Xclusive HR, Rajkot (2026)

15/05/2022

We are delighted to celebrate our FIRST anniversary! The road less traveled is filled with joy, gratitude, and learnings🤍

12/10/2021

Our Ahmedabad-based client is looking for a graphic designer with minimum of 2 years of experience.

1. Minimum 2 years experience.
2. Bachelors Degree in Fine Arts.
3. Worked on designing software like Illustrator, Photoshop, Indesign, etc.
4. Advertising background is preferred.
5. At present, the role is remote working.

Interested candidates should share their CVs and portfolios.

12/10/2021

Job Alert: Our Ahmedabad based client is looking for a graphic designer with min. 2 years experience. Check the image below to see the requirements of the job.

If you are interested, send in your CV and portfolio to [email protected].

01/10/2021

Job Alert: Desktop Support Engineer required for an IT company in Chennai, Tamil Nadu, India. The details for the position are below.

01/10/2021

1. Managing and troubleshooting laptops, desktops, printers, scanners, softwares, etc.

2. Liasoning with IT vendors

27/07/2021

The Art of Relationship Management at Work

In the modern world, delivering results and relationship management are two sides of the same coin. Learn the art of relationship management at: https://xclusivehr.com/blogs/the-art-of-relationship-management-at-work/

14/07/2021

What Is The Future of Work Going To Be?

All of us, at the time, await to anticipate our future in all spheres of life. Work occupies a predominant space in our life, and subconsciously we like to dwell about what the future would look like and what it holds for us.

We are immensely interested in what the future holds for us in the workspace. It is a thought that never gets outdated and is probably among the top 100 most searched concepts on the Internet. It is valuable to our work life because it helps us understand what to expect, what we should do to stay competitive, what are potential threats, the different ways we can enjoy and be happy, and how we can contribute to the profession and community.

This is how the future of work will be evolving till 2026:

1. Digital literacy to be the core competency – Gone are the days when knowledge about computers, software, and systems was a privilege. A significant portion of work will be through the human-robot-artificial interface. Majority of the companies will shift to digital platforms, and hence, digital literacy will be part of core competency in the future.

2. Reforms in the education system. De-linkage between education and professional qualifications – Post COVID-19 pandemic, the education sector has undergone a tremendous shift. It has made people re-think the need for education as a qualification per se and return on investment. In the coming times, people will focus on pursuing professional courses over undergraduate and graduate certificates.

3. Mental health will be the primary driver of holistic well-being – Since 2020, mental health is an emerging need for employee welfare. Mental well-being means taking care of one’s emotional safety and security and attend to issues related to lonely work environments. Remote working has long acknowledged ignored aspects of physiological burnout. Mental health will remain the top priority of employee well-being and we can expect structured assistance programs in this regard.

How will employee engagement unfold?

4. Hybrid workspaces – Remote working is here to stay, hence we will have employees working from the office and remotely. Hybrid workspaces will bring a healthy work-life balance. At the same time, it will be demanding for business leaders to generate performance, maintain excellent customer service and keep the innovation on track. It would also test the success of project-based work, wherein there are complex deliverables, multilayered interfaces, and co-working between various vendors.

5. Social media will be a strong influence for employee engagement – The growth of social media platforms has been enormous in the last 2 years. The active and new users on various social media platforms have increased substantially. Due to this, professionals can understand market, industry, and company practices in a transparent way. There will have an impact on individual employee engagement as professionals will tend to compare their experience with market norms. Companies will need to invest energy to keep their employees engaged at the times!

How will the roles change?
6. HR transformation from business partner role to Influencer! – The human resources professionals will need to think, act and energize themselves for a transformed role. The business landscape has changed, and so HR professionals’ roles will get a lot more demanding. They will act as influencers to senior leaders, shape the company culture, participate in strategic decisions, drive the change by making the workforce agile and adaptable and revisit the current HR structure. HR professionals will go beyond their business partner role and will emerge as “Influencers” for the company.

7. The entrepreneurial spirit will lead to workplace innovations – Post COVID-19 pandemic, we may not expect employees to think and behave the way they used to do in pre-pandemic times. The tough times have made a few of us more reflective about the fact viz. “Why are we working and to what extent can our current company support us?” Lots of companies had to take adverse employment measures like salary cuts, enforced annual/unpaid leaves, and longer working hours during the pandemic. Employees accepted these directives as they had limited options. However, the emotional bo***ge is affected and we can expect a rise in entrepreneurial spirit. Professionals are willing to take risks in thinking differently about their careers. The entrepreneurial spirit will generate possibilities and will lead to innovations at work.

In conclusion, we are fortunate to be part of the future of work post-pandemic. I am excited to watch how these factors unfold and impact our workspaces! So let’s get ready and enjoy the game!

Happy reading!

06/07/2021

Employers Dilemma - Oversupply of Candidates and Talent Shortage Coexist

Business leaders frequently experience an oversupply of candidates in the job market. In general, there are 1000 plus applicants for every job advertised. For survival, candidates are willing to taking longer working hours or reduced salaries because the employment market is getting competitive and demanding. On the other hand, senior stakeholders are voicing their concerns about the fact that the skill sets of their current employee base may or may not be ready to meet future business requirements. Practically, candidate oversupply and talent shortage have coexisted for more than a decade now and it is interesting to understand the impact and actions to manage the co-existence.

Why is oversupply prevalent in the employment market?
According to my research, the below reasons are keeping oversupply prevalent in the labor market:

Economic slowdown led by the financial crisis of 2008-09.
Rigorous performance reviews.
Redundancy as a management tool to restructure the business.
Humans’ losing jobs to robots and systems based on machine learning and artificial intelligence.
Changes led by COVID-19 pandemic.
Steady population growth.
Why are we observing a talent shortage in selected industries?
At the same time, we observe the talent shortage in selected industries and primarily could be due to the following factors:

1. Change in preferences. Professional preferences have shifted towards the knowledge economy, so manufacturing and agricultural industries are less preferred.

2. Change in the employment landscape. Individuals have options to select based on their interests and passion viz. they can work full-time, part-time, remote jobs, freelancing work, project-based engagement, etc.

3. Change in business planning timelines. As the situation has become dynamic, leaders prefer to adopt a 2-year time horizon for planning.

4.The entrepreneurial spirit is at an all-time high which may need us to redefine teamwork, flexibility, and adaptability.

5. Post COVID-19 pandemic, the work norms have changed substantially.

The co-existence is healthy to maintain the competitive job market if the balance between oversupply and shortage is maintained. Otherwise, we will observe the adverse effects on our professional life at a financial, social, and emotional level.

This co-existence will create an imbalance in the labor demand and supply market. Thus, both employers and individuals need to take necessary measures to keep them unaffected and growing.

How do we bridge the gap between talent shortage and oversupply?

Candidates’ oversupply and talent shortage phenomena impact the economy at a macro level. Hence, international, national, and state forums discuss it at great length. Human resources regulators, industry experts, and company leaders also advise effective measures to bridge the gap. All individuals must adhere to the recommended employment guidelines.

How can individuals safeguard themselves?

The individual contribution will play an important role. Each working professional may understand their career interests, passions, past and current performance, conduct SWOT analysis, and do potential skill set requirements on a 2-year horizon. Based on their observation, they will understand the current and future skill requirements and can up-skill or reskill themselves as needed.

Individuals, in this case, who are negatively affected by oversupply situations would need to redeploy and consider alternative career options. For example, during the COVID – 19 pandemic, due to travel restrictions, there is a surplus of travel and tourism professionals. These professionals could redeploy their skills in digital marketing, blogging, entertainment industry, etc., or take a sabbatical for 2-years and attend their priorities.

However, only a few specific industries experience the impact of talent shortage and would need or solutions and recommendations from the most affected. This shortage would be an opportunity in disguise for individuals who can identify them at the right time.

Finally, I would recommend individuals to be vigilant about the market dynamics and keep their skill set up to date for 2 to 3 industries.

29/06/2021

Is Plan B Important?

Planning is no longer a buzzword. It is an essential tool to achieve the desired results for professional and personal goals. I am sure all of us have experienced the fruits of planning. We are often told to keep a Plan B in place. What does this mean? Plan B is the "Back-up" Plan or Contingency Plan and the objective to have one is to design our response when things do not move in expected ways.

There are various schools of thought, debates, and research on whether we should or should not have a Plan B. Few people advise not to have a second option in place, as we are planning for failure and taking focus away from the primary goal. On the contrary, few people suggest that successful people are those who are good at crisis management. In the business context, whether to have a Plan B or not, would be a consultative approach of senior executives. On a personal level, the choice lies with an individual.

I believe in having a backup stategy for important decisions that would have a long-term impact. Having said that, the important question is when to activate Plan B. Consider these situations to shift from the original to the backup plan:

A. Results of the primary plan as not as expected.
B. Challenges and obstacles beyond our influence.
C. Unexpected sudden business situations e.g. Reshuffle on the board of directors, pandemic situations, etc.
D. Change in resources available for primary plan i.e financial, people, technology, regulations, etc.
E. Changes in external conditions i.e. market, social and economic shifts.

Benefits of having a Plan B in place:

Contingency schemes provide great help when there is a need to pull back from primary mode to the safe option. It provides flexibility, resilience, and benefits mentioned below.

1. You don't compromise on the strategic thinking : Our thinking is clear and creative when our mind is calm and relaxed. When we brainstorm on alternatives in a neutral environment, we retain the the focus on strategic thinking.

2. Maintains focus on responsive mode : Abrupt changes invoke a reactive way of working, which generally is a knee-jerk reaction, emotional, and less thoughtful. When we keep our options ready, there is a positive probability of maintaining a responsive mode of working which is balanced, thoughtful, and rational.

3. Effective crisis management and business confidence remain stable : External stakeholders i.e. customers, investors, suppliers, and third-party partners expect that the company should be able to manage a crisis effectively and efficiently. Having a second option in place helps in better response to crisis management.

4. Relationships are better managed : Interpersonal relationships stress out to a great extent during uncertain and ambiguous business situations. Plan B plays an anchoring role and helps to reduce strain.

5. Lowering stress and anxiety levels : Research has proved that planning was the single most powerful method for reducing stress because it prevents tensions from building up in the first place. Cognitive planning reducing arguments, conflicts and can help us to navigate problems in a better way!

On a concluding note, reflect on your working style and preferences from a planning perspective. You may be working either only on Plan A, both - Plan A and Plan B, or a hybrid model adopting either of the options. Next time you choose to have a Plan B for your decisions do observe their pros and cons and keep learning and growing!

Happy reading!

Xclusive HR

15/05/2022

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