the employee onboarding process moves into role-specific training. This involves detailed explanations of job responsibilities, hands-on training, and setting short-term goals. 


This step is crucial in the onboarding process as it equips the new employee with the necessary tools and knowledge to perform their job effectively.

Step 4: Ongoing Support and Integration

The final step in the employee onboarding process is ongoing support and integration. This includes regular check-ins, feedback sessions, and mentorship programs. It’s essential to make new employees feel supported and part of the team long after their initial start date. This ongoing support is essential for building confidence and fostering long-term engagement.


In short, a well-designed onboarding programme for new employees involves careful planning and execution at each step of the onboarding process. By following these four steps, companies can ensure their new hires are well-equipped, comfortable, and ready to thrive in their new roles.

How 6 Pence Helps 

A successful employee onboarding process is critical to employee satisfaction, and HRs are instrumental in conducting this process from end to end. 


However, the HR department in any company is already taxed with numerous responsibilities; thus, if you are looking to find the best-fit employees and streamline the onboarding process, then consult 6 Pence.


Our approach is designed to be comprehensive, efficient, and tailored to each organisation’s unique needs. When you partner with us for staff outsourcing, we help close open positions quickly and efficiently. But also extend our support beyond the recruitment phase. We help with payroll processing, onboarding, and paperwork processing and provide both employers and employees access to a 24/7 HR e-service portal.


We are not just limited to one location. Our operations span across Dubai, Bahrain, Oman, and Iraq. For more details, feel free to contact us directly. 

Frequently Asked Questions

What is employee onboarding process? 

The employee onboarding process is how new hires are integrated into an organisation. It involves equipping them with the necessary knowledge, skills, and behaviours to become effective company members. This process typically includes orientation, paperwork, training, and social integration activities.

What is the 4-step onboarding process? 

The 4-step onboarding process typically includes:


  • Pre-Boarding
  • Orientation
  • Training
  • Ongoing Support

What is the onboarding plan of HR?

The onboarding plan of HR is a structured approach to integrate new employees into the company. It typically involves setting up objectives and timelines for each stage of the onboarding process. This plan is designed to ensure new hires receive all necessary information, training, and support to become productive and engaged members of the organisation.


Also Read: Boosting Employees Morale: 12 Strategy for Happier Workplace

The Art of Asking Effective Pre-Screening Interview Questions

pre-screening interview questions

Pre-screening interview questions is a crucial part of the recruitment process, bridging the bridge between sifting through resumes and inviting candidates for formal interviews. Today, we will explore the strategic questions that gauge the candidate’s qualifications and their fit within your company culture.


This blog will guide you through creating impactful pre-screening interview questions, interpreting candidate responses, and adhering to best practices to ensure a legally compliant and effective pre-screening process. 


Whether you’re a seasoned recruiter or new to the hiring scene, mastering the art of pre-screening can transform your approach to finding the ideal candidate.

Crafting the Right Pre-Screening Interview Questions

Crafting the right pre-screening interview questions is essential for any recruiter or hiring manager. This process involves more than just assessing a candidate’s technical skills. Instead, it’s about understanding their overall suitability for the role and the company.


Here’s how to tailor your pre-screening interview questions effectively:

Identify Core Job Requirements 

Start by identifying the key skills, experiences, and qualifications essential for the role. These should align with the job description and the needs of your team.

Understand Company Culture 

Consider what personality traits and values are celebrated in your company. Your questions should gauge whether the candidate’s work style and values align with your organisational culture.

Develop Open-Ended Questions 

Craft questions that encourage candidates to share detailed responses. For example, instead of asking if they have a particular skill, ask them to describe a situation where they used that skill effectively.

Behavioural Questions

These pre-screening interview questions can help you understand how a candidate has handled past situations, indicating how they’ll perform in the future. Ask about their challenges, how they dealt with them, and what they learned.

Role-Specific Scenarios

Pose hypothetical job-related scenarios to assess the candidate’s problem-solving and decision-making skills. This can give you insight into their approach to work-related challenges.

Balance Between Professional and Personal

While focusing on professional competencies, include a few pre-screening questions for job applicants that give insight into the candidate’s personal attributes and soft skills. 


These questions will help you determine how well they will get with the team and work towards the company’s overall growth.


For reference, let’s look at a list of potential questions:


  1. Can you tell us about your past job experiences?
  2. What qualities do you have that make you an excellent candidate for this position?
  3. Why do you want to work for our company?
  4. Can you describe a challenging work situation and how you handled it?
  5. What are your salary expectations?
  6. Are you comfortable with the location and work hours required for this role?
  7. What are your short-term and long-term career goals?
  8. How soon are you available to start?
  9. Can you give an example of how you’ve worked effectively under pressure?
  10. Questions about the role or the company?

By carefully tailoring your pre-screening interview questions, you can better understand each candidate’s potential fit within your organisation.

Evaluating Responses to Employment Pre-Screening Questions

Evaluating candidates’ responses during a pre-screening interview is as important as asking the right questions. Here’s what to look for in pre screening interview questions and answers for freshers:

Relevance and Specificity

Look for answers that are directly relevant to the questions asked. Candidates should provide specific examples or experiences rather than general or vague responses. This indicates their ability to understand and address the question effectively. 

Problem-Solving and Critical Thinking

Pay attention to how candidates describe their problem-solving processes. Look for signs of critical thinking, creativity, and practicality in their approach to past challenges or hypothetical scenarios.

Communication Skills

Evaluate what the candidates are saying and how they are saying it. Good communication skills are demonstrated through clear, concise, and coherent responses. This is crucial for roles that require effective interpersonal communication.

Alignment with Company Values

Assess how well the candidate’s responses align with your company’s culture and values. Their answers should reflect an understanding and acceptance of the principles and ethics that your organisation upholds.

Past Behaviours as Predictors of Future Performance

In behavioural questions, the candidate’s past actions can indicate their future behaviour. Look for patterns in their responses that demonstrate consistent professional conduct and performance.

Enthusiasm and Motivation

Gauge the candidate’s enthusiasm for the role and the company. Genuine interest is often reflected in well-researched and thoughtful responses.

Red Flags

Be alert to any red flags in responses, such as inconsistencies, evasion of certain topics, negative remarks about previous employers, or over-exaggeration.


Remember, the goal is to gather as much meaningful information as possible to make an informed decision about the candidate’s potential fit within the role and the organisation.

Best Practices in Applicant Pre-Screening Questions

Adopting best practices while asking employment pre-screening questions is vital to ensure the process is effective and legally compliant. Here are some strategies to consider:

Compliance with Anti-Discrimination Laws

Familiarise yourself with local and international anti-discrimination and labour laws. Ensure your questions do not inadvertently discriminate based on race, gender, age, religion, disability, or any other protected category.

Standardised Questionnaire

Develop a standardised set of questions for all candidates applying for the same position. This helps in maintaining consistency in the evaluation process.

Training Interviewers

Ensure that those conducting the interviews are well-trained and aware of the legal implications of improper questioning. Regular training sessions on interview techniques and legal compliance can be beneficial.

Confidentiality and Privacy

Respect candidate privacy by keeping their personal and professional information confidential. Be transparent with candidates about how their information will be used and stored.

Objective Evaluation Criteria

Establish clear, objective criteria for evaluating responses. This helps make unbiased decisions and reduces the likelihood of personal biases influencing the outcome.

Feedback Mechanism

Provide candidates with the opportunity to give feedback on the interview process. This can help identify areas for improvement and enhance the candidate experience.

Documenting the Process

Keep records of interviews, including the questions asked and the reasons for selecting or rejecting candidates. This documentation can be crucial in the event of legal scrutiny.


By implementing these best practices, you can ensure prescreening questions for interviews that effectively identify suitable candidates and uphold the highest standards of legal and ethical responsibility.

How 6 Pence Helps

Crafting effective pre-screening interview questions is a complex task, requiring both insight and legal compliance. But it is also crucial for finding the best-fit employee for your company.


If you are struggling with hiring and recruitment challenges, then reach out to us at 6 Pence. We are one of the leading and experienced staff outsourcing and recruitment partners for top companies in Dubai, Oman, Bahrain, and Iraq.


6 Pence helps their business partners to find high-quality candidates who meet their organisational criteria with minimum hassle. We perform rigorous background checks, help process work visas, and assist in the post-hiring phase. 


For more information on how 6 Pence can streamline your hiring process and to learn more about our services, feel free to contact us.

Frequently Asked Questions

What is a pre-screening for an interview? 

A pre-screening for an interview is an initial step in the hiring process where potential candidates are evaluated before a formal face-to-face interview. It usually involves a brief phone or video call, or sometimes an online questionnaire, aimed at verifying the candidate’s basic qualifications, understanding their career objectives, and assessing their fit for the role and company culture.

What questions are typically asked in a screening interview? 

Typical pre-screening interview questions include inquiries about the candidate’s work experience, key skills, and qualifications related to the job. Questions may also cover the candidate’s availability, salary expectations, reasons for leaving their previous job, knowledge about the company and the role they are applying for.

Why is pre-screening important?

Applicant pre-screening questions are important as they help efficiently narrow down the pool of applicants to those most likely to be a good fit for the position. It saves time and resources by identifying qualified candidates early in the hiring process, ensuring that only the most suitable candidates are invited for formal interviews. 


Also Read: Workplace Discrimination: A Guide to Recognition and Action

Best Practices to Evaluate Training Effectiveness for Optimal Results

evaluate training effectiveness

Let us begin imagining this scenario: you hired an IT professional five years ago who then had the latest qualifications and certifications for their field. 


But in five years, a lot has changed. Thus, the need for upskilling and training has arisen. As an organisation, you cannot keep hiring new employees to replace old ones when a new technological advancement appears on the horizon. Training has become essential for any company to maintain its productivity, profitability, and employee satisfaction.


But just getting your workers training isn’t enough; you must learn how to evaluate training effectiveness.


In human resource management, training programs are pivotal in enhancing employee skills and aligning them with organisational goals. However, the true value of these programs lies in their effectiveness, which necessitates a systematic evaluation process. Evaluating the effectiveness of training is not just about ticking boxes post-training. Instead, it’s about ensuring the investment in learning and development yields tangible results. 


This blog delves into the best practices to evaluate training effectiveness. From setting clear objectives to employing diverse evaluation methods and analysing outcomes, we’ll explore how to ascertain the true impact of your training initiatives.

How to Evaluate Training Effectiveness?

To evaluate training effectiveness, you must have clear objectives and benchmarks before starting the training. For example, post-training, the employee would be better equipped to perform AI modelling on big data sets.


This approach aligns with the best practices for training effectiveness measurement and is crucial in evaluating training effectiveness in HRM. Here are some ways to evaluate training effectiveness:

Define Specific Training Goals

To evaluate training effectiveness, clearly define what the training program is meant to achieve. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART). 


For example, if the training is about improving sales skills, a specific goal could be to increase sales by a certain percentage within a specified timeframe.

Align with Organisational Objectives

Ensure that the training objectives align with the organisation’s broader goals. This alignment ensures that the training contributes to the company’s overall strategic direction.

Establish Performance Benchmarks

Prior to the training, establish performance benchmarks. These baseline measurements can be used to compare pre-and post-training performance and evaluate training effectiveness. 


For instance, if the training is on customer service, the current customer satisfaction ratings could be a benchmark.

Develop Evaluation Metrics

Identify key metrics that will be used to evaluate training effectiveness. These can include 


  1. quantitative measures include test scores, sales figures, or productivity levels 
  2. qualitative measures include participant feedback or behavioural observations

Utilise Kirkpatrick’s Four-Level Training Evaluation Model

Consider using established models like the Kirkpatrick Model to evaluate training effectiveness on four levels- reaction, learning, behaviour, and results. This model provides a comprehensive framework for assessment, from participant reaction to the tangible outcomes of the training.

Set Clear Timeframes for Evaluation

Determine when the evaluations will occur- immediately after the training, a few weeks later, and several months later. This helps in assessing both the immediate and long-term impacts of the training.


By setting clear objectives and benchmarks, you can systematically measure and evaluate training effectiveness, ensuring they deliver the desired outcomes and contribute positively to the organisation’s development.

Methods of Evaluating Training Effectiveness

Leveraging multiple methods of evaluating training effectiveness is essential in accurately assessing the effectiveness of training programs. Combining different approaches allows for a more comprehensive understanding of how the training has impacted participants and the organisation. 


Here are key methods to consider:

Quantitative Methods 

These methods focus on measurable data and often involve pre-and post-training assessments. For instance, tests or quizzes can be administered to evaluate the knowledge gained. Performance metrics, such as sales figures or productivity rates, can also be used to evaluate training effectiveness.

Qualitative Methods

These involve gathering non-numerical data, such as participant feedback and opinions. Methods include surveys, interviews, and focus groups. This type of evaluation provides insights into the participants’ perceptions of the training, its relevance, and areas for improvement.

Observation and Behavioral Assessment

Observing participants during and after the training can provide valuable insights into how they apply their new skills and knowledge in real-world situations. This method is particularly useful to evaluate training effectiveness in soft skills training like leadership or communication skills.

Return on Investment (ROI) Analysis

This method evaluates the financial return on the training investment. It involves comparing the cost of the training with the benefits derived from it, such as increased productivity or reduced operational costs.

360-Degree Feedback

This involves collecting feedback about the training’s effectiveness from various sources – the participants, their peers, supervisors, and even customers. This comprehensive feedback can give a well-rounded view of the training’s impact.

Longitudinal Studies

Conduct follow-up evaluations several months after the training to assess its long-term effectiveness. This can include tracking ongoing performance metrics or conducting follow-up surveys to see if the skills and knowledge from the training are being maintained and applied over time.


By employing a mix of these methods in the evaluation of training and development programme in HRM, organisations can gain a holistic view of their training effectiveness, helping them make informed decisions about future training and development initiatives.

Training Effectiveness Measurement and Feedback Analysis

Analysing the results and implementing feedback are crucial steps in evaluating training effectiveness. This stage involves making sense of the data collected through various evaluation methods and using it to improve future training programs.

Data Analysis

Begin by compiling and analysing the data gathered from different evaluation methods. Look for trends, patterns, and correlations. For quantitative data, this might involve statistical analysis to measure improvements in performance metrics.


For qualitative data, thematic analysis can be used to identify common feedback themes.

Assessing Against Objectives

Compare the results with the initial training objectives and benchmarks. Determine whether the training met, exceeded, or fell short of these goals. This assessment helps in understanding the extent to which the training was effective.

Identifying Strengths and Areas for Improvement

Highlight what worked well and where the training could be improved. This might include 


  • content relevance
  • delivery method
  • participant engagement
  • practical application of the skills learned

Actionable Insights for Future Training

Translate your findings into actionable insights. If certain topics were particularly well-received, consider including more of those in future sessions. If some aspects were consistently criticised, think about how they can be modified or whether they should be omitted.

Feedback Loop to Trainers and Stakeholders

Share the results and insights with the trainers, designers, and other stakeholders involved in the training process. Open communication helps in refining training strategies and methodologies.

Implement Changes and Monitor Impact

Implement the necessary changes based on the evaluation results. It’s also important to monitor the impact of these changes in subsequent training sessions to see if they lead to improved effectiveness.

Continual Improvement Process

Treat training evaluation as a continual process. Regularly reviewing and updating training programs ensures they remain effective and relevant in the face of changing organisational needs and goals.


By thoroughly analysing results and effectively implementing feedback, organisations can continuously enhance their training programs, leading to more effective skill development and greater ROI from their training investments.

How 6 Pence Helps

As we wrap up our exploration of best practices to evaluate training effectiveness, it’s clear that the process requires meticulous planning, diverse evaluation methods, and an ongoing commitment to improvement. This is where our expertise at 6 Pence can be invaluable.


6 Pence simplifies the process of enhancing your workforce, eliminating the usual training and staffing hassles. We offer a comprehensive suite of HR solutions tailored to your organisational requirements, including staff outsourcing, payroll management, and HR consultancy. Our expertise ensures that your staffing and training needs are met efficiently and effectively, aligning with your business goals. 


For more information on how we can assist in optimising your HR processes and to learn about our full range of services, please feel free to contact us.

Frequently Asked Questions

What is training effectiveness? 

Training effectiveness refers to how well a training program meets its objectives. It’s about evaluating whether the training has successfully imparted the necessary skills and knowledge to the participants and whether those participants can apply what they’ve learned in their work. Effectiveness also considers the impact of training on an individual’s performance and, ultimately, on the organisation’s goals.

How do you evaluate effectiveness? 

Evaluating training effectiveness involves assessing various aspects of the training program. This can include 


  • measuring the participants’ knowledge and skills before and after the training
  • gathering feedback from participants
  • observing changes in work performance
  • analysing the return on investment (ROI)

Effective evaluation typically employs quantitative and qualitative methods to view the training’s impact comprehensively.

What are the 4 types of evaluation?

The four types of evaluation, often referred to in the context of the Kirkpatrick Model, are:


  • Reaction
  • Learning
  • Behaviour
  • Results

Also Read: Employee Training Policy in HRM: A Guide for Recruiters

Prevent Employee Burnout: 8 Strategies for a Better Workplace

prevent employee burnout

In today’s fast-paced work environment, working towards prevent employee burnout is more crucial than ever. Burnout affects not only individual well-being but also overall workplace productivity and morale. 


This guide will delve into essential strategies to create a healthier workplace, focusing on recognising the signs of burnout and implementing effective prevention measures. We’ll provide practical tips and insights, whether you’re leading a team, part of HR, or keen on maintaining your work-life balance. 


So, join us as we explore how to foster a supportive environment that keeps burnout at bay and nurtures a positive, thriving work culture.

Understanding the Basics of How to Prevent Employee Burnout

Understanding what and why it occurs is at the core of preventing employee burnout. Burnout is more than just feeling tired; it’s a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. 


So, it often arises when an employee feels overwhelmed, emotionally drained, and unable to meet constant demands.


Key factors leading to burnout include:


  • Unmanageable workloads.
  • Unclear job expectations.
  • Lack of control over work.
  • Insufficient recognition.
  • Poor work-life balance.

So, it’s not just the amount of work but also the feeling of being undervalued or unsupported that contributes to burnout.


Therefore, recognising the signs of burnout is essential to prevent employee burnout. These include: 


  1. Reduced efficiency and energy
  2. Lowered motivation, increased errors
  3. A cynical attitude towards the job and colleagues

Understanding burnout is the first step towards prevention. Reducing employee burnout requires a proactive approach, not just from the individual employee but also from the organisation. So, by identifying and addressing the root causes, it’s possible to create a healthier work environment to prevent employee burnout.

Reducing Burnout in the Workplace: Key Initiatives

Tackling employee burnout requires concerted efforts at various levels within the organisation. But here are key initiatives to reduce burnout in the workplace:

Promote Work-Life Balance

To prevent employee burnout, encourage employees to maintain a healthy balance between their professional and personal lives. This can be achieved through


  • Flexible work schedules
  • Promoting remote work options
  • Respecting boundaries between work and personal time

Establish Clear Job Expectations

Ensure that all employees understand their jobs and responsibilities. Clear communication about job expectations can prevent confusion and the stress of uncertainty.

Create a Supportive Work Environment

Foster an environment where employees feel supported and respected. This may be accomplished using the strategies listed below:


  • Regular recognition of achievements
  • Constructive feedback
  • Supportive and open-door attitude from management

Offer Professional Development Opportunities

Provide opportunities for employees to develop their skills and grow professionally. This improves their competency, enhances job satisfaction, and helps prevent employee burnout.

Encourage Regular Breaks and Time Off

Make sure employees take regular breaks during work and utilise their vacation time. Stepping away from work duties is crucial for mental and physical rejuvenation.

Provide Access to Mental Health Resources

As per a report published by WHO (the World Health Organisation), 15% of working adults suffer from mental health issues like depression, anxiety, and stress. Depression and anxiety cause people to miss about 12 billion work days each year, which costs the world $1 trillion a year in lost output.


To prevent this, workplaces can offer resources such as


  • Counselling services,
  • Stress management workshops,
  • Wellness programs

Improve Workplace Communication

Promote open and honest communication within the team. Encourage employees to voice their concerns and suggestions and ensure they feel heard.

Monitor Workloads

Regularly assess employees’ workloads to ensure they are manageable. Overloading employees can lead to stress and eventual burnout.


By implementing these burnout prevention strategies, organisations can create a more positive work environment, reduce stress, and prevent employee burnout.

Employee Burnout Prevention: A Manager’s Role

Managers play a critical role in reducing employee burnout. Their actions and leadership style can significantly impact the well-being of their team members. Here’s how managers can help:


  • Lead with Empathy: Understand the individual challenges and needs of team members. Showing empathy and offering support can alleviate stress and prevent burnout.
  • Encourage Team Collaboration: Promote a collaborative team environment with shared tasks and responsibilities. This can help prevent overburdening a single employee.
  • Provide Constructive Feedback: Regular, constructive feedback helps employees understand their progress and areas for improvement, reducing uncertainty and stress.
  • Model Healthy Work Habits: Set an example by maintaining healthy work habits. This includes taking breaks, managing time effectively, and demonstrating work-life balance.
  • Recognise and Reward Efforts: Acknowledge your team’s hard work and achievements. Recognition can be a powerful motivator and morale booster.
  • Develop Effective Communication Skills: Good communication helps understand team dynamics and address issues before they escalate to burnout.
  • Facilitate Professional Growth: Help employees set career goals and provide development opportunities. This can increase job satisfaction and engagement, reducing the risk of burnout.
  • Monitor and Adjust Workloads: Keep an eye on the workloads of your team members and adjust them as needed to prevent overwork.

Practical Ways to Prevent Employee Burnout

Preventing employee burnout involves practical steps that can be integrated into daily work life. So, here are some effective methods:


  • Encourage Regular Breaks: Promote taking short, regular breaks throughout the day. Stepping away from the desk can refresh the mind and reduce stress.
  • Foster a Positive Work Culture: Cultivate a work environment where positivity is encouraged. Celebrate small wins and maintain a supportive atmosphere.
  • Implement Flexible Work Policies: Offer flexible working hours or remote work options. This can help employees manage work and personal responsibilities more effectively.
  • Encourage Physical Activity: Promote a healthy lifestyle, including regular exercise, which can relieve stress. Consider offering gym memberships or organising team sports events.
  • Provide Mental Health Support: Make resources like counselling services or mindfulness sessions available to employees. Mental health is crucial in preventing burnout.
  • Offer Time Management Training: Help employees learn how to manage their time effectively to avoid feeling overwhelmed by workloads.
  • Create Open Communication Channels: Ensure employees can voice their concerns and feel heard. Regular team meetings or one-on-one check-ins can be effective.
  • Encourage Vacation Time: Urge employees to use their vacation days to recharge. Time away from work is essential for mental health.
  • Provide Training on Stress Management: Equip employees with tools and techniques to handle stress healthily.
  • Set Realistic Expectations and Goals: Ensure work expectations and goals are achievable and clear to avoid undue stress and pressure.

Knowing how to help employees with burnout is crucial, and this list can help. So, by implementing these practical approaches, organisations can help prevent burnout, creating a more engaged and sustainable working environment.

How 6 Pence Helps

So, while any organisation must prevent employee burnout, it’s just a part of the broader challenge of managing staffing and recruitment effectively. This is where 6 Pence steps in as a vital partner for businesses. We understand that finding the right balance in the workplace isn’t always easy, and that’s why we’re here to help.


At 6 Pence, we offer a suite of services designed to alleviate the complexities of staffing and recruitment. From Staff Outsourcing to Payroll Outsourcing, PRO Services, Recruitment, and Promoters Management, our solutions are tailored to meet the unique needs of your business. 


We operate across diverse locations, including Dubai, Iraq, Oman, and Bahrain. So, if you’re looking to ease staffing and recruitment challenges and foster a healthier workplace, contact us at 6 Pence. Let us help you build a more productive, engaged, and balanced team.

Frequently Asked Questions

What is employee burnout? 

Employee burnout is a state of physical, emotional, and mental exhaustion caused by excessive and prolonged stress at work. It often results in feelings of overwhelm, reduced professional efficacy, and a lack of engagement.

How would you help prevent employee burnout? 

To help prevent employee burnout, encourage work-life balance, set realistic job expectations, and create a supportive work environment. It’s also important to recognise and address early signs of burnout, such as chronic stress or declining job performance.

What are 3 ways to avoid burnout?

Three ways to avoid burnout include:


  • Taking regular breaks during work to relax and recharge.
  • Setting clear and achievable work goals to avoid feeling overwhelmed.
  • Practising stress management techniques, such as mindfulness or exercise, to maintain a healthy work-life balance.


Also Read: Your Ultimate Guide to Social Media Recruiting

Full Stack Engineer Job Description: A Complete Guide

full stack engineer job description

What does a Full Stack Engineer do, you think? In this guide, we’ll break down the Full Stack Engineer job description in an easy-to-understand way. You’ll learn about their day-to-day tasks, the skills they need, and what makes this job so important in the tech world. 


Whether you’re thinking about becoming a Full Stack Engineer or just want to understand more about the Full Stack Developer job description, you’re in the right place. Let’s dive into the exciting and diverse world of Full Stack Engineering!

Overview of a Full Stack Developer Job Profile

A Full Stack Developer is like a jack-of-all-trades in the tech world. They handle both front-end and back-end tasks, which means they work on everything from designing user interfaces to managing databases. The Full Stack Engineer job description is unique because it requires a broad range of skills and an understanding of both client and server-side operations. 


Full Stack Developers are essential in creating a seamless, functional user experience on websites and applications. They are the bridge that connects various aspects of web development, ensuring everything works together smoothly.


In addition to their versatile skill set, Full Stack Developers play a crucial role in the entire development cycle of a project. From conceptualization to deployment, they contribute to each stage, ensuring that both the technical functionality and aesthetic aspects of a website or application meet the highest standards. 


This comprehensive involvement makes the Full Stack Engineer job description critical in tech teams. It gives them a unique perspective on how different components of web development integrate to create a cohesive end product.

 Full Stack Developer Job Responsibilities

Full Stack Developer roles and responsibilities in the IT dynamic industry are varied and integral to the development process. Here’s a snapshot of what they do:


  • Designing User Interfaces: Crafting a website or application’s visual and interactive elements.
  • API Development: Building and maintaining efficient server-side APIs.
  • Database Management: Handling data storage solutions, including database design and interaction.
  • Collaborating with Designers: Working alongside graphic designers to ensure a cohesive web design.
  • Cross-Platform Optimization: Ensuring the application works well on various devices and platforms.
  • Staying Updated: Keeping up with the latest trends and updates in web development and programming languages.

The Full Stack Engineer job description highlights the versatility and importance of a Full Stack Developer. They’re not just coders; they’re creators who bring digital experiences to life, ensuring a web application’s beauty and brains work in harmony.

Skills and Qualifications in Full Stack Engineer Job Description

A mix of technical and soft skills is essential to become a successful Full Stack Engineer. Here’s what the Full Stack Engineer job description calls for:

Technical Skills

  • Programming Languages: Proficiency in JavaScript, Python, Ruby, and PHP.
  • Front-End Development: Skills in HTML, CSS, and frameworks like React or Angular.
  • Back-End Development: Knowledge of server-side languages and database management.
  • Version Control: Understanding of Git to track code changes.

Soft Skills

  • Problem-Solving: The ability to troubleshoot and solve issues creatively.
  • Communication: Clear, effective communication with team members and clients.
  • Time Management: Juggling various aspects of development efficiently.


  • Having a degree in computer science or a similar field is frequently preferred.
  • Relevant certifications and hands-on experience can be a big plus.

Being a Full Stack Engineer means continuously learning and adapting to new technologies. This combination of skills and qualifications will get you started and help you thrive in this dynamic field.

Full Stack Engineer Salary and Career Path

Full Stack Engineers are in high demand in the tech industry, and their salaries reflect this. As a starting point, junior engineers can expect competitive entry-level wages. With experience, these figures can rise significantly, especially for those with specialized skills or expertise in in-demand technologies.

Salary Expectations

  • Entry-Level: At the start of their careers, Full Stack Engineers can expect competitive salaries for the tech industry, varying based on location and company size.
  • Mid-Level to Senior: Their earning potential increases as they gain experience and skills. Mid-level and senior Full Stack Engineers often see a substantial salary jump.

Career Growth

  • Diverse Opportunities: Full Stack Engineers have the advantage of diverse career paths. They can specialize in either front-end or back-end development or continue as full-stack experts.
  • Leadership Roles: With experience, they can move into managerial or leadership positions, overseeing development teams or entire projects.
  • Continuous Learning: The field requires staying updated with the latest technologies, which opens doors to new opportunities and advancements.

In essence, the Full Stack Engineer job description offers a promising financial future and a path filled with learning, growth, and the chance to shape the future of technology.

How 6 Pence Helps

Are you trying to land a job as a full stack developer? Then, we hope our guide on the full stack engineer job description has been insightful. 6 Pence is one of the leading recruitment and staff outsourcing agency in the GCC. If you are willing to work for top companies in Dubai, Iraq, Bahrain, and Oman, then we can help you with that.


Visit our careers page to drop in your resume. Follow us on social media to know more about the latest job openings. 

Frequently Asked Questions 

What does a Full-Stack engineer do? 

A Full Stack Engineer job description means working on both the front-end and back-end of websites and applications. They design user interfaces, develop servers and databases, and ensure that these elements work together seamlessly.

What do I need to become a Full-Stack engineer? 

To become a Full-Stack engineer, you typically need knowledge in programming languages like JavaScript, HTML, CSS, and server-side languages. A degree in computer science can be helpful, along with skills in problem-solving, communication, and time management. For more help, take a look at the Full Stack Engineer job description.

Is a Full-Stack engineer a good career?

Yes, being a Full-Stack engineer is a rewarding career. It offers versatility and a chance to work on diverse projects and is in high demand across industries. With competitive salaries and opportunities for growth, it’s a promising career for those interested in technology and web development. Check out the Full Stack Engineer job description for more information.


Also Read: Why Must Businesses Know About the Importance of Job Satisfaction for Employees?

Boosting Employees Morale: 12 Strategy for Happier Workplace

boosting employees morale

Have you recently seen a dip in employee productivity? Do you know what the cause of it is? Sometimes, it can be due to a lack of training and upskilling opportunities or employee burnout, but more often than not, it can be due to poor employee morale.


Employee morale is how people feel, how happy they are, and how they see their current job. If your company has a bad culture, it will lead to problems like low output, unhappy employees, etc.


Did you know that by boosting employees morale, an organisation can increase their profitability by 21%?


Boosting employees morale isn’t just a nice-to-have strategy; it’s essential for a thriving workplace. In this blog, we’ll explore key techniques to make your workplace happier and more productive. From small gestures to bigger strategies, we’ll cover practical tips that can make a real difference. 


So, whether you’re a team leader or a business owner, these insights will help you create an environment where everyone feels valued and motivated. Let’s dive into how you can uplift your team’s spirit and boost morale at work.

Understand the Art of Building Employee Morale

Building employee morale is much more than just a feel-good factor; it’s an art that involves understanding and addressing the needs and aspirations of your team. It starts with recognising that each employee has unique motivators and drivers. 


However, high morale is not just about happiness but engagement, a sense of belonging, and feeling valued. It’s about creating an environment where employees are excited to come to work, are committed to their tasks, and feel a part of the company’s success. 


Building morale in leadership requires a blend of empathy, communication, and action. 


So, leaders can foster a positive and productive workplace culture by mastering ways to improve employee morale.

Effective Ways to Boosting Employees Morale at Work

Boosting employees morale at work can be achieved through various strategies, each contributing to a more positive and engaging work environment. 


So, here’s a comprehensive list of ways to uplift your team:

Recognise Achievements

Celebrating success is key to boosting employees morale. Recognising achievements makes a big difference, whether it’s a big project completion or small daily wins. 


Boosting employee morale examples include 


  • mentioning someone’s hard work, effort, or contribution in a meeting, but without belittling other team members
  • handing out awards 
  • even writing a thank-you note or email can boost morale

These gestures show employees that their efforts are seen and appreciated, which can be a huge motivator.

Provide Growth Opportunities

Employees feel valued when they have chances to learn and grow. Encouraging their development through training sessions and workshops and offering clear paths for career advancement shows that the company invests in their future. This not only improves their skills but also their loyalty and job satisfaction.

Foster Open Communication

Creating a culture where everyone feels comfortable sharing their ideas and feedback is vital for boosting employees morale. Regular meetings, suggestion boxes, and maintaining open-door policies help establish trust and transparency. 

Encourage Work-Life Balance

Respecting employees’ time outside of work is crucial for boosting employees morale. You can do this by:


  • offering flexible working hours
  • remote work options
  • understanding personal commitments 

This shows that the company cares about its employees’ well-being, leading to a happier and more productive workforce.

Create a Positive Work Environment

A comfortable and visually appealing workspace can greatly enhance job satisfaction. Ergonomic furniture, good lighting, and a clean, organised environment can reduce stress and improve focus, making the workplace pleasant.

Team Building Activities

Regular, non-work-related activities like team lunches or outings are important for strengthening team bonds. These activities help build a sense of community and camaraderie among employees, leading to better teamwork and collaboration.

Offer Fair Compensation and Benefits

Ensuring employees are fairly compensated through competitive salaries, bonuses, and comprehensive benefits like health insurance is essential for boosting employees morale. This helps attract and retain top talent and shows that the company values their contribution and well-being.

Promote Wellness

Implementing wellness programs that focus on mental and physical health, like gym memberships, yoga classes, or mental health days, demonstrates a commitment to employees’ overall health. This can lead to reduced stress and increased productivity.

Involve Employees in Decision Making

When employees are involved in decision-making processes, it makes them feel integral to the company. Their input and feedback can provide valuable insights, and acting on their suggestions can improve processes and create a sense of ownership.

Celebrate Milestones and Special Occasions

Recognising personal milestones like birthdays, work anniversaries, or significant personal achievements fosters a personal connection. Boosting employee morale this way shows employees they’re valued as workers and individuals.

Provide a Sense of Security

Job security is a key component of employee morale. Transparent communication about the company’s health and future plans can reduce uncertainty and build trust.

Encourage Autonomy

Giving employees the freedom to manage their tasks and make decisions shows trust in their abilities. Autonomy can lead to increased innovation and a greater sense of responsibility.


Therefore, implementing these strategies requires a consistent effort but can significantly improve employee morale, productivity, and overall job satisfaction.


These were some of the top ways to boost morale at work. The next section will tell you how to measure its effectiveness. 

Measuring the Impact of Company Morale Boosters

To understand the effectiveness of boosting employees morale initiatives, it’s important to measure their impact. This helps in identifying what works and what needs improvement. 


So, here are some methods to gauge the success of your boosting employees morale strategies:


  • Employee Surveys: Conduct regular surveys to gather feedback on workplace satisfaction and the effectiveness of current morale initiatives.
  • Performance Metrics: Monitor changes in productivity and quality of work. An improvement in these areas often correlates with higher morale.
  • Employee Retention Rates: High morale typically leads to lower turnover. Keep an eye on retention rates as an indicator of employee satisfaction.
  • Engagement Levels: Measure engagement through participation in company events, training sessions, and other activities. Increased participation can be a sign of improved morale.
  • Feedback from Managers: Managers can provide valuable insights into team morale and the impact of specific initiatives.

So, by regularly assessing these areas, you can fine-tune your approach to employee morale and create a more positive and productive work environment.

How 6 Pence Helps 

In boosting employees morale, staffing challenges can play a significant role. It’s about finding the right people and creating an environment where they can thrive. So, that’s where we at 6 Pence step in.


At 6 Pence, we understand the intricacies of building a team that possesses the right skills and fits well within your company culture. Our services are designed to alleviate the stress of staffing and HR processes, allowing you to focus on enhancing employee morale.


Our services:


  • Staff outsourcing
  • Payroll outsourcing
  • PRO services
  • Recruitment

Operating in Dubai, Oman, Iraq, and Bahrain, we’re equipped to cater to a diverse range of industries and company sizes.


Therefore, if you want to enhance your team’s morale and productivity, contact us at 6 Pence. Let us take care of your HR needs while you focus on building a happier, more motivated workplace.

Frequently Asked Questions

How can we increase the employee morale? 

Increase employee morale by recognising their hard work, offering professional development opportunities, maintaining open communication, and promoting a healthy work-life balance.

What does boosting employee morale mean? 

Boosting employee morales involves actions and strategies to enhance the overall happiness, engagement, and satisfaction of employees in their work environment.

What is good morale in the workplace?

Good morale in the workplace is characterised by enthusiastic, engaged employees who feel valued, supported, and motivated to contribute to the company’s goals.


Also Read: Predictive HR Analytics: Why It’s A Gamechanger In The HR Industry

AI in Hiring Process: Refining Recruitment and Selection Process

ai in hiring process

Even 10 or 20 years ago, there would just be a handful of applicants for an open position. But thanks to internet penetration, social media, and an abundance of job boards, every company experiences an avalanche of applicants for every job post.


Thus, going through all these resumes is hard labour and may also impact the HR team’s judgement, leading to inefficient hiring, prolonged vacancies, and loss of productivity.


In today’s fast-paced world, AI is revolutionising how we hire. This blog takes a deep dive into the role of AI in hiring process. From sifting through resumes to conducting interviews, AI in recruitment makes the process faster and more efficient. 


We’ll explore how AI changes recruitment and selection, improves resume screening, and reshapes interview techniques. Whether you’re an HR professional or a business owner, this guide will provide you with a clear understanding of AI’s growing impact in the recruitment world. 


Let’s explore how AI in hiring process is not just a tech trend but a major player in finding the right talent.

A Comprehensive Overview of AI in Hiring Process

AI in the recruitment industry may still be in the initial stages, but it is a booming market as more companies are waking up to its potential. In 2022, the global AI Recruitment market was worth USD 630.54 million. It is expected to be worth USD 839.52 million by 2028, with a compound annual growth rate (CAGR) of 4.89%.


Artificial Intelligence (AI) transforms the hiring process in ways we never imagined. It’s not just about automating tasks; it’s about bringing a new level of intelligence to recruitment. AI in hiring encompasses a range of technologies, from algorithms that scan resumes for key skills to chatbots that engage with candidates. 


This technology is making the recruitment process faster and more effective. Artificial Intelligence in recruitment and selection can analyse large volumes of applications quickly, identifying the most suitable candidates based on criteria set by the employer. So, it’s not just about efficiency; AI in hiring process also brings fairness and objectivity by minimising human biases.


Moreover, AI tools are continuously learning and evolving. They gather insights from each hiring cycle, making them more accurate and efficient over time. So, this ongoing improvement can lead to a more streamlined recruitment process and better matches between employers and job seekers.


In short, AI in hiring process is a game-changer. It’s reshaping how companies approach recruitment, making the process smarter, faster, and fairer.

Using AI for Recruitment and Selection

The use of AI in recruitment and selection is revolutionising the way companies find and hire talent. By integrating AI technologies, businesses can automate many time-consuming tasks traditionally involved in recruitment, such as sorting through applications and initial candidate screenings.


AI-powered systems are capable of scanning resumes and applications at a speed and scale that is impossible for human recruiters. These systems use sophisticated algorithms to match candidates’ skills, experiences, and qualifications with job requirements. So, this not only speeds up the recruitment process but also ensures a higher accuracy in matching the right candidate to the right job.


In the selection phase, AI tools can help predict candidates’ job performance and cultural fit by analysing their responses and behaviour patterns. AI can also assist in reducing unconscious bias by focusing on data-driven criteria, thus promoting diversity and inclusivity in hiring practises.


Additionally, AI in hiring process is being used to enhance candidate engagement. AI-driven chatbots can interact with applicants, providing timely responses and updates and answering queries about the company and role, leading to a more engaging and candidate-friendly recruitment experience.


In essence, using AI for recruitment and selection is not only about efficiency; it’s about transforming the entire recruitment experience into a more effective, equitable, and candidate-focused process.

Artificial Intelligence Resume Screening

Artificial Intelligence (AI) has revolutionised resume screening, making the process more efficient and effective. Here’s a closer look at how AI is changing this crucial step in recruitment:


  • Speed: AI can quickly scan through hundreds of resumes much faster than humans.
  • Accuracy: It looks for specific keywords and skills relevant to the job.
  • Objectivity: AI reduces human bias by focusing solely on qualifications.

Not only does AI in hiring process make the process efficient, but it also ensures fairness. Candidates are selected based on their skills and experience, not subjective factors. So, this leads to a more diverse workplace.


Moreover, AI also learns as it goes. Each resume it processes makes it smarter and better at finding the right candidate. So, this continuous improvement is a big plus for companies looking to refine their hiring process.


In short, AI resume screening means faster, fairer, and more accurate selection. So, it’s a win-win for both employers and job seekers.

AI in Interview Process

AI is making waves in the interview process, too. Here’s a look at its impact:

Automated Scheduling

AI streamlines interview scheduling. It matches candidates’ and interviewers’ availability, reducing the hassle of back-and-forth emails.

Consistent Questioning

Artificial Intelligence ensures that each candidate is asked the same questions in the same way. This uniformity brings fairness to the process.

Virtual Interviews

AI-powered virtual interviews are becoming popular. They analyse candidates’ responses, even gauging nuances like tone and facial expressions.

Immediate Feedback

With AI, feedback can be almost instant. It assesses responses and provides quick evaluations.

Bias Reduction

AI focuses on the content of answers, not external factors. This approach is key in reducing unconscious bias.

Data-Driven Decisions

Artificial Intelligence provides insights from interviews, helping make informed hiring decisions.


In short, AI in interview process is transforming how companies assess and select candidates. So, it’s not just about efficiency; it’s about creating a fair and objective interview experience.


We hope this blog has been able to shed light on the benefits of AI in recruitment. If you are skeptical give it a try or else you can outsource all your staffing and recruitment woes to 6 Pence. 

How 6 Pence Helps

Hiring is a dynamic and ever-evolving process, blending manual efforts with advanced technologies like AI in hiring process to find the perfect candidates. 


Are you struggling to find the perfect candidate for your organisation?


In this intricate recruitment process, 6 Pence is pivotal in easing staffing and recruitment challenges. We can help with temporary and permanent recruitment solutions. Our expert recruiters have access to a comprehensive database and would leave no stone unturned to find compatible, high-quality candidates.


We also assist with background verification, work visa processing for international recruits, and payroll processing. 


Based in key locations such as Dubai, Iraq, Oman, and Bahrain, we offer tailored solutions to a diverse client base. If you seek efficient, effective HR and staff outsourcing solutions, 6 Pence is your go-to partner. For more information on how we can assist with your staffing needs, feel free to contact us. Let us take the stress out of hiring, so you can focus on what you do best.

Frequently Asked Questions

What is the future of AI in recruitment? 

The future of AI in hiring process is promising, with advancements leading to more efficient, accurate, and unbiased hiring processes. AI is expected to continually improve candidate matching, streamline recruitment workflows, and enhance candidate experience.

What is the role of AI in employee selection? 

AI plays a significant role in employee selection by automating resume screening, assessing candidates’ skills and cultural fit, and reducing selection bias. It helps in identifying the best candidates efficiently and accurately.

What is the danger of AI in recruitment?

The main danger of AI in hiring process lies in potential biases in its algorithms, which can lead to unfair or discriminatory hiring practices. Additionally, over-reliance on AI might overlook the human aspects of recruitment, such as interpersonal skills and unique candidate qualities.


Also Read: A Complete Guide to Intuitive Personality Test for Hiring Employees

Workplace Discrimination: A Guide to Recognition and Action

workplace discrimination

In today’s workplace, discrimination remains a pressing issue, often lurking in the shadows of corporate culture. It’s a challenge that undermines equality and respect and can significantly impact an employee’s well-being and career progression. 


This blog aims to shed light on workplace discrimination, how it can be addressed, and what constitutes direct discrimination. Understanding these aspects is the first step towards creating a safer, more inclusive work environment. Let’s explore these critical issues and how discrimination can be effectively managed in any professional setting.

Identifying Employment Discrimination

Workplace discrimination can be overt and subtle, making it crucial to recognise its various forms. Look out for these types of discrimination in the workplace:

Obvious Signs

  • Unequal Treatment: This is clear-cut. This kind of workplace discrimination happens when employees are treated differently due to their race, gender, age, or other personal attributes.
  • Harassment: Any unwelcome behaviour that creates a hostile work environment falls here. It includes jokes, comments, or actions based on individual characteristics.

Subtle Indicators

  • Opportunity Disparities: Watch for patterns of workplace discrimination where certain groups consistently miss out on promotions or key projects.
  • Pay Gaps: Unequal pay for the same role and experience level can be a red flag.
  • Isolation: Excluding certain employees from meetings or team activities is another subtle sign.

Cultural Nuances

  • Stereotyping: Making assumptions about abilities or roles based on someone’s background or identity is discriminatory.
  • Feedback Differences: If feedback style or frequency significantly varies based on personal characteristics, it might indicate bias.


Recognising these signs is the first step in addressing workplace discrimination. It’s essential to create an environment where such behaviours are not tolerated, and employees feel safe to report any incidents. Contact a workplace discrimination lawyer if you feel stifled in your office environment due to unfair practices.

Steps to Take if You Face Workplace Discrimination

If you face discrimination in the workplace, taking immediate and appropriate steps is crucial to address the issue effectively. Here are some key actions you can take:

Document the Incidents

Keep a detailed record of all actions, comments, or decisions indicative of workplace discrimination. Note dates, times, locations, and any witnesses. Include emails, texts, or other tangible evidence supporting your claim.

Review Company Policies

Familiarise yourself with your company’s anti-discrimination policies and procedures. Most organisations have guidelines on how to handle such situations, including specific channels for reporting incidents.

Report to HR or Management

Report the workplace discrimination to your human resources department or a trusted manager. It’s important to follow the official procedures outlined by your employer for reporting such issues.

Seek Support

Reach out to a trusted colleague, a union representative (if applicable), or a professional mentor for support and advice. They can provide guidance and may be able to offer insights based on their own experiences or knowledge.

Legal Consultation

Consider seeking advice from a legal professional, especially if the discrimination violates local job discrimination laws or if your company’s response is inadequate. A lawyer specialising in employment law can guide your rights and potential legal actions.

External Reporting

If the workplace discrimination issue is not resolved internally, or if you face retaliation for reporting, you might need to report the discrimination to an external body, such as a labour rights board or a government agency responsible for enforcing anti-discrimination laws.


Facing discrimination can be emotionally taxing. Prioritise your mental health and consider seeking support from a counsellor or therapist.


Remember, each situation is unique, and the best course of action depends on the specific circumstances of the workplace discrimination you’re facing. It’s essential to act in a way that protects your rights while also taking care of your well-being.

Building a Supportive Work Environment

For employers, building a supportive work environment is key to fostering a positive and inclusive company culture. Here are steps to achieve this:

Establish Clear Policies

Develop and implement clear anti-discrimination and harassment policies. Ensure these policies are well-communicated to all employees and that they understand the consequences of violating them.

Training and Education

Regularly conduct training sessions for employees and management on diversity, inclusion, and sensitivity. These sessions should increase awareness and understanding of different cultures, backgrounds, and experiences.

Encourage Open Communication

Create an environment where employees feel comfortable discussing their concerns. Implement open-door policies and encourage managers to empathise with employees’ concerns.

Diverse Hiring Practices

Promote diversity in your workforce by employing people from various backgrounds. This enriches your company culture and brings in a range of perspectives and ideas.

Supportive Reporting Mechanisms

Establish a confidential and effective system for reporting workplace discrimination or harassment. Employees should feel safe and supported in reporting any incidents without fear of retaliation.

Act on Feedback

Regularly seek feedback from your employees on the work environment and culture. Be proactive in addressing any issues or concerns raised.

Lead by Example

Leadership should exemplify the values of respect, inclusivity, and fairness. The behaviour of the management sets the tone for the rest of the organisation.

Promote Work-Life Balance

Support your employees in achieving a healthy work-life balance. This can include flexible working hours, mental health days, and recognising the importance of personal time.

Recognition and Respect

Acknowledge and celebrate the achievements and contributions of all employees. Ensure that recognition and rewards are distributed fairly and equitably.


By taking these steps against workplace discrimination, employers can create a more supportive, respectful, and inclusive workplace. This not only benefits the employees but also contributes to the overall success and reputation of the company.

How Can 6 Pence Help

Are you looking for new jobs in Dubai, Oman, Iraq or Bahrain? Do you want to work with fair and top companies in the GCC that do not tolerate workplace discrimination? Then 6 Pence can help.


We are one of the leading staffing and recruitment agencies, working with some of the leading public and private sector companies in the GCC. To apply for jobs, visit our careers page and drop your CV. Follow us on social media to know about the latest job openings. 

Frequently Asked Questions

What is discrimination in the workplace?

Discrimination in the workplace refers to unfair or unequal treatment of an employee or job applicant based on certain characteristics such as race, gender, age, religion, disability, or sexual orientation. This can manifest in various forms, including hiring decisions, salary differences, promotion opportunities, and general treatment at work.

How would you deal with discrimination in the workplace?

If you face discrimination in the workplace, it’s important to document the incidents and report them through the appropriate channels, such as your HR department. Familiarise yourself with your company’s anti-discrimination policies and follow the reporting procedures. If necessary, seek legal advice, especially if the issue is not resolved internally or if you face retaliation.

What is meant by direct discrimination?

Direct discrimination occurs when someone is treated less favourably than others because of a protected characteristic, like their race, gender, or age. Workplace discrimination examples include not hiring a qualified individual solely because of their ethnicity or gender discrimination in workplace. Direct discrimination is often intentional and overt, but it can also be a result of unconscious biases.


Also Read: The HR’s Guide To Developing Digital Recruiting Strategies

Building a Robust Workforce with Blue Collar Recruitment Strategy

blue collar recruitment strategy

Building a company is no easy feat; it amalgamates many people specialising in different walks of life. In an organisation, not all jobs entail people sitting at a desk and typing on a computer; some positions require hard manual labour, and these jobs are known as blue collar jobs. 


Blue collar job examples include people working in construction, electrical department, and as plumbers, mechanics, technicians, machine operators, etc.


Now, the question arises as an HR: do you hire blue collar workers like you hire white collar workers, aka executives?


No, blue collar recruitment strategy is significantly different from white-collar hiring strategies. 


This blog will guide you through the nuances of blue collar recruitment strategy and how to handle it effectively. Let’s delve into creating a robust workforce that propels your business forward.

Key Components of a Blue Collar Recruitment Strategy

To build a robust workforce, it’s essential to focus on several key components in your recruitment strategy. Let’s break these down into clear, actionable parts of a blue collar recruitment strategy:

Understanding Your Needs and Workforce Dynamics

  • Assess Your Business Requirements: Clearly define the roles and skills needed in your workforce. Consider the specific tasks, the level of expertise required, and the nature of the job.
  • Understand Workforce Trends: Stay informed about labour market trends in your area. This includes understanding the availability of local and expatriate workers’ availability, skill sets, and job expectations.

Effective Job Advertising and Outreach

  • Job Descriptions: Create clear, concise job descriptions. Highlight essential skills and qualifications. Use language that resonates with the blue-collar workforce.
  • Channels for Job Posting: Utilise popular local job portals and community boards to inform people about the vacancy. Consider social media platforms and word-of-mouth, as these are powerful tools in certain regions.

Cultural Competence and Localisation

  • Cultural Sensitivity: Be aware of cultural nuances. This is crucial in regions with diverse populations. It ensures that your recruitment process respects local customs and practices.
  • Language Considerations: Use multilingual job advertisements if necessary. This approach can enhance your applicants.

Streamlining the Recruitment Process

  • Simplify Application Processes: Ensure that the application process is straightforward. Complex processes can deter potential candidates.
  • Efficient Screening Methods: Develop a systematic approach for screening applicants. This might include initial skill tests or brief telephonic interviews.

Focusing on Employer Branding

  • Company Reputation: Build a strong employer brand that appeals to blue-collar workers. Showcase your company as a desirable place to work.
  • Employee Value Proposition: Communicate what sets your company apart. This might include benefits, work culture, or growth opportunities.

Investing in Technology and Automation

  • Leverage Technology: Use recruitment software to streamline the hiring process. This can include applicant tracking systems or AI-based screening tools.
  • Online Presence: Maintain an active online presence. This can be through a career page on your website or active social media accounts.

Building Relationships and Networking

  • Community Engagement: Engage with local communities. This can help build a positive image and attract local talent.
  • Networking: Utilise existing employee networks for referrals. Often, existing employees can refer suitable candidates from their networks.

Legal Compliance and Ethical Practices

  • Adhere to Laws: Ensure your recruitment practices comply with local labour laws and regulations.
  • Ethical Recruitment: Maintain transparency and fairness in the recruitment process. Avoid discriminatory practices in job advertisements and selections.

Continuous Evaluation and Feedback

  • Monitor Recruitment Success: Regularly evaluate the effectiveness of your recruitment strategy. Use metrics like time-to-hire, cost-per-hire, and employee retention rates.
  • Seek Feedback: Get feedback from new hires and your HR team. This can provide insights into improving the recruitment process.

Remember, a successful blue collar recruitment strategy is not just about filling vacancies. It’s about creating a sustainable, productive workforce that aligns with your business goals and values. These components can lead to a more efficient, responsive, and successful hiring process.

Overcoming Challenges in Hiring Blue Collar Workers

Recruitment, especially in the blue-collar sector, comes with unique challenges. Here is a blue collar recruitment strategy to help you navigate these obstacles effectively:

Addressing Skill Gaps

  • Tailored Training Programs: Develop training programs that can upskill new hires and older employees to meet specific job requirements.
  • Partnerships with Educational Institutions: Collaborate with local vocational schools or training centres. This can ensure a steady flow of skilled workers.

Coping with High Turnover Rates

  • Competitive Compensation: Offer attractive wages and benefits to retain employees.
  • Employee Engagement: Implement programs that boost morale and job satisfaction. This can include team-building activities or recognition programs.

Dealing with Cultural Diversity

  • Cultural Sensitivity Training: Train your HR team and management on cultural sensitivity.
  • Inclusive Workplace Policies: Develop policies that embrace diversity and promote an inclusive workplace environment.

Balancing Cost and Quality

  • Efficient Recruitment Processes: Streamline your recruitment process to reduce costs without compromising the quality of hires.
  • Data-Driven Decisions: Utilise data analytics to understand where you can cut costs and optimise your recruitment strategy.

Handling Seasonal Fluctuations in Labor Demand

  • Flexible Workforce Planning: Develop strategies for scaling your workforce up or down based on seasonal needs.
  • Temporary Staffing Solutions: Consider temporary or contract workers to manage short-term increases in labour demand.

By addressing these challenges in the recruitment process for blue collar workers head-on with strategic planning and proactive measures, you can create a more efficient and effective recruitment process. This blue collar recruitment strategy helps meet your immediate staffing needs and lays the foundation for long-term business success.

Navigating Legal and Ethical Landscapes in Blue-Collar Recruitment Strategy

Navigating the legal and ethical landscapes in blue-collar recruitment is crucial for maintaining a reputable and compliant business. Firstly, it’s essential to thoroughly understand the local labour laws that govern everything in blue collar recruitment strategy, from fair hiring practices to wage regulations and working conditions. 


Regularly updating and educating your HR team about these laws ensures that your recruitment processes remain compliant and fair.


Secondly, ethical hiring practices are not just about compliance but about building a positive brand reputation. This includes ensuring non-discriminatory practices and transparency in your recruitment process. By promoting a fair and respectful hiring process, you not only adhere to legal standards but also attract quality candidates who value an ethical workplace.


Lastly, the privacy and security of candidate data are critical aspects of blue collar recruitment strategy. It’s important to handle personal data responsibly, comply with data protection laws, and respect candidates’ privacy. Secure handling of this data safeguards against legal issues and builds trust with your candidates and employees, enhancing your company’s integrity and reputation.

How 6 Pence Helps

Regarding blue collar recruitment strategy, partnering with a seasoned expert like 6 Pence can streamline this process significantly. Based in Dubai, Oman, Iraq, and Bahrain, 6 Pence offers comprehensive HR solutions, including staff outsourcing and payroll outsourcing.


We bring to the table our extensive experience and local expertise. This allows us to offer tailored solutions that align with regional regulations and cultural nuances and ensure a smooth, efficient recruitment process.


By leveraging 6 Pence’s services, your business can overcome common recruitment challenges, from addressing skill gaps and high turnover rates to navigating the legalities of the labour market. Our focus on ethical practices and legal compliance means you can build your workforce confidently, knowing that you are in line with the best industry standards. With 6 Pence, building a robust, compliant blue-collar workforce becomes clearer and more attainable.

Frequently Asked Questions:

What is a blue-collar recruiter? 

A blue-collar recruiter is a specialist in hiring workers for manual labour or industrial jobs. These recruiters focus on filling positions that typically require physical work and may not necessitate a college degree. They often recruit for manufacturing, construction, maintenance, and transportation sectors.

What is the blue-collar job category? 

The blue-collar job category includes occupations that involve manual labour or skilled trades. These jobs are often physically demanding and can be in various industries, such as construction, manufacturing, warehousing, and mechanics. 

What is blue-collar employees in HR?

In HR terms, blue-collar employees refer to workers who perform manual labour or are involved in skilled trades. These employees are a crucial part of the workforce, especially in industries that require physical work. HR’s role with blue-collar workers includes recruitment, training, ensuring compliance with safety standards, managing benefits and compensation, and handling labour relations. 


Also Read: 7 Methods To Ensure Fair Hiring Practises in Organisation

7 Employee Selection Methods to Improve Hiring Efficiency

employee selection methods

Are you failing to meet client satisfaction and losing them to competitors? According to research, 61% of customers will go to your competitor immediately after having a negative experience with a brand. Employees are the representatives of an organisation who interact and communicate with the end-users. 


But why are employees not able to provide the expected service? One big reason is that you hire incompetent candidates for a particular role. 


A bad hire not only impacts your business reputation but also affects your overall productivity. Now, the question is, how can you improve the hiring process? 


Companies can use multiple methods throughout their recruitment process to identify top talents. Today, we’ll share a few effective employee selection methods in this guide to help you hire top-quality candidates. 

What are Employee Selection Methods?

Your company’s employee selection process is the set of steps you take to screen and hire best-fit talents. For example, your ATS screens resumes, and the selected candidates go through a skill assessment test and interview before you hire them. This is your company’s employee selection method, which can differ from your business associates. 


The main purpose of having an employee selection method is to make the right hiring decision by assessing the candidate from multiple angles to ensure they are the right fit for your organisation.


 It includes assessing their personality, behaviour, educational and technical knowledge, cultural fit with your company, and qualifications and experience. 

What are the Types of Selection Methods?

Is it always one single method that will help you find the best possible hire? No, there are multiple types of selection methods that you can implement depending on your specific needs. 


Let us dive into a few employee selection methods you can implement in business. 

Internal and External Recruitment

You can either recruit candidates from external sources (known as external recruitment) or within your company (known as internal recruitment).


All the employee selection methods for external recruitment start with hiring managers posting jobs online to attract top talents outside the agency. 


Alternatively, for internal recruitment, you can post your vacancies internally and fill positions with staff already working in your organisation.

Boomerang Hires

Did your favourite employee leave your company for competitors but on good terms? In that case, you can consider re-hiring them for your new vacancies. This form of recruitment is known as boomerang hires. It not only helps you in filling positions faster but also ensures you are hiring top-tier talents. 

Direct and Social Recruitment

You can use multiple platforms to source talented candidates for your vacancies, including direct and social sources. For example, you can post jobs on different online job boards and newspapers. These are direct recruitment sources where candidates check out your ads and apply for your jobs directly. 


Alternatively, you can use social media networks to advertise your vacancies at your organisation. This will help you target more of the Gen Z population who are active on platforms like Facebook, Instagram, LinkedIn, etc. 

Apprenticeships and Internships

Apprenticeships and internships are best for entry-level jobs where you consider fresh graduates for your role. These candidates usually have limited work experience, but they have enthusiasm and potential to develop their skills on the job. 


Such methods of employee selection in HRM help you meet people who want to learn, grow, and develop themselves to meet your company’s requirements.

Referral Network

You can encourage your employees with rewards to help you find candidates in their network. They understand your company goals and visions and can effectively recommend good-fit candidates.

Former Applicants  

Hiring your former applicants is one of the top methods of employee selection in HRM. These people had previously applied for similar or different jobs in your organisation. If they fit with your present vacancies, you can hire them. 

Top 7 Effective Employee Selection Methods in HRM

We have listed below some of the top employee selection methods in HRM for better hiring. 

Pre-Employment Tests

Pre-employment tests are one of the best employee selection methods that help you assess a candidate’s skills early in the hiring process. You can better understand the quality of a candidate more than their educational levels, resumes, and general intelligence. 

Situational-Judgment Tests

Meeting the educational qualification alone cannot be enough for your company; employees need certain skills to deal with workplace problems and challenges. Candidates must have strong judgment and problem-solving skills regardless of their role, from handling customer queries to interacting with colleagues. 


Situational judgement tests help recruiters assess candidates’ ability to solve workplace problems. 

Reference Checks

You must gather relevant information about the applicants that you can’t determine from their test results and resumes. Reference checks give you better insights into candidates’ interpersonal skills and how they can handle day-to-day tasks. 


You can ask the candidates about their previous employers and contact them. It helps you figure out what the candidate is like in the workplace. 

Background Checks

You can find several candidates who meet your criteria, but you have a limitation in recruiting them. For example, you need an accountant and have 3 candidates to choose from. 


In such cases, you can conduct a proper background check on top candidates to examine their criminal records, employment history, and personal information. 

Structured Interviews

We can have unintentional biases during recruitment that often lead to bad hires. In that case, you can implement structured interviews where you ask the same questions to all candidates in the same order. 


This allows you to compare candidates’ responses evenly and find the one with the highest potential for your vacancies. 

Take-Home Assignments

Not all tests must be conducted in-office; you can ask candidates to complete take-home assignments. It is one of the popular selection processes for hiring employees, where candidates can take assignments home and submit their results to the company. 


For example, if you hire a content writer in your company, you can ask them to write a sample blog post on any topic. 

Job Trails

You can arrange job auditions for your candidates to assess if they really fit the role. For that, ask your candidates to come in and try out their roles for a certain period, which can be a few hours to a few days. 


This option gives you an opportunity to see how candidates react in common situations if they are selected for your vacancies. For example, you can ask marketing applicants to pitch a product to a panel or a sales representative to handle clients’ queries. 


You may find numerous challenges in implementing employee selection methods, but you can hire the best people with the right strategies and techniques. We have shared a few methods to recruit and select employees in your company. 


However, if you aren’t prepared to handle them yourselves or require expert help, meet us at 6 Pence. We make permanent and temporary staffing easier for companies in Oman, Iraq, Bahrain, and Dubai. 6 Pence, with its 16+ years of expertise, can help you with recruitment, payroll processing, and employee training, besides our staff outsourcing services. 

Frequently Asked Questions

What are the methods of selection?

Numerous employee selection methods in HRM include pre-employment tests, online screening and shortlisting, structured interviews, aptitude tests, personality profiling, take-home assignments, etc.

What are the 4 stages of the employee selection process?

The main four stages of the employee selection process include sourcing and screening candidates, interview and evaluation, hiring and onboarding, retention and development.

What are the three main types of training?

The three main types of training conducted in the workplace are basic literacy skills training, technical and soft skills training, and safety training.


Also Read: 6 Benefits of HR System Integration For Companies

7 Trends in Human Resource Management For 2024

trends in human resource management

Since the last decade, there have been a lot of changes in the HR industry. For example, more people started working from their homes or remotely, new technologies were introduced, employee well-being became a priority, etc. Altogether, these disrupted how your human resource team performed their activities. 


According to research, nearly 68% of recruiting professionals believe investing in a new recruiting technology can improve their recruiting performance. Similarly, 94% of HR professionals say using HR software has positively impacted their hiring process. 


On the other hand, those companies still depending on age-old recruitment approaches aren’t getting much results. Therefore, all companies need to understand the latest trends in HR and implement them in business for better results. This article will briefly discuss similar trends in human resource management. 

Top Trends in Human Resource Management

Before you dive into the latest trends in human resource management (HRM), let us first understand what it is. HRM is the approach for organising, coordinating, managing and allocating your human capital or employees to meet organisational goals. They develop and enforce multiple policies and procedures that ensure workers’ safety. 


However, with the changing market scenario and employee demands, the future of human resource management is at risk unless you watch out for the trends. 


We have listed a few of the latest HRM trends you must follow to keep your talents longer in business and ensure organisational success. 

Promoting Diversity, Equity, and Inclusion

One of the most important trends influencing human resource management is promoting DEI initiatives in the workplace. This is no longer a box-ticking exercise but a critical aspect of business success. DEI refers to diversity, equity, and inclusivity, three essential aspects of the modern workplace that showcase your respect for talents from different backgrounds. 


Besides being a legal and moral obligation, DEI initiatives enhance creativity, innovation, and customer satisfaction. To cope with these new HR concepts and techniques, you must implement fair and transparent policies and practices for all, irrespective of gender, sex, colour, ethnicity, etc. 

Perfect Balance Between Office and Remote Work

Remote working or hybrid working has been on the list of top HR trends in the last few years. But, with the outburst of the COVID-19 pandemic, the total count of remote workers has increased significantly, and this graph will keep rising steeply in the future. 


However, not all professions will let your employees work from home, at least not full-time. You need them at the office or ensure a hybrid work culture. It is at the top of current HR trends and challenges, and your HR needs to find a compromise that benefits the company and the employees. 

Prioritising Employee Experience

According to predictions, by 2030, there will be a talent shortage of more than 85 million people globally. It means if you aren’t focusing on your existing workforce, you may lose top talents and find difficulty in hiring new ones. 


This makes prioritising employee experience essential for companies to achieve success. You must ensure all your employees have everything they need to fulfil their responsibilities and stay safe. 


Besides offering them necessary equipment, leveraging well-being programs, ensuring work flexibility, and developing a better work environment is essential. 

Focusing on Employee Well-Being 

Employees seek an organisation that values their contributions and ideas more than a good paycheck. This urges your HR leaders to promote a positive work culture and ensure a healthy work environment. 


Now, the question is how to foster a positive and healthy work environment. 


Some solutions that you can consider are:


  • Offer flexible work schedules
  • Encourage employee proposals
  • Allow the interchange of ideas and collaborations between teams
  • Promote proper work-life balance
  • Restructure your HR solutions based on employee well-being and physical and mental wellness provisions

Funding Employee Growth and Development

In a recent study, we found employees can leave your company if you aren’t investing in their professional development. We asked them if high payments could retain them in business for longer, but the reply was “No”.


On the other hand, organisations forecasted the need for new skills to cope with market changes. Rather than investing time and money in hiring new people, you can train your existing talents. The key to making your employees learn continuously is to create e-libraries, online workshops, and e-courses. 


Otherwise, you can also introduce learning programs in-office for skill building, reskilling and mentorships.

Allowing Millennials and Gen Z to Lead

More than half of the total employees by 2025 are expected to be millennials and Gen Z population. These young generations prefer navigating the workplace almost entirely digitally. Therefore, one of your current HR trends and challenges is to undergo a digital transformation. 


You need to swap manual procedures with automation, mobile apps and smartphones for better employee engagement and productivity. To attract and retain these tech-savvy generations, you must adapt different HR technologies for improved onboarding, employee training, communication and collaboration, and flexible working. 

Reporting and Data Analytics 

Organisations’ data-driven decisions are one of the latest trends in human resource management. The AI integration with HR technology has contributed to increased employee productivity levels. 


Companies in the GCC are experiencing a gradual shift towards data analytics for decision-making rather than depending on assumptions, intuitions, or past experiences. This move will enhance your decision-making process and ease cost analysis and other calculations. 

How 6 Pence Helps 

All companies need to stay updated with the latest trends in human resource management. We have listed only a few of these trends that can help you attract, manage, and retain employees better. Furthermore, they can automate your repetitive manual tasks, improve your business reputation, and ensure better productivity.


However, if you are struggling to understand these new trends in human resource management, you can seek advice from us. 6 Pence offers staff outsourcing services (Payroll outsourcing, recruitment, and PRO services) to business associates in Oman, Iraq, Bahrain, and Dubai. We understand your business requirements, study your market demands, latest trends and technologies, and advise you for better outcomes. For more details, you can connect with us today!

Frequently Asked Questions 

What are the trends in HRM? 

Some of the common trends in HRM include the use of HR technology, focusing on employee experience and well-being, better professional career development, advanced people analytics, promoting DEI initiatives, etc.

What are the top 5 HR strategies? 

The top 5 HR strategies include fulfilling legal requirements, employee engagement, career advancement programs, positive corporate image, and advanced performance management systems. 

Why is it important to know HR trends?

It is important to stay updated with HR trends to protect your company from financial loss, decrease in customer service, loss of talent, and reputation damage.


Also Read: Top 10 Demand Forecasting Techniques in HRM

Predictive HR Analytics: Why It’s A Gamechanger In The HR Industry

predictive hr analytics

Wouldn’t you like to have a heads up about when your employees are quitting so you can find a timely replacement so as not to impact organisational performance?


Do you think it’s wishful thinking? Most certainly not!


Predictive HR analytics can help you predict people-related challenges beforehand. Employees can exit your company for multiple reasons, from poor work culture, low productivity, and office politics to compensation issues and more. 


According to research, 7 out of 10 employees wouldn’t work in a top company with a poor workplace culture. While other employees would prefer more job flexibility, better training and development opportunities, etc., you can predict future employee requirements and market trends with predictive agent analytics. 


If you plan to implement such strategies in your business, first understand what they are and their importance from our guide. 

What is Predictive HR Analytics?

Attracting and retaining top employees is one of the biggest challenges for recruiters. Every company has a huge volume of HR data. Still, according to studies, only a few use this data to optimise HR processes. You can use that data effectively with predictive HR analytics for better data-driven decisions. 


But what exactly are HR predictive analytics tools? These are modern tech tools that analyse your past and present data to help you forecast future business outcomes. It digitally digs through your raw data and extracts, analyses, and categorises the information to identify different patterns, irregularities in your systems, and correlations. 


With predictive analysis, you will no longer operate your business on instinct or lessons learned from past mistakes. These statistical analysis and predictive modelling offers valuable insights that help you make efficient data-driven decisions. 

Real-Life Examples of Predictive HR Analytics

Let us take a few predictive analytics in HR examples to better understand how companies implement such technologies in real life. 

HP’s Prediction and Prevention of Employee Turnover 

In 2008, HP found they were losing employees at an alarming rate. Initially, they thought people left the company because of poor management. However, after research, HP realised that it was not the reason. This is when they developed a predictive workforce analytics program called “Project Insight.” 


They used statistical modelling and text mining techniques to predict the future and identify which employees are to leave in the next six months. Based on the data analysis, the company then employs different techniques to retain the employee. This reduced their employer turnover rate by half the previous percentage.

Google’s Prediction for Future Outcomes

Google hires thousands of new employees yearly, but only a small percentage stays with the company for over two years. To identify the problem of why candidates leave the company, they created a predictive analytics program called Google Prediction Engine. 


This tool analysed successful applicants’ employment history, education, skills, and personality traits to identify who will stay connected for longer periods. It helped reduce Google’s employee turnover rate.

Why is Predictive HR Analytics Important?

With the introduction of tools and technologies, most HR systems have been automated to ensure accuracy. But you need predictive analysis to identify why attracting and retaining candidates is getting complicated, improving productivity, and making better decisions. 


Now, let us discuss the importance of HR Analytics in organisations.

Better Decision Making

Previously, your HR department made decisions based on their intuitions and experiences. But with predictive analytics, you can now make data-driven decisions that are more advanced and accurate than those made with the former methods. 


By making better decisions, you save money, increase your business productivity, and improve customer satisfaction. 

Reduce Risk

Aren’t you surprised to know how predictive HR analytics is related to reducing risks in business? These tools help you analyse your past and present scenarios and identify potential problems that may occur in future. 


This helps you to stay prepared for such complexities and ensures you keep running the business efficiently.

Improved Business Productivity

If you implement predictive analytics talent management tactics, you can stay assured of hiring top talents. Not only are they talented, but also you can expect them to stay longer in your business. 


When an experienced team backs up your business, they understand your missions and visions. They can help you improve productivity over time.

Better Recruitment

Predictive analytics tools can help recruiters identify the best sources of top talent. They do so by analysing the platform’s historical data on successful hires and then recommending you invest in them for your recruitment needs


This saves you time and money on the wrong sources and helps you make a loyal and professional team that drives business success. 

Workforce Planning

We all know that market demands keep changing, and so do the skill requirements of employees. Predictive HR Analytics helps recruiters to forecast future skill gaps within your company by considering multiple factors. 


This includes retirement rates, emerging industry trends, and employee turnover rates. Your HR team can then develop employee training and development programs to reduce skill gaps and ensure your company remains competitive.

Managing Your Employee Performance

Not every day may be the same for your employees, so you must focus on their changing performance regularly. However, using predictive analytics, you can forecast future employee performance depending on the present and past performance data. 


It helps you identify the high-performing people in your company who have the potential to be your successors for certain roles. Additionally, you can discover which employees are lagging behind and determine if they need training or a warning. 

How 6 Pence Helps 

While predictive HR analytics can help you forecast future needs and help in attracting and retaining employees, the process is complex. Therefore, you must first identify your long-term company goals and determine relevant metrics to achieve them. Then, thoroughly understand predictive analytics tools, address your ethical considerations, and implement the process. 


However, if this seems complicated, contact us at 6 Pence. We will help you with temporary and permanent staffing and offer HR outsourcing services in Oman, Iraq, Bahrain and Dubai. For any queries, you can reach out to us today!

Frequently Asked Questions

What is predictive HR analytics? 

Predictive HR analytics is a process that helps you analyse your past and present human resources and recruiting data to forecast your future outcomes. These tools help you make data-driven decisions and meet your future goals efficiently. 

What are the 4 types of HR analytics? 

The 4 types of HR analytics are descriptive, diagnostic, prescriptive, and predictive analytics.

What is the difference between predictive and descriptive HR analytics?

While descriptive HR analytics considers your historical HR data to gather a total understanding of past events, predictive HR analytics focuses on your historical data and past trends to predict future outcomes. Organisations can use both these tools to achieve the greatest business impact.


Also Read: 5 Tips to Improve Your Human Resource Employee Relations

What is the Role of Blockchain Technology in Recruitment?

blockchain technology in recruitment

When we talk about blockchain technology, we think of cryptocurrency, don’t we? Or, at the most, to ensure security in financial transactions. 


But did you know that blockchain can be used in the recruitment process?


Blockchain technology in recruitment is changing the way you select and hire candidates. Yes! You heard it right: blockchain is no longer restricted to only the technological realm. 


It has become one of the most prevalent technologies across diverse industries. Recent research estimates that the global market revenue of blockchain technology will reach about $20 billion by 2024. Today, we will let you identify the role of blockchain technology in recruitment and how it is improving the entire process.

What is the Relevance of Blockchain Rechnology in Recruitment?

Blockchain technology was launched in 2008 with the development of the digital currency Bitcoin. Since then, this technology has gained popularity in multiple sectors, and recruitment is no exception. 


Here, people may want to know what is blockchain technology with example. Blockchain technology in recruitment is a distributed and secure database that stores candidates’ records and protects data integrity. Suppose you have validated and stored your prior address and previous employer details on blockchain applications. In that case, you can access all your information in the future. 


Unlike traditional databases, where you can create, read, update, and delete data (CRUD) from a central location, blockchain databases record data permanently. A candidate’s education, employment history, work-related information, and other data will remain securely stored within blockchain databases. 


When hiring a candidate, you can rely on this data to make an informed choice. It eliminates the chance of bad hires that can cost you up to 30% of your worker’s wage for the first year. On the other hand, candidates can share their data without worrying about breaches or tampering after verification. 


Moreover, blockchain for recruitment offers both the recruiters and candidates secure access to authenticated records. It allows you to view applications in real time with candidates’ consent. This gives you a clear insight into a candidate’s true value, and no more considering resumes at face value, hovering over their LinkedIn accounts, connecting with references, etc. 

Role of Blockchain Technology and Recruitment

Today’s recruitment is more about finding real talents and valuing skills than academic qualifications. Let us see how a blockchain recruitment platform can help you in this process.

No More Lies on Resumes

More than half of the job seekers often misstate themselves on resumes, leading to bad hires in companies. For example, people can change their salary scale to find better pay opportunities. But blockchain in talent acquisition eliminates tampering with data so that you get a clear and accurate picture of the potential candidates.


Moreover, blockchain, a transparent and decentralised platform, allows you to store any information on its ledger irrespective of geographic differences. This structure also makes it impossible for anyone to create false or misleading information. When you enter a fake entry into the ledger, the system will automatically reject it.

Faster Candidate Vetting

Whenever you post a job vacancy online, thousands of active job seekers apply for them. However, targeting passive job seekers becomes difficult as they don’t scroll through job boards much. 


Altogether, the recruitment process is time-consuming, and screening individual candidates ranks at the top. It requires hours of phone calls, emails, and record searches to verify if the candidates’ credentials and qualifications are accurate. 

Easy Onboarding Process

Most recruiters today implement applicant tracking system best practices to speed up the hiring process. However, sourcing and selecting candidates based on their resumes and matching them with your relevant keywords is not enough. 


You can use blockchain technology in recruitment to complete the employee verification process in seconds. This means you don’t need to spend your valuable time searching and connecting with previous employers of your new hires. 


Additionally, such technologies help you fetch criminal records, academic history, employment records, professional licenses and certifications, and other background checks. 

Faster Employee Contracting

Blockchain technology helps in background checks and completes contracting procedures in seconds. While onboarding a candidate, you must go through multiple documents and departments to collect and verify information about the new hires and store them in your HR System.


Blockchain technology recruitment eliminates all these contracting steps by gathering employee information automatically. Thus, it reduces your paperwork burden and saves you more time communicating with the employees.

Store Employee Data Securely

With the introduction of new technologies in the recruitment process, candidate and employee data are at risk of breach or tampering. But with blockchain technology, all this personal information can be encrypted and stored securely. 


It means no one can even view this information without consent. At the same time, modification and deletion of data are in no way possible. 

Better Reach for the Underrepresented Candidates

If you are using an ATS for recruitment, chances are high that you’re missing out on top candidates due to gaps in the title or background. For example, parents returning to the job, veterans, or students face such difficulties. 


However, with blockchain technology in recruitment, candidates’ accurate data gets recorded on the database. Whenever a recruiter asks for similar skills, the technology automatically recommends the profile if it matches the role. Thus, blockchain in talent acquisition ensures a genuine candidate-centric experience.

How 6 Pence Helps 

If you are ready to use blockchain technology in recruitment, you can seek professional advice. It will speed up your hiring process and save you costs and resources when hiring top talents. Moreover, such technologies ensure you get accurate candidate data in hand and eliminate bad hires. 


However, if you are having difficulty meeting top talents, we, 6 Pence, are ready to help! We are the leading temporary and permanent staffing agency in Oman, Iraq, Bahrain and Dubai, helping businesses meet top talent from our exclusive database. 

Frequently Asked Questions

How is blockchain used for recruitment? 

Blockchain technology in recruitment is used to find the right candidate by identifying skills, knowledge and experience. They safely store candidates’ academic credentials, certifications, past employment records, and other recruitment details. 

What is a blockchain recruiter? 

A blockchain recruiter is one who uses blockchain technology to source, select and onboard top employees who match the job role and the company values. 

How does blockchain affect HR?

Blockchain technology can automate and streamline HR tasks like contract management processes and reduce the need for manual intervention. Altogether, they save you time to build communication with top employees.


Also Read: Objectives of Recruitment in HRM: A Comprehensive Guide

5 Data-Driven Recruitment Strategies to Find Top Hires

data driven recruitment strategies

There was a time when candidates relied on local newspaper advertisements to find jobs. But, with digitisation, the recruitment landscape has drastically changed over the last few years. Now, candidates go through various social media posts, online job boards, and other digital job marketing channels for job hunting. 


Though it has eased the hiring process, the target pool has also expanded drastically because people from across the globe can now apply for the same position. However, if you are implementing data-driven recruitment strategies, the chances of targeting the best-fit candidates increase. But if you’re unfamiliar with such approaches, this blog is for you!

What is a Data-Driven Approach to Hiring?

A data-driven approach to hiring refers to a recruitment process where you use tangible facts and stats to make hiring decisions. These include all your steps, from sourcing and selecting candidates to creating hiring strategies. 


According to research, more than two-thirds of established companies track recruitment metrics like 


  • Time-to-hire
  • Rate of offer acceptance
  • Source-of-hire
  • Retention rates
  • Conversion rates
  • Cost-per-hire
  • Quality of hire

If you go back to some 10 years ago, you will find recruiters relied on luck and intuition while hiring talents. This had a huge possibility of engaging bad hires in business or choosing a wrong fit. But there was no way you could track the effectiveness of the recruitment strategies. This gave rise to the need to gather important candidate data using different tools. 


Why? It is because these realistic insights will help you draft data-driven recruitment strategies for better hires. With them, you can target the right people, understand their interests, improve hiring quality, and reduce overall recruitment costs. 

Data-Driven Approach to Recruiting Example

Let us take an example of how data-driven recruitment strategies can improve your hiring process. Suppose you are sourcing candidates from different channels like job boards, advertisements, agencies, social media, or your career page. 


You can track the effectiveness of various channels by calculating their cost per hire. Whichever channel brings you more quality candidates is where you put your maximum money. For example, if you aren’t finding quality candidates from Facebook ads, you can scrap that out from your recruitment plan. 


Similarly, during the selection process, your data-driven recruitment approach must gather data through resume screening, skills assessment and job interviews. This helps you make the right hiring decisions and ensure the candidate fits perfectly for the role and your organisation. 

What are the Benefits of Data-Driven Recruitment Strategies?

There are numerous benefits of using data-driven recruitment strategies in your company. For example, you can limit your investments to channels that bring you the most number of quality talents. 


It means such recruitment strategies help you connect with potential talents and reduce your hiring time and cost per hire. This further enables you to increase your overall company productivity and team efficiency. 


Moreover, data-driven talent acquisition strategies can help you determine or redesign your hiring process. This allows you to hire the best-fit candidates, remove biases, and promote diversity and inclusivity. 

Top Data-Driven Recruitment Strategies

Now that you know what is data driven strategy and how it is beneficial for your business, let’s look at some of its best practices.

Choose the Right Metrics and Data Sources

You may get overwhelmed with the huge volume of data collected by your recruitment software. Therefore, you must determine the relevant metrics to improve your recruitment process.


For example, you can consider your quality of hire, time-to-hire, cost-per-hire, retention rate, etc. In that case, you can review your business goals and list metrics that help you achieve these goals. Then, identify data sources like ATS, Google Analytics, or candidate survey feedback. 

Develop a Recruitment Dashboard

Now that you have the required data, you must analyse them carefully for valuable insights. For that purpose, you need to develop a recruitment dashboard to visualise the data and market trends and determine issues in the recruitment funnel beforehand. 


Therefore, by building a recruitment dashboard, you can quickly gain insights into your problems and opportunities. There are three main ways to create such a dashboard: 


  1. Spreadsheet programs
  2. HR software
  3. Business dashboard software

Determine What Actions to Take

Tracking your recruitment data is useless until you take the necessary action. For instance, if you find a channel constantly sourcing low-quality candidates, yet you don’t stop using them, is the data of any help? 


You must look into different recruitment metrics and determine what you want to do with them. Some common hiring issues that data-driven recruiting and HR analytics can solve are 


  • Longer time-to-hire
  • Lower job offer acceptance rates
  • Higher new hire turnover

Consider Your Data Limitations

Even though you can gain valuable insights by combining multiple data types, you still need to interpret your findings. It won’t solve your problems, but it will help you identify them so that you can solve problems with your knowledge and experience. 


For example, your ATS may find work gaps in candidates’ resumes, but they cannot determine the reasons behind them. It means that by using only data, you cannot understand the whole story of a candidate and may end up losing a talent. Therefore, it is essential to understand and consider your data limitations and interpret your findings. 

Analyse Your Past and Prepare for the Future

Data gives you valuable insights into your past recruitment strategies, their faults, and areas of improvement. It means you can clearly understand what recruitment strategies worked before and what hasn’t. Thus, it will further help you prepare recruitment strategies to improve your hiring process in the future. 

How Does 6 Pence Help

You must implement data-driven recruitment strategies for hiring candidates today. This will give you valuable insights into the ins and outs of your recruitment plans and help you hire the top talents. However, if you are looking for the best source for connecting top talents, ask us! 


6 Pence fulfills your temporary to permanent staffing needs and finds you quality candidates with nominal hassles. We are operational in Oman, Iraq, Bahrain and Dubai.

Frequently Asked Questions 

What is using Data-driven recruitment? 

Data-driven recruitment strategies refer to making objective hiring decisions depending on numerous data sources beyond your usual resume screening, interviewing, and providing job offers to candidates.

What is the Data-driven talent acquisition strategy? 

A data-driven talent acquisition strategy is an approach to building a talent pipeline using tangible facts and stats. 

What is the strategic approach to recruitment?

A strategic approach to recruitment refers to finding the right talent using three components, including employer branding, skilled selling, and recruitment marketing. 


Also Read: Everything About the Talent Acquisition Specialist Job Description

Driving Employee Engagement: 6 Easy Tips for Businesses

driving employee engagement

If you don’t find coffee interesting, would you like to consume it daily? It will spoil your mood. Similarly, if your employees aren’t interested in your company or work culture, they will not be inspired to give their best. Thus, for your business to succeed and increase productivity, you must work towards driving employee engagement. 


There are tons of solutions for engaging your staff, yet 21% of millennials have changed their jobs in the past year due to a lack of engagement. When your top talents leave you, not only does it impact your revenue, but it also affects your business reputation. 


If you are looking for ways to drive employee engagement, you are at the right place. Today, we will share top strategies to improve staff engagement in your company.

What is Driving Employee Engagement?

People can mislead you by saying employee satisfaction is identical to employee engagement. No! It’s not necessary that if your employees are satisfied, they will remain engaged with your company. Employee engagement is about your workers’ relationship and commitment to your team and company. 


By driving employee engagement, you can actively engage them in their work. Thus, they produce quality outcomes that relate to your company’s mission and are likelier to commit extra effort to their work.


Employee engagement largely depends on three factors: 


  1. Work engagement
  2. Team engagement
  3. Organisational engagement

This means how connected you are with the work you do, how connected you feel with your immediate coworkers, and how connected you are with the organisation as a whole. When you look at these three pillars of employee engagement holistically, you can better understand their engagement levels in your company. 

Why is Driving Employee Engagement Essential?

Have you ever wondered what makes a company more successful than its competitors? Is it the products and services they offer, their strategies, technologies, or a better cost structure? All of these can be copied over time, but a company’s long-term strength is its workforce. Therefore, one of the major importance of driving engagement in the workplace is to build a powerful team that drives excellent business outcomes. 


Employee engagement is essential at the company level and for employees themselves. When your employees are engaged with their jobs, they become energised and efficient. Besides improving their productivity, engagement ensures better mental health and positivity.


This further has a huge impact on your business operations and profitability. Not only do you develop a good relationship with customers and increase sales, but it also improves business reputation in the market.

What are the Top Drivers of Employee Engagement?

According to research, nearly half the workers would have worked harder and improved their productivity if they were only happy at work. Here comes a question: what are the driving factors of talent engagement? Well, numerous factors can improve engagement in your workforce. For example, your manager is a good listener, allowing employees to share their work ideas, leading to better engagement. 


A few key drivers of employee engagement for 2023 are:


  • Communication
  • Employee rewards and recognition
  • Professional development
  • Empowerment
  • Work-life balance
  • Diversity and Inclusivity
  • Collaboration
  • Leadership
  • Workplace relations
  • Work environment
  • Positive mental health
  • Psychological safety
  • Flexible work options
  • Community involvement

Top Strategies for Driving Employee Engagement

So far, we have got a brief understanding of what drives employee engagement and why it matters. Now, we have listed the top strategies for driving employee engagement in your company.

Provide Opportunities for Professional Growth and Development 

Suppose you are looking for ways to improve employee engagement. In that case, investing in their professional growth and development can be a plus point. According to research, 45% of employees will likely stay in their jobs if they receive proper training


Companies are driving engagement with employee experience by allowing them to learn new skills and stay updated with the latest trends. 

Recognise Talents and Encourage Them

One of the key drivers of employee engagement is proper recognition at work. Every employee expects you to appreciate and recognise their work. You can celebrate small achievements or reward them occasionally for meeting targets or cracking a deal. It motivates them to commit extra effort and boost their productivity levels

Maintain Transparency at Work

You must encourage open and two-way communication in your organisation. This allows your employees to speak up about their problems to the leaders and share their ideas fearlessly. Therefore, you get new perspectives on business, leading to innovative solutions and an improved reputation. 


Moreover, they feel valued when you implement their ideas or make them part of your decision-making process. This plays an essential role in driving employee engagement in your company.

Give Employees Flexibility

Work-life balance is a critical factor today that affects employee engagement in companies. Therefore, you must offer them flexible work structures where employees may not have a regular 9 to 5 duty in-office.


Instead, you must allow employees to choose their working hours and place of work. For example, allow them to work from home if they can arrange the entire work setting at home. 

Ensure Employees’ Authority and Responsibility

When offering your employees authority and responsibility, they feel trusted and valued. These are the keys to effectively empowering your employees to do their jobs and stay motivated for better work delivery.  

Measure Employee Engagement Frequently

It’s common to send out annual anonymous surveys to employees and gather feedback on work culture and other factors. This gives you an in-depth view of whether your employees are engaged with their jobs and your company. However, this isn’t very effective unless you conduct service frequently throughout the year. 


Some of the best ways to measure employee engagement are


  1.  Short, frequent surveys
  2. Meeting with individual employees
  3. Measuring absence rates
  4. Analysing data using HR tools 

Once you gather insightful data, you must actively work on multiple factors to drive employee engagement.


Driving employee engagement is now becoming a top priority because of its advantages. Instead of looking at your employees as an asset to be managed, you can let them have the authority and responsibility to create the next innovation for success. However, this requires you to have better people at work who are qualified and fit your company culture. 


In this process, we can help you find the best candidates from our database and ensure they fit with your visions and missions. Therefore, you can connect with 6 Pence anytime for temporary and permanent staffing requirements and HR outsourcing in Oman, Iraq, Bahrain, and Dubai. 

Frequently Asked Questions 

What defines driving engagement? 

Driving employee engagement refers to the approach of improving engagement in your workplace through proper communication, recognition and rewards, positive workplace relationships, better future opportunities, training and development, task autonomy, work flexibility, etc.

What are the drivers of employee engagement? 

There can be multiple drivers of employee engagement in your organisation, like communication, professional development, empowerment, autonomy, work-life balance, leadership, diversity and inclusivity, collaboration, workplace relations, etc.

What is an example of driving engagement?

A few examples of driving engagement might be “My manager is a good listener” and “I feel comfortable in sharing ideas with my team.”


Also Read: 8 Effective Recruitment Strategies to Improve Your Talent Acquisition

What are the Critical Skills Required for Talent Acquisition?

skills required for talent acquisition

The first thing that you look for when hiring a new employee is their skill. Skill loosely translates into the ability to work well. But the ability to quickly identify that skill makes recruiters and HRs skilful and adept. 


Every company needs to hire skilled employees for better business performance. However, according to research,  76% of recruiters find attracting quality candidates their biggest hurdle today. In a high-performance and candidate-centric market, only a few candidates have the quality that a business needs and these people already have multiple job opportunities. 


If your recruitment team has the right skills required for talent acquisition, then they can easily hire the right candidate. We’ll share some talent acquisition skills that can make you a pro in the market today!

What is Talent Acquisition?

When hiring talent, you go through multiple steps, from identifying the right people to convincing, attracting, selecting, and retaining them. Talent acquisition is known as developing a strong candidate pipeline, improving employer branding, identifying and hiring candidates, and future resource planning. 


Talent acquisition is a little different from recruitment. While recruitment only focuses on hiring people for immediate vacancies, talent acquisition helps you build a talent pipeline. They get high-quality candidates for your hard-to-fill vacancies and forecast your future staffing requirements

Top Skills Required for Talent Acquisition

According to research, the need for talent acquisition specialists will keep increasing for the next few years. These professionals ensure your company makes the right hiring decisions, leading to business development and growth. 


Are you deciding to enter into this profession? We have listed the top talent acquisition specialists’ soft and hard skills for recruiters to make a better choice. 

Professional Hard Skills for Recruiters

Are you wondering what skills recruiters need to secure a job? You must have proper qualifications in human resources, business administration or a related field and industry experience. 


Some important recruitment skills include 


  • Having in-depth knowledge of candidate sourcing techniques
  • A strategic understanding of staffing tools
  • Social media-based recruitment skills
  • Technical knowledge

Communication Skills

One of the important skills needed to be a recruiter is good communication. This is because they often need to communicate with potential hires, HRs, company executives and other personnel. You must be an expert in expressing your thoughts both verbally and in writing to fulfil your responsibilities efficiently. 


For example, you need communication skills to draft compelling job posts that engage your target talent pool. Otherwise, candidates won’t understand your requirements clearly, leading to wasting time and money on bad hires. 


As the job market becomes candidate-centric, staffing has become the toughest sales job for business. It is because you have to determine that both parties, the candidates and your company, are making the right choice. Therefore, negotiation is one of the top skills required for talent acquisition. 


Both HR and the candidates can devise a long wish list where some options may be unrealistic. As a talent acquisition specialist, you need to speak efficiently with the candidates and convince them to work with your company for the betterment of both. 

Relationship Building

Recruiters need to nurture relationships with top talents. This helps you hire them immediately during a vacancy and use their network to meet new talents. 


Moreover, this can help identify the best fit for the role and the company out of multiple options. Networking and relationship management skills for talent acquisition will be primely important in the next few years.


The responsibility of a talent acquisition specialist is to forecast future staffing needs and create strategies to meet them. It means you must learn effective human resource planning skills to determine future labour needs, current supply, and the balance between the two. This helps draft hiring strategies aligning with organisational goals and meeting success. 

Analytical Skills

Analytical skills are among the top skills required for talent acquisition to process and analyse employee data from different angles. They can convert the raw data into useful information, analyse them and take necessary actions. 


This helps them determine different employee data, like their behaviours and performance, that can directly impact your business.


If you aren’t a good observant, you might miss a good opportunity to hire top talent. Businesses require the best people on board to improve their productivity. In that process, you can play a vital role by keeping a keen attention while hiring talents. 


It is because you can now observe a person from different angles other than their resumes. Perception can sometimes mislead you, but having a good observation can prepare you for the worst.

How do You Improve Your Recruiting Skills?

As a talent acquisition specialist, you need to improve your recruiting skills from time to time. We have listed a few steps to help you in the process.

Practice Soft Skills

You must look for opportunities to exercise your soft skills, like patience, observation, empathy, negotiation, etc., in your professional and personal life. This will improve your performance at work and help you build better relationships with people in your company and with talents.

Have Measurable and Practical Goals

You must establish clear objectives and strategies to acquire the top skills required for talent acquisition. For example, if your goal is to learn to use multiple HR tools, you can establish a habit of learning about one tool daily and go through self-help books. 


This will help you grow continuously and positively impact your job. Moreover, when you divide your targets into reasonable activities, you can easily measure them and track your progress.

Use Different Trustworthy Resources

To become a talent acquisition specialist, acquiring soft skills is not sufficient. You must strengthen your hard skills, like getting a new certificate, advancing your degree, etc. In that case, you can learn from subject matter experts, attend workshops and conferences, or join a professional association. 


Whether you are a new or an experienced recruiter, you must invest in improving the skills required for talent acquisition. This increases your chance of getting opportunities in top companies and boosts performance levels. 


Are you looking for a job as a talent acquisition specialist? Visit the career page at 6 Pence, or follow us on social media to learn about the latest job openings in Dubai, Iraq, Oman, and Bahrain.

Frequently Asked Questions

What talent acquisition needs? 

Talent acquisition needs your efficiency in identifying, acquiring, assessing and hiring candidates for open positions, building talent pipelines, future resource planning, diversifying companies’ labour force, and employer branding. 

What skills do you need to be in talent acquisition? 

To become a talent acquisition specialist, you need to have tech skills, good communication, observation, analytical skills, patience, empathy, industrial knowledge, and an understanding of HR tools.

Is talent acquisition part of HR?

While HR manages the existing workforce and employee-related matters, talent acquisition focuses on finding and hiring the best talent for the company’s needs. 


Related Blog: 7 Step Guide To Building a Talent Acquisition Team

Your Ultimate Guide to Social Media Recruiting

social media recruiting

Whenever you hear the name “social media”, what is the first thing that pops up in your brain? It can be Facebook, Twitter, or Instagram. These were once the platforms for connecting and communicating with strangers. But they now have turned out to be effective recruiting tools.


Not only has the job market shifted to searching for the latest and updated skill sets and talents, but finding ideal candidates has also turned on its head. 


Millennials and Gen Z talents search for jobs on social media rather than job boards. If you target this population, share your vacancies on LinkedIn, Facebook, etc. Moreover, social platforms have allowed companies to reach a wider talent pool in less time. 


All these contributed towards the urgency of adopting social media recruiting in your company. We will share more about it and a few other social media recruitment advantages and disadvantages in our guide today. 

What is Social Media Recruiting?

Five to six years back, you could have posted vacancies on online job boards and get quality candidates. But as the younger generation is getting more attracted to social media, more people are applying for your company on networking platforms like LinkedIn. 


According to research, nearly 79% of job seekers today use social media for job hunting. Therefore, you need a solid social media recruitment strategy to target this mass that promises the best outcomes.


Social media recruiting refers to your approach of using social platforms like LinkedIn, Facebook, Twitter, and Instagram for job postings, networking with professionals, and reaching out to potential candidates. 

Significance of Social Media Recruiting

Are you wondering if recruiting through social media is beneficial for your company? We have listed some advantages of social media recruiting below to answer your question.

Actively Reaching Out to Passive Job Seekers

These talents are not actively searching for jobs but will switch companies for better opportunities. They don’t visit job boards or career sites to find jobs, making targeting these people difficult for you.


However, if you implement a social media recruitment strategy, you can reach out to these people through your posts. If they find you interesting or you’re offering better opportunities, they will apply for your vacancies. 

Hiring Top-Quality Candidates

As you get an opportunity to reach out to passive and active job seekers, the chances of hiring top talents are high. Moreover, suppose you are using paid social media job ads. In that case, you can target particular audiences and hire candidates who fit your organisational culture.

Lower Time and Cost Per Hire

With social media recruiting, you must spend fewer resources on hiring top candidates. Compared to other recruiting platforms, social media helps you connect with people quickly and ensures you don’t get a bad hire. These candidates further contribute to improving your overall business productivity and performance.  

Better Brand Awareness

Whenever you share company posts on social media, they reach your network. It means people who didn’t know you will now recognise your brand from the posts. This helps you improve brand visibility and reputation so that more talents apply for your positions. 

Better Interaction With Potential Candidates

Social media helps you to personally interact with potential candidates and motivate them to apply for your vacancies. For example, some candidates may ask you questions about your vacancies. With social media, they can send the questions directly to your inbox or comment on your posts. 


You can respond to their questions timely and start building professional relationships even before they submit an application. 

Finding Niche Network

Suppose you hire people with specific technical skills; social media will help you connect with these people. Otherwise, you may need to post ads on extremely niche sites where people may or may not apply for your posts. Moreover, you can also find candidates for incredibly niche roles from multiple social media pages and online forums.

Disadvantages of Social Media Recruiting 

While there are numerous advantages of social media recruiting, you may also need to face some disadvantages. 


For example, you need a solid recruitment and targeting strategy to meet your ideal candidate. This requires investing a good amount of time and resources in developing creative ideas. Some challenges of implementing social media recruitment are:

Requires Expert Advice

We understand how difficult it becomes to target your ideal candidate among billions of active users on social media platforms. This requires a solid recruitment and targeting strategy that only an expert can help with. It is primarily because you need to be creative with your ad copies, graphics, and job descriptions. 6 Pence can assist you with this. 

Can be Expensive

Sometimes, your posts may not have a good reach, especially when you have fewer followers. You need to boost your posts using paid social media ads to reach your target audiences. This can be expensive for startups or companies on tight budgets. 


We have previously said that top recruiting social media best practises can help you attract candidates in less time than other sources. However, this doesn’t seem easy in reality, and all your candidates won’t be available on a certain social platform. 


It means you must post your vacancies on multiple platforms and source candidates separately. This can be time-consuming and disrupt your business processes if not handled by experts.

What are the Top Platforms for Social Media Recruiting?

Numerous social media platforms in the market can help you connect with your ideal type of candidate. However, according to studies, LinkedIn (78%) and Facebook (65%) are the most commonly used channels for social recruiting


This doesn’t mean other platforms are far away in the recruitment race. Let us explain the best social media recruiting sites that can improve your hiring standards and maximise your ROI.


This platform is designed specifically for individuals and companies to network with professionals. It offers you tools for posting jobs and accepting resumes efficiently. Additionally, you can promote your job postings to millions of people with LinkedIn’s post-boosting features. 


Firstly, you can start by connecting with prospective candidates globally. Then, you can send either personalised messages, post your vacancies on the wall, or share content to attract candidates’ attention. 


For example, Google uses this channel to highlight their employees’ accomplishments and share resources for candidates’ learning. On the other hand, candidates share their work, experiences, and other posts that determine their fitness with your company’s needs. 

Facebook and Instagram 

With billions of active users on these platforms daily, they form a major channel for social media recruiting. You can share valuable content to promote your brand, create groups to fill your positions and interact with prospective candidates. 


Facebook allows you to post vacancies on your wall and boost your postings to reach more candidates. On the other hand, Instagram allows you to create appealing visual content that captivates your candidates’ attention. Moreover, this encourages them to follow your company page and apply for your vacancies. 

X (Formerly Known as Twitter)

Though X may not help recruitment, it allows you to share news and events that engage people worldwide. To build trust and credibility, you can share your employee accomplishments on Twitter within 280 characters or their testimonials. 


It makes people visit your site and apply for your vacancies when they know your workplace culture. On the other hand, you can assess your candidates’ X handles to better understand their interests and preferences. 


Social media recruiting is an effective method that allows you to target active and passive talents. Not only does it improve your reach to a broader talent pool, but it also helps to assess candidates properly. However, if you have difficulty hiring ideal candidates for your company, call 6 Pence.


We are the leading temporary and permanent staffing agency offering numerous other services to Oman, Iraq, Bahrain and Dubai businesses. You can connect with us anytime and share your requirements, and we will do the remaining tasks on your behalf. 


Also Read: Reasons Why Businesses Need Permanent Staffing Solutions

Frequently Asked Questions

What are social media recruitment methods? 

Social media recruitment methods refer to using multiple social media platforms, e.g. LinkedIn and Facebook, to post your job vacancies, network with professionals and reach potential candidates.

What types of media will be used for recruiting?

You can use multiple types of media for social recruiting, including LinkedIn, Facebook, Twitter, Instagram, and YouTube.

How do you recruit social media?

You can recruit on social media by participating in different conversations, promoting your work culture, using niche networks, conversing with top talents, etc.

Employee Training Policy in HRM: A Guide for Recruiters

training policy in hrm

What do you think is the most critical asset of a successful business? It is the employees whose efforts can help your business grow and meet success. 


But just having the necessary educational qualifications isn’t enough to survive in the present competitive environment. For example, earlier, a lot of financial work was done manually, but now, many software and tools have come into place. Thus, your existing staff need to be trained to use these tools.


Therefore, developing an employee training policy in HRM is becoming a must-have option in companies. This ensures you work with existing talents by updating them with new skills and market trends. In today’s guide, we will share the importance of training policy in HRM and assist you in creating one for your company.

What is the Employee Training Policy in HRM?

According to research, nearly 94% of employees say a training policy in HRM would convince them to stay in the company longer. This policy sets out guidelines and procedures that you take to train your employees. It aims to promote the growth of employees, empower teams, and help your company achieve success. 


It consists of different parts, including purpose, scope, roles and responsibilities, individual and corporate programs, and more. 


Let us take Etsy as an employee training policy example for your understanding. It is a successful brand that has gained popularity because of its employee training and development policy in HRM. 


They offer combined methodologies for employee training, including adult learning theory, organisational psychology, and sociology. Etsy allows the workers to opt for traditional learning opportunities, coaching and online resources. 

The Importance of Employee Training Policy in HRM

Does investing in a training program sound like a luxury for your company? Training procedure in HRM is not only beneficial for employees but also for the company. The principal goal of staff training is to ensure they are suitable for your current business needs, hit targets efficiently, and promote a positive mindset within the organisation. 


You can attract and engage top talents whenever you create an employee training policy for your staff. You can enhance their performance and productivity through proper training, leading to achieving your organisational objectives. 


According to research, companies that invest in comprehensive training programs have higher incomes per employee level than others. These companies will have better market reputations, more sales, and higher profit margins. 


You can design employee training programs depending on your organisational goals, objectives and audiences. Some common models are classroom-based training, interactive training, simulators, role-playing, case studies, etc. 

What are the Key Components of an Employee Training Policy in HRM?

Continuous employee training and development can help your company survive market competition. It’s not just us, but 92% of employees think workplace training and development improve their job engagement, leading to better performance. The entire policy is subdivided into multiple parts, where each segment describes something about your training programs. 


We have listed below some of the key components of an employee training policy in HRM.

Purpose and Scope

Firstly, you must mention the purpose and scope of your training policy. It defines your objectives and benefits of training, who the target audience and stakeholders are, legal and ethical requirements, and the limitations of the policy. 

Roles and Responsibilities

The next part of your policy document consists of the rules and responsibilities related to the training program. It lets you clearly establish your expectations, boundaries, and collaborations among training providers and participants.

Standards and Guidelines

This section of your policy defines the standards and guidelines, qualifying criteria, and best practices for designing and evaluating training. It ensures you stay compliant with relevant laws, standards and codes of conduct. 

Processes and Procedures

The fourth segment of your HR training policies describes all your steps and actions in planning, implementing, and reviewing training programs. The main purpose of this segment is to guide your training coordinator throughout the training cycle. 

Evaluation and Implementation

This segment clearly defines the process of evaluating training programs and improving them. It includes all your quantitative and qualitative methods required to collect and analyse feedback, identify gaps and opportunities, and implement enhancements.

Review and Update

The final segment of the HR policies training and development defines the criteria and the process of reviewing and updating them. It ensures your policy stays relevant, accurate, and helpful for your company. 

How do We Create a Successful Employee Training Policy in HRM? 

Your employee training policy in HRM can focus on multiple areas, from onboarding new employees to improving the skills of your current workers. Whether you want to create a new or refresh your ongoing training, we have listed a few steps for your help.

Understand Your Organisation’s Needs and Develop Goals and Success Metrics

The first step to creating successful training programs is to establish your business goals and determine how to achieve them. You can consider questions like 


  1. Who your intended audience is
  2. What your short-term and long-term goals are
  3. What is currently lacking in meeting your goals
  4. How to measure success

These will give you an in-depth understanding of why a training program is required in your organisation.

Determine the Employee Training Program Type

Now that your goals and objectives are decided, you must determine what training program to implement. This includes 


  • classroom style
  • workshop style
  • individual or group training
  • skill-based or management training

Focus on Adult Learning Principles

Adults or professionals appearing in your training program are usually more experienced than fresh graduates. Therefore, you must keep certain characteristics of adult learning in mind. This includes


  • incorporating real-world applications
  • providing case studies and mock trials
  • making the content interesting for adult learners
  • involving professionals, like subject matter experts, while developing training content

Developing Your Learning Objectives

Now, you need a clear learning outline that determines what topic you want to cover, the important information to deliver, etc. This helps drive the training program’s structure and ensure you fulfil all critical points. 


Once your plan is ready to implement, you must finalise it and design your training materials accordingly. This includes 


  • e-learning materials
  • physical training
  • PowerPoint slides
  • workbooks 

The next steps are implementing the program, evaluating its performance, gathering feedback, and measuring success. If your training program doesn’t meet your company objectives, you must re-evaluate them. 


A well-designed training program is essential for your business to survive today’s competition. It helps you train new and existing employees to perform their roles effectively and efficiently. This develops their work skills and improves their overall organisational performance. 


Are you looking to hire qualified talents to lead your organisation into the future?


In this process, you can ask 6 Pence to help you assist in temporary and permanent staffing. We help you find skilled employees from our vast database in Oman, Iraq, Bahrain, and Dubai. 


Also Read: A Step-by-Step Guide to the Disciplinary Procedure in HRM

Frequently Asked Questions

What is the training policy process? 

The training policy process includes multiple stages from assessment, motivation, design, delivery, and evaluation of training plans to ensure your new and existing employees meet present organisational needs.

What are the 4 training processes in HRM?

The 4 training processes in HRM include classroom-based training, on-the-job training, coaching or mentoring, and role-playing.

Why is training important in HRM?

Training and development are important in HRM to motivate employees, improve productivity, enhance performance and meet your organisational goals.

Top 6 Video Interview Tips for Jobseekers

video interview tips

If you’re actively looking for jobs, you probably are aware of video interviews being the new norm. Why? It is highly beneficial for both employers and potential employees. 


For jobseekers, it eliminates your commuting time and cost while allowing interviewers to conduct preliminary interviews online. In addition to that, it creates a virtual platform for face-to-face meetings, which was missing in telephonic interviews. 


But, cracking an interview in-person or virtually is equally tricky, and only a few can land a job. Therefore, we offer the best video interview tips for candidates through today’s guide to ease the process.

What is a Video Interview?

Just like in-office interviews, where you simultaneously face a single or a group of interviewers, video interviews do the same but virtually. It is an organised virtual meeting for the interviewer and interviewee to get to know each other via video conferencing. 


The recruiter assesses your abilities, qualifications, motivations, and personality traits for the role through such interviews. On the other hand, you can assess the company’s work culture, career advancement options, and other criteria to accept an offer. 


In most cases, HR will schedule a meeting with you first and send the interview date and link to your email. You can use that link to join the interview on a scheduled date and time.


In the next section, we will be looking at some amazing video interview tips to help you make the right impression.

How to Prepare for a Virtual Interview?

Whether appearing for online or physical interviews, you must be 100% prepared for the interview. According to a recent survey, only 2% of job applicants are selected for an interview. Therefore, preparing for a virtual interview is essential. 


Here are some video interview tips that will help you ace your first professional interaction with a potential employer:

Understand the Video Interview Format

Recruiters mainly use two video interview formats today, i.e., live interviews and pre-recorded interviews. Live interviews happen in real-time, where you and the recruiters interact and give answers live.


On the other hand, in pre-recorded interviews, the recruiter wants you to record your answers and submit them for review. 

Learn About the Company and the Role

Before appearing for any interview, you must know the company and the role you are applying for. Your interviewer may ask questions related to the company to understand if you are fit for the organisation. 


Gone are the days when recruiters primarily relied on only heavyweight resumes. But, they now look into different aspects of a candidate’s characteristics to choose the best-fit talent. 

Identify Your Strengths and Limitations

There is nothing bad in accepting your weaknesses in front of the recruiter. It defines how well you know yourself and what you do to recover them. However, this doesn’t mean you would say, “I procrastinate or I have anger issues.” It creates a negative impression on the recruiter, leading to rejection. You must always show your weakness in a positive light.


On the other hand, you must take pride in defining your strengths without appearing overconfident. For example, you can say, “I’m a fast learner and a good problem solver.” These are your plus points that companies try to find in candidates and understand how they can use you for company growth. 

Practice Mock Interviews 

Online interviews can be intimidating just because of the new setup. Always try to conduct a mock interview using the same app your interviewer sent unless it is extremely niche. Most companies use Zoom, Teams, or Gmail to conduct interviews. 


Opt for a room with ample light, clear background, and nominal noise. Keep your camera at eye level so that only your chest above can be seen. You must check your microphone and internet connectivity.  


You can search for virtual interview questions on Google and list the most common questions when preparing for the best answers.

Make a Compelling Introduction Note

Your first chance to make an everlasting impression on the recruiter is the introduction part. Search for video interview introductions on Google to create a unique one for yourself. This must contain your work experiences, what separates you from others, and why you think you suit the role. 


In addition to that, you can share your qualifications and any additional certificate courses to emphasise your abilities. 

Must-Know Video Interview Tips for Job Seekers

Video interviews require preparation and a good mental setup. However, what sets them apart is that you appear for video interviews in the comfort of your home. 


Candidates can save time and money commuting to the interview location with video tools. Moreover, no geographical boundaries or time barriers are limiting your chances to appear for an interview. 


We have listed the top virtual interview tips for your main day. 

Set up Your Interview Space

One of the main video interview tips is to assist you in creating the first impression that is strong, and unforgettable, but in a good way!


You can wear a formal dress on top of your pyjamas, but the setup must look professional. Recruiters usually get fewer opportunities to identify your uniqueness through virtual conversations. 


Therefore, you must consider your space and environment to create a strong impression on the recruiters. It includes having a clean and uncluttered background and proper lighting.

Ace Your Technology

Virtual interviews are all about technology, which includes a stable internet connection and good control over your device. Also, check your device’s microphone, speaker, and camera. In addition to that, you must download the video conferencing tool beforehand and master the platform.

Show Up Early

Punctuality in an interview, whether online or offline, creates a good impression on the interviewee. You must prepare your setup half an hour before the interview and log in to the platform with the provided link. This is one of the most essential video interview tips.


Additionally, keep your portfolio and documents ready before the interviewer asks you for them. This shows your professionalism and creates a good image for the interviewer. 

Use Positive Body Language

Though the interview isn’t in-person, you cannot disregard body language. This includes avoiding slouching, touching your face, or moving too much. 


At the same time, you must remember to smile, be an active listener, and keep good eye contact. Even for pre-recorded interviews, you must believe you are speaking to a real person. It means you must stay enthusiastic in responding to all the questions so that the recruiter finds you interesting when they review.

Stay Calm Throughout the Interview

Your interviewer can put you in challenging situations to see how you overcome them. In such cases, if you are stressed or overwhelmed, ask the recruiter to give you time. 


You can say, “Can I take a few seconds to think and answer your question.” This doesn’t show your unpreparedness but your sincerity in answering questions professionally. Therefore, video interview practise is a must before you appear in front of the screen.

Don’t Make Conversations Sound Monotonous

Your conversations with the recruiter may get monotonous at some point. In that case, you can choose neutral topics to discuss or ask questions about the company, career opportunities, etc. Additionally, you must focus on the pace of your conversation, which shouldn’t be too slow or too fast. 


We hope these video interview tips have been helpful!

How 6 Pence Helps 

This guide covers all the necessary video interview tips to help you land your dream job. You must know yourself better and learn the essential skills required to keep improving daily. We hope this guide has helped you to understand the best tips for video interviews.


Are you looking to work with top companies in Oman, Iraq, Bahrain, and Dubai? Visit our careers page to know more. 


Aslo Read: 10 Effective HR Strategies for Employee Retention in 2023

Frequently Asked Questions

How do I prepare for a video interview? 

Some integral video interview tips are: ensure you learn common questions, have a good interview location, formal attire, and good body language, and keep a spark in your conversation. 

How can I impress in a video call interview? 

You get a little opportunity to impress the recruiter over a video call interview. However, a good introduction, proper dressing sense, communication skills, and good interview etiquette can help you impress them.

What employers look for in video interviews?

Employers mainly look into your skills and abilities for the role, professionalism, way of communication, and body language.

Staff Outsourcing Company in UAE

staff outsourcing company in UAE

Outsourcing staffing in the UAE is no longer a box-ticking exercise, but most companies are adopting it to expedite their project completions and improve services. 


Firstly, it is because you can accomplish business goals by reducing your costs, and secondly, you don’t have to worry about hiring new employees every time someone leaves or your company grows. Employee outsourcing refers to the practice of contracting worker services to third-party agencies. This is where you will need a staff outsourcing company in UAE. 


You can now find multiple companies that reduce your HR tasks, achieve business flexibility and eliminate extra expenses. Why should you hire these agencies? Are they bringing benefits to your business? Let’s find out the answers from our guide today. 

What is a Staff Outsourcing Company in UAE?

Outsourcing staff recruitment to a third-party agency is now popular among UAE businesses, and the one that handles your requirements is a staff outsourcing company. They help you recruit, hire, and train employees within weeks, according to your business specifications. 


You can delegate tasks that are not only operational but might be outsourcing a job to these third-party providers. They control employee benefits, raises, salaries, and other performance management solutions, reduce overhead expenses and increase your business productivity. 


Some of the popular staff outsourcing services include 


  • Professional outsourcing
  • Manufacturing outsourcing
  • IT outsourcing
  • Project outsourcing
  • Operational outsourcing
  • Process outsourcing

What are the Benefits of Hiring a Staff Outsourcing Company in UAE?

Companies are increasingly opting for staff outsourcing services due to multiple reasons. We have listed some of its benefits for your understanding. 

Cost Savings

One major reason companies outsource their roles or functions to third-party agencies is to save unnecessary expenses. This includes the cost associated with your recruitment process, training your employees, providing them benefits, etc. 


Additionally, you can also save on office space, purchasing equipment, and employee management. Now, you can reinvest those savings into business areas that can maximise your ROI.

Increased Quality and Efficiency

When you’re outsourcing your tasks to highly qualified individuals with sufficient experience and skills, they prove to be incredibly valuable in increasing your work quality and improving organisational efficiency.


Poor labour quality is the biggest hurdle for nearly 52% of small businesses. However, by outsourcing some of your tasks to an experienced agency, you can overcome such challenges and stay competitive. 

Flexibility and Scalability

The requirement for the labour force changes at different points in time. For example, when your business grows, you need more employees to fulfil your extra work. If you are outsourcing employees, you can adjust their numbers depending on your fluctuating work pressure and project requirements. 


This reduces your need to hire more candidates or lay off talents. It allows you to optimise your workforce efficiently and maintain operational efficiency.

Diverse Talent Hiring

Most companies implementing DEI (Diversity, Equity, and Inclusivity) initiatives must hire talents from diverse backgrounds. However, targeting these talents at a time can be challenging. It is when you can outsource recruitment to an employee outsourcing company with a large, diverse talent database. 


Thus, you can meet people from diverse backgrounds and skill sets to fulfil your business needs. 

Focus on Core Competencies

You can delegate secondary non-core tasks to a staff outsourcing solutions while focusing on your business’s core activities. It will help you enhance operational efficiency, streamline your processes and focus on strategic initiatives that contribute directly to your competitive advantage. 

Risk Reduction 

The best outsourcing companies in UAE verify employees thoroughly before they provide you. This means you can stay confirmed with the candidate’s educational qualification, experience, and background checks. 


Additionally, these companies have guidelines and rules that ensure your sensitive data is safe. 

How do you Choose the Top Staff Outsourcing Company in UAE?

Even though we know what benefits a staff outsourcing company in UAE can bring to your business, if you aren’t choosing the right one, it won’t work. Therefore, let us help you understand how you can choose the right partner.

Experience and Reputation of the Agency

Before hiring an agency, you must research them thoroughly, including their track record and experience working with businesses in your industry. 


Additionally, you must check their clients’ lists, testimonials, and previous projects to accomplish their experience and success rate. 

Service Portfolio

Firstly, you must clearly understand what staffing requirements your company has. Then, you have to start assessing the agency’s service portfolio to check if they can provide you with the necessary staffing needs. Secondly, make sure you ask about the additional services that you might need while scaling your business. 

Fees and Cost Transparency

You must ask for the fees you need for their services and payment structure. Usually, agencies ask you for a fixed monthly or hourly pay. However, there can be hidden charges that the agency doesn’t disclose initially. 


These charges keep increasing over time and can cut your pockets at times. If you are hiring the top staff outsourcing agency, they will offer you a transparent pricing structure. 

Customer Support

The next thing to be sure about while hiring an agency is their customer support. This means how easily you can ease them whenever there’s a need or how quickly they respond to your queries. Moreover, you can also ask about their communication medium to ensure they are always backing you in times of need. 

Compliance Knowledge

If you conduct business in the UAE, you must have a good grip on its legal and regulatory affairs. Similarly, if you are hiring someone to do these tasks on your behalf, you must ensure they have an in-depth knowledge of such regulations. It ensures you stay compliant with the laws and eliminate paying fines and penalties. 

Ask About their Policies

Finally, you must ask the company about its policies related to staff outsourcing, payroll management, termination procedures, etc. This is important to know before hiring them so that you can avoid any misunderstanding later. 

How Does 6 Pence Help With Staff Outsourcing Services?

If you have decided to work with a staff outsourcing company in UAE, 6 Pence can help you with the process. We can assist you in finding the best candidates for your temporary to permanent staffing needs. 


6 Pence is one of the top staff and HR outsourcing agencies in the UAE and have a proven track record of handling staffing solutions for various industries, from IT, telecommunication, banking, and finance to the oil and gas industry.


Our experienced recruiters have access to an extensive candidate database, payroll processing, and even assistance with document verification and visa processing.


For more details on how we work, contact us today!

Frequently Asked Questions

What is an employee outsourcing company? 

An employee outsourcing company is an agency that fulfils your temporary to permanent staffing requirements to reduce your HR workload, achieve scalability and flexibility, reduce costs, etc. 

What is HR outsourcing? 

HR outsourcing is the practice of handing over some of your HR tasks and administrative activities to a third-party organisation while you can focus on business growth-related objectives. 

What do HR outsourcing companies do?

HR outsourcing companies can do numerous tasks on your behalf, like payroll processing, performance management, benefits administration, recruitment, regulatory compliance, etc.


Also Read: A Complete Guide to Intuitive Personality Test for Hiring Employees

A Complete Guide to Intuitive Personality Test for Hiring Employees

personality test for hiring employees

Recruitment has changed significantly over the past decade, and today’s job market is more employee-centric than ever. 76% of hiring managers constantly find attracting quality candidates challenging, where the entry-level jobs are hardest to fill


However difficult the process may look, you must be careful in choosing employees. They are the foundation blocks of a successful company where one single damage can disrupt your entire business. 


But it’s hard to truly identify a real gem through interviewing alone. Therefore, a personality test for hiring employees is also essential besides conducting professional tests. 


It gives you extra insight into the candidates’ personality traits and behaviours for making better hiring decisions. But which personality test is the best for your business? 

What is a Personality Test for Hiring Employees?

Personality tests for job applicants are not something where a wrong answer will cut off their marks. However, these assessments consist of questions that record how applicants act and respond to particular work situations. 


For example, these tests determine egotistical drive, neuroticism, agreeableness, emotional stability, problem-solving and conflict-resolution skills, etc. This helps you understand how your employees will react in real-life situations. 

Importance of Personality Test for Hiring Employees

With a proper personality test recruitment process becomes more successful. It is because you hire people who align not just by education or experience but also mentally with your company goals. 


Using personality tests for hiring can help you identify the authentic self of candidates, like the hidden portion of an iceberg lying below the surface. 


People’s skills can change over time, just like a disorganised employee can now learn to work organisedly. But, what doesn’t change is someone’s personality; these tests reveal those hidden qualities. Now, these can be good or bad; for good ones, you can use them for company growth, and for the bad ones, think twice before hiring. 


For example, candidates who always find solutions to problems can use their strengths in business growth. On the other hand, you can find candidates who behave well till you satisfy their ego; otherwise, they’re rude. You must carefully decide whether to hire these people in business.


Moreover, personality tests help you save recruitment costs. Why? Suppose you hire a candidate whose personality doesn’t fit the job requirements. Will they be productive at work? In most cases, they leave the company within a few days or months of recruitment and force you to start the hiring process from scratch. 


This kills time, costs you money, and disrupts the whole company process. Therefore, more and more recruiters are using personality tests to hire employees.

6 Types of Personality Test for Hiring Employees

Though different types of personality tests are used for hiring, we have compiled a few important ones for you. These tests are vital in choosing the right talent who blends properly with company culture. 

The Caliper Profile

An individual carries multiple personality attributes that may or may not fit your job role. For example, an egoistic nature will never be helpful while dealing with difficult clients. The Caliper Profile test analyses 23 different personality attributes of a candidate, e.g., egotistical drive, leadership, risk assessment, time management, etc. 


You can score these candidates on a scale of 1 to 99 percentile range. The higher a candidate’s score, the better their suitability in your organisation.

MBTI (Myers-Briggs Type Indicator)

Every candidate has a unique way of using perception and judgment in certain situations. MBTI checks such preferences of candidates to understand how they see and react to conditions. 


However, such tests mainly check introversion/extroversion, thinking/feeling, sensing/intuition, and judging/perception. MTBI is a popular pre employment personality assessment test that plays a significant role in interpreting candidate experiences.

Predictive Index (PI) Behavioural Assessment

The PI Behavioural Assessment takes about 12 minutes to assess four main and two secondary aspects of a candidate’s personality. Firstly, the test identifies “dominance”, “patience”, “formality”, and “extroversion” in a candidate, followed by “decision-making” and “response level”. 


It gives you in-depth knowledge about an individual’s suitability for your company. Additionally, you can determine how they are likely to behave in different situations.

DISC (Dominance, Influence, Steadfastness, and Conscientiousness) Assessment

While some employees are satisfied with working on simple projects, they stress out when complexity arises. On the other hand, some employees may feel disheartened with simple tasks. 


The DISC assessment helps the recruiter check how candidates think, act, and react to situations. It usually contains short MCQ questions that smoothly capture each participant’s natural responses. Conducting such a behavioural assessment test for employment beforehand protects you from complexities later. 

The Big 5 Test or Five Factor Model (FFM)

Every company must assess if a candidate’s personality matches their role. One of the popular personality assessment tests for employment is the Big 5 test. 


It measures five different psychological aspects of candidates through a set of 60 questions. These personality traits are extraversion, agreeableness, conscientiousness, neuroticism, and openness. Such a pre-assessment test helps you identify if a prospect is compatible with your team members and the management. 

SJT (Situational Judgement Test) 

Different situations may arise in a workplace, like a problematic customer unsatisfied with your work or an unexpected deadline. The Situational Judgement Test determines how a candidate responds to such situations.


The test comprises questions related to different critical work scenarios and asks candidates the way they handle them. This helps you understand how these candidates will react when similar situations arise in real-time. 


SJT test focuses on employees’ conflict management, problem-solving, negotiation, teamwork, cultural sensitivity, and interpersonal skills. 

How 6 Pence Helps

Today’s employers do not hire just based on qualifications but also look at the prospective employees’ personality and characteristics traits. An employee’s character has a direct impact on a worker’s productivity.


Additionally, it helps you promote a positive work environment. Therefore, you must focus on conducting a personality test for hiring employees today. At 6 Pence, we help you connect with quality talents on a temporary or permanent staffing basis. To know more about our recruitment and staffing process, contact us today!


Also Read: Increase Productivity With Top Employee Training Techniques in HRM

Frequently Asked Questions

What personality test is used for recruitment? 

Numerous personality tests are used today for hiring people, like the Big 5 test, the Caliper Profile, the Predictive Index Behavioural Assessment, the DISC assessment, and the Situational Judgement assessment.

What personality type is best for a recruiter? 

The preferred personality type of a recruiter is one with good judgement, an active listener, a multitasker, and an extrovert. 

What is the Big Five personality test for hiring?

The Big Five personality test for hiring is used to assess five main traits of a candidate, including openness, extraversion, agreeableness, conscientiousness, and neuroticism.

7 Remarkable Ways To Foster Positive Work Environment

positive work environment

Do you know why we prefer going to one place over another? It is because of the vibe we get from the environment. And this holds true for the work environment, where most of us spend about 40 hours weekly. 


Many workers would choose to leave a workplace with a toxic work environment, making it one of the top reasons for leaving a job. A recent survey showed that approximately 60% of people in a toxic workplace said they planned to look for a new job, more than twice those who did not.


If a company isn’t fostering a positive work environment, it cannot retain top talent. A positive workplace is the key facet of all successful companies. When employees feel happy and valued, they put maximum effort into your organisational success. 


Read on to better understand what a positive workplace environment looks like and how to create one. 

What is a Positive Work Environment?

Let us start by being objective:


Can you work productively in a company in chaos and rampant with office politics and discrimination?


The answer is NO!


Everyone hates such a workplace that promotes discrimination and favouritism and increases our stress levels. The work environment has a great influence on every employee’s mental health as they spend most hours of the day in the office. 


A positive work environment refers to a workplace that promotes workers’ safety, mental and physical well-being, professional growth, and personal goal attainment. However, the definition of a positive work environment differs between companies. 


For some, it can focus on creating a good work-life balance or a productive work atmosphere. On the other hand, some may focus on ensuring open and honest communication within the organisation for a positive workplace. We will share multiple strategies to create a positive work environment in the later part of the guide.


According to research, 95% of job seekers believe workplace culture is more essential than compensation. This makes fostering a positive work environment essential to attract and retain top talents. 

Benefits of a Positive Work Environment 

Fostering a positive work environment in your company helps employees at both personal and professional levels. Companies must focus more on creating a healthy and positive workplace that motivates employees to keep going. 


Here are some benefits of how such a workplace benefits your company’s bottom line: 

Increases Organisational Productivity

Employee productivity is an essential part of business health and operational efficiency. Recent studies reveal productive employees can potentially increase profits by 21%. However, to engage employees, you need to focus on building a positive workplace culture. 


When your employees are satisfied and happy, they can complete tasks efficiently and collaborate successfully with other team members. This further leads to organisational growth and success. 

Enhance Employee Retention

Employees getting exposed to a positive work environment are less likely to switch for higher paychecks or opportunities. This improves your retention rate, which saves your resources in finding people to substitute for them. 

Attract Better Talents

When you foster a positive work culture, your existing employees in their network speak highly about you. This, in turn, improves your chance of attracting better talents and retaining them longer.

Supports Workers Well-Being 

Employees today largely suffer from workplace stress and burnout, affecting their work quality. However, by turning positive work environment ideas into reality, you can create a comfortable workplace for them. 


It helps them manage stress and anxiety while improving productivity and work-life balance.

Top Ways to Create a Positive Work Environment 

Are you searching for ideas for creating a positive work environment for your company? We have listed below a few strategies to build a positive workplace.

Prioritise Your Onboarding and Training Process.

Effective onboarding creates an environment for employees to learn and become invested in your company culture. It can take you days to months to complete your onboarding process


But one thing is certain: you must allocate proper tools and resources to new employees to fulfil their roles. This helps you nurture high-performing and engaged team members who contribute to company success.

Treat Your Employees as Humans

Some organisations have a bad reputation for treating their employees poorly. For example, if you are a writer and your company asks you to provide 5000-word scripts daily, do you think it’s humane? 


Instead of treating your employees like machines or resources for your company, try to be more compassionate with them. You can accept some level of their mistakes or try to de-stress them at times. 


Additionally, you can offer a flexible work structure to maintain a proper work-life balance for employees. This not only makes them happy and satisfied but also improves work quality and overall organisational performance.

Eliminating Discrimination

Companies are adopting DEI (Diversity, Equity, and Inclusivity) measures to eliminate employee discrimination. For example, earlier, people used to discriminate between men and women for different job roles in finances, STEM, etc., but those are now a thing of the past. 


Similarly, giving women better benefits and opportunities compared to men is also not acceptable today. This measure ensures all employees are treated equally and that you don’t promote favouritism. This, in turn, reduces employee stress and anxiety in trying to be the boss’s favourite and rather work hard for the organisation’s success.

Recognise Employee Achievements

Every employee in your company wants recognition for their hard work and contributions. If you aren’t focusing on their achievements, they lose motivation to offer quality work. Therefore, you can show appreciation and respect to employees at different events. 


For example, send a congratulations note or a small gift to workers on their birthdays or work anniversaries. This makes them feel valued and happy, improving your company’s productivity. 

Stop Micromanaging Employees 

Instead of micromanaging your employees, give them the independence to handle their own projects. Though things may not go in the same way as you thought, they can have better outcomes. 


Under such scenarios, employees feel a sense of trust that increases their willingness to work better. When your workers aren’t afraid of managers, they can foster creativity in work. Overall, eliminating micromanaging is among the best ways to create a positive culture in the workplace. 

Allow Open and Clear Communications

Aren’t you sure about how to describe the work environment in your company presently? Ask your employees. You must always encourage feedback from your team members. It gives you a clear idea of what your company is currently missing and considers their thoughts on improving them. 


This makes your workers feel valued, and you can consistently improve your brand to attract top talent. Every company must foster good and clear communication between workers and management. It helps you understand what employees expect from you and what you expect from them. 

Support Professional Growth 

Today’s workers aren’t satisfied with just good paychecks; they also look for growth opportunities while choosing companies. Therefore, you must set aside a budget for positive work environment training and other career development courses for workers. 


This not only improves their work quality but also leads to company success in the long run. 

How 6 Pence Helps

Building a positive work environment in your company can be a time-consuming process. It requires a lot of planning, research, and effort to implement ideas into reality. But in today’s job market, if you can create a welcoming workplace and just, you not only lose employees but your brand image also gets tarnished.


Surviving in an employee-centric job market can be tough, but with 6 Pence, you can find the best-fit people for your company. At 6 Pence, we can take over your struggles and provide you with temporary and permanent staff outsourcing whenever needed. We are operational only in Oman, Iraq, Bahrain and Dubai. To know more, contact us today!


Also Read: A Guide To Adopting Employee Referral Bonus Policy

Frequently Asked Questions 

Why is it important to have a good work environment? 

It is essential to provide your employees with a good work environment to foster productivity and employee engagement. Additionally, it helps retain top talents, ensure employee well-being, and boost overall business performance.

What promotes a positive work environment? 

There are several ways to create a positive work environment, including prioritising the onboarding process, restricting micro-management, promoting open communication and team collaboration, employee recognition, and proper training.

What are the two characteristics of a positive work environment?

The two important components of a positive work environment are safety and equity.

Why Must Businesses Know About the Importance of Job Satisfaction for Employees?

importance of job satisfaction for employees

In the current job market, the power lies with the employees, who choose if they want the job you offered or not! If hiring is difficult, then imagine how challenging it is to retain these talents whom your competitors often headhunt.  


You know the best way to keep employees in your company: provide them with a nurturing, positive, and egalitarian work environment.  If your employees aren’t satisfied with what they do, there’s no way of retaining them in the company. On the other hand, job satisfaction drives the productivity of employees and their efficiency, leading to better business outcomes. 


In this blog, let us look at the importance of job satisfaction for employees and how, as an employer, you can foster that in your company.

Importance of Employee Job Satisfaction: What it Means

The importance of job satisfaction for employees differs from person to person. For some people, it motivates them to keep working and follow their passion. Meanwhile, for others, it allows them to maintain an excellent work-life balance. Therefore, job satisfaction as a whole refers to how content your employees are in the role they play in your organisation.


The new-age employees believe that job satisfaction is more important than money. This is, to an extent, true because money can’t buy you happiness, but job satisfaction can. When you are satisfied with your role and responsibilities, you can take care of your physical and mental health. In a survey by Statista, almost 45% of respondents chose impactful work as a crucial organisational attribute in 2023. This is brought about mainly by career advancement opportunities, employer ethics, and compensation. 


Now, there are different types of job satisfaction. For example, a worker might be satisfied by doing simple jobs and getting regular paychecks. On the other hand, someone might find satisfaction in meeting professional challenges. 


However, the critical ingredients of job satisfaction for employees include job security, positive working conditions, fair pay and benefits, clear communications, recognition, and career development. 

What are the Business Outcomes of Job Satisfaction of Employees?

Do you think customer satisfaction is more important than ever today? Obviously, it is, but for companies to achieve that, you first need to focus on employee job satisfaction. 


For example, Starbucks introduced health insurance for all employees despite their excessive costs. The main mantra behind that was if the management looks out for their employees, the employees will look out for their customers. 


Let us now discuss job satisfaction and why it is essential in business.

Improved Employee Retention

Is your company suffering from high employee turnover? If so, it’s time to work on your employee job satisfaction factors. A satisfied worker is more likely to stay in your business. It, in turn, saves your time and money in recruiting staff every time an employee leaves.

Better Talent Attraction

In today’s candidate-driven job market, companies need to focus on their employee relationships. A happy employee will leave positive reviews on social media platforms like LinkedIn or on company review websites. This further helps you attract other top talents, who often consider employee satisfaction important before joining.

Boost Employee Engagement and Company Productivity

Whenever you are fostering job satisfaction for employees in a company, you tend to build an engaged workforce. Though job satisfaction and employee engagement are two different terms, they have a connection in between. 


Engaged employees are a sign of better job satisfaction; a satisfied employee may or may not be engaged. Engaged employees often go the extra mile to deliver on the work.


Satisfied employees usually have more focus and take pride in their work compared to unhappy workers. If you can multiply the number of satisfied workers in your company, you can be a highly efficient team. 


Together, they put additional effort into achieving your organisational goals, enhancing productivity, and boosting work quality. Additionally, employees who are satisfied with their positions build solid internal relationships, leading to better collaboration. They share thoughts and information and contribute to boosting overall performance and efficiency.


Thus, you must focus on the importance of job satisfaction for employees to meet organisational goals better. 

Creating a Positive Workplace Culture 

If your employees aren’t satisfied with their work, they might become toxic over time, leading to chaos and business disruptions. On the other hand, happy employees tend to give out positive vibes, making your company a better place to work. 


They can motivate other workers, improve overall work quality, satisfy customers, and boost business productivity. Furthermore, a positive workplace culture has a better potential for attracting, hiring, and retaining top talents in a company

Customer Satisfaction

Customer satisfaction is important, especially in a competitive marketing place and for service-based companies. But who is directly connected with your clients? Your company employees. 


So, if you aren’t promoting strategies to improve employee satisfaction in their job, they lose interest in working for you. This, in return, may affect your bond with customers, and, in the worst cases, you may lose them forever. 


On the other hand, a satisfied worker will put extra effort into customer satisfaction and ensure the boost of your loyal base. 

Reduce Operational Costs

From the brim of a glass, you may not find how job satisfaction reduces operational costs. But when you go down the glass, you can see job satisfaction in retaining top talents in the company. 


This ensures they don’t leave you any time soon, leading to spending time and money on finding new people. Additionally, you need to invest in training new people before starting work. On the other hand, it can disrupt your entire business, causing unseen losses.

How does 6 Pence Help

There are numerous ways to improve job satisfaction in a company. For example, asking for regular employee feedback and making changes in the company accordingly, or implementing rewards and recognition to motivate talents, etc. 


The significance of the study of job satisfaction of employees will help you plan multiple strategies to retain talents and improve work culture. We hope this article has been able to shed some light on the importance of job satisfaction for employees and employers alike. 


Are you looking for a staff outsourcing company in UAE, Oman, Iraq, and Bahrain? We can help you with end-to-end recruitment and temporary and permanent staffing solutions and can find you the best-fit candidates.


Also Read: 7-Step Guide To Improve Recruitment Process in Organisations

Frequently Asked Questions

What is the importance of job satisfaction? 

The importance of job satisfaction for employees is huge as it describes how content they are in fulfilling their current role. A happy employee has a better balance between work and life, improved work quality, and a motivation to improve. 

Why is job satisfaction is important than a big salary? 

We know money is essential for survival, but it cannot always bring you happiness. On the other hand, job satisfaction can make you a happy person who works because they love to do it and not because of their financial needs. However, compensation plays a good part in offering job satisfaction to employees. 

What are the levels of job satisfaction?

There are mainly two levels of job satisfaction: effective job satisfaction and cognitive job satisfaction. 

The first one refers to the holistic emotional reaction of individuals about their jobs, and the latter defines how fulfilled a worker is with their employment.

The HR’s Guide To Developing Digital Recruiting Strategies

digital recruiting strategies

Quality candidates are now a rare gem for companies, making recruitment a real hurdle. Research says candidates drive the job market today, and recruiters are mere job sellers. Gone are the days of printing job ads, and phone interviews have almost become history. In such cases, how do you find the right people to fill your job vacancies?


The best way to engage the modern workforce is by building successful digital recruiting strategies.  Are you still not prepared for these new norms? Our guide will help you build extraordinary strategies and ease your recruitment process. 

What are Digital Recruiting Strategies?

Before we look out for the different digital recruiting strategies, let us understand what digital recruitment is. It describes the process of sourcing, identifying, evaluating, selecting, and hiring candidates with modern technologies for multiple job roles. 


It includes using social media, job boards, career websites, mobile recruiting, etc., to reach the vast talent pool.  


According to resources, 99% of Fortune 500 companies use ATS (Applicant Tracking System) for recruitment. This has not only been their recruitment process but has also helped them reach the right talents. With digital tools, you can extend your talent hunt beyond geographic boundaries and enable remote hiring. 

Traditional vs. Digital Recruiting Strategies 

Recruiters spend a lot of time posting job ads and hiring top talents. This includes manually handling paper resumes, sorting candidates, gathering orientation documents, etc. This results in digression from high-impact priorities or recruitment core activities. 


The digital recruitment process ensures fastening the hiring process, making it highly efficient and budget-friendly. However, some activities like interviewing candidates cannot be better performed by machines. But tasks like document gathering, candidate assessment, and sending interview notifications can be automated. 


It means you can transform some parts of the traditional recruitment process into an automated system. Digital recruiting strategies automate repetitive manual tasks and focus on activities that require human effort and judgement. 

Why Should You Have Digital Recruiting Strategies?

Before we move to building digital recruiting strategies, let us know if it is really needed in your company. For that, you must first look into the advantages of digital recruitment. 

Broader Reach

A digital recruitment marketing strategy can help you attract and hire employees globally without geographical limitations. 

Improved Efficiency 

Such a strategy can improve hiring process efficiency by reducing time and cost-per-hire. For example, digital recruitment tools can automatically source candidates and screen resumes, thus reducing the time to hire. 

Boost ROI

The time required to fill a vacant position is reduced with digital recruitment due to the automation of repetitive manual tasks. This, in turn, reduces the cost-per-hire while enabling your reach to top talents, thus boosting ROI.

Top Tips for Building Digital Recruiting Strategies 

The transition from traditional recruitment strategies to digital hiring may feel daunting. However, to improve your process, we have compiled top tips for building digital recruiting strategies for you. 

Develop a Strong Digital Brand

You must create a fabulous online presence before delving into the digital recruitment process. Almost all top companies globally are investing in employer branding online. The chances of losing potential candidates increase if you aren’t one among them. 


Firstly, you must determine your company’s mission, values, and visual identity. This helps you to define your brand and ensure people remember you clearly. Next, build an SEO-friendly website and improve your presence on multiple social media channels


To keep your audience engaged with your brand, you must create and share valuable content. Additionally, try to respond to comments and reviews and establish yourself as an authority. This helps in building trust and attracting talent. 


Finally, you must track the progress of your branding strategy and fill up gaps, if left any. 

Choose the Top Digital Recruitment Platform

Digital platforms indeed expose you to huge audiences. But what if they aren’t the ones you want to target? Therefore, to reach the right audience, you must know where to look for them. You can choose a single platform depending on the target location, industry, or multiple ones to increase your chances of success. 


However, job boards and social media are the most popular ways of reaching top talents today. 

Job Boards

Identify the right ones while using job boards for Internet recruitment marketing strategies. For example, an international or remote job board can be helpful if you aren’t hiring candidates based on location. Similarly, choosing niche job boards is better if you target specific industry professionals. 

Social Media

Social media, on the other hand, is the top platform for digitally diverse recruitment. You pay and advertise your job vacancy on social media platforms, e.g., LinkedIn, Facebook, Instagram, etc., to reach out to a broader pool of talent. 


These can be more effective if you are active and have hundreds of followers. Social media lets you network, search for prospects, and engage with potential talents.

Use Recruitment Marketing Tactics.

The essential feature for a successful recruitment is having a well-defined recruitment marketing strategy. Firstly, you must focus on developing your brand and then on strengthening its branding. You can use certain marketing methods, like


  1. Building a talent pipeline and engaging with them regularly
  2. Inbound and outbound marketing practices to attract top talents
  3. Leverage referrals and internal recruitment tactics to search for suitable candidates

No matter what marketing method you choose, you must monitor your performance. Some popular marketing metrics include time-to-fill, quality of hire, conversion rate, open job views, and candidate engagement.

Prioritise Candidate Experience

If you aren’t prioritising candidate experience, all your recruitment efforts will suffer. Resources say candidates with poor recruitment experience reject job offers the most. At times, such experiences can even affect your company’s reputation, especially when they share negative reviews with others. 


According to research, 72% of candidates with poor recruitment experience shared feedback online or with someone directly. Therefore, you must focus on creating an excellent candidate experience by


  1. Outlining employee responsibilities clearly in job ads
  2. Make the application and hiring process simple and effective
  3. Provide timely responses and feedback
  4. Be transparent and consistent throughout all the hiring stages
  5. Using a combination of automation tools and recruiter judgement 

Whenever you create an excellent candidate experience, you can improve the quality of hires, boost reputation, and fill vacancies faster.

Use Software for Recruitment

You can use multiple tools like an Applicant Tracking System, Candidate Relationship Management system, and more. These tech solutions ease your recruitment process, improve candidate engagement and build a stronger talent pipeline. 


Additionally, they help you respond to candidates timely and build strong bonds. Above that, it makes the whole hiring process unbiased and allows you to choose people depending on their merits.

Optimise Hiring with Data and Insights

Finally, performance tracking is essential in any digital recruitment strategy. It helps you adjust and optimise your processes and look for areas needing improvement. 


However, you must first define your performance tracking metrics, like cost, time to hire, etc. You then need to use different systems for insights into various bottlenecks in your strategy. Finally, make changes to your digital recruiting strategies as required. 

How Does 6 Pence Help With Recruitment? 

High-quality digital recruiting strategies can improve your overall hiring efforts. You can attract a wider pool of professionals globally and hire talents without geographical limitations. In addition, by automating some of your manual tasks, these strategies reduce your time to hire and its related costs. However, if digital hiring isn’t your cup of tea, contact us today!


With 6 Pence, you can streamline your digital recruiting strategies with ease. We are the leading staff outsourcing company in UAE, Iraq, Bahrain, and Oman, connecting with top talent. Give 6 Pence a try and see how we make recruitment simple!


Also Read: 5 Tips to Improve Your Human Resource Employee Relations

Frequently Asked Questions 

 What are the digital recruitment strategies?

Digital recruitment strategies refer to creating and posting job ads on multiple platforms, from job boards and career websites to social media, improving candidate experience, leveraging marketing strategies, and performance tracking. The main objective of such strategies is to attract a wider candidate pool and hire top talents in the company in less time, cost, and effort.

What is an example of digital recruitment? 

One example of digital recruitment is using ATS or Applicant Tracking System to source candidates and filter resumes according to company requirements. Reviewing and ranking resumes by matching criteria requires less than a second. Therefore, recruiters can consider only the first few ranked applications for further hiring process. 

What are the benefits of digital recruitment?

There are several advantages of digital recruitment, including a faster and more efficient hiring process, access to a vast talent pool, improved candidate experience, and reduced costs. By using digital recruitment tools, you can automate various tasks and streamline the recruitment process, resulting in better outcomes for employers and candidates.

Why Hire the Top Outsourcing Agency in Iraq for Recruitment and HR Operations?

top outsourcing agency in Iraq

A business can only be successful if its employees are talented. Whether running a multinational company, an e-commerce business, or a retail store, recruiting top talents that fit your business values is a must. However, this recruitment process isn’t easy, especially when the job market is candidate-centric and suffers from a labour shortage. 


Here comes the need for the top outsourcing agency in Iraq. These people have the right knowledge and expertise to help you recruit quality talent. This guide will cover why outsourcing recruitment and HR tasks are gaining popularity among Iraqi businesses.

What are Outsourced Recruitment Services?

Recruiting top talents in your company can be troublesome as it requires a lot of time and effort. Moreover, there remains a chance of a bad hire due to your in-house team’s lack of expertise, skills, and access to the right network. 


Here comes the need for outsourced recruitment services, which small to established companies are ready to invest in for their advantages. Outsourcing recruitment services refers to the total or partial outsourcing of your internal recruitment function to a specialist or an agency that acts as your extended recruitment team. 


These services can help you resolve recruiting challenges like 


  • strategic candidate sourcing
  • selecting and interviewing
  • recruiting
  • onboarding

Moreover, they can also help you improve employer branding, candidate reference checking, and workforce planning.


You can outsource certain HR functions like payroll and benefits administration, recruitment and onboarding, employee training and development, legal compliance, and performance management.

Why Hire the Top Outsourcing Agency in Iraq?

According to research, the global outsourcing services market is expected to increase at a CAGR of 5.54% from 2020 to 2027. It isn’t restricted to any particular industry, but companies in every sector are outsourcing at least one of their services. 


Now let us understand why you should consider employee outsourcing companies for your recruitment. 

Better Recruitment 

When using staff outsourcing services, you can work with specialist recruiters. These people have the experience and expertise to carefully source and screen individuals who match your company’s requirements perfectly. 


However, with global employment outsourcing services, you can attract and retain these talents in business. It is mainly because they have experience and understanding of your specific needs, objectives and constraints and can deliver results that fit your operations.

Faster Hires

The hiring process in your company can be time-consuming as you must go through multiple steps before selecting a candidate. According to research, companies usually lose nearly 89% of potential talents due to their prolonged screening process


On the other hand, numerous other people leave you midway due to complex interviews, the long application process, improper communication, etc. However, top HR outsourcing companies already have a large talent database and know the ideal sourcing channels. This helps them fetch candidates to fill your vacancies faster. 

Broader Candidate Reach

No matter whether you wish to recruit local people or expats, these top HR outsourcing companies can help. They have a large pool of talent locally and internationally. They can assist you in selecting a particular type of staff member as per your needs. 


Moreover, they allow you to promote inclusivity and diversity in business by connecting you with talents from different backgrounds. 

Strengthening Business Models

The top outsourcing agency in Iraq can evaluate and forecast future market trends that can impact your business. With their knowledge and skills, they can advise you on how to deal with such situations, help you identify skill gaps, and balance the demand and supply of workers for hard-to-fill roles. 


Thus, they encourage a steady business expansion by implementing a dynamic recruitment support system based on in-depth data analysis. 

Improves Recruitment Flexibility and Scalability

Depending on your objectives, your business may have different recruitment needs throughout the year. However, understanding how many employees you need at certain points for maximum productivity can be challenging. 


The top outsourcing agency in Iraq can foresee and handle such scenarios efficiently. Moreover, they can ensure you provide the correct number of qualified people for your vacancies at all times. 

Leveraging the Latest Recruitment Techniques

You must stay on top of emerging trends in hiring top employees to survive the competition and remain relevant. For top recruitment agencies, creating and applying the newest hiring technologies is their priority. They keep track of such technologies and modern strategies to hire candidates that fit your company’s goals. 

Reduced Risk of Employee Turnover

When you hire the right fit for your roles and provide them with a thriving work environment, you will find a reduced chance of employees leaving. Employee turnover can greatly impact business outcomes; thus, working with a specialised agency can help you mitigate this challenge.

Allow you to Focus on Core Activities

When outsourcing your recruitment and HR services to an agency, your employees get time to focus on core activities. This includes handling end-to-end candidate sourcing, communicating with potential employees, creating strategies for employee growth, improving customer service, and focusing on business success. 

Cost-Effective Solutions

Firstly, hiring talents for your in-house HR team can be costly as you need to pay them benefits over high salaries. But for recruitment outsourcing agencies, you pay a small fee for their services. Additionally, they can speed up your recruitment process and save up funds for advertising, sourcing and selecting candidates. 

Why is 6 Pence Considered a Top Outsourcing Agency in Iraq?

So, are you looking for a top outsourcing agency in Iraq that can make hiring easy, streamlined, and optimised for your brand? Then look no further than 6 Pence. 


We help you focus on core business activities and growth objectives without worrying about staffing and HR functions. We have been the leading outsourcing provider for recruitment and staffing solutions in the Republic of Iraq, the Kingdom of Bahrain, the Sultanate of Oman, and Dubai, UAE.


Let us look at some of the key defining features that make us one of the leading recruitment partners for Iraqi businesses:


  • We have served 1000+ clients across leading MNCs and public companies over the last 17 years.
  • 6 Pence specialises in staff outsourcing, payroll outsourcing, PRO services, recruitment and promoters management
  • Our extensive talent database is made up of high-quality candidates.
  • We have an employee self-service portal that helps employers and employees directly complete job-related tasks previously handled by HR.
  • 6 Pence directly communicates with their client businesses rather than connecting with any intermediaries and subsidiaries to maintain privacy and data security. 
  • Don’t limit your talent pool; we help with international hires. Our team also helps you with visa applications, labour cards, other documentation and approvals.
  • With us, you can hire permanent staff and people for long-term and short-term assignments, as well as contractual and temporary staff.
  • 6 Pence has experienced recruiters who understand the requirements of our business partners and find talents who match them. 
  • With us, you can reduce the cost and time to hire. 

6 Pence aims to help all our business partners with best-in-class outsourcing services that can improve their recruitment process and streamline HR formalities and payroll processes.


Connect with us today to know more!


Also Read: Why Automate Employee Onboarding in Organizations?

Frequently Asked Questions

What is a staff outsourcing agency? 

A staff outsourcing agency offers temporary to permanent employee services to third-party companies. It can reduce your HR workload, achieve recruitment flexibility and minimise overheads.

What is the purpose of an outsourcing company? 

The purpose of an outsourcing company is to help you recruit high-quality staff and offer HR services so that you can spend time on core business operations.

What are the three advantages of staff outsourcing?

The three advantages of staff outsourcing are better and faster recruitment, cutting expenses, and strengthening business models.

7 Methods To Ensure Fair Hiring Practises in Organisations

fair hiring practises

Implementing fair hiring practises in business is no longer an option but an absolute necessity. Simply put, such practises ensure you promote diversity, equality, and inclusivity in business, attracting top talent. 


Resources say nearly 67% of job seekers apply for a company that encourages workplace diversity. These statistics depict the importance of fair hiring in every organisation. Otherwise, you are going to lose top talents from applying for your vacancies. 


Recruitment today is more than just finding the right people with experience and qualifications, but the “best hire”. A bad hire not only puts a dent in your company funds but also leads to decreased productivity, wasted time, and low morale. 


Under such scenarios, how fair are your fair hiring practises? This guide will help you better understand fair chance hiring practises. 

What are Fair Hiring Practises?

These days, companies prefer hiring a top-quality candidate who can contribute to the company’s profit rather than miss out on an opportunity because of discrimination based on gender or country of origin.


Fair hiring strategies involve selecting candidates based on their abilities to perform the role rather than considering unrelated, subjective factors. Simply put, you must choose candidates because of their merit, not personal characteristics. 


For example, there’s a popular misconception that women cannot work like men, limiting their recruitment in companies. A recent study depicts the participation rate of women in the current global labour force is below 47%, while for men, it’s 72%. But when you eliminate these discriminating factors, you are more likely to tap into the yet undiscovered talent pool. 


Such fair hiring techniques eliminate unconscious biases or stereotypical ideologies and contribute to innovations in your business. 


Implementing equitable and fair hiring practises at every stage of the recruitment process is essential. It ensures you comply with anti-discrimination laws, labour laws, and fair hiring of employees act in the country. 


But the question is how to achieve a fair hiring standard. You can follow fair employment practises examples, like incorporating blind hiring practice, using inclusive language in job descriptions, using recruiting tools, etc. In the later part of the guide, we will discuss how to implement these hiring practises. 

Why Adopt Fair Hiring Practises in Organisations?

According to some predictions, by 2030, the Global talent shortage will be over 85 million people. Companies struggle to find quality candidates for their roles in these dire conditions. 


Therefore, it is important to implement strategies that act as bait to both active and passive talents. Active talents are those who are actively looking for jobs. Passive talents already work in another company and aren’t actively looking for jobs but will switch when better opportunities arise. When a company that promotes DEI measures through a fair and transparent recruitment process, they can attract these talents as well. 


There are numerous reasons for adopting an equal employment opportunity in organisations. 


  1. Firstly, it adds a touch of creativity and innovation to your business. 
  2. Secondly, hiring people from different backgrounds instils fresh perspectives. 
  3. Additionally, fair hiring ensures you choose talents that align with your business culture and values. 
  4. Finally, you have lower employee turnover, higher retention rates, better productivity, and an improved brand reputation.

Ways to Ensure Fair Hiring Practises in Your Organisation 

The start of creating a diverse and inclusive workforce is introducing fair hiring practises in companies. We have listed a few ways to implement such practises in organisations.

Use Inclusive Language in the Job Description

The first mistake in the recruitment process is using non-inclusive language in job descriptions. 


For example, you write, “We need a fresh graduate under 28”; this clearly indicates you are biased towards people above that age group. 


Other mistakes include using jargon that ordinary people don’t understand, use of gender-coded languages, unconscious biases towards race, disability, or elitism, etc. 


Instead, you must have a clear job description listing the qualifications, experiences, skills, and knowledge required for the post. You must keep a keen eye towards employee benefits and promote equality. 


For example, instead of using maternity, go for the term parenthood, as raising children is the responsibility of both parents. 

Promote Your EEO Policy

Every company must have its EEO (Equal Employment Opportunity) policy outlining the steps to promote equality in employment opportunities. Ensure you also have a well-written EEO policy explaining your hiring processes, the tools you mainly use, and your approach towards fair hiring. 


Moreover, you can include the link to your policy in your job advertisements and company career pages. This will help applicants get a clear image of your recruitment process and ensure fair hiring practises.

Implement Blind Hiring Practises

One of the great ways to ensure fair hiring is by implementing an anonymous or blind recruitment process. These practises remove subjective and non-job-related information from the first stage of hiring. You can use software like an application tracking system to anonymously source and verify candidates’ resumes. 


Also, pre-screening resumes for objective information can be helpful in fair hiring. This removes unconscious biases from the recruitment process and ensures you focus mainly on objective criteria. 

Set Fixed Candidate Selection Criteria

After sourcing candidates’ resumes, the next step in the hiring process is filtering candidates. You must ensure this part is fair and transparent for all applicants. 


This means you must focus on the merit of a candidate, such as their knowledge, skills, and abilities. In addition to that, you can also discuss the attitude and behaviours required to fulfil specific job roles. For example, a sales representative must have problem-solving skills, while an accountant’s speciality is their attention to detail. 

Incorporate Skill Assessment

While assessing candidates, you can adopt skills-based hiring approaches to ensure fair recruitment. Rather than relying only on resumes, you must assess candidates’ skills and competencies. 


For example, use cognitive ability assessments or personality questionnaires to measure applicants’ skills and qualities. 

Create Standard Interview Questions

You must create a structured interview process for your recruitment team. This removes biases from the interview process, and candidates feel equally treated. 


Not only is preparing a set of interview questions sufficient, but it also makes sure the team strictly follows them. This way, you can prevent recruiters from asking discriminatory questions and discouraging applicants. 

Train Your Recruiters

You must invest in training recruiters on fair and equitable hiring practises, employment law, interview skills, and DEI measures. Additionally, you can create diverse hiring teams to remove biases and improve fairness in the hiring process. 

How Does 6 Pence Help with Fair Hiring Practises?

Fair hiring practises are beneficial for candidates and companies alike.  However, if hiring top talents is difficult, contact 6 Pence. If you are struggling to hire the right talent, connect with us. 


We have almost two decades of experience in temporary and permanent staffing solutions. By working with us, you can access an extensive candidate pool and experienced recruiters, enabling you to hire top talents from anywhere worldwide. We also help to process work visas and perform document verification. Connect with us to know more.


Also Read: A Guide To Adopting Employee Referral Bonus Policy

Frequently Asked Questions

What is fair treatment for employees? 

Fair employee treatment refers to no discrimination, no backstabbing, no deceiving remarks, and treating all employees with the same respect and values.

What is fair treatment of workers’ ethics? 

Fair treatment of workers’ ethics refers to an aspect of your organisation’s justice concerning both process and outcome impartiality. Fair and equal treatment involves fulfilling employees’ unique needs, motivations, and goals equally without playing favourites among their ranks. 

What is an example of fair treatment?

One example of fair treatment is equal pay for equal skill and work. It means you should equally compensate your employees based on their skills and work irrespective of gender, religion, age, etc.

How is Inbound Recruiting Beneficial for Businesses in 2023?

inbound recruiting

Are you looking for ways to attract and retain top talents in your organisation? Research says nearly 72.8% of recruiters need help finding job-relevant candidates. On the other hand, most of the qualified candidates are already employed and are not actively looking for new employment.


These statistics prove how challenging it is to fill open positions. Gone are the days when companies relied on job fairs, print ads, and classifieds to attract talent. Instead, you now need to switch to using different marketing strategies. 


One such is inbound recruiting, which mainly uses favourable content to promote your brand and make it more attractive for prospective employees. This guide explains more about such recruitment strategies and helps you create an effective one for your company.

What is Inbound Recruiting?

Candidates see tens of job adverts regularly, which makes them no longer enticed by flashy posters and lucrative job messages. Thus, it has become difficult for companies to attract top candidates. 


Thus, companies must choose different digital marketing approaches. Inbound recruiting is a non-intrusive talent acquisition strategy used today to improve engagement with future hires. It includes creating and marketing targeted content to enhance employer branding that attracts top talents. 

Difference Between Inbound and Outbound Recruitment

Inbound recruiting is like inbound marketing for recruiters, where you create needs that help talents realise what they are missing. Whereas outbound recruitment is similar to sales, where you reach out to candidates with job opportunities, and they choose you. 


In a candidate-centric job market, where people prefer choosing companies over annoying job messages, inbound recruiting holds the reins.


Let us take an example to understand inbound and outbound recruitment better. Suppose you are going out fishing with a net. You bait the hook and provide an attractive lure, but the fish decides to swim and take the bait. This is inbound recruiting, where the company provides lucrative offerings, and candidates go to your company themselves.


However, the scene is different if you are fishing with the trawler. You have a big net attached to a boat; you cast that net in the lake and catch fish. It doesn’t require luring or waiting longer for fish to take the bait.


Outbound recruitment is where the company fetches candidates with direct outreach methods. This method doesn’t attract passive candidates who aren’t looking for jobs actively, and you lose the top talents in the market. 


Inbound recruiting

Outbound recruiting

FocusesCandidate-centric recruitment approachTraditional company-driven recruitment approach
PurposeCreating a talent pipeline for the futureFilling the company’s immediate job openings
BrandingIt requires proactive employer brandingNo such branding is needed for immediate hiring needs 
Outreach methodsMainly uses content marketing and improving social media presence to boost brand engagementUses almost all direct outreach methods like emails, cold calls, job postings, DMs, etc
Relationship buildingPuts special attention towards relationship building with top talentsLargely focused on immediate hires and least attention towards relationship building 
CostIt is generally cost-effective as most investment goes towards building employer branding and online presence.This can be a bit expensive as direct outrage methods require more resources.


What are the Main Elements of Inbound Recruiting?

Are you developing an inbound recruiting strategy? If yes, then you must understand the key elements of this strategy to attract more candidates and build a talent pipeline. 

Building a Strong Employer Brand

Employer branding is essential for inbound recruiting, showcasing your culture, values, and missions. This information must appeal to your potential candidates to motivate them to work at your organisation. 

Content Marketing

People look for valuable content on search engines to understand the latest trends and market changes better. You can utilise a content marketing strategy to create and market educational content and engage potential candidates. 


This may include blog posts, webinars, sharing resources, etc., providing valuable insights into your industry. Whenever candidates find your industry lucrative and have career development opportunities, they engage with you. 

Career Websites

This essential element of inbound recruiting performs as a central hub for all recruitment-related information. All your leads, no matter where they come from, visit your career page to better understand your workplace and job openings. 


Therefore, you must ensure an easy-to-navigate website, feature current job openings, and provide valuable insights into your culture and company values. 

Social Media Presence and Engagement

Inbound marketing for recruitment agencies requires an excellent social media presence. You can share valuable insights into your workplace culture and ethics, job openings, and more on these platforms and engage potential candidates. 


They further share your updates with others in the network and help to create a wider talent pool. 

Encourage Employee Advocacy

You can encourage your current employees to be brand ambassadors and share their experiences online. This helps in inbound recruiting by creating a positive impression of your brand to potential candidates. 

Create Talent Pools

Whenever you find potential candidates are engaging with your company, create talent communities or pools. These communities consist of people who already expressed interest in your organisation. 


You must nurture relationships with them and contact them immediately when job openings arise. You can also use candidate relationship management tools to nurture and manage relationships with potential candidates

What are the Benefits of Inbound Recruiting in Businesses? 

By now, you must have understood inbound recruitment meaning; let us now see its benefits in businesses.

Attract Quality Candidates

An inbound recruiting strategy makes you attractive to potential candidates who come and apply for your openings. It allows you to showcase company culture, values, and missions that enhance brand recognition. Therefore, this strategy helps you attract high-quality candidates who genuinely take the lead to apply for your jobs. 

Build a Diverse Talent Pool

Inbound recruiting urges recruiters to nurture relationships with top candidates attracted to their organisations. You can post content by keeping diversity and inclusivity in mind to attract talent from diverse backgrounds. 


It differs from investing in direct outreach methods, where unintentional biases may restrict opportunities. Additionally, by promoting DEI initiatives through your content, you can create a good impression and expand your talent pool. 

Boost Employer Brand

Unlike outbound recruiting, this strategy focuses on building employer brands to attract talent. They don’t sell jobs to candidates and convince them to apply. 


Instead, they ask you to focus on improving your online presence, brand reputation, and candidate engagement and implementing different marketing activities that indirectly target and attract talents.


In addition to that, candidates may share their positive impression of your brand in their network. Thus, they provide additional marketing to your company and help you meet professionals in the industry.

Improve Candidate Experience

Whenever you use an inbound recruitment strategy, you foster a sense of community among potential talents. This improves their engagement with your brand and helps you build longer-lasting relationships. 


Now, you don’t have to advertise jobs or cold calls whenever your organisation has a vacancy. Candidates will visit your website to keep themselves updated with job vacancies.

Reduces Cost Per Hire

Inbound recruiting is comparatively more cost-effective than outbound recruiting, primarily focusing on improving branding. This requires improving social media presence, boosting brand reputation, using content marketing, etc. 


These are usually cost-effective measures that require little updates regularly and drive the best outcomes for longer periods. On the other hand, outbound recruitment strategies use direct outreach methods that need more resources and are costly practices. 

How 6 Pence Helps 

Inbound recruiting can be time-consuming, but its advantages will make you want to pursue it. You can meet passive candidates besides the ones actively looking for jobs and fill your vacancies anytime. 


Additionally, such strategies help boost employer branding and reputation and reduce cost-per-hire. At 6 Pence, we help companies in Oman, Iraq, Bahrain, and Dubai find top talent smoothly. To learn about our process and services, contact us today!


Also Read: Employee Attrition Rate: Causes & Reduction Strategies

Frequently Asked Questions

What is inbound recruitment? 

Inbound recruitment refers to the approach of making your company attractive enough for potential candidates such that they directly come to you rather than you going out and fetching them. 

What is the difference between inbound recruiting and outbound recruiting? 

Inbound recruiting refers to boosting employer branding and attracting potential talents through content. On the other hand, outbound recruiting refers to using different direct outreach methods to target candidates for immediate hiring needs.

7 Step Guide To Building a Talent Acquisition Team

building a talent acquisition team

Have you ever wondered what makes Google stand out of the crowd? It is mainly because of the talents working behind the scenes. The contributions of an employee towards the company assist in improving their productivity and overall performance. 


Therefore, your organisational success and growth hinge upon your ability to attract and retain top talents. This makes building a talent acquisition team more essential than ever. But how do you build such teams in your organisation? Let’s go through a few tips as shared in the blog. 

What is a Talent Acquisition Recruiter?

Firstly, let us understand what talent acquisition is before building a talent acquisition team in your company. It refers to identifying and acquiring talents that meet your organisational needs. As we know, a talented team has the potential to make a successful organisation. However, these people don’t typically come knocking at your door, but you must proactively acquire them. 


A talent acquisition recruiter first identifies the skills, experience, and qualities required for fulfilling a specific role. Then, they start identifying and attracting potential talents possessing those attributes for your company. 


One question that mainly arises here is, “Is talent acquisition part of HR”? The answer is “Yes,” but it has separate objectives and methodologies


One of the significant reasons for talent acquisition is competition in the labour market. According to an EY survey in 2023, nearly 34% of employees are willing to switch jobs in the next 12 months. This makes talent acquisition a vital process such that you stay prepared before any of your employees leave their positions in the future.

What does the Talent Acquisition Team do?

Are you still confused about the responsibilities of a talent acquisition team? Let’s find out some of their key responsibilities.


  • Conducting market research to stay updated on the trends and job market shifts
  • Creating comprehensive and accurate job descriptions to attract suitable candidates
  • Identifying potential candidates that align with the job requirements and company culture
  • Managing the entire interview and hiring process and continuously updating candidates with feedback and other details
  • Optimises talent acquisition strategies to attract and retain top talents
  • Attract high-quality candidates and develop effective employer branding strategies.
  • Offering an exceptional candidate experience throughout the recruitment process
  • Enhance your company’s diversity and inclusion initiatives and minimise unconscious biases in recruitment.
  • Facilities succession planning that ensures a pipeline of qualified candidates to replace employees when they leave your company

Examples of Building a Talent Acquisition Team

Here are two examples of building a talent acquisition team.

In a Large Corporation

Having more experienced people on the recruitment team is essential for talent acquisition for large corporations. This includes:


  1. Talent Acquisition Director
  2. Recruiters (divided into teams depending on business units or specialised roles)
  3. Sourcers (dedicated team or embedded one in each recruiter team)
  4. Recruitment Coordinators (centralised support for all teams)
  5. Employer Branding Specialist (promote company’s brand and values)
  6. Talent Acquisition Analysts (focused on data analysis and reporting)

In a Startup

The talent acquisition team for a startup is usually lean and agile. The team comprises of


  1. Talent Acquisition Manager (Oversees the recruitment process)
  2. Full-Cycle Recruiters ( end-to-end hiring)
  3. Recruitment Coordinator (administrative support)
  4. Employer Branding Specialist (attract top talent)
  5. Talent Acquisition Analyst (data analysis and optimisation)

Step-by-Step Process of Building a Talent Acquisition Team 

The talent acquisition process starts with sources providing a consistent flow of candidates to junior recruiters for initial screening. These selected candidates are later passed on to senior recruiters for connecting with them. 


Next, recruiting coordinators schedule interviews, and talent acquisition managers negotiate salaries and choose candidates. This is a dream talent acquisition team that can help you choose the best of the best candidates in the company. However, it may not be the same for businesses of all sizes, mainly due to financial concerns and business requirements. 


We have listed seven steps to consider while building a talent acquisition team in your company.

Understand Your Talent Requirements

Before building a team, you must assess your organisation’s talent requirements. This includes identifying the skills, qualities, competencies, and experience needed to fulfil your company’s different roles. Doing so lets you understand your skill gaps and determine what kind of people you need to attract and hire. 

Set Team Goals

You must establish clear talent acquisition team goals whenever you attract and hire talent. These goals and objectives guide your team in fulfilling their tasks and ensuring alignment with the organisation’s overall recruitment strategy


However, while setting goals and objectives, you must consider certain factors like hiring timelines, DEI initiatives, quality of hires, etc.

Determine Your Talent Acquisition Team Structure and Roles

While building a talent acquisition team, you must create a well-defined structure and set responsibilities for each member. In this case, you can use different templates to clarify your expectations from the members and facilitate effective team collaborations. 


Documenting the tasks, skills, and key responsibilities for each role promotes clarity and accountability within the team. 

Develop and Implement Recruitment Processes

Hiring talents for their skills, knowledge, and experience is essential. Therefore, you must develop an efficient hiring process for your team. It includes well-written job descriptions, use of interview templates, and preset evaluation criteria. 


In addition to that, you can implement an applicant tracking system to manage your applicant data effectively. These systems allow you to choose candidates without entertainment biases and limitations. 

Recruiting Team Members

Once you clearly understand the team structure, you must focus on recruiting talented people. Use the aforementioned recruitment processes to choose candidates aligning with your organisation’s culture and values. Your recruitment process must promote diversity and inclusivity in recruiting staff that further improves brand reputation and attracts top talents. 

Leverage Tech and Data

Now that you want to enhance your talent acquisition efforts, leveraging technology and data is essential. For example, you can use an ATS (applicant tracking system) and analytics tools to streamline recruitment. It also improves your candidate selection and helps measure your recruitment strategy’s effectiveness. 


In recent research, nearly 63% of HR managers and talent acquisition specialists said AI has positively impacted their company recruitment. These statistics depict how essential implementing tech is in recruiting your team members. Furthermore, leveraging data helps you identify trends, optimise different sourcing channels, and make better data-driven decisions. 

Upskill Your Team

Once you have selected your team members, you must invest in their continuous learning and development. For example, you must train team members on sourcing techniques, interviewing skills, understanding diversity and inclusion, etc. When you encourage knowledge sharing and team collaboration, they foster growth and innovation in your company. 

How 6 Pence Helps

Building a talent acquisition team is vital for recruiters to source and hire top talents. They are the real drivers of your corporate culture and ensure long-term growth. You can use this guide to start hiring top candidates for your talent acquisition team.


If your company lacks the resources to build and hire a talent acquisition team, that doesn’t mean you have to settle for mediocre talents. Connect with 6 Pence. We are one of the leading staff outsourcing agency in the GCC and are operational in Oman, Iraq, Dubai, and Bahrain. 


We help companies find highly qualified candidates and can assist right from placing advertisements to helping with hiring and payroll processing. 


To know about what we offer you and get a quote, connect with us today!


Also Read: A Complete Guide to Prepare for a Job Interview

Frequently Asked Questions

How do you strategise talent acquisition? 

There are numerous ways to strategise the talent acquisition process in a company. However, all these strategies must align with business goals. You can use data and marketing strategies to create better acquisition methods. However, the primary strategy includes sourcing, attracting, and acquiring top talents who fit the organisational culture and fulfil long-term goals. 

What are the responsibilities of the talent acquisition team? 

The responsibilities of such a team include identifying, acquiring, assessing, and hiring top talents to fill up your talent pipeline or an immediate vacancy. 

What is the talent team strategy?

The talent team strategy is a planned method of helping organisations recruit, develop, and retain top talents and plan for future needs and skill gaps beforehand.

How to Effectively Use Social Media for Hiring Top Employees?

social media for hiring

Social media platforms are no longer used only to communicate with friends and families. Today, social platforms are used for running online shops, marketing products and services, and also to hire and recruit talents. 


Social media for hiring is extremely effective because a considerable portion of the world’s population is on these platforms- from top managers to ground-level workers. 


The big guns for social recruiting today are LinkedIn, Facebook, and Twitter, but you must look beyond that. For example, most top IT talents are available in GitHub and Stack Overflow. Therefore, it becomes vital for companies to keep an eye on what kind of professionals they want to hire and where they are primarily available. 


Let us see what social media does for recruiting top talents from this guide.

What is Social Media for Hiring?

Social media for hiring refers to the recruitment practice of using social media to attract and hire top talents. For example, you can post your vacancies on a professional network like LinkedIn. Billions of people are using this platform to find the most relevant jobs. They can find your posts suitable, and thus, you can cost-effectively connect with top talents. 


Social media for recruiting is one of the most commonly used talent acquisition tactics. Nearly 60% of people, more than half of the world, are using social media today. Since these platforms are widely used, leveraging them to attract and hire new talents makes sense. 


Besides using social media for recruiting, you can use it for increasing employer branding. You can spread your word about employee value propositions (EVP) and improve inbound recruitment efforts. EVP refers to the unique benefits you offer employees in return for the skills, abilities, and experiences they bring to your company. 


Since most companies today have a social media presence, and their employees and clients are also there, prospective employees have a better chance to decide even before applying for the job. This can be a great thing for both employers and prospects.

Why use Social Media for Hiring?

There’s nothing wrong in using traditional recruitment approaches like posting on job boards, websites, or newspapers to reach out to candidates. By using social media in recruitment and selection, organisations can attract employees from across the globe, with nominal resources being spent.


Moreover, they can help you entice candidates who aren’t even actively looking for jobs. Studies show that most job seekers rank social media platforms and professional networks as more valuable than job ads and recruiting agencies. 


Let us see some of the benefits of using social media in the hiring process.

Expanding Talent Pool

Social media channels offer a vast and diverse network of talents around the globe. This enables you to expand your reach to potential talents and connect them during recruitment. This saves time and resources and allows you to meet people that otherwise wouldn’t have been possible using local job boards. 


Moreover, these platforms offer advanced search functionalities and filters that help you search for candidates based on specific criteria. Are you targeting professionals based on their skills, experience, or educational background? 

Reach Passive Job Seekers

These professionals are already working in an organisation and aren’t looking for jobs actively. However, they may switch jobs when better opportunities appear to them. Therefore, they aren’t visiting job boards or company career sites to find an opportunity, so targeting them is a hurdle.


Under such conditions, employers using social media for hiring can actively target these professionals and increase their chances of hiring the “ideal candidate.” For example, person X works in a company in India, providing him good pay, incentives, and growth opportunities, but he is a Dubai resident. 


If he now comes across a company in Dubai posting a similar job while browsing through LinkedIn, he is likelier to apply for it, even though he was not actively looking for a job.

Create a Fair Recruitment Platform

Employers sharing hiring posts on social media ensures fair and equal candidate recruitment. Traditional recruitment methods may have biases or limitations, especially to backgrounds and geographical locations. However, social media recruitment is just the opposite, offering everyone equal opportunity based on merits and abilities. 


Therefore, if you commit to diversity, equity, and inclusion measures, using the social media talent acquisition approach is best. 

Target-Specific Talent Pools

Social media allows you to target specific talent pools using multiple filters. For example, employers using Facebook to screen job applicants can use advanced search filters to find ideal candidates. 


You can set your criteria for choosing candidates based on location, industry, or specific keywords. Then, Facebook will calculate how many candidates fit your search. Thus, you can connect with the right talent pool and receive high-quality applications. 


Similarly, Twitter and Instagram use the benefits of hashtags for targeted advertising and narrow down the talent pool. 

Boost Employer Branding

You can create an engaging presence on multiple social media platforms to promote your visibility, credibility and company culture. Whenever you keep updating people about your industry and the company regularly, you establish yourself as an authority in your domain. 


This motivates candidates to follow and communicate with you and opens opportunities to headhunt the best-fit talent for the open position.

Reduce Time and Cost Per Hire

Marketing job vacancies to hiring top talents is an expensive and time-consuming process. However, by creating a social media page, you can market your openings for free. 


Additionally, paid ads on social platforms are now available for all budgets, and you can use them without financial burdens. On the other hand, social media allows you to connect with a broader audience, which shortens your talent-searching timeline


Additionally, social media check for employment are easily available compared to other platforms. Thus, you can cut ample time from searching to hiring top talents and ensure they are the right culture fit for your company. 

How to Measure the Impact of Social Media for Hiring?

You can easily determine the effectiveness of social media for hiring by using a few key performance indicators and metrics. 


For example, you can measure the amount of traffic the social media activity drives towards your organisation’s web page, career site, or other corporate information. 


Similarly, you can also analyse the number of people engaging with your job posts, applicants who are qualified or highly qualified, etc. In addition, you can also look into the likes, shares, and comments on your posts to understand the level of engagement.


There’s no single formula to find job candidates via social media effectively. However, most recruiters follow an almost similar approach. Firstly, you must have a specific goal for each campaign and target audience based on stated objectives. Then, make a list of social media channels that your audiences use the most to post your job vacancies. 


However, to reach maximum candidates, you need to use a multi-channel approach where you post job ads on multiple social media platforms. 

How 6 Pence Helps 

Social media for hiring is a vital recruitment approach as it allows you to connect with top talents. But companies with their ever-expanding duty roasters often struggle to stay on top of it all. 


To save you from all recruitment hassles, connect with us at 6 Pence. We are one of the leading staff outsourcing agency in the GCC. We have a huge repository of talents matching your requirements, and we use a multi-pronged approach to attract the right talents- from posting on job boards, social platforms, and more. 


Our responsibility doesn’t end at finding just the best-fit person; we help with background verification, work visa processing, payroll processing, and more. Contact us today to know more.


Also Read: A Guide To Adopting Employee Referral Bonus Policy

Frequently Asked Questions

What social media is being used for the hiring process? 

Some of the most used social media for hiring are LinkedIn, Facebook, Twitter, and Instagram. However, you can choose the social recruitment channel depending on the type of industry, job and target audience. 

How can social media be used for recruiting? 

You can use social media for hiring by sharing job postings, networking with professionals and researching potential talents. Additionally, it helps you save money and time searching for the right people for your company. 

Why use social media to hire?

Social media recruitment strategy can help you connect with passive candidates, foster referrals, target the right talents, showcase the organisation’s culture, and reduce recruitment time and money.

Objectives of Recruitment in HRM: A Comprehensive Guide

objectives of recruitment in hrm

Have you seen that in a football game, even if only one person scores the goal, the credit goes to the entire team? All ten players were pivotal in making the team into a winning team. Like in football, team spirit and a cohesive working environment are essential for corporate success.


While this is one of the top objectives of recruitment in HRM (human resource management), finding culturally fit talents is also vital. It ensures not only you’re hiring talented people but also they understand your values and goals. This ensures no conflicts later, a better workplace, and greater customer satisfaction. 


Similarly, we will discuss numerous other recruitment objectives in a company in this article. 

What are the Objectives of Recruitment in HRM?

Recruitment for any company is a vital process that ensures you attract and hire top talents for better business outcomes. Resources say new positions in a company take nearly 42 days to fill, mainly because there are numerous conditions to fulfil. 


Some of the recruitment goals and objectives examples are identifying the right talents, diversifying the workforce, complying with legal and ethical standards, etc. In recent years, recruitment has shifted to candidate-centric, meaning candidates are given more priority in job selection and hiring. 


You must set SMART goals for hiring employees such that qualified candidates fill your available positions. It can also help you develop a recruitment strategy that saves hiring time and resources and reduces workload. 


Research says 97% of companies plan to invest more in recruitment technologies in 2023, and 47% invest in AI technologies. This helps you make unbiased choices based on skills and knowledge, not candidates’ personal information. 

SMART Recruitment Goals and Objectives Examples 

Let us assume you want to increase the number of applications via the company website by 15% in the next quarter using better job descriptions, outreach via LinkedIn and word of mouth via other social media platforms. 


S – The statement describes how you will increase application numbers to the company website by 15%.

M– The increase in application numbers is measurable by comparing the number before and after reaching the goal.

A– This goal is achievable.

R– Your primary goal is to improve the company’s profit by attracting more business and utilising company websites more than job boards. 

T– The time mentioned here is during the next quarter. At the end of that quarter, you can analyse the numbers and verify if the goal has been met. 

7 Objectives of Recruitment in HRM 

Businesses need to set SMART goals for workforce planning. This is mainly because a bad hire can charge you up to 30% of the employee’s salary in the first year


Additionally, they can disappoint your customers, negatively impact your reputation, and disturb your sales cycle. We have listed ten objectives of recruitment in HRM for reference. 

Refine the Quality of the Hire

When searching for the ideal talent for your vacancy, the first thing you look at is their resume. You first match them with your job description by looking into their professional skills, education and work experience. 


But that doesn’t ensure you choose high-quality people in your organisation. Therefore, you can ask a few more questions about their soft skills during the interview. It helps you better understand how they operate as an employee and their expectations from the job. 


For example, ask your candidates their strengths, weaknesses, reasons for applying for the position, professional goals, team working ability, etc.

Diversify the Workforce

Most candidates applying for jobs look at how diversified the company is and its DEI initiatives. This assures them that you support people from all backgrounds and skills. 


Diversity in the workplace is essential for its sustainable growth and success. With this in mind, you can create objectives of strategic workforce planning that encourage people from all groups to apply for your vacancy. A diversified workforce enhances problem-solving abilities, fosters innovation and creativity, and improves work culture. 

Reducing New Hires’ Failure Rates

One of the major objectives of recruitment in HRM is to reduce the new hires’ failure rates. For instance, you have a capable sales representative with years of experience in your company. 


Are their abilities the same as those of a new hire? It can never be similar because new hires are unfamiliar with your company’s culture, goals, and work process. Therefore, you must spend time and resources training them over time, disrupting your normal productivity. 


So, you must plan the hiring process before recruiting new people and use the right tools. This allows you to find the perfect candidate for the job role and reduce the failure rate of a new hire.

Enhance Company Performance

Recruiting top talents in business is directly connected with your overall organisational performance. Why? They are the base of an organisation that puts in hard work and effort to allow you to fulfil promises. 


For example, if you took a bulk order from a client, would an incompetent team fulfil your promise to meet deadlines and manage quality? The answer will be “No”. 


But if your team comprises skilled and experienced people, they can help you manage quality and quantity within deadlines. This further positively impacts your customers, leading to retaining them in business longer. 

Building a Talent Pipeline

The objectives of recruitment in HRM are not always restricted to hiring for immediate roles. They aim to create a talent pipeline for future vacancies. 


When you have a talent pipeline ready beforehand, you can recruit them for critical roles anytime. This succession planning approach can save you time and resources in finding employees for weeks to months. Additionally, you stay assured that the people you hire are best suited for the role. 

Improve Employer Branding

Among the top few recruitment goals and objectives examples, improving employer branding comes on top. The higher your brand value, the greater your chance to attract the creme-le-creme of talents. It improves as you start using the right recruitment tools that remove discrimination and choose candidates based on their skills. 


Employer branding creates a positive and welcoming image on social media like LinkedIn, Reddit, etc. When you promote a positive workplace, your current and ex-employees leave glowing recommendations on review sites, further solidifying your image as an employee-centric workplace. 

Prevents Disruption of Business Activities

One of the main objectives of recruitment in HRM is to ensure the smooth functioning of all the departments in your company. A sales representative may not be the right man for IT needs and vice versa. 


You must provide sufficient people for various job positions to avoid overburdening your employees. If your production house is responsible for marketing, sales, and customer service altogether, will they be able to focus on production? 


Thus, workforce planning strategic objectives help improve company productivity by assigning the right man for the right task. This also reduces employee burnout rate and improves their workability. 

How 6 Pence Helps 

We understand how difficult it is to hire the right people in business while meeting the objectives of recruitment in HRM. If you struggle to find the right people for the job, you can always unburden yourself with 6 Pence. 


For almost two decades, 6 Pence has been helping business partners across Oman, Iraq, Bahrain, and Dubai with top-notch temporary and permanent staff outsourcing solutions. 


Our experienced team undertakes an end-to-end, customised recruitment process and even assists you with a 24/7 HR e-service portal. This allows the organisation and its employees to find an HR document anytime and anywhere.


For more details, contact us today!


Also Read: Why Employee Training and Development is Must for Organisations?

Frequently Asked Questions

What are the primary objectives of recruitment in HRM? 

The primary objectives of recruitment in HRM are to hire the most qualified candidates in the company, diversify the workforce, build an extensive talent pipeline, and reduce business disruptions. 

How does recruitment impact an organisation’s long-term goals? 

One of the main objectives of recruitment in HRM is to leave an everlasting impact on your organisation’s long-term goals. It helps you build a diverse and competitive workforce by attracting candidates from various backgrounds and fostering a culture of inclusivity, creativity and adaptability for long-term success. 

What role does cost-effectiveness play in recruitment objectives?

One of the major objectives of recruitment in HRM is to ensure cost-effectiveness while hiring candidates. For example, a good job description can attract many applicants at a lower cost.

A Complete Guide To UAE Local Labour Laws

local labour laws

The UAE’s rapid economic growth and business climate make it the best place for entrepreneurs to start their ventures. 69% of Business Climate Survey UAE 2023 respondents have experienced a rise in industry-wide turnover this year. However, one major challenge is coping with the country’s ever-evolving local labour laws. 


On the other hand, abiding by these rules and regulations ensures a healthy relationship between employer and employee. This article shares some of the essential labour laws in the UAE. 

What are UAE Local Labour Laws?

No matter where you work, every country has unique local employment laws. It is a set of rules and regulations that employers must follow during an employee’s tenure with the company. Otherwise, an employee can take legal action if the company doesn’t comply with those laws. 


UAE local labour laws set out numerous rules and regulations for the private sector for fair and transparent employee contracts. It primarily includes contract terms, wages, employee benefits, health and safety, insurance, employment termination, etc. 


However, these laws exclude employees working in federal and government organisations, members of the armed forces, domestic employees of UAE or decrees, and police and civil servants. 

Essential Local Labour Laws for Employers to Follow

Are you looking to set up a business in UAE? Let’s look at some of the essential labour laws that you must pay heed to:

Employment Contracts

Whenever you recruit an employee, the first thing you must hand over is a written employment contract. It primarily contains 


  1. the date when to start working
  2. the contract expiry date
  3. type and place of work
  4. contract duration
  5. wages


However, these details depend on what kind of organisation you run, private or public sector. You must create two copies of the contract, one for the employee, and keep the other one with the recruiter. 


Public-sector local labour laws allow full-time, part-time, temporary and special contract work arrangements. On the other hand, the private sector adds flexible and remote working and job-sharing work arrangements to the facilities available in the public sector. 


The probation period for your employees cannot exceed six months for private employment. However, if they continue to work after probation, that period is considered part of their service. Remember that if you’re terminating them within the probation period, a 14-day prior notice is a must. On the other hand, if they plan to join another UAE company, you must ask for a one-month prior notice. 


With the introduction of new local labour laws, the unlimited term employment contracts are no longer valid. Every private employer needs to convert them into limited-time contracts that don’t exceed three years. 

Working Hours

You cannot make employees work more than 8 hours per day or 48 hours per week in the private sector. However, during Ramadan, the working hours get reduced by 2. Additionally, you can ask employers to work overtime, but that shouldn’t go beyond 2 hours in one day. Furthermore, you must compensate them fairly with money or paid leave for extra service. 


However, these working hours differ if an employee works in a federal government entity. This includes 8 hours of duty from 7:30 a.m. to 3:30 p.m. from Monday to Thursday and from 7:30 a.m. to 12:00 p.m. on Fridays. Saturdays and Sundays are considered official weekends for public sector employees. 

Leaves and Holidays

All your employees working in the private sector must be entitled to the following paid and unpaid leaves. 


  1. Annual leave
  2. Sick leave
  3. Study leave
  4. Maternity leave
  5. Parental leave
  6. Compassionate leave
  7. Leave to complete Hajj


Additionally, every employee, irrespective of public or private sector, must get holidays on special occasions, like


  1. Gregorian New Year on 1st January
  2. Lesser Bairam
  3. Greater Bairam and Eve
  4. Al Isra and Al Mi’raj 
  5. Hijra New Year
  6. Prophet Mohammad’s birthday
  7. National day 


The public holiday dates can change, like the Islamic holidays are set as per moon sightings. 


There is no minimum wage set for private sector employees in the UAE. However, you must pay them fairly such that it is enough to cover the basic needs. If they work for more than one year in your company, you must pay them a gratuity upon contract termination. 


Furthermore, you cannot deduct employee wages unless they are bound to repay loans. At times, they are legally mandated to contribute towards Social security and insurance schemes, provident funds, welfare schemes, etc. Otherwise, if the employee is fined, you can deduct them from their wages. 

Employee Benefits

According to labour laws for employees, employers must provide certain benefits like health and safety insurance. However, you cannot deduct the premium for mandatory health insurance packages from their salary. 


In addition to that, Taa-meen (UAE insurance policy) is a must for private sector workers. It is an alternative option for employers to keep a fixed sum (AED 3,000) as a bank guarantee when recruiting new workers.


Besides these, there’s also an unemployment insurance scheme for Emiratis and residents in the federal and private sectors. It is to provide financial support to workers who lost their jobs due to termination by the employer. Finally, UAE National full-time contracts are entitled to pensions and end-of-service benefits. 

Workplace Health and Safety

According to clause 13 of the UAE Labour Law, you must provide workers with a safe and appropriate work environment. The organisation must be cleaned and well-ventilated and offer adequate lighting, drinking water, and toilets. 


You can arrange for one or more medical practitioners in your organisation to conduct general medical examinations occasionally. 


In addition to that, if you’re working with construction and industrial workers, ensure they don’t work during extreme weather. Furthermore, any work-related injuries must be reported to MoHRE. 

Non-Compete Restrictions

According to the local employment law solicitors, employers can include non-compete restrictions in their employment contracts. However, these restrictions must be used to protect companies’ legitimate interests. 


Under the new law, employers can trigger the non-competent close at the moment of departure of an employee. But, it is restricted to workers who have access to your confidential or trade secret information. This agreement can last only for a maximum of 2 years. 

Non-Discrimination Clause 

The new non-discrimination clause under employment laws and regulations mandates employees to provide an equal payout to all employees. 


Therefore, it guarantees both males and females equal job opportunities and the same pay for their service. In addition, employers are responsible for protecting them from harassment and violence within the organisation.

Disciplinary Rules

You can set different disciplinary penalties in your organisation within the private sector. This will range from written notice, warning letter, and payout deduction to temporary suspension, denial of promotion, and dismissal from service. 


However, you must sanction disciplinary rules only after considering the severity of the violation. 

Termination of Employment

Not only you but also your employees have the right to terminate their employment contract. However, the notice period before termination can range between 30 days to 90 days. 


There are numerous other conditions to follow if you terminate an employee without notice. If you aren’t following them, workers can complain against you to the Ministry of Human Resources and Emiratisation. 

What are the Provisions for Non-Nationals to Work in the UAE?

Even though job hunting and business setup are easy in the UAE, that’s not the case for non-nationals. Wherever there’s a deficit of national workers, the employer must give preference to workers of other Arab nationalities and then to workers of other nationalities. 


You can employ non-nationals only with prior approval of the Labour Department. Furthermore, these employees must obtain employment permits by following the procedures and regulations of the Ministry of Labour and Social Affairs. 


Additionally, you must remember that non-national workers cannot work in the UAE on their visit visas or tourist visas. 

How 6 Pence Helps

We understand how difficult it is to hire quality talent in the UAE. You must do a thorough background check to ensure they are residents of the UAE or have a proper international work permit. Otherwise, not only the employee but also you may need to pay penalties or suffer legal liabilities. 


In this process, 6 Pence can help you avoid such miseries. We are the leading staffing agency in Dubai that offers temporary to permanent staffing while staying compliant with local labour laws. 


We help with everything from work visa processing to document verification. Connect with us to know more. 


Also Read: 5 Tips to Improve Your Human Resource Employee Relations

Frequently Asked Questions

What are labour laws?

Labour laws refer to rules and regulations that mediate the relationship between workers, recruiters, and the government. These laws specify employers’ responsibilities and employees’ rights during their employment period.

How is termination pay calculated?

According to the local labour laws in UAE, if an employer wishes to end a contract before its limited term ends, employees are entitled to early termination compensation. It includes at least three months’ worth of pay, including salary and benefits; otherwise, the remaining contract term if the period is less than three months. 

What happens if you resign without notice?

You can resign without notice only under four specific cases as registered in UAE’s labour law. Otherwise, you will be legally liable to pay financial compensation to your employer.

A Complete Guide To A Successful Promotion Policy in HRM

promotion policy in hrm

Not just in the Middle East, but the global job market has changed dramatically. The demand for qualified candidates is high, while the supply is often low, making employee retention challenging. After all, a company’s success rests in the hands of its workforce. This makes the market more candidate-centric, which urges companies to find ways to attract and retain top talents. 


According to research, small business owners believe nearly 22% of their employees are quitting mainly because of better advancement opportunities. Are you facing similar issues of retaining talents? One solution to it is establishing a good promotion policy in HRM (human resource management), offering better career paths and improved compensation packages. 


Now, the question is, what is promotion in HRM? Is it important in all-size organisations? How can you establish a promotion policy in business? We will answer your questions in this guide and help you understand the promotion policy meaning in HRM.

What is the Promotion Policy in HRM?

Everyone loves appreciation for their hard work, motivating them to keep improving. One such way of employee recognition is by offering them timely promotions. You can offer a salary raise, transfer to a senior post, give higher responsibilities, provide decision-making power, etc. However, you must have a formalised set of standards for such employee opportunities that we call a promotion policy in HRM. 


In short, an employee promotion policy and procedure in HRM outlines the purpose of your policy, who it benefits, what requirements must be fulfilled, etc. However, not all employees will get promoted during the yearly appraisal, as it is the highest form of appreciation. Thus, a proper policy must be established to decide who gets promoted and who gets a raise.


Only the most eligible employee who can efficiently manage their new roles and responsibilities can be promoted. Most promotions come with leadership opportunities. So, choose judiciously!

Why is Promotion Policy in HRM Important?

The promotion process in HRM is mainly designed to promote your employees’ career growth by offering them the best opportunities and adequate resources. It has a direct impact on the company’s future as well.


Since promotions are recommended by reporting managers, personal biases may affect the advancement of a particular employee. It is important to have a well-etched-out promotion policy stipulating the various criteria that an employee must meet to get promoted.


We have listed some common company goals for establishing promotion policy and procedure in HRM.

Career Growth Plan

Most employees today prefer working in a company that values career growth. Therefore, your promotion policies must include a good career growth plan map for every position in the company so employees understand what they can expect from you. 

Eliminate Discrimination

When there are strict guidelines, chances of leaving room for workplace discrimination are reduced. It ensures you eradicate emotional biases and favouritism or harmful workplace practices like religious and gender discrimination in your organisation. A promotion policy maintains transparency throughout the process, ensuring your employees get a promotion based on merit and work ethic. 

Improved Recruitment Process

Recruitment is difficult, especially when a talented employee leaves due to better opportunities. However, with a good promotion policy in HRM, you can retain them. Additionally, most companies post a job internally first, then to other portals. If you have a good promotion strategy, these employees with the required skills can apply for the post. Therefore, it reduces the requirements for hiring external candidates and saves time and resources.

Steps to Establish a Process of Promotion in HRM

You must follow certain guidelines and procedures before establishing employment promotion policies in your organisation. This ensures you don’t entertain biases in your company and promote DEI (diversity, equity, and inclusion) initiatives. 


Now, let us understand a few key elements of a promotion policy in HRM.

Determine the Employee Criteria for Promotion in HRM

The first part of your promotion policy must include the eligibility criteria for an employee to win a promotion. These criteria include 


  1. Work performance
  2. Seniority
  3. Potential abilities in leadership position
  4. Merit and ability
  5. Interval between promotions


By assessing these factors, you can fairly decide whether to promote or not to promote an employee. 

Identify Who is Responsible for Giving Promotions

You must clearly define the rules and duties of the supervisors responsible for giving promotions in the policy. Typically, these roles are played by managers, HR managers and those with leadership powers. They assess your employees thoroughly to identify their efforts for your company and if they have the potential for a promotion. 

Understand When to Promote an Employee

While you have set the criteria for employees to get a promotion, it’s time to outline when to promote them to a new position or give a raise. Some common circumstances where you can offer a promotion are when an employee wants to quit for better opportunities elsewhere, or when the hiring manager advertises a new job opening internally. 


Apart from this, other instances where employees are offered promotions are:


  1. When someone excels beyond the expectations
  2. When someone has mastered their current job function
  3. If a person has been showing leadership qualities and contributing to a team’s growth

Determine the Type of Promotion to Offer

Now that you know whom to promote and when, you must focus on what type of promotion to offer your employees. These can be vertical, horizontal, or dry promotions. 


Vertical promotions are offered to employees who demonstrate their excellence in their current job role and can take on higher responsibilities. In contrast, horizontal promotions are offered to employees who demonstrate a trend towards mastering their current role or have achieved significant results.  Dry promotions are rarely offered as they demand more from the employee without a pay raise or new title allotment. 

Announcing the Promotion

Once you have decided to promote an employee, the final step is announcing it throughout the organisation. However, before announcing the promotion, you can arrange a meeting with the team members and talk to the people most affected by the change. Ensure you ask for their feedback and reactions to your decision before making it public in the company. 

How 6 Pence Help with the HRM Policies of an Organisation?

Promotion policy in HRM is a must for all organisations to attract and retain top talents. It engages your employees for a long time, saving you from the hassle of finding new people and training them for the roles. 


You can reach out to us at 6 Pence if you are struggling to find top talents for your business. As among the leading staff outsourcing agencies in the GCC, we help with end-to-end, customised staffing and recruitment solutions.


Our expert team can also assist with payroll processing and other HR-related work. This helps you streamline your promotion policies and further improve employee retention. For further information, connect with us today!


Also Read: Step-by-step Guide to Successful Employee Exit Management

Frequently Asked Questions

1. What is a good promotion policy? 

A good promotion policy clearly defines the criteria for awarding employees a promotion. Other characteristics of a good promotion policy include performance assessment, promotion routes, maintaining service records, employee training and communication.

2. What are the methods of promotion in HRM? 

The common method of promotion in HRM includes salary raises, increasing seniority level, offering more responsibilities, etc.

3. What are the four basic types of promotion?

The four basic types of promotion are horizontal, vertical, dry, and open or closed promotion. Most companies use vertical and horizontal promotions for their employees, whereas dry promotion is rare.

Which are the Best Jobs for Pregnant Women?

best jobs for pregnant women

Women are often forced to choose between their professional and personal lives. A couple has a child together, but only the career of a woman is impacted.


Pregnancy is the most beautiful feeling for every woman until the worries of career limitations strike hard. While companies offer maternity leave to working women, future career growth opportunities might often become more challenging to come by.


If you don’t want to take a break from work and still enjoy your pregnancy, then start looking for the best jobs for pregnant women. In this guide, we will share the top 10 jobs that don’t limit your career growth due to pregnancy. Additionally, we will suggest what jobs to avoid and share a few challenges that expecting mothers may face while job hunting. 

Top 10 Best Jobs for Pregnant Women

Research says 61% of women believe motherhood causes disruptions in their career opportunities. This is mainly because of the job limitations that expecting mothers face at the peak of their careers.


 Even when companies allow you leave during the final weeks of pregnancy, most of these leaves are unpaid. Therefore, you must start looking for the best jobs for pregnant women that provide financial stability and health security. 


We have compiled some of the perfect jobs for pregnant women.

Virtual Assistant

If pregnancy complications stop you from leaving the house, try applying for virtual assistant posts. You can work as an assistant to business owners, managers or other professionals virtually.


Some of your responsibilities will include scheduling, recordkeeping, and clerical tasks. However, to apply as a virtual assistant, you must have desired computer skills and knowledge of work processes, online data sharing and organisational tools, and spreadsheets. 

Online or Private Tutor

Teaching has always been a noble profession where your mental power overrules physical health. Online tutoring can be one of the best part time jobs for pregnant ladies, where you teach students virtually in the field of your expertise. 


For example, if you are a math graduate, you can be an online math tutor for junior classes. Additionally, you can also call your local students at home for private classes. 

Content Writer

If you have a good grasp of languages and creativity in writing, content writer roles are the best work from home jobs for pregnant moms today. Almost every industry is looking for freelance writers, including copywriters and blog writers, to boost their brands online and offline. However, you must know the niche, have proper research and analytics skills, communicate well, and understand the latest tools and technologies. 

Social Media Manager

Presently, social media is playing a vital role in boosting brand awareness and reputation. This increases the demand for social media managers, which is also one of the exciting online jobs for pregnant moms. You don’t need to commute or do hard labour, but only your marketing skills and knowledge of handling social media accounts can get you the job. 


Some of your responsibilities include overseeing a company’s social media accounts, interacting with its clients, and representing the brand positively and engagingly.  Additionally, you may need to write blog posts, create strategies to improve followings and measure performance across multiple sites using specific tools.


Most companies seek a bookkeeper to oversee their accounting books and financial transactions. This doesn’t require too much labour, but good bookkeeping or accounting knowledge is necessary. Bookkeeping can be one of the best jobs for pregnant women, where you need to do some day-to-day accounting tasks, e.g., monitor income, deal with tax returns, prepare annual accounts, etc. 


Additionally, you may need to deal with certain sensitive and valuable company data. Therefore, experience with bookkeeping tools and security systems is essential to get the job. 

Graphic Designer

Graphic design can be one of the great side jobs for pregnant moms if you hold a graphic design degree and a little experience. These professionals create digital content for brands like website designs, brochures, logos, adverts and cartoons. 


However, you must be an expert in using Adobe Creative Cloud software and other designing tools like Canva, CorelDraw, and Adobe Illustrator. Pregnant graphic designers get a good salary and have flexible working hours and schedules that don’t impact your doctor’s appointment and rest hours. 


Proper sleep and long resting hours are necessary during pregnancy, but financial stability is also essential. At such times, you can apply for a transcriptionist role where you hear and transcribe audio and video files. It doesn’t require a specific professional qualification to work for companies. However, if you’re working as a legal or medical transcriptionist, knowledge of related terminology and documentation is needed.

Affiliate Marketing

Affiliate marketing has the potential to bring passive income while you are pregnant. It is similar to referral marketing, where you recommend people a product with a link to click in your blogs. You earn a commission when they click on that link to purchase the product. 


With affiliate marketing, you don’t have a sales target, which means less stress during pregnancy. Several affiliate networks like Amazon don’t even ask you for a blog to participate in their affiliate marketing. You can also use social media to promote their coupon codes or discounts. 

Customer Service Representative

Customer service jobs are classics for most individuals and are among the best jobs for pregnant women. As a customer service representative, your responsibility will be to help customers with their queries over the phone or online. 


Mostly, you need to help customers solve technical issues using online tools like voice calls and emails. Therefore, you must acquire good knowledge in the domain and skills like problem-solving, communication, and patience.  

Online Business

You don’t have to own an office to be an entrepreneur. You can run your own business while being at home. Presently, mom-to-be or mompreneurs are changing the entire meaning of entrepreneurship. 


For example, if you have a hobby of baking cakes, why not start a cake bakery from home? You can take orders online or via phone and look for delivery services to supply them. You can also start a small business at home with other pregnant ladies and sell your products online. 


Also Read: Sales Team Leader Roles And Responsibilities

What are the Challenges in Finding the Best Jobs for Pregnant Women?

In the past few years, GCC countries have proved to be some of the safest places for women to work. However, pregnant women still find difficulty in getting a job of their choice due to physical discomfort and workplace biases. 


It is obvious to encounter physical changes like fatigue, nausea or back pain during pregnancy that make working difficult. Additionally, you may need to use the restroom frequently during this period, leading to distractions. 


Furthermore, you must avoid certain jobs exposed to toxins like pesticides, paint, car exhaust fumes, etc. If you are breathing in or absorbing such chemicals, it may affect your little one in the womb. 


You must also avoid careers that put extra strain on your body, like heavy lifting, long periods of standing, etc. Working for longer hours without stress can not only affect your baby but also cause health issues in you. Therefore, you can take a break from your full-time job now and look out for side jobs for pregnant moms.

How Does 6 Pence Help You Secure the Best Jobs for Pregnant Women?

We understand how difficult it is to find the best jobs for pregnant women. At 6 Pence, you can apply for various jobs that are safe to perform even during pregnancy. If you also want to restart your career after a maternity break, you can apply for jobs with us! 


Visit our careers page to learn about the latest job openings in Bahrain, Oman, Iraq, and Dubai.


Also Read: Civil Engineering Jobs For Freshers

Frequently Asked Questions

What jobs to avoid while pregnant? 

During pregnancy, you must avoid jobs that are highly exposed to chemicals or potential toxins. Additionally, straining jobs and working multiple hours without rest must be avoided. 

What is the best job to work while pregnant? 

Some of the best jobs for pregnant women are tutoring, virtual assistant, content writer, transcriptionist, graphic designer, bookkeeper, and customer service representative. 

How to find a job while pregnant?

You can search for a job on different remote job platforms with DEI (Diversity, Equity, and Inclusion) initiatives. Most remote opportunities allow pregnant women to work in their flexible hours and schedules and from anywhere.

The Ultimate Guide to Data Engineer Job Description

data engineer job description

The current market is data-driven, and with the emergence of newer trends and the need to outsmart the competition, businesses are increasingly relying on data engineering and analysis.


The demand curve for data engineers has risen steeply in recent years. Research says it was the fastest-growing tech occupation in 2020 and will experience a 50% year-over-year growth. Its estimated CAGR is to be 21% during 2018-2028. This increasing demand creates fierce competition between organisations to attract and retain top talents. 


Consequently, a compelling data engineer job description can help you recruit the best. We will share details on job description creation in this article. 

What Does a Data Engineer Job Profile Look Like?

Data Engineers are responsible for building systems that can collect, manage, and transform raw data into usable information for organisations. The main target is to ensure data accessibility for making data-based decisions and optimising business performance. 


They also help develop and maintain datasets and architectures that allow you to extract data and transform them for predictive or prescriptive modelling. 


Your data engineer job description must start with a brief of what you expect from the candidates and their day-to-day duties. Additionally, you must briefly introduce your company and its goals, skills required for the open position, employee benefits and salary packages, and contact information. 

Data Engineer Requirements

Now that you are developing a data engineer job description, you must state their educational requirements. According to research, most candidates applying for a job don’t even meet the qualification requirements. Therefore, you must state your requirements explicitly so that only the most eligible candidates can apply.

Educational Requirements

Usually, a candidate applying for data engineering jobs needs to have a graduation degree in data engineering, computer science, or a related field. 


Additionally, these candidates must be fluent in using multiple tools and the latest big data technologies. You must equally focus on a data engineer’s technical and soft skills to make the right choice. 


Some of these are:


  1. Strong grasp of advanced SQL and relational database management
  2. Expertise in object-oriented programming languages like Python and Scala
  3. Work with distributed computing frameworks like Spark or Hadoop
  4. Understanding of data pipelines and workflow management tools
  5. Experience with cloud-based solutions
  6. Well-versed in different operating systems like Unix, Linux, Solaris and Windows
  7. Basic Machine Learning knowledge 


Besides tech skills, an applicant must have strong project management and organisational skills to become a data engineer. Additionally, verify their problem-solving, communication, and teamwork capabilities. 


Though most companies prefer hiring experienced data engineers, you may not get huge options for the same. Data engineering has been on the trend for a few years, so finding experts with 5+ years of experience may be tough. 


However, you can look out for candidates with a minimum of 1-2 years of experience and knowledge of using multiple software and tools. It includes expert usage of databases, pipeline tools, stream processing systems, and object-oriented scripting languages.

Data Engineer Roles and Responsibilities

Your data engineer description may include the roles you are hiring for and the candidate’s responsibilities. This helps candidates understand their eligibility before applying for your vacancy. 


Additionally, most recruiters today use ATS software to filter resumes. Therefore, the chances of losing high-quality talents increase if you don’t create the ideal candidate profile properly mentioning roles and responsibilities. 


However, before you start crafting a data engineer job description, let us understand their main roles and responsibilities.

Roles of Data Engineer

There are three main data engineering roles that candidates apply for in an organisation. 

Generalist Data Engineers

These candidates usually need to work on small teams and far from end-to-end data collection. A generalist data engineer usually has more knowledge and skills than other professionals in the same domain. However, they can have less familiarity with the system architecture.

Pipeline-Centric Data Engineers

Pipeline-centric data engineers are mainly hired in mid-sized and larger companies. These individuals work across distributed systems on complicated data science assignments to collect data. 

Database-Centric Data Engineers 

Large establishments hire database-centric data engineers to work on data distributed across multiple databases. They are responsible for working closely with data scientists in multiple data warehouses and creating table schemas.

Data Engineer Duties

We have listed a few data engineer duties you can add to your job descriptions.


  1. Collecting, analysing, and organising raw data
  2. Help build data systems and pipelines to clean, transform, and aggregate data from different sources.
  3. Evaluating your business needs and objectives and interpreting trains and patterns
  4. Work with the data science team to build complex algorithms and provide unique data insights.
  5. Making iterative improvements to backend systems by using agile software development processes
  6. Developing business intelligence reports for your company advisors
  7. Supporting the development of data streaming systems
  8. Creating new data validation methods and data analysis tools
  9. Ensuring compliance with data regulation and security policies

What is the Data Engineer Career Prospect?

Most individuals today look for career growth while applying to a company. Therefore, you can include data engineer career prospects in your job description to ensure you value their growth and development. 


However, before that, you must understand the career path of a data engineer, which makes hiring the right person for the right role easy. 

Entry-Level Data Engineer

If you are hiring for entry-level data engineers, you must look for individuals with a graduation degree in computer science or related fields. These people must know programming languages, databases, and Big Data technologies. They usually work on small data engineering projects under the guidance of mentors or experienced data engineers. 

Junior Data Engineer

These individuals usually have little experience in data engineering and expertise in one or more programming languages, databases, and Big Data technologies. They can work on more complex projects than entry-level engineers and can design and implement data solutions.

Senior Data Engineer

You can hire a senior data engineer in your company as they have years of experience in the domain and developed expertise in multiple languages, databases, and technologies. They can lead your projects and work with other data engineers to implement complex solutions.

Lead Data Engineer

These experts usually have extensive experience in the data engineering domain and have previously demonstrated leadership skills in other companies. They can oversee your team of data engineers and take over the responsibility for implementing data solutions across your company.

Data Architect

A data architect focuses on designing and implementing the data architecture of your company that aligns with your business goals. They will collaboratively work with business stakeholders and data engineers to create data solutions that are scalable, reliable, and secure.

Data Infrastructure Manager

These individuals can manage your organisation’s data infrastructure, including your data warehouses, databases, and Big Data technologies. They can handle a team of data engineers and work collaboratively with other IT departments to generate data solutions integrated with other business systems.

Chief Data Officer

The chief data officer holds the most senior executive responsibility in an organisation. They manage your data strategy and ensure it is effectively used to support your business goals. These professionals oversee your organisation’s data engineering, analytics, and governance functions. 

What is the Average Data Engineer Salary?

While creating a data engineer job description, you must know their average salary to ensure you pay workers fairly. We have listed the salary estimates of data engineers in the GCC.


  • Sultanate of Oman: The average annual salary of a data engineer in Oman is OMR 8000.
  • Republic of Iraq: Iraq pays their data engineers IQD 43,278,368 yearly on average. 
  • Kingdom of Bahrain: Data engineers in Bahrain receive 17,620 BHD per year on average. 
  • United Arab Emirates: Data engineers in Dubai receive AED 120,121 on average.

How Does 6 Pence Help you in Creating a Data Engineer Job Description?

You can look into multiple online templates if you struggle to create a compelling data engineer job description. 


6 Pence has been helping top organisations across Dubai, Oman, Bahrain, and Iraq hire qualified individuals for their open positions. We have a vast repository of qualified talents and experienced recruiters, allowing us to find you the best-fit employee. 


If you are looking to work as a data engineer in the GCC, apply for jobs through our platform. Check our careers page on the website or follow our social media pages to stay updated!


Also Read:  8 Easy Steps To Improve Employee Productivity in the Workplace

Frequently Asked Questions 

What are data engineering skills? 

The common data engineering skills include knowledge of programming languages, statistics, analytical skills, understanding of Big Data technology, knowledge of databases and multiple operating systems, etc. 

What are the requirements for a data engineer? 

A data engineer must graduate in data engineering, computer science, or related fields. They must have expertise in using multiple programming languages, SQL, distributed computing frameworks, data pipelines and workflow management tools, operating systems, etc.

What is the difference between a data analyst and a data engineer?

The main difference between data analysts and data engineers is their expertise and skill sets. While a data analyst focuses on data analysis, a data engineer works on data infrastructure.

Top 10 Demand Forecasting Techniques in HRM

demand forecasting techniques in hrm

Running a business is not easy, especially in today’s ever-evolving market scenario, where, almost every day, new technology arrives or a new trend begins. This urges demand forecasting techniques in HRM to be essential for your company. 


With these methods, you can predict future workplace needs, identify skill gaps, plan training employees, and future-proof your business. What are these demand forecasting techniques? We will learn about them from this article. 

What are Demand Forecasting Techniques in HRM?

According to the World Economic Forum, one billion people must be reskilled by 2030 to cope with technological advancements. It is, therefore, vital for you to implement multiple demand forecasting techniques in HRM to understand these trends. 


They help you predict the future needs in the market and improve your recruitment. Additionally, you can also train your existing employees beforehand, such that when there’s a market change, they can fit into it. 


As your employees stay prepared for challenges, your chance of staying competitive and fulfilling consumer demands increases. 


In short, demand forecasting refers to predictive analytics that uses data and techniques to predict future events. It may predict changes within short to longer timeframes and make you prepare for any challenges in the long run. 


The demand forecasting methods in HRM depend on multiple factors, like


  • Employment trends
  • Replacement needs
  • Overall productivity
  • Absenteeism
  • Business expansion and growth 

Importance of Demand Forecasting Techniques in HRM

So, what are the benefits of HR forecasting in your organisation? It helps your organisation predict future human resource requirements and enables you to make informed decisions about your workforce. 


When you accurately forecast demands in your organisation, you can hire the correct number of employees with the proper skills and knowledge. 


Here are a few other reasons for demand forecasting in HRM, 


  • Estimating the jobs necessary to produce a given quantity of goods or provide certain services.
  • Determine the ideal worker mix for the future.
  • Evaluate the right workforce levels across your organisation to avoid unnecessary employee costs.
  • Reduce labour shortage.
  • Monitor your legal requirements for job reservation.

Best Demand Forecasting Techniques in HRM

Demand forecasting in HRM is a critical aspect of business operations that helps you predict future HR demands and improve employee skills. When you understand both qualitative and quantitative methods, you gain a competitive advantage and make informed decisions. Furthermore, these forecasts help you choose the best-fit candidates and prepare your existing workers for the future. 


We have listed below some of the top demand forecasting techniques in HRM.

Managerial Judgement

The managerial judgement technique in HRM is the most common demand forecasting method used in small to large-scale organisations. You need to follow two approaches: the bottom-up and the top-down approaches. 


  • Top-down approach: If you implement this approach in business, your top management begins the demand forecasting process. Once your HR forecasting is completed, the management sends the report to departments to analyse and accept it.
  • Bottom-up approach: Conversely, with the bottom-up approach, your demand forecasting process begins with line managers. They send your top management the need for human resources proposals. Then, the management forecasts your HR recruitment for the overall company.


However, it is good to combine both approaches as the ‘Participative Approach.’ Under this approach, your departmental heads and top management meet and decide about your future HR requirements. 

Ratio-Trend Analysis

It is the quickest demand forecasting technique in HRM that you can use in business to identify human resource demands. It considers the ratio of production/sales level and the human resources available to finish tasks smoothly and determines the demand for workers. 

Regression Analysis

Regression analysis in HR demand forecasting is similar to ratio-trend analysis, which depends on the ratio of sales volume and human resource availability. 


However, it is more sophisticated when drawing a diagram to illustrate the connection between sales and workforce availability. Then, you calculate a regression line that cuts through the centre of the points on your diagram and identifies the requirements for human resources against sales volume. 

Work-Study Technique

If your workload in business is easily measurable, you can use this technique, also known as workload analysis. The work-study approach estimates your total company production and activities for a certain future timeframe. 


Then, you can use that data and translate it to the number of man-hours required in producing per unit by considering your workforce capability. Thus, this technique identifies your human resource demands based on estimated total production and each employee’s contribution to producing one unit item. 

Econometrics Models

You can use an econometrics model to estimate your future demands that use mainly mathematical and statistical techniques. Under this approach, a relationship is established between the dependent variable, like human resources, to be predicted, and the independent variable, e.g., total production, sales, workload, etc.

The Markov Model

The HR department of your company can implement the Markov model to create a list of employees’ skills, education, work experience, etc. They then maintain these reports regularly and check for future talent and skill demands. 


Additionally, it helps recruiters to forecast demand probability and requirements for internal hires or transfers. They also forecast the internal supply of workforce available within your organisation. 

Trend Analysis

This strategy allows you to predict future needs by analysing your company’s past staffing historical data. Trend analysis compares your employee numbers at different times against factors critical to your business model. For example, a bike dealership might research past data to determine the number of salespersons related to the highest number of bikes sold per employee.


However, it may not provide you with the exact trend, but it can help you pay only for the labor you need while maintaining excellent service and selling inventory. 

Nominal Group Technique

NGT is one of the popular demand forecasting techniques in HRM that utilises expert assessments. You can identify your employees in key positions and create an expert panel to set questions related to human resource demands.


The solutions and ideas generated by this panel are collected anonymously and finalised unanimously, with panel votes on each idea.

Delphi Technique 

Delphi technique considers your current human resource inventory and their future availability to determine human resource needs. This method considers the HR requirements provided by a group of experts, e.g., managers.


These individuals collect the human resource needs, summarise various responses, and create a report. The Delphi technique will continue until all the experts on the panel agree on the HR requirements. 

Supply Forecasting 

Supply forecasting in HRM is a popular demand forecasting strategy where you analyse your internal and external access to qualified candidates. Internally, you can access multiple teams to determine who needs a promotion or transition into open rules.


Externally, your HR team can research the labour market and regulations to determine how they may impact your hiring. These professionals then update their cost estimation for acquiring new hires.


For example, if data indicates that entry-level marketer salaries have increased dramatically in recent years, your business may decide to hire one less new marketer than was otherwise planned. 

How 6 Pence Helps

Businesses need to implement demand forecasting techniques in HRM to stay prepared for future human resource requirements. Additionally, you can make sound decisions about your workforce, reduce skill gaps, train employees, hire required talents, and abide by regulations. 


Are you looking to hire top-quality candidates for your organisation, who can help you scale your operations and deliver better results? Connect with 6 Pence. We are one of the leading staff outsourcing agencies in Dubai, Oman, Bahrain, and Iraq. Our extensive candidate database, helps us fill open positions with the best candidates in the shortest time.


Also Read: 8 Effective Recruitment Strategies to Improve Your Talent Acquisition

Frequently Asked Questions

What is HR demand forecasting? 

HR demand forecasting is a process of estimating your future human resource requirements in the right quality and quantity. 

What are the five methods of demand forecasting? 

The five popular demand forecasting techniques in HRM include managerial judgment, trend analysis, regression analysis, Delphi method, and econometrics methods. 

What are the categories of HR forecasting activities?

The main categories of HR forecasting activities include current, short-run, medium-run, and long-run forecasting.

What Are The Popular Methods of Performance Appraisal in HRM?

methods of performance appraisal in hrm

Did you ever feel disheartened by getting praise or a raise? 


The answer must be Never!


Performance appraisal is an integral part of business operations. It helps organisations to retain their employees and create opportunities for employee development. Losing an employee to competition can be a massive setback to your business.


86% of recruiters said the current job market is entirely candidate-centric, making them look for unique ways to attract and retain talents. You can implement multiple methods of performance appraisal in HRM (human resource management) with attractive salary packages and career development opportunities. 


But what is performance appraisal? How does it work? What are the top methods for performance appraisal? We will answer all your queries in the article. 

What is Performance Appraisal in HRM?

A survey revealed that 79% of employees quit their workplace due to a lack of appreciation. It means the chances of losing them to competitors increase if you don’t appreciate your best employees for their efforts towards your company.


Therefore, recruiters are adopting different techniques to identify and appreciate employees. One effective way of retaining employees is implementing different methods of performance appraisal in HRM.


It evaluates each employee’s performance and productivity against your company goals and objectives, yearly or quarterly. This helps employees get promotions or raises and allows them to understand where to improve to achieve better performance. 


In return, they contribute to your company’s overall productivity and meet more targets in less time. 


Until now, recruiters have used traditional methods like ranking or point-based systems, basic appraisal, paired comparison, etc. But these were biased approaches and aren’t very detailed. 


But with changing times, you need to adopt modern methods of performance appraisal in HRM. For example, Management by Objectives (MBO), 360-degree feedback, Assessment Centre Method, etc.

How Does Performance Appraisal in HRM Work?

Recruiters use multiple techniques of performance appraisal in HRM to evaluate their employee performance. You can use such tools to give people feedback on how they’re performing and meeting targets. It ensures you can better manage and achieve your company goals and reduce skill gaps hindering their work process. 


Additionally, if you have limited resources to reward your employees, performance appraisal methods can help you determine how to deploy them. The right process of performance appraisal can benefit both employers and employees alike.


This can further assist you in creating a systematic approach to the professional development of your employees. For example, adopting beneficial training initiatives to elevate employee responsibilities. 

Top 9 Methods of Performance Appraisal in HRM

Organisations can use multiple methods of performance appraisal in HRM to garner more accurate and valuable employee performance information systems. Let us look at the top 9 strategies for performance appraisal that can be adapted in your organisation. 

Management by Objectives (MBO)

This approach brings managers and employees together to uplift your company’s overall performance and meet objectives. They together can identify, plan, and communicate objectives for the entire board to focus on during a specific appraisal period. You can judge their results quarterly, half-yearly, and annually and make necessary adjustments to your goals and objectives. However, ensure you reward successful employees with a promotion or a salary raise. Additionally, the candidates who couldn’t meet your targets might need further training. 

360-Degree Feedback

360-degree feedback allows recruiters to gain input from managers, peers, customers and direct reports to evaluate an employee’s performance. One advantage of this approach is that it eliminates biased reviews and offers a clear understanding of each employee’s competence. It comprises five main components: 


  1. self appraisal 
  2. managerial reviews
  3. peer reviews
  4. subordinate appraisal manager,
  5. customer reviews

Ranking Method

It is one of the most traditional types of appraisal methods in HRM that ranks employees based on multiple factors. You can evaluate employees and rank them accordingly, with the best performers on top and poor ones at the bottom. 


One of these methods is paired comparison ranking, where you compare employees in pairs and record their performances. Employees with the highest number of preferences are rewarded as top employees. 

General Performance Appraisal

Your manager can set goals and targets for company workers and urge them to complete them within a timeframe. Once your employees can achieve these goals, managers will review them and set new targets. This process continues throughout the year, where the manager evaluates an employee’s performance and effectiveness in meeting targets. 

Behaviorally Anchored Rating Scale (BARS)

Out of numerous modern techniques of performance appraisal in HRM, BARS brings out the qualitative and quantitative measures of an employee’s performance. You can compare employee performance with certain behavioural examples and rate them on a BAR scale. 

Psychological Appraisal

Psychological appraisal approaches attempt to evaluate your workers’ future performance rather than assessing their past work. You can hire a qualified psychologist to conduct in-depth interviews and psychological tests and have private conversations with workers to determine their psychology. 


Research says that 22% of companies ask managers to focus more on employee behaviour than outcomes when assessing performance. 

Assessment Centre Method 

You can use an assessment centre method to assess an employee’s existing performance and predict their future job performance. Additionally, it enables employees to understand how others observe them and what is its impact on their performance. 


During the process, you can ask your employees to participate in social simulation exercises, e.g., informal discussions, fact-finding exercises, role-play, etc. However, this method of performance appraisal in HRM is time and cost-intensive and challenging to manage. 

Technological Performance Appraisal

With technological advancements, recruiters need to evaluate their employees’ technical capabilities. In a technological performance appraisal, you focus on how employees adapt to new technologies and their overall tech knowledge. 

Sales Performance Appraisal

Your main target in business is to increase revenue generation, and it is where your salesperson plays the upper hand. However, only a top salesperson can bring added revenue to your business, which urges sales performance appraisal in HRM. 


Using this method, you can evaluate how much an employee brings revenue to your business. Additionally, you must focus on their behaviour with customers.

Benefits of Implementing Methods of Performance Appraisals in HRM

We know the methods of performance appraisals in HRM are complicated, but it give managers a clear idea about the employees. It is beneficial for both employees and recruiters in multiple ways. 

Determine True Employee Potential

The modern techniques of performance appraisal in HRM help you learn about the employees’ strengths and weaknesses. You can also learn about their interests and potential, allowing you to choose the best employees for specific roles. 


For example, if a salesperson’s tech abilities are strong, you can shift them from sales to the IT department. 

Promotes Employee Development

When using these performance appraisal techniques, you can identify where your employees are lacking. Managers usually provide necessary feedback to these employees and help them improve. Your employees feel valued and get chances to improve, resulting in better engagement rates. 

Motivates Workers

Without constant communication and speaking about where an employee is lacking and how they can improve, you are pushing them towards uncertainty. On the other hand, performance appraisal methods can help understand what needs to be done. Additionally, praising them for their hard work and effort motivates them, leading to better overall company performance. 

How Can 6 Pence Help?

Implementing the methods of performance appraisal in HRM is essential for every business to improve productivity and encourage employee growth. It helps you recognise their strengths and weaknesses and assists them in growing with proper training. 


Are your employees’ performances showing a negative curve? It might be because you have numerous bad hires in business. In these situations, you can connect with 6 Pence for better staffing solutions. We are the leading temporary and permanent staffing agency helping companies find their best-fit candidates in Oman, Iraq, Bahrain, and Dubai. 


Also Read: 6 Benefits of HR System Integration For Companies

Frequently Asked Questions

What is performance appraisal? 

Performance appraisal methods in HRM refer to the evolution and documentation of how well your employees work on their jobs depending on company goals and objectives. 

What are the three appraisal methods of HRM? 

The three essential appraisal methods of HRM are 360-degree feedback, Management by Objectives, and Behaviorally anchored rating scale. 

What is the best performance appraisal method?

The behaviorally anchored rating scale (BARS) is one of the best performance appraisal methods.

A Guide To Conducting Structured Interview For Best Hires

structured interview

Interviews can be intimidating not just for interviewees but also for recruiters. An interview provides an opportunity not just to assess a candidate but also for the candidate to evaluate the company. Thus, both parties need to put forward their best foot.


Interviews can be of multiple types depending on which part of the hiring pipeline is being taken and the role for which the hiring is taking place.


Interviews can be structured, unstructured, situational, behavioural, technical, etc. These interviews can also be conducted face-to-face, over the telephone, or in a video conference. This article talks about how to conduct structured interviews and why it is the most popular interview type.

What is a Structured Interview?

Research says only 20% of the applicants get selected for an interview, and only 30.89% of them receive an offer. Therefore, you need a structured interview in place to choose the right talent from such a tough competition. 


It is the standard interview approach where the interviewer asks the same predetermined questions to all the selected applicants in the same order. Furthermore, they use a standardised scoring system to rate and rank these interviewees. 

Recruiters feel this approach is more effective than other interview types and reduces the chance of bad hires. However, structured interviews don’t predict future job performance as cognitive tests or work samples can do. 


But, it reduces discrimination issues as all applicants are treated fairly, and each gets the same opportunities to showcase their ability. 


It is relevant in the recruitment of numerous fields, including human resources, political science, marketing, psychology, and more. 

Types of Structured Interview 

Recruiters can conduct a structured job interview face-to-face, over a telephone discussion, or a video conference.  


Usually, a face-to-face interview gives the recruiter detailed information about the candidates, along with their facial expressions, body language, tone, etc. This ensures you are choosing a highly qualified professional and a culturally fit candidate. However, it is time-consuming, resource-intensive, and is vulnerable to biases. 


According to a survey, 61% of recruiters believe video interviews will be the new norm. It eliminates the hassle of commuting, avoids biases, and is less resource-intensive. 


Similarly, conducting a structured interview over an audio call is beneficial for the recruiter and the candidates. However, you can find difficulty in engaging with the interviewee over a telephone interview but not for video conferences. 

How to Conduct a Structured Interview?

Like any other interview format, when you are about to conduct a structured interview, you must have a plan beforehand. For example, what questions to ask, how to grade the candidates, etc. 


Therefore, we have listed below a few steps to help you get started with a structured interview in HRM. 

Analyse Your Job Role

Before you set a structured interview, understand the tasks and responsibilities required for your openings. Additionally, you must also identify the skills, qualifications, and experience required for applying for the post. You must also determine which competencies can be measured through the interview.


For example, if you are hiring a project manager, a structured interview can help assess their communication, leadership, and problem-solving abilities. However, you need a skill assessment test to access their technical proficiencies like resource management and allocation.

Develop Lead and Probing Interview Questions

Now that you understand the requirements for the role, you must develop interview questions carefully. For example, if you want to evaluate six core attributes of a candidate, you can create a set of 12 structured questions. You can also get assistance from your legal department to review your question list to ensure compliance with local, state, and industry-related labour laws.

Determine Your Grading Scale

You must develop a standardised rating system for each question when organising structured interviews. Most employers use a scale of 1-5 or 1-10, with 1 being the low-quality response and 5 or 10 for the high-quality responses. 


It ensures all the interviews are assessed on the same rating scale, and you don’t entertain biases.

Train the Interviewers on the Assessment Process

One of the most critical steps in conducting a structured situational interview is to train your interviewees on how to assess candidates. This includes 


  • setting an interview protocol
  • asking pre-planned questions
  • using a rating scale and scoring guide
  • avoiding biases


Additionally, ensure the interviewer has relevant expertise and experience in determining candidates’ competencies and fit for the role. 

Conduct Interviews

Now that you are ready to conduct a structured interview, schedule them with the selected applicants in advance. Additionally, ensure you communicate the interview details and expectations with the candidate via email or telephone. 


During the interview, make sure you ask every candidate the same set of questions in the same order and listen to their responses actively and attentively. You can also take notes or record their answers and use a rating scale to score their replies. 

Analyse Results and Make Decisions

After conducting the interview and collecting the data required, you must analyse their responses. The recruiter must focus on evidence and criteria rather than being biased toward the candidates:


  1. You must compare the scores and ratings offered to each candidate for their competency.
  2. Consider any other relevant information or feedback you recorded throughout the interview.
  3. You should check for inconsistencies, discrepancies, or data errors in the scoring and resolve them immediately.
  4. You must select the best candidate for the role depending on their potential, qualifications, performance, and cultural fit. 

How Can 6 Pence Help with Hiring and Recruitment?

Structured interviews can offer numerous benefits to recruiters, from making effective hiring decisions to eliminating biases and streamlining the decision process. It allows you to hire the best-fit candidates irrespective of their backgrounds and focus on the DEI (Diversity, Equity, and Inclusion) initiatives. 


However, if you aren’t getting the right-fit candidates in GCC, you can contact 6 Pence. We are the leading permanent and temporary staffing agency helping numerous businesses in Oman, Iraq, Bahrain, and Dubai. We provide end-to-end staffing solutions for our clients. Connect with us today to learn more!


Also Read: The Ultimate Guide to the Best Recruitment Tools for HR

Frequently Asked Questions

What is an example of a structured interview? 

All questions asked in a structured interview are pre-planned, follow an order, and rank applicants with a standard rating system. For example, suppose you are conducting interviews for 10 candidates. In that case, your first question for all of them remains, “Do you believe the Earth revolves around the Sun, yes or no?” followed by, “Is Earth the only habitable planet, yes or no?” etc. This is a structured interview where all questions are the same and follow the same order. 

What is structured and unstructured interview? 

A structured interview refers to an approach where you have standard pre-planned questions for data collection that may be close-ended, open-ended, or a combination of both.


On the other hand, an unstructured interview is an approach when you don’t have any planned questions and involves a free-wheeling conversation with off-topic discussions and irrelevant feedback. However, you can equip facilitators with interview guides for asking relevant questions. 

What are the advantages of structured interviews?

A structured interview is more time-efficient than other interview formats. It has a pre-planned set of questions, so it will likely go into tangents, especially if your questions are close-ended. If you provide more structure to the internet, you will generate better responses that are easy to analyse.

How to Design a Compensation Strategy to Attract Best Talents?

compensation strategy

Hiring and retaining top talents in companies is getting difficult every day, especially as the market shifts to be candidate-centric. You need to find new ways to attract them, such as establishing a suitable compensation strategy. 


It includes bonuses, commissions, paid time off, benefits, and an attractive salary package. This article shares essential steps in planning compensation packages and their benefits. With a clear compensation framework, you will be able to become more competitive when it comes to attracting and retaining top talents. 

What is a Compensation Strategy?

Strategic compensation planning outlines ways to reward employees for contributing to your business goals. According to research, 40% of recruiters believe employees will leave their jobs to find new employment that offers better benefits. 


This number illustrates the importance of establishing a strategic compensation system in every company. The compensation and remuneration can be different according to diverse roles within the company.


You can look into your competitor’s strategy example to identify how they attract and retain talents. For instance, some companies may promise bonuses and commissions, while others may offer paid time off, maternity leave, health insurance, etc. Most importantly, the salary you pay to the employees must be well-researched and fair. 

Types of Compensation Strategy 

Companies use three types of compensation strategies when setting salaries and benefits. 

Leading Strategy 

If implementing a leading compensation strategy, you must aggressively set salary rates above the market rate. For example, the basic salary of an accountant is AED 50,000 a year, but you pay them AED 5,000 more. A leading salary package makes it easy for you to attract and retain top talents.

Lagging Strategy

This is just the opposite of the leading strategy. If you are implementing a lagging strategy, your salary rates are set lower than the market rate. 


For example, a writer’s basic market salary rate is AED 35000 per year, but you pay them AED 3000 less. This is usually followed by smaller organisations with lower financial resources, e.g., charities or non-profit organisations. 


With a lagging strategy, retaining employees becomes difficult, and you may need financial help to pay them fairly. 

Meeting the Market Strategy 

If you want employees to be paid a fair salary and expect them to perform well, meeting the market compensation strategy is your solution. Here, you research the market and set salary ranges per the market rate. Additionally, if your company is financially strong, adding up bonuses, incentives, and other benefits can be a plus point for retaining top talents. 

What is the Importance of Compensation Strategy?

Research says 83% of organisations believe having a benefits package positively impacts workers’ productivity, while 84% say it can help recruit top talents. These numbers illustrate the importance of strategy in your company. 


We have listed a few other advantages for establishing such strategies. 

Effective Talent Acquisition

The chances of acquiring top talents increase with a good salary strategy. Additionally, it encourages your existing employees to continue in their positions and not leave you for some other lucrative benefits from your competitors. 

Fulfill Company Objectives

Compensating your employees moderately can improve their productivity and interest in fulfilling your objectives. When you reward them for their hard work, workers feel valued and engage more with your company. This further improves employee retention rates. 

Proper Budget Management

You cannot pay your employees strategically if you don’t have a plan. It can harm your budget and cause your company to go bankrupt within a few years. Therefore, a compensation strategy is essential for budget management and ensures you pay all employees equally and fairly. 

Boost Employee Morale and Engagement

Everyone loves getting rewarded for the labour they give in improving business sales. At this point, if you pay them lucrative incentives or bonuses, they’re more likely to remain in your organisation for longer. This reduces your time and money on hiring and training new employees to ensure high productivity. 

How to Design a Good Compensation Strategy in HRM?

Are you worried about how to design a good compensation strategy in HRM? Here’s a solution for you. You can follow these steps to create a suitable strategy.

Assess your Company Goals

Before you start designing the company’s compensation structure, you must evaluate your company’s goals and objectives. For example, you might require a strategy to reduce turnover rates or attract top talents.

Identifying Compensation Philosophy and Current Strategy

Now that you are creating a new compensation strategy, you must identify how your existing processes perform and what additions are required. However, if your current plan is not meeting your company goals, you need a new one. But ensure you are assessing your budgets so that paying high salaries doesn’t impact your bottom line.

Choosing a Pay Structure

One of the main reasons why people work is to earn their bread, which means they expect fair pay from your company. Bonuses and other benefits come on the next priority list. 


A salary structure usually includes base pay, frequency of the payment, and scheduled pay raises. You can set a base pay by researching the minimum, median, and maximum market rates to ensure paying fair and transparent salaries to workers. 

Determine the Organisation’s Bonuses and Incentives

Once your salary is set, you must focus on bonuses and incentives that add flexibility to your job offers. You can offer these rewards in two ways, either commission-based or indirect compensation. 


Employees stay engaged and productive when you offer them these lucrative benefits for their services. However, this doesn’t mean you will pay them high above the market rates, but even nominal rewards can make employees valued. 

Set Additional Benefits 

Besides salaries and bonuses, employees prefer working in a company that offers them benefits like healthcare. You can also include life insurance, short and long-term disability, work-related injury expenses, legal and financial services, child care benefits, and more.


However, you must focus on affordability and set up benefits packages within your budget. 

Check the Strategy for Legal Compliance

Once you have developed a strategy for compensation, confirming whether it aligns with all legal requirements is crucial. For example, you’re offering four to six percent of earnings to eligible workers for 2 weeks of vacation. In that case, you must check whether this strategy aligns with the country’s annual vacation and vacation pay laws. You can also collaborate with legal professionals to help you legally implement your plan. 

Seek Management Approval

Finally, the HR team must present their salary package to the company’s management for approval. They then prepare a report to outline competitor strategies, compensation data, and employee feedback. 


The management can further adopt your proposal or request updates.

How can 6 Pence Help?

A company’s solid compensation strategy attracts top prospects and retains top employees. Employees stay longer in your organisation when you pay them fairly and offer rewards and benefits. 


If you want to find qualified talents for your company, consult with 6 Pence today! We are a leading recruitment and staff outsourcing company in Bahrain, Dubai, Oman, and Iraq. We will help you find the right employee and assist with the related paperwork, payroll processing, and more! To know more, connect with us today!


Also Read: 11 Training Programme for Employees That Should Not Be Missed

Frequently Asked Qustions

What are compensation strategies? 

A compensation strategy refers to the guidelines of an organisation’s approach towards paying their employees and additional benefits and perks. It includes setting employee salary ranges, determining bonuses and raises, and identifying benefits to offer your workers. 

What are the four methods of compensation? 

The four compensation methods are hourly pay, salary, commission, and bonuses. 

What is an example of a compensation strategy?

One example of a compensation strategy is offering a retirement savings scheme for employees who have been working with your company for over a year.

8 Easy Steps To Improve Employee Productivity in the Workplace

employee productivity

When we start a discussion on employee productivity, most of our conversations revolve around the number of working hours, where they work from, etc. 


If you assume an employee works 40 hours a week, they give your company 2000 hours a year. But, when it comes to real workforce productivity, the number gets tricky. 


Most studies revealed that employees are only productive for 60% of their work time and are more productive while working from home. But why is employee productivity important for your business, and how can you improve that? This article will share answers to all these questions. 

What is Employee Productivity?

Employee productivity measures employees’ efficiency and effectiveness in completing tasks and achieving goals within a given timeframe. Usually, good employee productivity is nearly 70%, and companies can target 70-75% workforce productivity. 


We can use a formula to calculate employees’ productivity in your business.


Employee productivity = Total output/total input


For example, if your company generated USD 60,000 by selling goods in 1500 hours. Then, your employees’ productivity is (USD 60,000/1500) USD 40 per hour of work. 


Now, you generated USD 60,000 with 30 employees, so your per-employee productivity is (USD 60,000/30) USD 2000 per employee a week. 


To summarise, workforce productivity is related to individuals and their achievements. But, as we check at a more granular level, it refers to a company’s health and ability to grow and thrive. 

What is the Importance of Employee Productivity in Business?

You must wonder how employee productivity is connected with your business. But let us tell you when your ground-level workers’ productivity improves; your business moves a few steps toward success. 


Every company looks for ways to reduce the productivity gap created by technological advancements to scale. However, only a few companies have considered closing staff productivity gaps essential for a business to thrive. 


When your employees are more productive, your organisations can scale and meet their goals more efficiently. Additionally, employee productivity helps businesses meet consumer demands, become more profitable, and remain competitive.

What Factors Affect Employee Productivity in Companies?

There are a handful of factors that can affect employee engagement and productivity. However, one common reason for low employee productivity is management. 


Research says nearly 35% of employees say their boss stresses them out, especially by micromanaging them. This has resulted in distractions and being less productive at work. On the other hand, it was found that when the manager backed their employees and trusted them, staff productivity level increased massively. It also resulted in finishing projects ahead of time. 


We have listed some other reasons that may affect employee productivity in the workplace. 

Employee Health and Wellbeing

Your employees are not isolated beings; their personal life can impact their professional lives. We all suffer from stress and mental health issues, affecting our professional performance. 


Others can have financial and relationship issues or physical health problems. Altogether, these factors can affect an employee’s productivity at work. 

Work Environment

Productivity gets hampered if your company’s work environment is always noisy, has extreme temperature settings, unnatural lighting, or unavailability of proper workstations. However, this problem is more evident with remote workers who may not have a professional setup like your office at home. 

Company Culture

It plays a significant role in shaping employees’ productivity. While a positive culture increases productivity and employee retention, a toxic culture can result in low morale, high turnover, and reduced productivity. 

Work-Life Balance

If you aren’t focusing on providing employees with a healthy work-life balance, the chances of burnout and low productivity increase. 

Facilities and Equipment

Employees’ productivity decreases if they use less effective tools and outdated technologies. Therefore, you must invest in reliable, intuitive, and fast technologies to improve employee productivity. 

How to Improve Employee Productivity in your Company?

Businesses need to look for numerous ways to improve productivity in the workplace. We have listed the top ways that can do wonders to make your employees productive while also keeping them happy.

Improve your Communication with Employees

You must encourage two-way communication in your company. It allows your employees to speak about their problems and feel heard. Proper communication can help you solve misconceptions and misunderstandings that lead to low productivity. 

Omit Unnecessary Meetings

According to a study, employees spend many hours every month on unproductive meetings. Instead, you can switch to emails to send information to your employees. However, if you’re arranging meetings, make sure they’re for effective reasons and mainly cover essential points. 

Stop Micromanaging Staff

Most recruiters believe micromanaging can increase productivity, but the opposite is true. Employee empowerment in the workplace can only exist if the management trusts its employees and gives them the freedom to control their tasks at work. 

Hire People and Not Just Their Resumes

During an interview, a recruiter usually follows an outdated and traditional hiring process to assess candidates’ skills, job experience, and education. However, this is not sufficient for a productive workplace. You must consider hiring the right culture-fit talent whose ethics, behaviour, and beliefs align with your organisation. 

Train and Develop Employees

In a survey, we found companies investing in employee training and development have more engagement and productivity. Well-trained employees become experts in their domain, leading to better performance and higher productivity. 


On the other hand, if your employees are largely dependent on outdated technologies and strategies, your overall business productivity will be hampered. 

Allow Flexibility in Working

Remote and hybrid working practices are the top trends in the market after the pandemic. Workers have reported to have higher productivity while working from home. Therefore, companies need to allow such alternative work structures. 


Additionally, you must also remember that every worker may not have the same productivity during a fixed period. So don’t stick to a strict 9 to 5 schedule; try to offer them flexible work timings and improve productivity. 

Celebrate Achievements 

Recruiters sometimes neglect praising employees who made critical outcomes and fulfilled business goals. This demoralises workers, eventually affecting their productivity. 


Henceforth, you must invest in opportunities to compliment your employees on their achievements. This will help them feel motivated and appreciated, urging them to do better in future tasks.

Ask For Feedback

You must ask for employee feedback from time to time to understand what’s affecting productivity levels. For this purpose, you can create an employee-friendly environment to share their thoughts without fear of judgment. 


Furthermore, you must act on your insights from their feedback to ensure you value employees. 

How can 6 Pence Help?

In conclusion, employee productivity for any business is essential for its success. If you want to achieve high levels of productivity in the workplace, you must pay equal attention to what is beneficial for your organisation and your employees. Remember, happier employees are productive employees.


If you are looking for top talents to join your business and take it to new heights, then consider 6 Pence for all your staffing and recruitment needs. We have offices in Bahrain, Oman, Iraq, and Dubai. We assist our business partners in hiring the best-fit employees for their open positions. This leads to increased employee productivity and retention.


Also Read: Strategies for Effective Performance Management in an Organisation

Frequently Asked Questions

How do you measure employee productivity? 

You can measure an employee’s productivity by comparing the amount of work done to the time taken to complete it. For example, if you have to complete a writing that usually takes 3 hours, but an employee completes it in 2 hours, then their productivity is better than expected. It means if you have to increase productivity, you must finish your work ahead of time or do more work within that time. 

What is an example of staff productivity? 

Let us assume 30 employees are generating USD 90,000 in revenue in a week. So, using a formula, staff productivity= total output/total input, we get each employee’s productivity as (USD 90,000/30) USD 3000 a week. 

What are the four types of productivity?

The four types of productivity include employee productivity, material productivity, capital productivity, and total productivity.

6 Benefits of HR System Integration For Companies

hr system integration

The HR team is an integral part of a company, and they play multiple roles- from recruitment to payroll management to maintaining daily business operations.


Thus, making life easy for your HR team will increase productivity and better employee satisfaction. Technology can help make HR work more seamless and integrated, saving time and resources.


In a survey of HR professionals, 36% confirmed they don’t have adequate technology or an HR system integration. It leads to employees doing repetitive tasks manually, e.g., handling employee data, payroll, resume screening, etc. This drains their time and energy and affects the overall business performance. 


But what can an HR software integration help you with? When to consider them? What is its importance in your company? This article will answer all your questions. 

What is HR System Integration?

HR system integration is a comprehensive software package that can automate and simplify your HR-related operations. You can conduct hiring, onboarding, payroll, scheduling, timekeeping, and performance management within one software. 


Isn’t it saving your employees’ time and effort? 


Instead, they can invest that free time into core HR activities like hiring, retaining employees, and maintaining healthy employee relations. A recent survey discovered that more than half of global businesses are boosting their expenditure on such technologies due to their benefits. 


According to a Grand View Research report, the global human resource management market will expand at a CAGR of 12.7% from 2023 to 2030 and reach USD 56.15 billion by 2030. This will be a huge growth experienced by any sector in the upcoming years, where technology will play a significant role. 


Some of the most common HRIS integrations are


  • Payroll
  • Talent acquisition
  • Workforce management
  • Benefits Administration
  • Learning management
  • Collaboration and productivity


Before choosing the right solutions, study your company’s unique needs and evaluate your current HRIS. It includes finding all the bottlenecks in its current workflow to understand which activity adds time to overall processes. 

An Example of Integration in HRM

Let’s see an example of HRIS integration in HRM to understand how such systems can improve your work culture. 


For instance, your organisation has numerous employees with different milestones to celebrate, like birthdays and work anniversaries. It is difficult for organisations to remember them separately. Therefore, you can use an integrated human resource development system to store employee data. 


Now, whenever a milestone takes place, the system immediately shares the information with a predefined channel in business communication platforms where everyone can review and respond to the message. 


This way, you will never miss out on employees’ special dates and make them feel valued. Research says highly valued candidates are likelier to stay in your company.

Why do you Need an HR System Integration?

Are you tired of using multiple HR and payroll solutions or doing work manually? It’s time to get all-in-one HR solutions. Why? Let’s see the benefits of integrated HR and payroll systems in your organisation. 

Provides you with a Single Set of Data

Whenever you use multiple HR systems, chances of data replication increase, leading to unnecessary duplications. In contrast, an integrated human resource management system provides you with a single set of updated employee data. 


Additionally, any changes to this information will automatically be updated throughout the system. Therefore, you don’t need additional integrations to sync data across multiple systems. 


For example, one of your employees’ contracts is terminated, and your HR has entered all the necessary details into the system immediately. This data will be circulated throughout the system without re-entering them everywhere. 

Improved Aata Accuracy

Have you switched to automating your manual tasks to avoid human errors? But if you are using multiple systems for that purpose, chances of data inconsistencies remain. Therefore, it is beneficial to get an integrated human resource development system. 


With such technology, you can enter data into your system once, which gets updated across all systems in real time. 

Saves Time and Money

When all your data are stored at one central location, it reduces costs related to installing and maintaining multiple systems. Additionally, it lowers the time taken in upkeep and troubleshooting them or manually handling HR operations. 


Altogether, they free up your time for core HR responsibilities and save unnecessary expenses. 

Efficiency in Reporting and Analytics

One of the biggest challenges of HR teams with multiple systems is data analysis and systematic reporting. You must gather data from multiple systems, export them into another tool, and generate reports. Altogether, this is time-consuming and is highly prone to errors. 


On the other hand, most integrated systems have an inbuilt reporting and analytics tool that helps you generate reports in a few clicks. Furthermore, you save time analysing data, identifying trends, and taking required actions. 

Makes Compliance Much Easier 

Some form of regulation binds every department of your company. While company regulations are still in your hands, maintaining legal and government laws is mandatory for the HR team. 


However, an HR system integration can help HRs fulfil their obligations by reducing manual tasks and the risk of errors. Additionally, some systems may provide an audit trail of compliance activities within your organisation.

Ease of Data Access

HR system integration allows employees to access their data from anywhere. Additionally, they don’t have to switch between applications or bother others whenever they need certain information. This saves their time and allows them to focus on strategic activities for better talent acquisition

How do you Integrate a Program into Your HRIS?

There are multiple ways of HRIS integration, but we mainly use custom integration, native integration, and iPaaS providers. 

Custom Integration

In the case of custom integration, the companies are responsible for developing an integration between a software tool and your HRIS using their API platforms. 


Even though it is a highly personalised method of integration, small businesses without proper IT teams may face difficulty as platforms evolve. 

Native Integration

Some HRIS providers collaborate with software companies to offer pre-built integrations for your organisation. These partnerships result in more intuitive and stable integrations as they constantly update and maintain them. However, you may need to pay an additional fee for these facilities. 

iPaaS Provider

An iPaaS or integration platform as a service provider helps you build and maintain its integrations on the company’s behalf. It is an excellent solution for companies without dedicated development or IT teams. However, configuring integrations with such vendors can be time-consuming and incur additional expenses. 

How can 6 Pence Enhance Your HR System Integration?

In conclusion, an HR system integration is an excellent tool for your HR team. They can save time and resources, prevent data errors, and increase overall productivity. 


If you want to reduce your HR department’s workload without compromising work quality, it’s time to connect with 6 Pence. We are one of the leading staff outsourcing agencies in the GCC, with offices in Bahrain, Oman, Iraq, and Dubai.


We provide end-to-end staffing solutions, and our business partners and their employees get access to our cutting-edge 24/7 HR e-service portal. This allows the employees and employers to access any documentation at any time. To learn more, connect with us today!


Also Read : A Complete Guide to Prepare for a Job Interview

Frequently Asked Questions 

What is HR systems integration? 

HR systems integration is a software solution that merges all HR activities for maximum efficiency. It helps the HR team maintain accuracy, enables greater automation, eliminates error and data reputation, and consistently ensures all systems management. 

What are the four levels of integration in HRM? 

The four levels of integration in HRM are administrative linkages, one-way linkages, two-way linkages, and integrative linkages.

What are integration strategies?

The common integration strategies for HR tools include native integration and custom integration.

8 Effective Recruitment Strategies to Improve Your Talent Acquisition

effective recruitment strategies

Every company wants to hire top talent to ensure business success in the long run. However, it is challenging for recruiters to search for prospective candidates, inspire and motivate them to apply for your openings and persuade them to accept an offer. Technology makes job posting easier than ever, but you must implement effective recruitment strategies to hire top talents.


This article shares everything about recruitment strategies that can help you in talent acquisition

What are Effective Recruitment Strategies?

Effective recruitment strategies are the formal plans developed by recruiters to source, interview, and assess top talents to determine their right fit for your job openings. 


However, the process from creating job requisitions to candidates accepting an offer is time-consuming and can drain your resources. Therefore, companies outsource their recruitment to professional agencies where experienced professionals help you find the right fit. 


The recruitment strategies depend primarily on the company’s goals and priorities. However, their objective of hiring the top talents in the organisation remains the same. During the process, you may connect with talents unsuitable for the present openings but can serve you in the future. 


Therefore, implement the most effective recruitment methods that focus not only on immediate hires but also on forming a talent-rich hiring pipeline. It helps you create a strong talent pool that reduces your effort in finding candidates for future openings. 

Benefits of Effective Recruitment Strategies

There are multiple benefits of implementing effective recruitment techniques in your organisation. Listed below are some of its benefits 


  • Attracting top talents in the market
  • Reduce hiring costs by bringing in right-fit candidates
  • Improve employee retention as they align with your company’s values and needs
  • Boosting company performance with the right people on the team

Top 8 Effective Recruitment Strategies to Attract Top Talent

The types of recruitment strategies you implement may not be the same as others, but the objectives remain the same. Most organisations are using effective recruitment strategies to improve their talent acquisition process. 


Listed below are the top 8 strategies that you can implement during recruitment.

Define your Employer’s Brand

Most people want to join a company with an established brand and credibility in the industry. You can build a reputation around the products or services you sell. 


Additionally, create a compelling “About Us” page on your website to give a clear view of your vision, mission, initiatives, and beliefs. You can also add employee testimonials that insist talents apply to your company. 


Moreover, establishing your company’s engaging social media presence also helps attract top talents.


Research says stronger brands can attract 50% more qualified applicants than others

Treat your Candidates Like Valuable Customers.

This might sound crazy that candidates must be treated like customers during recruitment. Subsequently, it is essential to make them feel valued to develop their trust in your company. This includes respecting their time by limiting the application process and interview period. 


Additionally, you must set a fixed interview time, notify the candidates, and stick to it. You must provide contact details and be available for any follow-up questions post-interview. 

Implement Employee Referral Programs

A LinkedIn survey says companies using employee networks for recruitment can expand their talent pool by 10 times more than other networks. High-calibre people surround most professionals, and by implementing employee referral programs, you can build connections with these people. Additionally, you can incentivise employees to pitch to friends and potential candidates to work for you to make this interesting. 

Use Multiple Job Boards

Instead of using one job board, you must post your openings on multiple platforms and websites to source talents. It lets you connect with thousands of applicants interested in your company to select the best fit. Additionally, you can use niche job boards to enhance your recruitment and selection strategies in HRM and target suitable candidates. 


For example, you can post jobs at local job boards and even global job boards to expand your talent pool.  

Use Social Media to Target Talents

In today’s digital age, social media channels have become one of the best recruitment avenues. These platforms allow for seamless communication between employers and potential employees. 


Therefore, every business must have a welcoming and robust presence on social media. For example, you can share company pictures to demonstrate your DEI initiatives in the workplace that can attract talents looking for diverse cultures.

Create Compelling Job Descriptions

Potential employees apply for a vacancy only after reviewing a job description. Therefore, it is the first interaction point between job seekers and employers. Since it can make or break your company’s first impression, you must write a compelling job title, exciting company details, core responsibilities, and job requirements. This gives a clear idea of your ideal candidate, making talents determine their suitability for the post. 

Develop an Attractive Career Page

Most applicants visit company career pages to apply for a vacancy directly. At the same time, others find your vacancy details on job boards but visit your site for a better understanding of work culture. Therefore, you must update your career site with the latest news and opportunities. 


Additionally, ensure you add all the benefits and perks for employees, DEI initiatives, employee testimonials, and other engaging details to attract talents. 

Use ATS for Recruitment

With the advancement of technology, recruiters can reduce their hiring timeline with an applicant tracking system. An ATS can help you source candidates from multiple channels and screen them as per job requirements. 


They can also help you create compelling and engaging job requisitions and post them on different channels for better talent acquisition. Furthermore, such technology can assist you in scheduling interviews and preparing pre-assessment tests for screening candidates. Thus, implementing technology can improve your effective talent acquisition strategies.

How 6 Pence Helps With Effective Recruitment Strategies?

Implementing effective recruitment strategies in an organisation is essential for successful talent acquisition. However, you must track its performance regularly and make tactical tweaks whenever needed. This ensures you implement strategies that align with your current business objectives and engage top talents in the market.


However, if you aren’t satisfied with your current recruitment attempts, consult with 6 Pence anytime! We are one of the foremost recruitment and staff outsourcing company in Oman, Iraq, Bahrain, and Dubai, helping business associates to fulfil their recruitment needs. 


Our assistance continues after finding you the top talent quickly through our extensive candidate database and by qualified recruiters with thorough background checks and paperwork processing. We also help with payroll processing and other administrative work.


Connect with 6 Pence today to learn more!


Also Read : The Importance of Diversity in Workplace in 2023

Frequently Asked Questions

What are recruitment strategies? 

The top recruitment strategies used by HR include developing a positive employer brand and using multiple job boards to find potential employees. They can also use ATS, referral programs, and other methods to improve their recruitment processes. 

How to create effective recruitment strategies? 

The recruiting strategy becomes effective with proper planning and use of technology. Additionally, you can develop effective recruitment strategies by leveraging social media niche job boards, using an applicant tracking system, and valuing candidates.

 What is a recruitment plan?

The recruiter uses a recruitment plan to source, attract, interview, and assess candidates to determine the right fit for the company and hire for a vacancy.

A Complete Guide to Prepare for a Job Interview

prepare for a job interview

Are you reaching the interview round but couldn’t crack one? 


Do you get cold feet each time you sit for an interview?


It may be because you need to prepare for a job interview properly.  To appear confident and ace interviews, you must put in 110% effort when you prepare for a job interview. It’s more than just brushing up on your technical skills.


Your preparation must include researching the job, the company, and the post you are applying for, along with brushing up your skills and knowledge in your domain. When we say prepare for a job interview, we mean not just qualifications and skills but your attire, behaviour, personality, and professionalism. 


Research says candidates have only a 36.89% chance of receiving an offer after appearing in one interview. It means you must prepare for a job interview properly. This article lists all the necessities for job seekers to stay prepared for any interview. 

What is a Job Interview?

A job interview is a two-way communication between the interviewer and the interviewee that decides whether a candidate fits the role. Similarly, you can understand if the company culture, values, and responsibilities align with your job purpose.


In short, it is a conversation between the recruiter and the job seeker where both parties try to get to know each other. An interview can be conducted face-to-face in the office via video or telephone. It is the best way to assess a candidate’s real abilities and decide if they suit the company’s demands. Additionally, the company knows what training and personal or professional development courses they must offer to obtain the best performance from the employee. 

Why Prepare for a Job Interview?

Research says nearly 50% of job seekers fail an interview because they lack proper knowledge about the job and the company they applied for. It is the first and foremost reason why interview preparation for freshers is essential. 


Moreover, being a fresher, you may not have proper experience in the role, but your knowledge and skills can get you the job. Additionally, you get a clear idea of the work culture and initiatives of the company. If their values align with your objectives, your enthusiasm for the job increases. 


When you prepare for an interview, your confidence increases, allowing you to make a good impression on the recruiters and demonstrate your interest in the role.

How to Prepare for a Job Interview?

For most candidates, job interview preparation begins with searching for interview preparation tips. It gives them a basic understanding of tackling tough questions, impress the interviewer professionally, and land the job. We have listed a few tips for you to prepare for a job interview. 

Research the Company and Job Role

Before an interview, learn about the company’s mission, values, culture, and products or services. You can also research their recent news and achievements to impress the recruiter. Additionally, it is essential to thoroughly research the specifics of the role you are applying for, understanding its responsibilities and basic requirements. 


Before appearing in the interview, one thing to confirm is whether your skills and knowledge align with the role you are applying for. 

Understand the Standard Interview Questions

A common thought that must come in your mind is how to prepare for an interview questions. The best way to prepare for an interview is to search for common interview questions. Though predicting every question of an interview is complex, good preparation with common questions makes you feel confident and smoothly articulate your answers. You must highlight your past experience or training, achievements, challenges, and skills during the interview. 


Additionally, stay prepared with questions about your strengths, weaknesses, career goals, teamwork, and problem-solving ability. 

Dress Up and Pose Professionally

First impressions in an interview can significantly impact your getting the job offer. It means learning to dress professionally and carrying good body language is essential. You must choose an appropriate attire that aligns with the company’s culture and industry standards. 


Additionally, you must practice body language, like giving a firm handshake, maintaining eye contact, sitting up straight, and speaking confidently. 

Prepare Your Own Questions

When you prepare for a job interview, you must prepare a set of questions to ask the interviewer. It demonstrates your knowledge about the company and industry and your focus on professional development. You can ask about the company’s future plans, growth opportunities, or any specific aspects of the role you would like to know more about before accepting a job offer. 

Conduct Mock Interviews

You can get help from a friend or family member to conduct mock interviews. You can also speak in front of a mirror to enhance your confidence. These practices will stimulate the interview experience and help you practice your answers, refine your speaking style and diction, and identify areas of improvement. 


You can also request constructive feedback on your communication styles, clarity of answers, and overall presentation from mock interviewers. 

Gather Necessary Documents

You must gather all required documents, including 


  • ID proofs
  • photographs
  • copies of your resume
  • cover letter
  • reference letters
  • educational certificates 


Additionally, your interviewer may ask you to bring 


  • previous payslips
  • relieving letters from the prior recruiter
  • the bank statement. 

Stay Updated on Industry Trends.

You must familiarize yourself with all the recent developments, news, and trends to demonstrate your dedication toward professional growth. It can create a good impression on the recruiter, and chances are high that they offer a hiring letter. 

Update Your Social Media Profile.

Research says 84% of companies use social media to recruit top talents. Therefore, you must update all your profiles, especially LinkedIn, Facebook, and Twitter. Recruiters may ask for your profile links to check your personality and background. 


Are you appearing for an interview over a video conference call? Virtual job interview tips remain the same as any ordinary interview except for preparing the interview setup. 


It includes 


  • preparing a noiseless interview area
  • having a space with ample light
  • arranging your system, headphones, and microphone
  • ensuring you have a strong internet connection

How 6 Pence Helps

You must’ve understood how to prepare for a job interview by now. Several other things to consider during an interview, like being polite, appearing on time, and being careful of what you ask the interviewer. Additionally, you must brush up your skills, gather sufficient knowledge, and have hands-on experience for the role you applied for. 


Are you looking for well-paying and reputable jobs in the GCC? Then, drop your CV by visiting our careers page on the website and following us on social media to stay updated with the latest job openings.


We are one of the leading recruiters and staff outsourcing agencies for some of the biggest public and private sector companies in Dubai, Oman, Bahrain, and Iraq.


Also Read : Strategies for Effective Performance Management in an Organisation

Frequently Asked Questions

What is important to prepare for a job interview? 

You must remember to take a copy of your CV, ID proofs, certificates, and all necessary documents for the interview. Additionally, brush up your skills, acquire sufficient industry knowledge, prepare common interview questions, dress professionally, and be polite. 

What are interview skills? 

Interview skills of a candidate give valuable insight to the recruiter of how they will communicate in the workplace, team working capabilities, and solve problems. Additionally, it demonstrates whether you are an active listener, honest in your work, and a good fit for the work environment.

What are three tips for a successful interview? 

The three primary tips for a successful interview are:

  • Prepare for the interview.
  • Enhance your behaviour and personality.
  • Brush up on your skills and knowledge.

The Ultimate Guide to the Best Recruitment Tools for HR

recruitment tools for hr

Every business aims to recruit top talents, but only a few invest in recruitment tools for HR. These tools can considerably change your recruitment process, especially by reducing the hiring timeline and keeping top talents engaged longer. It helps in optimising your recruitment process and, therefore, shortening your hiring cycle by 60%. These recruitment tools for HR help you save time and money and direct more resources toward the labour-intensive facets of talent acquisition. 


This article guides you through the best recruitment tools for HR so that you can implement them in business and improve your hiring process. 

What are Recruitment Tools for HR?

Your recruiting priorities might have changed over the years, but your objectives remain the same: hire the top talents for every role. Recruitment tools for HR are the digital solutions that automate most of your recruitment tasks. Additionally, it helps you cope with the growing need for sourcing and hiring more qualified candidates within less time.


For instance, you can use a video interviewing tool instead of in-office interviews. Similarly, an application tracking system can help you source and filter top candidates instead of manually sorting the best resumes. 


The top hiring tools for HR perform numerous functions, like


  • Organising and storing applicant information
  • Posting and promotion of job advertisement
  • Tracking the job application process
  • Communicating with candidates throughout the process
  • Onboarding new hires

Examples of Top Recruitment Tools for HR

Recruitment techniques in HRM require the latest tools to improve their overall hiring process. A few examples of such tools include


  • Applicant tracking system
  • Interview scheduling software
  • Project management CRMs
  • Video interviewing tools
  • AI chatbots 
  • Onboarding tools
  • Pre-assessment tools

When to Use Recruitment Tools for HR?

You can use them throughout the recruitment process, especially when remote working opportunities are at their peak. Nearly 61% of recruiters believe video interviews will take over the norm as it eliminates the need for commuting. Similarly, numerous other recruiting tasks no longer require human attention, but tools can do them better and faster. 


However, as mentioned below, you need these tools, especially when you encounter specific challenges. 

Competing for Talents

Talent acquisition is getting complicated daily, and as the job market gets candidate-centric, you must invest in talent acquisition tools and techniques. Manual work can slow down your hiring process, losing top talents to competitors. 

Experiencing a Lack of Collaboration

Without a proper flow of information between all the recruiters and hiring managers, you often find employees performing the same task. Thus, it results in a waste of time, money, and resources. Therefore, having talent acquisition tools handy can help you cooperate and send regular updates to team members throughout the recruitment process. 

Substantial Time-Consuming Paperwork

You might often face difficulty filtering through piles of resumes and job applications while choosing the best-fit candidates. Additionally, preparing documents manually, inputting new hires’ data, signing documents, etc., takes away your time from essential recruitment duties. However, if you implement top tools for recruitment and selection, you can save time and resources. 

Benefits of Recruitment Tools for HR

Recruiting top talents is one of your most crucial tasks in the organisation. However, attracting candidates and hiring the best fit can be challenging for you. Therefore, most recruiters prefer using different recruitment tools for HR. Let us see how these tools can benefit your organisation. 

Improves Productivity

You can invest in online recruitment tools for HR to improve your recruiter’s productivity. These tools often use cloud technology that allows you to connect using mobile devices. This way, your hiring team can effectively process recruitment from anywhere without disruptions. 

Enhance Your Social Reach

Most candidates apply for a job via their social media handles. Therefore, recruiters need to reach and attract a wider array of candidates on these platforms. However, the process isn’t as easy as it sounds unless you use a recruitment tool. These tools have the potential to post and promote your job ads on multiple platforms and source unlimited candidates. 

Saves Time From Mundane Tasks

Recruitment is linked with numerous tedious and repetitive tasks that take away recruiters’ time from essential duties. However, automating them using talent acquisition tools can save you time, especially for sourcing and filtering candidates, scheduling interviews, and more. 

Strengthen Your Talent Pipeline

When you are recruiting for lots of open roles to fill, building a talent pipeline may go unattended. Fortunately, recruitment tools for HR help send applicants into a candidate database with detailed candidate profiles. It helps you fill up future positions without much effort or start your search for talents from scratch. 

Improves Communication with Candidates

You must engage top talents with numerous updates on their recruitment. This urges proper communication with candidates throughout the recruitment process, and a tool can help you do that. You can automate responses to common candidate queries and emails. Thus, it assists you in keeping top candidates in the loop with proper communication. 

Reduce Key Metrics of Recruitment

These hiring tools for HR assist your recruiters to work more efficiently and attract more candidates. There are three critical metrics that this software can help you reduce: 


  1. Time to hire
  2. Time to fill
  3. Cost per hire

Offers Recruiting Analytics 

The recruitment tools you’re using help to generate real-time data analytics and provide valuable insights into your quality of hire. This data allows you to decide how to reduce recruitment length, improve productivity and employee engagement, and meet your hiring goals. Altogether, working on these metrics ensures an improved quality-of-hire. 

Help Recruiters in Meeting Diverse Talents

Recruitment tools for HR allow you to source candidates depending on their relevance to the job description. They don’t entertain biases or use discriminating factors like race, colour, and sex in filtering candidates. Therefore, you can dive into a diverse pool of talents and choose the best fit. 

Real-Time Accessibility

Talent profiling is challenging for most recruiters; however, using recruitment tools can solve your worry. It helps HR professionals to integrate with all other departments and data centres in your company. Thus, you can access recruitment data from anywhere and ensure fully connected recruiting operations in business. 

How Does 6 Pence Help Businesses with Recruitment?

By now, you must’ve understood what recruitment tools for HR do for your company. They have automated the entire recruitment process, saving time and resources and allowing you to find the top talents within a short hiring timeline. However, if you face difficulty with staff recruitment, both temporary and permanent staff, contact 6 Pence. We are the leading staffing outsourcing agency in Oman, Iraq, Bahrain, and Dubai and can help you connect with top talents irrespective of your recruitment demands.


We extend our help beyond just finding the right talent. Our recruiters find the right talents, do background checks, process paperwork, and help with payroll processing. 


6 Pence offers employers and employees access to our 24/7 HR e-service portal. This platform allows all involved people to access any documentation anytime and from anywhere.


Also Read : Step-by-step Guide to Successful Employee Exit Management

Frequently Asked Questions

What is HR recruitment software?

HR recruitment software is a computerised system organisations use to manage their employee life cycle from sourcing to hiring and identifying great candidates to onboarding new employees.

What tools do you use for recruiting? 

Numerous recruitment tools are used throughout the process, including Applicant Tracking System, CRM, onboarding software, pre-assessment tool, video interview tools, etc. 

What are the five parts of recruiting and hiring? 

The five parts of recruiting and hiring include 

  • Recruitment planning
  • Strategy development
  • Searching for talents
  • Screening candidates
  • Evaluation and control

A Guide To Adopting Employee Referral Bonus Policy

employee referral bonus policy

Are you willing to hire top talents in the most cost-effective way? 


You can introduce an employee referral bonus policy program in your organisation. Instead of making substantial investments in posting job ads on multiple boards, you can boost hiring efforts with your co-workers’ help. Research says companies can expand their talent pool 10 times by recruiting through employees’ referrals. Additionally, you can motivate your existing employees to refer to top talents in their network by rewarding them


This article guides you on making an employee referral bonus policy and shares its benefits in your organisation. 

What is an Employee Referral Bonus Policy?

Employee referral refers to an organisation’s talent acquisition approach where your existing employee recommends a potential candidate for your vacancy. These candidates usually don’t follow a traditional application process; instead, they submit resumes through your employees. The recruitment team reviews the applications to check the candidates’ suitability and sends them job offers upon selection. 


It is similar to a client referral policy where your present clients act like brand advocates and refer you to their network to increase brand awareness and sales. These clients often receive some benefits from the company; thus, they actively participate in referral programs. 


Similarly, you must introduce incentivising policies to engage your employees in employee referral programs. Therefore, an employee referral bonus policy refers to a structured way you request and receive employee referrals and, in return, pay them a bonus on successful hiring.

Benefits of an Employee Referral Bonus Policy

Here are a few reasons if you are wondering why to entertain an employee referral on job application. 

Faster Recruitment Process

When your co-workers refer someone from their network, these candidates will likely meet the minimum job requirements. Therefore, you can skip the advertising and resume screening process and instead interview them. Research says 45% of hires through referrals stay longer than four years compared to 25% of hires through job boards.

Reduced Recruitment Cost

Employee referral bonus policy encourages your employees to choose the top talents. Therefore, you can move faster through the recruitment process and save money on related expenses. 


For example, you don’t need to pay job boards to advertise your vacancy or compromise with product and service quality due to a lack of employees. 

Better Culture Fit

When candidates come through your existing employees, they know your business culture. It means if they are applying for your positions, they already like your culture and are ready to fit in it. The new hires have at least one person familiar with the company, which gives them the confidence to work efficiently and thus improves your retention rate

Recruit Hard-to-Fill Roles 

Recruiters face difficulty fulfilling hard-to-fill roles, especially those on tight budgets and schedules. However, your employees’ network may help you find the best-fit candidates for your openings. 

Employee Referral Bonus Policy Sample

In this section, let us discuss an example to understand the employee referral bonus policy better:


Here’s a sample employee referral programme policy for ABC organisation. You can follow this template to create one for yourself and customise it per your needs and requirements. However, it is best to discuss with your HR department or legal team to create a policy that complies with the local labour laws and guidelines.


The employee referral bonus policy encourages all employees working in ABC organisation to refer qualified candidates in their network for open positions within the company. It aims to 


  1. attract top talents
  2. improve our quality of hire 
  3. foster employee engagement by incentivising referrals

Referrer Eligibility

All the regular full-time and part-time employees qualify to participate in the employee referral bonus policy, except for the recruiters or hiring managers and senior executives (e.g., CEO and Managing Director). Former employees, consultants, vendors, and contractors are also eligible for the program.

Referral Bonus  

We will give out [2000 dirhams] rewards to every referrer if we hire their candidates. The bonus may increase if the referred candidate suits the hard-to-fill roles. 

Referral Bonus Payment Criteria 

According to our employee referral programme guidelines, bonus payments will be made to employees under the following two criteria:


  • The referee must be employed and not serving probation or a notice period during the bonus payment
  • Referred applicants must be enrolled on ABC’s payroll, showing no signs of resigning or not serving the notice period during the period.

Referral Criteria

  1. All the employees must submit their referrals through the designated platform or follow the process outlined by the HR department.
  2. Every referral must include accurate and complete candidate information, including their full name, qualifications, relevant experience, and contact details.
  3. If multiple employees refer the same candidate, the referral received first will be rewarded.
  4. There is no limit on the number of referrals an employee can make.
  5. Referrers will also receive rewards even if the candidate is hired in the future or for another position.

Candidate Eligibility

All the candidates being referred must meet the required qualifications and relevant experience for the open position, as mentioned in our job description. They should not be current employees or candidates already applying for the same role through other channels. 

Referral Process

  1. All employees can identify their potential candidates for our open positions.
  2. Employee submits referrals through the employee referral portal, accessible by our company employees.
  3. Our recruiting and HR managers will review the referrals and determine the candidates’ eligibility for the position.
  4. We will contact the shortlisted candidates and schedule an interview
  5. If the referrals are selected, and they accept our job offer, the employee referring them will be notified
  6. The referring employee will receive the bonus payment after the new hire completes their probation period 
  7. The referral bonus will be remunerated in accordance with ABC’s regular payroll schedule following the successful completion of the referred candidate’s probation period. All applicable taxes and deductions apply to it.

Program Guidelines

  1. ABC reserves the right to modify or terminate the employee referral programme policy at any time, with or without notice.
  2. The recruitment or HR department will solely administer the whole program 
  3. Any attempt to manipulate or abuse our employee referral bonus policy may result in disqualification from the program.
  4. All referrals made before the launch of our program may be considered eligible at the discretion of ABC.


ABC encourages all employees to refer potential candidates for our open positions who align with the company’s values and culture. Thank you for your participation in the employee referral bonus policy program. 

How 6 Pence Helps

When attempting to hire a new talent in a company, you can implement an employee referral bonus policy program. It allows you to recruit the best-fit candidates from your employees’ professional network quickly. Therefore, it saves your money, reduces the hiring timeline, and allows you to find employees for hard-to-fill roles smoothly. 


Another great way of recruiting top talents is getting assistance from a reputable staffing agency. We at 6 Pence offer you the best staffing and HR solution services in Oman, Iraq, Bahrain, and Dubai, ensuring you find the top talents in the market.


For further details, connect with us today!


Also Read : A Step-by-Step Guide to the Disciplinary Procedure in HRM

Frequently Asked Questions 

What is the employee referral policy?

The employee referral policy is a recruiting strategy used for organisations where recruiters encourage current employees through rewards to refer potential candidates for their job openings.

How do you handle employee referrals? 

Recruiters and the HR department of your organisation can screen the referrals’ resumes to ensure their suitability for the job, speak to the shortlisted candidates, and schedule interviews. The selected candidates then receive a job offer, and if they accept it, your hiring process is successful. 

What is the standard employee referral bonus?

The standard monetary employee referral bonus ranges from USD 250 to USD 25,000, depending on the seniority level of the openings and the current demand for the position. This is a global standard rate.

The Importance of Diversity in Workplace in 2023

importance of diversity in workplace

In recent years, organisations have recognised the importance of diversity in workplace, from hiring qualified talents, irrespective of gender, race, or nationality, to driving business sales and profits. 


It brings multiple perspectives, allowing you to make the best decisions and generate innovative solutions. Additionally, millennials prefer working in a company that invests in diversity programs. It enables them to work with talents from diverse backgrounds and skills and understand different ideas and perspectives. 


In a recent survey, more than 76% of job seekers reported that a diversified workforce is essential when evaluating multiple companies and job offers


This article guides you about the importance, benefits, and impact of diversity in workplace. 

What is Workplace Diversity?

Workplace diversity refers to your efforts in hiring talents with varying characteristics and multiple backgrounds. With the rising importance of diversity in workplace, it is no longer a buzzword but a necessity for every organisation. 


Workplace diversity can be inherent, e.g., race and sex, or acquired, e.g., religion and educational qualification. Both are essential for businesses aiming to succeed in the long run and ease their recruitment process. Research says 75% of employees will leave their current job for a more inclusive company


Additionally, when you hire people from different backgrounds, they improve your decision-making. They also provide different perspectives, generate new ideas, and enhance creativity in the work culture. Furthermore, diverse teams can open doors to new clients from different demographics and geographical regions. Thus, your chances of capturing new markets and driving sales increases.

What is the Importance of Diversity in Workplace?

Equality diversity and inclusion in the workplace allow companies to work with a more robust talent pool. It helps you understand client needs better, generate creative solutions, and drive business profits. 


We have listed some of the benefits of diverse workforce.

Access to More Talents

Unconscious biases may limit your chances of meeting top talents through job boards and websites. However, embracing diversity in the workplace allows you to meet people from different backgrounds and skills naturally. Additionally, diversity improves your workplace culture and lowers the employee turnover rate. This is one of the major importance of inclusion in the workplace.

Better Understanding of Your Consumers

The impact of diversity in the workplace is visible when dealing with demanding customers. Diverse teams can provide valuable insights into various customer bases, understand their pain points, and fulfil their demands. 


Additionally, you can design products and services according to different consumer needs and use the right marketing strategies to target them efficiently. 

Increased Employee Satisfaction and Retention

Investing in an inclusive workplace makes all your employees feel valued, respected, and included. This sense of belonging directly links to their job satisfaction, engagement, and retention. In research by Deloitte, 83% of millennials are recorded to be more engaged at work in inclusive companies than others. 

Increased Work Productivity

One of the top benefits of a diverse workforce is increased overall business productivity. When you hire people from diverse backgrounds, you get access to a wider range of skills and experiences among employees, along with various ideas and perspectives. They can potentially improve your work productivity and deliver excellent solutions for clients. 

Improved Cultural Awareness 

An inclusive workforce gives you access to a diverse range of cultures, skills, and experiences of talents in your organisation. They can help you deal with nuances within a global marketplace and allow you to enter new markets. 


For example, a Mandarin-speaking employee can save your back and improve workplace relations if you enter the Chinese market. 

Build a Positive Brand Reputation

Companies investing in a diverse workforce are often considered as better employers. Top talents prefer working with recruiters who are tolerant of all backgrounds and treat every employee equally. Additionally, when you demonstrate your commitment to inclusivity, equality, and social responsibility, you can resonate with customers, talents, and shareholders alike.

What are the Challenges of Diversity in Workplace?

By now, we know the importance of diversity in workplace, but it comes with multiple challenges. If you don’t focus on solving these issues in your organisation, they can significantly affect your reputation and standards. 

Communication Issues

Communication becomes difficult when you hire talents from multiple cultures, social, ethnic, and other backgrounds. For example, an employee may not be a native English speaker and might struggle to express their feelings in advanced English. 


Therefore, you must always state clear communication guidelines for all your potential employees. For instance, encourage your employees to ask questions if anything is unclear and avoid using slang they may struggle to understand. 

Workplace Discrimination

Irrespective of all your efforts, some employees may have cognitive biases leading to workplace discrimination. For instance, if your company works in a male-dominated industry, some of your employees may doubt female workers’ skills and qualifications for their roles. 


To reduce such discrimination, you must clearly communicate company values and discrimination policies to all staff.

Diverse Opinions Cause a Clash

When you encourage a diversified workplace, people of different upbringings, mindsets, and experiences bring their ideas and perspectives. This may lead to clashes when opinions don’t match on particular topics, leading to employee tension. 


Failing to reach a common ground can affect your decision-making process and negatively impact your company’s reputation. However, you can invest in conflict resolution training to clearly define appropriate workplace behaviour and communication policies. 

Strategies to Implement the Importance of Diversity in Workplace 

Knowing the importance of diversity in workplace and implementing diversification in reality are two different things. We have listed a few strategies to encourage diversity in your organisation.


  • Tweak your job description to demonstrate your efforts towards workplace diversification.
  • Recruit from diverse talent pools or niche job boards
  • Use blind hiring practices to recruit diverse talents
  • Train your interviewers on workplace diversity to avoid biases
  • Prepare a diversity policy to reduce discrimination in the workplace
  • Improve communication to ensure every employee is on the same page
  • Ensure diversity in all positions from top to bottom

How Does 6 Pence Help in Creating a Diverse Workplace? 

If you know the importance of diversity in workplace, you will undoubtedly invest in such measures. They ease your recruitment process, help you improve your business reputation among customers and shareholders, and increase sales. 


However, there are certain challenges of diversity in workplace that you must consider and try measures to eliminate them from your organisation.


If you are failing to create a diverse workplace, contact 6 Pence. We provide top-tier staff outsourcing and HR solutions to our business associates in Oman, Iraq, Bahrain, and Dubai. 


Our team helps you find qualified talents irrespective of their race, colour, gender, and other discriminating factors. Additionally, we help businesses with international hiring, from processing work visas to verifying documentation.


Also Read : Increase Productivity With Top Employee Training Techniques in HRM

Frequently Asked Qusetions

What is diversity in the workplace? 

Diversity in the workplace refers to having a workforce inclusive of multiple backgrounds and national origins. It includes gender, socioeconomic and cultural diversity, and beyond that.

Why is diversity inclusion important? 

Diversity inclusion in an organisation allows you to hire top talents, make employees feel more connected and productive, improve business performance and reputation, and satisfy customers with better products and services. 

How does diversity affect the workplace?

Diversity in the workplace with new ideas and perspectives leads to creative solutions and business productivity and improves decision-making.

Step-by-step Guide to Successful Employee Exit Management

employee exit management

If you are onboarding new employees, then most certainly, you are losing some of your old employees. But, just because your employee is leaving, doesn’t mean they lose importance. They can provide invaluable insight during the employee exit management interview.


These days, most organisations are investing more in employee recruitment and onboarding, while employee exit management often takes the backseat. 


However, with little effort and attention towards the offboarding process, you can risk exposing yourself to unnecessary legal and security issues. Therefore, you must go through multiple steps before an employee leaves your company. Additionally, they often give valuable feedback that can help you improve company operations. 


This article shares the importance and purpose of an employee exit management process and the steps you must fulfil before waving “bye” to an employee. 

What is Employee Exit Management?

Most of us know the onboarding process that happens when an employee joins an organisation, but little do we focus on the offboarding or exit process. Employee exit management refers to an organisation’s step-by-step approach to employee termination. 


It applies to employees resigning voluntarily or being terminated by the company through dismissal or layoff. However, the process for each case differs, but neglecting them can result in ugly backlashes, e.g., regulatory violations, data breaches, etc. 

What is the Importance of Employee Exit Management?

You must know that time is money in the business world, which means every second you invest must bring in money. But why should you invest in employee exit management? 


There’s a reason why experts advise businesses to focus on exit processes similarly to onboarding employees. We have listed the importance of implementing exit management in HR.

Improve Staff Retention

Research says roughly a third of employees resign within the first six months. It means staff retention in companies is a critical task for recruiters. When investing in multiple tools to retain employees, invest in exit interviews as well. 


You can acquire constructive feedback from them that helps you learn the company’s hidden strengths and shortcomings. These allow you to find solutions to high employee turnover in your company.

Improve work Culture and Performance

Employees leave honest feedback on your business when they depart your company. It helps you find areas of improvement and ensure a healthy workplace for other workers. 


Furthermore, you can also see a different perspective of your business from an employee’s viewpoint. Thus, you keep their complaints in mind while hiring new candidates for the role and avoid repeating your mistakes for the second time. 

Build a Positive Brand Image

You build a positive brand image as employees feel satisfied communicating their issues with you before leaving the company. They feel valued as you listen to their opinions and suggestions. These employees may go further in referring you to others in their network. 

Allows You to Tackle Issues

Your departing employee may give an overview of any ongoing problem in your business. For example, harassment, bullying, etc. These issues may remain hidden from HR and the management, leading to more workers leaving work. 


Therefore, employee exit management must include proper communication to understand and solve similar problems immediately. 

What is the Process of Employee Exit Management? 

When an employee leaves your company, either resigns, retires, or gets terminated, they must undergo an employee exit management process. However, research says almost 99% of companies are conducting exit interviews wrong.


Therefore, we have listed a few steps for you to follow during an employee’s exit.

Addressing the Resignation, Retirement, or Termination

Once your employee is terminated, retires, or resigns from your company, you must conduct the offboarding process. This means you must send out a formal letter in case of termination or retirement and sign the necessary documents. 


Similarly, if your employee resigns, they will send you a formal letter. In any of these cases, you must actively handle the sensitive circumstances and empathetically reach a thoughtful solution. 

Automating the Offboarding Process

Your company needs to digitise the process of employee offboarding, which reduces your overall stress. Usually, the offboarding process is tedious and lengthy and involves substantial paperwork and documentation. 


With an employee exit management system handy, you can avoid complexities and error-prone manual tasks. Therefore, it fastens the entire process and yields a healthy exit of employees on a good note.

Prepare Offboarding Checklist

You must prepare an offboarding checklist by considering your employee exit policy and procedure. It comprises a detailed list of equipment, assets, and login access of the employee provided during their onboarding, along with their name, job role, department, etc. 


Your departing employee may know or have access to confidential data and documents. Before leaving your company, these must be handed over to the management, and a checklist helps you finish the process. 

Ensure Transferring Knowledge 

When employees leave, all their documents and responsibilities must be transferred to the one replacing them. Using an employee exit management system can store all this transferred knowledge, and new hires can access it anytime and anywhere. Additionally, it reduces the risk of data theft and non-transfer of data before employee departure.

Deactivating Login Access and Recovering Equipment

Once your departing employee completes transferring responsibilities and knowledge, you must withdraw their access from all official logins. Additionally, it would help if you retrieved all official equipment or gadgets handed over to the employee during onboarding.

Communicate Employee Departure to Every Department and Complete Paperwork

You must inform other departments like IT, accounts and finance, and administration about the departing employee and the exit date. This is because almost every company department is affected when an employee leaves. 


For example, the IT department must block official access to all company systems. Similarly, the accounts and finance team handles all due payments and finance-related issues of the departing employee. 


Finally, they need to sign off certain official documents before departure. 

Conduct an Exit Interview

One vital step of the employee exit process in HRM is conducting a final exit interview. It gives insights into why the employee is mainly leaving, what areas need to be improved, communicating retention strategies, etc.

Final Settlements and Clearances

Finally, you must ensure the departing employee appropriately hands over all official belongings with proper authentication from different departments. After their clearance is initiated, you can release the final payments, including employed use, additional costs incurred, etc.

How 6 Pence Helps Businesses 

The employee exit management process in your company exhibits the well-structured management you possess. Though it takes your time and resources to understand why an employee is leaving, you get clear insights into where improvement is needed. 


6 Pence is among the leading staff outsourcing and recruitment agencies in the GCC, and we are operational in Dubai, Bahrain, Oman, and Iraq. We help our business partners attract and retain top talents and assist with HR, administrative, and payroll processing. 


We ensure confidentiality, data security, and local and international labour laws compliance. To know more, contact with us today!


Also Read : A Step-by-Step Guide to the Disciplinary Procedure in HRM

Frequently Asked Questions

What is the employee exit process? 

The employee exit process refers to the steps an organisation takes when an employee leaves the company due to retirement, resignation, or termination. 

What is an employee exit checklist? 

An employee exit checklist is a comprehensive clearance document used by multiple departments of an organisation to ensure an employee has cleared each internal function before final settlement and exit formalities.

What are the objectives of exit management?

The primary objective of exit management is to identify areas where business may require improvements, ensure employees remain satisfied with the service, and, in some cases, persuade the departing employee to continue working under different work conditions.

Why Automate Employee Onboarding in Organizations?

automate employee onboarding

Employee onboarding is essential for a fruitful collaboration between new joinees and employers. But it can also be a time-consuming work. Are you wondering whether to automate employee onboarding in your company? 


If you are targeting the top talents in the market, you must invest in an excellent onboarding process. A streamlined onboarding process ensures 


  • improved employee experience
  • clear communication between the team and the management
  • an effective workflow


Recent research says an excellent onboarding process can improve the new hire retention rate by 82% while improving productivity by over 70%. However, with digitisation everywhere, automating your onboarding process saves time and resources and benefits you in numerous ways. 


This article shares everything about an automated onboarding process in organisations and how to implement one

What Does it Mean to Automate Employee Onboarding?

Employee onboarding is an essential step in hiring new employees for your organisation. It gives your employees a clear insight into your organisation, work culture, and your expectations of them. A superior automated onboarding checklist can enhance employee retention and productivity. 


However, it is associated with numerous repetitive tasks like documentation, sending reminders, and addressing common questions. Therefore, the onboarding process can be mundane, time-consuming, and error-prone to recruiters and needs digital support for better workflows. 


Automated employee onboarding solutions not only save recruiters time but also help them create great impressions on new talents. Research says using automation for onboarding activities leads to a 16% improvement in new employees’ retention rate

Why Automate Employee Onboarding for Organisations?

You can automate employee onboarding in your company for various purposes. Besides the recruiter, it helps IT teams, accounting departments, company management and leaders, and customer service departments in different ways. 


Here, we have listed some of its benefits in organisations. 

Process Employee Documents Faster

Your automated onboarding system can speed up the documentation process. Thus giving your new hires more time for introductions and building connections with peers. 


You can use multiple tools to create a welcome package with all the documents, including contract manuals, policies, etc., for employees. They can review the papers beforehand and clarify their doubts before starting to work. 

Automatically Collect Employee Data

These systems help you automatically gather all necessary new employee data, including their previous payroll, taxes, medical benefits, etc. When you have all these details automatically updated on employee record systems, it eliminates the chances of human errors. 

Increases New Hires’ Engagement

Most new joiners get disappointed when their recruiters respond late. It usually happens due to their tough schedule of handling paperwork and ongoing administration tasks. However, when you automate employee onboarding tasks, you save time for one-to-one conversations. Additionally, if you use AI-powered bots on your onboarding system, they respond to common employee queries efficiently.

Saves Recruiters Times

Numerous onboarding tasks are repetitive and time-consuming. For example, signing documents and manually inputting new hires’ data into different HR tools. When you automate employee onboarding process, you save ample time on mundane tasks and focus on core activities. 

Reduced Operational Cost

You spend a huge timeframe and resources in hiring candidates. However, due to a poor onboarding process, many new joiners can leave after a few months or even weeks. This leads to substantial loss of money, and to prevent such failures, you must automate employee onboarding process.

How to Automate Employee Onboarding Process?

It is challenging to automate employee onboarding as a whole, but you prioritise a few processes to improve the overall employee experience. Here are a few to add to your automated onboarding checklist

Manage Employee Data Using a Unified System

You can create a personal, secure workflow system to automate data generation and minimise paperwork. For example, if you collect employee data in one system, it becomes easy for you to understand their hard and soft skills, proficiency, experiences, and education. 


Additionally, you can use different data visualisation tools to leverage this data for multiple organisational needs. 

Utilise an HR Information System (HRIS)

You can implement an HR information system for an automated new hire process. It can automate most of your administrative tasks involved with onboarding, including managing employee data, completing paperwork, scheduling meetings or training sessions, etc. Additionally, your hiring team can create personalised onboarding checklists and workflows for each new hire’s needs. 


You can also integrate with HR systems to automatically sync employee data with HR databases. It minimises the risk of data duplication and improves data integrity in your system.

Implement a Virtual Onboarding Platform

Several organisations use virtual onboarding platforms for pre-onboarding activities. For instance, they can help you share important information and company policies with fresh hires. You can also assign a virtual bot to help new members adjust to virtual tours or collaborations with other employees and respond to common queries in real time.


Furthermore, you can use interactive orientation materials with your onboarding system to offer engaging multimedia materials. It helps employees to familiarise themselves with company culture policies and key contacts. 

Install a Learning Management System (LMS)

Your employee onboarding tool must include an LMS for the training and development of new hires. Recruiters often train their new employees during onboarding to make them effective organisational contributors. This LMS allows employees to learn about their roles, company policies, and procedures at their own pace without needing a mentor. 


Otherwise, you can include personalised training modules with your onboarding system to deliver tailored training content to new hires. 

How 6 Pence Helps

By now, you must have understood the need to automate employee onboarding. Most companies see a dual role for automating onboarding, preparing new hires quickly for the position, and shaping their first impressions on new joiners. 


If you want to find qualified talents for your open position while streamlining your post-hiring process, including a seamless onboarding, connect with 6 Pence to learn more about our staff outsourcing process.


Our experienced recruiters help to find employees and fill open vacancies fast. We also extend our assistance in the post-hiring phase and help with the following:


  • Onboarding
  • Employee training
  • Payroll processing
  • Paperwork processing
  • Work visa filing for international hires
  • Access to 24/7 HR e-service portal, allowing for easy maintenance of leave applications, etc.


For further information, connect with us today!


Also Read : 7 Benefits of a Payroll Management System

Frequently Asked Questions

What is the employee onboarding workflow? 

Employee onboarding workflow refers to integrating new hires into your organisation, including introductory orientation, training employees, giving them clear insights into company goals and values, and understanding their responsibilities better. 

Why automate the onboarding process? 

Automated onboarding processes enhance candidate experience throughout the procedure, reduce organisational time and resources, train and prepare new employees for the role, and improve overall productivity.

What are the 4 phases of employee onboarding?

The four phases of the employee onboarding process in organisations include 

  • pre-onboarding
  • welcoming new hires
  • job-specific training
  • ease of transition to their new role

HR’s Guide to the Employee Rewards and Recognition Programme

employee rewards and recognition programme

Are your employees leaving jobs or being unproductive? One big reason may be that they aren’t happy or satisfied working with you, and implementing an employee rewards and recognition programme can be your solution. 


Every employee deserves appreciation in the workplace that motivates them to work better and be productive. 


This article shares a mini guide to understanding and successfully implementing employee recognition programmes.

What is an Employee Rewards and Recognition Programme?

In a recent study, nearly 79% of employees said they quit a job due to a lack of appreciation from leaders. Therefore, more and more companies are investing in different types of employee recognition programs. It is mainly a company’s system of recognising employees’ actions and achievements.


A few examples of employee rewards and recognition programme in organisations include


  • Monetary incentives,
  • Personalised gifts,
  • Special team events
  • Birthday celebrations,
  • Hosting employee appreciation events,
  • Weekly or monthly employee spotlights


Mostly, recognition is offered to internal employees with points redeemable for rewards. Such a program aims to boost employee morale, improve performance, and retain employees longer

Understanding an Employee Rewards And Recognition Programme

Most recruiters confuse employee rewards and recognition as they sound similar. However, recognition encompasses social and monetary recognition, whereas rewards typically refer to monetary recognition. 


Let us understand their difference from the table below:




These are tangible and mostly have monetary or some sort of monetary value attached to them.This is intangible, and its value is not measurable, but it leaves a huge positive impact on employees.
These are usually transactional in nature and are an excellent way to attract top talents to your organization.These are primarily relational in nature, where you build an emotional connection with employees, and are an ideal way to retain top talents.

Benefits of Implementing an Employee Rewards and Recognition Programme

When you invest in an employee rewards and recognition programme, it returns excellent benefits for your organisation. We have listed a few benefits of implementing such programmes.

Better Employee Engagement

Employee recognition and organisation is the top driver of employee engagement. It makes your employees feel valued and more likely to fulfil their roles and be productive. Thus, it enhances the overall productivity of your company.

Manage Equity

When you set a fixed employee rewards and recognition programme, all your employees will be treated equally. Thus, it encourages fairness and transparency in handling employees from diverse backgrounds and domains. 


A recent study depicts that workplace diversity boosts creativity and innovation, improving decision-making and ensuring a professional work environment.

Improve Retention

Though numerous reasons exist for an employee to leave your company, employee satisfaction is essential. By implementing such programs, you can recognise employee achievements and make them emotionally invested in the job. It ensures they stay longer in your business and be productive. 

Gain a Competitive Edge

Implementing rewards and recognition programs in business can promote healthy employee competition. It implements a structured and meaningful culture of recognition, ensuring your employees that their hard work never goes unnoticed. 


Additionally, it helps your company achieve its goals faster and focuses on employees’ personal and professional development. 

How to Design a Holistic Employee Rewards and Recognition Programme?

You must go through numerous steps before successfully implementing reward and recognition schemes. Furthermore, implementing the program is not the end; you need to educate your employees about it and regularly check the strategy. 


Therefore, we have listed a few steps to designing a holistic employee rewards and recognition programme in your organisation.

Define Your Vision and Program’s Success Metrics

Before implementing employee recognition programs, you must write down your company goals and objectives. For example, you may introduce a programme to improve employee engagement or build a better company culture. 


Additionally, you must research the benefits a recognition program can bring to your business and understand the best practices before implementing them. Moreover, having a clear and transparent budget for such programs is essential.

Build a Team to Implement the Programme

You must appoint a few people to build a committee responsible for implementing, managing, and establishing an employee reward and recognition programme. They must understand the program’s benefits and believe in company values. 

Understand the Types of Employee Recognition

Different types of employee recognition and rewards can be implemented in your business. It includes public recognition, private recognition, promotion, and monetary benefits. One survey found that 91% of HR professionals believe employee recognition and rewards make them more likely to stay in the company longer.

Ask for Feedback

You can ask your employees to fill out an employee satisfaction survey form. It gives you an idea about how satisfied they are and what they expect from you. Depending on these valuable insights, you can incorporate their wants and needs into your reward and recognition schemes. 

Determine the Characteristics of Such Programmes

Now that you are ready to implement a reward program, you must understand the critical eligibility factors. You must understand what skills, behaviours, and outcomes qualify for rewards and recognition. Additionally, ensure they align with your company goals, culture, values, mission, and vision. 


Some of the main characteristics of such staff rewards programme are:


  • Reward employees at regular intervals without waiting longer for bigger achievements
  • Celebrate achievements frequently
  • Acknowledge why the employee’s contribution is being rewarded
  • Make sure the recognition program is value-based and encourages employees to work towards company goals
  • Decide how to reward employees


It is essential to design such programs depending on the number of employees and your budget. Monetary rewards can be difficult if you’re a small business with limited resources. However, you can send out thank you notes or make them visible on a virtual praise wall. 

Educate Employees About the Programme

Now that you have an employee rewards and recognition programme in place, it’s time to educate your employees about it. They must understand how the program works and what they can do to earn a reward or recognition. One big task is identifying how to communicate a reward and recognition programme to new and existing employees.

Evaluate the Programme

Once you have implemented a program, it must be regularly checked for effectiveness. You can check whether the rewards are fair and adequate and if your employees are satisfied. Additionally, make sure the program contributes to the improvement of your organisation. 

How Does 6 Pence Help With Top Employee Recruitment?

As the job market turns out to be candidate-centric, hiring and retaining talents have become challenging for companies. However, if you ensure top-class employee satisfaction, they tend to stay longer in business and improve productivity. Therefore, you must invest time in planning an employee rewards and recognition programme that makes your employees happy and valued. It is an excellent way of keeping employees satisfied and motivating them to work harder.


If you are struggling with recruiting top talents in your company, please contact us at 6 Pence. We help our business associates in Oman, Iraq, Bahrain, and Dubai to recruit top talents and help with critical HR solutions. We are presently the leading staff outsourcing and HR solution provider in the GCC and are always ready to help you with staffing needs. 


Also Read : 12 Benefits of Employee Training and Development in HRM

Frequently Asked Questions

What is the reward system in HR? 

The reward system in HR refers to all the monetary, non-monetary, and social recognition offered by an organisation in exchange for its employees’ hard work and performance. 

What is an example of a reward and recognition programme? 

Some examples of reward and recognition programmes in organisations are gift cards, monetary incentives, birthday celebrations, special team events, monthly employee spotlights, and company outings. 

What are the five categories of reward systems?

The primary five categories of reward systems include compensations, benefits, flexibility, performance recognition, and career development.

7-Step Guide To Improve Recruitment Process in Organisations

improve recruitment process

Are you missing out on top talents, or is your recruitment process so extensive that it seems never-ending? Then, it’s time to improve recruitment process of your company!


Every organisation believes in hiring the best-fit talents for excellent work quality and business success. However, a poor recruitment strategy blocks their way to meeting these top talents. When your hiring timeline is lengthy or when you don’t have sufficient resources to engage candidates, you lose top talents. 


On the other hand, an effective recruitment strategy can attract and retain high-quality employees. 


Therefore, in this article, we have shared a few ways to improve recruitment process in your organisation. 

Why is there a Need to Improve Recruitment Process of an Organisation?

Research says 72% of recruiters face difficulty in attracting suitable candidates. If you are among them, it’s time to restructure or improve the recruitment process. 


Recruiting is the process of sourcing, attracting, and selecting top talents for your openings. It is a long-term process that begins with creating and publishing a job requisition and ends with a candidate accepting your job offer. 


Usually, the hiring timeline goes beyond a month, but top talents will wait only a few days before moving to your competitors with better opportunities. Therefore, you need to improve hiring process, which reduces the time and cost of hiring and allows you to choose suitable candidates. 


There are numerous reasons why you must improve recruitment process of your organisation. We have listed a few reasons for it. 


  • Attract top talents as they wait only for 10 days before being hired.
  • Reduce time-to-hire and retain candidates as they align with your goals.
  • Reduce cost-per-hire, and candidates tend to stay longer in your organisation. 
  • Improve business productivity with top talents.
  • Enhance workplace culture and better collaboration between team members.
  • Develop a better brand identity with improved work quality.


You must continuously track the performance of your existing recruitment strategy. You are good to go if it meets your current business goals and successfully attracts top talents. However, if the case is the opposite, you must immediately improve the recruitment process. 

Top 7 Ways to Improve Recruitment Process

By now, you know the importance of hiring process, which mainly targets recruiting top talents to help propel your company forward. But the question is how to attract them. 


We have listed 7 ways to improve the recruitment process in your organisation that will help you attract and engage these talents.

Use an ATS in the Recruitment System

An applicant tracking system (ATS) has the potential to improve recruitment process significantly. It enables recruiters to track candidates throughout the recruitment process and automates communication to engage them. 


Additionally, it identifies the source of the majority of qualified applicants for your openings. Thus, ATS helps you determine the top channels and allows you to utilise them best. 


Furthermore, it assesses thousands of resumes in minutes and ranks candidates as per their relevance to your job needs. They also assist in scheduling interviews and preparing pre-assessment tests for screening candidates. Thus, ATS reduces the hiring timeline and opens the door to connecting top talents.

Build a Strong Employer brand

Did you know? Strong employer branding can attract 50% more qualified applicants. Therefore, you must focus on ways to portray a positive employer brand that primarily focuses on your work culture and values. This significantly raises your chances of attracting a larger pool of talent. 


You can do so by responding to reviews, updating your company website, and sharing updates on your work culture and environment. 

Craft Clear and Attractive Job Ads

You must provide proper and must have requirements about open roles in your job ads. It ensures you don’t have to prolong your candidate search with unnecessary resumes that don’t meet your must-have criteria. Therefore, create job ads with straightforward titles, mention details about your company, and define responsibilities and must-have qualifications. 


To eliminate misconceptions, you must avoid using jargon, complicated sentences, or discriminatory language in a job requisition. 

Improve Your Candidate Sourcing

You can use multiple sources like social media, online job boards, employee referrals, professional networks, job fairs, and webinars to attract talents. 

Build Your Talent Pipeline

You can continually source candidates before there’s a vacancy in your company. Most companies build a talent pipeline to immediately hire candidates when needed, thus reducing time-to-hire and costs associated with it. 


Most job searchers are passive talents already in a job but looking for better opportunities. You can use professional networks to connect them easily and build your talent pipeline ahead of time.

Streamline Your Screening and Interview Process

Are you searching for how to improve selection process in your company? You can use an AI-powered ATS tool that efficiently screens candidates according to your requirements. 


Streamlining your screening and interview process increases your opportunity to engage top talents. You can prepare an ideal candidate profile and a set of questions to determine how skilled the selected candidates must be. Thus, it helps reduce the hiring timeline and associated costs.

Enhance Candidate Experience 

One thing is for sure: every interaction you make with applicants shapes their impression of your company. Research says nearly 82% of hiring executives believe investing in candidate experience is essential for building a healthy talent pipeline. Our suggestions to improve recruitment process include the following:


  • Shortening the application process
  • Updating your career page
  • Keeping communication channels open
  • Notifying your candidates throughout the recruitment process


Additionally, ensure you provide interview feedback to candidates that helps them improve and apply for your openings in the future. We hope these recruitment improvement ideas help you increase the efficiency of your hiring process. 

How Does 6 Pence Help to Improve Recruitment process?

More than half of employers and recruiters say the job market is candidate-centric. Therefore, candidates can afford to be picky while choosing a brand they want to work with. It means you must improve recruitment process to attract and engage them until they accept your offer and finally retain them longer. 


However, if recruitment becomes stressful and you lack sufficient time to source top talents, contact 6 Pence today! 


6 Pence is one of the leading staff outsourcing and recruitment agencies in the GCC, and we are operational in Bahrain, Dubai, Oman, and Iraq.


Our skilled recruiters can help you find top talents, reduce the time to fill open positions, and save costs. By working with us, you also get post-hiring assistance through payroll processing, candidate training, processing of paperwork, and access to our 24/7 HR e-service portal.


To know more, connect with us today!


Also Read : Increase Productivity With Top Employee Training Techniques in HRM

Frequently Asked Questions

How to improve the selection process? 

You can improve the selection process by creating an ideal candidate profile for your openings and matching candidate resumes using an ATS or recruiting software for job relevancy. 

What is recruitment optimisation?

Recruitment optimisation is a crucial aspect of the HRM process that assists recruiters in streamlining their hiring practices to attract and retain best-fit candidates. 

How can a recruiter help a company?

A recruiter helps in sourcing, screening, and hiring candidates for your company openings.

A Step-by-Step Guide to the Disciplinary Procedure in HRM

disciplinary procedure in hrm

Are you fed up with errant employee behaviour at the workplace? Is it creating a negative work environment, leading to talents leaving jobs? You can handle them informally by a quiet word or a reminder of your standards. 


However, if the situation worsens, it’s time to implement a disciplinary procedure in HRM and eradicate such troubles. It will justify involuntary terminations and help you build a safe and productive workplace. 


This article shares everything you must know about discipline and grievance procedures in HRM.

What is the Disciplinary Procedure in HRM?

Recent research says that nearly 70% of professionals wouldn’t work in a poor workplace culture, and 25% of the workers said it was the primary reason for changing their jobs. Thus, it makes companies focus on disciplinary procedures in HRM that can improve their work culture and retain talents longer. 


It is a straightforward process implemented in organisations to address employee misconduct during their employment period. You can manage a transgression with an informal discussion or formal proceedings, depending on its severity. 


However, set a framework to handle disciplinary action in HRM and make your employees aware of it. 


Some disciplinary actions that you take in organisations include 


  • verbal warnings
  • written warnings
  • loss of privileges
  • temporary pay cuts
  • demotion
  • suspension
  • termination

Why Have a Disciplinary Procedure in HRM?

Generally, you must outline your disciplinary procedure in HRM in the employee handbook. It informs your employees about what actions you can take if they violate your expected conduct standards. 


When you have a clear disciplinary policy in your company, you can deal with employees fairly and consistently. The purpose of such actions is to correct employee behaviour while documenting the issues in case of future problems. 


Additionally, you can provide examples of unacceptable behaviours, particularly those considered gross misconduct. Different types of disciplinary problems in HRM can affect your work culture, such as employee misconduct, harassment, discrimination, absenteeism, workplace bullying, tardiness, and more.

What Does a Disciplinary Procedure in HRM Look Like?

The procedure for disciplinary action in HRM is formal and time-consuming. However, companies must follow these procedures to protect themselves from legal issues is essential. 


It is even more crucial if your employee has a potential discrimination claim or can bring an unfair dismissal claim. A straightforward procedure can help you keep matters calm and professional in difficult situations with high emotions.


Here are some ways to implement fair and just disciplinary procedure in HRM:

Understanding the Issue

Before you undertake a formal disciplinary procedure, you must understand the issue. Some issues can be resolved through informal channels rather than conducting disciplinary proceedings. 


For example, if an employee is turning up late to work but has an excellent disciplinary record, a quick word on an informal basis is enough to resolve the issue.

Follow a Fair Procedure

If your initial conversation with the employee doesn’t resolve the issue, you must follow a fair procedure. Ideally, your employee handbook will cover all disciplinary actions you can take against any unpleasant behaviour in the workplace. 

Thoroughly Investigate the Situation

Now that you want to follow a formal disciplinary procedure, you must start investigating the issue thoroughly. For this, you can hire a third-party investigator, ideally an unbiased person, and collect evidence of the misconduct for use at a disciplinary hearing. 


An internal team can also be formed and should have someone from top management, the HR department, the legal department, and equal representation of male and female colleagues.

Invite the Employee to a Disciplinary Meeting

After the proper investigation, you must send out a letter to the employee explaining why this disciplinary action is being taken against them. Additionally, hold a meeting to discuss the issue with the employee and make a proper disciplinary decision. You must explain the allegations against them, review the evidence, and allow the employee to comment.

Decide on Action to Take

Once you consider all evidence, you should adjourn the meeting and decide what disciplinary action must be taken against them. Usually, there are four stages of disciplinary action taken in organisations that begin with formal warnings and end with termination. 


What are the 4 stages of disciplinary action? 


  1. Verbal warning
  2. Written warning
  3. Suspension without pay
  4. Termination 


There are numerous other disciplinary actions that you can consider, like 


  1. Recommending a formal performance improvement plan
  2. Demotion
  3. Retraining
  4. Temporary pay cut
  5. Loss of privileges


However, ensure you’re investigating fairly before considering the above disciplinary actions. Additionally, if you issue an official written warning to an employee, store that with their employment records. 

Allow Follow-Up After the Disciplinary Procedure

Finally, if you decide to dismiss an employee, you must hold a termination meeting. Additionally, make sure your employees get a chance to appeal your decision. 

Disciplinary Procedure in HRM Best Practices

A disciplinary procedure in HRM can be one of the most demanding aspects of your organisation. It helps you set up expectations for the team and document the disciplinary process initially.


Listed below are a few best practices of disciplinary procedures in the workplace


  • Carry out a proper HR investigation
  • Create an appropriate policy of discipline
  • Communicate your disciplinary procedures to employees
  • Explain to employees how to appeal a disciplinary decision
  • Educate your HR managers on the disciplinary procedure in HRM
  • Document your disciplinary actions and create a legally defensible process
  • Keep your disciplinary procedures updated

How 6 Pence Helps

Conducting a disciplinary procedure in HRM for any parties involved may not be pleasant. However, having a clear policy with outlined unwanted employee behaviours and actions to be taken against them ensures a fair and transparent workplace environment. 


Additionally, employees feel safe working with you and enjoy a healthy and positive work culture. 


However, for any staffing assistance in Oman, Iraq, Bahrain, and Dubai, you can always connect with 6 Pence. We are the leading staff outsourcing and HR solution providers in the GCC, helping businesses with legal framework and documentation, besides offering staffing, payroll, recruitment, and more services. 


Also Read : What is the Importance of Employee Satisfaction in Organisations?

Frequently Asked Questions

What is the disciplinary procedure in HRM? 

The disciplinary procedure in HRM is an organisation’s approach to modifying undesirable employee performance and behaviour through a corrective action process. 

What are the steps in the disciplinary process? 

There are usually four steps in the disciplinary process: verbal warning, written warning, final written warning, suspension, and termination.

What is the HR discipline policy?

The HR discipline policy identifies and standardises plans for responding to an unpleasant incident that violates company policy.

Increase Productivity With Top Employee Training Techniques in HRM

training techniques in hrm

With the rising competition for talent acquisition, organisations are adopting multiple ways to attract, acquire, hire, and retain talent. Today’s employees look at several things when joining an organisation- paying a competitive salary is not enough! One great way to do it is to provide training and upskilling opportunities.


Nearly 87% of millennials believe they will apply for a company offering professional development and career growth. Therefore, hiring managers must provide opportunities for employee growth and training to create a happy and productive workforce.


However, training and development methods in HRM can be challenging, especially when you don’t know how to implement them. We have shared basic knowledge of employee training techniques in HRM and compiled ten employee training methods for your help.

What are Training Techniques in HRM?

Before we start, let us first understand what is HRM or Human Resource Management. Human resource management is a strategic way to care for and support workers and make sure the workplace is a good place to work. One of the key functions of HRM is to provide training and development to employees. They also manage salary disbursal, emolaoyee relations, and other responsibilities.


Research says nearly 94% of employees won’t leave your company if offered training and development opportunities.


Employee training techniques refer to the process of planned activities for imparting knowledge and new skills to employees. It helps their career growth and prepares them for future industry changes. 


Such training is more production-centric and aims at developing problem-solving, critical thinking, communication, and other necessary skills. 


You can offer training programs throughout an employee journey, like


  • Pre-onboarding training or orientation training: It tells new employees about your company’s culture, values, mission and vision before stepping into the company. 
  • Onboarding training: It helps employees familiarise themselves with the basics of the job, understanding responsibilities, basic skills, and technical skills.
  • Workplace training: It sharpens employees’ technical and soft skills depending on their experience level to work better and add value to the company culture.
  • Coaching for succession plans: It prepares employees for higher responsibilities by sharpening their soft skills, leadership and strategising qualities.
  • Reskilling: It refreshes employees’ technical skills regularly by discussing ongoing trends and new ideas and using emerging tools. 


You must carefully plan high-impact employee training techniques in hrm by identifying your business needs and analysing skill gaps. Use layered, sustainable learning activities to ensure your programs target the right employees, customers and business needs. 


Moreover, to make the most of your training budget, periodically measure the effectiveness of training and development methods in HRM.

Benefits of Training Techniques in HRM

Companies must invest in job training as technologies evolve to ensure workers stay caught up. Training offers an excellent opportunity for employees to improve their knowledge and skills. This, in return, helps your company grow and become more productive. 


Listed below are a few benefits of implementing training techniques in HRM:


  • Improves employee skills and knowledge
  • Prepares employees for higher responsibilities
  • Makes employees feel valued
  • Improves employee retention rate
  • Provides higher production standards
  • Reduces errors
  • Improves employee engagement and reduces layoffs
  • Improves team functionality
  • Increase employees’ sense of security

10 Best Employee Training Techniques in HRM

As you know, training processing methods in HRM improve employee knowledge and skills for performing their responsibilities. Different types of employee training techniques today help staff learn and stay engaged.

Instructor-Led Training 

Instructor-led training is a traditional training method usually conducted in a classroom with an instructor presenting the material. It is highly effective for employee training, especially when teaching complex topics to workers. 


Additionally, the instructors can help employees with specific questions and suggestions for additional resources.

eLearning Programs

E-learning programs eliminate the drawbacks of classroom training, including cost and time to implement. These trainings rely on online videos, tests and courses. They offer better accessibility and are the easiest type of employee training for companies with a vast employee pool. It is no longer a novelty but has become an expected part of employee professional development.


Research says almost 89% of employees want training programs that fit their work schedule. 


Most employees have little to no time in their workdays to focus on personal development or upskilling. Additionally, it takes only a few minutes for a person to decide whether to stay engaged with content or move to something else. 


While dealing with such time constraints, you can use microlearning techniques to embed continuous learning into your workers’ workdays. This technique features short, focus lessons, usually between 3 to 6 minutes and uses videos, quizzes, and games. They are designed to meet specific learning goals. 

Video Learning

Among different training and development methods in HRM, visual learning is seen to have a long-lasting impact on learners, i.e., employees. Rather than trying to memorize page after page of boring text, watching a video helps to save time, increase retention, and improve application.


Also, videos allow for self-paced e-learning. This is a major advantage for corporate employees, who are often pressed for time to attend traditional classroom-setting training/


Game-based training has emerged as one of the best methods of imparting training to employees. Adding an element of game in the learning and development process, not only encourages active learning, but acts as a motivator for the learners. This also enables better retention and implementation.

Simulations or Virtual Reality Training 

These are like video game training, where employers use a simulated environment to teach employees how to handle high-pressure and dangerous situations. It is mainly used for training a variety of high-risk roles, including surgeons and emergency responders. 


Simulations help in building the critical thinking skills and problem-solving abilities of employees. It allows the workers to face complex scenarios that need strategic decision-making and prepares them for anything similar in future.

Job Rotation

Job rotation is an exciting training method where employees are offered different roles in the company to help them learn multiple skills. Such training techniques in HRM allow employees to understand the business better and prepare them for future higher-level responsibilities. 


Additionally, it helps improve engagement and satisfaction as people feel valued and invested in your company.

Cross-Training or Multi-Skilling

Cross-training or multi-skilling teaches employees to perform multiple tasks outside their primary responsibilities. It can be conducted in numerous ways like classroom training, on-the-job training and mentoring. 


Initially, you must find the essential skills and jobs and teach employees how to do them. Once training is over, they can start using the new skills and adjust to the industry changes. It allows companies to change quickly whenever needed, and employees stay prepared ahead of time.

Case Studies or Role-Playing

These two fun and effective training techniques help employees develop new skills and knowledge. Case studies involve presenting real-world scenarios to employees and asking them to analyse and solve them. 


It helps in developing employees’ critical thinking and problem-solving skills. Role-playing is about asking employees to play the role of a specific person or act out a scenario in a simulated situation. It develops employees’ communication and conflict-resolution skills. 

Coaching or Mentoring

Such training methods focus on the relationship between an employee and an experienced professional such as a coach or a mentor. It is usually offered to new employees who can learn their roles and responsibilities better from the company’s most skilled employees. 

How 6 Pence Helps

Training is essential for employee onboarding and retention, preparing for future needs, and improving the skill set. There are numerous training techniques in HRM that you can use according to company needs. You should use traditional training techniques while experimenting with newer methods to make maximum impact.


We understand how recruiting staff can get difficult for you, and training them on top is an added hurdle. Therefore, you can contact us at 6 Pence for your staffing requirements. We are the top staff outsourcing agencies in GCC, working with business associates from Iraq, Oman, Bahrain, and Dubai.


We extend our support beyond recruitment and hiring. Our team assists with onboarding, training, payroll management, and other HR-related issues.


Contact us to know more!


Also Read : 15 Common Job Interview Mistakes You Must Not Commit

Frequently Asked Questions

What are training techniques in hrm? 

There are numerous training techniques in HRM, including job rotation, coaching or mentoring, computer-based training, lectures, conferences, business simulations, e-learning, interactive training, etc.

What is the importance of techniques in hrm? 

HRM uses multiple techniques to manage their people effectively and efficiently to fulfil their business strategic goals. This technique ensures your employees are productive and happy in their roles and influences the growth of company culture.

What is training evaluation? 

Training evolution refers to the systematic process of gathering and using information to improve your training process. Evolution offers feedback from employees that help you identify if your training achieved the desired outcomes and enables you to make informed decisions for future programs.

Everything About the Talent Acquisition Specialist Job Description

talent acquisition specialist job description

Just like the right company can be a career stepping stone for an individual. Similarly, the correct employee can lead a company to success. You need a specialist to head all the important departments, like sales, marketing, finance, R&D, etc. 


Consequently, companies often lack a talent acquisition specialist in the staffing, hiring or recruitment department. These individuals help to find top talents on behalf of the company and often head-hunt individuals for top managerial positions.


We will go more on this as we describe the talent acquisition specialist job description. The talent acquisition specialist market demand has been high for the past few years and will stay longer as the competition for hiring the best keeps increasing. 


If your qualifications and skills match a company’s talent acquisition specialist job description, it’s high time to apply for it. This article will share some of the primary talent acquisition specialist responsibilities, skills, and salaries in the GCC.

What is a Talent Acquisition Specialist?

Nearly 87% of recruiting professionals say talent acquisition has transformed into a more strategic function over the past year. It urges companies to circulate a talent acquisition specialist job description on multiple platforms to attract, source, and hire the best people for this integral position. 


These talent acquisition specialists are professionals in sourcing, attracting, interviewing, hiring and onboarding talents to meet the company’s long-term goals. They form a part of the recruitment team but perform a more specialised role than a typical HR.

Talent Acquisition Specialist vs Recruiter

Though reading any talent acquisition specialist job description, it may look similar to recruiter jobs, but it isn’t.  A recruiter is focused on the short-term hiring process of identifying and screening suitable applicants for a specific job role.


A talent acquisition specialist is focused on long-term human resource planning and finding the best candidates for positions that require specific skills. They are the high-level recruiter that offers advisory services over recruitment. 

Talent Acquisition Apecialist Job Description: How it Benefits the Company?

The competition for hiring the best talent in companies is increasing regularly. This makes recruiters invest in hiring specialists who can help them make better hiring decisions. Listed below are some of the objectives for hiring such specialists in business.

Attracting and Hiring Top-Quality Candidates

They have the qualities to select top candidates for your company’s long-term needs. Such specialists can create engaging job descriptions and post them on multiple channels to acquire talented applicants.

Building a Strong Talent Pipeline

They can acquire candidates from multiple platforms, arrange and appear in job fairs, and use professional networks to build a robust talent pipeline. These are the potential candidates that, if not selected for now, can significantly help in the future.

Streamline the Recruitment Process

They can implement numerous effective recruitment techniques and utilise technology and tools to streamline recruitment. This helps in saving time for hiring managers and helping them to make well-informed decisions. 

Enhance Employer Branding

They promote the company’s values, mission and vision statements, culture and opportunities for candidates to develop strong employer branding. They aim to advertise the company as an attractive workplace, which helps attract talented candidates for vacant positions. 

Providing Guidance

They are experts in talent sourcing, candidate selection, interview techniques and employer branding. Thus, these specialists can guide HR managers and others in making better hiring decisions.

Talent Acquisition Specialist Job Description: Key Responsibilities

A talent acquisition specialist will focus on long-term recruiting strategies for future needs rather than looking into the current positions. They work with the management and the HR department to plan for hiring and internal candidate development.


Additionally, only highly skilled personnel are selected for this integral role. Individuals who meet the following qualifications mentioned in a talent acquisition specialist job description are hired by companies:


  • A bachelor’s degree in Business/Human Resources or any equivalent fields
  • Must have previous experience in 360 recruitment/talent acquisition in organisations or agencies
  • Experience with using an applicant tracking system
  • Solid understanding of current employment laws and ability to follow new regulations


The critical duties of a talent acquisition specialist are listed below:


  • Coordinate with hiring managers and internal departments to identify staffing requirements and recruitment needs.
  • Identifying the company’s candidate selection criteria, ideal hiring profiles and job requirements for each vacant position.
  • Create specialised job descriptions and interview questions to reflect the requirements for every position.
  • Candidate sourcing through multiple channels, including job boards, social media, and professional networks.
  • Managing hiring processes through electronic ATS.
  • Compiling lists of the most suitable candidates by looking into their resumes, portfolios, and references.
  • Organising and attending numerous job fairs and recruitment events to create a strong talent pipeline.
  • Maintaining records of all recruitment materials, including interview notes and related paperwork.
  • Leading employer branding initiatives.

Talent Acquisition Specialist Skills for Your Resume

A bachelor’s degree and several years of experience added to your talent acquisition specialist resume can get you the job. But, you must possess certain traits and qualities to rank among the top few selected candidates. 


Listed below are some of the most needed skills of such specialists:


  • Excellent interpersonal and communication skills: You need to spend a significant amount of time talking with department managers, HRs, and potential employers
  • Good leadership skills: You must work with a group of potential candidates and speak on behalf of the company, which urges leadership qualities.
  • Active listening: You need to hear the HR requirements and the candidates’ fit for the role.
  • Good decision-making: You don’t just recruit but determine which candidate can benefit the company in the long run.
  • Perspective and intuitive qualities: You ensure a positive candidate experience throughout the hiring process. This mandates the qualities and a basic understanding of recruitment standards, industry trends and competitor practices.

Talent Acquisition Specialist Careers

Talent acquisition specialists mostly come under the HR specialist category, as they perform advanced HR roles, and their demands have only grown in the last few years. 


One of the significant factors of their increased demand is the use of technology in recruitment and the need for unique and specialised candidates. These specialists use ATS, data analytics, and social media platforms to reach more candidates and make better hiring decisions. 


Additionally, the increased demand to ensure diversity and inclusion in the workplace opened doors for such specialists to drive changes.   


These specialists, with adequate work experience in the field, can climb to numerous higher positions in the talent acquisition process. Some of the positions available in this verticle are:


  • Senior corporate recruiter
  • Human resource manager or director
  • Senior recruiter
  • Human resource generalist
  • Talent acquisition director or manager
  • Recruiting manager or director
  • Senior talent acquisition manager 

What is the Average Talent Acquisition Specialist Salary?

Listed below are the average talent acquisition specialist salary in GCC.


  • Kingdom of Bahrain: The average annual salary of a talent acquisition specialist working in Bahrain is around 16,400 BHD per year, with the lowest salary ranging from 9,020 BHD/year to the highest salary of 24,800 BHD/year.
  • Republic of Iraq: A talent acquisition specialist working in Iraq can make an average annual salary of around 19,678,200 IQD/year, with the lowest at 9,816,600 IQD/year and the highest at 30,479,000 IQD/year. 
  • Sultanate of Oman: If you work as a talent acquisition specialist in Oman, you can expect an average annual salary of around 17,860 OMR/year, with the lowest salary of 9,020 OMR/year to the highest salary of 29,540 OMR/year.
  • United Arab Emirates: A talent acquisition specialist working in Dubai, UAE, can make an average annual salary of around 228,000 AED/year, with the lowest salary of 106,960 AED/year to the highest salary of 361,500 AED/year.

How 6 Pence Helps You in Getting the Role?

Finding open positions matching the talent acquisition specialist job description can be very difficult, and it is also a highly coveted role.


You can submit your resume to a recruitment agency to survive this competition. They help match criteria with different business associates’ requirements and get you hired.  If you are looking for one of the finest recruitment agencies, submit your resume to us at 6 Pence


We are one of the top staffing agencies in the GCC, working with numerous public and private businesses across Oman, Iraq, Bahrain, and Dubai. We create a talent pool with candidates from different backgrounds and connect them with our business associates for better hiring capabilities.


Visit our careers page and drop our CV with us!


Also Read: Strategies for Effective Performance Management in an Organisation

Frequently Asked Questions

What are the duties of a talent acquisition specialist? 

The duties of a talent acquisition specialist are sourcing, attracting, interviewing, hiring, and onboarding employees to meet the company’s long-term goals. 

What are the basic skills required for talent acquisition? 

The basic skills required for talent acquisition are communication, relationship-building, negotiation, analytical, problem-solving, active listening, critical thinking, etc. 

What is the key role of talent acquisition? 

The key role of talent acquisition is finding and hiring the right people to meet organisations’ future goals.

8 Talent Acquisition Strategies to Hire the Best Employee

talent acquisition strategies

Today’s competitive business world looks for talents who are not just qualified or experienced but culturally fit with the company’s vision. Talented teams in the organisation stand behind its success. However, these individuals may not knock at your door, but you must proactively acquire them using multiple talent acquisition strategies. 


This article will share the benefits of talent acquisition and eight promising talent acquisition strategies to acquire them smoothly.

What are Talent Acquisition Strategies?

In a survey, 86% of recruiters and 62% of employers said today’s job market is entirely candidate-driven. It makes talent acquisition difficult for companies, especially when job seekers demand changes with market trends. 


For example, if your company is not flexible with remote or hybrid work culture, you might lose hundreds of millennial candidates. 


Talent acquisition is an organisation’s strategy used in its recruitment process to find, attract, hire, and retain top talents. In short, it is a planned and structured set of actions the HR department takes to get the best employees to achieve the company’s long-term goals. 

Strong employer branding, positive candidate experience, creating an inclusive workplace, and having a strategic plan are a few steps of talent acquisition. 


Talent acquisition strategies vs talent management strategies

Talent acquisition is the systematic process comprising multiple recruiter actions to find, approach, and recruit top talents. 


Meanwhile, talent management practices refer to the steps taken in an organisation to retain, motivate, empower, and promote its talented employees. 

Why Do You Need Talent Acquisition Strategies?

It is crucial to have a talent acquisition strategies framework for companies to hire the best talents and ensure business success in the long run. There are multiple other reasons for implementing such techniques in your organisation.


Some reasons behind adopting talent acquisition strategies are mentioned below:

Attracting Top Talent

Such strategies allow companies to source and hire the top talents for their vacancies. They are usually customised as per the company’s unique requirements and future vision. With a proper strategy, you can hire candidates who are skilled and experienced and fit with the company’s core values. 

Reducing Costs

By implementing talent acquisition best practices, you can streamline the hiring process, improve hiring quality, and lower turnover rates. All these reduce overall recruitment costs and save time and resources in the long run.

Improving Employee Retention

With the correct talent acquisition strategies, you can hire candidates that are an excellent cultural fit and aligns with the company’s overall mission and vision. 


Often these employees feel connected with the business for a long time, thus improving employee retention. However, numerous other ways, like investing in career development, appreciating and rewarding talents, etc., can help you with it. 

Building Productive Teams

Businesses aim to improve the talent acquisition process to hire the best talents and build productive teams. Such strategies allow you to create a diverse and inclusive workplace with individuals of different backgrounds, skills and knowledge. It results in improved business productivity, collaboration, and employer branding.

Effective Succession Planning

Effective talent acquisition strategies help with succession planning and succession management in companies. It prepares you to plan for the future and identify able successors for critical roles. Additionally, you can train and mentor these employees to prepare them for higher responsibilities. 

Boost Business Performance

Positioning top talents in the right roles can help companies increase their productivity and effectiveness and gain a competitive advantage. They help in meeting your long-term growth and contribute to overall business performance.

8 Talent Acquisition Strategies to Adopt in Companies

These days employees are extremely selective when it comes to selecting their place of work. It makes employers compete to acquire the top talents, and companies get confused about how to attract them. 


We have compiled eight top talent acquisition strategies for help.

Align Your Acquisition Strategy With Business Goals

You must consider the business goals for the next five years and tailor your acquisition strategy according to its needs. Talent acquisition and recruitment go hand in hand but with different objectives. 


While recruitment focuses on filling positions within a department, talent acquisition considers a company’s long-term goals and finds employees to help you reach the goals. 

Invest in Employer Branding

Most candidates will interact with your brand before they speak with the recruiters. It means attracting a large part of the top talents depends on employer branding. 


Organisations investing in employer branding have increased by nearly 50% in attracting qualified candidates. You can develop a good employer brand by 

  • compensating your employees properly
  • ensuring work-life balance
  • employee wellness
  • collaboration
  • growth opportunities, and more

Leverage Data and Technology

Companies utilising technology can boost their talent acquisition strategy from job posting to employee onboarding and achieve better results. Leveraging data in the talent acquisition process helps you convince people to join the company. 


For example, technology can bring insightful data related to your job description performance and help you make necessary improvements. 

Offer Flexible Work Options

The traditional office working model has some alternatives, like remote and hybrid working models. In remote working, employees fulfil their responsibilities from home, whereas in hybrid models, they get a mix of home and office working structures. 


Companies offering this flexibility of choosing work options attract most talents, especially Gen Z and Millennials. 

Increase Your Outreach Strategy

Companies must expand their sourcing strategies to smoothen the HR talent acquisition process. If you want to hire candidates with different skill sets, consider using specialised job boards, partnering with academic programs, or attending networking events. 


Additionally, you can transfer your recruitment responsibilities to an external agency. They can bring unexpected changes to your workforce.

Design a Competitive Benefits Plan

Besides being flexible, you must compensate your employees fairly. Even when paying an average salary, you can balance them with multiple perks, like a comprehensive health benefit. 


Talents attract towards a company that invests in employee well-being, including their physical and mental health. Additionally, you can offer paid sick leaves, parental leaves, accident coverage, retirement benefits, etc. 

Promote Diversity and Inclusion

Research says for 46% of job seekers, the workplace culture matters while applying for a position. Therefore, companies need to adopt a diverse and inclusive culture to attract talents from various backgrounds. You must create a workplace where multiple perspectives are valued and voiced.

Create an Internship Program

You can create internship programs to attract talented students while they are still studying. They are often ambitious people with a good learning tendency and can help your business grow with their efforts to do their best. 


Moreover, once their internship ends, you can hire them as permanent employees. It is one of the easiest of all talent acquisition best practices.

How 6 Pence Help with Talent Acquisition?

Developing comprehensive talent acquisition strategies that suit your company’s needs and future vision is essential. It ensures you avoid talent shortage in future and meet your organisational goals. However, we at 6 Pence can always help you with recruitment, staffing and HR services. 


Our team helps find top talents and also assists companies with post-hiring training, onboarding, and payroll management. Our flagship service, the 24/7 HR e-service portal, enables employees to access important details and documents anywhere and anytime. This increases job satisfaction, one of the most critical talent acquisition strategies.


Connect with us today to know more!


Also Read : 7 Employee Engagement Strategies for HRs

Frequently Asked Questions

What is a talent acquisition strategy? 

A talent acquisition strategy is the multi-step process a recruiter uses to find, attract, hire and retain top talents in a company.

What is talent acquisition vs recruitment? 

Talent acquisition uses a proactive nature of hiring and anticipates the future workforce needs of a company, whereas recruitment uses a reactive approach to hiring and fulfils instant staffing needs.

What are talent acquisition management solutions? 

Employee planning, talent acquisition, performance management, formal and informal learning, compensation and rewards, career development, and succession planning are some talent acquisition management solutions.

10 Effective HR Strategies for Employee Retention in 2023

strategies for employee retention

In today’s fast-paced business landscape, hiring and retaining employees has become more challenging than ever. Recruiters need to focus on numerous strategies for employee retention to build a strong and cohesive workforce. 


One of the red flags for companies is employee disengagement, meaning they might be leaving you at some time. Similarly, there can be several other reasons for an employee to walk out of a company. 


This article shares the importance of employee retention and explores 10 effective staff retention strategies.

What is an Employee Retention Programme?

Research says the cost of losing an employee in an organisation is 33% of their annual salary, which is huge. Hiring new talents is not just sufficient today; businesses must focus on reducing their employee turnover rate. It is when implementing employee retention policies in business can be fruitful. 


Employee retention programme refers to the strategies used by a company to prevent employee turnover. In short, it restricts losing of employees in a certain period, either voluntarily or involuntarily. 


Employee retention rate = ((Total no. of employees – Total no. of employees left) / Total no. of employees) × 100


You can use numerous strategies for employee retention to hold back your existing staff and the best employees in the organisation. However, a low turnover rate in your company can be healthy depending on your industry, but higher rates can be expensive in terms of money and time. 

Importance of Implementing Strategies for Employee Retention

Before you look for how to retain your best employees, let us understand why you need to do that. 


Many people think that it is easier to hire new talents. No! It is costly and brings numerous disadvantages that can harm your company’s productivity. For example, you will lack the expertise your previous employees can offer, leading to low productivity. Additionally, hiring new talents can cost you one-half to two times your departing employee’s annual salary


Listed below are a few benefits of investing in different strategies for employee retention.

Sustained Productivity Flow

Your existing employee base understands the company’s vision at a deep level and knows how to fulfil their role’s expectations. Additionally, they have acquired all the necessary skills to complete tasks regularly, thus, increasing their productivity effectively.

Reduced Company Expenses

By retaining your existing employees, you save on making costly mistakes and damaging customer trust. Additionally, you don’t need to spend time and money scouting, recruiting and onboarding new employees and training them to meet your expectations.

Lower Training Time 

Your present employees who have worked for a long time have acquired all the necessary talents to fulfil daily duties. You need to invest only in sharpening their skills for trending needs. But new employees require more training and time to adapt to the new workforce environment and its requirements.

Better Customer Experience

Your experienced employees know business processes better and are less prone to making mistakes while handling customers. They are skilled enough to satisfy customers and create long-lasting bonds with them.


This brings us to the end of the benefits of adopting strategies for employee retention.

10 Strategies for Employee Retention that Businesses Must Know

After knowing the importance of employee retention, you must learn how to implement the strategies for employee retention in your organisation. 


We have curated the top 10 strategies for employee retention for your help.

Invest in Employees’ Career Growth

More than 94% of employees stay in a company that invests in career growth and development

Businesses willing to survive today’s competition must keep employees updated with current industry trends. However, searching for new employees every time a trend appears can be difficult. Therefore, you must invest in different career development programs for your existing staff. 


It includes introducing mentorship programs, training campaigns, and purchasing online employee classes.


Investing in employees’ career growth makes them feel valued and respected. This, in turn, improves their engagement with the company for longer periods. 

Recognise Employees’ Contribution

Employee appreciation in the workplace ranks on top of significant employee retention factors. Everyone likes to be valued and recognised for what they did for the company. 


You must recognise your team’s contributions and reward them appropriately to motivate all employees to better output. 

Compensation and Benefits

Recognition is, on the one hand, whereas compensating employees properly, on the other, influences employee retention. Most individuals look outside their present company to compare benefits and compensation for their work. You must regularly assess industry compensation standards to reward top performers financially. 

Ensure an Exceptional Onboarding Experience

Your talent retention plan must include creating an exceptional onboarding experience. It helps new employees learn about their responsibilities, understand the work culture, and feel accepted. You must introduce them to all team members and provide a mentor for guidance. 

Pay Attention to Communication

Communication plays an essential role in any relationship and helps create strong bonds. Similarly, in business, you must invest in two-way communication where employees can speak up for themselves. Additionally, it allows teams to work collaboratively and ensure the smooth running of your business. Companies investing time in developing communication skills can help resolve or prevent issues that lead to low retention and high turnover. 

Ask for Feedback

Asking for employee feedback is a great way to understand how things are going in your organisation and one of the best strategies for employee retention. 


It gives you a clear idea of what your employees are not liking and where you can improve. Additionally, you must implement their suggestions whenever needed. Employees feel happy to know the company values their decisions and motivates them to work harder.

Prioritise Employee Well-Being

Most employees today look for a perfect work-life balance; if you can offer them that, they stay. No one prefers a toxic work culture, with hefty workloads and impossible deadlines to meet at any cost. 


Managers need to supervise if the workload on employees is bearable regularly. You can improve business productivity by prioritising employees’ mental, physical, social, financial and career well-being. 

Prioritise Hybrid and Remote Working Options

More employees are interested in flexible working arrangements, including remote and hybrid working facilities. It saves their time and money to commute, ensures fewer distractions, and better work-life balance. All these contributed to higher retention rates and reduced absenteeism and employee disengagement. 

Promote Collaboration and Teamwork

If you are looking for ways to improve employee retention and motivation, and create a healthy work environment, promote collaboration and teamwork. 


Teamwork increases business productivity and helps you shape valuable workplace relationships. However, with remote workers, you can set collaborative goals, leverage regular video chats and create communication channels to promote teamwork. 


This collaboration ensures employees deliver the best results and stay connected with the company for a long.

Work on DE&I (Diversity, Equity, and Inclusion)

Every workplace must prioritise diversity, equity and inclusion to prevent losing employees due to office politics and biases. You must encourage communication around DE&I with your employees to influence them to follow the rules and eliminate discrimination. 


It improves employee well-being and results in innovative business outcomes. Employees who feel valued, seen and included take the initiative to stay in your company. This is one of the major strategies for employee retention and must be adopted.

How Does 6 Pence Help Implement Strategies for Employee Retention?

We have listed the top ten strategies for employee retention in companies that you must try and get surprising results. Retaining your employees is essential for improved business productivity, customer satisfaction, revenue growth, and boosting brand awareness. 


However, if you are worried about hiring top talents, contact 6 Pence! We offer top staffing services to GCC companies in Oman, Iraq, Bahrain and Dubai and bridge the gap between business associates and top talents.


We extend our support beyond the recruitment phase and help with payroll processing, onboarding, HR assistance, etc. A seamless wage disbursal, leave and tax filing add to a fulfilling working experience, leading to better employee retention.


Contact us to know more!


Also Read : 7 Employee Engagement Strategies for HRs

Frequently Asked Questions

What is employee retention? 

Employee retention refers to an organisation’s ability to retain or hold back its employees for a certain period.

What are the methods for employee retention programmes? 

Compensating employees, rewarding them, creating an inclusive workplace, offering training and development programs, maintaining work-life balance, and giving flexibility in work are a few methods for employee retention programmes.

What are the ways to measure retention? 

You can measure employee retention by taking the average number of employees minus the number of employees who left and dividing the whole by the average number of employees.

15 Common Job Interview Mistakes You Must Not Commit

common job interview mistakes

Interviews for freshers or seasoned professionals can be a nerve-wracking experience. However complicated the process may be, it is a gateway to better opportunities for job seekers. 


Now, to crack an interview, most people try to represent themselves professionally. In this process, you can unintentionally commit some common job interview mistakes. One way to avoid them is to stay prepared with an interview checklist beforehand. 


In this article, we will share candidates’ 15 mistakes during an interview.

What is an Interview?

Before we delve into common job interview mistakes, let us understand what interviews are. An interview is a formal conversation between recruiters and job seekers, sharing every detail from both sides and ending up with a decision. 


Recruiters conduct interviews to assess candidates’ abilities, experience, behaviour, and eligibility for the position. Whereas job seekers better understand the company culture, vision and mission, their expectations, and candidates’ roles and responsibilities. 


Interviews can be conducted face-to-face, via video call, or by telephone. Some interview categories include structured, unstructured, situational, behavioural, etc. These can be arranged in individual interview formats, group formats, panel interviews, and computer-assisted interviews. 


However, for all these situations, you must understand the common mistakes made by interviewees and avoid doing them to gain better opportunities. 


The more you appear for interviews, the better you know what mistakes to rectify. Research says job seekers selected for three job interviews have a 51% possibility of getting hired

15 Common Job Interview Mistakes to Avoid

Job seekers make different types of mistakes during an interview, from not dressing appropriately, arriving late, not carrying essential documents, and more. Most mistakes are unintentional, while a few are intentional, and candidates must overcome both. 


Listed below are a few common job interview mistakes.

Not Being Punctual 

It is good to appear 10-15 mins before the agreed interview time and not too early or late. It measures your punctuality on an interview day. However, if you’re running late due to unavoidable situations, always notify the staff or the interviewer through any means of communication, and apologise formally. 

Skipping Preparation Before the Interview

One of the job interview mistakes to avoid is appearing for an interview without conducting proper research. You must understand the position you are applying for, the employer’s objective of hiring, their pain points, the company goal, etc. It will help you answer most employers’ questions that ensure you are fit for the company.


Research says nearly 47% of candidates fail job interviews due to insufficient knowledge about the company.

Dressing Inappropriately 

It is one of the most common interview mistakes that candidates make while representing themselves as professionals. You can choose formal attire with little to no unnecessary accessories and polished shoes. You must look fresh and energetic and emit a positive vibe during the interview. 

Interrupting the Interviewer When He/She is Speaking

Most candidates make such mistakes when they speak more than listen during an interview. You might miss out on the question that the recruiter actually wants to know—moreover, talking too much or interrupting interviewers results in disappointment. 

Wrong Mindset

Recruiters hire staff for their needs, and they interview candidates to learn how they can improve the company’s pain points. However, most candidates make the mistake of saying what they will get from the job and not what they can give to the company. This creates a massive difference while recruiting the best candidate for job vacancies.

Unprepared for Behavioural Interview

You can commit behavioural interview mistakes only when unprepared for them. Recruiters can ask you real-life stories to understand what challenges you faced and how you resolved them. 

You can use the STAR (Situation, Task accomplished, Actions taken, and Results achieved) method to reply to these questions giving the recruiters a clear vision of how to manage similar situations in future. 

Not Answering Questions Appropriately.

One of the common job interview mistakes is not answering interviewers correctly. It can be either listening more carefully, speaking up more, providing more information, or answering basic questions. The best way to avoid it is by practising mock interviews and preparing the common questions beforehand.

Sharing Unnecessary Personal Details

Bonding with the recruiter with a shared interest or passion is essential. However, out of nervousness, job seekers speak of unnecessary personal details that switch off recruiters’ interest in you. Keep your answers relevant and concise instead of being too intimate with the interviewer. 

Badmouthing Past Employer

Holding grudges against your previous boss is okay, but you must not show them to the present recruiter. There might be several reasons for leaving the past job, but you shouldn’t share them or badmouth your previous employer. It highlights your professional skills, loyalty, behaviour, and respect for others. 

Improper Body Language 

You must focus on body language while appearing for an interview. It includes your pose, way of sitting, speaking, tone, eye contact, etc. Research says nearly 67% of recruiters feel that eye contact is essential for making a good impression. Candidates must have a natural smile, maintain eye contact with the recruiter, avoid slouching, playing with hair, crossing arms, etc. 

Not Carrying Your Necessary Documents

One of the common job interview mistakes is candidates failing to provide the necessary documents to prove their resumes. Interviewees must carry at least five resume prints, a portfolio of past work, qualification documents, a list of references, and identity proof. 

Talking About Salary and Benefits Before the Recruiters

You should never talk about your salary and benefits at the beginning of the interview. It looks like you are working for money and are less interested in the job. However, you must stay prepared to answer any salary-related questions. 


Interviewees can come up with an honest answer about their salary expectations after researching their positions and comparing them with other companies. 

Failing to Mention Weaknesses and Strengths

Out of hundreds of common job interview mistakes, failing to understand your strengths and weaknesses comes at the top. While trying to impress recruiters, some neglect their weaknesses and oversell their strengths, while others are unaware of these points. 

Not Asking Questions 

Most candidates prefer not to ask questions to their interviewers, which shows you are less interested in the post. You can prepare a set of questions, like when to expect a call, what the career path looks like, what are the next steps, etc. However, don’t ask for something that’s already answered or irrelevant to the post. 

Not Sending Follow-Up Emails

One common interviewing mistake in HRM is not to send follow-up emails at the end of the interview. You must send your interviewer a customised “Thank You” note on the same day of the interview and leave your feedback. 

How Does 6 Pence Help You Get Interviews?

Interviews are a must while selecting and hiring talents in organisations. It ensures the candidates are qualified for the position and are not bluffing about their qualifications and experience. When interviewing as a fresher or a professional, you must remember common job interview mistakes. By avoiding them, you can raise your chances of getting hired by a company.


With 6 Pence, you can submit your resumes for multiple positions. We work with global and local businesses in Oman, Iraq, Bahrain, and Dubai and act as a liaison between recruiters and candidates. We match the candidate’s profile with the company’s requirements and select you as an ideal fit. You can now apply for well-paying jobs at reputed organisations with us.


Drop your CV by visiting our careers page!


Also Read: Why Employee Training and Development is Must for Organisations?

Frequently Asked Questions

What are some common job interview mistakes to avoid? 

Dressing inappropriately, slouching during interviews, poor body language, speaking more than needed, and listening little are some common job interview mistakes to avoid.

How can I avoid making common job interview mistakes? 

You can avoid making common job interview mistakes by practising mock interviews, looking up basic instructions, and grooming yourself before appearing for real interviews.

How can I recover from a job interview mistake? 

You can always learn from your mistakes in the interview and use your follow-up mail to apologise to the interviewers. Constant practice and appearing for mock interviews can help you recover from making common mistakes.

What are the consequences of job interview mistakes? 

Some recruiters understand the stress related to job interviews and overlook your mistakes and hire you depending on your talents. However, you can always apologise for any intentional or unintentional errors. In the worst scenario, they can reject you, but you will have the opportunity to fix them in the following interview.

10 Tips for Interview Preparation To Help You Land The Job

tips for interview

How many of you got cold feet before an interview and doubted everything from your clothes to resume fonts to any other minute thing? Thus, having the right tips for interview is essential.


Interviews are stressful but also a necessity. In today’s job marketing, it has become even more critical because of many applicants vying for limited open positions.


Interviews are the most effective tool organisations use to select the best talent from tons of resumes. While only just a few applicants can actually attend the interview round. 


Did you know that every applicant has a 26.24% probability of winning a job offer? These statistics make sense why you can get nervous before an interview. During the first few rounds, the interviewer will throw questions at you from different spheres, including education, experience, personality traits, communication skills, industry knowledge, and more. 


We make sure to share some of the top tips for interview so that it doesn’t get overwhelming. 

What is an Interview?

An interview is a face-to-face, formal conversation between the interviewer and the interviewee. It encourages two-way communication where the interviewer tries to gauge the skill level of the interviewee.


It is an effective tool for the employer to assess the candidates and understand their educational and cultural fit with the company. Whereas, for the employee, it is a great way to know more about the organisation and get clear ideas about their roles and responsibilities, career path, salary, and more. 


There can be several other objectives of conducting an interview in companies. But it can be intimidating, right? We say no!


However, by understanding the right tips for interview and acquiring the right job interview skills, you can crack them all. 


Listed below are some of the job interview types


  • Structured interview
  • Unstructured interview
  • One-to-one interview
  • Panel interview
  • Stress interview
  • Telephonic interview
  • Video interview

Top 10 Tips for Interview Preparation that Help You to Excel

Identifying what to do during an interview can get overwhelming, especially when you are Googling common interview questions and getting myriad answers. 


Statistics say face-to-face interviews often last an average of 40 minutes, which is the most vital stage for job seekers to get an offer. However, the first minute and a half of the interview is the most crucial segment that makes your first impression on the interviewer and impacts their decisions. 


But worry not. As a leading recruitment and staffing agency, we have some of the best tips for interview questions and preparations, which recruiters and HR managers have vetted.


We have compiled a list of 10 interview preparation tips. 

Research the Company

You must spend a few hours learning about every ins and outs of the company, especially its success stories, vision and mission. This is an important tips for interview. Most companies prefer hiring candidates who align with their goals and objectives. 


Learning from the company’s website and social media accounts is good, but you must not fail to research what others are saying in depth. 

Learn About the Position

While applying for a post, you must learn about its requirements. Research says only a few applicants have the skills and knowledge required for a position they apply for. For example, if you are applying for a managerial position, you must complete a relevant degree, acquire experience, and grasp the necessary skills. 

Use the Company’s Products and Services

If you are applying for a product-based company, having a first-hand experience with them is good. For instance, you are applying for a telecom business that manufactures mobile phones. It would help if you had any experience of using phones by that company.


Reading about the company’s products and services is essential when looking for interview skills and techniques. Additionally, it will show the interviewer how interested you are in the job. This is an essential tips for interview that you must try and embrace!

Learn About the Interviewers

Mostly, companies share the names of your interviewers, and if not, you can request them for the list. Next, learn about them, their roles, contributions to the company, and a few more professional details without being creepy. 


According to your research, make a list of questions to ask your interviewers and establish good communication during the interview process. Show your eagerness, by mastering this tips for interview.

Identify Your Strengths and Weaknesses

Interviewees need to understand their strengths and weaknesses before appearing for an interview. You can carefully think about your skills and accomplishments as your strengths. 

Additionally, make your interviewer see how your strengths can meet their business goals. 


However, never forget to mention your weaknesses when asked. Every person does have weaknesses, and sharing them with the interviewer, along with how to plan to deal with them, builds a sense of trust.

Introduce Yourself in the Best Way

Your introduction must include your experience, qualifications, skills, and achievements that clearly explain your identity. Introductions create impressions, and most recruiters prefer candidates who can tell more about themselves. 


Never forget yourself, when learning about the top tips for interview.

Understand Why You Are Interested in the Position

Most likely, interviewers ask why you are interested in this particular position. You should never miss this question as it shows the recruiter how confident you are and what you can do for the company. 


Make sure you identify some key factors about the position and the organisation and match your strengths, skills, interests, and work style to understand why you fit perfectly for the role. 

Tell a Short Story

You must prepare stories of your success, handling of past projects, situations you faced, and more. But remember, the anecdote should be in sync with the position you are applying for, making it an important tips for interview!


It allows the interviewer to understand your behavioural skills. However, make your story concise and engaging, highlighting challenges, actions, and results. 


You can always use the STAR (Situation, Task accomplished, Actions taken, and Results achieved) technique to describe such stories. 

Familiarise Yourself with Common Interview Questions

You can always search for questions that interviewers commonly ask candidates in an interview—for example, long-term and short-term goals, your suitability for the position, etc. 


However, ensure you practise these answers and not memorise from a script. You can practice for interviews by looking in the mirror and answering questions out loud. 

Do Some Salary Research

While researching tips for interview questions, never miss out on the current industry salary scale. Interviewers often ask about your salary expectations by the end of the interview, and you must not say a too-low number and end up getting paid less than your peers. Nor should you ask for something unrealistic.

Tips for Interview: Things to Do During an Interview

During an interview, it is not just your qualification and experience that creates an impression on the interviewer, but your behaviour and personality traits. 


Listed below are a few tips for a successful job interview.


  • Reach the interview location 10-15 mins before the scheduled time
  • Carry several copies of your resume and essential documents in an organised manner
  • Before being a good speaker, be a good listener
  • Focus on your body language, good manners, and professional skills 
  • Don’t speak negatively about your previous employers
  • Be prepared to face personal questions 
  • Remain calm and positive throughout the interview
  • Make sure you dress professionally 
  • Wait for the interviewer to talk about salary and benefits, and don’t broach the subject yourself


Once your interview is conducted, you must do a few things. Ask the recruiter questions like when they will contact you, whether they will notify only the successful candidates or all applicants for the role, etc. The next thing to do is send out personalised thank you emails to interviewers on the same day of the interview. 


Lastly, you need to wait for a response from the other end. However, never lose hope if rejected in an interview and invest time improving yourself for the next.

How 6 Pence Help You with an Interview?

Interviews play an important role in candidate selection for companies. Interviewers must be well-prepared, relaxed, and confident when appearing for an interview.


We have shared a few tips for interview in the guide to help you stay confident and prepared before appearing for the next interview. 


However, you must first submit your resume to multiple platforms to receive an interview call. You can submit your CVs with us at 6 Pence. We are a highly trusted staffing and recruitment outsourcing agency in the GCC countries, including Oman, Iraq, Bahrain, and Dubai. 


6 Pence hires on behalf of leading companies in telco, oil and gas, IT, finance and banking, and public sectors. If you seek well-paying jobs in reputable companies, connect with us today.


Drop your CV by visiting our careers page today!


Also Read : What is the Importance of Employee Satisfaction in Organisations?

Frequently Asked Questions

What are the interview tips? 

Some of the top tips for interview include dressing correctly, focusing on body postures, brushing up your skills, practising common interview questions, selling your strengths, etc. 

How to prepare for an interview? 

You can prepare for an interview by looking for common questions and practising them. You can stand in front of the mirror while practising, increasing your confidence level. 

How can I present myself in an interview? 

You must wear formal attire, groom yourself, maintain your posture and body language, know how to introduce yourself the best and create an everlasting impression.

Strategies for Effective Performance Management in an Organisation

performance management

To survive today’s competitive landscape, businesses must improve their performance. Effective performance management in companies plays a major role in driving their success and ensuring employees align with company objectives. 


Performance evaluation has dual purposes: it helps the employees grow in the professional space, which impacts the company’s growth.


This article shares numerous strategies to enhance your performance management system and how it benefits your company.

What is Performance Management?

Thist is a holistic approach to monitoring and improving employee performance to help companies achieve their vision and objectives. Organisations set such processes to help employees build new skills, perform their roles better, improve potential, and boost success rates. 


An effective performance assessment system is a strategic and systematic process. It combines verbal and written components and is conducted throughout the year. The process involves


  • Establishing clear goals, aims, and expectations
  • Setting employee objectives and goals that align with company goals
  • Offering ongoing feedback
  • Evaluating performance results 


Organisational and personnel are the main performance management systems used in companies. They help the management to understand their employee commitments towards the company.

Organisational Performance Management

It comprises procedures to assist companies in developing, evaluating and implementing their performance strategies and is often called corporate performance assessment.

Personnel Performance Management 

It offers a framework to evaluate employees’ performance and ensure alignment with organisational goals and objectives.

Performance Management vs Performance Appraisal

There is a thin line between performance management and the performance appraisal process in the HRM. Let’s learn them from the table.


Performance management Performance appraisal 
It helps employees to develop and increase their performance and productivity.It evaluates the real performance of an employee but is not focused on their performance productivity.
It looks at an employee’s performance focusing on their present and future.It measures employee’s performance depending on their past experience. 
It implies a holistic approach in evaluating relationships between employees and organisation and focuses on how to improve employee engagement.Performance appraisals imply an individualistic approach pertaining to employees and their past performance.
It constantly measures employees’ performance and plans strategies for their development.It focuses only on the result of an employee’s performance and follows certain protocols for performance analysis.
It allows dynamic communication between the employee and senior managers leaving enough room for discussion.Communication pattern is linear for performance appraisals and discussions can only take place after the process completes.

Why is Performance Management Critical?

Performance auditing ensures you have an improved and well-trained workforce that contributes to establishing a successful business. There are numerous other benefits of it, including:

Future-Proofing Your Employees’ Skills

Establishing a continuous line of communication with all your employees and monitoring their skills regularly helps you develop advanced training programs. Performance analysis reports point out employees’ potential skills and performance gaps. 


You can immediately take essential steps to solve these problems and prepare your employees for future work needs.

Increased Employee Engagement

It helps companies set clear expectations for employees. It gives them insights into how you are investing in their growth and what you are expecting from them. 

Additionally, offering learning and development opportunities gives employees a clear career path. 

Higher Employee Retention

Employees who see their work improvement and clearly understand their career path remain engaged with the company. They can know what you are offering in the present and have decided for the future. Thus, it improves employee retention benefiting the company to keep their best employees for long. 

Culture of Feedback and Trust

When you are open and honest with employees and give them the necessary feedback, they trust you. It also encourages employees to be loyal, communicate their problems and ideas, and provide constructive feedback. Thus, you can foster a healthy overall company culture. 

Improved Organisational Performance

Performance measurement in companies contributes to improved organisational performance, including revenue growth and customer satisfaction. Additionally, your employees learn, develop, and offer best-in-class performance contributing to company success.

Top 8 Strategies for Effective Performance Management

Below are eight strategies for an effective performance management system to help you achieve outstanding business results.

Create a Productive Work Environment

If your employees are lethargic, sloppy, or less productive, the problem might be in your office environment. You can change the interior look to a bright working space. Furthermore, add some fun elements, motivate employees, use quality equipment, and ensure improved mental health. 

Encourage Two-Way Communication

Communication is one of companies’ best tools to bond with employees. You can ask for feedback from workers to get better insights into what affects their performance. 


Additionally, the good communication skills of the manager convey clear messages to workers. It ensures your people understand the goals and their duty better.

Customise Employee Training Plans 

Not all employees can be treated the same in a company, especially when enrolling on training programs. Before setting up a training program, you must focus on understanding their learning styles, weaknesses, strengths, ideas, etc. 


It not only improves the quality and capabilities of a candidate but motivates them to work harder and be more productive. You can also generate employee self-evaluation graphs for better understanding. 

Recognise and Reward Exceptional Talents

Your employees need a pat on their back to move forward, regardless of age and position. Therefore, companies must find a way to recognise employees’ hard work and reward them for a better tomorrow. It may include a bonus, a promotion, access to health care plans, etc. 


Appreciation is an excellent way of showing gratitude, and encouragement, leading to improved performance. 


Do you know around 63% of employees said in research that they are not praised enough by their employers?

Use Technology to Integrate Goals

You can use simple and intuitive tools to track every employee’s performance. Such technologies offer broad visibility and flexibility in accessing them, allowing transparency in the company. Additionally, all your employees will stay updated whenever your goals change or modify. Ultimately, it leads to improved performance.

Identify Issues in Time and Solve Them

Companies must discover the problems behind low business productivity or employee performance. You can ask your employees what problems they face and collect suggestions for solving them. 


Ensure you listen to employees’ ideas that make them feel valued and engaged in your company. 

Give Frequent Feedback

Recruiters must give frequent feedback to employees that helps them improve and be more productive. You can add surveys, community meetings, and one-to-one talks for an effective performance appraisal in HRM. 


Additionally, focus on improving your company culture to attract and engage culturally fit people. A statistic says 46% of job seekers consider company culture an essential factor in choosing employers

Use Competency-Based Systems

Companies can use competency-based systems for performance management. It helps managers to supervise their employees and build a team depending on their competencies instead of evaluating them with specific tasks or behaviours. 

How 6 Pence Can Help

Performance Management in every company is a crucial factor for their success. You can focus on goals and expectations to set and create a regular performance auditing system. It empowers employees to develop and improve daily, contributing to overall organisation success.


Recruitment and HR services can never be daunting when you are with us at 6 Pence. We are the top staffing and HR solution providers in Oman, Iraq, Bahrain, and Dubai. Connect with us today to know more!


Also Read: 11 Training Programme for Employees That Should Not Be Missed

Frequently Asked Questions

What is performance management?

It refers to the holistic approach of evaluating employees’ performance, investing in their improvement, and enhancing overall business performance.

Why is performance management critical?

It is essential for numerous reasons, like improved organisational performance, higher employee retention, and increased engagement.

What are the critical components of an effective performance management system?

The critical components of an effective performance management system are planning, monitoring, developing, rating, and rewarding.

Reasons Why Businesses Need Permanent Staffing Solutions

permanent staffing solutions

Hiring the right employees in a business is a serious commitment, as it contributes to long-term company growth and success. Finding the culture fit candidates is a must, and research says 84% of recruiters believe the same


However, most established and startup companies face difficulty recruiting the right people for all their departments. This urges the need for permanent staffing solutions offering smooth and seamless functioning to organisations. They understand the unique company needs and carefully select, train and develop the workforce. 


We will share everything you need to know about permanent staffing solutions, including their benefits and importance in business and how 6 Pence can help you.

What are Permanent Staffing Solutions?

Permanent staffing solutions help businesses of all sizes recruit long-term suitable employees to fit their job vacancies. They choose candidates by matching your profile requirements, salary, and cultural fit. 


Permanent staffing is a company’s long-term investment to build its foundations. Agencies offering such services have experience in finding and hiring the right candidates through various methods. They can manage your workforce’s changing needs, seasonal fluctuations in demand and addressing skill gaps within your present workforce. 


Some of the permanent placement staffing features include:


  • They are paid directly by the recruiters
  • Permanent employees don’t have an ending date for their tenure
  • Terminating their contracts is a lengthy process and abides by numerous employment laws
  • Agencies help manage the payroll, leave processing, and other HR duties pertaining to the employee
  • The agency undertakes all paperwork and background evaluation

How do Permanent Staffing Solutions Work?

A staffing agency may offer employees leasing and permanent staff to companies as needed. 

Employee leasing is an arrangement where the agency provides candidates to companies temporarily. The employees work for the client business while the agency pays them salaries and handles HR functions


Such agencies take information about your job requirements and search their talent base to find the right fit for the open position. 


They thoroughly research your company’s needs, conduct extensive market research, and spread positive words around your brand to attract talent. 


Usually, these agencies have their own talent base where candidates submit their updated resumes for good opportunities. The decision to hire the selected employees is still the company’s call. 


However, permanent hiring is more challenging than leasing, requiri